• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.48-57
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• 2020

This study aims to examine the impact of Korean paternalistic leadership under a hierarchical structure on employee voice and also to compare the differences in leaders' behaviors-authoritarian, benevolent, and moral, and the effects on employee voice between governmental organizations and Quasi-government organizations. The sample of governmental organizations includes 195 employees under job control from at least middle-range or higher managers at local governments and local police agencies in Daegu and Busan metropolitan. The other sample also includes 189 employees reporting directly to managers with job control in public enterprises and government-funded Korean institutes in the same cities. This study employs t-test and regression analysis to test presumed hypotheses. As the results of the analysis, there is a significant difference in authoritarian leadership between governmental organizations and Quasi-government organizations, but both benevolent and moral leadership are not. Benevolent and moral leadership are positively related to employee voice, but authoritarian leadership is not. Based on the analytical results, this research suggests the theoretical implications and the limitations on the applicability of paternalistic leadership into the Korean cultural context for an expanded understanding of leadership theory and practical implications for managers in terms of improvement of employee voice.

• Journal of the East Asian Society of Dietary Life
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• v.16 no.2
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• pp.207-214
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• 2006

The purpose of this study was to examine the impacts of brand personality and employee personality on employee brand identification. The questionnaire developed for this study was distributed to 460 employees in F&B (food and beverage) departments and kitchen of 11 deluxe hotels in Seoul. A total of 398 questionnaires were used for analysis (86.5%) and the statistical analyses were completed using SPSS Win(12.0) for descriptive analysis, reliability analysis, t-test, and regression analysis. The results showed that employee brand identification was stronger at higher position, and also stronger among F&B department employees than among kitchen cooks. In addition, international hotels showed a higher level of employee brand identification than local hotels. Employee brand identification was also affected by hotel brand personality and employee personality. The dimension of 'sincerity' had the strongest effect on brand identification, followed by the dimensions of 'excitement' and 'sophistication'. Especially, when the hotel brand personality was lower than the employee personality at the dimension of 'sincerity', the level of employee brand identification was much lower. Overall, employee brand identification, which is a key factor for successful brand delivery to customer, could be enhanced through strong strategies to improve the brand personality dimensions and enhance employee development.

• The Journal of Information Technology
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• v.10 no.2
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• pp.11-27
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• 2007

This thesis is analysing localization of human resources recruitment in the overseas investment of the Korean firms. The main results of the analysis can be summarized as follows: first, Korean overseas local corporations have achieved localization for physical workers. But localization above middle manager level is very poor. Second, local corporations are managed by the employee from Korean parent company. Third, parent company mentioned language ability, work process ability of local business, responsibility, leadership as selection basis for the workers in overseas local corporations. Localization propel strategy of local corporation human resources recruiting : (1) human resources recruiting strategy is the strategy of outsider. simple global human resources recruiting strategy is the recruiting of person dispatched from headquarter rather than local human resources (2) human resources recruiting strategy is the strategy of multidomestication. multidomestication human resources recruiting strategy is the strategy to use in case of stabilization in local area.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.231-240
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• 2017

The paper explores the relationship among the personnel characters, organizational formalization and organizational commitment in Korean firms in Shandong province of China. In this paper, the employee's personnel characters include the sexual, job, college graduate, collectivism(value attitude), Power distance(value attitude). The results of anaysis shows that College gratuate have negative effects on the organizational commitment, and the collectivism have positive effection on the affective commitment, the perception of organizational formalization have positive effects on the affective commitment. And, the perception of organizational formalization have moderlate effects among the job, college gratuate, collectivism, power distance with organizational commitment. Based on the these results, the paper described the theoretical and practical implications.

• Journal of agricultural medicine and community health
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• v.41 no.4
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• pp.183-194
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• 2016

Objectives: The purpose of this study was to investigate the differences of capacity of local health organization to regional characteristics and the influence of organizational capacity on organizational performance. Methods: The study used the secondary data for 160 local public health organizations from $5^{th}$ Community Health Plans and 2009 Community Health Survey. The collected data were analyzed using one-way ANOVA and multiple regression analysis. Results: Work force and budget showed differences in regional size and elderly population rate. And consumer satisfaction and health care utilization showed differenced in work force and budget. The regression model with total number of employee, number of registered nurses, number of doctors and budget against consumer satisfaction was statistically significant (F=14.70, p=<.001), and number of registered nurses was identified as a factor influencing consumer satisfaction. This model also explained 20.5% of service satisfaction. The regression model for consumer satisfaction was statistically significant (F=45.98, p=<.001), and total number of employee nurses was identified as a factor influencing health care utilization. This model also explained 53.1% of utilization. Conclusions: The findings of this study imply that organizational capacity as work force and budget should be increased to improve the organizational performance as consumer satisfaction and health care utilization.

