• Asia pacific journal of information systems
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• 제12권1호
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• pp.67-85
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• 2002

This study attempts (1) to analyze the changing pattern of organizational control by investigating the impacts of ERP implementations on the determinants of organizational control types and (2) to compare the performance variances based on the fitness between implementation of ERP and the changed mode of organizational control. Research results reveal that firms with ERP shows high degree of information integration, which partially affects the determinants of organizational control types. Also, results indicate that firms now with ERP shows the higher levels of both behavior and output control than without ERP, and the magnitude of change in behavior control level was greater than that of output control level. Finally, this research suggests that while the firms that implemented ERP for the purpose of quality and service improvement need to more focus on behavior control than on output control, the firms for the purpose of cost reduction need to excercise more output control in order to establish a cost effective control strategy.

• 산업융합연구
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• 제13권4호
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• pp.29-37
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• 2015

The main purpose of this study was to examine the determinants of organizational form in the sport organization. This study found that the leader's quality had positive influences on the personality, knowledge ability, and change management. Based on the analysis of three hundred fifty cases, the following results were found. First, the leader's quality and personality had the significant effects on knowledge-Based management in the sports organizations. Second, the leader's knowledge competence and the transformative leadership had the significant effects on knowledge-Based management in the sports organizations. Third, the leader's knowledge :management had the significant effects on organiztional behavior in the sports organizations.

• 간호행정학회지
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• 제8권4호
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• pp.595-603
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• 2002

Purpose : The purpose of this study was to identify the effect of clinical nurse's locus of control of personality on job stress and job satisfaction and organizational commitment out of organizational effectiveness. Methods : The subjects were 463 staff nurses, who were employed in four university hospitals located in Seoul, Pusan and Kyungki-do. Data was collected from October 4th to October 14th in 2000 by a self-report questionnaire. Data was analyzed by the SAS for the general characteristics of the subjects, descriptive statistics, test for reliability and correlations. The effect of variables were tested using the Lisrel 8.12(a) program. Results : With the findings from this study, the internal-external locus of control affects job stress directly. Also it affects job satisfaction directly and via job stress indirectly. But it affects organizational commitment only via job stress and job satisfaction indirectly. Direct effect of locus of control to organizational commitment is not significant. Job stress affects job satisfaction and organizational commitment out of organizational effectiveness directly. Finally, job satisfaction was direct predictor of organizational commitment. Conclusion : Therefore, nursing managers ought to develop social learning programs to change the perception of individual personality and job stress management programs in order to improve organizational effectiveness.

• 한국도서관정보학회지
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• 제27권
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• pp.337-367
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• 1997

This study examined the definitions and characteristics of TQM, procedures, problems and benefits of TQM and investigated the cases in U.S.A. and U.K. in a n.0, pplying TQM to libraries. It is necessary that libraries and information centers should a n.0, pply TQM for management innovation in order to overcome present and future crisis. As a result of study, there are three suggestions as follows. First, To be developed the TQM model for various types of libraries by national or library world. Second, To conduct TQM successfully in libraries and information centers, it is necessary to comprising the elements as follows. 1) Vision, committment and leadership of top management 2) Change of library's organizational culture 3) Learning and training of organizational members 4) Interests and participation of organizational members 5) Empowering and respecting people 6) Rewards for performance and accomplishments 7) Benchmarking 8) Measurement of performance and benefits. Third, TQM activities in libraries are developed into quality movement.

• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.401-410
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• 2021

The study tests resilience and work ethics as mediators between charismatic leadership and affective commitment to change. Many organizations, such as banking, insurance companies, and financial institutions, face strong competition and consequently need to effect considerable change within the organization. Many variables have a significant impact on the success of organizational change, and people (resilience and work ethics) as well as change leaders are primary variables in this research. This study, using structural equation modeling, was conducted on a sample of 355 employees from banking and insurance companies. In this study, the inventory of affective commitment to change, the Conger-Kanungo charismatic leadership scale, resilience, and work ethic inventory was used. The results showed that resilience is a partial mediator between charismatic leadership and affective commitment to change. Meanwhile, work ethic was not a mediator between the two variables. The results showed that charismatic leadership can have a direct, positive, and significant impact on affective commitment to change without mediators, and that resilience can act as partial mediator. Furthermore, work ethic had a significant and positive effect on affective commitment to change through resilience. In other words, resilience is a full mediator for the impact of work ethic on affective commitment to change.

• 간호행정학회지
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• 제4권1호
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• pp.89-105
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• 1998

Modern organizations, both complicated and complex, operate in an economic climate of· turbulence and rapid change. And Today's healthcare environment is changing, driven by demographic, environmental. social, political and technological forces. In actual practice, the organization usually depend on several factors such as economic state of organization, managerial strategies, a synthesis of several theories that reflect individual biases, specific circumstances, and practical realities. These rapidly changing healthcare environment and professional nursing practice need a strategy for the organizational development and goal attainment. An understanding of organizational culture could help managers enhance or expand their management strategy, thus increasing the probability of their success in the organization. Organizational culture is an abstract, yet potent managerial concept. With roots in several disciplines, several perspectives and definitions of organizational culture have emerged. The concept of organizational culture has been rapidly introduced into the academic and organizational world, with the much attention to the excellent companies that have continued rapid grow th despite the overall world economic recession in the late of 1970s. Organizational culture is the combination of the symbols, language, assumptions, and behaviors that overtly manifest an organization's norm and values. It is the taken-for-granted and shared meanings people assign to their social surroundings that can have a profound effect on an organizaitonal decision making and performance. For attaining a organizational goal and developing organization, it is necessary to put emphasis on developing organizational culture. It has to set organizational culture well understood by its members as an instrument to achieve the organizational goals. Both Manager and staff can focus and act on the values identified. Also, managers will exhibit better decision making capabilities because they are guided by perception of the organizational values. Therefore, understanding of organizational culture could give a strategy for organizational development that assist hiring personnel, orienting new comers, facilitating organizational change and promoting learning and so on. But their is few study on nursing organizational culture in Korea. Moreover they have not had a clear definition of Korean nursing organizational culture. Therefore, it is necessary to lay down definition of Korean nursing organizational culture and fine out real factor of Korean nursing culture. For defining a definition of Korean nursing organizational culture, this study assessed several definitions of organizational culture, factors of culture, types of culture, and functions of culture through book review.

