Asia-Pacific Journal of Business Venturing and Entrepreneurship
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v.17
no.1
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pp.13-28
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2022
Korean Government Budget Supports for startups have been spiked and resulted in increasing the number and scaling up Startup Accelerating managers. It have skyrocketed the strong demand for their qualified roles. However, unclear role description and gap between required role and their capability have discouraged startup manager's self-efficacy resulted in declining their full commitment and causing poor role performance. The focus of this research falls on empirical analysis to the effect of startup accelerating manager's capability characteristics on their full commitment and performance to start-up support groups. This research is expected to deliver diverse policy alternatives to build up manager's core competencies to accelerate their self-efficacy leading their full role commitments and finally pushing up policy performance. In addition, this research will found more strong literature review for the following researches in this emerging fields. This research is brought four highlighting results with respect to four research problems. First, it propose proper concept of startup accelerating manager based upon its legal entitlement. Second, it drive required core competencies of manager for successful their accountability. Third, it analyze the unique features of startup accelerating manger's capabilities against business incubation manger. Fourth, it empirically analyze in coming with government startup funding, the effect of self-efficacy including employment status, job environment, etc. on their organizational commitment and job performance. This research reveal the required unique core competencies of manger into founder sourcing ability, project managing ability, startup proving and pivoting ability, consulting ability for successful investment raising. As of this empirical research results, First, manager's ability have positively effect on their job performance, full commitment, and self-efficacy. Second, self-efficacy have a mediating effect on manager's ability, job performance, full commitment. This research derive key policy implication of requiring to build up more accelerating ability, of manager from the basics to advance level by customized and algorithm based traing program. This accelerating ability buildup program will not only surge self-efficacy of manger resulting in making full commitment and better job performance, but also devote to categorizing the unique new feature and position of manger as seed investment and supporter.
Proceedings of the Technology Innovation Conference
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1997.07a
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pp.57-82
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1997
This paper empirically examines various personal characteristics and preferences of HRM (Human Resorce Mamagement) systems using data from 968 R&D professionals in 9 private R&D organizations. It identifies different patterns of reward and career development needs associated with 4 types of R&D professionals, who are categorized by personal characteristics: personality and attitude. A productive leader type shows active personal traits (which encompass high scores of need for achievement, risk-taking propensity, tolerance for ambiguity, and self-efficacy) and positive attitudes (which include high scores of job satisfaction, organizational commitment, and low scores of turnover intention), while a cynical bystander type exhibits passive personal traits and negative attitudes toward a job. A passive adapter, who has passive personal characteristics but positive attitudes, and a frustrated champion, who is active in personality but negative in current job attitude, lie in between them. The results reveal that: 1) These four different types of R&D professionals show differences in their education, age and tenure level, and technical performance. 2) They have different career orientations and problem solving styles. 3) They also exhibit different preferences in performance appraisal criteria and rater, and reward structures. Based on these findings, this study suggests a contingent type of human resource management in terms of selection and staffing of R&D professionals, performance appraisal, incentive systems, and career development plans.
Journal of the military operations research society of Korea
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v.35
no.3
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pp.139-156
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2009
This study reviewed influential factors on knowledge sharing and examined to verify how attitude and recognition serve toward security in knowledge-related activities. This two-part study will dedicate to diffusion of knowledge sharing in the ROK Army. The findings indicate that trust and computer self-efficacy are influential factors which cause increase in knowledge sharing intention. Friendly attitude of the members result in strengthening the knowledge sharing in National Defense Intranet. As a result, it could be inferred that organizational and systematic efforts are required to foster the knowledge sharing in the army and policy to induce members' friendly attitude toward security is in need as well.
Garrison, Gary;Wakefield, Robin L.;Harvey, Michael;Kim, Sang-Hyun
Asia pacific journal of information systems
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v.20
no.1
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pp.101-125
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2010
This paper uses the status inconsistency theory to identify factors related to team members' (dis)satisfaction with the composition of virtual IT project teams in order to predict their turnover intentions. Our approach is based on the premise that virtual teams, although increasingly popular among global organizations, create an environment replete with cultural and functional diversity. Yet, a paradox exists: increasing diversity in virtual teams maximizes the creation and use of organizational knowledge while simultaneously increasing dissatisfaction and turnover. This is a critical issue in the formation and management of virtual teams. Therefore, we investigate how team members' perceptions of differences among themselves (i.e. foreignness) impact the stability of team membership, leading to what we describe as a 'liability of foreignness.' Findings indicate that a member's perception of foreignness has a detrimental effect on satisfaction with his or her team members while satisfaction is likely to decrease turnover intention. This may be an implication that managers need to maintain a balance in order to discourage member turnover and the loss of key players.
Background: The high sensitivity of individuals toward safety information in production activities, that is, attentional bias toward safety (ABS), can positively predict safe behaviors. It has become a hot topic in current organizational safety behavior research. However, there is no literature on its modification method. Methods: Based on the modified dot-probe task, we designed a modification training method of ABS. The training method required subjects to respond to the location of detection points that presented after safety stimulus and neutral stimulus pictures. Subjects' attentional bias values of safety and neutral pictures were measured during the experiment. Twenty-one students were selected and divided into a control group and training group to gain comparable results. Results: A novel training method was developed in this study to promote the efficacy of safety stimulus by activating ABS of the subjects. Moreover, repeated trainings and preacquired relative knowledge can enhance this effect. Conclusion: This study develops an experimental approach to evaluate the effectiveness of safety education and safety training, and also provides a new research idea for accident prevention.
