• The Journal of the Korea Contents Association
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• v.14 no.8
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• pp.150-155
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• 2014

This study explored the police organizational health diagnosis index development. and the ultimate purpose of this study is to suggest the ways for the police to develop the police organizational health diagnosis index and then to raise the organizational effectiveness. A police organizational health diagnosis index comprises three categories; Organizational Behavior, Group Behavior, and Individual Behavior. A Organizational Behavior questionnaire comprises five categories; Organizational Structure, Organizational atmosphere, Environmental Compliance, Transformational Leadership, and Communication & decision-making. Secondly, A Group Behavior questionnaire comprises five categories; How to manage the personnel, Conflict management style, Group cohesion, Vision and Strategy, and Community-oriented & shared responsibility. Thirdly, An Individual Behavior questionnaire comprises five categories; Job Motivation, work-related factors, Trust, Vitality, and Organizational Cynicism. This author expects this study to contribute to the development of an adequate measuring instrument of the police organizational health diagnosis index.

• Journal of the Korea Fashion and Costume Design Association
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• v.22 no.4
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• pp.39-48
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• 2020

This study's research method was to investigate the effects of career development in the field of beauty on organizational commitment. A survey targeted 271 beauty workers living in Seoul and Gyeonggi-do. For data analysis, SPSS 21.0 was used for statistical processing. First, descriptive statistics were analyzed, followed by a factor analysis and reliability analysis, third, correlation analysis, and finally linear regression analysis. Detailed research results are as follows. First, the effect of career development of beauty workers and organizational commitment was investigated. The result is as follows. The independent variables, self-development, goal orientation, and career orientation, which are sub-variables of career development, were found to have a statistically significant positive effect. Second, the effect of career development of beauty workers on co-workers' organizational commitment was investigated. The result is as follows. By the independent variable, self-development, and career orientation, which are sub-variables of career development, are found to have a significant positive effect. However, goal orientation had no effect. Therefore, based on the results of this study, the implications are as follows. As beauty is a creative pursuit, it is often done in collaboration rather than alone, and therefore camaraderie plays an important part in the foundation of a commitment to a company. It is a field that goes after a goal after committing to a community mindset, instead of pursuing a goal alone.

• Journal of Distribution Science
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• v.14 no.2
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• pp.83-92
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• 2016

Purpose - The purpose of this study is to identify the relations among perceived organizational support, career planning, and subjective career success (career satisfaction and job satisfaction). In particular, this study focuses on the mediating effect on the career planning between perceived organization and subjective career success. The target cases are employees of a Korean branch of a global company (A), which operates formal career program to support a career development for employees. Research design, data, and methodology - The data were collected from December, 2014 to March, 2015. 211 out of 300 questionnaires were returned (response rate 70.3%). After the data cleaning, 209 questionnaires were used for the data analysis. These data were analyzed through descriptive statistics, correlation analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). The whole process of the data analysis was accomplished using the SPSS 21.0 for windows and the AMOS 21 program. Results - The findings of the study are as follows: First, the better the organizational support is perceived, the higher career satisfaction and job satisfaction is. That is, the employees' career and job satisfaction is higher, when they feel themselves received more supporting. Second, perceived organizational support has a positive impact on employees' career planning. This result means that it is important to support employees in their career development. Third, career planning has a positive impact on career satisfaction, but not on job satisfaction. Lastly, it is verified that career planning has a mediating effect between the perceived organizational support and career satisfaction. Not only has the perception of an organizational support a direct impact on career satisfaction, but also an indirect impact through career planning. However, there is not an indirect relationship through career planning, just an direct relationship between the perception of an organizational support and job satisfaction Conclusions - Based on the findings of this study, the major conclusion of the study was as follows: The study provides theoretical values and practical implications for the fact that the differences of the subjective perception about organizational support exist among employees, and the differences have an impact on their career planning as well as subjective career success. Furthermore, some recommendations for workplace were suggested: The companies should support the career development for employees in organization level. Even though employment instability makes individual workers themselves to be responsible for their own career development, it is an important issue in organizational level that employees' career success could have positive effects on organizational development and success, as well. However, there is a limit in the study that analyzing results cannot be generalized due to the data from a single company. Some recommendations for future research are suggested: First, a comparative study should be conducted with other various companies. Second, a hierarchical analyzing model needs to be applied to substantiate how organizational context influences on subjective career success of employees.

• The Journal of Industrial Distribution & Business
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• v.10 no.7
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• pp.29-37
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• 2019

Purpose - The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises. This was determined by assessing the effects of employees' value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceived their organizational support. Research design, data, and methodology - A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. Results - The analyses highlighted employees' personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively. The study also revealed that perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Conclusion - Hence, CEOs in SMEs should avert any dichotomous analysis of their employees' value inclination, respect their personal value inclinations and also apply factors that could raise their job satisfaction. Likewise, it was shown that SME employees need to make personal efforts for organizational development.

• Journal of Distribution Science
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• v.11 no.11
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• pp.63-69
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• 2013

Purpose - This study sought to discuss definitions of organizational culture taking into consideration different views, and the historical and philosophical elements of organizational culture. Research Design, Data, and Methodology - This paper is a relatively conceptual study that has attempted to define organizational culture, a topic that has been debated among scholars and practitioners. Various studies in the literature related to organizational culture have been reviewed in an effort to reduce the complexities and ambiguities in definitions of organizational culture. Results -This study summarized and synthesized different studies related to organizational culture, and identified the main streams for defining organizational culture as being from the historical and philosophical elements of organizational culture. Conclusions -The concept of organizational culture continues to be an important factor affecting organizational effectiveness and initiating organizational development. However, the definition of organizational culture has not been well-established. In this sense, this paper seems to be significant and meaningful as it attempts to define organizational culture from different perspectives.

