• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.13 no.11
• /
• pp.5124-5129
• /
• 2012

For achieving team performance, organizations should consider member's competency and their collective competency simultaneously. The principal aim of this research is to examine relationships among collective competency, group cohesiveness, team performance. 438 employees composing 52 teams participated in this empirical study. Results show that the mean of member competency was not associated with team performance. Results also show that there was no effect of group cohesiveness on team performance. However, consistent expectation, the interactive effect of collective competency and group cohesiveness on team performance was significant. Implications for future research are also discussed.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.43 no.3
• /
• pp.216-227
• /
• 2020

The purpose of this paper is to identify a relative importance and priority of the factors of Competencies of project team member. It aims to present the differential competency factors from a differentiated perspective by applying the Leadership Development Questionnaire, which is the competency dimension required for manager, to team member. (1) Background: The diverse needs of customers and companies, and the uncertainty, complexity, ambiguity, and volatility of the environment surrounding the company in the era of the Fourth Industrial Revolution threaten the survival of company. In this respect, companies should implement the project management approach and strive to increase the capabilities of each team member. (2) Methods: AHP method was used to prioritize which factors were considered more importance level and the gap of relative importance level between project manager group and team members group. (3) Results: In the analysis of the relative importance of the upper class, weights were derived in the order of managerial competence, intellectual competence, and emotional competence. The sub-factor that respondents prioritize was communication as the 1st priority, and it was analyzed in the order of strategic perspective, achieving, critical analysis and judgement, and vision and imagination. There were some differences in the ranking of the relative importance of achieving and vision and imagination attributes between the PM group and TM group, it was analyzed that there was no significant difference overall. (4) Implications: The results of this study confirmed the recognition that team members are required to have the same competencies as the project manager. And based on the priorities of the competencies required of team members, companies are expected to cultivate professional and competent team members, and expand the roles and authority of team members so that they can actively carry out projects.

• The Journal of the Korea Contents Association
• /
• v.21 no.1
• /
• pp.243-257
• /
• 2021

The purpose of this study was to verify the mediating effects of shared leadership between team leader's facilitation competency and team effectiveness. To achieve the purpose, this study conducted a survey of 377 members in the team-operated organization. The collected data were analyzed by using SPSS 26.0. The results were as follows; Firstly, communication and creating of participation climate as a subcomponent of team leader's facilitation competency had a significantly positive effect(+) on team effectiveness(team performance, team commitment). Also the task and systematization had a significantly positive influence(+) on team commitment. Secondly, not only communication and creating of participation climate of team leader's facilitation competency but also task and systematization had a significantly positive effect(+) on the shared leadership. Thirdly, the shared leadership had a significantly positive effect(+) on team effectiveness(team performance, team commitment). Lastly, the shared leadership in the relationship between team leaders' facilitation competency and team effectiveness was confirmed to have a partially mediated effect. This study is meaningful in that it theoretically expanded the facilitation research by finding the relationship between team leaders' facilitation competency and other variables as well as suggested practical implications by presenting directions for the roles and competencies of leader and member required by the modern organization.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.43 no.3
• /
• pp.191-203
• /
• 2020

This study aims to present the differentiating factors of B2B salesperson competency through comparing the suppliers and buyers in Korean steel industry in their perception on the importance and priority of B2B salesperson competency. Based on previous studies, analysis on B2B salesperson competency has been analyzed using the B2B salesperson performance competency measure factors and appropriately reorganizing them for better application to the steel industry. The required performance competencies of B2B salesperson can be categorized into 3 different types, namely social exchange competency, advisory sales competency, and skill & knowledge competency. AHP analysis was performed for analyzing the relative importance of B2B salesperson competency based on the factors of previous studies, in which categorization of the aforementioned types had been done. As the result, first, it has been confirmed that there is a difference in 1st layer main factors between the supplier group and buyer group. The supplier group valued the advisory sales competency, while the buyer group valued skill & knowledge competency. Second, it has been proved that there is same result of relative importance in 2nd detailed factors between the supplier group and buyer group. Both group confirmed that customer member, identify customer needs and communication skill are very important factors. Third, as the result of analysis on the gap between B2B salesperson competency of the suppliers and buyers, the gap in the product knowledge and sales team member need improvement for buyer's satisfaction according to overall results of relative importance and priority. The steel supplier was able to develop B2B salesperson competency according to the buyers' needs based on the result of this study, and furthermore it is expected that this study will be able to contribute to increase in buyer competitiveness through differentiation in B2B salesperson competency.

