• International Commerce and Information Review
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• v.17 no.3
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• pp.251-278
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• 2015

Previous researches have been conducted on the drivers of alliance performance up to date. Unlike existing literatures, we examine the influence of alliance management capability as direct drivers on venture's alliance performance. Based upon organizational capability theory, we proposed that coordination capability, relationship capability, learning capability are main components of alliance management capabilities. In addition, we proposed capability of CEO as forth alliance management capability in global ventures. Using 78 global ventures as research sample, this study shows that these four alliance capabilities have considerable influence on financial performance of ventures with global alliances.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2007.11a
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• pp.67-89
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• 2007

This study addresses manufacturers' ability to influence their supply chain network in order to adapt to their competitive environment. From the perspective of a manufacture, the supply chain comprises a network of suppliers and customers, and is theoretically viewed as a complex adaptive system. This study considers the following questions: (1) How can adaptability of supply chain network be operationally defined? (2) How does adaptability of supply chain network lead to combinative capabilities? (3) What is the influence of adaptability of supply chain network on business performance? Drawing on literature streams in supply chain management, operations strategy, organizational change and learning, and complexity theory, this study develops and tests the constructs and operational measures of adaptability of supply chain network and model the nomological set of relationships among constructs that form the basis of our theory. This study then develops and tests a model describing the outcomes of adaptability of supply chain network and its influence on combinative capability and business performance. Empirical results of this study show that adaptability supply chain network directly and positively affects combinative capability. Further, this study finds that adaptability of supply chain network does not impact business performance directly, but rather is mediated through combinative capability, which provides the requisite variety for firms to survive and thrive in dynamic environments.

• The Journal of Information Systems
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• v.30 no.3
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• pp.93-112
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• 2021

Purpose Recently, many organizations are actively adopting enterprise architecture (EA) as a methodology to manage IT assets and build IT-based business system. This study intended to empirically examine how the role of EA operating unit and utilization capability of organizational members impact on system performance at the post-adoption stage. A balanced score card (BSC) is being used as a framework for a company's key performance indicator (KPI). Design/methodology/approach This study tried to investigate the causal relationship between the four perspectives of the balanced scorecard as an influencing factor of the introduction of the Enterprise Resource Planning (ERP) on the financial value. In particular, the mediating effect between the customer's point of view and the business process point of view was investigated between the learning growth point of view and the financial point of view, and the interaction effect (regulating effect) of strategic linkage in the system introduction process was investigated. Findings The results of the study were first, that the organizational learning and growth perspective had a positive effect on the customer perspective, business process, and financial perspective. In addition, the customer perspective and the process perspective also had a positive influence on the financial perspective. Second, between the learning growth and financial perspectives, the customer perspective and the process perspective showed a partial mediating effect. Third, as for strategic linkage, the interaction effect between the customer perspective, the learning growth perspective, and the process perspective and the financial perspective was not significant. The results of this study are expected to provide a framework for performance evaluation to organizations that have introduced ERP systems.

• Journal of the Korean Society for Library and Information Science
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• v.44 no.2
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• pp.427-445
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• 2010

In our knowledge-based society, a corporation's main growth engine consists of its unique core competences and how these are organized rather than materialized competitive advantage. Intangible factors such as creative organizational culture, learning capability, brands, marketing ability and technology are notable examples of such core competencies. To ensure constant development of a corporation, it is important to understand the environment in which these factors operate. Drawing on literature research, this paper looks at organizational culture and change, and employees' attitudes and resistance factors to such change. To strengthen the explanation of this study the Korea Asset Management Corporation was used as a case study. From the point of view of information science, knowledge has been viewed as that which is found in books and databases. Such "knowledge" is storable, passive and unchangeable. However, more recently it is seen by many researchers that this approach is limited in that it ignores the knowledge that "sits" in human "bodyminds" and organizations. Such knowledge forms the backbone of organizational culture and should be considered in any meaningful study of information.

• Korean Journal of Construction Engineering and Management
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• v.20 no.5
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• pp.31-41
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• 2019

The purpose of this study is to investigate the participation of vocational training program of construction engineers and the impact of workplace learning (formal learning and informal learning) on human resource performances of construction engineers. The data of 306 construction engineers were extracted from 10,069 workers in various industries those were collected by 6th human resource company panel survey done by Korea Research Institute of Vocational Education & Training. This study found that, compared with workers in other industries, participation rate of construction engineers in workplace learning (formal learning, informal learning) was relatively low, and especially the participation rate of informal learning was significantly low. Regression analysis showed that participation in formal learning did not affect positive job performance and job satisfaction. On the other hand, informal learning has a positive effect on job capability, job satisfaction, and organizational commitment.

