• Korea Science and Art Forum
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• v.35
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• pp.281-292
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• 2018

Crowd funding is also called social funding because of SNS that it helps early start-up founder and makers to raise money for idea product production. Recently, the funding platform has recorded high growth rates. As a result, the government in Korea has introduced various support policies for the crowd funding. The purpose of this study is to develop a diagnostic design guideline for product design oriented makers based on the historical situation. The paper writer applied literature survey and expert interview as research methods. The literature survey focused on internet news and previous research studies. The expert interview was conducted for 10 specialist people and divided for the second time. As a result of the text survey, the current guideline was lacking in design and in detail. Researchers have been informed through previous paper that information transfer text and images are important factors for funding success. In the first interview with seven special participants, we made a draft design guideline for social funding with a two-step process and nine themes. We, research and three professional people having a evaluation experience, conducted verification and supplementation for establishing the design guider with a three-step process and eight themes in the next interview. The design guideline for crowd funding, it can be used by money funding manager apart from design makers. Through the results of this paper, researchers are expected to prevent problems and contribute to healthy crowd funding ecosystem development.

• 한국노년학
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• v.27 no.2
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• pp.487-502
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• 2007

An objective of this study is to verify factor of exercise adherence of the elder who have carried on exercise for many years at non-commercial sports center. To achieve the objective, I used ethnography, a method of qualitative study. The subjects for this study were 5 members of non-commercial sports center. They have been attending lesson which I have been running Taichi for more than 2 years and carried on exercise for more than 5 years. Main results of this study are as follows. First, the elder who have kept on with exercise showed the eagerness to participate and capacity of self-management through their exercise adherence for many years. Second, various factors such as social, environmental, and social psychological on had a strong effect on a continuous exercise performance. The most remarkable thing of results of this study is a close human connection among instructors, manager and companion is the most effectual factor of the elder's exercise adherence.

• Korean Journal of Schizophrenia Research
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• v.19 no.1
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• pp.10-16
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• 2016

Objectives : This article aims to describe the development of smartphone application for the case management of patients with schizophrenia. Methods : Gwangju Bukgu-Community Mental Health Center developed and launched a smartphone application (HYM) for cognitive-behavioral case management and symptom monitoring. The development of the application involved psychiatrists, nurses, social workers, psychologists, and software technicians from a software development company (Goosl Corp.). Results : The HYM application for clients includes six main modules including Thought record, Symptom record, Daily life record, Official notices, Communication, and Scales. The key module is the 'Thought Record' for self-directed cognitive-behavioral treatment (CBT). When the client writes and sends the self-CBT sheet to the case manager, the latter receives a notification and can provide feedback in real time. 'Communication' and 'Official notices' are useful for promoting communication between case managers and clients with schizophrenia. Ratings in 'Symptom record', 'Daily life record', and 'Scales' modules are stored in graphic or table form representing changes in them and shared with case managers. Conclusion : The interactive function of this application is the key characteristics that distinguishes it from other mobile self-treatment tools. This smartphone application may contribute to the development of a youth- and customer-friendly case management system for individuals with early psychosis.

• Korean Journal of Social Welfare Studies
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• v.41 no.4
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• pp.313-343
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• 2010

The aim of this study is to examine the factors influencing network centrality on women's welfare organizations, and to investigate how the level of network centrality influence the effectiveness of the organization. To achieve this goal, this study conducted a survey on women's welfare organizations in Seoul from March to June, 2009. Network analysis method was used to get each organization's network centrality value. Also, through the Structural Equation Modelling, organizational characteristics predicting network centrality and effect of network centrality on organizational effectiveness. The main results are as follows. First, the significant affecting factors were different between three types of centralities with regards to the type of organization, recognition of resource dependency, attitude of top manager, and established year. Second, the common factors affecting three network centralities were the number of informal ties, accepting feminism as the main organizational philosophy, and the number of qualified staffs. Third, only closeness centrality positively predicted the level of organizational effectiveness among three types of centralities. The faster the organization reaches to other organizations in a network, the organizational effectiveness becomes higher, which means high closeness centrality is more important factor than high degree centrality or high betweenness centrality to increase organizational effectiveness. This result shows social welfare organization should consider changing inter-organizational network strategy from quantity-focused to quality-focused.

