• Journal of Information Technology Services
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• v.3 no.1
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• pp.43-61
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• 2004

Recently It becomes a rapidly growing concern to find effective ways of managing IS development projects as the projects increase in many organization. This paper focuses on developing an integrative management framework for IS development project in contingent perspective. The framework is based upon contingent relationship between management dimensions of IS development project and the characteristics of the task replaced or supported by an IS. Management dimensions of IS development consist of mode, content and process. Task characteristics which are considered as contingent variables include project size, unstructuredness level, hierarchical level, interdependence level and system innovativeness level. The data used for validating this conceptual framework are collected from 119 IS development projects in 70 Korean business organizations. One-way ANOVA and T-test are employed to test the hypotheses.

• Journal of Information Technology Services
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• v.9 no.3
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• pp.45-63
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• 2010

To examine the role IM plays, We focus on the factors that promote or hinder communication within a Korean organization when instant messenger is used. These factors were examined through two research questions. To understand these issues, a survey consisting of 33 categories was given to government and corporate office workers in Seoul, Korea. The survey results showed that Instant Messenger is recognized as a powerful communication tool in official organizations, but is only used effectively within groups or generations that do not follow the hierarchical relationships characterized by Confucian values. The results of this study fill a gap in our understanding of the important role of IM use in organizational effectiveness and may prove useful when developing tools and strategies to help promote communication within organizations using information technology media.

• Korean Journal of Clinical Laboratory Science
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• v.50 no.1
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• pp.54-62
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• 2018

In the 2000's, due to a change in hospital management strategy, the organizational structure shifted from a hierarchical system to a team system. While the hierarchical system is characterized by being activity centered, job title linked, and vertically managed, the team system is characterized by being competency centered, job title segregated, and horizontally managed. The job titles of medical technologist manager was surveyed three times in 1997, 2007, and 2017. It has been confirmed through staff members working at 24 hospitals in more than 500 beds in the metropolitan area. The results of job titles follow are as follow: "Team Leader; Part Leader" 14/24 (59%), "Chief Technologist; Area Head Technologist" 7/24 (29%), and "Chief" 3/24 (12%). The present authors propose an alternative name based on the team system to refine the three job titles currently used by medical technologists. First, the Chief Technologist is unclear if it refers to the Technologist General Manager or Technologist Manager. The Chief Technologist should be changed to "Team Leader". Second, given that Area Head Technologist or Section Chief are on the same position as Head Nurse, we suggest that Area Head Technologist or Section Chief should be changed to "Part Leader". Third, while the organization regulation is marked merely as Department of Laboratory Medicine according to the hierarchical system, it is marked as Laboratory Medicine Team according to the team system. Medical technologists come to have more belongingness, feeling of solidarity, and intimacy under the team system.

• Journal of the Korean Regional Science Association
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• v.9 no.1
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• pp.79-99
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• 1993

This paper identifies the mechanisms governing the industrial location changes in Korea by focusing upon the emergence of the country's large conglomerate business organizations (chaebols). As the country has distinctive industrial organization, production systems, and government-business relations, this study tries to develop an ideal conceptual framework for the analysis of industrial location changes in Korea. It perceives the Korean economy as a system within which 'space-organizing', lage business organizations interact over time with government, smaller firms and multinational corporations at different geographical scales. The usefulness of the model is assessed using a case study of Korea's most representative chaebol, the Samsung Group. This study identifies chaebols as the dominant institutions in Korean society. Their growth and business strategies have been influenced by the Korean Government through its power to allocate capital resources. Regional dynamics of industry and labor, therfore, have been strongly influenced by changes in the location, industrial structure, and production system of chaebols. With econmic power concentrated within a few giant business groups and their major areas of operation restricted, unbalanced regional development has resulted. Dissatisfaction from residents in less-developed areas has pressured the Government to advise chaebols to disperse their production facilities. Most small and medium-sized firms are closely linked to large corporations through subcontracting. By forming hierarchical subcontracting. By forming hierarchical subcontracting systems, chaebols have indirectly exploited scattered, part-time, home-based, female and lower-paid laborers organized by subcontractors. Further, chaebols have expanded their business arena to encompass overseas locations in a bid to overcome the problem of a small domestic market, trade regulations and increased market, trade regulations and increased labor costs. Through their international business networks Korea's local and regional economies are integrated into the world economy. Indeed, the identification of the changing relationships of chaebols with both the Korean Government and smaller firms is the key to explaining the nations's spatial dyanmics of industry and labor.

