• International Journal of Contents
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• 제7권1호
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• pp.52-57
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• 2011

The organizational theory and design in future encourages us to bring a fluid perspective to the problems and challenges face. Organizational structure, strategy, management style, teamwork, organizational change, and even products and services can be vitalized and re-formed through creative images that allow us to act in new ways. Leaders and educators sat all levels must gain comfort in dealing with the insights and implications of diverse perspectives. In a leadership paradigm in action, leaders and educators who have more flexibility and willingness to create a learning organization are successful in improving productivity and student empowerment. The key element to organizational structure and changes for interior design education becomes communications. Finally, we need to recognize that despite its roots in mechanistic thinking, organization is a creative process of imagination. We organize as we imagine, and it is always possible to imagine in new ways.

• International Journal of Contents
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• 제7권4호
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• pp.90-97
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• 2011

This study identifies how management theory and philosophy work in conjunction with and support one another as both are critical to understanding leadership concepts and viewing the design organization holistically in terms of organizational behavior and performance. This paper analyses data from an in-depth single-case study at management in interior design organization in Korea. Two new 'most efficient and effective way' to achieve the goals of the design organization has been launched. The first was organizational behavior and performance, and the second a needed new paradigm of management skills. Organizational culture affects organizational effectiveness in design because it can (a) provide an organization with a competitive advantage, (b) improve the way an organizational structure works, and (c) increase the motivation of designers to pursue organizational interests. Moreover, the result of research creates paradigm of thinking that how leaders in the design organization need to focus on innovative and strategic systems to gain competitive advantage and enter global markets; a key inter-organizational cooperation strategy to achieve a targeted goal.

• 한국병원경영학회지
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• 제7권1호
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• pp.41-63
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• 2002

The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured Questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R square increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational culture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative influence on organizational. conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

• 대한산업공학회지
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• 제33권1호
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• pp.11-25
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• 2007

Despite surging interests in analyzing business processes, there are few scientific approaches to analysis and redesign of organizational structures which can greatly affect the performance of business processes. This paper presents a method for deriving and analyzing organizational relations from process models using social network analysis techniques. Process models contain information on who performs which processes and activities, along with the assignment of organizational units such as departments and roles to related activities. To derive social relations between organizational units from process models, three types of metrics are formally defined: transfer of work metrics, subcontracting metrics, and cooperation metrics. By applying these metrics, various relations among organizational units can be derived and analyzed. To verify the proposed method and metrics, they are applied to standard process models of the semiconductor and electronic, and automotive industry in Korea. This paper presents a taxonomy for diagnosing organization structure based on the presented approach. The paper also discusses how to combine analyses in the taxonomy for redesign of organizational structures.

• 한국국방경영분석학회지
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• 제24권2호
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• pp.17-29
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• 1998

This paper is to aimed to design a model of Korea defense information resource management structure from the viewpoint of system's approach, especially focusing on planning/programming procedures, organizational structure and business process re-engineering. The author analyzed current projects and plans on the field of Korea defense information systems, for finding what kinds of problems and why the problems occurred. The author concluded that many problems came from wrong approach of previous information resource management. Highlights of the proposed model are as follows: 1) Planning and programming structure must be considered as a major information resources and it must be managed as a key role through the whole system life cycle; 2) Organizational structure should be properly set up for managing and implementing information system projects; 3) Business process should also be analyzed thoroughly for re-engineering and innovating current inefficient organizational structure. These three additional viewpoints added to previous model for improving Korea defense information resource management.

• 한국콘텐츠학회논문지
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• 제12권2호
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• pp.301-309
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• 2012

전문직인 사회복지사가 현재 근무하는 기관에 대한 조직몰입과 사회복지전문직에 대한 경력몰입에 대해 동시에 이중몰입할 경우 업무수행 성과가 우수하며 조직 전체의 효과성에 대한 기여도 역시 높다. 본 연구는 이러한 관점에서 복잡성, 공식화, 분권화로 대표되는 사회복지 조직구조화 변인이 사회복지사의 조직과 경력에 대한 이중몰입에 미치는 영향을 평행모델을 적용하여 분석함으로써 효과적인 조직구조 설계를 위한 목적으로 수행되었다. 연구결과 조직몰입과 경력몰입 사이에는 높은 상관관계가 있으며, 특히 조직구조화 변인 중 복잡성과 분권화는 조직몰입과 경력몰입에 동시에 영향을 미치는 이중몰입 관계가 성립되는 것으로 나타났다. 따라서 조직과 경력에 대한 몰입수준을 동시에 향상시키기 위해서는 분업화의 원리에 따른 과업 세분화와 일선 사회복지사에게 전문적 재량권이 존중되는 조직구조의 설계가 필요하다 할 것이다.

