• Journal of Korea Entertainment Industry Association
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• v.14 no.7
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• pp.429-437
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• 2020

This study is aimed at exploring the current state, necessity and activation of curriculum related to image making program in domestic colleges. To achieve this, an empirical survey was carried out to college students to provide basic data for the development of image making education program in the college curriculum as a measure to guide job interviews with them and improve interpersonal skills of employees-to-be. To achieve this, a survey was carried out to 400 college students in Gwangju and Jeonnam areas. The analysis was conducted to verify the collected data using SPSS v. 21.0 through the process of data coding and data cleaning. The results are as follows. First, the necessity of image making program curriculum showed that they needed the image making program in the college curriculum, the image making program curriculum to get a job and manage an image of employees-to-be after graduation, and other people's help to figure out the images objectively. Second, the educational importance of image making program showed that attitude (behavior) was the highest, followed by manners & greeting, look, speech, relationship, clothes, hairstyle, and makeup. In terms of the important educational factors of image making program, look was the highest, followed by makeup, hairstyle, attitude (behavior), relationship, speech, clothes, and manners & greeting, which look was the most important. Third, the educational influence of image making program showed that the influence on employment was the highest, followed by the influence on relationship, and the influence on life. Fourth, the educational activation of image making program showed that the appropriate educational time for image making program they want was from the second year. Education hours they want were once a week for one semester. And the curriculum they want was liberal arts or an optional course of liberal arts. In terms of image making program-related curriculum contents, manner & greeting was the highest, followed by makeup & coordination, job fair, education to acquire a skill qualification, and training for domestic companies, which their biggest wish was manner & greeting. And image making program leaders they want were major professors. In terms of image making program-related education, speech or voice was the highest, followed by education to analyze communication, education to analyze and practice matching hairstyles and makeup, Education on corporate interviews, and education on walking or posture correction, which their biggest wish was speech or voice and education to analyze communication.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.5
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• pp.527-536
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• 2018

This study examined the success factors of six sigma innovation in small- and medium-sized venture companies. The findings are summarized as follows. The importance of 20 items in a total of 4 factors showed that corporate vision was number one in the manager's support, followed by program composition, passionate support, high performance guarantee, and quality activity continuity. This suggests that all members can operate the program by the structured system with a sense of united goal under the company-offered vision as a community when the goal, idea or vision of six sigma activities are shared to members of the entire organization. In addition, high success can be achieved when supported by company-wide enthusiasm and high compensation for sharers' innovative efforts of six sigma at the same time. Small- and medium-sized venture companies should develop brisk six sigma activities of advanced precision parts in such an environment that the technology competition is becoming increasingly fierce. The six sigma movement should be developed as a niche strategy for small organizations with united vision sharing by company-wide operational commitment and high self-esteem for the organizational characteristics of small- and medium-sized venture companies run by key minority organizations and members.

• Management & Information Systems Review
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• v.36 no.4
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• pp.149-166
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• 2017

The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

• Journal of the Economic Geographical Society of Korea
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• v.23 no.1
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• pp.71-81
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• 2020

Family companies are the unique industry-academic cooperation-related systems of Korean universities created by universities to promote various forms of industry-academic cooperation with companies. It is important to figure out the current status of family companies in order to understand the achievements of industrial-academic cooperation projects that have been actively pursued since the early 2000s. A lot of studies on industry-academic cooperation have focused mainly on the university's position. On the contrary, this study focuses on understanding the current status of the family company system and the status of industry-academic cooperation. Introduced in 2004, the Family Company System expanded rapidly as it was used as a performance indicator for college financial support projects related to industry-academic cooperation, with 174,425 companies registered as family companies as of 2017. A survey of family companies registered in universities carrying out the LINC+ project shows that companies registered in multiple universities are increasing, with relatively high demand and satisfaction for industry-academic cooperation among companies. Family companies were found to be relatively satisfied in terms of the use of R&D equipment or joint research, while they were relatively less satisfied in terms of workforce training and retraining. While companies have assessed product quality improvements through industry-academic cooperation, they have underestimated the effect of increasing sales and reducing production costs. Further, it was found that it was urgent to expand incentive systems and improve online information services to boost corporate participation in order to enhance the effectiveness of industry-academic cooperation.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.16 no.2
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• pp.171-180
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• 2016

