• World Technopolis Review
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• v.1 no.3
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• pp.177-185
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• 2012

In recent years, some experts have shown that urban competitiveness is more important than national competitiveness. They have also argued that innovation will make cities more competitive. The purpose of this paper is to create Korean urban competitiveness index, and to also highlight strategic aspects for enhancement of urban competitiveness of metropolitan cities based on innovation in Korea. First, we will present various factors and indicators of urban competitiveness based on three components for innovation: formation of cluster, human capital, creative economy. Available literature and statistical analyses will be used. Second, scores of urban competitiveness will be developed based on Analytic Hierarchy Process (AHP). Evaluation of scores with weights will be used for this purpose. The resulting weights are 0.3672 for the formation of cluster, 0.3318 for human capital, and 0.3010 for creative economy, respectively. Finally, we present urban competitiveness using the standardized T-score. The most competitive city based on innovation is Daejeon(1st), followed by Gwangju(2nd) and Daegu(3rd). Three least competitive cities are Incheon (6th), Busan(5th) and Ulsan(4th).

• The Journal of Asian Finance, Economics and Business
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• v.4 no.1
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• pp.67-78
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• 2017

The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.

• Journal of the Economic Geographical Society of Korea
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• v.3 no.1
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• pp.5-20
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• 2000

Recently as globalization of financial capital is progressed, possibility of crisis and unreliability of world economy is more growing. Korean economy required radical restructuring because of the financial crisis and the economic changes occurred in that process. This study is to explain the economic changes of Gwanagju city is produced by the financial crisis of Korean economy The most important industries are service and transportation equipment in Gwangju city. These industries began to decrease after financial crisis but machinery equipment, electrical machinery & electronics and rubber goods & plastic industry is growing relatively. Because of the decrease of service, the economy of inner city which service industry relatively agglomerated in is reducing. And agglomeration space for the optical photonics industry was built up by the upbringing policy of government on high-technology industry to overcome the economic crisis and micro industrial space such as venture building and establishment nursery center was built up. But high-technology industries have many geographical limits to embed in Gwanagju city, so there needs to construct regional innovation system for knowledge based economies

• Journal of the Economic Geographical Society of Korea
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• v.10 no.2
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• pp.223-238
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• 2007

Central government of Korea devised the balanced national development as one of important agenda of government administration, and set up special act for balanced national development. According to special act, a plan to transfer public institutions to local areas was publicized on June 24, 2005. Thus 175 public institutions located in the capital area will be transfered to 11 local governments, and innovative cities will be built in local areas until 2012. However, Gwangju and Jeonnam province adopted not two individual innovative cities but one common innovative city in cooperation with two local governments. This study focuses on the characteristics of location selection process of common innovative city in Gwangju and Jeonnam province. Discussion about construction of common innovative city was started in need of new model for common development of two provinces, and most of peoples agreed a plan to establish on common innovative city within Jeonnam area near Gwangju area. Gwangju Jeonnam Regional Innovation Council, in particular, played an important role in the process of location selection and initial discussion about common innovative city. In addition, Common innovative city to be built in Naju city will be provided positive regional development effects in several dimensions. In result, it has been evaluated as a successful model of innovative city to be constructed with transfer of public institutions to local areas.

• Korea Journal of Hospital Management
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• v.15 no.4
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• pp.63-77
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• 2010

The purposes of this study were to describe the effects of perception of organizational culture type and job satisfaction on university hospital nurses' innovation behavior. A survey was conducted with 418 respondents working in a university hospital in Cheonan City. Organizational culture types (developmental, group, rational, hierarchical), job satisfaction and individual characteristics were surveyed. The relationships between each variable and the innovation behavior were analyzed by univariate analysis and the independent effects of these variables were examined with multiple regression. The mean score of general employees innovation behavior was 3.33 (p=.58) and that of managers was 3.53(p=.64). For general employees, there were statistically significant differences in innovation behavior according to education level. For managers, there were statistically significant differences in innovation behavior for education level, marital status and duration of work. On multiple regression analysis, the factors affecting innovation behavior of general employees were developmental culture( =.297, ${\beta}$ p<.01), group culture (${\beta}$=.184, p<.01) and job satisfaction(${\beta}$=.148, p<.05). And the factors affecting innovation behavior of managers were developmental culture(${\beta}$=.181, p<.01), rational culture(${\beta}$=.171, p<.01) and group culture(${\beta}$=.408, p<.01), In conclusion, the results of this study show that organizational culture and job satisfaction influence hospital nurses'innovation behavior.