• Journal of the Korea Society for Simulation
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• v.25 no.3
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• pp.125-132
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• 2016

This study intended to exploratively depict the influence of interaction between Environmental Uncertainty and Learning Orientation of Korean IT companies on Marketing Capability which was adopted as one of the organizational performance indicator. Statistical Results based on AMOS and SPSS showed that smaller-sized companies under 500 employees are more inclined to desperately and flexibly meet and adapt to their environmental uncertainty, resulting positive performance, that is, marketing capabilities. On the other hand, larger-sized companies over 500 employees showed no significant interaction effect. This result of the study induces the reasoning that the differences in competitive environment and market leadership accrued by organizational size may also incur differences in environmental adaptive mechanism. However, this reasoning can have some limitation in that the types and traits of IT firms are so different. Therefore, this topic suggests the necessity of follow-up researches using enlarged samples in IT industry and comparative studies in other industries.

• Korean Journal of Social Welfare Studies
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• v.48 no.1
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• pp.113-141
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• 2017

Child welfare centers not only protect children at the first line of community, but also perform the tasks of systematic social service by linking the various resources of community and establishing a support system for children. Making quantitative growth, child welfare centers are faced with a request for operational systemicity and professionalism in terms of quality. This study set out to investigate the effects of professional capability, psychological capital, and career-related continuous learning on the job performance among practitioners of child welfare centers. For those purposes, the study conducted a survey by mail with those who were working for child welfare centers in Busan and Gyeongnam Province from March 2 to 25, 2016. Of the collected questionnaires, 550 whose responses were sincere were used in the final analysis. The analysis results show that psychological capital had the biggest influence on the job performance among practitioners of child welfare centers. Furthermore, in the chief of child welfare centers, the more having of professional capability, the more job performance they experienced. However, in the front-line social workers, professional capability did not affect the job performance. Those results indicate that the expansion of psychological capital should be a top priority to help the practitioners of child welfare centers improve their job performance. Based on those findings, the study offered some implications for the organizational management of child welfare centers.

• Journal of Korea Game Society
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• v.15 no.1
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• pp.115-124
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• 2015

This research analyzed the case of Ncsoft to study the organizational learning, exploitation and exploration that create dynamic capability in hypercompetitive environment. First of all, we demonstrated the activities of exploitation and exploration in Ncsoft according to the life cycle of online game industry. An exploitation related to routine, learning and fit with existing environment brings about incremental innovation. In contrast, an exploration associated with non-learning, flexibility with changing environment results in radical innovation. We examined them based on the life cycle of its various game services. NCsoft that built the leading position in online game industry focused the exploitation activities at the stage of beginning period and growth, whereas NCsoft has increased the activities of exploration at period of mature. In addition, the firm conducts an exploration for its brand new game services and R&D. Conversely, An exploitation is conducted for sustainable updating of patch service and marketing and system building. The result implies that online game companies create sustainable competitive advantage using the balance between exploitation and exploration.

• Asia pacific journal of information systems
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• v.21 no.4
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• pp.63-104
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• 2011

