• International journal of advanced smart convergence
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• v.13 no.2
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• pp.154-165
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• 2024

The purpose of this study is to investigate the relationship between organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) as perceived by organizational members and its impact on organizational justice and job performance. This contributes to providing additional data for the revitalization and development of the organizational system for efficient management and operation measures included in the organization's sustainable management. To this end, the hypothesis established through the traditional process of quantitative research was tested as follows. First, organizational culture showed a positive effect on organizational justice. Second, organizational culture had a positive (+) effect on job performance. Third, organizational justice was significantly analyzed in terms of job performance. In other words, the importance of systematic re-establishment and continuous implementation of organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) and organizational justice consistent with organizational characteristics was emphasized in order to improve job performance, which is the result of organizational competitiveness. In addition, it is the aspect of drawing practical implications for strategic human resource management and human resource development to systematically improve it.

• Journal of the Korea Society of Computer and Information
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• v.24 no.11
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• pp.229-234
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• 2019

This study is an empirical study to examine how the family-friendly corporate culture affects organizational commitment and job performance for ICT companies in Korea. Therefore, the purpose of the study is to investigate the effects of family-friendly culture of ICT companies on the organizational commitment and job performance of their employees. To this end, the impacts of internal factors of family-friendly corporate culture on their organizational commitment and job performance of the employees of ICT companies in South Korean are empirically analyzed. And the findings of the empirical investigation are as follows: Family-friendly Organizational culture and Family-Friendly Welfare System have positive effects on the organizational commitment, and Organizational commitment, in return, has positive effects on the job performance. But the Family-friendly working environment is found to have NO significant effects on the Organizational commitment. These results confirm the characteristics of workers who prefer family-friendly welfare systems with economic rewards rather than formal family-friendly programs.

• Asia Pacific Journal of Business Review
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• v.6 no.2
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• pp.27-60
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• 2022

Previous studies stated that low carbon innovation performance could be influenced by government regulations and the green market, which is the new trend of consumer consumption in the present time, mainly focusing on external factors. Before study augured that low carbon innovation performance could be driven by internal and external factors of cooperation such as institutional pressure, stakeholder pressure, and innovation resources. However, the study of green transformational leadership and organizational environmental culture on low carbon innovation performance is rare, especially in Chinese manufacturing, as well as the effect of influencing factors of TPB model: environmental attitude, subjective norm, and perceived behavior capability on low carbon innovation performance. Previous studies mostly used the TPB model for predicting individual behavior. This study established a theoretical model combining the TPB model with green transformational leadership and organizational environmental culture of Chinese automobile manufacturing on low carbon innovation performance. This study consists of two sections of research methodology: section 1 related to questionnaire design and data collection. We established a questionnaire and distributed it online, targeting responses from the managerial level working in Chinese automobile manufacturing. Eventually, 155 valid questionnaires were used for analysis. Section 2 involved data analysis using statistical software. Reliability and data validity was examined by reliability analysis and factor analysis. Correlations and convergent validity analyses were applied, and structural equation modeling was conducted to test the proposed hypotheses. The findings indicated that green transformational leadership, organizational environmental culture, and essential factors of TPB model; environmental attitude, subjective norm and perceived behavior capability positively affect low carbon innovation performance. In addition, the indirect effect of green transformational leadership was tested and found that organizational environmental culture and TPB factors mediated the relationship between transformational leadership and low carbon innovation performance.

• The International Journal of Costume Culture
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• v.4 no.2
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• pp.159-164
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• 2001

Illusory Correlation Effect(ICE) is a cognitive error that arises from overestimating particular stimulus of an individual or a group. This may cause formation of stereotypes of the individual or the group and may also lead to generating various biased judgments. this study investigated the Illusory Correlation Effect of clothing style and considered the effect of Preview information. The results Provided evidence for the existence of an illusory correlation between a wearer and clothing style. Also, an illusory correlation was influenced information of stimuli attributes. This implies subjects perceived stimuli more distinctively when previous information was provided.

