• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.12
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• pp.1880-1892
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• 2010

The purposes of this study were to: a) provide evidence concerning the effects of emotional intelligence on job outcomes, b) examine the impacts of emotional intelligence on employee-related variables such as 'job satisfaction', 'organizational commitment', 'organizational performance', and 'turnover intention' c) identify the conceptual framework underlying emotional intelligence. A survey was conducted to collect data from foodservice managers (N=231). Statistical analyses were completed using SPSS Win (16.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS (16.0) for confirmatory factor analysis and structural equation modeling. The concept of emotional intelligence (EI) has been on the radar screens of many leaders and managers over the last several decades. The emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thinking and interaction with others. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions correlated significantly with age. The means of job satisfaction score were above the midpoint (3.04 point) scale. The organizational commitment score was above the midpoint (3.41 point) scale and was higher at 'loyalty' factor than 'commitment' factor. The means of organizational performance score were above the midpoint (3.34) scale. The correlations among the four EI (emotional intelligence) factors were significant with job satisfaction; organizational commitment, organizational performance and turnover intention. The test of hypothesis using structural equation modeling found that emotional intelligence produced positive effects on job attitude and job performance. Emotional intelligence enhanced organizational commitment, and in turn, managers' attitude produced positive effects on organizational performance; emotional intelligence also had a direct impact on organizational performance. This study has identified the effect of emotional intelligence on organizational performance and attitudes toward one's job.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.475-484
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• 2020

This study investigates determinants of talent retention in textile and garment companies located in Vietnam's Binh Duong province to propose feasible actions for their sustainable development in the current context of competition on the labor market. This study uses self-completed questionnaires to collect data which are then analysed with statistical methods including scale reliability, exploratory factor analysis, and multiple linear regression. Specifically, results from an official survey of 129 people who are regarded as talents in related companies show that there are ten determinants, ranked in descending order of their importance, including: working environment; training and promotion opportunities; salary and benefits; personal loyalty; relationship with colleagues; nature of work; organizational recognition; type of ownership; relationship with superiors; and working experience. Moreover, it is also found that foreign companies are better in retaining their talents than private domestic ones. These findings suggest that, depending on their available resources, organizations need to focus on some of these factors to improve their talent retention; among them, it is critical to provide creative space or create conductive working environment by providing talents with proper tools and equipment for them to feel excited with their work and get things done in an optimal, efficient and effective manner.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2004.10a
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• pp.463-466
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• 2004

This paper suggests the evaluation method of success factors of CRM implementation using AHP technique, and presents why firms implement CRM, how it could be successfully implemented, and what is the most important factor. For the purpose, this study applies the method to department stores' industry. AHP structure consists of three steps to determine CRM's key success factors. First of all, strengthening loyalty of customers, improvement of service quality, upgrade of intelligence system and advancement of management process are selected as superordinate object (i.e. CRM-implementation goal). The next project factor, technology/data factor and organizational factor were decided as success factor of CRM-implementation. Subordinate criteria of project factor consist of 11 criteria. The experimental results of this study show that department stores think advancement of management process and improvement of service quality as most important purposes for CRM implementation. The results also indicate that among the subordinate success factors, accuracy of customer information, conversion to customer-oriented business model, practical use of experienced consultant, and establishing IT infrastructure for CRM are evaluated as most important success factors for CRM implementation.

• Journal of vocational education research
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• v.30 no.4
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• pp.1-22
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• 2011

Paradoxically, leadership has not only positive effects but also negative effects. The purpose of this study is to examine supervisors' dysfunctional leadership behaviors, antecedents and results in order to draw HRD implications for protecting organizations and employees from dysfunctional leaders and provide implications for leadership development. A qualitative research method based on semi-organized interviews with 28 employees from S-group was used. The results of this study show that the dysfunctional leadership behaviors were associated with ten behavioral categories: belittling and insulting the subordinates, authoritative and arbitrary behaviors, self-aggrandizement, biased preference for certain personnel, arrogance, micro-managing, inability to change and adapt, discordance between words and actions, over-dependance on supervisor, lack of ethics and values. Dysfunctional leadership behaviors were casually attributed to 'personal traits & experience', 'task characteristics', and 'internal & external environments of the organization'. Finally, the results of supervisor's dysfunctional leadership behaviors on employees and the organizational effects were 'increased turnover rate', 'declining work efficiency', 'collapsing morale', 'retraining innovative thinking', 'passive working culture', 'discouraging organizational vitality', 'discouraging organizational synergy', 'losing loyalty' and 'declining trust on supervisor'.

