• 지식경영연구
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• 제17권4호
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• pp.77-104
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• 2016

The effective management of R&D employees is critical for a small or medium sized firm's sustainable growth. R&D employees have professional skills and choose expertise-oriented or management-oriented careers in the process of organizational socialization. This study synthetically verifies the direct and indirect effects of R&D employees' social network and self-esteem on their career orientation by organizational commitment based on social network theory and social recognition theory. The research model has been analyzed through structural equation modeling using survey responses from 220 R&D employees at small- and medium-sized firms in Korea. The analysis results show that internal network activities have direct and indirect impacts on organizational commitment and career orientation, but external network activities do not have significant effects on self-esteem, organizational commitment, or career orientation. There is no consensus in prior studies on whether expert orientation and management orientation are distinct concepts. In this study, these two types of orientation are verified as distinct concepts. It is also found that R&D employees' internal network activities are significant factors for a company's growth. A company should implement an educational system of roles and duties using which individuals can pursue career progression. In addition, it is necessary to provide career development programs such as job rotation, mentoring, and career counseling.

• 한국정보시스템학회지:정보시스템연구
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• 제29권4호
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• pp.57-76
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• 2020

Purpose Although examining the antecedents of employees' extra-role behavior (i.e. information security participation behavior) in the information security context is significant for researchers and practitioners, most behavioral security studies have focused on employees' in-role behavior (i.e. information security policy compliance). Thus, this research addresses this gap by investigating how organizational information security climate influences information security participation behavior based on social information processing theory and Griffin and Neal's safety model. Design/methodology/approach We developed a research model by applying Griffin and Neal's safety model to the information security context and then tested our research model by conducting an online survey for employees of organizations with information security policies. Structural equation modeling (SEM) with SmartPLS 3.3.2 is used to test the corresponding hypothesis. Findings Our results show that organizational information security climate, information security knowledge, information security motivation are effective in motivating information security participation behavior. Also, we find that organizational information security climate positively influences both information security knowledge and information security motivation. Our findings emphasize the importance of organizational information security climate because it is capable of affecting employees on information security participation behavior. Our study contributes to the literature on information security by exploring the role of organizational information security climate in enhancing employees' information security participation behavior.

• Journal of Information Technology Applications and Management
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• 제13권2호
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• pp.1-15
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• 2006

This paper classifies the critical knowledge/skill set required to IS practitioners according to content or domain of knowledge : IS technology knowledge/skills, organizational and societal knowledge/skills, interpersonal knowledge/skills, and personal traits knowledge/skills. The survey reveals that Korean IS practitioners rate interpersonal knowledge/skills and personal traits knowledge/skills the most important, and organizational and societal knowledge/skills the least important. Specifically, they rate creative thinking, critical thinking, interpersonal communication skills, team working skills, personal motivation, operating systems, programming languages, DB/data warehouse, IS technological trend, networkicommunicationisecurity especially important. The survey also shows that Koran IS practitioners feel knowledge deficiency in almost all knowledge/skills areas. The results confirm that the curriculum of universities, the training and education programs of industries, and IS/IT education policy of the government should be revised as soon as possible.

• Journal of Information Technology Applications and Management
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• 제10권4호
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• pp.1-13
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• 2003

The Knowledge Management (KM) technologies has been implemented to improve customer relationship and to develop new products and services in many organization. However, current review of articles and journals about implementations of KM reveals that effectiveness on the KM implementation is depended on an organizational culture that supports knowledge sharing. The purpose of this research is to explore the possible relationship between specific organizational culture attributes of the successfully KM technology implemented organization to improve customer relationship and to develop new products and services. The OCP and the KMTP instruments were used to identify and rank the most critical organizational culture attributes of promoting successful KM technology implementation to improve customer relationship and developing new products and services. Data were collected from twenty six US organizations involved in a KM implementation effort.

• 한국전자거래학회:학술대회논문집
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• 한국전자거래학회 2005년도 e-Biz World Conference 2005
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• pp.24-50
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• 2005

Knowledge management is a current management concept dealing with information gathering and implementation processes for the organizational performance advantage. The study investigates knowledge management in two perspectives: internally, Organizational information processing structure and externally, strategic issue management system. The study proposes the existence of filtering processes in the organizations. Based on this argument, the authors propose that organizations need to employ strategic issue management system for the successful implementation of knowledge management.