The study examines the relationships among employee's goal orientation, IT personnel competency, personal effectiveness. The goal orientation includes learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Personal effectiveness consists of personal work satisfaction and personal work performance. In general, IT personnel competency refers to IT expert's skills, expertise, and knowledge required to perform IT activities in organizations. However, due to the advent of the internet and the generalization of IT, IT personnel competency turns out to be an important competency of technological experts as well as employees in organizations. While the competency of IT itself is important, the appropriate harmony between IT personnel's business capability and technological capability enhances the value of human resources and thus provides organizations with sustainable competitive advantages. The rapid pace of organization change places increased pressure on employees to continually update their skills and adapt their behavior to new organizational realities. This challenge raises a number of important questions concerning organizational behavior? Why do some employees display remarkable flexibility in their behavioral responses to changes in the organization, whereas others firmly resist change or experience great stress when faced with the need to alter behavior? Why do some employees continually strive to improve themselves over their life span, whereas others are content to forge through life using the same basic knowledge and skills? Why do some employees throw themselves enthusiastically into challenging tasks, whereas others avoid challenging tasks? The goal orientation proposed by organizational psychology provides at least a partial answer to these questions. Goal orientations refer to stable personally characteristics fostered by "self-theories" about the nature and development of attributes (such as intelligence, personality, abilities, and skills) people have. Self-theories are one's beliefs and goal orientations are achievement motivation revealed in seeking goals in accordance with one's beliefs. The goal orientations include learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Specifically, a learning goal orientation refers to a preference to develop the self by acquiring new skills, mastering new situations, and improving one's competence. A performance approach goal orientation refers to a preference to demonstrate and validate the adequacy of one's competence by seeking favorable judgments and avoiding negative judgments. A performance avoid goal orientation refers to a preference to avoid the disproving of one's competence and to avoid negative judgements about it, while focusing on performance. And the study also examines the moderating role of work career of employees to investigate the difference in the relationship between IT personnel competency and personal effectiveness. The study analyzes the collected data using PASW 18.0 and and PLS(Partial Least Square). The study also uses PLS bootstrapping algorithm (sample size: 500) to test research hypotheses. The result shows that the influences of both a learning goal orientation (${\beta}$ = 0.301, t = 3.822, P < 0.000) and a performance approach goal orientation (${\beta}$ = 0.224, t = 2.710, P < 0.01) on IT personnel competency are positively significant, while the influence of a performance avoid goal orientation(${\beta}$ = -0.142, t = 2.398, p < 0.05) on IT personnel competency is negatively significant. The result indicates that employees differ in their psychological and behavioral responses according to the goal orientation of employees. The result also shows that the impact of a IT personnel competency on both personal work satisfaction(${\beta}$ = 0.395, t = 4.897, P < 0.000) and personal work performance(${\beta}$ = 0.575, t = 12.800, P < 0.000) is positively significant. And the impact of personal work satisfaction(${\beta}$ = 0.148, t = 2.432, p < 0.05) on personal work performance is positively significant. Finally, the impacts of control variables (gender, age, type of industry, position, work career) on the relationships between IT personnel competency and personal effectiveness(personal work satisfaction work performance) are partly significant. In addition, the study uses PLS algorithm to find out a GoF(global criterion of goodness of fit) of the exploratory research model which includes a mediating variable, IT personnel competency. The result of analysis shows that the value of GoF is 0.45 above GoFlarge(0.36). Therefore, the research model turns out be good. In addition, the study performs a Sobel Test to find out the statistical significance of the mediating variable, IT personnel competency, which is already turned out to have the mediating effect in the research model using PLS. The result of a Sobel Test shows that the values of Z are all significant statistically (above 1.96 and below -1.96) and indicates that IT personnel competency plays a mediating role in the research model. At the present day, most employees are universally afraid of organizational changes and resistant to them in organizations in which the acceptance and learning of a new information technology or information system is particularly required. The problem is due' to increasing a feeling of uneasiness and uncertainty in improving past practices in accordance with new organizational changes. It is not always possible for employees with positive attitudes to perform their works suitable to organizational goals. Therefore, organizations need to identify what kinds of goal-oriented minds employees have, motivate them to do self-directed learning, and provide them with organizational environment to enhance positive aspects in their works. Thus, the study provides researchers and practitioners with a matter of primary interest in goal orientation and IT personnel competency, of which they have been unaware until very recently. Some academic and practical implications and limitations arisen in the course of the research, and suggestions for future research directions are also discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.5
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• pp.99-112
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• 2020

This study empirically analyzed the relationship with major influencing factors in enhancing innovation capability of start-ups and their influence on innovation performance. If the existing innovation competency studies were analyzed from a general corporate perspective, In this study, it was analyzed from the perspective of start-up companies with less than 7 years of founding. As a result of a survey on startups, learning competency among the sub-variables of innovation competency, R&D competency and marketing competency are significant positive (+) consistent with both organizational competence related to organizational culture and organizational goals, technology commercialization competency, and close product competency. Has been shown to affect. The technical competence part does not have a significant effect on the product competency. However, it could not be interpreted that the importance of these competencies was low. This is because although technical competence did not directly affect product competency, it was analyzed as a meaningful result in relation to R&D competency. In addition, the characteristics of the company were classified into technology orientation and market orientation, and the relationship between each sub-variable was analyzed. The technical competence of a technology-oriented company did not have a significant effect on the product competency, but it was found that it had an effective effect on the R&D capacity. It is also consistent with the research findings that the initial survival rate is low as the characteristics of start-ups are often based on technology and ideas. Based on these results, There is a difference in major innovation capabilities according to the growth stage of a company. From a practical point of view, I would like to present approaches and implications for strengthening the competence of start-ups.