• Information Systems Review
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• v.25 no.3
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• pp.27-41
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• 2023

Unlike the previous works focusing on the state-of-the-art methodologies to improve the performance of machine learning models, this study improves the 'quality' of training data used in machine learning. We propose a method to enhance the quality of training data through the processing of 'local grammar,' frequently used in corpus analysis. We collected a vast amount of unstructured corporate review text data posted by employees working in the top 100 companies in Korea. After improving the data quality using the local grammar process, we confirmed that the classification model with local grammar outperformed the model without it in terms of classification performance. We defined five factors of work engagement as classification categories, and analyzed how the pattern of reviews changed before and after the COVID-19 pandemic. Through this study, we provide evidence that shows the value of the local grammar-based automatic identification and classification of employee experiences, and offer some clues for significant organizational cultural phenomena.

• Journal of Korean Society of Rural Planning
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• v.21 no.2
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• pp.163-175
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• 2015

This study aimed to analyze factors of importance and performance picked by customers of Bibijeong, a farm restaurant operated by the local community of Wanju-gun. Major points include: Recognition paths mostly were word of mouth and mass media, types of visit were in the company of friends, family members or work colleagues, and purposes of visit included consumption of meal and identifying features of the restaurant. Secondly, factor analysis showed that level of facility, atmosphere/cleanness, diversity of menu, employees, ingredients and network. The Cronbach Alpha coefficient was +0.6. Thirdly, average of importance of factors was 3.861 while average performance was 3.429. IPA analysis showed that employee(communication, customer contact) in the first quadrant proved the need for fast improvement through training. Atmosphere/cleanness (interior atmosphere, table clean, kitchen cleanliness, clean dishes, interion design) and employee(proficiency, menu recognition), foodstuff(freshness, origin, safety) in the second quadrant showed that the marketing strategy of improvement as well as maintaining current status is needed, including regular training and hygiene inspection. The third quadrant contains facilities(disability, baby, fire protection) and food menu(food packing, various menu, creative menu, menu description), network(village economic links), which showed the need for gradual improvement. The forth quadrant contains network(sights's near contains. The results so far can be summed into the statement that overcoming the basic functionality of providing meals and linking the restaurant with local attractions and local economy would be need, as well as building up the image of unique farm restaurant with local features, so that Bibijeong can serve as the centerpiece of community and foundation of exchange with other areas.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.7
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• pp.2969-2974
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• 2011

It is about the study of life satisfaction with type of employment(entrepreneur/paid employee), social factor(social capital), and psychological factor(self efficacy) in Seoul. The empirical results using Seoul Welfare Panel showed that psychological factor was the most powerful, and economic (household income levels) and social factor were in order. Type of employment was also significantly affected on life satisfaction, and paid employee's life satisfaction was higher than entrepreneur's one. In case of paid employee, psychological(self-efficacy) and social(norms, informal networks of participation, non-profit trust) factor in addition to the economic factor were significantly. In case of entrepreneur, economic and psychological factor and only norm among social factors were significant. Finally, The implications for politicians and local public officials were reported.

• Journal of Fisheries and Marine Sciences Education
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• v.28 no.5
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• pp.1290-1300
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• 2016

This study investigates the awareness about competency assessment of the candidates for fourth class promotion, the competency factors and its operation, so that we find its problems and solutions. We carried out a questionnaire survey targeting the 64 candidates in April 2016. The results of this study are as follows. First, the candidates think that competency assessment system is helpful in improving reliability and fairness of promotion system and in eradicating nepotism. Second, the required competency factors needed to perform the role of fourth class public official are direction guidance, fostering, communication, integrative thinking, achievement management and power of execution in sequence. Third, in managing the competency assessment system, compulsory competency is considered more importantly than differentiated competency. Fourth, the candidates think that the competency assessment system can be applied advantageously to particular groups. Fifth, sufficient training period and information about the competency assessment system should be provided to solve the many problems caused by the lack of advance information about the system.

• The Korean Journal of Health Service Management
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• v.12 no.4
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• pp.1-15
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• 2018

Objectives: We analyzed the importance and performance of hospital social responsibility (HSR) according to the characteristics of hospitals, and presented strategies for HSR activities. Methods: An online HSR questionnaire was sent to hospitals nationwide from October 12 to 26, 2018. The 206 responses received were analyzed in accordance with the IPA to assess the performance and importance of HSR. Results: There was a statistically significant difference between the employees and hospitals regarding the importance and performance of HSR activities. In the area of "sustained maintenance", items related to consumer issues such as "compliance with personal information processing policy", "patient confidentiality", "fair information provision", and "system for patient safety and infection prevention" were derived. In the area of "'high priority for improvement", there were three common items between hospitals and general hospitals: "regular donations and support from local communities", "active cooperation with related institutions", and "compliance with process-related laws and regulations". In the area of "low priority", four items were derived: "support for employee participation in community activities", "efforts to hire local residents", "education and cultural programs for local communities", and "transparent support for political activities". In the area of "sublation of excessive efforts", two items of "employee welfare efforts" and "efforts to improve labor relations", were commonly found in hospitals and general hospitals. Conclusions: It is necessary to improve the management efficiency of hospitals by the systematic allocation of manpower and resources through the establishment of four regional strategies based on the results of IPA analysis.