• Proceedings of the KSRS Conference
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• 2004.10a
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• pp.668-670
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• 2004

Taipei Water Management Office (TWMO) is one of the eleven district offices in Water Resource Agency. Water management is the top priority to be pursued both on daily management and long-term management at TWMO. There are five departments to perform a wide range of tasks in addition to water management. All management prescriptions are simply to provide sustainable clean water for about four millions population in Taipei. TWMO has gone through 16 years experience of development and implementation of GIS in water management. The objectives of this paper are to provide the major ingredients of successful and operational GIS for water management. The five departments at TWMO have performed tasks such as city planning, construction management, forest management, land use enforcement, soil and water conservation, water quality monitoring and protection, garbage collection, and sewage disposal management. Data base creation was one of the major jobs to be done. Update of data base has to be done on a daily basis. Computers, its peripheral, and software are essential for GIS developed at TWMO. Know-how and technical skill on computers and GIS for every technician are contributing significantly such that GIS can be implemented on most of jobs performed at TWMO. Implementations of GIS have been pursued by application modules on a task-oriented basis. Application modules are simple, easy to use, and menu driven with only Chinese. Web-based and mobile GIS are the new components that make water management at TWMO stay on the right course. To solve problems encountered in water management by GIS at TWMO can be easily and user-friendly may be the most important experience.

• Journal of Korea Technology Innovation Society
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• v.12 no.3
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• pp.638-661
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• 2009

With the advance to the knowledge-based economy, science and technology (S&T) has been recognized as key factor in a nation's competitiveness. To cope with this kind of new trend Korean government has tried to increase the R&D investment and to streamline acts and regulations concerning national R&D activities. Korea's total R&D expenditure for the year 2007 amounted to about 31.3 trillion won including government R&D of 8.9trillion won. With these efforts the capacity of Korea S&T has made great strides recently. Korea was ranked world's top 7 in R&D investment, top 12 in S&T paper publication and top 4 in patent application. Korean government enacted several pieces of legislation concerning S&T : the "Technology Transfer Promotion Act (1999)"; the "Framework Act on Science and Technology (2000)"; and the "Presidential Regulation for Managing the Government R&D Programs (2001)." In addition, the government has put a lot of effort into promoting the commercialization of technologies developed in public sector and improving the infrastructure of technology transfer and commercialization. However in spite of these various efforts, the technologies obtained from the public sector have not been transferred to the industry properly. Only 24.2% of technologies developed in the public for the year 2005 were transferred to industry. The royalty revenues of the public for the year 2005 was 1.5% of their total R&D expenditure. It shows only a third of the percentage of royalty revenues for the public sector in the U.S.A. and a second of Europe. There are many obstacles of public technology transfer such as immaturity of technology market, lack of licensing experience, and inadequacy of legal system and government policy. In this study I compared the Korean legislative system of patent management of government R&D outputs with the American system, derived problems from Korean system, and suggested proper alternatives.

• Korea Journal of Hospital Management
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• v.8 no.2
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• pp.70-92
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• 2003

The main objective of this paper is to investigate the factors affecting organizational citizenship behavior of hospital employees, and based on the investigation, to suggest some implications for effective human resources management of hospitals. For this purpose, physical therapists were selected as the subject of the research. Using their individual characteristics, job characteristics, professionalism and group cohesiveness as the variables affecting organizational citizenship behavior, an empirical model was constructed and tested. A survey was conducted through structured and self-administered questionnaire for the physical therapists working at hospitals of Busan-Kyongnam area, and data from 240 therapists were utilized in the final analysis. Major results of the empirical analysis are as follows: First, perception on professionalism and the degree of organizational citizenship behavior were higher for male, older, relatively more-educated and higher-grade employees. It is necessary to develope some measures to educate and motivate the employees who are in lower state of professionalism and organizational citizenship behavior. Second, among the individual characteristics, need for growth was found to have significant, positive influence on professionalism and group cohesiveness, but no direct effect on organizational citizenship behavior. On the other hand, extroversion had direct, positive effect on organizational citizenship behavior, as well as on professionalism and group cohesiveness. This result suggests that personnel selection and personality education should be conducted carefully. Third, job characteristics appeared to have very large, positive effect on professionalism, but not directly on organizational citizenship behavior. Fourth, professionalism was found to have very large, positive influence on group cohesiveness and direct, positive effect on organizational citizenship behavior. This implies that enhancing professionalism of physical therapists can strengthen organizational citizenship behavior in hospitals, and hence top management should actively support the programs for job re-design, skill education and quality improvement to enhance professionalism of their employees. Fifth and last, as an intervening factor, group cohesiveness appeared to have the largest, direct, positive effect on organizational citizenship behavior. It is, therefore, important for top management to improve group cohesiveness by exploring ways toward greater harmony and solidarity among the members of physical therapy department.

• Journal of the Korean Society of Systems Engineering
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• v.3 no.2
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• pp.17-24
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• 2007

The HEMU-400X(High-speed Electric Multiple Unit 400km/h eXperiment) project starts in 2007. It is required to control and balance the systems engineering activities throughout the project life cycle for a successful completion of the project. The Systems Engineering Management Plan(SEMP) is the primary, top level technical management document for the integration of all engineering activities within the context of, and as an expansion of, the project plan. A SEMP should be prepared for each project and regularly updated as development progresses. This paper proposes the systems engineering management plan for the HEMU-400X project.

