• Asia-Pacific Journal of Business
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• v.14 no.3
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• pp.187-204
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• 2023

Purpose - This study deals with the manager's overconfidence and stock price delay, and verified whether the stock price delay phenomenon changes as the overconfidence increases. Design/methodology/approach - Manager overconfidence means that managers have over confidence in their positions or abilities, and was measured according to Schrand and Zechman (2012). Stock price delay is a phenomenon in which information of company is not immediately reflected in the stock price, but is reflected over time, and was measured by the method suggested in a study by Hou and Moskowitz (2005). The analysis subjects used in this study are companies listed on the KOSPI market between 2011 and 2019, and the final sample is 5,509 company-years. Findings - As a result of the verification, it was shown that the stock price delay decreased as the manager's overconfidence increased, and this effect was amplified as the foreign shareholder's share ratio increased and the number of follow-up financial analysts increased. This means that as the manager's overconfidence increases, he actively provides high-quality information to the capital market. In addition, as a result of subdividing the manager's overconfidence into the investment and capital raising aspects, the capital raising aspect has a significant effect on reducing stock delays. This can be interpreted as the fact that managers with overconfident tendencies have a greater incentive to satisfy investors' information needs. Research implications or Originality - In previous studies, the characteristics of managers with strong overconfidence have both positive and negative aspects. The results of this study are significant in that they clearly demonstrated the positive aspect through the market variable of stock price delay, and it is expected to help capital market stakeholders understand the characteristics of managers with a strong propensity for overconfidence.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.1
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• pp.13-28
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• 2022

Korean Government Budget Supports for startups have been spiked and resulted in increasing the number and scaling up Startup Accelerating managers. It have skyrocketed the strong demand for their qualified roles. However, unclear role description and gap between required role and their capability have discouraged startup manager's self-efficacy resulted in declining their full commitment and causing poor role performance. The focus of this research falls on empirical analysis to the effect of startup accelerating manager's capability characteristics on their full commitment and performance to start-up support groups. This research is expected to deliver diverse policy alternatives to build up manager's core competencies to accelerate their self-efficacy leading their full role commitments and finally pushing up policy performance. In addition, this research will found more strong literature review for the following researches in this emerging fields. This research is brought four highlighting results with respect to four research problems. First, it propose proper concept of startup accelerating manager based upon its legal entitlement. Second, it drive required core competencies of manager for successful their accountability. Third, it analyze the unique features of startup accelerating manger's capabilities against business incubation manger. Fourth, it empirically analyze in coming with government startup funding, the effect of self-efficacy including employment status, job environment, etc. on their organizational commitment and job performance. This research reveal the required unique core competencies of manger into founder sourcing ability, project managing ability, startup proving and pivoting ability, consulting ability for successful investment raising. As of this empirical research results, First, manager's ability have positively effect on their job performance, full commitment, and self-efficacy. Second, self-efficacy have a mediating effect on manager's ability, job performance, full commitment. This research derive key policy implication of requiring to build up more accelerating ability, of manager from the basics to advance level by customized and algorithm based traing program. This accelerating ability buildup program will not only surge self-efficacy of manger resulting in making full commitment and better job performance, but also devote to categorizing the unique new feature and position of manger as seed investment and supporter.

• Journal of Families and Better Life
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• v.18 no.2
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• pp.77-91
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• 2000

The purpose of this study is twofold: to document the current research trends, significance, and actual situation of family business in Germany, and to describe the characteristics of family business work, workers, and interactions influencing work and family functioning in Germany. For this purpose, this study reviewed the sate of family business in Germany through out theoretical approach and secondary national data. In addition, this study collected in 1998 data through face-to-face interviews with female family business managers in Germany. Results of the present study indicate that family business plays a very important role in the economy of Germany. More than 85% of all companies are family businesses, which produce over 60% of GDP in Germany. The notable characteristics of family business households were the high proportion of home owners, high education level of the family business manager, high involvement of family members in family business. Also the high work sati faction among the family members who worked in family business, the effect of family business work on family life, and effect of the family on business success were extremely positive.

• Journal of the Korean Home Economics Association
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• v.32 no.5
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• pp.45-54
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• 1994

The purpose of this study was to investigate the characteristics of financial management styles and retirement planning. The results of this study were as follows: Among respondents systematic managers feeling managers analyzing managers, and holistic managers were respectively 20.1%, 19.5%, 30.8% and 29.6% Several variables such as education total household income and occupation had significant differences by the financial management style. Within the group of retirement planner analyzing manager held the first place whereas holistic manager ranked the first in non-planner group. Retirement planning age which is appropriate for starting to plan the degree of systematic retirement planning and life expectancy had significant difference by the financial management style.

• Journal of Korean Academy of Nursing
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• v.15 no.1
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• pp.44-51
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• 1985

The purpose of this study was to investigate the role conflict of head nurse； to identify the degree of the role conflict, the sources of the conflict, and the relation between the degree of the conflict and the general characteristics of head nurse. During the period from July 23, 1984 to August 4, 1984, data were collected from 109 head nurses working in 7 general hospitals in seoul. The results of this study were: 1. The degree of the role conflict of head nurse was moderate. But among the three areas in performing head nurse's role, the degree of role conflict as a operational manager was slightly serious. 2. In the various sources of the role conflict of head nurse, the main sources were the shoratage of personnel (20.7%), lack of equipment (19.3%), and lack of time. (17.6%). 3. In comparison of the degree of role conflict of head nurse, there is no significant difference in the general characteristics of head nurse. But the role conflict of head nurse as a operational manager, there is a significant difference in hospital types in which the head nurse were working. (p <0.01). And as a operational manager, there is a significant difference of role conflict in educational levels. (p <0.01).

