• Archives of design research
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• v.19 no.5 s.67
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• pp.5-16
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• 2006

The purpose of this research is to bring to the center of focus, the ad creativity, which in turn can generate the highest advertising effects. The study excludes external factors such as personal relationships, academic network and lobbying powers which were prevalent in the Korean situation. A transformational leader can influence charisma, inspiration, intellectual stimulation, individual consideration and performance goal. As the result of this study shows, the core competence that a C.D. may always want to possess at present as well as in the future is to "motivate inspiration". Charisma may be an ability currently in need but this may not necessarily be so in the future. It may be predicted that a softer quality, which is knowledge-based, that provides intellectual stimulation may be a more valued characteristic. It has been suggested that in the increasingly diversifying society of the future, charisma may be a barrier to enhancing creativity. In times of uncertainty and ambiguity, innovative ideas bring economic rewards (Cockayne, 2004). There may be conflicts of views and opinions between individuals and organizations. Turning these into positive outcome to produce innovative ideas, may be an area of further study. However, there must have been studies where informal networking has produced innovative ideas. Therefore, a transformational leader of an organization needs to investigate the dynamics of informal networking within his team.

• Information Systems Review
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• v.8 no.3
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• pp.201-223
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• 2006

This study surveys the current state of the art in the field of IT investment and performance in domestic finns and investigates the statistical significance of various hypothesis of previous relevant researches. Data of 145 information systems of 133 firms have been collected. The amount of IT budget in 2005 has increased to the level of 2.53% of gross revenue of the firms and IT business value has also increased as compared to the previous year. As results of MANOVA test, it has been found that the amount of IT budget does not affect the level of IT business value. In other words, the relationship between IT investment and IT business value does not exist. And among ten factors which has been known to determine IT business value in previous researches, only three factors have been found to affect the level of IT business value: the technical quality of information systems, CIO leadership in the context of resource allocation and decision makings, and the capability and commitment of the user department. These finding provide insight for both practitioners and researchers.

• Journal of Gifted/Talented Education
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• v.23 no.5
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• pp.771-791
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• 2013

What are the identification criteria elementary school teachers prefer? What are the characteristics of students that teachers consider when nominating them to gifted programs? Will those criteria of identification/nomination differ as to teacher experiences related to gifted education or teacher involvement in the professional development? This study aims to find the answer to these questions. For this purpose, a total of 511 elementary school teachers with a varying degree of experiences with gifted education were recruited from 23 schools in 11 school districts in Seoul. The results show that teachers generally preferred task commitment, creativity, curiosity, and domain specific talents as criteria for identifying gifted students, while perceiving achievement records, total grades, leadership, and general intelligence as less important. Teachers experienced in gifted education or having been involved in professional development perceived curiosity, task commitment, and creativity as more important than teachers without such experiences. The importance-performance analysis of identification criteria indicates that teachers reported high importance on task commitment, curiosity, and creativity, but those factors were less considered in actual nomination. On the contrary, teachers reported low importance on quick learning and achievement(total grades, subject grades), but those were highly considered in nomination. A similar pattern was found in both experienced and nonexperienced teachers although the importance-performance gap was higher for the latter. Implications for teacher nominations and professional development were discussed.

• Journal of Digital Convergence
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• v.15 no.3
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• pp.9-16
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• 2017

Organizational culture provides organizational members with identity, homogeneity and behavioral guidance, and promotes organizational commitment and enhances the stability of social systems. What organizational culture positively influences organizational performance? In this study, we tried to categorize organizational culture as creativity, change, cooperation, trust and knowledge sharing for specific public institutions and to diagnose the organizational culture by examining the level of recognition of the organizational members. The purpose of this study is to investigate the effect of organizational culture on organizational culture. The result of this study shows that the degree of future - oriented and cooperative culture of the public institutions that are the subject of research is not so high. In order to improve the performance of the organization, it is necessary to create a futuristic and cooperative culture. In order to create such a culture, various efforts must be made to continuously communicate and build trust among the members of the organization. In particular, leadership efforts to distribute, transfer, and trust authority to subordinates are a priority. In other words, it is very difficult to build a future-oriented, collaborative culture successfully without the efforts of managers.

• Journal of Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• Journal of Food Hygiene and Safety
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• v.34 no.4
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• pp.380-387
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• 2019

Of great importance in food safety culture are the values of an organization regarding food safety that combine the human and material requirements needed to produce safe and hygienic foods. In recent years, efforts have been made to improve the level of implementation of food safety management systems by improving certain cultural elements of food safety. This study investigated the current state of food safety culture in the HMR manufacturing sector. An anonymous survey of 46 HMR manufacturers of various sizes was conducted to evaluate the implementation status of HACCP prerequisite program and food safety culture. The perceived importance of food safety culture factors and their performance were also surveyed. Employees of HMR manufacturers who participated in this survey recognized that the participation of employees and leadership was the most important factor in ensuring food safety. Smaller enterprises are less aware of the importance of such organizational culture. The survey shows that food safety culture indicators in large companies are generally higher than those of small and medium enterprises. Especially, the manager's level of commitment to food safety, resources input, and education and training was significantly higher than that found at small companies (p=0.005). Among the food safety culture evaluation factors, it was found that education and training had significant influence on HACCP prerequisite program performance. Continued employee education and training on food safety and hygiene are important for HMR manufacturers to achieve HACCP certification standards.

