• Journal of the Korean Institute of Intelligent Systems
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• v.17 no.2
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• pp.232-237
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• 2007

In this paper, we suggest the model how to evaluate the job level of the member of Nong-Hyup branch, using fuzzy subordination relation by estimating the relationship of criteria and eigenvector method. The criteria for the evaluation of job levels are divided into two groups, that is, the job group to do in Nong-Hyup and the Job demanding details group that is needed to do this job. The study method used adding weight on the job group and the present level, the itemized weight about job demanding details and the present level, the relationship the job group and the job demanding details. This paper shows that there is room for improvement in the present evaluation method, which regards the job level of each branch as equal, evaluates each branch and ranks. Therefore we will expect to utilize it a lot when the Nong-Hyup and the branchs and places of like this company are estimated.

• Journal of Convergence for Information Technology
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• v.9 no.10
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• pp.163-169
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• 2019

The purpose of this study is to examine about PBL implementation strategies employed by faculty members who have successfully managed PBL class. By adopting the inductive content analysis, this study has analyzed the contents related with the strategies about PBL implementation in the course result reports and best practice presentation materials made by 6 professors selected as a PBL best practicer of B university from the 2017 to the 2018. After the analysis, it is revealed that PBL best practicers have used 13 strategies in domain of classroom culture, learning facilitation, and assessment. The following further studies and supports have been suggest: First, a study on PBL best practice faculty member's implementation strategies should be further expanded. Second, a comparative study on the PBL implementation strategies between PBL best practice faculty members and general faculty members should be launched. Third, an organizational system to share PBL best practice faculty member's implementation strategies should be supported.

• The Journal of the Korea Contents Association
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• v.13 no.6
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• pp.425-437
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• 2013

The object of this study is to determine and prioritize the factors that affect job satisfaction and job continuity intention of an important media content provider group - TV/radio announcers. In this study, the determinant factors are classified as "internal" factors (i.e. career motivation and identity as a member of an organization) and "external" factors such as reputation and prestige. A survey was conducted among active announcers in Korea, and 106 responded. The data was processed by multiple regression analysis. The result showed that organizational identity affected the job satisfaction and job continuity intention most, and perceived external prestige affected least. In conclusion, announcer's job satisfaction and job continuity intention have more meaningful relationship with internal factors than with external factors.

• Journal of Digital Convergence
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• v.12 no.12
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• pp.139-149
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• 2014

This paper aims to examine the moderate effects of LMX on the relationships between appraisal justice and organization commitment. Additionally, This study is to identify the influences of appraisal justice on the organization commitment in the organization. To accomplish these purposes, the main factors of the appraisal justice such as distributive justice, procedural justice and interactional justice were found from the previous studies. This study used the statistical techniques such as descriptive analysis, reliability analysis, discriminant analysis, factor analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis. The following are the summary of hypothesis test: First, all three justice factors are essential to enhance the level of organizational commitment in appraisal about employee of enterprises. Second, interactional justice among factors of appraisal justice have differential influence on organization commitment by LMX.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.6
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• pp.99-106
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• 2015

This is a case study on organizational learning with action learning. It targets B industry belonging to Shoe manufacturer. We apply action learning techniques as consulting skills to promote the organization of specific learning activities. Action Learning solves the challenges faced by the company with the ability to enhance the member while participating in the program. Therefore, it is a good methodology to overcome the uncertainty environment. Through a case study, in the maturing process of a learning organization can see the conditions that are necessary for the ongoing maintenance of that identity, organizational learning activities. Findings to the continued operation of the enterprise learning organization suggest the establishment of a learning organization, and direction and strategic importance. Systems and learning environments should be built and then repeat the process of practice to master the new learning organization. It suggests to learn a new organizations operating methods that require repetition of the course of action.

• Industry Promotion Research
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• v.8 no.2
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• pp.67-80
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• 2023

This study analysis the effects of the relationship between LMX and affiliation-OCB, challenge-OCB which is voluntary behavior of organizational members. For this study, the effect of LMX on AOCB and COCB, as well as the mediating effect of AOCB behavior, the moderating role of toxic leadership, were analyzed. The results of studies are as follows. First, LMX had a positive effect on AOCB and COCB, respectively. Second, AOCB has a mediating-effect between LMX and COCB. and Third, toxic leadership confirmed the moderating-effect between LMX and AOCB, and finally the moderated-mediating-effect through AOCB in the relationship between LMX and COCB. Therefore, it was analyzed that the quality of the relationship between leader and member in the organization is an important factor in expanding the positive and voluntary behavior of members in the organization. In addition, since toxic leadership weakens positive and voluntary civic behavior for organizational members, it suggests the need for strategy to overcome toxic leadership for an efficient organization management.

• Journal of Information Technology Applications and Management
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• v.21 no.4_spc
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• pp.463-483
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• 2014

Data are dramatically increased and big data technology is spotlighted innovative technology among the latest information technologies. Organizations are interested in adoption of big data system to analyze various data format and to identify new business opportunity. The purpose of this study is to build a unified model for a system adoption through analysis of impact that affects behavioral intention and usage behavior of using big data. This study in addition to Technology-Organization-Environment (TOE), that is used the introduction of organizational studies, and Diffusion of Innovation (DOI) have implemented an extended unified model including the unified theory of acceptance and use of technology (UTAUT) that is usually used in personal level adoption study. The hypothesis was set up after implementing research model, and then got 411 effective survey data to target the member of organizations. As a result, all models (UTAUT, TOE, DOI) are affect to behavioral intention and usage behavior. It is verified that the suggested unified model was appropriate.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.4 no.5
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• pp.73-83
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• 1981

The purpose of value analysis is to assist each to approach nearer enough to this goal to provide substantial competitive and profit advantages. It provides planned and disciplined thought and act ion which hel ps identify unnecessary cost throughout the product or process cycle. Value analysis is a precise, disciplined, one-purpose thinking process. Its one purpose is to retain all the performance and aesthetic factors which now exist In the product, process or services, which the customer wants and is willing to pay for : and through disciplined thinking procedures, to put together Practical alternatives which will accomplish them at still lower cost. Value in a product or service is the reward for appropriate performance and appropriate cost Value analysis must therefore employ techniques which will sensitize any "lacking" area so that the need can be identified and satisfied. As the business begins to see the benefit of the activity, additional value analysts consultants may be added. This will provide more penetration in the three identified areas, of top managers group, individual value analysis consultants and senior member who organizes value analysis work, and besides, additional abilities will be secured.e secured.

• Journal of Navigation and Port Research
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• v.35 no.8
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• pp.691-699
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• 2011

The culture is a criteria of behavior and judgement for the member of the society and it also affects strategic alliance. The fail of strategic alliance between lines is affected more culture factors than financial factors and sales factors. Due to cultural factors impact on the strategic alliance partner for the failure of the most overlooked result of cultural differences so than most other factors, cultural factors should be considered for the first. Openness to cultural understanding and our partners, strategic alliances, consider the satisfaction of the members to perform successfully, can lead to strategic alliances.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2831-2843
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• 2014

As team based organizational structure is commonly spreading, many employees perform as a team member. This situation increases not only team commitment but also conflict to team members. But there are not many researches about the relationship between conflict and team commitment. This research proves the mediation effect of team efficacy and communication satisfaction when conflict have effect on team commitment. We have the following results. First, task conflict and relationship conflict have negative effect on team commitment. Second, team efficacy mediates task conflict and team commitment. Third, communication satisfaction mediates relationship conflict and team commitment.