• Journal of the Korea Institute of Information Security & Cryptology
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• v.34 no.1
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• pp.83-102
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• 2024

Recently, as the use of the cloud increases year by year and remote work within the enterprise has become one of the new types of work, the security of the cloud-based remote work environment has become important. The introduction of zero trust is required due to the limitations of the existing perimeter security model that assumes that everything in the internal network is safe. Accordingly, NIST and DoD published standards related to zero trust architecture, but the security requirements of that standard describe only logical architecture at the abstract level. Therefore, this paper intends to present more detailed security requirements compared to NIST and DoD standards by performing threat modeling for OpenStack clouds. After that, this research team performed a security analysis of commercial cloud services to verify the requirements. As a result of the security analysis, we identified security requirements that each cloud service was not satisfied with. We proposed potential threats and countermeasures for cloud services with zero trust, which aims to help build a secure zero trust-based remote working environment.

• Asia pacific journal of information systems
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• v.20 no.4
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• pp.101-123
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• 2010

Recently, firms are operating a number of teams to accomplish organizational performance. Especially, ad hoc teams like proposal preparation team are quite different from permanent teams like R&D team in the sense of how the team forms network structure and deals with organizational learning culture and knowledge management participation efforts. Moreover, depending on the team characteristics, individual creativity will differ from each other, which will lead to organizational performance eventually. Previous studies in the field of creativity are lacking in this issue. So main objectives of this study are organized as follows. First, the issue of how to improve individual creativity and organizational performance will be analyzed empirically. This issue will be performed depending on team characteristics such as ad hoc team and permanent team. Antecedents adopted for this research objective are cultural and knowledge factors such as organizational learning culture, and knowledge management participation. Second, the network structure such as degree centrality, and structural hole is used to analyze its influence on individual creativity and organizational performance. SI (System Integration) companies are facing severely tough requirements from clients to submit very creative proposals. Also, R&D teams are widely accepted as relatively creative teams because their responsibilities are focused on suggesting innovative techniques to make their companies remain competitive in the market. SI teams are usually ad hoc, while R&D teams are permanent on an average. By taking advantage of these characteristics of the two kinds of teams, we will prove the validity of the proposed research questions. To obtain the survey data, we accessed 7 SI teams (74 members), and 6 R&D teams (63 members), collecting 137 valid questionnaires. PLS technique was applied to analyze the survey data. Results are as follows. First, in case of SI teams, organizational learning culture affects individual creativity significantly. Meanwhile, knowledge management participation has a significant influence on Individual creativity for the permanent teams. Second, degree centrality Influences individual creativity significantly in case of SI teams. This is comparable with the fact that structural hole has a significant impact on individual creativity for the R&D teams. Practical implications can be summarized as follows: First, network structure of ad hoc team should be designed differently from one of permanent team. Ad hoc team is supposed to show a high creativity in a rather short period, implying that network density among team members should be improved, and those members with high degree centrality should be encouraged to show their Individual creativity and take a leading role by allowing them to get heavily engaged in knowledge sharing and diffusion. In contrast, permanent team should be designed to take advantage of structural hole instead of focusing on network density. Since structural hole can be utilized very effectively in the permanent team, strong arbitrators' merits in the permanent team will increase and therefore helps increase both network efficiency and effectiveness too. In this way, individual creativity in the permanent team is likely to lead to organizational creativity in a seamless way. Second, way of Increasing individual creativity should be sought from the perspective of organizational culture and knowledge management. Organization is supposed to provide a cultural atmosphere in which Innovative idea suggestions and active discussion among team members are encouraged. In this way, trust builds up among team members, facilitating the formation of organizational learning culture. Third, in the ad hoc team, organizational looming culture should be built such a way that individual creativity can grow up fast in a rather short period. Since time is tight, reasonable compensation policy, leader's Initiatives, and learning culture formation should be done In a short period so that mutual trust is built among members quickly, and necessary knowledge and information can be learnt rapidly. Fourth, in the permanent team, it should be kept in mind that the degree of participation in knowledge management determines level of Individual creativity. Therefore, the team ought to facilitate knowledge circulation process such as knowledge creation, storage, sharing, utilization, and learning among team members, which will lead to team performance. In this way, firms must control knowledge networks in permanent team and ad hoc team in a way mentioned above so that individual creativity as well as team performance can be maximized.

