• 가족자원경영과 정책
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• 제24권2호
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• pp.23-48
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• 2020

This qualitative case study focuses on five small and medium-sized enterprises which have put family-friendly management into successful practice. Through in-depth unstructured interviews with five human resources managers and ten employees, we describe each firm's approach to work-life balance including working hour reductions, breaks, work flexibility, and parental leave to build an overall picture. We also discuss the four key factors of the CEO's role; democratic communication between all staff, the usefulness of family-friendly certification as a starting point; and governmental support for promoting work-life balance at small and medium-sized enterprises. Finally, we suggest three political implications of governmental support, namely CEO education, changing the criteria of family-friendly certification to redefine working hours and work flexibility, and incentives specifically for small to medium-sized enterprises.

• 경영과학
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• 제14권1호
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• pp.11-29
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• 1997

This paper presents the better efficient evaluation of the Small and Medium Enterprises by use of fuzzy multi-criteria decision making methodology under intersectional dependence relations. The five Small and Medium Enterprises alternative will be evaluated by Fuzzy Analytic Hierarchy Process(FAHP) based on entropy weight in this study. A case study is presented to illustrate the use of entropy weight measurement with intersectional dependence problems. These problems are evaluated seven criteria : market criteria, thchnology criteria, management ability criteria, planning criteria, propulsion ability criteria, project propulsion basis criteria, propulsion result criteria.

• 기술사
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• 제33권2호
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• pp.62-67
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• 2000

The trouble rank of business management of the small-medium manufacturing enterprises in Korea is constituted by that average 28.6% of production management in the worst trouble of business management from 1982 to 1999. The status of production management approaching problem is analyzed for Korean small-medium manufacturing enterprises and it us checked productivity improvement and requirement facts impede productivity improvement. It is expected to contribute much productivity improvement through a new established model of production management system and technique or tool for small-medium manufacturing enterprises in Korea.

• 통상정보연구
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• 제10권2호
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• pp.3-22
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• 2008

As information technology has a great impacts on contemporary business environment, global electronic trade is becoming a new paradigm in international trade transaction. The internet provides a fundamentally different environment for international marketing and trade, it also requires a different approach to international business. Now it is unrealistic to apply the same marketing strategies under global environment without making some modifications to be appropriate to the electronic edge. This paper attempts to investigate what kinds of factors influence the level of electronic trade utilization and performance, and suggests some strategies for usage of electronic trade for small-medium enterprises in Korea. According to the results of this research, the usage of electronic trade by small-medium enterprises is fundamentally important for the diffusion of electronic trade. Therefore it is suggested that the government needs to support small-medium enterprises by financing them to have system for electronic trade.

• 품질경영학회지
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• 제18권1호
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• pp.96-115
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• 1990

This study suggest a plan for a small and medium auto parts enterprises in Ulsan Industrial Complex to do cooperation activity for management rationalization. To derive the plan, it is considered that characteristics of auto parts industry, existing status of cooperation activity, and faced problems of the small and medium enterprises in Ulsan area. Suggested plan may be well used for basic information of auto parts company's cooperation, and may contribute to expand cooperation activity.

• 한국전자거래학회지
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• 제8권4호
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• pp.1-16
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• 2003

ERP implementations are known to be unusually difficult, even when compared to other large-scale systems developing in a firm level, because it requires a substantial investment of time, money, and internal resources. Moreover, medium and small-sized enterprises that are increasingly adopting ERP feel much difficult due to the lack of resources. To promote the spread of ERP in medium and small-sized enterprises, "ERP template standardization methodology" led by government has been used for constructing ERP system in Korea. In this study, we present a study to measure fitness between ERP standard templates and business processes of 10 small enterprises in 5 industries. Also, we define a fitness measure suitable for this purpose. We car find that ERP template standardization methodology is partly adequate to establish ERP systems and it is required to add to templates which support the differences of business process.

• 한국컴퓨터정보학회논문지
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• 제14권7호
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• pp.105-112
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• 2009

중소기업은 대기업에 비해, 정보기술에 대한 의존도가 높지만, 재정적인 어려움과 한정된 자원 및 노하우의 부족 등의 이유로 인해서 정보기술 및 정보 보안에 투자하는 비용은 크지 않다. 이로 인해서 정보 보안에 취약점이 많으며, 그로 인한 침해 사고도 많아지게 된다. 중소기업의 정보 보안 실무자들은 바이러스 방역 솔루션을 업데이트하고, 방화벽을 운영하며, 정기적인 시스템 패치를 적용하는 것이 정보 보안의 전부라고 생각한다. 하지만 보안 사로를 줄이기 위해서 보안 정책, 정보 유출 방지, 사업 연속성, 접근 제어 및 기타 많은 정보 보안 이슈들이 고려되어야지만 한다. 본 논문에서는 이러한 관점에서 대기업 위주의 보안 대책과 전략들을 중소기업 정보시스템의 안정적 운영에 적합하도록 새롭게 정리하여, 4가지의 관점엥서 정보 보안 고려 사항들을 도출하고, 정보 보안 전략을 제안한다.

