• Journal of Korean Society of Disaster and Security
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• v.11 no.2
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• pp.9-15
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• 2018

From natural disasters such as floods, heavy rains, and strong winds and social disasters such as 911 U.S. terrorism and cyber attacks that could have a fatal impact on corporate continuity, it is necessary to introduce and implement a Business Continuity Management System (BCMS) within a firm to maintain continuity of business and to change the organizational structure for an emergency state in order to operate and manage it systematically and efficiently. therefore, this study analyzed and verified the impact of introducing a Business Continuity Management System (BCMS) on the change in the recognition structure of an organization in four categories, including personal recognition, organizational culture, organizational structure, and organizational strategy, in order to analyse the impact and effect of introducing a Business Continuity Management System (BCMS) on the change in the recognition structure of each category. through this study, we believe that the introduction of a Business Continuity Management System (BCMS) within a firm could effectively change the organization's perception of an emergency state and help it maintain its continuity as well as improve its value.

• Journal of Korea Society of Digital Industry and Information Management
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• v.13 no.3
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• pp.115-132
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• 2017

There is no absolute leadership through East and West. Just as past and present conditions are not the same, it is not easy for past leadership to apply to the present. The best leadership will be the leadership that can represent and lead the changing situation. In that sense, the creative leadership is the most appropriate leadership required by the present age. In the society, research on creative leadership is actively conducted in schools and companies, but there is no research on creative leadership in the military. This is the first study in the military about creative leadership. It is meaningful to understand the understanding of creative leadership and the applicability of the military and to provide a basis for future research. First, we measured the organizational effectiveness of creative leadership. The data were analyzed by factor analysis, correlation analysis, and regression analysis using SPSS 18.0. The results of this study were as follows. First, the organizational effectiveness of creative leadership and organizational goals and achievement were measured, and it was found that there was significant influence on the relationship between creative leadership and organizational effectiveness. I could confirm some. This would be meaningful in that it suggested the possibility of applying the leadership of the creative leadership to lead the change of society and to implement the military command.

• Journal of Digital Convergence
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• v.16 no.2
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• pp.235-242
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• 2018

The purpose of this study is to provide basic data for human resource management and efficient hospital management of organization by checking the effect of psychological contract of nurses on voice behavior. It is a descriptive research study that survey nurses who consented responded to the research questions. As a result, nurse practitioners showed a low level of perceptions of organizational commitment, psychological contracts, transactional contract and relational contract. There was a positive correlation between transactional contract and constructive voice(p<.05), and there was a negative correlation between relational contract and destructive voice(p<.05). Therefore, it is necessary to establish a system in which internal and external compensation can be made according to changes in roles of nurses in order to carry out new polices and organizational changes. It is also necessary to improve the organizational culture so that nurses can actively participate in policy and organizational change.

• Journal of Information Technology Applications and Management
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• v.15 no.3
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• pp.227-242
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• 2008

The purpose of this study is to identify the critical factors for the successful implementation of e-business in the public sector. The paper reports on a case study of the 'Onbid' asset-management system developed by the Korean Asset Management Corporation (KAMCO). 'Onbid' system is an e-marketplace for trading in public assets, including the disposition by public sale of real estate. Through this case study, the paper: (i) explores the changes in organizational culture that are required for successful e-transformation in organizations of public sectors; and (ii) identifies the critical success factors for the implementation of e-business in the public sector.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2003.05a
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• pp.1142-1149
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• 2003

Various organizational factors effect successful implementation of IT enabled business transformation. Among them, the most critical success factor is deemed to overcoming change management problem. Lots of studies have been made on Implementation methodologies and business process formalizations to encourage organizational members to accept new business process changes. However, the logic or process redesign still depends on qualitative problem solving techniques mostly depending on basically human intuition such as brainstorming. cause-and-effect analysis. and so on. In this paper, we focused on developing analytic framework to design to-be business process structure. which can complement qualitative problem solving procedures. With effective use of IT as an enabler, we provide algorithmic framework applicable to designing various business process changes such as process automation, business process resequencing, and more radical process integration. The framework follows dynamic programming approach in the literature, which is based on the decision making paradigm of organizations to abstract business processes as quantitative decision models. As such, our research ran fill the gap of limited development of theory based analytic methodologies for business process design, by providing objective rationale to reach the consensus among the organizational members including senior management.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.33 no.4
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• pp.49-72
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• 2022

