• 유통과학연구
• /
• 제13권1호
• /
• pp.35-46
• /
• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• 복식문화연구
• /
• 제24권6호
• /
• pp.825-838
• /
• 2016

The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.

• 디지털융복합연구
• /
• 제15권1호
• /
• pp.191-198
• /
• 2017

본 연구는 문화예술협동조합 이용자 관람만족이 조직역량에 따른 재이용의도에 미치는 영향에 관한 연구로, 최근 들어 문화예술관련 협동조합이 증가하고 있으나 활성화를 위한 전략적 대안이 부족하여 본 연구를 시작하게 되었다, 이를 위해 문화예술협동조합 관련 이론적 고찰을 통해 연구모형 및 연구가설을 설정하여 문화예술 사용자를 중심으로 실증분석을 한 결과 첫째, 문화예술협동조합 이용자 관람 만족은 재이용의도에 영향을 미치는 것으로 확인되었다. 둘째, 문화예술협동조합 조직역량은 재이용의도에 영향을 미치는 것으로 확인되었고, 셋째, 문화예술협동조합 이용자 관람만족은 조직역량에 따라 재이용의도에 영향을 미치는 것으로 확인되었다. 따라서 본 연구는 문화예술협동조합 이용자 관람만족과 재이용의도에 관한 영향을 확인하였고, 조직역량도 재이용의도에 영향이 있는 것을 확인하여 이론적 시사점을 제공하는데 의의가 있다.

• 한국정보시스템학회지:정보시스템연구
• /
• 제23권2호
• /
• pp.67-90
• /
• 2014

Today, the company is trying to improve for business performance through the optimization of corporate resources. Most companies set up new strategy for obtaining competitive advantage for survival in rapid changes of the global business environment. IT has an important role to reduce cost and to increases business performance such as increasing sales, improving business skills and corporate image, etc. in the corporate environment. The development and use of IT resource is recognized as essential in connection with the business strategy. Most companies tried to establish the strategic use of information systems to gain competitive advantage. IT resource management is not clear in a tangible result of the business. The purpose of this study is to find out the relationship between IT competency and organizational performance through the mediating effect of strategic use of IS. IT competency consists of IT human resource, IT infrastructure, and IT vendor management. In direct relationship between three IT competence factors and organizational performance, the results of multiple regression analysis showed that IT human resource and IT vendor management are important determinants to influence organizational performance. The additional analysis for mediating effect of strategic use of IS showed that it has mediated the relationship between IT competency factors and organizational performance. This results give us an implication, not only the importance of IT competency development, but also the importance of strategic alignment of strategic use of IS with business strategy.

• 임상간호연구
• /
• 제24권2호
• /
• pp.245-254
• /
• 2018

Purpose: The aim of this study was to assess nurses' evidence-based practice (EBP) beliefs and competencies, and organizational supports to develop EBP. Methods: A descriptive study was conducted using a survey of clinical nurses at a tertiary hospital in South Korea. Results: The survey was distributed to a total of 1,413 nurses and was completed by 1,318 nurses. There were significant differences in the EBP beliefs and competencies, and the perception of organizational supports among nurses at different educational levels. The EBP beliefs, EBP competencies, and organizational supports had a positive correlation with each other. EBP competencies were the highest in nurses with less than 3-years of clinical experience, and the perception of organization supports were the highest in nurses with more than 10-years of clinical experience. Conclusion: The findings suggest that educational programs, training, and organizational supports are recommended for facilitating successful EBP among nurses.

• Safety and Health at Work
• /
• 제12권3호
• /
• pp.339-345
• /
• 2021

Background: Some researchers state that they are not yet able to provide a deep understanding of the underlying causes of unsafe behaviors (UBs). Therefore, the present study was conducted to investigate the attitudes and experiences of Iranian workers of UBs. Methods: This present study was conducted in 35 industries using a semistructured interview based on grounded theory. Forty participants were interviewed, including 13 industrial safety and health experts and 27 workers and supervisors. The analysis of the present study consisted of a three-step coding process including open, axial, and selective coding. Results: The results showed that the factors affecting UBs could be classified into three categories: organizational, individual, and socioeconomic factors. Organizational factors were divided into 6 parts: procedure and environmental conditions, communications, monitoring, organizational safety culture, resource allocation, and human resources. Socioeconomic factors had three subcategories: community safety culture, type of organizational ownership, and economic problems. Finally, the individual factors were classified into two categories of personality traits and individual competence. Conclusion: The results showed that organizational factors were the most categorized, and it is estimated that this factor has a more important role in the UBs. Of course, to better understand the close relationship between these factors and find the weight and importance of each factor, it needs to measure it with multicriteria decision systems.

