• The Journal of Asian Finance, Economics and Business
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• v.8 no.4
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• pp.687-697
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• 2021

This study aims to address the prevailing skepticism that conventional leadership models are not effective in the Middle East. With the same logic, selecting leaders is a confusing task in the Middle East due to the haphazardness surrounding this task and the lack of clarity of appropriate selection criteria. This study employs samples of leadership theories and frameworks that were scrutinized to classify specific leadership dimensions. The triangular model stemmed from the previous studies that addressed Leadership in general and the Leadership model for the Middle East. With the use of the literature review methodologies and historical analysis, the leadership model's description will be demonstrated. The results revealed that there are various dimensions of Leadership, especially concerning the Middle East's organizational environment. The findings of this study suggested a new model which assists in clarifying the issue by setting a group of 10 personality traits with eight behavioral skills and social status. Implications of this study enable making Leadership easier in practice. Furthermore, this will enable recognition of Leadership according to specific criteria, which will help make greater equality and empowerment at all levels of the system. This research localizes Leadership and paves the way to automate leaders' selection process with a guarantee of fairness among candidates.

• Journal of Fashion Business
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• v.27 no.1
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• pp.16-35
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• 2023

The advent of Omni Channel has changed the fashion business model and the role of fashion sales persons. In such situation, internal marketing can become an important organizational management strategy for fashion companies. Therefore, the purpose of this study is to identify the components of internal marketing of fashion companies for fashion shop masters in an omni channel environment. To achieve the purpose of this study, To achieve the purpose of this study, a qualitative study was conducted to investigate the internal marketing sub-factors of fashion companies. In-depth interviews were conducted for qualitative study. Seven respondents to the in-depth interview were fashion shop masters who had at least 10 years of field work experience. As a result of the qualitative study, internal marketing was derived from five factors, including empowerment, education and training, rewards, internal communication, and management supports. Empowerment factors consist of initiative, encourage creativity, and problem solving. Education and training factors consist of the degree of education and training opportunities, the value of education and training, and the scope of education and training. Rewards factors consist of diversity of rewards, fairness of rewards, and source of rewards. Internal communication factors consist of communication flexibility, diversity of communication and receptivity of communication. Management support factors consist of headquarters support and department store support.

• 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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.6
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• pp.565-572
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• 2019

As a public research institute, government-supported institutes have led the industrial development and the advancement of science and technology in Korea. Robert Levering has annually selected 'Fortune 100 GPTW(Great Place to Work)' by measuring the Trust Index which was originated by himself. The objectives of this study are to attempt newly to analyze the inter-relations among 5 elements of GPTW trust index such as credibility, respect, fairness, camaraderie, and pride perceived by the K institute's 262 employees; to verify that GPTW trust index is valid for the selection of the fortune 100 GPTW. Amart PLS 2.0 and SPSS 18 were utilized for the statistical analysis. The results of this study are as follows. Credibility has positive effect to pride; respect has positive effect to pride and camaraderie; fairness has positive effect to camaraderie; and camaraderie has positive to pride. Pride and camaraderie have positive effect to the perceived GPTW. Recent studies mainly focused on the relations between GPTW trust index as independent, mediating variables or parameters and organizational performances. It is meaningful that this study has firstly tried to analyze the inter-relations among 5 elements of the trust index for the employees of research institute. This study has implication that the in order to enhance the performance the institute has to manage GPTW trust index perceived by the employees.

• The Journal of Society for e-Business Studies
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• v.21 no.3
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• pp.129-151
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• 2016

The objective of this study is to examine the relationship of organizational justice, project performance and internal and external PMO (Project Management Office) capability by conducting survey of IT project participants worked with PMO. This study was the first case which classifies PMO capability into internal and external by ownership of PMO. PLS-SEM analysis, which used for this study shows internal PMO capability connects with distributive justice and procedural justice, and directly related to project performance. By comparison, external PMO capability has relationship only with procedural justice, but never related to project performance. Furthermore, distributive justice and procedural Justice all have correlation with project performance. In general, capability of external professional consulting firms is utilized for the fairness and objectivity in spite of sufficient internal project management capability. However, the internal PMO capability has greater influence on procedural justice than external's (internal PMO capability > external PMO capability). Also, distributive justice and project performance have direct correlation only with the internal PMO capability. This paper will be an indicator of finding human capabilities which are necessary for internal and external PMO performance, and has great significance of laying a groundwork of project management strategy by PMO.

• Journal of the military operations research society of Korea
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• v.32 no.1
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• pp.51-72
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• 2006

There are many occasions that the performance of a corps is influenced not only by its own efforts but by the commander of the next higher unit in a vertical organizational structure. When the direction of the commander in the next higher organization is different from that of the actual evaluation agency, the unit under evaluation may get rated lower than what it should deserve. This study suggests an alternative method to evaluate the performance of military units in the situation that there exist critical environmental factors which affect the performance. This method employes DEA, a non parametric method, and Constrained Canonical Correlation Analysis(CCCA), a parametric method which is used to estimate a efficient frontier with multiple dependent variables and constraints. This article also exploits a set of categorical environmental variables in the CCCA to improve the fairness of performance evaluation. It is shown that the introduction of the categorical variables helps evaluating the true performance of individual units such as battalions subordinated to different next higher commanders.