• Perspectives in Nursing Science
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• v.6 no.1
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• pp.21-37
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• 2009

The purpose of this GWP project was two-fold:(1) to launch an organizational culture improvement for great workplace (2) to improve the perception of nursing personnel on communication and team work in a surgical nursing department of a teaching hospital in Seoul. Using one group pretest-posttest design, nursing personnel's perception on organizational culture related to communication and team work was evaluated. A 10-item, 5-point scale (1.5) survey was administered to 209 nursing personnel in January 2009 and again to 191 nursing personnel in October 2009. From January 2009, AMANNA team has taken activities focused on trust, pride, and fun. AMANNA is an abbreviation of Korean language, which means wonderful meeting and sharing in English. Monthly activities are as follows: choral concerts by nurse managers, welcome and farewell events, praising members for their services, explaining current circumstances, etc. Special activities are as follows: a New Year's greeting party, a spring picnic, beauty classes, a lecture on drug administration, cultural lectures using videos, and presentations of academic posters and another activity. The reliability of measurement was Cronbach's ${\alpha}$: 0.917(pretest), 0.954(posttest). Most nursing personnel's perception on organizational culture was improved (pretest mean=3.50 and posttest mean=3.78, p<.001). "A sense of belonging" showed the greatest improvement among the 10 items(3.18 vs. 3.56, p<.001). "Trust each other" showed the highest score (mean=3.98) in posttest. Frequency of participation and satisfaction showed a significant relationship(r=0.179, p=.021). We believe that this project has made a contribution towards a positive organizational culture. The keys to this initiative's preliminary success have been the leadership support and flexibility in implementing the interventions tailored to the hospital.

• Information Systems Review
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• v.5 no.1
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• pp.113-127
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• 2003

In recent studies, there has been much interest in knowledge sharing between the company and customer. Yet, there is little empirical work on the impact of the factors on CRM performances. The purpose of this study is empirically analyzing the effects of organizational factors of knowledge management, CRM system factors, and trust on CRM performances. The findings indicate that 3 factors (knowledge-oriented organizational culture/characteristic, technical systems, trust) are significantly related to CRM performances. However, the relationships between other factors (knowledge-oriented leadership, knowledge-oriented strategy, education & reward) and CRM performances are not significant.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.11 no.3
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• pp.1570-1594
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• 2017

Social network services have recently changed from environments for simply building connections among users to open platforms for generating and sharing various forms of information. Existing user reputation computation methods are inadequate for determining the trust in users on social media where explicit ratings are rare, because they determine the trust in users based on user profile, explicit relations, and explicit ratings. To solve this limitation of previous research, we propose a user reputation computation method suitable for the social media environment by incorporating implicit as well as explicit ratings. Reliable user reputation is estimated by identifying malicious information raters, modifying explicit ratings, and applying them to user reputation scores. The proposed method incorporates implicit ratings into user reputation estimation by differentiating positive and negative implicit ratings. Moreover, the method generates user reputation scores for individual categories to determine a given user's expertise, and incorporates the number of users who participated in rating to determine a given user's influence. This allows reputation scores to be generated also for users who have received no explicit ratings, and, thereby, is more suitable for social media. In addition, based on the user reputation scores, malicious information providers can be identified.