• Asia pacific journal of information systems
• /
• 제7권1호
• /
• pp.25-48
• /
• 1997

This study examines whether expenditures in information technology (IT) are associated with increases in the Tobin's q ratios a measure of organizational performance. It uses two groups of sample, Korean and American firms that disclose IT expenditures. For the all-firms group of each country, the association between IT expenditures and Tobin's q ratios is positive and statistically significant. But the association varies among industries. For Korean firms, IT expenditures appear to increase Tobin's q ratios for the machine and equipment manufacturing industry group (SIC3-2). IT expenditure ratio of this group as a percent of total sales is highest among the industry groups. For all service industry groups(SIC4&5), the estimated coefficient of IT expenditures is positive but statistically insignificant. For American firms IT expenditures in most of the manufacturing industry groups appear to increase only a little, if at all, for the Tobin's q ratios. But IT expenditures appear to have a greater impact on Tobin's q ratios for all service industries (SIC4-7). For three service industries tested (transportation and telecommunication- SIC4, financial- SIC6, consulting and other service industry- SIC7), the estimated coefficient of IT expenditures is positive and statistically significant. The evidence from both Korean and American firms suggests that IT expenditures in service industries provide a greater impact on an organizational performance than ones in manufacturing industry. To test whether service industries use a competitive strategy utilizing IT as a core competence, the samples ore divided into two groups, service and manufacturing industry. For Korean firms, both IT and R&D expenditures in manufacturing industry are associated with increases in Tobin's q ratios. But for service industry, the estimated coefficient of only IT expenditure is positive. For American firms, the estimated coefficients of both IT and advertising and R&D (ARD) expenditures in manufacturing industry are positive but the coefficient of only ARD is statistically significant. For service industry, the estimated coefficient of only IT expenditure is positive and statistically significant. The evidence may suggest that manufacturing industry uses both R&D and IT strategies to increase a competitive advantage but uses R&D strategy as a core competence. However, service industry uses IT strategy as a core competence to increase a competitive advatage.

• International Journal of Computer Science & Network Security
• /
• 제22권5호
• /
• pp.79-88
• /
• 2022

Modern production requires production staff who have design competence, experience and skills to work in various types of work integrated into professional activities. Possession of digital design methods significantly expands the opportunities for professional activities of qualified workers. The purpose of our study was to study the impact of pedagogical conditions on the formation of design competence of future qualified workers in a group work. We have identified a set of pedagogical conditions that promote the development of professionally oriented artistic and technical creativity of workers in the conditions of curricular and extracurricular activities, which include motivational-target, procedural-semantic, organizational-technological, and subject-oriented. It is shown that the formation of design competence is determined by motivational, informational-active and reflection criteria, which are aimed at motivational-value, cognitive, operational-active, creative, social and emotional components of this competence. The methodology of the research is highlighted, which includes the use of the following methods: determination of the personality's motivational sphere in order to identify strong and weak motives of students activity; multiple intelligence to identify students talents in the direction of practical intelligence, which is important for design competence; determining the level of creative activity to identify manifestations of students creative abilities; identifying the type of students innovative thinking in order to develop motivation for success; factor-criterion model, developed on the basis of a qualimetric approach, which is used to identify the level of design competence formation in accordance with its components. The results of the study showed that the creation of separate pedagogical conditions in the institution of vocational education and training (VET) had a positive impact on the development of design competence, which shows the potential of artistic and technical design in the development of professional creativity of future qualified workers taking into account the environmental approach.

• 기술혁신학회지
• /
• 제6권2호
• /
• pp.228-252
• /
• 2003

This research has been focused upon and analyzing Medison, once a leading New Technology-Based Finn (N1BF) in Korea with exceptionally advanced technology in 3D ultrasound diagnostic imaging devices (UDIDs) (armored with 23 subsidiaries at its peak expansion), from the perspective of Dynamic Finn Capability(DFC). The underlying hypothesis is that the various problems from its pointless pursuit of the business styles or precedents of the existing large firms might be traced to its specific characteristics as an NTBF, which should have more preferably been based upon the distinctive competences such as differentiated technologies, institutional linkages, organizational routines, and complementary assets, etc. In conclusion, for the NTBFs with different DFC domains from those of the large firms, the optimal external linkages and comprehensive integration efforts (Process) under their specific organizational characteristics and constraints (path) are highly recommended for the continuous accumulation of their core capabilities based upon the technological assets (Position).

• 대한안전경영과학회지
• /
• 제17권3호
• /
• pp.319-330
• /
• 2015

This study examines the factors configuration management quality of the construction company, and to analyze the impact of these factors on Project Performance and Company Performance. That quality construction management configuration factors, chief executives, corporate strategy, organizational management, information technology, and partners five variables, Project Performance variables, process management, quality management, cost management, safety management, environmental management five variables, and Company Performance parameters of financial competence and organizational satisfaction, quality of work three variables, the overall causal relationship between the presence of specific activities and management quality, classified according to the size of the company were verified by the difference in impact between the two groups.