• Journal of Korean Society of Archives and Records Management
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• v.20 no.4
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• pp.59-80
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• 2020

Local public corporations are closely related to the welfare promotion of local residents because they are responsible for the management of public facilities and are entrusted with some of the duties of local governments. Besides these responsibilities, they also have to conduct systematic and professional record management to ensure the legitimacy and fairness of organizational activities as the importance of ethical management and knowledge management emerges in organization. With regard to this task, this study proposes an improvement plan for the records management of local public corporations by analyzing the current status of records management and the awareness level for the possibility of developments in record management work. For this endeavor, the study conducted a literature review, gathered 50 survey responses from archivists from local public corporations nationwide, and performed 18 interviews with the survey respondents. Based on the analysis of these data, the study proposes that the National Archives of Korea should strengthen the role of supporting local public corporations. Moreover, local public corporations are suggested to improve records management at the local level and form a cooperative union among similar corporations.

• Journal of Arbitration Studies
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• v.32 no.2
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• pp.135-157
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• 2022

Religion has a very close relationship with our everyday lives. In particular, religion maintains an absolute and ultimate value system and is deeply associated with all sectors of society such as politics, economy, thought, arts, culture, and science. The original meaning of religion in Buddhism means the teachings that become fundamentals. There are numerous religions around the world, and each religion has its own object of faith, different system, and unique rites and lifestyles. Therefore, evaluating or denouncing other regions based on the doctrines or conventions of a specific religion can lead to conflicts and disputes. The Buddhist Vinaya Pitaka related to alternative dispute resolution (ADR) is a method regarding the operation of a community. Vinaya Pitaka contains Buddha's teachings about individual and organizational ethics and on community life and activities. It is the Buddhist dispute resolution (BDR) of the Vinayata Pitaka that contains knowledge on howto remedy disputes among the four types of disputes that can occur. Vinaya Pitaka contains the principles and systems of BDR, and it is sufficient background for succeeding in the development of harmony today. The messages of laws, ethics, and Buddhist teachings are clear in these characteristics. The systems, progress, and procedures for various rites, events, and disputes as well as for everyday life, etc. display a rational operating system through karma. In particular, when disputes occur, the cause of the dispute is resolved as much as possible through transparent fairness and being unanimous using the seven remedies for disputes. Buddhist priests pursue private autonomy of ADR through karma, repentance, acceptance, etc. to maintain and continue the integrated functions of Buddhist priest harmony.

• Journal of the Korean Society of Safety
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• v.38 no.2
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• pp.68-80
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• 2023

Cooperation between government agencies is important for disaster management, and a thorough and objective cause investigation is important to prevent the recurrence of similar disasters. In South Korea, individual laws are scattered by ministries according to the disaster type, and most are operated as non-permanent organizations that are employed when disasters occur. Although expertise is recognized for each disaster type, each government agency's operation method is different, so when a large-scale disaster involving multiple ministries occurs, there is a limit to the coordination of roles and integrated management between government agencies. In particular, whenever a large-scale complex disaster occurs, problems arise regarding the independence, professionalism, and fairness of the cause investigation. Therefore, to supplement this, reviewing the management methods and systems of disaster cause investigations in advanced countries is necessary. Thus, in this study, the organization status, manpower, organizational structure, and cause investigation work system of NTSB of the United States, JTSB of Japan, and SHK of Sweden are identified to improve the disaster cause investigation system in Korea and are compared and analyzed with Korea's GDCIG. Additionally, issues and problems for the advancement of Korea's disaster cause investigation system are considered and improvements are suggested.

• Journal of the Korea Convergence Society
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• v.11 no.2
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• pp.231-240
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• 2020

In this study, the case of OO corporation was based on to examine the business performance and method of OO corporation and the competitive advantage and success factors were considered. For the progress of this study, references and advanced researches related to entrepreneurship, authentic leadership, and organizational effectiveness, which were suggested as the core competence of non-profit organizations, were examined and textual information was secured through the homepage of the targeted organization and news articles. Lastly, data needed for the research was collected through an interview with the Chief Executive Officer (CEO) of the organization. Through the process and analysis, the following findings were identified. First, the entrepreneurship of the CEO can apply as a core competence for the operation of the non-profit organization. Second, the proposition was derived that the roles of the CEO and leadership can apply as a key competence in the operation of the non-profit organization. This study implies that the many theories and strategies which were only targeted on companies can also be applied for the research of non-profit organizations. Moreover, concerning modern corporate management, strategic approach of non-profit organization characteristics like a sense of mission, fairness, and ethics can promote the creation of sustainable competitive advantage.