• Asia pacific journal of information systems
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• v.15 no.1
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• pp.25-44
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• 2005

This study examines control types of IS outsourcing project management focusing on two sets of questions: What control types are implemented during IS outsourcing projects? How various control types affect the performance of IS outsourcing projects. In order to meet these objectives, four control types are developed using typology-approach: dynamic, contract-oriented, partnership-oriented, and passive. And then four control types are identified based on taxonomy-approach using cluster analysis from 66 projects: dynamic, contract-oriented, passive, and middle. The result shows that the derived taxonomy-types are similar to the typology-types except partnership-oriented type. The result also indicates that dynamic and contract-oriented types are in the highest performance, while passive type is in the least performance.

• Journal of the Korea Society of Computer and Information
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• v.16 no.8
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• pp.29-38
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• 2011

Unlike in traditional row-oriented database systems, a column-oriented database system stores data in column-oriented and not row-oriented order. Recently, research results revealed the effectiveness of column-oriented databases for applications such as data warehouse and decision support systems that access large volumes of data in a read only manner. In this paper, we investigate the join strategies for column-oriented databases and prove the effectiveness of column-oriented databases in data warehouse systems. For unbiased comparison, the two database systems are analyzed using the star schema benchmark and the performance analysis of a star schema join query is carried out. We experimented with well-known join algorithms and considered early materialization and late materialization join strategies for column-oriented databases. The performance results confirm that star schema join queries perform better in terms of disk I/O cost in column-oriented databases than in row-oriented databases. In addition, the late materialization strategy showed more performance gain than the early materialization strategy in column-oriented databases.

• The Journal of the Korea Contents Association
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• v.13 no.5
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• pp.170-182
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• 2013

The purpose of this study is to examine the influence of the leadership style of a CEO of a public performing arts theater to the quality management and business performance, with a focus on the differences by the leadership styles. For this purpose, a survey was conducted with the CEO of 165 public performing arts theaters in country, from whom 98 valid replies were collected for analysis and further validation of hypothesis of this study. The validation revealed that, first, the task oriented and change oriented leadership provided positive influences to the quality management activities, while relations oriented leadership failed to do so. Secondly, the quality management activities by the CEOs of the public performing arts theaters had positive correlations with the financial performance and market performance, which are part of the business performance indices of a performance art center. Thirdly, while the task oriented and change oriented leadership styles did have influences over the business performance; it was revealed that the quality management activities wielded only indirect influence toward such elements. The relations oriented leadership style appeared to fail to influence with significance. Such results as above show that only the task oriented and change oriented leadership style of a CEO in a public performing arts theater had positive influences over the business performance, with an implication that the CEOs of such facilities shall keep this in mind and exercise such leadership styles. In addition, another implication of this study was that it is also important to give efforts to the quality management activities, which turned out to influence the business performance significantly. The implication of this study is that the study was conducted with direct participation by the CEOs themselves of public performing arts theaters in country and an examination was made to see the differences by leadership styles.

• Journal of KIBIM
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• v.5 no.1
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• pp.35-43
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• 2015

Existing pedagogical issues of digital design including BIM have been focused not on potential of Digital Design but on skills of BIM or digital modeling tool. Kinetic facade can move or change material state to react surrounding environment conditions. It is a suitable design object for teaching principle of Performance Oriented Digital Design. Variables of movements affect multi-criteria of performances of kinetic facade, so different design approach from fixed facade design should be explored. Kinetic facade design process is proposed to study pedagogical issues of Performance Oriented Digital Design in this paper. Through Kinetic facade design process, students can understand conditions, variables, and performances of digital design.

• Journal of the Korean Institute of Telematics and Electronics B
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• v.32B no.7
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• pp.966-973
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• 1995

In this paper, we compare several methods for implementing a VHDL design database through a case study on VHDL tool development system. We implemented three versions of the VHDL design database which the VHDL tool development system is based on. The first version was coded in the C programming language following value-oriented paradigm. The second one was coded in the C++ programming language following object-oriented paradigm. The third one was implemented using an existing object-oriented database. Based on our experience, we present quantitatively the pros and cons of each implementation method. The value-oriented version was most difficult to implement but showed good performance. Compared to the value- oriented version, the C++ version was twice as easy to implement and showed about the same performance. Using an existing object-oriented database allowed easiest implementation but resulted in a 1.5 to 6 times slower version.

• The Journal of Society for e-Business Studies
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• v.7 no.2
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• pp.113-128
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• 2002

This paper proposes a public oriented e-Marketplace that induces strategic coalition using database in which detail information about each firm is contained. A public oriented e-Marketplace links each firm through the type of Internet business model and constructs a trading community. We introduce a design methodology of public oriented e-Marketplace called as social network analysis. Social network analysis helps each firm's network easily visualized and completely modeled. Additionally, this paper tries to analyze the relationship among the level of competition, potential of strategic coalition, and financial performance. We demonstrate the firm to easily accept various strategic coalitions can make higher financial performance under the more competitive condition. This implies that strategic coalition through public oriented e-Marketplace provide the each firm with various opportunities.