Journal of the Korean Society for Aviation and Aeronautics
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v.26
no.4
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pp.64-75
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2018
A status of air traffic controller is a government officer and air traffic controllers who work at airport are divided by duty rating and work experience. Abiding by law, rules and regulation, air traffic controllers are working together based on mutual trust. This paper's theoretical background is based on cultural bias theory. The theory divide people group into four groups according to cultural bias such as fatalism, hierarchy, individualism and egalitarianism. A research model was designed how such four cultural bias could affect air traffic controller's risk response in case of emergency or abnormal situation during their work. Depend on empirical research, it was found that air traffic controllers perceived they had been more biased to fatalism than hierarchy. The characteristics of fatalism group are as follows: first of all, they follow rigid rules and regulation. However, they have less self-efficacy compared to other government officers. According to structural equation model, air traffic controller's fatalism had a significant negative effect on organizational royalty. Their royalty, however, had a very significant positive effect on planning response and immediate response.
Objective: The purpose of this study was to identify the practitioner and organizational characteristics that either detracted from or encouraged the use of evidence-based practice (EBP) by physical therapists. Design: A cross-sectional survey study Methods: Participants were 260 physical therapists currently practicing in South Korea. They completed a questionnaire designed to determine attitudes, beliefs, interest, self-efficacy and barriers to EBP, as well as demographic information about themselves and their practice settings. Logistic regression was used to examine relationships between socio-demographic and work environment characteristics and each practitioner factor. Results: Respondents agreed that the use of evidence in practice was necessary. Although 80% of them agreed that research findings are useful, 71% felt that a divide exists between research and practice. In terms of confidence in their skills, the ability to interpret results of statistical procedures ranked lowest. Despite internet access at work for 63% of respondents, only 14% were given protected work time to search and appraise the literature. Only 2% of respondents stated that their organization had a written requirement to use current evidence in their practice. The primary barrier to implementing EBP was a reported lack of time. Conclusions: In conclusion, most physical therapists stated they had a positive attitude toward EBP and were interested in learning or improving the skills necessary for implementation. Most recognized a need to increase the use of evidence in their daily practice, but a lack of ability to understand the results of research represents a significant barrier to implementing EBP.
In the era of disruptive change, a data-driven approach is vital to Human Resource Management (HRM) of any leading organization, for it is used to gain a competitive advantage. HR analytics (HRA) has emerged as innovative technologies since advanced analytics, i.e., predictive or prescriptive analytics, were widely used in the High Performing Organizations (HPOs). Therefore, many organizations elevate themselves to become HPOs through Data Science on the "people side." This paper proposes a systematic literature review using the Literature Weighted Scoring (LWS) to develop a conceptual framework based on three adoption theories, which are the Technology-Organization-Environment (TOE), Diffusion of Innovation (DOI), and Unified Theory of Acceptance and Use of Technology (UTAUT). The results show that a total of 13 theory-derived factors are determined as influential factors affecting HRA adoption, and the top three factors are "Quantitative Self-Efficacy," "Top Management Support," and "Data Availability." The conceptual framework with hypotheses is proposed to provide a foundation for further studies on organizational HRA adoption.
Purpose: This study was performed to determine whether positive psychological capital and role conflict among hospital nurses influence patient safety competencies. Methods: Data were collected from nurses working at one hospital with more than 800 beds in J Province. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffé's test, Pearson's correlation analysis and hierarchical regression analysis using SPSS 26.0 program. Findings: In the hierarchical regression analysis, positive psychological capital, role conflict, bachelor's degree or higher as the highest level of education achieved, and three or more experiences reporting accidents impacting patient safety were found to significantly correlate with subjects patient safety competency. Among these, positive psychological capital emerged as the strongest factor, and the explanatory power of Model 4 was determined to be 38.1%. Conclusion: This study confirmed that hospital nurses' positive psychological capital and role conflict impact patient safety competency, underscoring the importance of organizational measures to increase patient safety awareness. Therefore, it is necessary to develop an educational program to strengthen hospital nurses' patient safety capabilities and conduct follow-up research to test its efficacy.
Asia-Pacific Journal of Business Venturing and Entrepreneurship
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v.18
no.4
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pp.165-175
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2023
In venture creation research, studying 'entrepreneurial leadership' is important for uncovering and comprehending the underlying causal process in innovative behavior performance. Although previous studies provide that entrepreneurial leadership enhances followers' innovative behavior, there is few research on entrepreneurial leadership and followers' characteristics interaction. The present study's focus is paradoxical effects of entrepreneurial leadership on self-efficacy and innovative behavior. On the basis of individual regulatory focus, this study suggests that interaction effects of entrepreneurial leadership and followers' regulatory focus differed in promotion view and prevention view followers' innovative behavior. To strengthen the casual mechanism, this study conducted in priming experiment method using employees in SMEs. This study used a 2(entrepreneurial leadership vs. control) x 2 (regulatory focus: promotion vs. prevention) between-participants design. The results of this study provide that (1) Individuals in promotion focus especially benefited from entrepreneurial leadership in terms of its effect on their self-efficacy and innovative behavior; (2) whereas entrepreneurial leadership was negatively related to self-efficacy and innovative behavior of followers' prevention focus. In sum, results of the present study supporting evidence for hypotheses, combined effect of entrepreneurial leadership and regulatory focus on innovative behavior through self-efficacy. Experimental results confirmed hypotheses of this study, revealing that promotion focus show more innovative behavior than prevention focus when their leaders' leadership style is entrepreneurial leadership. Also, the paradoxical effect of entrepreneurial leadership and regulatory focus of followers on innovative behavior was mediated by followers' self-efficacy. This study helps explain how leaders' entrepreneurial leadership boost followers' innovative behavior, particularly for those employees who have promotion focus. The current study contributes to the theory of entrepreneurial leadership and regulatory focus and innovation literature. Findings of this study shed light on the organizational processes that shape innovative behavior in venture/startup corporations and provide contributions for venture business field.
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