• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.10
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• pp.3761-3771
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• 2010

This study, based on social capital theory, aims to explore how social network characteristics among organization members affect the absorptive capacity which is the ability to recognize the value of new information, assimilate it, and apply it to commercial ends. This paper also empirically investigates how the absorptive capacity will have an effect on organizational innovation performances toward achieving competitive advantages in the knowledge society. According to the degree of relationship intensity, social network shows two different characteristics: strong tied network and weak tied network. As strong tied network and weak tied network have relatively different network characteristics, this study assumes that each network affects the absorptive capacity with different aspects. Furthermore, we consider the moderation effect of a social network manager's ability in the relationship between social network and absorptive capacity. We surveyed innovative project performers who are engaged in the knowledge based industries. The empirical analysis results show that both strong tied and weak tied network positively affect the absorptive capacity. Successively, the absorptive capacity also has a positive impact on innovation performances.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.233-247
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• 2011

With recent increase in growth without employment and unemployment rate, Business Incubator (BI), which is the birthplace of business start-up, is drawing much attention. Therefore, numerous studies had been carried out from the perspectives of efficient operation and performances of BI. Preceding studies at home and abroad were concentrated mainly on the effect of Critical Success Factors of BI on performance, or on internal operational programs or support services of BI. Recently, assertion that potential capacity of companies located in BI at the time of their commencement of occupancy imparts effect on the performance has been presented. Therefore, this Study, in order to pursue research on above issues, will, firstly, analyze the effect of the characteristics of evaluation of companies wishing to be located in BI conducted by each BI, and, secondly, regulation effect of characteristics of evaluation of companies wishing to be located in BI imparted on performance in connection with the work capabilities of BI and capabilities of manager. The results of analysis illustrated that the expertise, among the capabilities of CEO, imparts affirmative effect on the success rate of business start-up. Product competitiveness and marketability displayed affirmative effect on the success rate of business start-up when work capability (operational intensity) is applied. In particular, although the financing capability of CEO of the company located in BI, as an important factor, imparts negative effect on the success rate of business start-up, it implies affirmative regulation effect through the capabilities of manager.

• Management & Information Systems Review
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• v.34 no.3
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• pp.179-196
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• 2015

The purpose of this study is to examine the influence of variable cash compensation depending on short-term performances instead of stock compensation for the executives on the investment in tangible assets, investment and R&D, and profit reconciliation. The detailed objectives of the study include, first, to examine the influence of the cash compensation on investment in tangible assets and profit reconciliation depending on the characteristics of the company and, second, to examine the influence of cash compensation on the profit reconciliation of the investment in R&D depending on the characteristics of the company. The results of the analysis in this study can be summarized as follows; Firstly, the result of the positive analysis, as the compensation for the executives increased, by the characteristics of the companies conducted on the significant 'positive' (+) on the investment in R&D and the profits reconciliation showed that the high tech industry and the share ratio of the executives did not show a significant result, while the debt ratio showed a significantly positive result. Secondly, the result of the positive analysis, as the compensation for the executives increased, by the characteristics of the companieson the significant 'positive' (+) of the investment in tangible assets and reconciliation of profits showed that the high-tech industry did not show a significant result, while the hypothesis on the share ratio of the executives and the hypothesis on the debt ratio showed results that are significantly positive as expected. In other words, it can help Korean companies, which have to investment in R&D and tangible assets to increase their competitiveness and promote future growth dynamics, to design a manager compensation system that is appropriate for our country to support efficient investment decision-making.

• Magazine of the Korean Society of Agricultural Engineers
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• v.40 no.3
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• pp.42-53
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• 1998

About 50 percent of irrigation and drainage facilities in our country are deteriorated as they were constructed over 40 years ago. Worsening the problems in function might be caused by these facilities' constant exposure to the elements. With these reason, efficient maintenance and management of irrigation and drainage facili- ties are required. A computerized system is tailored on the basis of the each characteristics'data of irrigation and drainage facilities. The unified management system to be introduced in this study is a package program consisting of three subprograms. Facility Management(FM) system, the first component, is a relational database system for image processing and registering the characteristics of irrigation and drainage facilities. The objective of this program is to manage the ledger of each facilities and to scan the characteristics of facilities. Telemeter(TM) system, the second component, monitors and processes the data from the sensors statistically. This system is preprogramed for the complete design of TC/TM system. Hydrological Data Management(HDM) system, the third component, executes the hydrological analysis using meteorological data. The unified management system can provide the latest information, such as image data, lists and items of facilities, and items of reforming and rebuilding etc., of the facilities to the manager. At the same time, this system can manage hydrological and meteorological data in realtime.