• International Journal of Advanced Culture Technology
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• v.10 no.3
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• pp.93-103
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• 2022

The purpose of this study is to empirically analyze the mediating effect of innovation activities on the effect of organizational culture perceived by organizational members on organizational effectiveness. The main results are as follows. First, Hypothesis 1, organizational culture, was adopted as it showed a positive influence on innovation activities. Second, since organizational culture showed statistically significant effect on organizational effectiveness, Hypothesis 2 was adopted. Third, the innovation activity, which is hypothesis 3, was analyzed to have a positive influence on organizational effectiveness. Therefore, hypothesis 3 was accepted. Fourth, the innovation activity, hypothesis 4, showed a mediating effect between organizational culture and organizational effectiveness. As shown in the results of this study, it is indicated that organizations should improve organizational effectiveness for growth and development through the advancement of the sustainability management system in the rapidly changing business environment. To this end, it was necessary to systematically build and activate an organizational culture and innovation activities suitable for the characteristics of the organization. In other words, organizational effectiveness can be improved when constructing and implementing advanced innovation activities based on measures to revitalize organizational culture according to changes in the business environment.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.348-356
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• 2022

The article is devoted to substantiation of theoretical and methodical bases of formation of the organizational-economic mechanism of maintenance of stability of development of region on the bases of influence of potential-forming space in the conditions of formation of creative economy. It was found that the organizational-economic mechanism due to its multifaceted nature does not have a single generally accepted definition, and its acceptable scale and complexity is reflected in the structure, which is very dependent on the scope and conditions of its application, can be very different and contain different elements. In view of this, in order to highlight the characteristics that are inherent in the organizational-economic mechanism of sustainable development of the region on the basis of potential-forming space in the formation of creative economy, the article examines the properties and characteristics of direct organizational and economic mechanism. The necessity of basing the process of formation of any organizational-economic mechanism, including the organizational-economic mechanism of ensuring the sustainability of the region on the basis of the potential-forming space in the conditions of creative economy on the system of principles. In this context, the author's vision is proposed and a set of principles for the formation of organizational-economic mechanism for sustainable development of the region on the basis of the potential of the potential-forming space in the creative economy, as well as revealed the essence of each. According to the structural aspect, the organizational-economic mechanism of ensuring the sustainability of the region's development on the basis of the potential-forming space is proposed to be presented as a set of seven stages, which are implemented in a certain sequence. Within the limits of this research the sequence of realization of the stages making process of formation of the organizational-economic mechanism of maintenance of stability of development of region on the basis of influence of potential-forming space in the conditions of formation of creative economy is defined and their maintenance and essence is presented.

• International Journal of Advanced Culture Technology
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• v.12 no.1
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• pp.169-174
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• 2024

The Internet industry is developing at a high speed and entering the stage of convergence of everything, in which mobile devices are a key part, and smartphone manufacturing enterprises are developing rapidly in this environment. As one of the smartphone manufacturing enterprises that have dominated the Chinese smartphone market for many years, OPPO enterprise has developed rapidly and occupied a large share of the smartphone market. As a globally renowned technology company, its unique organizational culture is behind its success. In this study, through the analysis of OPPO's information and related literature, we found that OPPO's organizational culture has the characteristics of emphasizing teamwork, focusing on innovation, and advocating customer first. This organizational culture not only enhances employees' sense of belonging, but also promotes the company's long-term development. This study is not only important for understanding OPPO's success, but also for other companies to construct and optimize their organizational culture.

• International journal of advanced smart convergence
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• v.12 no.2
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• pp.143-152
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• 2023

This study confirmed the effect of manager's communication type perceived by organizational members on innovative behavior and the mediating effect of organizational culture. In other words, the manager's communication type was statistically positive for organizational members' innovation behavior (Hypothesis 1) and organizational culture (Hypothesis 2). Organizational culture improved innovative behavior of organizational members (Hypothesis 3). In addition, organizational culture played a mediating role between the manager's communication type and organizational members' innovative behavior (Hypothesis 4). In other words, the importance of improving the innovative behavior of organizational members, which is a key factor for advancing organizational sustainability management, was confirmed. It was confirmed that the manager's communication type and organizational culture act as a key factor for the advancement of innovative behavior. Therefore, executives and managers confirmed the importance of systematic managers' communication-type competency development and organizational culture revitalization plans and the necessity of implementing them in order to improve innovative behavior.

• Knowledge Management Research
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• v.5 no.1
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• pp.83-99
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• 2004

This research aims to verify individual and organizational factors that will affect knowledge sharing, especially in research & development organizations with a premise that knowledge sharing is one of the most important factors of successful knowledge management. Many factors which are supposed to affect knowledge sharing arc empirically investigated in this research : individual factors ((1)self esteem (2)expected contribution), organizational factors ((3)top management's will, (4)accessibility of knowledge management system (5)validity of evaluation & reward knowledge sharing, (6)trust, (7)open communication). As a result, it is found that 'expected contribution' among individual factors and 'open communication' and 'validity of evaluation & reward' among organizational factors are highly correlated with knowledge sharing. These findings suggest that enhancement of perceived expected contribution among employees and building cultures of open communication and effective evaluation & reward system for knowledge sharing will contribute to activation of knowledge sharing in the research and development organizations.