• Korean small business review
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• v.42 no.3
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• pp.245-274
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• 2020

The 4th Industrial Revolution is rapidly changing the business environment and enterprises are required to accelerate various innovative activities for sustainable competitiveness. Recently corporate entrepreneurship is widely spread to organization for establishing innovative corporate culture and stimulating corporate ventures. However, many enterprises are not successful and productive due to lack of readiness of corporate entrepreneruship. Therefore, finding the factors influencing corporate entreprensurship, innovative activities and business performance is a very important research issues. A research model and hypothesis are developed by through literature review to analyze positive effects of corporate entrepreneurship to corporate performance and influential effects of factors such as innovation-based efforts at the organizational level, vision and organizational strategies and innovative operating system to corporate entrepreneurship and business performance. The result of Entrepreneurship Survey with Corporates conducted by Korea Entrepreneurship Foundation in 2017 is used for the research sample. Hypothesis test used 1,326 samples and the structural equation modeling is applied. The results show that corporate entrepreneurship improves innovative idea activity performance and business performance. And, establishing innovative vision and strategies and innovative organizational culture enhances corporate entrepreneurship. In addition, it was confirmed that the innovative operational system has a moderating effect that strengthens the positive influence relationship between corporate entrepreneurship and innovative idea performance. The results of this study have implications for previous research on corporate entrepreneurship in Korea by presenting the relationship between corporate entrepreneurship and business performance and the multilateral relationships between innovative organizational structure and corporate entrepreneurship.

• Journal of Consumption Culture
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• v.15 no.3
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• pp.67-90
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• 2012

When consumers choose healthy foods, they base their buying decisions on health-related food labeling and quality assessment of taste, health, and price. Moreover, both purchase experience and opinions of family and friends affect consumer choices. Focusing on these points, this study examined the effects of health-related food labeling on consumer choices by adding two variables-quality assessment of taste, health, and price and purchase experience-to the model of the theory of planned behavior. We also used structural equation modeling to test our hypotheses. In the study, health-related food labeling includes organic labeling, nutrient claims, and food additive labeling. We conducted a mail survey among 300 married women who buy cheese slices for their children more than once a month. It was discovered that health-related food labeling positively affected the level of quality assessment of taste, health, and price, and consequently led to positive attitudes and purchase intentions. Particularly, health-related food labeling positively influenced attitude toward using products without assessing the quality of taste, health, and price. The level of quality assessment of price positively affected attitude toward using and purchasing products, and purchase experience positively affected attitude toward using and purchasing products, and purchase intentions. The relationship between attitude to purchasing products and purchase intentions was the most positive, and the relationship between perceived behavioral control and purchase intentions was not significant. Overall, this study essentially contributes to the development of a theoretical framework of food labeling and consumer choices, which includes quality assessment of taste, health, and price and purchase experience, by using the theory of planned behavior.

• 한국체육학회지인문사회과학편
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• v.54 no.2
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• pp.299-312
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• 2015

The purpose of this study was to find the effects of user experience on flow and satisfaction of electronic hogu system in the taekwondo game. The subjects were players who had experience using electronic hogu system in the taekwondo game for 2014 year 7month~10month. 652 samples out of 750 samples through convenient sampling method were adopted as a final data. We confirmed the goodness of fit test of the model, utilizing SPSS WIN Ver 18.0, and AMOS 7.0, and after which we tested each hypothesis. The results were as follows; First, sentient, emotional, cognitive, behavioral, relational experience of user experience did not have a significant influence on cognition flow. Second, sentient, emotional, relational experience of user experience did not have a significant influence on behavioral flow. Third, cognitive, behavioral experience of user experience had a significant influence on behavioral flow. Fourth, cognition, behavioral flow had a significant influence on satisfaction. Fifth, factor between native and foreigner taekwondo players had significantly different. This paper is a meaningful to figure out user satisfaction of electronic hogu system in taekwondo games and maximize athletic performance.