• Journal of the Korean Society for Library and Information Science
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• v.46 no.1
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• pp.241-261
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• 2012

The purpose of this study was to propose information services for people with disabilities in the culture and art complex. As a research method, group interviews were conducted. Data were collected from three different groups of people with physical disabilities, hearing impairments, and visual impairments in order to investigate specific information services for these groups of people. The results of the information services needed were indicated, based on four sections: the center web pages, information desk, orientation area, and information search area. Specifically, the results showed that more active supports would be provided at the information desks for people with hearing impairments and visual impairments as well as facilities for people with physical disabilities. In the orientation area, special equipment would be provided for people with hearing impairments and visual impairments, and exclusive seats for wheelchair users. For further studies, a detailed research about the information behavior for visitors with disabilities in the culture and art complex would be needed.

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.551-556
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• 2007

This paper attempts to develop a framework for interrelationships among human resources information systems (HRIS), outsourcing, and corporate culture. This research investigates impacts of outsourcing HRIS on corporate culture. In this paper, we hypothesize that outsourcing corporate HRIS is less appealing (1) if the quality of product and customer service matters for a firm, (2) if a firm is concerned with a loss of intellectual property, and (3) if a firm requires maintenance of a distinctive human resource service function that is capable of meeting the challenges of fast changing customer demands in a dynamic business environment. In addition, this study argues companies must be aware of the total costs associated with HRIS before outsourcing its human resource functions. Finally, the impact on employee morale and performance must also be considered By outsourcing HRIS, managers will be able to spend more time and resources dedicated to an employee's professional career development.

• Journal of the Korean Society for information Management
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• v.12 no.1
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• pp.67-86
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• 1995

The purpose of this paper is to suggest issues and problems with a view to construct the national culture information network. Twenty-one culture and arts organizations are surveyed to analyze the characteristics of data format, management structure, operating systems, personnel aspect, and user's behavior patterns and needs.

• Journal of the Korean Society for Library and Information Science
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• v.49 no.1
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• pp.319-340
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• 2015

The purpose of this study is to provide a plan of classification scheme to efficiently manage the collected cultural resource in Asian Culture Information Agency (ACIA) of Asian Culture Complex. The characteristic and category of the cultural resources are identified after studying objectives and acquisition policies of ACIA. This paper in here compares classification schemes such as HRAF scheme, UNESCO cultural framework, Folklore Archive scheme, and classification scheme of Academy of Korean Studies. On the basis of it, this study proposes the principle and criterion of the new classification scheme in ACIA. The new classification scheme is classified as the cultural, social, and natural area in sequence. The number of main classes is set up 16 items.

• Management & Information Systems Review
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• v.6
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• pp.205-226
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• 2001

Under the pressure of competition and efficiency in the 21st century, many firms need to adapt the system of new labor relationship, labor management' innovation. In global economy and information time, country and company have become a business imperative core strategy. Industrial and Labor management culture is more innovation and sustain, development. Therefore, This paper review, the new era of 21st century of knowledged based information society, new labor management culture's shape and the possibility of strong corporate culture's impact. This study suggested several improvement ways of Labor Management. The directions of participation in decisions in labor relation as follows: A manager and employee cope with partnership each other, open management is to successfully operate. Then investment enlarge human resource development, career development, education & training's enforcement etc. Employee are creativity and innovation task centered interested in the working conditions. First of all, employee has to not only effort to productivity improvement, but also voluntarily capacity improvement. These changes are hot issues to employee as well as to manager. Also, Government role is very important. They provide to constructive infra and human resource management should be develop as well as supported to knowledge based employee in socially responsible management. Finally, new labor relations culture' practice can effort the growth to improve upgrading strategy the sound labor-manager.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.399-405
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• 2022

This article is devoted to the consideration of the image strategies of higher education on the example of a comparison of Ukrainian and foreign experience. The relevance of the chosen topic is as follows. Today, educational institutions need to position, shape and elevate their image. PR helps to solve all these tasks, performing a function that is so necessary for establishing mutual understanding as communication management. The following tasks are solved in the article: originality of definitions was investigated; revealed PR and related concepts; analyzed the role of PR in the information promotion of universities; determined the specifics of information promotion, due to temporary conditions and regional development; considered image materials of Ukrainian and foreign universities; disclosed the specifics of the information promotion of the objects under study; analyzed.