• 국제지역연구
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• 제22권2호
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• pp.121-138
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• 2018

본 연구는 비영리 공연단체의 경영성과에 관한 결정요인을 살펴보는 것으로 비영리조직의 특징에 따른 실증분석을 하였다. 특히 전 세계에서 비영리조직이 가장 잘 발달한 미국을 중심으로 비영리 공연단체의 성과를 살펴보는데, 미국오케스트라연맹(League of American Orchestras)에 소속된 미국 상위 73개 오케스트라의 USA Internal Revenue Service(IRS) form 990 tax의 데이터를 최종분석에 사용하였다. 종속변수인 경영성과는 후원성과와 매출성과로 구분하여 분석모형을 수립한다. 독립변수는 환경요인, 문화자본요인, 내부요인, 정부요인으로 구분하여 설정한다. 분석기법은 패널 GLS을 사용했다. 외부환경 중 주별 취업자수는 후원성과와 매출성과에 정(+)의 영향을 미치지만 총 인구수는 부(-)의 영향을 받았다. 내부환경 요소인 오케스트라의 연령이나 크기, 지휘자의 국적 그리고 정부의 지원금은 후원과 매출성과에 모두 정(+)의 영향을 주었다. 하지만 문화자본요소는 성과에 영향요인이 나타나지 않았고 오히려 1인당 여가비 지출액은 오케스트라의 매출과 부(-)의 관계가 나타났다. 본 연구는 비영리 공연단체의 성과를 경제적 관점에서 연구하였다는데 의의가 있으며 앞으로 해외의 다양한 예술단체나 국내의 공연단체의 성과를 향상시키기 위한 전략을 세우는데 도움이 될 것으로 기대한다.

• 무역상무연구
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• 제56권
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• pp.101-120
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• 2012

Changes in the global business environment continue at an accelerated pace. The 21st century maybe remarked, perhaps, for its hot issues on globalization and diversity. Diversity may arise in terms of ethnic, gender, age and culture. Cultural diversity out of all stands out in front in modern times as more multinational companies operate internationally resulting more people to start living abroad and work with people from different cultures. In recent years, these multinational companies realized the important roles human resource management play in international trade since cultural diversity is very influential on their work performance. A well-managed human resources will ensure organizations' success to a great extent. This paper touches the field of cultural diversity and introduces human resource management of international trade as a way to handle diversity matters faced by international organizations.

• 예술인문사회 융합 멀티미디어 논문지
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• 제8권12호
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• pp.909-918
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• 2018

스포츠이벤트는 스포츠산업의 핵심 상품이며, 스포츠이벤트 산업은 계속적으로 발전하고 있다. 스포츠이벤트의 성공적 운영을 위해서 유치/준비/운영 과정에서의 업무의 기능에 따른 단계별 이해관계자에 대한 분석이 이루어져야한다. 이 연구는 스포츠이벤트의 핵심 프로세스를 수직, 수평적 관점에서 분석하고 각 단계별 업무기능을 정의하여 이해관계자를 분석하는 연구이다. 연구는 1)조사 2)핵심프로세스의 특성화 및 체계화 분석, 3)핵심기능 프로세스 및 이해관계자 분석의 세 범주로 구성하여 진행하였다. 분석결과 유치단계의 핵심 이해관계자는 유치추진 TF팀을 포함한 지방자체단체 및 위원회, 정부조직, 국내외경기연맹 등 유관단체, 국내외스포츠기구(위원회), 유치위원회로 분석되었다. 준비/운영단계의 이해관계자는 조직위원회, 각종 스포츠 위원회, 국제기구 및 국제조직, 정부 및 지방정부, 관련기업 및 업체, 미디어, 스폰서, 기부자 또는 자원봉사자, 선수, 팀, 관중의 이해관계자 집단으로 분석되었다.