• Journal of the Daesoon Academy of Sciences
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• v.35
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• pp.427-476
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• 2020

Park Wudang formally registered Daesoon Jinrihoe in 1969. While it shares ideas and history with other Jeungsanist groups, this paper argues that its organizational profile is unique. The two major institutional structures, the bonbu (headquarters) and the bangmyeon (branch) have together created space for the rapid development of this Korean new religion. The bonbu is a centralized hierarchy, while the bangmyeon exhibits the strong loyalty and cohesiveness of the clan. Running throughout both structural forms is the lineage concept, which is conceived here as an articulating paradigm able to operate in different organizational forms. This finely-balanced institutional structure makes a major contribution to Daesoon Jinrihoe's ability to fulfill its religious mission. The first side of this balance is the headquarters, which includes the core organization based in Yeoju as well as some outside temples and training centers. All of these were established under the direction of the Lord of Principle, the Dojeon, Park Wudang. Park Wudang also fixed the Dao Constitution, the Doheon, which serves as a blueprint for governance. From the Central Council to the various institutions for propagation, guidance, and auditing, current management practices conform closely to Park Wudang's organization vision. The second aspect of Daesoon Jinrihoe's organization is the branch structure. The larger branches, such as Yeongwol and Geumreung, are complex organizations in their own rights. The paper concludes by characterizing the two major axes of headquarters and branch as organizational types. Using Robert Quinn and Kim Cameron's institutional typology, the paper concludes that the bonbu is a classic centralized hierarchy with its focus on efficiency. The bangmyeon, in contrast, with its high level of group identity and spirit, comes approximates the clan institutional structure.

• Asia pacific journal of information systems
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• v.3 no.2
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• pp.3-54
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• 1993

Recently, executives learned of the strategic impact that information systems (IS) and information technology (IT) could provide to their organizations. In other words, through IS/IT companies could squelch competition, secure suppliers, obtain customer loyalty, reduce the threat of new entrants, and identify new opportunities. Because of these potential benefits, organizations are investing ever-increasing amount of organizational resources in IS/IT to make their organizations as information-based ones. Information-based organizations depend largely upon computer hardwares and softwares for their ongoing operations and management. Thus, organizations must manage their information resources, especially hardwares and softwares very effectively to remain competitive. Information resource management (IRI) is a program of activities directed at making effective use of information technology within an organization. These activities cover from corporate IS/IT planning to application system development, implementation, and maintenance. In more detail, IRV activities include planning for and acquiring computer hardwares and communication equipments, planning for, selection, and management of software development projects, and re-engineering business processes as IS/IT are integrated into organizational management. Among these activities, planning for and acquisition of computer hardwares, and planning for and management of software projects are the most critical ones since these activities require enormous amount of such important corporate resources as money, people, and time. Furthermore, corporate's eventual success largely depends upon whether corporate's policy on IS/IT is effective one or not. Numerous approaches and concepts to specific IRM activities have been proposed. However, many organizations have experienced various problems in the process of applying these approaches to their IRM activities mainly because existing methodologies and guidelines are too general to adapt to each firm's unigue situation. Also, these approaches are having its own strengths and weaknesses. Thus, people in charge of organization's IRM policy should come up with effective guidelines to maintain his position very long. In this study, we reviewed some existing approaches for planning, evaluation, and acquisition of computer hardware. Then, real experiences from Taechang Steel Co., Ltd. located in Taegu, which is one of the largest Coil Service Centers in Korea, are discussed. The major purposes of the study are : (1) to discuss the tradeoffs of existing approaches on hardware evaluation and acquisition, (2) to provide a real experience of a company to facilitate the application of theoretical concepts to the real environment.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.43 no.3
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• pp.243-253
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• 2020

As economic profits and social influences of firms grow with economic development and their organizational expansion, consumers increasingly require firms to have their social responsibility. Because social responsibility strongly influences corporate reliability, consumers' intention to purchase, customer loyalty to the products and the recognition of an ethical firm have gained attention as a concept of strategical importance. The prosperity of society should be proceeded for the sustainable development of a firm and the necessity of social responsibility should be emphasized to achieve virtuous circle structure that promotes growth. Additionally, the social responsibility should be proceeded to form trust on a firm. It is very important to change the recognition of consumers to purchase products and increase the profit of a company. This study aims to analyze how social responsibility properties of firms (economic, ethical, discretionary, and legal aspects as low-level factors of social responsibility which Carroll (1979) defined) affect corporate reliability and purchase intention. The analysis found that consumers trust in firms are positively influenced by ethical responsibility (0.391), economic responsibility (0.293), legal responsibility (0.251), and discretionary responsibility (0.248). The relationship between sub-factor of social responsibility and purchase intention is not significantly influenced by other explanatory variables. Corporate trust exerts a direct influence on purchase Intention (0.456). The social responsibility of a firm didn't influence a direct purchase intention. It was found that it brought positive effect on the purchase intention in the course of forming trust. This study suggests that firms should make efforts to understand the relationship between corporate trust and purchase intention along with the characteristics of social responsibility that consumers recognize and improve management strategies for mutual complementary interests.

