• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1385-1393
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• 2021

This study examines the impact of independent behavior, goal achievement, and curiosity on employee performance and examines the impact of independent behavior and goal achievement on employee performance through curiosity. This research is conducted on a survey using explanatory research. Data collection is carried out using a questionnaire as a research instrument. The questionnaire was conducted on employees of finance companies in Yogyakarta, Indonesia. The selection of companies used as research is based on the similarity of the products being marketed. In Yogyakarta, there are 54 branch offices of finance companies that carry out business activities. However, of the 54 companies, ten have the same products being marketed, namely mortgage loans, investment loans, and multipurpose loans. In contrast, other finance companies focus more on motor vehicle loans—determining the number of samples obtained by multiplying by six times the number of indicators used. The sampling technique is done by purposive sampling with specific respondent criteria. In this study, analysis techniques, using Structural Equation Modeling (SEM) with AMOS 22. The results showed that the increase in employee performance was influenced by curiosity regarding independent employee behavior. This study provides recommendations human resource management practices that have an impact on organizational performance.

• Journal of the Korea Safety Management & Science
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• v.12 no.3
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• pp.271-281
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• 2010

In an industrial Era, OJT(On-the-Job Training) has been accepted as the field learning. But in a breaking up era, traditional field training needs to change and make an evolutionary model. Also, we need to make evolutionary model for various changing ways and means and need means to maximize the transformation of learning by operating learning organization. In knowledge based society, as people work and learn new knowledge in order to pass the experience knowledge and capabilities, they are not the traditional relationship between trainer and trainee but maximize work and learning, development and performance through several different ways. So, the study about new learning model is needed because the learning is creating the value and makes low cost and high efficiency about the elements of cost and time. We study the evolutionary model, OJF(On-the-Job Facilitating) - new learning methodology - through operating learning organization in S Electronics and its application practices.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.43-54
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• 2021

Purpose - This study aims to build other studies and research on the perception and association of fair hiring policy and employee job satisfaction. The reviews and further research of the performance appraisal and employee satisfaction topics provided a basis to conduct this study based on the challenges that result from equality hiring perception on the performance appraisal on the job satisfaction by employees. Research design, data, and methodology - The author collected many textual contexts from mostly peer-reviewed academic journals, which means that academic comprehensive integrity can be obtained by qualitative approach for this study with discussing and following a constructive review analysis. The content analysis aims to determine a textural dataset in the longtime frame from the newest textural information. Result - There is little doubt that this study was significant and relevant to the relationship between fair hiring policy and worker's job satisfaction, indicating that an organization that practices a fair hiring policy positively affects employee job satisfaction. After all, the employee needs are well catered for and meet appropriately. Conclusion - This study suggests that fairness extensively relies on the organization's ability to identify and eliminate any form of performance challenges regarding equity and has proved and determined the significant relationship between fair hiring policy and employees' job satisfaction

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.55-72
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• 2002

Purpose : This study aimed at understanding the lived experience of new graduate nurse in hospital setting.Method : This study was based on a phenomenological approach. For this study, 8 new graduate nurses participated. The unstructured in-depth interviews were carried out from June to October, 1998. The data was analyzed Van Kaam's method.Results : Clinical new graduate nurses experienced clinical adaptation and endeavor, professional conflict of nursing, disability of nursing performance, work stress and management, maladaptation of human relationships, diverse emotions of interpersonal relationships, change of personal identity, difference between theory and reality of nursing.Clinical adaptation and endeavor included to get familiar with hospital life, satisfaction and worth for nursing, to get familiar with scoldings, calm down by oneself, efforts for self-development. Professional conflicts of nursing included future uncertainties in the hospital, dissatisfactions in work, doubts and regrets in nursing.Disability of nursing performance included lack of knowledges and skills, desolate working, stresses from mistake in working. Work stress and management included psychological signs and symptoms, physical signs and symptoms, management of stress. Maladaptation of human relationships included unsuitabilities in nursing unit climate, difficulties in human relationship. Diverse emotions of interpersonal relationships included regrets and absurdities to clients, thanks and regrets to colleagues, difficulties with doctors, sense of rivalry with colleague nurses. Change of personal identity included to become narrowing life circle, change of personality. The differences between theoretical knowledge and practice included needs of systematic pre-education for clinical nursing practice, differences between nursing educations and clinical practices.Conclusion : Therefore, the human resource management reflecting new graduate nurses' experiences should be developed.