• The Journal of Fisheries Business Administration
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• v.28 no.1
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• pp.85-117
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• 1997

This paper is focused on management control system. From a management control perspective, strategies should be viewed as useful, but not absolutely necessary, guides to the proper design of an MCS. When strategies are formulated more clearly, more control alternatives become feasible and it becomes easier to implement each form of management control effectively. The common and important category of controls are action controls, personnel and cultural controls, and results controls. Action controls involves ensuring that employees perform(or do not perform) certain actions that are known to be beneficial(or harmful) to the organization. Personnel and cultural controls take steps to ensure that employees will control each others' behaviors. Results controls involve rewarding individuals(and sometimes groups of individuals) for generating good outcomes or punishing them for poor outcomes. The results controls of ROI-type measure cause to make managers excessively short- term oriented, or myopic. When managers' orientations to the short - term become excessive -when the management are more concerned with short-term profit than entity value-the managers are said to be myopic. We car, solve myopic problem by introducing AR(abnormal return), near-perfect indicators of value creation. The results - control ideal would be to hold all employees accountable for the wealth they individually create(or destroy) for the owners of the entities in which they work. This ideal is approachable for top management of publicly traded corporations because for these organizations, the wealth created(returns to shareholders) can be measured directly for any period(such as a year, a quarter, or a month) as the measurement period pin(or minus) the change in the market value of the stock.

• Health Policy and Management
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• v.14 no.3
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• pp.45-65
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• 2004

The rapid increase in PET devices and its utilization in Korea necessitates relevant health insurance policies based on scientific evidence, including economic evaluation of PET in clinical conditions. However, there is very little amount of evidence regarding PET, and the first step would be to establish research priorities to give a momentum for research and assure efficient use of research capacities. To this end, we conducted a two-round Delphi study, which produced stable consensus on about top 10 oncology indications for research, which included lymphoma staging, colorectal cancer recurrence/restaging, lung cancer staging, and other conditions. The results were largely consistent with current U.S. Medicare reimbursement indications and are expected to lead to relevant researches and evidence-based health policies on PET reimbursement and regulation.

• Knowledge Management Research
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• v.15 no.1
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• pp.65-84
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• 2014

Organization's innovation capability is strongly tied to its intellectual capital or knowledge utilization. Employees play a key role in generation of intellectual capital and utilization of knowledge in a firm. Thus, the importance of human resource management (HRM) system for enhancing competency of employees and facilitating knowledge sharing between employees is getting its significance. In this paper, we highlighted the effect of HRM implementation to explain the reason of performance differences among firms, adopting the same ideal HRM system. The successful implementation of HRM system as well as the contents of HRM system was critical to enhance firm performance through HRM system. To investigate the effect of HRM implementation on firm performance, we proposed the three components of HRM implementation (i.e.; TMT philosophy, HR department capability and communication) in perspective of sense making and sense giving theory. Then, we analyzed the moderating effect of HRM implementation on the high commitment HRM - firm performance relationship. Empirical results showed that each component of HRM implementation positively strengthened the relationship between high commitment HRM and firm performance. In addition, the composite index of HRM implementation calculated by average value of three components revealed more significant moderating effect between the two. Furthermore, We discussed the academical and practical implications, and suggested future research directions.

• International Journal of Fuzzy Logic and Intelligent Systems
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• v.16 no.1
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• pp.44-51
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• 2016

Recently, artificial intelligence has reached the level of top information technologies that will have significant influence over many aspects of our future lifestyles. In particular, in the fields of machine learning technologies for classification and decision-making, there have been a lot of research efforts for solving estimation and control problems that appear in the various kinds of portfolio management problems via data-driven approaches. Note that these modern data-driven approaches, which try to find solutions to the problems based on relevant empirical data rather than mathematical analyses, are useful particularly in practical application domains. In this paper, we consider some applications of modern data-driven machine learning methods for portfolio management problems. More precisely, we apply a simplified version of the sparse Gaussian process (GP) classification method for classifying users' sensitivity with respect to financial risk, and then present two portfolio management issues in which the GP application results can be useful. Experimental results show that the GP applications work well in handling simulated data sets.

• Journal of Distribution Science
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• v.14 no.9
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• pp.15-24
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• 2016

Purpose - Key account management is a supplier company initiated relational approach that has received great attention from both academics and practitioners manifested in the business-to-business relationship literatures. However, there is widespread debate and contention on what should be the underlying theoretical base for defining this vital part of relationship marketing. With the insights from the social exchange theory, present paper explores how social exchange affects the dynamic nature of key account management relationship at the organizational level. Research design, data, and methodology - The paper follows a comprehensive review approach to examine the relationship between social exchange theory and key account management approach. Conceptual arguments and findings are assessed across studies with the main objective of showing how social exchange theory develops the governance mechanism in maintaining the key account relationship. Results - Since relational norm is considered as a glue for the maintenance of buyer-seller relationship in social exchange theory, factors develop the non-contractual governance mechanism 'relationship' in business-to-business relationship and this norm replaces or supplements more formal governance mechanisms such as contracts are explored. Conclusions - This paper advances central relational norm to manage the company's most important key customers and demonstrates how this norm can be developed in buyer-seller key account relationship. Implications from this new perspective are forwarded.

• Journal of Construction Engineering and Project Management
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• v.2 no.2
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• pp.36-44
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• 2012

Adoption and practical application of BPM yet remains at a theoretic and methodological level for many industrial sectors. As for construction industry, adapting BPM into enterprise resource across all business processes could cause problems due to rapid change in corporate operation systems. Furthermore, it is unable to predict potential risks of business process while BPM are being applied. Therefore, applying BPM model to core strategy and individual task seems more effective than applying BPM model to the entire enterprise resource planning. In this paper, we define BPM and suggest a BPM model by analyzing each business unit in order to evaluate each business unit which is included in the business process architecture based on quantitative standards. This paper also presents a sequential application plan for business process model. Finally, a case study is demonstrated for the application of BPM system, focusing on cost management business, which turned out to be a top priority in the aspect of efficiency and ease based on priority analysis.