• Journal of the Korean Society of Marine Environment & Safety
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• v.22 no.6
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• pp.688-693
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• 2016

In this study, various conflicts in the maritime police organization were diagnosed and police subculture, which is different from dominant mainstream maritime police culture, was concluded to cause conflicts. In addition, maritime police conflicts and conflicts due to the balance, confrontation, and contradiction between bureaucratic and democratic values in the maritime police organization itself are discussed. The results of analysis on the effects of Maritime police subculture on organizational conflict are as follows: First, the influence of cynicism on functional conflict was explored. The higher the level of lies of the persons under investigation, the more functional conflict appeared. Also, if a person showed a low level of credibility among the police, this also led to functional conflict. In addition, if an individual showed low levels of cooperation and credibility with the police, this resulted in hierarchical conflict. Second, the influence of machismo on functional conflict was also explored. It was found that female officers experienced conflicts because of poorer job performance compared to male counterparts. In hierarchical issues, female officers experienced conflict over the reduced scope of tasks assigned to them and lower job performance ability. Third, the effect of non-acceptance of change in functional conflict was not statistically significant. An aggressive attitude toward crime control and rejecting jobs unrelated to crime influenced functional conflict, and an aggressive attitude and performing jobs unrelated to crime lead to functional conflict.

• Journal of the Korean Data and Information Science Society
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• v.27 no.2
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• pp.499-510
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• 2016

It is very important to select relevant variables in regression models for survival analysis. In this paper, we introduce a penalized variable-selection procedure in multi-level frailty models based on the "frailtyHL" R package (Ha et al., 2012). Here, the estimation procedure of models is based on the penalized hierarchical likelihood, and three penalty functions (LASSO, SCAD and HL) are considered. The proposed methods are illustrated with multi-country/multi-center bladder cancer survival data from the EORTC in Belgium. We compare the results of three variable-selection methods and discuss their advantages and disadvantages. In particular, the results of data analysis showed that the SCAD and HL methods select well important variables than in the LASSO method.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.33 no.1
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• pp.50-59
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• 2023

Objectives: This study was designed to examine the effect of risk assessment on employee safety behavior in manufacturing workplaces. In addition, this study attempted to explore factors related to the occupational safety and health system in the workplace affect the risk assessment of manufacturing sites. Methods: This research is a cross-sectional study using the Korea Occupational Safety and Health Agency's 2018 Occupational Safety and Health data. The sample for study is 1,967 manufacturing workplaces. Data were analyzed using descriptive statistics, t-test, ANOVA, chi-square test, and hierarchical multiple regression analysis using SPSS (ver.25.0). Results: As a result of the multiple hierarchical regression analysis, it was found that risk assessment had an effect on employee safety behavior (t=4.435, p=<.001). Furthermore, the size of the workplace affected employee safety behavior (t=2.494, p=<.001). In addition, the presence of safety and health management organizations affected employee safety behavior (t=4.301, p=<.001). The factors of the safety and health organization (𝑥²=35.245, p=<.001), the occupational safety and health committee (𝑥²=149.440, p=<.001), and the supervisor (𝑥²=16.472, p=<.001) were identified as factors that increased the possibility of risk assessment in the manufacturing workplaces. Conclusions: In this study, it was found that risk assessment is a factor that increases the level of workers' safety behavior in manufacturing workplaces. Therefore, it is necessary to provide institutional support for activating risk assessment at manufacturing workplaces.

• Korean Security Journal
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• no.58
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• pp.137-154
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• 2019

Conflict management within a police organization is one of the most significant areas from the organization management point of view. This study aims to explore procedural entrepreneurship of police mangers when they face difficulties in their workplaces. Adopting a case study strategy, this study examines real cases from three police agencies from Japan, the US, and South Korea. Interviewing police officers from theses different countries, six main themes are identified: (1) the pervasiveness of hierarchical authority, (2) procedural conflict, (3) organizational cultures, (4) the origin of their values and assumptions, (5) characteristics of the strategy, and (6) organizational learning. Research findings pointed out that there were more similarities than differences among the three cases, such as the pervasiveness of hierarchical authority, the significance of informal networks, and characteristics of informal networks. The main finding was that police managers used informal networks in order to overcome the procedural conflicts regardless of their nationality. All the participants relied on informal communications to raise the adaptability and survivability of their organizations. It was found that the Asian culture and American culture respectively permeated the three police agencies, supporting the role of informal networks in the formal organizations. This presents a paradox which well reflects the reality of organizations: informality within formality.

• Korea Journal of Hospital Management
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• v.8 no.3
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.3
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• pp.119-128
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• 2014

One of the theoretically and empirically grounded black boxes in HRD and firm performance link is employee' attitudes such as organizational commitment and job satisfaction. However, most studies were conducted with the regression analysis at the organizational level. This study used HLM(hierarchical linear modeling) analysis, which made it possible to estimate more accurate relationship between variables that were measured from two different levels. In addition, this study attempted to open an the black box(learning culture) in the relationship between HRD and employee attitudes. The result showed that the HRD have a positive effect on the organizational commitment and the job satisfaction. Also the HRD showed full mediation effect of organization commitment and the job satisfaction on the Learning culture. And the result showed that the HRD in 2007 have a positive effect on employee' attitudes in 2009. These findings concluded that systematic HRD like employee's education and training must be built and also the positive culture for employee's learning like support of management's learning organization must be improved in order to promote the organizational performance(organizational commitment, job satisfaction) in company.