• 아태비즈니스연구
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• 제5권2호
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• pp.51-64
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• 2014

Strategic bundling of Human Resource Management (HRM) practices among themselves works together as an entire HRM system rather than individual HRM practices to achieve organizational objectives. The bundles of HR practices support the effectiveness of one another assuming the effectiveness of any practice depends on other practices in place. It is said that the greater the total degree of bundling among the various components of HRM policies and practices, the more will be the organizational outcomes. Realizing these facts, this study aimed to explore the level of strategic bundling and examined the impact of such bundling on organizational performance to the publicly listed companies of Nepal. This empirical study is based on description and exploratory design for which data collected through the questionnaire based on 5-point liker scale. Total population of the study at the time of data collection are 234 organizations publicly listed in Stock Exchange of Nepal. Questionnaire is distributed to all organizations listed, response received from 105 organizations, as a unit of analysis, which is fairly good response. The study of strategic bundling of HRM practices perhaps the first study in Nepal, found that only 32 percent organizations have followed high bundling HR practices and these high bundling organizations are significantly different with low bundling organizations. Business organizations are trying to practice being close association of HRM policies and practices within them except labor relation with employee participation and business strategies. Supporting to the international literature, strategic bundling of HRM practices among themselves shows statistically significant effects on quality of product or services, labor productivity, financial performance, employee satisfaction, rate of innovation, employee commitment and market share.

• 통상정보연구
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• 제10권2호
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• pp.189-209
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• 2008

This paper discusses the practical improvements for state government promotion programs to strengthen export competitiveness of small and medium trade business in the province to meet the needs of e-trade. This paper, first of all, describes how the problem on this subject relates to the existing literatures. It provides theoretical background about what programs mainly influence the export competitiveness of the province's small and medium business. Based upon the above results, the questionnaire for the analysis was grounded. The approach methodology is IP(Importance-Performance) analysis of satisfaction. The analysis collected the relations between the implementation and the satisfaction of 159 firms on the export promotion programs provided by its associated organizations. The I-P analysis results also reported that the organizations provided with the programs were listed in highly order of satisfaction as follows; KOTRA, Small and Medium Business Administration, Small Business Corporation, Gyeongbuk Internet Trade Center. Even though limitations of this paper exist, it can find provide the frames of ideal export promotion programs to meet the needs of a new era of trade.

• 대한안전경영과학회지
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• 제12권1호
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• pp.189-198
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• 2010

This study is aimed at proposing the framework of international cooperation business in HRD KOREA. To achieve this goal I collected all of data that were used in process of international cooperation business in HRD KOREA and interviewed some people to get information from the people concerned. After that I analyzed data involved in using SWOT technique and proposed the framework of international cooperation business in HRD KOREA. The conclusions are as these. First, alliances must be vitalized between businesses besides between organizations. For example 'Developing of voluntary comeback program for foreigner' and 'Establishment of HRD KOREA Center' can be proposed as action plans for this strategy. Second, glocalization must be pushed ahead. For example 'Business career monitoring system for PMC' can be proposed as action plan. Third, building of preemptive base must be done. For example 'Standing of international HRD forum' can be proposed as action plan. Fourth, reinforcement of organizational competency must be done. For example 'The program for internationalization' can be proposed as action plan. Fifth, SBU(Strategic Business Unit) must be pushed ahead. For example 'Customer diversification portfolio' can be proposed as action plan.

• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2005년도 추계학술대회
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• pp.323-335
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• 2005

Globalization of economy brings both opportunities and threats especially for companies in developing countries such as Korea. Globalization is an opportunity because it may expand the size of market for the company where globalization brings a threat for developing global competitiveness. If the company has already built competitive advantage in its business domain, the company can easily transfer market growth to profit improvement. However, if the company has not developed competitive advantage, globalization of economy will give a serious threat for the survivor of the company. The company might lose its own domestic market share. For the less famous brand of product or company name, international expansion is a challenging strategy. The study evaluated organizational performance of companies that try international expansion by utilizing Miles and Snow's strategy typology. We clustered organizations based on their strategy typology (prospector, analyzer, defender, and reactor) in view of the level of product diversification, new product development instances, level of localization, and autonomy of foreign subsidiary. With the strategy typology, we evaluated international strategy in view of product competitiveness, marketing strategy, human resource strategy, and organizational strategy. The regression result demonstrates that the performance of the company is significantly higher when the company employs prospector strategy. We also found out that product quality and emphasis for developed countries in international expansion are the most important factors for success.