• The International Journal of Costume Culture
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• v.2 no.2
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• pp.71-79
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• 1999

The purposes of this study were to 1) identify types and usage levels of production 2) classify apparel manufacturers based on production systems and 3) investigate relationship between characteristics of apparel manufacturers and production system. Apparel manufacturer's characteristics included product line and the number of employees. For this study, the questionnaires were administered to 215 apparel manufacturers in metropolitan area from Feb. to Mar. 1998. Employing a sample of 201, data were analyzed by using factor analysis, descriptive statistics, cluster analysis, discriminant analysis, and multivariate analysis of variance(MANOVA). The following are the results or this study : 1. The production system was identified as three types of production system such as the management centered system, the product centered system and the worker centered system. 2. Based on the three types of the production system, apparel manufacturer were classified into manager centered and product centered groups. 3. With respect to product line, men's wear manufactures were operated the most frequently by manager centered and product centered groups. 3. With respect to product line, men's wear manufacturers were operated the most frequently by management centered system and women's wear manufacturers were operated the most frequently by worker centered system. With respect to the number of employees, apparel manufacturers comprising 5∼19 employees were performed the least frequently worker centered system, while those comprising 50∼99 and 100∼299 employees the least frequently worker centered system.

• Journal of Technology Innovation
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• v.6 no.1
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• pp.215-249
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• 1998

This study empirically examines the relationship between the career orientations of R&D professionals and their demographic characteristics (age, tenure, and education level), affiliated organizations (public and private organizations), reward systems. It further explores the contingent effects of the career orientation fit between leader and members on their performance. The results reveal that : 1) five different career orientations (technical, manager, project, technical transfer, and entrepreneur) are empirically distinguished, 2) technical orientation of R&D professionals is higher in public in private sectors, 3) technical, project, and manager orientation are positively associated with the education level, while technical transfer and entrepreneur orientation are negatively associated with the education level, 4) manager and technical transfer orientation is positively related with age and tenure, 5) the career orientation fit between leader and member is closely related with job satisfaction and organization commitment, and partially related with technical performance, 6) R&D professionals with different types of career orientation exhibit different preference to various rewards. Based on these findings, this study suggests several practical implications for the design of career ladder, mentoring, and reward systems of R&D professionals.

• International Journal of Advanced Culture Technology
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• v.11 no.1
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• pp.103-109
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• 2023

This study examines the association between ownership structure and labor investment efficiency. Specifically, this study investigates whether owner-manager firms, where managers own a large percentage of shares in the firm, involve in more efficient labor investment. Based on the management entrenchment hypothesis, managers are more likely to make labor investment decisions to maximize their private benefits rather than creating value for shareholders, resulting in lower efficiency in labor investment. On the other hand, according to the incentive alignment hypothesis, managers tend to make labor investment decisions that will improve future firm performance as their interests are aligned with those of shareholders. In this situation, owner-manager firms are expected to have higher efficiency in labor investment. Our empirical results show that owner-manager firms engage in more efficient labor investment, which contributes to long-term firm value. This study provides empirical evidence that firms' labor investment behavior can vary depending on the characteristics of the ownership structure.

• Fashion & Textile Research Journal
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• v.9 no.5
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• pp.507-515
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• 2007

The purpose of this study was to investigate conditions conducting continuous business of men and women manager owned small apparel stores, and to compare differences on demographical characteristics of the managers, and then to reveal what conditions were important to make a profit in future by gender. Data were collected from 150 (71 from men and 79 from women) managers owned small apparel stores in Busan. The results showed as follows; Conditions conducting continuous business of women and men manager were five factors such as manger's commitment, grasping capability of the trend, employee, planning and capability on financial control. There were significant differences in the perception of gender, education, managerial period, non employment/employment and non experience/experience between women and men manager on the conditions. Also, in this study we revealed that men importantly perceived planning factor and women grasping capability of the trend to make a profit in future.

• Journal of the Korea Society of Computer and Information
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• v.22 no.11
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• pp.105-110
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• 2017

This paper is to research the difference of care workers' role in Sanatorium between urban and rural areas. Interviews have been conducted with 100 care managers with structured questionnaires in community care settings. The findings of the study are as follows. In the analysis of working with carers a care manager acting as a counsellor in rural was required rather more than any other role in working with clients' carers. In working with formal and informal networks, an administrative specialist role was also important in both areas. With resource management, there were some regional variances between rural and urban. In the urban area, a care managers as a coordinator was more required than as a broker. In the rural area, a care manager as a broker, selecting service resources for elderly clients was the most suitable role. In conclusion, in general rural care managers' roles were similar to those of many core managers in urban area. Among the many possible roles of care managers that effective continuity of care is to be provided for elderly clients in community care, two have been specified as essential roles. The first is the role of care managers that provides coordination and integration of services at the clients' levels as a care manager as an implementer, a linkman, counsellor. The second is at the system level which is possible role for coordination and linkage of programs as a characteristics of care managers, task with formal & informal network, community resources, available residential & NHS resourcesw.