• 노동경제논집
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• 제36권2호
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• pp.95-124
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• 2013

본 연구에서는 정부의 사업주 직업훈련지원제도가 교육훈련투자를 촉진하고, 촉진된 교육훈련투자가 생산향상으로 이어지는지를 기업체 자료를 이용하여 실증분석해 보았다. 분석 결과 정부지원이 기업의 교육훈련투자를 촉진하는 효과가 중소기업에 비해 대기업에서는 분명히 관찰되고 있지 않다. 또 정부지원을 통한 교육훈련투자 증가는 대기업보다 중소기업에서 보다 분명히 생산성향상 효과가 나타났다. 한편 교육훈련투자 수준이 높은 기업일수록 정부지원을 통한 교육훈련투자의 성과향상 효과가 훼손되는 것으로 분석되었다. 따라서 상대적으로 더 높은 수준의 교육훈련투자를 하고 있는 대기업에 대한 정책 효과가 중소기업에 비해 제한적인 것으로 보인다.

• 산업경영시스템학회지
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• 제39권3호
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• pp.100-108
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• 2016

The purpose of this study is to present a business strategy plan to increase organizational effectiveness of small and medium-sized enterprises. The research investigated in the level of human resource activity, such as recruitment, education, evaluation, compensation and development for the employees and executives who are working at small and medium-sized enterprises where located in Busan and Gyongnam province. With this, the research carried out actual proof analysis on the level of human resource activity effects on organization effectiveness like job satisfaction and organizational commitment. The following implications can be acquired from the result of multiple regression analysis on the 201 employees of small and medium enterprises. First, small and medium-sized enterprises should carry out human resource management activities and improve research and development capacity to enhance organization effectiveness. Second, in order to improve job satisfaction of the members of small and medium-sized enterprises, the management should concentrate on recruitment activity and reward maintenance management activity and come up with strategies to enhance learning ability and external network ability. Third, in order to enhance organizational commitment of the members of small and medium-sized enterprises, recruitment activity, training activity, and reward maintenance management activity should be carried out and the management should come up with strategies to enhance learning ability and external network ability. In this research, the objective was only to find out antecedents of organization effectiveness, but considering that causality might arise among the antecedents, in the studies hereafter, the verification on the structural relationship of various factors will be needed.

• 산경연구논집
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• 제11권4호
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• pp.19-30
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• 2020

Purpose: The purpose of this study examines the mediating effect of clan leadership in the relationship between hierarchy culture and organizational commitment. Most previous research focused on the relationship between organizational culture and organizational performance or organizational culture and job satisfaction. There are few empirical studies that focus on organizational commitment data because it is difficult to collect in many cases of export-driven small and medium sized enterprises. However, this research measures affective commitment, continuance commitment, and normative commitment differently than previous research, which is mostly focused on the hierarchy culture, clan leadership, and organizational commitment measurements. Research design, data, methodology: Conceptual research model is based on the studies of Cameron and Quinn (2011), and Gungor and Sahin (2018). The model is designed with three constructs such as hierarchy culture, organizational commitment, and clan leadership. The monitor culture and coordinator culture are as proxy for the hierarchy culture. The affective commitment, continuance commitment, and normative commitment are as proxy for the organizational commitment. And also the facilitator leadership and mentor leadership are as proxy for the clan leadership. Based on three hundred cases such as export-driven small and medium sized enterprises (SMEs), this study verify the hypothesis. Hypothesis was analyzed with the structural equation modeling. Results: In case of export-driven small and medium sized enterprises (SMEs), clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with high organizational commitment, clan leadership acts as a mediator in the relationship between hierarchy culture and organizational commitment. In case of export-driven small and medium sized enterprises (SMEs) with low organizational commitment, clan leadership did not act as a mediator in the relationship between hierarchy culture and organizational commitment. Conclusions: By controlling for the mediating effect of clan culture, this study have improved the academic contributions as well as policy and practical implications through empirical study of clan leadership that affect organizational commitment in the fields of hierarchy culture. In addition, this study means that the mediating effects on the variables of clan leadership were examined.