• 한국콘텐츠학회논문지
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• 제13권7호
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• pp.181-189
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• 2013

본 연구는 세무조사팀관리자의 갈등관리방식이 팀 구성원들이 지각하는 공정성과 직무만족에 어떤 영향 관계를 가지고 있는지 인과관계를 규명하는데 목적이 있다. 이를 위해 부산시와 경남지역에 소재하는 지방 국세청과 세무서의 세무조사자들을 연구대상으로 편의추출법을 이용하여 322부를 LISREL 8.70을 이용하여 분석하였다. 연구결과, 세무조사팀관리자가 협력적 인화적 갈등관리방식을 사용하면 할수록 분배공정성과 절차공정성에 유의한 긍정적인 영향을 미치며, 경쟁적 갈등관리방식은 유의한 부정적인 영향을 미치는 것으로 나타났다. 또한 분배공정성과 절차공정성은 직무만족에 유의한 영향을 미치는 것으로 나타나, 팀구성원들이 인식하는 직무만족은 팀관리자의 갈등관리가 팀구성원들의 공정성 지각을 매개로 영향을 미치며 팀관리자의 갈등관리방식이 팀의 조직성과에 중요한 요인이 된다는 것을 확인할 수 있었다.

• Journal of Information Technology Applications and Management
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• 제23권2호
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• pp.29-59
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• 2016

These days, the business environment such as Information Technology (IT) is rapidly changing, and organizations are consistently trying to change themselves for the survival and success under the changing environment. In this situation, change management is very important because it draws the change behaviors of organization members for the success of organizational change. The purpose of this study is to investigate the effect of the organization members' psychological factors on the performance of the acquisition of new IT, which is one of the most important organizational change. Based on previous studies in the area of organizational change, organization members' resistance to change, self-congruity theory, change activities and organizational performance, the research model is developed for validating the effect of organization members' self-congruity on the performance of the acquisition of new IT. Statistical analyses show that self-congruity has a significant effect on the change activities. In particular, private self-congruity has more impact on the change activities than public self-congruity. In addition, self-leadership, rewards and recognitions, and the diffusion of change activities have significant effects on job satisfaction. Self-leadership has a significant effect on organizational commitment.

• 한국IT서비스학회지
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• 제15권1호
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• pp.131-152
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• 2016

Group social capital can be defined as an intangible asset that promotes knowledge sharing and social interaction. It is posited here that the group social capital raised and nurtured among group members positively influences on team performance in IS (Information Systems) development projects. And communication effectiveness is selected as a critical antecedent and its detailed relationships with the dimensions of group social capital are analyzed. Effective communication plays important role in ISD project teams by integrating knowledge from different areas. Moderating effects of project phase between the sub-dimensions of social capital and project performance are investigated. Hypotheses are tested using data from 131 project teams of 85 manufacturing firms. The results indicated that Communication effectiveness positively impacted sub-dimensions of social capital (social ties, trust, and shared vision). Moreover, the team performance is influenced by shared vision and trust, leaving social ties as a leading subcontract, as theoretically proposed in prior research. The project phase moderates the impact of shared vision on team performance.

• 국제학술발표논문집
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• The 3th International Conference on Construction Engineering and Project Management
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• pp.338-344
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• 2009

Organizational learning of construction team has been long addressed in the literatures, but the mechanism of learning and the influence of leader in the team still remain vague. This paper presents a computational model (OLT) depicting the mechanism and the influence of leader in a systemic way. The OLT model is a multi-agent system based on some eloquent propositions proposed in previous researches. The proposed model is preliminarily validated by some toy-problem simulations. In the OLT model, the leader is assigned as a project manager. The results show that a proper leader can effectively improve the learning process and the result-in performance, in which the team learning is mainly affected by both the leader and the majority in a team. Based on our findings, two propositions are concluded accordingly: (1) Learning of a team would be enhanced if a proper leader is assigned; (2) The effectiveness of learning would increase in a team, in which the members retain explorative attitudes.

• 대한토목학회논문집
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• 제42권5호
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• pp.701-710
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• 2022

본 연구는 대형화되는 건설프로젝트의 성과 달성을 위해 체계적으로 프로젝트 관리를 할 수 있는 PMC의 중요성과 도입의 필요성을 증명하는 연구이다. 이를 위해 구조방정식 모형(SEM) 분석을 통하여 PMC의 역할과 건설프로젝트 성과와의 관계를 분석하여 PMC의 필요성 및 프로젝트 성공의 중요한 요인인 인적자원역량 중 PM리더십과 팀 구성원 역량이 건설프로젝트 성과에 미치는 영향을 파악하였다. 연구결과, PMC는 인적자원역량과 건설프로젝트 성과에 유의미한 영향을 미쳤고, 인적자원역량 또한 건설프로젝트 성과에 유의미한 영향을 미친다는 것을 알 수 있다. 이에 본 연구는 국내 대형 건설프로젝트에 PMC를 도입하고 PM리더십과 팀 구성원 역량을 강화한다면 건설프로젝트를 성공적으로 완공할 수 있음을 시사한다.