• Journal of the Korean hospital association
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• v.37 no.3 s.313
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• pp.74-87
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• 2008

As healthcare environment being more complex and turbulent, strategic approach of hospitals became more important. This study was to investigate strategic orientation of Korean hospitals and their related characteristics. We surveyed managers of 360 hospitals randomly selected from all hospitals in Korea. For typology of strategic orientation, we used that developed by Miles and Snow, and results are as follows. Firstly, major types of organizational strategic orientation of Korean hospitals were analyzer(42.0%) and prospector(34.0%). Secondly, characteristics affecting to hospitals' strategic orientation significantly were hospital ownership and sex of managers. Medical corporation had a high tendency of prospector strategic orientation by 2.7 times compared to personal ownership. Female managers had a low tendency of prospector strategic orientation by 0.2, which was statistically significant. Though 60+ age group (compared to twenties and thirties) and middle managers (compared to CEO) had a tendency of being more prospector strategic orientation, but insignificant. The study result that majority of strategic orientation were prospector and analyzer reflects Korean hospital environment are complex and unstable. Hospital managers need to more focus on environment and boundary spanning function for maintenance and survival of their organizations.

• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.375-385
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• 2008

As hotel industry lately recognize that food and drink industry produces more profits than hotel rooms, multi-various and scientific management policies are required along with the management of profitability. Particularly, as hotel services have become more alike due to the development of technology and sharing information, opportunities for differentiation have decreased. Human resource is a significant key for the hotel business as it could lead to a success or failure. It would be overwhelming for employees if they carry all the burdens on their shoulders to impress the customers and improve the service culture in this fast-changing society with different colors of human desire. Therefore, it is essential to focus on developing strategies of efficient organizational as well as human resource management, and the managerial leadership with capability of understanding the organizational structure should play the leading role, considering the specific characteristics of hotel business. The purposes of the study are transformational leadership and transactional leadership comparison analysis of hotel F&B to management strategy.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.1
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• pp.97-107
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• 2000

In human societies, there are various organizations which are unique and have different roles. Among them, hospital organization are much more complex than other organizations because of their multitude of professional groups each with its own goals. To achieve its purposes, hospital should manage each professional group effectively. Hospital nursing organizations are the core positions in hospitals for patient care. Therefore nursing organizations have have efficient nurse managers to lead nurses for their own purposes. First- line nurse managers have special tasks for patients and nurses, which include to motivating, managing communicating with the people. So they should have high self-efficacy, which is the belief that one can successfully perform the behaviors in question. Self-Efficacy of first line nurse managers that asked them for leading their staff, and their tasks, is essential to bring about self-realization of staff nurses through motivation and job satisfaction, taking advantage of sound surrounding which is able to operate her staff nurses in order to function efficiently. But there were few studies on the topic in a hospital setting. This study was designed to measure first-line nurse managers' self-efficacy. The subjects for this Study were 167 first-line nurse managers randomly selected from 18 university hospitals in Korea. The Self-Efficacy was measured using 'The general self-efficacy scale' developed by Sherer and Maddux(1982). The data were collected through questionnaires and analysed using SAS program, frequencies, percentages and Pearson' correlation coefficients. The results of this study were as follows : 1. The average of first- line nurse managers' self- efficacy was 66.7. 2. The correlation between first-line nurse managers' self- efficacy and general characteristics(age, education, career) was not significant. From the above findings, this study can suggest the following : 1. Repeat studies are needed in various hospital settings. 2. First-line nurse managers must be trained with special programs for each nursing organizations' purposes.

• Information Systems Review
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• v.12 no.1
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• pp.43-58
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• 2010

In order to improve total competitive advantages in domestic shipbuilding industry, shipyards as well as marine-parts companies achieve managerial efficiency through ERP system. But, successful ERP system implementation cases of marine-parts companies are seldom reported by characteristics of small and build-to-order industry. Therefore, this study attempts to analyze a case for ERP system implementation in marin-parts company, K Inc. Especially, this study divides ERP system implementation process into preparation stage, implement stage and settle-down and stabilization stage, and then derives critical success factors in each stage. At present, the implemented ERP system is successfully operating, ERP system improve qualitative and quantitative performance. The result of study suggests some practical implications to the manager of marine-parts companies and the manager of Informatization Programs for Small and Medium Enterprises.

• Research in Community and Public Health Nursing
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• v.23 no.2
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• pp.165-178
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• 2012

Purpose: The aim of this study was to analyze the tasks of managers who were working in the Customized Visiting Health Services (CVHS) and to prioritize analyzed tasks according to performance frequency, perceived importance, and difficulty. Methods: Job analysis method by Hartley (1999) was used for task analysis and performance frequency, perceived importance, and difficulty were used for prioritize as criteria. A total of 85 managers in the CVHS of public health centers nationwide were recruited through e-mail and mail survey. Using SPSS/WIN 15.0, descriptive statistics, such as frequency distribution, means, median, and standard deviation, were conducted to examine each subject's general characteristics, the frequency, importance, and difficulty of the tasks as well as to prioritize the each task. Results: The job description of the managers revealed 12 duties, 35 tasks, and 104 task elements. Of the 85 managers, 84.8% were classified as nurses, 40.5% were home health care specialists, and 32.9% were social workers. Their coretasks were management of client cases, budget management, and management of work performance and quality assurance. Conclusion: Considering the analyzed managers' tasks and core tasks, we need to examine each manager's role precisely and provide various educational programs for improving overall manager competence.