• Asia Marketing Journal
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• v.15 no.2
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• pp.49-73
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• 2013

In this study, the author develops and tests a model that incorporates the mediating effects of two frontline employee psychological variables (emotional exhaustion and intrinsic motivation) based on job demand and resource model. As a form of environmental resource, person-organization fit was proposed as a leading factor of frontline employee boundary spanning behavior through emotional exhaustion and intrinsic motivation. All measures were adapted from or developed based on prior research. Data for the study were collected from a cross-sectional sample of retail bank employees in South Korea. Questionnaires were distributed to 500 frontline employees across several banks. Of these, 322 usable questionnaires were returned. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. Results show that an employee's perceived fit with his/her organization enhances intrinsic motivation and reduces emotional exhaustion. These mechanisms, in turn, increase the employee's boundary spanning behavior. These results support the notion that person-organization fit should be one of the factors affecting motivation, affect and attachment, and extends such an understanding to a purely service-based environment among customer contact employees. Results also confirms that P-O fit can be viewed as environmental resources, and the JD-R model provides a theoretical base in further studying the antecedent role of P-O fit on frontline employees's boundary spanning behavior through intrinsic motivation and emotional exhaustion. These results suggest that organizations have to do their best to manage P-O fit, be it through employee screening or training and workshops to try and align organization and employee values and objectives. If managers of organizations are positively evaluated by the employees, it will be easier for them to, give things of value to employees, such as sense of direction, values, and recognition, and receive other things in return such as esteem and responsiveness. Consequently, organizational leaders are not only able to manage employee experiences, but also their fit with the organization. Even if a manager cannot control employee P-O fit, this research suggests, that a focus on reducing emotional exhaustion rather than increasing intrinsic motivation seems optimal. This research also supports the idea that motivation has a direct association with a frontline employee's boundary spanning behavior. Even in situations where emotional exhaustion cannot be reduced, organizations may still influence frontline behaviors through motivation.

• Asia Marketing Journal
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• v.11 no.4
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• pp.69-93
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• 2010

In this research, through experiments, we show that incongruity of color between mediums has positive influence on brand attitude in terms of integrated management of brand. We also present that self-image congruence of 'brand-consumer' has moderating effect on such influence of color incongruity. Mediums were limited to the ones that magnifying visual influence in order only to observe influence of color. With the same reason, visual factors other than color were coherently set or held constant and we chose brands with either low familarity or no previous knowledge. As a result, we find that brand attitude by the incongruity of color between mediums was higher compared to brand attitude by the congruence of color. In case with lower self-image congruence of brand-consumer we show higher change in attitude compared to the one with higher self-image congruence of brand-consumer. We believe our findings are interesting to note that brand may be enhanced by forming positive brand attitude through brand expression i.e., color of visual factors. In addition, we suggest that level of congruence and diversity of brand expression is in fact deeper or wider than that of brand manager's intuition. We see that it is possible for studying brands the incongruity which has been studied as a strategy to reposition mature brands can be a way of improving the recognition on new brands.

• Journal of Venture Innovation
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• v.6 no.2
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• pp.101-121
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• 2023

The purpose of this study was to investigate the impact of issue leadership by sales managers on sales team performance, while examining the mediating role of team adaptive sales behavior and the moderating effect of team-member exchange (TMX). Data was collected from 125 sales teams, and both independent and dependent variables were measured with a time difference of two months using responses from sales managers and team members. The empirical analysis revealed several important findings. Firstly, the study found that issue leadership had a significant positive effect on sales team performance. Secondly, team adaptive sales behavior was found to partially mediate the relationship between issue leadership and sales team performance. Lastly, the study revealed that TMX moderated the relationship between issue leadership and sales team performance. These findings have significant academic and practical implications. Firstly, the study demonstrates the effectiveness of issue leadership as a sales leadership style in the B2C industry. Secondly, it highlights the importance of team adaptive sales behavior as a mechanism that mediates the relationship between issue leadership and sales team performance. Lastly, it underscores the significance of TMX as a situational factor that moderates the relationship between issue leadership and sales team performance. In practice, the results suggest that organizations should focus on developing issue leaders, fostering creative sales behavior at the team level, and activating social exchange within sales teams to enhance sales team performance.