• The Journal of the Korea Contents Association
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• v.13 no.2
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• pp.412-419
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• 2013

Firm's competitive advantage and profitability can be gained over competitors by human resources and human resource management that are characterized by idiosyncrasies or differentiation. Yet, the results of previous studies have been a emerging consensus that the isomorphism and homogeneity of HRM and HR practices among firms regardless of thoese industrial areas, size, organizational settings, etc. are universal. Based on the previous studies of similarities of HRM, the paper theoretically investigates the background and reasons of introducing similar HR practices among firms. The paper shows the dynamism of HR system in Korean firms, adapting a new HR system. Three types of reasons are found, coercive isomorphism, mimetic isomorphism, and normative isomorphism. However, it is also discussed that there is an important gap in the theoretical and empirical research. More empirical research is suggested in order for gaining meaningful results on HR studies.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.49-61
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• 2020

Recently, the convergence of genre-mixed collaboration and technology-mixed collaboration in performance art strategically fuses different goals and different properties, satisfying anticipated demand, and developing into experimental forms that bring out convergence contents of new value. To supplement problems of convergence attempts and heighten levels of completion, the effective collaborative processes of media experts must be studied and improved. This thesis attempts to study effective collaborative production plans of convergence performance that correspond to the demands of the times through multimedia convergence performance prototypes(Live performance play + Pre-made digital animation). It categorizes performance production processes into pre-production and production and researches the effective collaborative production processes of convergence performances that utilize these two forms of media through work selection, production direction establishment, human resource constituents, production schedule plan establishment, visualization processes, and performance practices and rehearsals. Continuous research must be conducted based on convergence performance contents planning, changes in production methods, and an understanding of distinct characteristics among convergence contents for the industrial development systemization and vitalization of convergence contents to be made possible.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.4
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• pp.95-109
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• 2013

The practices and processes of HRM (Human Resource Management) for university faculty in Korea depend heavily on assessment of research and teaching rather than the UIC (University-Industry Cooperation) performance. In this regard, HRM of Korean universities is said to be far distant from UIC. Although policy initiatives by the Korean government, notably the MoE (Ministry of Education) have implemented in most universities, the desirable level of UIC could not be achieved yet. Moreover, the very notion of 'university' in Korea is much more to do with 'pure' education and research institution than with 'applied' and 'vocational' purpose. Considering upon HRM practices and organizational culture, for enhancing UIC in Korea, the government's policy should be linked to alter deep-rooted university culture. So the aims of the research are to describe the current state of HRM in Korean and foreign universities; to find out the critical factors of UIC in Korean universities; to analyze the gaps between university research and industrial commercialization based on a conceptual framework, the 'valley of the death'; and to recommend HRM policies fostering UIC for the MoE. For achieving these objectives, we deploy multiple methodologies, namely, in-depth interview, literature survey, and statistical data analysis with regard to UIC. Analyzing the data we have collected, the present research sheds light on all aspects of HRM processes and UICs. And the main policy implication is restricted to the Korean universities, even if we have collected and analyzed foreign universities, notably universities in the USA. The research findings are mainly two folds. Firstly, the HRM practices among Korean universities are very similar due to the legally institutionalized framework and the government's regulations. Secondly, the difficulties of UIC can be explained by notion of the 'valley of death' ways in which both parties of university and industry are looking for different purposes and directions. In order to overcome the gap in the valley of death, the HRM policy is better to be considered as leverage. Finally, the policy recommendations are as follows. Firstly, various kinds of UIC programs are able to enhance the performances of not only UIC, but also education and research outcome. Secondly, fostering organizational climate and culture for UIC, employing various UIC programs, and hiring industry-experienced faculty are all very important for enhancing the high performance of university. We recommend the HRM policies fostering UIC by means of indirect way rather than funding directly for university. The HRM policy of indirect support is more likely to have long-term effectiveness while the government's direct intervention to UIC will have likely short-term effectiveness as the previous policy initiatives have shown. The MEST's policy means of indirect support might vary from financial incentives to the universities practicing HRM for UIC voluntarily, to information disclosure for UIC. The benefits of the present research can be found in suggesting HRM policy for UIC, highlighting the significance of industry-experienced faculty for UIC, and providing statistical analysis and evidences of UIC in Korean universities.