• Journal of Technology Innovation
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• v.14 no.1
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• pp.1-30
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• 2006

The purpose of this paper is to analyze the organizational design and management of product development in creating new product architecture by an established firm. For the purpose, the paper put up the organizational design in the process of PDA(Personal Digital Assistant) development of Sharp and Casio which were Japanese major PDA firms in 1990s. PDA is the product born through architectural change from Electronic Organizer. Prior research on the product architecture change and organizational adaptation emphasized that an established firm is difficult to adapt to new product architecture due to the restriction of prior technology or organizational inertia. For overcoming these problems and successful development of new product architecture, organizational design and management in the process of product development becomes essential. In case of Sharp, corporate development project team had been used to overcome the restrictions from architectural knowledge accumulated through previous product. After launching first new PDA by corporate development project team, Sharp created a new division and pushed an evolution of PDA, when new PDA market start to grow up rapidly toward a major market segmentation. As a result, Sharp was able to build up stable PDA project trajectory. However, Casio was late for three years in launching of new PDA architecture because previous division charging of Electronic Organizer tried to develop first new PDA. Casio's PDA development was prohibited by engineers of previous division because new PDA architecture was inferior on user interface and display definition. That is, Casio's first PDA development was restricted by architectural knowledge of previous product.

• Knowledge Management Research
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• v.18 no.2
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• pp.23-43
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• 2017

This study analyzes the structural relationships among communication pattern of leader, followers' trust in leader, organizational commitment and innovative behavior. In order to analyze hypotheses, the survey was collected by distributing questionnaire to 250 workers in small and medium-sized companies. As a result, total 213 workers participated in the survey and their rates were included for the test process. The collected data analyzed structural equation modeling, a statistical program. The results of this study are as follows; First, supportive and reflective communication pattern of leader have meaningful positive influences on followers'trust in leader. Directive communication pattern of leader, by contrast, is negatively related to followers'trust in leader. Second, followers'trust in leader has a positive impact on organizational commitment. Third, organizational commitment has a positive effect on followers'innovative behavior. Based on these results, it can be said that followers'trust in leader is more important for boosting organizational commitment and innovative behavior because it has a positive effect on organizational commitment with supportive or reflective communication behavior of leader. Therefore, this study proposes practical benefits to leaders regarding how to display communication process and trust quality more effectively. Future studies are required to investigate the research agendas on the issues between communication patterns and innovative behavior.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.2
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• pp.234-243
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• 2012

Purpose: This study was done to: (a) examine relationships between creative nursing practice and job satisfaction, and organizational commitment that nurses perceive in a hospital, and (b) identify creative nursing practice factors affecting job satisfaction and organizational commitment. Method: Using self-report questionnaires including 25 items of the Creative Nursing Practice Index, a descriptive study was conducted with a sample of 387 nurses working in the nursing care units of a general hospital in Seoul, Korea. Data were analyzed, using independent t-test, ANOVA, Pearson correlation, and hierarchical multiple regression analysis. Result: The mean score for nurses performance of creative practice was $2.29{\pm}0.46$ (range 1 to 4). Creative nursing practice had positive correlation with nurses' job satisfaction (r=.427, p<.001) and organizational commitment (r=.433, p<.001). Creative nursing practice factors influencing job satisfaction were implementing customized care (${\beta}$=.158, p=.010), making new knowledge (${\beta}$=.257, p<.001), and searching ideas (${\beta}$=.209, p<.001). Nurses' organizational commitment was influenced by implementing customized care (${\beta}$=.192, p=.002), making new knowledge (${\beta}$=.158, p=.028), searching ideas (${\beta}$=.254, p<.001), sharing ideas (${\beta}$=.250, p=.003), and validating ideas (${\beta}$=.189, p=.036). Conclusions: The results indicate a need to develop nurses' creative competency to pursue quality care as well as increase nurses' job satisfaction and organizational commitment.

• Proceedings of the Korea Society of Information Technology Applications Conference
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• 2005.11a
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• pp.139-142
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• 2005

Recently research interest in Knowledge Management (KM) has grown rapidly. Companies regard intellectual capital as important asset and strive to deploy KM in an organization to gain a competitive edge. Many organizations currently engage in knowledge management in order to leverage knowledge both within their organization and externally to their shareholders and customers. Most of the previous research related to KM are dedicated to investigate the role of information technology in extracting, capturing, sharing, coverting organizational knowledge. Knowledge workers, however, are paid less attention though they are the key players in KM activities such as knowledge creation, dissemination, capture and conversion. We regard knowledge workers as a major component of KM and starting point of understanding organizational knowledge activities. Therefore we adopt a method to understand and analyze knowldge workers' social relationships. In this paper we investigate Social Network Analysis (SNA) as a tool for analyzing knowledge network. We introduce the basic concept of SNA and suggest a framework for implementing knowledge network by explaining how SNA can be used for analyzing knowledge network. We also propose a numerical method for identifying knowledge workers using SNA after classifying knowledge workers. The suggested method is expected to help understanding key knowledge players within an organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.6
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• pp.441-452
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• 2021

This work verifies the effect of Job Crafting on organizational commitment through innovative actions, and analyzes the regulatory effect, by setting up knowledge sharing among members as factors that promote Job Crafting and Innovative Action. Depending on the level of knowledge sharing, the indirect effects of Job Crafting from organizational commitment of the members through innovative actions are expected to vary, and the controlled mediated effects are analyzed. Totally, 463 individuals were surveyed, including start-ups, small and medium-sized enterprises, public institutions, and large enterprise workers. The hypothesis was subsequently verified through analysis by applying SPSS 18.0 and SPSS Process Macro. Our results reveal that Job Crafting has a positive impact on the innovation behavior of the members. Secondly, a higher level of knowledge sharing had a greater positive outcome in the member's innovation behavior. Third, all innovative actions positively impacted the organizational commitment of the members. The fourth notable point was that innovation behavior imparted only a moderate impact on the association between Job Crafting and Organizational Commitment. Finally, it was determined that there was no significance in the controlled mediated effect of knowledge sharing on the indirect effects of Job Crafting affecting organizational commitment through innovative actions. Based on the data verifying the hypothesis, we present here the theoretical and practical implications of this study.