• The Korean Journal of Franchise Management
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• v.12 no.4
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• pp.13-23
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• 2021

Purpose: This study aimed to derive clues for the franchise industry to overcome difficulties such as various legal regulations and social responsibility demands and to continuously develop by analyzing the research trends related to franchises published in Korea. Research design, data and methodology: As a result of searching for 'franchise' in ScienceON, abstracts were collected from papers published in domestic academic journals from 1994 to June 2021. Keywords were extracted from the abstracts of 1,110 valid papers, and after preprocessing, keyword analysis, TF-IDF analysis, and topic modeling using LDA algorithm, along with trend analysis of the top 20 words in TF-IDF by year group was carried out using the R-package. Results: As a result of keyword analysis, it was found that businesses and brands were the subjects of research related to franchises, and interest in service and satisfaction was considerable, and food and coffee were prominently studied as industries. As a result of TF-IDF calculation, it was found that brand, satisfaction, franchisor, and coffee were ranked at the top. As a result of LDA-based topic modeling, a total of 12 topics including "growth strategy" were derived and visualized with LDAvis. On the other hand, the areas of Topic 1 (growth strategy) and Topic 9 (organizational culture), Topic 4 (consumption experience) and Topic 6 (contribution and loyalty), Topic 7 (brand image) and Topic 10 (commercial area) overlap significantly. Finally, the trend analysis results for the top 20 keywords with high TF-IDF showed that 10 keywords such as quality, brand, food, and trust would be more utilized overall. Conclusions: Through the results of this study, the direction of interest in the franchise industry was confirmed, and it was found that it was necessary to find a clue for continuous growth through research in more diverse fields. And it was also considered an important finding to suggest a technique that can supplement the problems of topic trend analysis. Therefore, the results of this study show that researchers will gain significant insights from the perspectives related to the selection of research topics, and practitioners from the perspectives related to future franchise changes.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.227-242
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• 2021

It is common to say that Korean journalists' professionalism including the public broadcaster KBS is immature. This study used the Q methodology to explore the subjectivity that KBS reporters and citizens have formed about reporters' occupational achievements. we tried to find out the background and reasons of the subjective dimensions of journalists regarding the immature state of Korean journalists' professionalism. Under a condition for sorting of 'a reporter most likely to be promoted', using 95 statements related to the reporter's occupational achievements, 30 KBS reporters, 10 university students who were eager to be a journalist, and 40 ordinary people of various ages, a total of 80 participants took part in the Q sorting. A total of 3 Q factors were extracted, then analyzed in detail into a total of 6 reporter types divided into (+) and (-) sub types for each factor. As a result, six types of perceptions and attitudes were named as 'a professional reporter','a schemer reporter','an organizational loyalty reporter', 'a passionate reporter','a careerist reporter', and 'a reliable worker'. This study can be meaningful in that it further deepened and expanded the existing researches concerning Korean journalist's professional identity.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.121-134
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• 2016

The current insurance market is facing a real problem that the high cost of insurance spent in maintaining a non- face-to-face sales channels face of the channel facing growing contribution to the reduction of side. As a result, the productivity issue facing designers of representative organizations in the organization channel will be referred to an urgent problem. As a result of improved organizational productivity architect that is the goal of this study to demonstrate what a performance improvement factor of insurance agents. Personality factors and individual insurance agents individual-environmental suitability and job satisfaction, consider the impact on turnover intention year of the results architects extroversion, sincerity, openness, it won a chronic, emotional gender, personality representing the honesty factor is organizational commitment and job satisfaction It has had a significant impact on. In other words, this is a lively and extroverted nature of the actuary, the more harmonious interpersonal relationships and higher emotional empathy with others can raise the extent that has a strong sense of belonging and attachment to their company's commitment. Whereas personality factors were not significant influence turnover intention has. This can be made to represent the need for screening of agents introduced from the introduction stage. Depending on the personality factors of organizational commitment, personal planners also occurs because of the differences and job satisfaction. Whereas turnover of agents is the result of empirical factors that are affected by other agents than to individual character generated by the character of the individual agents. Compliance boss, job suitability, individuals representing a fellow fitness, tissue compatibility environmental compliance is having a significant impact on both the degree of organizational commitment, job satisfaction and turnover intention. In other words, the boss or colleague, values and personality, working method, as fits well the concerns and pursuing goals are similar, and their job aptitude higher the suitability of the organization is about to have a sense of belonging and attachment to the company commitment can do. This is the result of a demonstration that the work environment of the actuary agents productivity gains and loyalty depends on the insurance company, which currently belongs.