• KSCE Journal of Civil and Environmental Engineering Research
• /
• v.42 no.5
• /
• pp.701-710
• /
• 2022

This study aims to prove the importance and necessity of a project management consultancy (PMC) that systematically manages construction projects to ensure their successful implementation. In order to analyze the interrelationship between the role of PMC and the outcome of the construction projects, structural equation modelling(SEM) was conducted. Hence, one of the critical aspects when conducting the project, human resource competency, especially referring to the competency of project team members and the project manager's leadership, affects the performance of construction projects. As a result of this study, PMC is found to have significant effects on human resource competency and construction project performance. In addition,human resource competency also had a significant effect on construction project performance. Consequently, the research outcomes suggest that introducing PMC services should be done when implementing large domestic infrastructure projects successfully, as doing so will enhance PM leadership and strengthen the capacity of the project team members.

• Asian Pacific Journal of Cancer Prevention
• /
• v.14 no.1
• /
• pp.153-158
• /
• 2013

This paper reports on part of a large study to identify competencies of oncology nurses in Malaysia. It focuses on oncology nurses' communications-related competency. As an important cancer care team member, oncology nurses need to communicate effectively with cancer patients. Literature shows that poor communication can make patients feel anxious, uncertain and generally not satisfied with their nurses' care. This paper deliberates on the importance of effective communication by oncology nurses in the context of a public hospital. Four focus group discussions were used in this study with 17 oncology/cancer care nurses from Malaysian public hospitals. The main inclusion criterion was that the nurses had to have undergone a post-basic course in oncology, or have work experience as a cancer care nurse. The findings indicated that nurses do communicate with their patients, patients' families and doctors to provide information about the disease, cancer treatment, disease recurrence and side effects. Nurses should have good communication skills in order to build relationships as well as to provide quality services to their patients. The paper concludes by recommending how oncology nursing competencies can be improved.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.40 no.3
• /
• pp.123-137
• /
• 2017

Competitiveness of small and medium companies often rely on the competency of their employees. Many employees however try to move to better environments if possible, which results in high uncertainty in maintaining solid human resources. The purpose of this paper is to investigate the influencing factors of turnover intention and organizational loyalty of the early experienced, especially three to five years experienced, employees in the small and medium enterprises. A survey had been conducted using both LMX (Leader Member eXchange) and TMX (Team Member eXchange) as an effort to test the impact of strategic human resource management factors on turnover intension and organizational loyalty. It has been observed that the level of LMX is critical on the turnover intension, while the levels of LMX and TMX are positively related to the organizational loyalty. Especially significant mediation effect affects on the organizational loyalty for TMX via LMX in the serial structure. The human resource management factors become effective under the circumstances where leader and team members exchange activities are activated. These findings can be used in reducing turnover intention and increasing organizational loyalty of early experienced employees by enhancing the leadership training of middle level managers of the small and medium enterprises organizations. Besides, a set of active communication channels should be provided for the young employees so that they can share their work experiences and difficulties within the organization. The key results of this study may help the practitioners set up a management plan to maintain a low turnover rate for their organizations.

• Knowledge Management Research
• /
• v.14 no.2
• /
• pp.89-116
• /
• 2013

The purpose of this research was to investigate relations among empowering leadership, knowledge sharing, intrinsic motivation and trust on supervisors. In addition, the purpose of this study was to investigate if trust on supervisors would mediate the effect of empowering leadership on outcome variables. A research model and hypotheses were developed to examine the theoretical research questions. To test the model proposed, survey data from 44 companies in various industries were collected by distributing 510 questionnaires to team member. The final set of data utilized to test hypotheses included 470 responses. The empirical results of the analysis are as follow. Empowering leadership was shown to influence followers' knowledge sharing. Meantime, empowering leadership was influencing intrinsic motivation and it was positively related to followers' trust on their supervisors. Finally, trust on supervisors partially mediated between empowering leadership and outcome variables. We found that empowering leadership was an important factor in a way that it closely related to variables of organizational competency, such as knowledge sharing, intrinsic motivation and trust in organization.

• Perspectives in Nursing Science
• /
• v.14 no.1
• /
• pp.10-20
• /
• 2017

Purpose: The aim of this study was to explore the patients' perspectives on nursing students' clinical practices in the wards, and to investigate their willingness for allowing students to practice on them. Methods: This was a descriptive study. 116 inpatients were recruited from the S University Hospital. A 60-item questionnaire was applied to collect the data. The participants were 19 years and older with sound judgement, and were not in special or intensive care units. Data analysis was done in SPSS/WIN 22.0 using descriptive statistics, Fishers exact test, and the ANOVA test. the participant answered to questionnaire from April 29th 2016 to May 10th. Results: 40 participants (34.5%) stated they would allow students' practice, while 72 (61.2%) said they would allow only under staff supervision. 5 participants (4.3%) stated they would not allow whatsoever. The 3 most allowed were emotional support, oral care, and vital signs measurement while the 3 least allowed were gastric feeding, intravenous catheterization, and urinary catheterization. Conclusion: Patients were more inclined to allow students to practice on them when a member of the medical team was present. A fair number of participants said they would be more inclined to allow students' practice if they felt the student was competent; hence, reinforcing simulation sessions is vital in enhancing students' competency and ultimately practice allowance.