• THE INTERNATIONAL COMMERCE & LAW REVIEW
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• v.50
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• pp.187-212
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• 2011

Third party logistics research is searching for increasing its logistics efficiency of organization. Perspective of resource-based theory, this study is to reveal the exploratory relation between integrated capabilities, organzaiton knowledge, and service performance. To develop the relational model, this study conducted a theoretical survey on Shang(2009)'s 3PL service providers research model and Synder & Cumming(1998)'s learning of organization knowledge. According to the result of correlation analysis, Integrated organization knowledge is positively correlated with service diversity advantage (correlation coefficient= .670, p-value= .000) and service quality advantage (correlation coefficient= .575, p-value= .000). The thesis argued that Korean companies try to apply integrated organization abilities and service performance for cutting their export expense.

• Korean Security Journal
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• no.29
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• pp.59-86
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• 2011

The purpose of this study is to investigate the relationship between organizational culture, organizational trust and organizational performance of special guard organization. This study had selected special guards from 4 different private guard companies which are in Seoul area on March 2011. Using Judgement Sampling, 161 samples were drawn for the use of final analysis. Questionnaire used in this study was consisted of the total 42 question, and executed frequency analysis, factor analysis, reliability analysis, correlation analysis, multiple regression analysis, path analysis by SPSSWIN 18.0. The Cronbach's ${\alpha}$ value which represents the reliability of the survey came out to be over .592. The results are following: First, the organizational culture of special guard organization affects organizational trust. That is, when a developmental, reasonable, consensual and hierarchical culture is activated, cognitive emotional and behavioral trust is increased. Second, organizational culture of special guard organization affects organizational performance. That is, when a reasonable and consensual culture is activated, job-satisfaction becomes higher. On the other hand, when a developmental, reasonable and hierarchical culture is activated, organizational flow becomes higher. Third, organizational trust of special guard organization affects organizational performance. That is, when a cognitive emotional and behavioral trust works highly, job-satisfaction and organizational flow is increased. Fourth, Special security organization's organizational culture affects as a result in organization result. As well as organizational culture exerts direct influence on organization outcome, I exert effect that is indirect in organization outcome through action trust which is low rank factor of organization trust.

• Journal of Information Technology Applications and Management
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• v.23 no.2
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• pp.29-59
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• 2016

These days, the business environment such as Information Technology (IT) is rapidly changing, and organizations are consistently trying to change themselves for the survival and success under the changing environment. In this situation, change management is very important because it draws the change behaviors of organization members for the success of organizational change. The purpose of this study is to investigate the effect of the organization members' psychological factors on the performance of the acquisition of new IT, which is one of the most important organizational change. Based on previous studies in the area of organizational change, organization members' resistance to change, self-congruity theory, change activities and organizational performance, the research model is developed for validating the effect of organization members' self-congruity on the performance of the acquisition of new IT. Statistical analyses show that self-congruity has a significant effect on the change activities. In particular, private self-congruity has more impact on the change activities than public self-congruity. In addition, self-leadership, rewards and recognitions, and the diffusion of change activities have significant effects on job satisfaction. Self-leadership has a significant effect on organizational commitment.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.169-178
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• 2014

Members of the private companies have the skills, knowledge, abilities, etc. In return for providing the organization from the organization granted a way to continue the relationship. From these companies in exchange for monetary compensation, such as wages and honors, including non-monetary benefits, and receive a reward. Interaction with each other in these companies are members of the organization to always think about the fairness issue. In this study, the performance of the company fairness affect whether any will be discussed. Organizational justice research on job satisfaction, organizational commitment influence. But that does not affect sales growth, respectively.

• Journal of Fashion Business
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• v.16 no.5
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• pp.74-87
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• 2012

The service industry will be essentially extended during the economic growth and industrial development. Especially, the role of workers meeting the customers in service industry is very important from the view point of purchase intention. So many companies in service industry endeavor to increase the work efficacies of workers through the various prizes and incentives, and improve the job performance by additional education. Recently, the incentive tours are comprehensively accepted as an efficient tool to promote the loyalty and job performance of workers. The incentive tours enable the worker to gain the cultural experiences. They will experience not only the natural heritages and antiques, but also the local life culture and arts culture. The culture marketing for worker as the internal customer increase the worker's loyalty and the ties among workers, and therefore, their job performance will be increased. The empirical results (162 workers surveyed) showed the incentive tours have improved both the individual and group's job performance at a cosmetic sales organization. So it is recommend to plan the organization specific incentive tour in order to improve the productivity of the service organization.