• 한국전자거래학회지
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• 제10권1호
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• pp.21-39
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• 2005

본 연구는 기업의 전자거래 활용유형을 조직관리 관점에서 이해하는 것이고 서로 다른 유형의 전자거래 활동이 정보시스템 및 네트워크 중심의 조직설계 도메인(domain) 구조에 어떠한 영향을 미치는지에 대하여 이해하고 전자거래 유형별 조직관리의 차이존재 여부를 검증한다. 본 연구모델은 기업의 전자거래 활동유형을 세 가지 즉, 구매측면, 내부, 그리고 판매측면으로 구분하여 조직관리 특성요인들 즉, 분권화, 공식화, 전문화, 통합화와의 구성개념들로 구성되었으며 다중회귀분석에 의한 탐색을 위해 58개 업체들로 받은 설문을 활용하였다. 본 연구를 통해 밝혀진 전자거래 유형별 조직의 특성과 역량을 올바르게 이해하고 온-라인 관점에서 업무프로세스 통합의 기본요소들인 조직구성원의 권한부여와 역할의 구성과 같은 조직설계 및 관리 요인에 대하여 방향설정을 제시할 수 있다는 점에서 본 연구가 시사하는 바가 있다고 본다.

• 국제학술발표논문집
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• The 1th International Conference on Construction Engineering and Project Management
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• pp.974-979
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• 2005

Effective communication flow is a fundamental for the success of any construction projects. The key role of communications among project parties is even more critical in the case of Design-Build (DB) projects. Previous research has shown that these projects have an environment where integration between different project team members and schedule constraints increase channels of communication, and require faster communication flows. This paper summarizes the findings from research analyzing organizational structures and communication flow of the Texas State Highway 130 (SH130) project. Awarded in 2002, the SH130 project, totaling $1.3 billion USD, constitutes the "pilot" application for the DB approach in the state of Texas. A set of observations pertaining to team organization and communication issues in the design-build environment is included.

• 한국경제지리학회지
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• 제15권1호
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• pp.116-130
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• 2012

성장동력산업의 육성 정책에 따라 부가가치가 높은 산업을 광역 경제권단위에서 육성하는 정책이 진행되고 있다. 이 분석의 목적은 창조산업의 대표적 분야인 디자인산업을 발전시키고 있는 지식을 기반으로 한 네트워크의 공간적 특성과 기관별 네트워크 구조를 도출하고, 2000년에서 2010년까지의 시간적 변화에 초점을 두어 분석함으로서 앞으로 나아가야 할 방안을 모색해 보고자한다. 먼저 전국 디자인산업의 변화와 시도별 광역별 성장을 살펴보고 심층인터뷰를 실시하여 기관별 네트워크 현황을 파악하였다. 이를 기반으로 디자인산업과 관계된 공동연구 데이터를 가공하여 구조적, 공간적, 시간적인 측면을 고려하여 종합적인 판단으로 공간적 특성과 기관별 네트워크 구조의 변화에 대해 분석하였다. 또한 그룹분석에 활용되는 지표를 이용하여 네트워크의 밀도, 링크수, 집중도를 기준으로 다른 그룹과 상대적으로 변화하는 하는 과정을 비교 분석하였다.

• 대한간호학회지
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• 제27권2호
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• pp.253-263
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• 1997

This second study on the effectiveness of nursing organization was designed to test the relationships between effectiveness of nursing organizations and structural variables that had been significant variables in the first study, the group design variable and the personal characteristic variables that had not been analyszed in the first study based on personal resource productivity model. The data were collected through self-reported questionnaires completed by 605 nurses working in hospitals in seoul and 782 patients being hospitalized in 5 tertiary hospitals in Seoul. The results showed that according to the canonical correlation analysis, the managing job design, nursing delivery system. nurse's age, career. and formalization were revealed as predicting variables of a nurses' job satisfaction and patients satisfaction among the five hospitals. Hospitals in which the team nursing method was used showed a higher score in nurses' job satisfaction and patient satisfaction than in hospitals which used the functional nursing model.