• Nuclear Engineering and Technology
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• v.52 no.12
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• pp.2958-2968
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• 2020

Understanding public perception on nuclear research reactor is necessary for the policy maker to adopt such technology in Thailand, especially the locals who live in the proposed location. The study compared perceptions between the locals living near the proposed nuclear research reactor location (within 5 km) and those living in the outer region (5-15 km). Structural equation modeling technique was adopted by assuming casual relationships between latent variables including social status, information perception, trust, benefit perception and risk perception on the local acceptance of research reactor. The results showed that the strongest relationships for both the inner and the outer perimeters were from information perception toward technology acceptance via trust and benefit perception. While both zones showed similar results, the outer perimeter seemed to show slightly stronger effects than those in the inner perimeter.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.11
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• pp.253-263
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• 2018

This paper examined the U-shape curvilinear relationship between team level conflict management and individual level turnover intention by using exit-voice theory, bandwagon effect, and social loafing theory. In addition to the non-linear relationship between team-level conflict management and individual-level turnover intentions, we also examined how trust in leaders has a moderating effect on this relationship. The samples were collected from a South Korean manufacturing company with 331 team members from 48 teams and items were measured twice to avoid common method biases. The intercepts-as-outcomes model of hierarchical linear modelling was conducted to verify the hypothesis. Results supported the cross-level curvilinear hypothesis which indicated that employees' turnover intention sharply decreased if the activeness of group conflict management was small and increases slightly, but this tendency moderated as activeness increases. After passing the lowest point, their turnover intention increased in the end. However, the moderation effect of trust in leader on this relationship was not statistically significant and hypothesis 2 was rejected. This paper explained the effects of group dynamics of conflict management on individual turnover intention. Such evidence may elucidate the importance of managing the social loafing behavior on conflict management process. This paper examined the sequential, multi-level, and curvilinear relationship between conflict management and turnover intention. Organizations and managers will benefit from avoiding the human resource loss by managing the conflict management process.

• The Korean Journal of Air & Space Law and Policy
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• v.19 no.1
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• pp.37-56
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• 2004

As part of the ongoing global process of airlines forming strategic alliances, Korean Air has become a member of the SkyTeam Alliance, while Asiana has joined the Star Alliance. However, as something akin to the Anti-Trust Immunity(ATI) initiative has not been ratified domestically, these two airlines have seen their roles within these strategic alliances significantly reduced. In keeping with its domestic airline liberalization policy the U.S. government has instituted a mechanism through which foreign airlines that join such strategic alliances with their American counterparts can be exempt from the U.S. antimonopoly law. As a result, U.S. airlines have been able to forge wide ranging cooperative relations with foreign airlines, and thus increased their competitiveness within the air transport industry. This study analyzes the applicability of this Anti-Trust Immunity initiative to the domestic environment.

• Fire Science and Engineering
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• v.25 no.2
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• pp.9-22
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• 2011

Some Volunteer Fire-Fighting Teams (VFFTs) play an important role in Civilian Volunteer Disaster Prevention by being managed effectively, but the others do not. There can be many cause-analyses about this difference. VFFTs aren't a profit-making organization and are a group which has no compulsion. So it is important that who the leader is, and what type of leadership he has. Furthermore VFFTs have hierarchy like fire-fighting teams and so the leader's command and judgement bring about the actual distinction in the organizational operation. Under this background, the survey has been carried out on the trust of leader and leadership type which may maximize the organization commitment. Consequently, to make efficiency of District Disaster & Volunteer Aid Network increase by augmenting organization commitment. The leader of VFFTs should get the transformational leadership rather than transactional leadership and have paternal or democratic leadership in the decision-making process. Especially we have to create a traditional and unique korean Volunteer fire-fighting organization culture through paternal leadership. Additionally, the trust on leaders should be recognized as a fundamental factor to obtain more performances beyond expectation by increasing the success and output of the team, mutual understanding and cooperation.

• Journal of the Korea Convergence Society
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• v.8 no.2
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• pp.169-181
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• 2017

This is a study to examine the factors that affect group-buying social commerce users' repurchase intention. In order to verify research hypotheses, this paper collected data from 396 users who currently use the group-buying social commerce in China. We used the AMOS 22.0 analysis. The results show that value, trust and satisfaction are the strong predictors of repurchase intention. And Information quality, System quality and Service quality are the significant antecedents of value, trust and satisfaction. Finally, perceived value exerts stronger effect on repurchase intention for high-shopping habit customers, where as trust and satisfaction have higher influence on repurchase intention for low-shopping habit customers. Implications and limitations are discussed.