• The Korean Journal of Health Service Management
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• v.11 no.4
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• pp.29-40
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• 2017

Objectives : The purpose of this study was to identify the effects of emotional competence, learning organization and nursing organizational culture on performance among clinical nurses. Methods : This study was conducted over a six-month period, with 170 nurses from general hospitals with 400 beds in three regions of Korea. Data were gathered from August 25th to September 10th, 2016, using a self-report questionnaire, and analyzed using the IBM SPSS 19.0 program. Results : The significant predictors of nursing performance were self-awareness (${\beta}=.32$), a master's degree or higher (${\beta}=.20$), relationship management (${\beta}=.26$), personal mastery(${\beta}=.23$), and 5~10 years in a clinical career (${\beta}=.16$). These variables explained 47.3% of the variance in nursing performance. Conclusions : To improve nursing performance, interventions that can enhance nurses' emotional competence and the need for program development to enhance their learning organization, as well as related variables, including academic credentials and clinical career, should be considered.

• Health Policy and Management
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• v.24 no.3
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• pp.291-300
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• 2014

Background: The efficient knowledge management in hospital organization is generally known as the important activities relevant to employees' knowledge sharing behavior and work performance. This research examined factors affecting employees' knowledge sharing behavior and work performance in top 4 university hospitals. This study is based on individual factors such as incentives, reciprocity, behavioral control, and subjective norms. Also, there are organizational factors such as CEO support, learning climate, IT system, rewards system, and trust. Methods: Data was collected from employees who are working at 3 hospitals university in Seoul and 1 university hospital in Gyeonggi-Do through the self-administered questionnaires. A total of 779 questionnaires were analyzed by PASW SPSS ver. 18.0. (SPSS Inc., Chicago, IL, USA). Results: The significant variables affecting knowledge sharing behavior are behavioral control (in individual factor) and CEO, IT system, and trust (in organization factor). Also the significant variables affecting work performance are incentives, reciprocity, subjective norms, and behavioral control (in individual factor) and CEO support, IT system, reward system, and trust (in organization factor). Conclusion: The personality and organization characteristics factors is important to improve knowledge sharing behavior and work performance of hospital employees. Therefore, to make more efficient knowledge management is to build and system knowledge sharing culture, system, and leadership and to develop practical strategies.

• Journal of Korea Game Society
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• v.18 no.6
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• pp.83-94
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• 2018

This study is to find out how to improve the efficiency of game development by analyzing the effects of the characteristics of game development organization on game development performance. The characteristics of the game development organization were set as independent variables, consisting of game project management characteristics, PM characteristics, game development team characteristics, and organizational culture. Game performance is divided into game project performance and game development final performance. As a result, the characteristics of the four game development organizations were found to be a significant factors in the game project performance and game development final performance. This study suggests that the environment that can focus on game development and appropriate management education for managers are needed to enhance the competence of members in game development team.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.273-281
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• 2022

The purpose of this research is to look into the effects of organizational culture and training and development on work discipline and performance. The data for this study was directly obtained from employees of a municipal water corporation in Medan, Indonesia, with a total of 204 participants. Partial Least Square Structural Equation Modeling (PLS-SEM) was applied for data analysis. The results showed that organizational culture and training and development positively and significantly affect performance. However, organizational culture and training & development positively affect employees' work discipline, albeit insignificantly. The findings of this study suggest that organizational culture and training and development play a critical role in shaping work discipline and performance in organizations in Indonesian settings. Therefore, the finding of this research engage all leaders in the organization to conduct training and development more intensively. Although it seems to have costly, this will have a good impact on the organization in the long run. Furthermore, the authors also suggest the creation of a solid organizational culture for every organization to foster excellent performance. However, each organization should choose its own acceptable organizational culture because it is possible that the organizational culture that works in one context does not work in another.

• Journal of Agricultural Extension & Community Development
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• v.20 no.1
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• pp.143-172
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• 2013

This study aimed at learning the effect of farmers' individual competency on the performance of agricultural organization, and providing the preliminary data about strengthening the competitiveness of agriculture of the country by showing the effect of farmers' individual competency on the performance of agricultural organization. According to the results of our study, among 11 individual competencies, the ability to manage, customer satisfaction, marketing, and getting information have the positive relationship with the performance of agricultural organization, but strategic thinking has the negative relationship with the performance. The relationship between the performance and abstract competencies like teamwork, creativity, innovation, feasibility, and flexibility is not statistically significant. However, the abstract competencies are the core competencies within farmers, so farmers should be educated continuously in the long run in order to raise the performance.