This study based on the 8-step strategy model for change management proposed by J. P. Kotter, tried to check the perception and experience about change management of the librarians at National Library of Korea. Also this study aimed to figure out the understanding of each 8-step strategy model. To this end, the concept and process of change management were presented through literature analysis, and survey was conducted targeting 58 librarians of the National Library of Korea. This study drews five results. First, the majority of librarians at National Library of Korea do not know about change management, and they do not have experience in using change management techniques. Second, the period required for the 8-step change management process is 5 years. Third, during the change management stage, librarians' awareness of the importance of stages 4 and 3 was high. Fourth, there is no difference in the librarians' perceptions of change management by gender, education, major, and tasks. Fifth, there is a significant difference in the age and service years of the librarian in the 3rd, 4th, and 7th stages of change management. Also there is a significant difference in the position of the librarian at the 1st and 3rd stage of change management, and between librarians' department and 1st stage of change management. The findings and results of this study can not only raise awareness of change management but also suggest organizational responses to change at individual or organizational level.

• Journal of Korea Society of Digital Industry and Information Management
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• v.12 no.3
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• pp.273-297
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• 2016

With research findings that the righteous and advanced society relies on the microscopic personal experience related to the justice as well as the perilous reality of 70% of corporate employees in all industrial environment, this study samples employees in the manufacturing and construction industry, both of which take up 40% of all industries, to look into how the awareness of the justice within their organizations influences the organizational commitment through psychological capital and occupational satisfaction; and to understand the beginnings for the macroscopic change. As a result of verifying the interrelationship between the justice and psychological factors, distributive justice and interactive justice are in a positive relationship with the psychological capital while procedural justice shows no influence; the procedural justice and interactive justice are positive with the occupational satisfaction whereas the distributive justice shows no influence. Also psychological capital appears positive with the occupational satisfaction and organizational commitment while occupational satisfaction is positively related to the organizational commitment.

• Journal of Industrial Convergence
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• v.6 no.2
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• pp.75-92
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• 2008

The study defines the concepts of coaching, analyzes coaching process, and the impact of manger coaching on organizational performance. From these studies, coaches constantly monitor the coaching process, motivate and direct when members unable to find a way. Effective coaches work with the infinite variety of issues which people face as they embrace change, and resist it, enabling them to confront their hopes and fears along the way. Especially, the impact of coach is crucial to improve the organizational performance.

• Journal of Korea Society of Digital Industry and Information Management
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• v.5 no.4
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• pp.273-293
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• 2009

The purpose of this study is to identify the organizational characteristics that enhance CRM performances of a company dipend on firm's size. Based on a review of diverse definitions of CRM performance, this study examines the relationships among CRM performance measures and organizational characteristics. A questionnaire survey of 140 CRM managers of Korean companies was conducted to test the proposed research model, and a series of structural equation modeling identified the strong effects of organizational characteristics on CRM performance. This study confirmed that firm's size is very important element of CRM performance. And organizational members' resistance to change was found to have no effects on CRM performance.

• Journal of Technology Innovation
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• v.7 no.1
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• pp.124-150
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• 1999

This study examines the personal characteristics, organizational attitudes, technical performances, and reward preferences of R&D professionals with Ph.D. degree in large private companies in Korea. Based on survey data from 887 professionals in nine different R&D organizations, the following results are found; 1) R&D professionals with Ph.D. degree exhibit higher autonomy preference, need for achievement, self-efficacy, technical career orientation, and performance proficiency than other R&D professionals; 2) As their organizational tenure increases, performance proficiency and transfer career orientation increases but their socialized level of organizational goals and values does not change; 3) They produce more technical publications and exhibit more positive organizational attitude than other R&D professionals; 4) They are more likely to prefer job content, professional, and job security rewards. These empirical findings suggest several theoretical and practical implications for the management of R&D professionals with Ph.D. degree in the large Korean firms.