• International Journal of Quality Innovation
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• 제6권2호
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• pp.46-58
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• 2005

The internet is enabling a new economy based on the networking of human knowledge. While the benefits of connecting people to people, people to information and people to data within an organization are becoming more recognized and appreciated, much less is known about managing knowledge creation and dissemination across corporate boundaries. This paper addresses the challenges associated with selecting the best collaborative strategy and managing relationships which span organizational cultures and boundaries.

• 지능정보연구
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• 제5권2호
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• pp.79-97
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• 1999

Knowledge management (KM) is emerging as a robust management mechanism with which an organization can remain highly intelligent and competitive in a turbulent market. Organization knowledge is at the heart of KM success. As a vehicle of acquiring organizational knowledge in a distributed decision-making environment, we applied a fuzzy cognitive map (FMM) technique and proved its effectiveness in a distributed knowledge management environment. Our approach was applied to the financial statement analysis problem, yielding a robust result.

• 경영과정보연구
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• 제19권
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• pp.145-170
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• 2006

The purpose of this study is to examine the relationship between core factor of Knowledge Management(KM) and organizational effectiveness. The objects of study are middle manager in hosing construction and civil engineering and construction industry, and the sample size is 228. The core factor of KM and indicator of organizational effectiveness are drawn by literature survey. The core factors are classified into human capital, organizational capital, structural capital, (to put it concretely), job capability, human relation, strategy, information technology, process, sharing culture, leadership, measurement. The indicator of organizational effectiveness are measured by job satisfaction, organization loyalty, competitiveness. The main results of this study can be summarized as the following. 1) The core factor of KM has a positive relationship to organizational effectiveness. Especially, the core factor of sharing culture and leadership are strongly relationship with organizational effectiveness. 2) There was a high positive correlation between job satisfaction and organization loyalty. 3) Human, structural, and structural capital had a different affect on organizational effectiveness. 4) The more job position and educational level high, the more they recognized that KM is necessary for their organization. 5) Among the success factor in KM, the factor of job capability was well perceived to respondent. According to this study, we can analyzed the relationship between success factor and organizational effectiveness, and drawn the most influence success factor on organizational effectiveness. Concurrently, the results of this study will be useful guidelines for shaping the KM operation framework in construction industry.

• 지식경영연구
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• 제10권3호
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• pp.133-152
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• 2009

The purpose of this study is to enhance an understanding of employee's OCB(organizational citizenship behavior) in manufacturing innovations like a TPM(total productive maintenance). OCB is examined as a dependent variable in three dimensions; compliance behavior, altruistic behavior, and innovative behavior. The six determinants of OCB are considered based on previous literature : organizational culture, team climate, transactional leadership, transformational leadership, job satisfaction, and organizational commitment. And the moderating effect of TPM on the relationships between OCB and determinants are examined. Data is collected through questionnaires and interviews from 684 employees in the Korean medium-sized manufacturing company that are conducting TPM. The result indicates that the important influencing factors of OCB are team climate, organizational culture, and job satisfaction. And the moderating effect of TPM on the relationships between OCB and job satisfaction is founded.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제9권8호
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• pp.3216-3230
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• 2015

A hot-issued research topic in the workflow intelligence arena is the emerging topic of "workflow-supported organizational social networks." These specialized social networks have been proposed to primarily represent the process-driven work-sharing and work-collaborating relationships among the workflow-performers fulfilling a series of workflow-related operations in a workflow-supported organization. We can discover those organizational social networks, and visualize its analysis results as organizational knowledge. In this paper, we are particularly interested in how to visualize the degrees of closeness centralities among workflow-performers by proposing a graphical representation schema based on the Graph Markup Language, which is named to ccWSSN-GraphML. Additionally, we expatiate on the functional expansion of the closeness centralization formulas so as for the visualization framework to handle a group of workflow procedures (or a workflow package) with organizational workflow-performers.