• Industry Promotion Research
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• v.8 no.4
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• pp.61-67
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• 2023

This study compared, analyzed, and verified the accident rate and accident fatality rate (per 10,000 workers) of workplaces that perform safety management on behalf of a safety management institutions designated and registered in accordance with the OSHAct and workplaces that perform safety management. According to the research results, the significance was confirmed that the group with a low accident rate was the workplaces that self-appointed safety managers, workplaces with self-appointed safety managers in size with less than 300 employees, and workplaces in the industrial accident insurance industry in the manufacturing and transportation, warehouse, and telecommunications industries. The groups with a low accidental death rate were workplaces with less than 300 employees, workplaces where safety management was performed on behalf of safety management institutions, and workplaces with selfappointment for other medical businesses. In this study, it was confirmed that the accident rate in the safety management agency's workplaces was higher than that of its own appointed workplaces, and that there were some differences in the accident fatality rate depending on the size and industry. Therefore, since the current safety management agency system cannot ensure the effect of preventing accidental deaths, there is a need for comprehensive improvement of the agency system and improvement of the system to strengthen expertise in preventing industrial accidents.

• Journal of the Korea Society of Computer and Information
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• v.28 no.12
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• pp.129-136
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• 2023

The government of the Republic of Korea is conducting quality management of public open data by conducting a public data quality management level evaluation. Public open data is provided in various open formats such as XML, JSON, and CSV, with CSV format accounting for the majority. When diagnosing the quality of public open data in CSV format, the quality diagnosis manager determines and diagnoses the domain for each field based on the field name and data within the field of the public open data file. However, it takes a lot of time because quality diagnosis is performed on large amounts of open data files. Additionally, in the case of fields whose meaning is difficult to understand, the accuracy of quality diagnosis is affected by the quality diagnosis person's ability to understand the data. This paper proposes a domain discrimination model for public open data in CSV format using field names and data distribution statistics to ensure consistency and accuracy so that quality diagnosis results are not influenced by the capabilities of the quality diagnosis person in charge, and to support shortening of diagnosis time. As a result of applying the model in this paper, the correct answer rate was about 77%, which is 2.8% higher than the file format open data diagnostic tool provided by the Ministry of Public Administration and Security. Through this, we expect to be able to improve accuracy when applying the proposed model to diagnosing and evaluating the quality management level of public data.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.5
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• pp.223-235
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• 2022

The satisfaction and performance levels of employees also depend upon the leadership styles adopted by corporate leaders. Meanwhile, organizational identification is a fundamental organizational behavioural concept in business that influences employee belongingness with the organization. Taking into account the relevance of this research topic, this paper aims to understand of organizational identification and leadership styles in SMEs. It also investigated the mediation role of organizational true. For the analysis, a questionnaire survey was conducted on employees of SMEs, and the collected data were analyzed using the hierarchical multiple regression analysis. Analysis results are as follows: First, out of leadership style, transformational leadership, transactional Leadership had a positive effect on job satisfaction. Second, organizational identification had a positive effect on job satisfaction. Third, in the relationship between leadership, organizational identification and job satisfaction, the mediating effect of organizational true had significant transformational leadership→organizational truer→job satisfaction, transactional leadership→organizational truer→job satisfaction, organizational identification→organizational truer→job satisfaction. The results of this study show that the role of middle managers is very important in SMEs. The leadership of SME managers can also be linked to organizational performance through the job satisfaction of workers. Therefore, SME' CEO should provide opportunities to receive professional training on the leadership of middle managers. In addition, SME' CEO need a strategy to instill a positive image of the organization in workers through the organizational vision.