• The Korean Journal of Franchise Management
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• v.8 no.4
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.29 no.6A
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• pp.625-639
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• 2009

Experimental and analytical studies are performed on the mechanical behavior of concrete-filled tubular(CFT) truss girders for different f/L ratios. Bending tests are conducted on two CFT truss girder specimens to determine fundamental structural characteristics such as the strength and deformation properties. Nonlinear material models for CFT members subjected to an axial compressive force are compared in this paper by using the nonlinear finite element program, ABAQUS. Previous researchers have proposed several nonlinear stress-strain models of confined concrete. In this study, the nonlinear analyses are performed applying several stress-strain models for confined concrete proposed by Mander, Sakino, Han, Susantha and Ellobody, and the results are compared with the experimental results in terms of load-deflection and load-strain relationships. Based on the comparisons of the load-deflection relationships, the models proposed by Mander and Susantha provide a maximum load about 12.0~13.8% higher and that by Sakino gives a maximum load about 7.6% higher than the experimental results. The models proposed by Han and Ellobody give a maximum load only about 0.2~1.2% higher than the test results, showing the best agreement among the proposed stress-strain models. However, the load-strain relations predicted by the existing models generally provide conservative results exhibiting larger strains than the experimental data.

• Asia Marketing Journal
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• v.10 no.2
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• pp.31-69
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• 2008

The purpose of this study is to identify the organizational characteristics that enhance CRM performances of a company. Based on a review of diverse definitions of CRM performance, this study examines the relationships among CRM performance measures and organizational characteristics. A questionnaire survey of 123 CRM managers of Korean companies was conducted to test the proposed research model, and a series of structural equation modeling identified the strong effects of organizational characteristics on CRM performance. It was found that top management commitment to CRM and a firm's strategic readiness lead to high levels of CRM investment, which, in turn, enhance directly task-related performance and indirectly customer-related performance. This study also confirmed that customer orientation is significantly related to task-related CRM performance and that the variables of CRM commitment and organizational culture may enhance customerrelated performance indirectly through their effects on the task-related performance. However, organizational members' resistance to change was found to have no effects on CRM performance. Overall our research broadly supports the role of organizational characteristics revealed in the CRM literature.

• Asia Marketing Journal
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• v.10 no.4
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• pp.1-33
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• 2009

This research investigates the effect of brand-self identification on brand attachment and brand commitment focusing on luxury brand. Another purpose of this study is to examine how the relationships among brand identification, brand attachment and brand committment are moderated by consumers' regulatory focus. Structural Equation Modeling using 214 questionnaires was conducted to test hypothesized model. The results reveal that perceived luxury brand personality including excitement, competence, and sophistication influences brand-self identification positively, which in turn has a signifiant positive effect on the brand attachment. It is also found that consumers' emotional attachment to luxury brands has a positive influence on the luxury brand commitment while the effect of the brand-self identification on the brand commitment is not signifiant. This finding strongly supports that brand attachment and brand commitment are distinct construct, which confirms the results of the previous studies. In addition, the results show that consumers-luxury brands relationships are moderated by consumers' regulatory focus. This finding explains that prevention-focused individuals who have interdependent self-view respond to the loss caused by relationship break more sensitively compared to the promotion-focused consumers. Finally, based on the findings of this study, theoretical contribution and managerial implications are discussed.

• Health Policy and Management
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• v.14 no.1
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• pp.65-88
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• 2004