• The Journal of Information Systems
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• v.13 no.2
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• pp.225-240
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• 2004

The most critical problem of MIS evaluation is the lack of the systematic framework to cover various factors and viewpoints. To solve this problem, this study takes the multi-level and contingent approach to performance evaluation, composed of three levels: evaluating the contribution of MIS to an organization [strategy level]; evaluating the activities of MIS department or MIS function as an organizational sub-function through the overall MIS lifecycle [function level]; and evaluating the quality or productivity of the application systems as MIS outputs [system level]. Ideal MIS evaluation should include all three levels of the hierarchy with balanced importance. However, MIS evaluationcanbedividedintothreetypes,suchasstrategy-oriented, function-oriented and system-oriented evaluation, depending on the focus and emphasis of evaluation. The usage pattern of each evaluation type is analyzed according to contingent variables of MIS evaluation such as MIS maturity, information intensity and firm size, and top management's intent. It is also found that the firms of higher MIS maturity and top management's intent use the strategy-oriented evaluation type, and the firms with strategy-oriented evaluation type show a higher MIS performance. Further, MIS maturity and top management's intent show contingent effects between evaluation type and MIS performance. Some managerial implications can be drawn based on the results of the study. First, strategy-oriented evaluation of MIS is more important as many firms more often use information technology as a strategic weapon. Second, MIS performance varies with evaluation type. Therefore, the design of MIS evaluation framework should be done carefully in the strategic and managerial contexts. Third, firms are recommend to use a different evaluation type according to organizational characteristics such as MIS maturity and information intensity.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.3
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• pp.441-456
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• 2002

Purpose : This research is, by investigating the relations between the cultural types of a nursing organization in a hospital and performance, to ascertain the cultural types to be able to improve performance. Method : The data were gathered from 487 nurses and 328 patients who were in eight general hospitals by using the self-report type of questionnaires. The period of data collection was from August 10, 2000 to September 10, 2000. For this research, the following tools were used; the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment, and the tool for measuring patients' satisfaction. For data analysis the SPSS Win 7.5 program was used. Result : 1) There was a significant difference in the organizational culture type according to the establishment type of hospital. 2) In the relationship between organization characteristics and organizational culture of a hospital were correlated with the type of each culture(p=0.00). 3) In the relation between the organizational culture type of hospital and its performance, there was a strong positive correlation between innovation-oriented culture and job satisfaction. And relation-oriented culture and task-oriented culture showed that they had a weak positive correlation with job satisfaction(p=0.00). There were a positive correlation between affective commitment and relation-oriented, innovation-oriented cultures(p=0.00), and there were no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture(p=0.00). 4) The types to have an influence upon nurses' job satisfaction were innovation-oriented culture and relation-oriented culture. These had 34.5% of influence with job satisfaction.. The type of organizational culture did not influence continuance commitment, but it had an influence on affective commitment and normative commitment. And relation-oriented culture and innovation-oriented culture had 21% of an influence with affective commitment, and they had 9.5% of an influence with normative commitment. Conclusion : As the above mentioned research results, the organizational culture type was found which had an influence upon nurses' job satisfaction and organizational commitment and patients' satisfaction in nursing service. These results are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.28 no.4
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• pp.20-27
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• 2005

This paper aimed to examine core factors of the knowledge management and analyze their effects on organizational performance (employee satisfaction and competitive advantage). To accomplish this purpose, this study examined previous studies and summarized core factors of the knowledge management as people oriented, culture oriented and system oriented. 350 questionaries were distributed to the people living in Gumi. 327 questionaries were obtained and 302 data were analyzed by frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis about three constructs (people oriented, culture oriented and system oriented) using oblique rotation method that did not assume independence among the factors and core factors of knowledge management were grouped together by three factors. Second, it is shown that three core factors of knowledge management have a positive influence on the employee satisfaction and competition (p<0.05). This study, however, have limitations in obtained sample and area. The future study should consider these limitations to improve model applicability in practice.

• Asian Journal for Public Opinion Research
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• v.10 no.2
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• pp.123-146
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• 2022

This study aims to identify the effect of the relationship between human resources management (HRM) and total quality management (TQM) on improving employee performance. Several previous qualitative studies have stated that TQM and HRM are separate methods. This article describes a new method using a quantitative approach. This research is needed to fill the gap in the literature by empirically analyzing the relationship between HRM, TQM practices, and organizational performance. Data was collected quantitatively from 100 employees in Indonesia through questionnaires and online survey methods. The data collected were analyzed using structural equation modeling (SEM) with the Lisrel 8.5 system. TQM-oriented HRM is operationalized as a second-order latent variable measured by four factors (training, empowerment, teamwork, compensation). The findings support the validity of the TQM-oriented HRM model as a hierarchical, second-order latent construct and show a strong relationship with employee performance. The results of this study are different from previous studies, which showed that TQM and HRM are separate methods. The results of our research provide an academic and practical overview that TQM-oriented HRM can be used to help organizations build platforms for human resources policies aimed at improving employee performance.