• Journal of the Korean Society of Food Culture
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• v.27 no.2
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• pp.172-183
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• 2012

This study was conducted to investigate the effects of the entrepreneurship and market orientation of franchisers on the boundary-spanning behavior of franchisees in food-service companies in the Yeongnam region. This study also investigated the relationship between the entrepreneurship and market orientation of franchisers and sought to identify the effect of the boundary-spanning behavior of franchisees on their managerial performance. Based on literature reviews, 4 hypotheses were tested. The subjects responding in this study were owners or managers of franchise restaurants in Youngnam province. A total of 605 questionnaires were analyzed using the factor analysis, a reliability test, and structural equation modeling analysis. The results revealed that first, the entrepreneurship and market orientation of franchisers were positively related to the boundary-spanning behaviors of franchisees, and secondly, the entrepreneurship of franchisers was positively related to their market orientation. Finally, the boundary-spanning behavior of franchisees was positively related to their managerial performance. Therefore, food-service franchisers in Youngnam should have the entrepreneurship and market orientation to lead franchisees to have positive boundary-spanning behaviors and good performance.

• Journal of applied mathematics & informatics
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• v.10 no.1_2
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• pp.27-40
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• 2002

For two integers m, n with m $\leq$ n, an [m,n]-factor F in a graph G is a spanning subgraph of G with m $\leq$ d$\_$F/(v) $\leq$ n for all v ∈ V(F). In 1996, H. Enomoto et al. proved that every 3-connected Planar graph G with d$\_$G/(v) $\geq$ 4 for all v ∈ V(G) contains a [2,3]-factor. In this paper. we extend their result to all 3-connected locally finite infinite planar graphs containing no unbounded faces.

• Journal of the Korea Society of Computer and Information
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• v.19 no.1
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• pp.57-64
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• 2014

As Steiner minimum tree building belongs to NP-Complete problem domain, heuristics for the problem ask for immense amount execution time and computations in numerous inputs. In this paper, we propose an efficient mechanism of euclidean Steiner minimum tree construction for numerous inputs using combination of Delaunay triangulation and Prim's minimum spanning tree algorithm. Trees built by proposed mechanism are compared respectively with the Prim's minimum spanning tree and minimums spanning tree based Steiner minimum tree. For 30,000 input nodes, Steiner minimum tree by proposed mechanism shows about 2.1% tree length less and 138.2% execution time more than minimum spanning tree, and does about 0.013% tree length less and 18.9% execution time less than minimum spanning tree based Steiner minimum tree in experimental results. Therefore the proposed mechanism can work moderately well to many useful applications where execution time is not critical but reduction of tree length is a key factor.

• Knowledge Management Research
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• v.14 no.5
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• pp.101-120
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• 2013

The effective management of knowledge has become one of the critical success factors in current organizations. In spite of the extensive use of Knowledge Management System (KMS), useful information and knowledge resources are still transmitted through personal networks among people in organizations. Thus, social network theory which focuses on social relationships in organization can be a fruitful theoretical resource for enhancing Knowledge Management (KM) performances. In this study, we investigate the effects of intra-team network characteristics (i.e., group density and degree of centralization) and external boundary spanning activities on knowledge management performances of a team. We also acknowledge that all group members do not necessarily agree on the team goal and actively disseminate useful information and knowledge. Drawing on the political perspective on KM which emphasizes the role of trust among group members, we examine the mediating effects of team trust between internal/external network characteristics and KM performances. From the data of 220 teams in financial companies in Korea, we found that: (1) group density had positive effects on KM performances (i.e., knowledge creation, sharing, and use). (2) However, centralization was not significantly associated with KM performances. (3) Team trust was found to be an important factor mediating the relationship between intra-team network characteristics, boundary spanning activities, and KM performances. Based on these results, we discuss and suggest possible implications of the findings when designing and implementing KM practices.

• Culinary science and hospitality research
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• v.18 no.5
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• pp.16-32
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• 2012

The purposes of this study were to understand how franchisor's influence strategies influenced franchisee's boundary spanning behaviors and how franchisor's entrepreneurship influenced franchisee's boundary spanning behaviors. This study also analyzed whether franchisor's entrepreneurship played a moderating role in the causal relationship between franchisor's influence strategies and franchisee's boundary spanning behaviors. Based on a total of 698 self-administered questionnaires obtained from franchisees(food-service unit owners or managers) in Korea, frequency analysis, exploratory factor analysis, reliability analysis and hierarchical regression analysis were conducted. The research findings showed results that firstly, promise (${\beta}$=0.292), threat (${\beta}$=-0.256), recommendation (${\beta}$=0.200), information exchange (${\beta}$=0.359), request(${\beta}$=-0.097) and legalistic plea(${\beta}$=-0.137) had a significant effect on franchisee's boundary spanning behaviors and secondly, franchisor's entrepreneurship had a significant positive effect on franchsee's boundary spanning behavior. In addition, the effects of franchisor's promise(${\beta}$=0.168) and threat(${\beta}$=-0.075) on franchisee's boundary spanning behaviors were found to be partially moderated by franchisor's entrepreneurship. Franchisees wanted franchisors to execute a high level of entrepreneurship and deliver a promise in an influence strategy. Limitations and future research directions were also discussed.