• 보건행정학회지
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• 제20권1호
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• pp.137-154
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• 2010

This study empirically analyzed the effects of the Top Management Team (TMT) on organizational performance. We verified whether the age heterogeneity, job heterogeneity (core career, core function and major), and process (communication and integration) of the TMT affect organizational performance (management performance and healthcare service quality evaluation level). We collected data about 473 members of the 2006 TMT in 81 medical institutions. We also utilized statistics of organizational performance from the Ministry for Health, Welfare and Family Affairs and the Korean Institute of Hospital Management. Results of the study showed that the age heterogeneity of TMT exerted a negative effect on the healthcare service quality evaluation level, while the process exerted a positive effect. However, the age heterogeneity, job heterogeneity, and process had no influence on management performance. We discussed the implications of such outcome of the investigation in comparison with the former studies on TMT and organizational performance, and presented its restrictions and future plans.

• 국제학술발표논문집
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• The 1th International Conference on Construction Engineering and Project Management
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• pp.347-352
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• 2005

This paper presents an evaluation model for the performance of Value Engineering Study (VES) for construction projects. The proposed model consists of 6 PEGs and 32 PEIs. The expertise of the proposed model was collected from VE experts in Taiwan using two-phase questionnaire survey. One real-life VES of construction projects was used to demonstrate how the proposed model works. The proposed model not only can be used by project owners to appraise the performance of VES team but also be used by the VES teams to conduct self-diagnosis, improvement, and motivation for achieving better performance. Additionally, the proposed model is capable of: (1) clarifying the defects of VES and avoiding committing same mistakes, (2) assisting inexperience team members to implement VES and catch the critical issues of a VES.

• 경영과학
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• 제32권2호
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• pp.111-124
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• 2015

In the management literature, it has been widely accepted among both researchers and practitioners that the level of team creativity is significantly related to the organizational performance. Besides, researchers posited with confidence that team diversity and task difficulty would affect team creativity through team members' activities of exploration and exploitation. However, empirical approaches to proving this belief suffered from lack of real data and proper methods as well. To tackle the research void like this, we propose a multi-agent simulation (MAS) mechanism. By adopting a set of parameters which validity were proven in the related literature, we conducted a series of experiments in the environment of the MAS platform named NetLogo. There sults suggest that managers can differentiate team diversity strategies according to task difficulty. In the case of a difficult task, managers need to increase team diversity so that their teams can maximize team creativity through rigorous exploration and exploitation. It is desirable to maintain an average level of team diversity when performing an easy task.

• 경영과정보연구
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• 제33권2호
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• pp.37-61
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• 2014

본 연구는 조직구성원의 프리젠티즘에 관하여 연구해보고자 한다. 조직 구성원이 지각한 직무스트레스가 프리젠티즘에 어떻게 영향을 미치는지에 대해 실증적으로 검증하고자 하며, 또한, 프리젠티즘을 완화 시킬 수 있는 요인들에 대해 살펴보고, 핵심자기평과 팀풍토를 토대로 조절효과를 검증 하였다. 연구결과는 첫째, 조직 구성원의 직무스트레스가 프리젠티즘을 증가시킨다는 영향관계가 입증되었다. 둘째, 핵심자기평가는 직무스트레스와 프리젠티즘 관계를 조절하였다. 이는 자기 자신에 대한 잠재의식이 강할수록 직무스트레스와 프리젠티즘 관계를 완화시키는 조절역할을 하였다. 셋째, 팀풍토는 직무스트레스와 프리젠티즘 관계를 일부 조절효과가 나타났다. 팀 성과책임이 명확할수록 직무스트레스와 프리젠티즘관계를 완화시키는 조절역할을 하였다. 그리고 팀풍토 안에서는 각 세부 변수에 따라 프리젠티즘의 관계를 완화시키거나 더 강화시키는 것으로 나타났다. 마지막으로 본 연구의 의의와 제한점을 논의했다.

• 무역학회지
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• 제44권3호
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• pp.203-226
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• 2019

This study incorporates the structural relationships between leadership styles (LS), affect climate (AC), and organizational performance (OP) in Korean export manufacturing companies with three or more overseas subsidiaries. A theoretical model is suggested with the following empirical results. First, the positive effect of engaging leadership (EL) on organizational citizenship behavior (OCB), as well as of engaging leadership, involving leadership (IL), and goal-oriented leadership (GL) on team performance (TP), proved to be significant. Second, both engaging leadership and goal-oriented leadership have significant positive effects on optimism, while involving leadership has significant negative effects on pessimism. Third, only optimism has a positive (+) effect on OCB and TP. The mediating effects were proved to be significant in two paths: one in EL->optimism->OCB and the other in EL->optimism->TP. Finally, in responding to rapid changes in the external environment of exporting companies, the engaging leadership is a key source of organizational performance by forming a favorable affect climate. Therefore, top management should recognize the role of team leaders and strengthen their leadership training. In addition, it was confirmed that leaders with emotional intelligence that can respond to the affects of members play a more important role in forming an optimistic climate in Korea export manufacturing enterprises with foreign subsidiaries.