• 디지털산업정보학회논문지
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• 제8권3호
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• pp.33-39
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• 2012

Since the passing of the Personal Information Act in March 2011 and its initial introduction in September, over the one year to date diverse security devices and solutions have been flowing into the market to enable observance of the relevant laws. Beginning with security consulting, corporations and institutions have focused on technology-based business in order to enable observance of those laws competitively in accordance with 6-step key procedures including proposal, materialization, introduction, construction, implementation, and execution. However there has not been any investment in human resources in the field of education such as technology education and policy education relative to the most important human resources field nor investment in professionals in the organization for the protection of personal information or in human resources for operating and managing IT infrastructure for actual entire personal information such as special sub-organizations. In this situation, as one process of attracting change from the nature of the technology-based security market toward a professional human resource-based security infrastructure market, it is necessary to conduct research into standardization modeling concerning special organizational composition and a management system for the protection of personal information.

• 경영과정보연구
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• 제4권
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• pp.137-159
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• 2000

Recently, the importance of ISP(Information System Planning) has been increased because of rapid change and severe competition in business environments. Furthermore, the role of IS in the organization has included not only the supportive activities but also the strategic activities. Organizations can get the competitive advantages through the strategic use of IT by establishing effective and systematic ISP implementation. The main focus of this study is investigate the relationship among three subunits(organizational factors, the role of IS and effective ISP) based on the contingent settings which the process of ISP is implemented. The reasons that conceptual framework of this study is based on the contingent theory are as follow: First, ISP process itself has a series of complicated work which various elements in a company are involved. ISP externally must have the process to evaluate information technology (technology related with IS). Internally ISP process has a serious of works including determining information requirements to develop successful IS for other functional departments and identifying strategic opportunity of IS aligned with business strategy. Secondly, the activity of ISP is occurring on the continual basis. Business environments in which ISP process has implemented are changing continuously. Specific ISP methodology which was appropriate in a certain period of time does not work any more because of the rapid changes in business environments. For this reason managers can hardly expect successful ISP without considering external environments or internal environments such as organizational or management side. For this study, 240 survey questionnaires were mailed and 71 questionnaires were returned. 57 samples were used for the final analysis and 14 samples were excluded from analysis in that they didn't exercise official and systematic ISP. As the result of analysis, among the internal factors(organizational size, time frame of decision making, budget, management style, organizational culture) organizational culture, management style and time frame of decision making are identified as contingent factors on the effective ISP. The result of this study may have meaning in suggesting the way to develop effective ISP through the formalization of business process, more favorable users attitude toward IS and selection of an appropriate ISP methodology.

• 지식경영연구
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• 제23권4호
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• pp.21-41
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• 2022

4차 산업혁명을 견인하고 있는 AI와 빅데이터, 메타버스, 사물인터넷과 같은 디지털 기술들의 발전과 함께 RPA(Robotic Process Automation)의 발전은 기업과 소비자에게도 큰 발전과 변화를 가져왔다. 본 연구는 지속적 발전하고 있는 RPA의 현장 중에서도 조직 내의 인간과 시스템 간의 상호작용으로 연결된 분야인 콜센터의 상담 서비스에서 발생하는 다양한 현상에 주목하고 있다. 특히 복합적인 첨단 시스템과 전문운영집단의 결합으로 이루어진 콜센터 서비스영역은 이제 인공지능이 상담을 진행하는 단계까지 이르렀다. 이런 변화와 함께 RPA 조직 내에서 조직원들의 기술적 스트레스와 그 해결방안에서도 많은 변화가 있었다. 본 연구에서는 '보이지 않는 수고'로 표현되는 디지털그림자노동(Digital Shadow Work; DSW)과 '직무 외 조직에 도움이 되는 행위'인 조직시민행동(Organizational Citizenship Behavior; OCB)을 연구의 핵심으로 고려하여, RPA의 진화에 따른 기술 스트레스와 그 해결방안에서 나타나는 대표적인 심리적 기제를 제안하고자 한다. 본 연구는 DSW의 개념을 조직 내부와 조직 구성원에 대한 적용으로 확장한다는 점에서 연구적 공헌점이 있다.

• 한국경영정보학회:학술대회논문집
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• 한국경영정보학회 2007년도 추계학술대회
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• pp.273-277
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• 2007

Ubiquitous computing environment accelerates the advent of the IT Ecosystem. In the coming generation, a massive number of ubiquitous devices and services are converged into an ultra-large-scale system. In this context, high degrees of complexity and organization change the paradigm of knowledge and its management levels. The objective of this paper is to explore the Knowledge Management Systems in view of demands in ultra-large-scale systems. We introduce motivation for Next-Generation (NG) usage and their upcoming requirements. The possible applications will be discussed, and summary of different techniques are conducted. The tools and techniques that allow KMS to operate as "Vital Success Enabler" to achieve organizational benefits will be examined. Potential future directions for research are highlighted: these include advances in knowledge capture, storage / retrieval and sharing techniques, in particular with the surrounding role of information technology.