• Journal of the Korea Safety Management & Science
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• v.17 no.3
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• pp.343-353
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• 2015

The purpose of this study includes: Firstly, to examine the effects of corporate entrepreneurship on market orientation, radical innovation, and organizational performance. Secondly, to examine the mediating effect of the market orientation, radical innovation on the relationship between corporate entrepreneurship and organizational performance. In order to verify the relationships and mediating effect, data were collected from convenient sample of 269 employees at small and medium enterprises in Busan, Ulsan, Gyeongju city to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0 and AMOS 18.0. This study reports findings as followed: first, the relationship between the corporate entrepreneurship and the market orientation is positively related. Second, there was also a positive correlation between the corporate entrepreneurship and the radical innovation. Third, there was also a positive correlation between the market orientation and the radical innovation. Fourth, the relationship between the market orientation and the organizational performance is positively related. Fifth, there was also a positive correlation between the corporate entrepreneurship and the organizational performance. Sixth, there was also a positive correlation between the radical innovation and the organizational performance. Finally, the market orientation played as a partial mediator on the relationship between corporate entrepreneurship and radical innovation. The market orientation and radical innovation played as a partial mediator on the relationship between corporate entrepreneurship and organizational performance. Also, the radical innovation played as a partial mediator on the relationship between market orientation and organizational performance. Based on these findings, the limitations of the study and some directions for future studies were presented.

• International Journal of Quality Innovation
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• v.9 no.2
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• pp.31-38
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• 2008

Product liability refers to the liability of producers, distributors and suppliers for consumers' property losses or personal injury caused by that product. This paper conducted a survey related to product liability issues in Shenzhen City, and did an in-depth analysis of current problems. Finally, the paper puts forward corresponding suggestions for improvement of Shenzhen City product liability status.

• International Journal of High-Rise Buildings
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• v.9 no.1
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• pp.81-85
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• 2020

Currently, urban mobility is rather two-dimensional: Connections between transportation solutions like elevators, escalators, moving walks, and metro stations are static. In the future, urban mobility will require a holistic view: Seamless transportation, enabled by innovative IoT technology, is a necessity. A dialogue between the city, its buildings and transportation systems, considering the specific needs and preferences of each and every citizen, must be adopted. Travelling through the city will become a lot more individualized, interactive and customized to specific requirements.

• The Journal of the Korea Contents Association
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• v.21 no.6
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• pp.725-732
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• 2021

This study compared and analyzed the affective areas between innovative elementary schools and ordinary elementary schools for the development of Bitgoeul Innovation School in Gwangju Metropolitan City. The subjects of analysis were 318 freshman who graduated from innovative elementary school and 435 freshman who graduated from ordinary elementary schools. Students' self-esteem, antisociality, anxiety, and stress were compared between innovative schools and ordinary schools, and multiple regression analysis was conducted using the correlation between variables with self-esteem as a dependent variable and the others as independent variables. The results of study were as follows: First, the correlation of affective variables of freshman who graduated from each of the two types of schools showed a similar tendency. Second, in both schools, as the independent variable antisociality, anxiety, and stress increased, the dependent variable self-esteem decreased. Third, the difference in affective factors between the freshman who graduated from Bitgoeul Innovative Elementary School and the freshman who graduated from ordinary elementary schools was analyzed, and the results showed that there was no significant statistical difference in all variables. Based on the results, a plan for the development of Bitgoeul Innovation schools was suggested.

• The Korean Journal of Health Service Management
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• v.8 no.3
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• pp.75-87
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• 2014

The purpose of this study was to identify job satisfaction and organizational commitment depends on their organizational cultures. A survey, including the Organizational Culture Scale, Job Satisfaction Scale and Organizational Commitment Scale, was administered to 276 nurses working at 4 small to medium sized hospitals in B city. The dominant organizational culture of nursing organization was relation-oriented culture. The mean score of job satisfaction and organizational commitment was 2.68 and 4.25 respectively. Job satisfaction and organizational commitment were positively correlated with innovation-oriented, task-oriented and relation-oriented culture. Organizational commitment was negatively correlated with rank-oriented culture. Innovation-oriented, clinical career, relation-oriented and rank-oriented culture were variables influencing on job satisfaction and innovation-oriented and rank-oriented culture were major variables influencing organizational commitment. In conclusion, innovation-oriented and rank-oriented culture had a significant influence on nurses' job satisfaction and organizational commitment. Therefore, we have to develop strategies to enhancing the innovation-oriented culture and to reducing the rank-oriented culture.