• International journal of advanced smart convergence
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• 제4권2호
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• pp.54-60
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• 2015

In modern business organization, the most important strategic factor in maintaining competitive advantage in business is to manage and utilize human resources effectively, which has eventually increased workload and psychological pressure in organizations. And research show that increased workload and psychological pressure has produced various tensions in business organizations, and it appears that those tensions have increased the workplace aggressive behavior among employees. In various types of aggressive behavior, this study focuses on verbal aggression. The study also attempts to find out the relationships among verbal aggression, job involvement, and turnover intention among administrative workers in colleges from May 20 to May 26, 2015. Summary of the research result is as follows. First of all, the study shows that verbal aggression directly increases the employee turnover intention.

• The Journal of Asian Finance, Economics and Business
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• 제5권2호
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• pp.119-128
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• 2018

A primary goal of transnationals is to offer their vision for selling products or services so that they are relevant to local cultures. The purpose of this study is to provide a solution for how transnational companies face various environments and how they can utilize and overcome them and survive strategically. This study will present strategic recommendations for transnational organizations. First, transnational organizations should identify the core areas where organizational can invest or allocate its precious resources to get full advantage of the attractive opportunities form the market and focus on building strong networks with the key stakeholders. Second, they should manage the knowledge flows and provide strategic direction in cooperative venture for the long term successful future and ensure that every department has an effective coordination with other departments in order to bring about the organizational change. Lastly, they should overcome the challenges managers face in a transnational business environment when companies expand their operations into international markets. The managers need to assess the organization's strengths and weaknesses and evaluate different forces which are present in the external environment. And then, Managers have to ensure that the company has sufficient resources, core competencies and capabilities.

• 수산경영론집
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• 제48권3호
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• pp.15-32
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• 2017

This article's aim is to review the jurisprudence which has emerged pursuant to the international dispute settlement provisions and to provide a provisional expectation as to the future of international dispute settlement under "UNCLOS". Globally, marine fisheries play an important role in ocean biodiversity and the food security of millions of people, providing a vital source of high-quality dietary protein and supporting individuals' livelihoods and income. In the 1982 Convention, the establishment of co-operative mechanisms for effective monitoring, control, surveillance and enforcement, decision-making procedures facilitating the adoption of such measures of conservation and management, and the promotion of the peaceful settlement of disputes are called for. In this study, 'Northeast Asian Sea' means that the Yellow/East China Sea, the East Sea, the Ohotsk Sea, the Kamchaka Sea, the Alaska Sea, and the Bering Sea surrounded by Korea, China, Japan, Russia, U.S.A. and Canada including their EEZs. There are several bilateral fisheries agreements existing in Northeast Asian area, the Fisheries Agreement between Republic Korea and Japan, between Republic of Korea and China, between China and Japan, between Republic Korea and U.S.A., between Republic Korea and Russia, between Russia and Japan, And there are several regional fisheries organizations existing in Northeast Asian area, for example NPAFC(Convention for the Conservation of Anadromous Stocks in the North Pacific Ocean), CBSPC (Convention on the Central Bering Sea Pollack Conservation), PICES(North Pacific Marine Science Organization), NPFC(North Pacific Fishery Commi-ssion) etc. It analyzed the proliferation of bilateral treaties and multilateral treaties due to the adoption of the EEZ in Northeast Asia reviewed the strengthening of management rights on the high seas marine living resources and marine environment preservation of regional fisheries organizations. In view of the changes in the international fisheries mechanism this paper suggested the future direction of the country in overseas fisheries. We concluded as follows. We shall apply bilateral treaties first, regional fisheries organizations' treaties secondly, and provisions under "UNCLOS" for dispute settlement last.