• 한국체육학회지인문사회과학편
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• v.55 no.2
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• pp.35-46
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• 2016

This study aims to observe the operation aspect of physical education during before class and further, to search for the utmost improvement direction using IPA (Importance-Performance Analysis). 500 middle & high school students have chosen through a purposeful sampling method, and 430 was used for analysis. The results were as follows. The quadrant I is "the keep up the good work" part. And the quadrant I includes "de-stress", "the pleasure of school life", "improvement in performance", "peer relationship", "help for P.E.", "health promotion", "sport facility surroundings", "rules", "teacher leadership", "passionate coaching", "fair coaching", "improvement in exercise ability", "understanding P.E." The quadrant II is "the concentrate here" part. And the quadrant II includes "develop talent", "excercise time", "safety management for exercise facility", "new sports event", "consider needs and interests", "consider level" "consider gender". The quadrant III is "the low priority" part. And the quadrant III includes "change of personality", "ability to do various sports event", "develope thinking ability". "communication with peer" "an intelligible explanation" In order to improve the quality of before classes, first, "safety connected program" second, "emotional and intellectual development program", third, "divided classes per level and gender", and the last, "professional manpower for developing the quality of class" are needed.

• Journal of Gifted/Talented Education
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• v.24 no.4
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• pp.679-701
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• 2014

As the validity issue of teacher nominations for the identification of gifted students has been raised recently, this study purports to test the validity of teacher nominations for selecting scientifically gifted students. As the criterion variables, domain specific traits such as science creative problem solving skills and science attitudes and domain general characteristics such as divergent thinking skills, creative attitudes, intrinsic motivation, and leadership were analyzed. Scientifically gifted students, potentially gifted students who had never been enrolled in gifted programs but were nominated as the scientifically gifted by teachers, and general class students participated in the study. The results of ANOVA showed that there were significant differences in all variables but originality factors of the TTCT and science creative problem solving skill test between gifted/nominated students and general class students; gifted/nominated students were significantly superior in these variables to general class students. The discriminant functions analysis yielded a discriminant function that significantly discriminated between gifted/nominated and general class students. Variables loaded on the discriminant function were science creative problem solving skills except for the originality subfactor, and science efficacy. These results imply that while teachers are likely to consider adaptation-oriented academic excellency related to logical thinking skills, problem solving skills, and science performance when nominating students, they may ignore the innovation-oriented property which is indicated as the fluency and originality factors of TTCT. Also, the criteria of teacher nominations are presumed to be congruent with the selection criteria of the gifted education program which pursued academic excellency as the educational goal. This suggests that with such criteria, high performing students in the science area can be sufficiently identified by teachers with no further identification procedures or/and tests.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.10
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• pp.610-616
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• 2018

A variety of creative convergence education studies have been conducted around the world, but the study of creative convergence education based on problem-oriented learning is insignificant. STEAM education development research for engineering human resources also recognizes important factors like ethics awareness and consideration, cooperation, leadership, and communication skills. This study developed a model of interdisciplinary classes between marketing and commercial English classes as a way to effectively learn to cultivate the creative and fusion talents required by modern society. A model was developed for the process of convergence classes to be developed for evaluation after class by designing courses, selecting subjects, designing classes, drawing questions, and developing problems, as well as for discussion of pre-convergence courses, class performance, and class evaluation. The Mongolian university discussed in this paper plans to introduce a suitable educational environment by developing a problem for interdisciplinary classes in marketing and business English. Based on the need to nurture talent required by the rapidly changing knowledge-based society, Mongolian universities should continue the strategy of fostering creative convergence talent through the convergence of technology. This is because creativity is the most important thing in the current situation.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.38-52
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• 2016

This study analyzed effects of Action Learning approach on enhancing learning motivation and improving problem-solving capacity in NCS vocational competency classes of Polytechnic College. Targeted group is B Polytechnic College located in Chungnam, and 53 students in experimental group and 64 students in control group. analysis of data is descriptive statistic analysis and the multivariate analysis of variance (MANOVA) method to study sub factors of learning motivation and problem-solving ability. As a result, Action Learning approach has a great influence on connection, confidence, and satisfaction, among the sub factors of learning motivation. also figured that the approach has positive effects on problem clarifying, cause analysis, alternative developing, planning/practicing, and performance assessment, among the sub factors of problem-solving capacity. Moreover, Polytechnic College's NCS vocational competency classes are desirably required to adopt the approach of Action Learning for their educational method, as it fosters basic competencies, such as understanding of diverse perspectives, communicating, leadership, interpersonal relationship, self-development, coping with conflicts, operating meetings, to be learned while students are doing problem-solving activities under a team-working atmosphere.