• Journal of Korean Library and Information Science Society
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• v.52 no.1
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• pp.129-154
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• 2021

The purpose of this descriptive correlational study was to explore the effect of knowledge of evidence-based practice (K-EBP) and organizational culture on the innovation behavior of university librarians in South Korea. The structured survey questionnaire consisted of four sections and 60 items. The four sections were concerned with K-EBP, organizational culture, innovation behavior, and EBP-related activities and demographic. The respondents were librarians working in 101 university libraries in South Korea. The results of this study were as follows. First, K-EBP indicated that the respondents had excellent practical skills, but their ability to appraise critically, apply knowledge and to conduct research was weak. Second, the questionnaire scores for K-EBP were significantly positively correlated with those for organizational culture and innovation behavior. Higher K-EBP scores corresponded to higher scores for relation-, innovation-, and task-oriented organizational culture. Third, K-EBP outcomes differed significantly by age group, education level, employment type, job title/seniority, reading of academic journal articles, and attendance at conferences. Organizational culture differed significantly with age. Innovation differed significantly with both age and conference attendance. Fourth, in the hierarchical multiple regression analysis, factors predicting K-EBP scores were education level and reading academic journals. Fifth, the multiple regression analysis identifying factors predicting innovation revealed statistically significant regression coefficients for overall K-EBP and for innovation- and hierarchy-oriented organizational culture. The regression coefficient for perception of a hierarchy-oriented organizational culture was negative. To promote innovation behavior of librarians, we need to foster an innovative organizational culture characterized by communication and cooperation, and improve the ability of librarians to engage in EBP. Educational programs that promote librarian engagement in research-related activities are needed.

• Journal of Information Management
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• v.33 no.4
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• pp.1-23
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• 2002

In knowledge-based society, it is understood that the knowledge is an essential resources for effective management of the organization. Lately, knowledge management has been accepted by many organization as a new theory of management. But the problem is that people, a component of the organization tend not to open their own knowledge to others, but to keep seeking knowledge of others. It can be found in many research papers that there have been very little efforts for sharing knowledge among members of organization. The purpose of the study is to investigate the reasons for not sharing knowledge or ideas with others, to identify some cultural factors effecting their closed-minded attitude towards the sharing knowledge, and to find the solutions from the organizational culture.

• Knowledge Management Research
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• v.22 no.2
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• pp.269-288
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• 2021

In a rapidly changing corporate environment, the relationship among organizational justice, job attitude, and cynicism as factors influencing exit, voice, loyalty, and neglect that can promote the performance improvement of organizational members was analyzed with the PLS (Partial Least Squares) structural equation in two stage approach. Organizational justice constitutes a formative secondary factor by the first order of distributional justice, procedural justice, and interactional justice, and job attitude is a formative secondary factor of job satisfaction and organizational commitment. We analyze the direct and indirect effects by mediating relationships of cynicism and job attitude on the factors such as exit, voice, loyalty, and neglect. From the perspectives of knowledge management, we analyzed how the perception of organizational justice affects the overall performance of the organization through the improvement of the employees' performance.

• Knowledge Management Research
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• v.19 no.3
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• pp.173-187
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• 2018

This study was aimed at suggesting an integrative framework for creating collective intelligence and enhancing group performance after reviewing previous studies including those related to learning organizations, organizational learning, knowledge management, and collective intelligence. In the first, we examined that the similarities and differences between collective intelligence and other similar concepts, such as learning organizations, organizational learning, and knowledge management. Next, an integrative framework for creating collective intelligence and channeling it into strong group performance were suggested. In this process, we reviewed conditions for creating collective intelligence and segmented the major variables as expectancy, valence, and instrumentality, according to Vroom's (1964) expectancy theory. Characteristics of problems and the roles of leaders were respectively considered as valence for inducing collaboration and expectancy for managing probability to achieve goals. Instrumental factors were also adopted from conditions for creating group intelligence suggested from several researchers, such as creativity, openness, willingness for working together, horizontal communication, centralization in decision making, and building effective information and communication technology system and active usage of it. We discussed two potentially disputable matters about the scope and level of collective intelligence and group performance and suggest several theoretical and practical implications in the Discussion.

• Knowledge Management Research
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• v.17 no.3
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• pp.227-248
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• 2016

Customer satisfaction dominates research on customer-firm performance relationships; however, with a few exceptions, the authors of most prior studies did not examine the possibility that an organizations' customer relationship management can increase its knowledge management. Building on previous literature of information processing theory and transaction cost perspective, this paper investigates the effect of various characteristics of customer relationship an organization cultivates on its own innovativeness. Specifically, we identify closeness, communication, sympathy as three critical components of managing customer relationship. Data from a multi-informant survey conducted to 442 organizations in Korean bank industry show that an organization's relationship with its customers has significant effects on its innovativeness. This study highlights the importance of customer relationship in terms of enhancing innovations, and helps to explain interactive effects among customer relationship, organizational learning, and innovativeness.