In general, empowerment is defined as the motivational concept of autonomy and self-efficacy. Recently, the concept of empowerment is applied to improve organizational staff's job satisfaction and organizational commitment in many organizations. Empower-ment in service organizations, i.e., hospitals, has certainly generated more publicity than any other organizations. The objectives of this study are, first, to measure the degree of hospital employees' empowerment using Spreitzer(1995)'s empowerment theory, second, to analyze the causal relationship of organizational and job characteristics, a degree of empowerment, and organizational performance(job satisfaction and organizational commitment), and third, to offer the strategy for the improvement of job satisfaction and organizational commitment. Spreitzer insists that the empowerment is composed of 4 dimensions(meaning, competence, self-determination, and impact). And he argues that various work-related characteristics is a direct cause of empowerment and the indirect cause of job satisfaction and organizational commitment, mediated by the empowerment latent variable. In order to perform this study, data were collected by self-administered questionnaires from hospital employees working in administrative department of 3 university hospitals in Inchon and Kyunggi-Do region. The number of cases is 181(response rate; 86%). The Collected data were analyzed with SPSS Ver. 10.0 and AMOSV Ver. 4.0. First, to test validity of variables, the factor analysis was used. Second, to test reliability, Cronbach's alpha coefficients was calculated. Cronbach's alpha of empowerment variable is 0.8323 showing that there's no problem in regard to the internal consistency. Also the Cronbach's alpha of other variables are 0.8301 of the degree of perceived control, 0.6705 of job characteristics, O.8787 of compensation, 0.9254 of job satisfaction, and 0.8389 of organizational commitment, respectively. Among the questions of job characteristics, two survey questions are deleted due to lowering the reliability. Third, to test multicollinearity and correlation of variables, the correlation analysis was performed. There was no problem of multicollinearity. Finally structural equation modelling (SEM) analysis was conducted to find the causal relationship of organizational and job Characteristics, empowerment, job satisfaction and organizational commitment. The 16 variables are included for the SEM analysis. The major results of this study are as follows: First, in the case of model fitness, the condition of x$^2$ statistic(92.187) is not fully satisfied, but the indices of GFI(0.912), AGFI(0.863), NFI(0.917) and CFI(0.928) are partially satisfied, which needs to upper 0.90. Second, in the result of hypotheses testing, all hypotheses are accepted and have a positive effect in 95% or 99% confidence interval(P<0.05 or P<0.001) except the effect of compensation variable on empowerment(P=0.082). Third, in regard to the direct, indirect, and total effect of variables, the direct effect of perceived control, task characteristics, and compensation on job satisfaction are 0.728, 2.264, 0.328 and on organizational commitment are 0.094, 1.411, 0.418, respectively. Also the indirect effect of perceived control, task characteristics, and compensation on job satisfaction are 0.311, 0.196, 0.028 and on organizational commitment are 0.210, 0.132, 0.019, respectively. Thus, these findings imply that various work-related factors are direct effect of empowerment and indirect effect of result variables, job satisfaction and organizational commitment. Also These results showed that the workplace empowerment is significant mediating factor of employee's job satisfaction and organizational commitment.

• Journal of Bio-Environment Control
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• v.23 no.2
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• pp.109-115
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• 2014

This study examined the uplift bearing capacity of spiral steel pegs according to the degree of soil compaction and embedded depth in a small-scaled lab test. As a result, their uplift bearing capacity increased according to the degree of soil compaction and embedded depth. The uplift bearing capacity under the ground condition of 85% compaction rate especially recorded 48.9 kgf, 57.9 kgf, 86.2 kgf and 116.6 kgf at embedded depth of 25 cm, 30 cm, 35 cm and 40 cm, respectively, being considerably higher than under other ground conditions. There were huge differences in the uplift bearing capacity of spiral steel pegs according to the compaction conditions of ground. Their maximum uplift bearing capacity was 116.6 kgf under the ground condition of 85% compaction rate and at embedded depth of 40 cm, and it is very high considering the data of spiral steel pegs. It is thus estimated that wind damage can be effectively reduced by careful maintenance of ground condition surrounding spiral steel pegs. In addition, spiral steel pegs will be able to make a contribution to greenhouse structural stability if proper installation methods are provided including the number and interval according to the types of greenhouse as well as fixation of plastic film. The findings of the study indicate that the optimal effects of spiral steel pegs for greenhouse can be achieved at embedded depth of more than 35cm and compaction degree of more than 85%. The relative density of the model ground in the test was 67% at compaction rate of 85%.

• Journal of the Korean Academy of Child and Adolescent Psychiatry
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• v.10 no.1
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• pp.3-14
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• 1999

Objective：This study was designed to investigate the difference between executive function of Attention Deficit/Hyperactivity Disorder(ADHD) group and that of neurotics, and to investigate the developmental aspects of ADHD group's executive function. Method：Executive function between ADHD(N=87) and Neurotics(N=19) was evaluated through their performance on the Wisconsin Card Sorting Test. The results were analyzed by 2-way ANOVA and t-test. Results：The results revealed group difference between ADHD and neurotics in total correct reponses, total error responses, nonperseverative errors, number of categories completed, conceptual level responses. There was no significant difference between the performance of 8-12 aged group and 13-15 aged group. But 7-8 aged group showed significantly poor performance than 8-12 aged in total responses, total error responses, perseverative responses, perseverative error responses, nonperseverative error responses. Conclusions：In comparison to the neurotics group, the children of ADHD group are suggested to be lacking the ability to correct their responses according to the external feedback and they probably respond randomly without self-control. However, as there is no difference between perseverative errors and perseverative responses, the interpretation of this finding warrants caution. It also suggests that the developmental aspects should be considered in the studies of executive functions because there are differences in the performance of executive functions by ages.