• Journal of the Korea Society of Computer and Information
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• v.25 no.10
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• pp.135-142
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• 2020

In this paper, we propose to analyze the impact of perceived over qualification on boundary spanning behavior and job performance. A total of 373 questionnaires were collected from corporate researchers developing VR technology in China to achieve the purpose of this study. The data collected through the survey were analyzed with frequency analysis, reliability analysis, positive factor analysis, structural equation model, etc. using statistical programs SPSS V.22 and AMOS V. 22. The empirical analysis of this study confirms the following findings. First, perceived over qualification is a positive influence on job performance. Second, perceived over qualification to have a positive influence on boundary spanning behavior. Third, boundary spanning behavior is to have a positive effect on job performance. Through the concluding and discussion sections, in-depth discussions on the theoretical implications, practical implications and limitations of the research and its future direction were presented.

• Journal of Korea Entertainment Industry Association
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• v.15 no.5
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• pp.33-43
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• 2021

Kakao M and Kakao page have been merged to form contents corporation, Kakao entertainment. Kakao M has 15 contents management agencies and 4 music labels, in addition to movie and drama productions. Kakao Page currently holds IP rights for about 8,500 content stories. This study explores the relationship between M&A for absorptive capacity and content value chain by considering the factors that determine boundary spanning behaviors. Using the Kakao entertainment in-depth case study as the practical lens, research results of this study are suggested. Kakao's effective M&A activities are critical key factor for absorptive capacity in the entertainment industry and has a strong network with advantage assets. Also, as the contents business becomes even more competitive, Kakao need to venture beyond entertainment boundaries to seize creative opportunities. Kakao entertainment with absorptive capacity and boundary spanning behaviors through M&A and contents value chain best qualified for entertainment dominant strategy.

• Asia Marketing Journal
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• v.15 no.2
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• pp.49-73
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• 2013

In this study, the author develops and tests a model that incorporates the mediating effects of two frontline employee psychological variables (emotional exhaustion and intrinsic motivation) based on job demand and resource model. As a form of environmental resource, person-organization fit was proposed as a leading factor of frontline employee boundary spanning behavior through emotional exhaustion and intrinsic motivation. All measures were adapted from or developed based on prior research. Data for the study were collected from a cross-sectional sample of retail bank employees in South Korea. Questionnaires were distributed to 500 frontline employees across several banks. Of these, 322 usable questionnaires were returned. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. Results show that an employee's perceived fit with his/her organization enhances intrinsic motivation and reduces emotional exhaustion. These mechanisms, in turn, increase the employee's boundary spanning behavior. These results support the notion that person-organization fit should be one of the factors affecting motivation, affect and attachment, and extends such an understanding to a purely service-based environment among customer contact employees. Results also confirms that P-O fit can be viewed as environmental resources, and the JD-R model provides a theoretical base in further studying the antecedent role of P-O fit on frontline employees's boundary spanning behavior through intrinsic motivation and emotional exhaustion. These results suggest that organizations have to do their best to manage P-O fit, be it through employee screening or training and workshops to try and align organization and employee values and objectives. If managers of organizations are positively evaluated by the employees, it will be easier for them to, give things of value to employees, such as sense of direction, values, and recognition, and receive other things in return such as esteem and responsiveness. Consequently, organizational leaders are not only able to manage employee experiences, but also their fit with the organization. Even if a manager cannot control employee P-O fit, this research suggests, that a focus on reducing emotional exhaustion rather than increasing intrinsic motivation seems optimal. This research also supports the idea that motivation has a direct association with a frontline employee's boundary spanning behavior. Even in situations where emotional exhaustion cannot be reduced, organizations may still influence frontline behaviors through motivation.

• Bulletin of the Korean Mathematical Society
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• v.59 no.4
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• pp.1045-1067
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• 2022

Given a graph G, a {1, 3, …, 2n-1}-factor of G is a spanning subgraph of G, in which each degree of vertices is one of {1, 3, …, 2n-1}, where n is a positive integer. In this paper, we first establish a lower bound on the size (resp. the spectral radius) of G to guarantee that G contains a {1, 3, …, 2n-1}-factor. Then we determine an upper bound on the distance spectral radius of G to ensure that G has a {1, 3, …, 2n-1}-factor. Furthermore, we construct some extremal graphs to show all the bounds obtained in this contribution are best possible.

• Management Science and Financial Engineering
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• v.2 no.1
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• pp.73-101
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• 1996

We show assets can be classified into diversifiable risks and non-diversifiable risks based on aggregate endowment and spanning so that in equilibrium agents eliminate diversifiable risks which must have zero values. Consequently, the benchmark portfolio that represents a pricing operator should have only a non-diversifiable risk, aggregate endowment should earn a positive risk premium over a riskless asset, and, even in incomplete markets, there should be a pricing operator represented by a function of aggregate endowment if any asset mean-independent of aggregate endowment is diversifiable. These results apply to both the CAPM and a representative agent model.