The purpose of this research is to study how efficiently corporate public-private partnerships in disaster management is. The research method involved interviewing fifteen experts in disaster management, who were questioned about assisting disaster-stricken areas in accordance with public-private partnerships. These experts offered the following suggestions for improving disaster management methodology. First, to overcome the lack systematic management in the public-private partnerships for disaster relief to expand and strengthen the role of civil organizations. Second, disaster managers and private organizations should have active communication along secure channels so that private organizations can take advantage of the talents that public and private entities own. Third, for civilian experts to share their information, which should be actively utilized to support disaster management in local government. Fourth, education and training for public-private partnerships should be made on an ongoing basis. Fifth, effective disaster management and recognition of public-private cooperation should be strengthened. Finally, private sector support should be made. This study was applied to the Delphi method and that improvements can be made to a variety of populations, such as questionnaires. The results of this study will contribute to the policy options for establishing public-private partnerships in disaster management.

• Korean Business Review
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• v.13
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• pp.1-30
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• 2000

The corporate make an effort to improve organizational committment and the degree of employees' satisfaction(internal customer satisfaction). And If it's possible, it enhance competitive advantage of organization for external customer satisfaction. But in fact, the external customer satisfaction and competitive power is made by the complex function between leader support and organizational support in organization. Those hypotheses has been supported by the study of many scholars. Nevertheless the reliability in the results is not to be enough for certain conclusion. Therefore this study investigated the influence of organizational support and leader support(as a independent variable) on commitment(as a mediating variable) and citizenship(as a dependent variable). The result indicated that employees who perceive a high degree of organization and leader support show a high committment to organization in affection and positive OCB. Also the result showed that high committment to organization in affection enhance the relation between organizational support, leader's support and OCB(organization citizenship behavior) Implications for managers in organizations are suggested.

• Journal of the Korea Society for Simulation
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• v.23 no.1
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• pp.21-31
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• 2014

In this article, data mining simulation is applied to find a proper approach and results of analysis for study of variables related to organization. Also, turnover intention and organizational commitment are used as target (dependent) variables in this simulation. Classification and regression tree (CART) with ensemble methods are used in this study for simulation. Human capital corporate panel data of Korea Research Institute for Vocation Education & Training (KRIVET) is used. The panel data is collected in 2005, 2007, and 2009. Organizational commitment variables are analyzed with combined measure variables which are created after investigation of reliability and single dimensionality for multiple-item measurement details. The results of this study are as follows. First, major determinants of turnover intention are trust, communication, and talent management-oriented trend. Second, the main determining factors for organizational commitment are trust, the number of years worked, innovation, communication. CART with ensemble methods has two ensemble CART methods which are CART with Bagging and CART with Arcing. Comparing two methods, CART with Arcing (Arc-x4) extracted scenarios with very high coefficients of determination. In this study, a scenario with maximum coefficient of determinant and minimum error is obtained and practical implications are presented. Using one of data mining methods, CART with ensemble method. Also, the limitation and future research are discussed.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.1-36
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• 2011

The purpose of this study is to analyze the effect to financial outcome and workers' outcome, using the manufacturing industry database of Human Capital corporate Panel from Korea Research Institute for Vocational Education & Training. Especially, this study used the typology of Lean production and Autonomous team production, that are the typical form of alternative work organization, to analyze. In the case of domestic manufacturing industry, individual participation practices, that have the main characteristics such as QC or suggestion system, is expanded. Therefore, with the reference of Lean production, Autonomous Team Production and the Taylor system are compared and analyzed, considering the characteristics of Socio-technical System. As a result, it is showed that the Lean production and Autonomous Team Production as a alternative work organization are more positive about the organizational performance and workers' outcome than the taylor system. However, when Lean production and Autonomous Team Production are compared, it is showed unsignificant distinction to the effect of organizational performance. Meanwhile, Lean production showed more negative effect on the every dependent variables such as working hours, income, job satisfaction, and organizational commitment as workers' performance than the Autonomous Team Production. Although the common ideas and belief is that the Lean Production is superior for the quality and organizational performance improvement, it is implied the possibility that there is some damaged workers' performance on the hidden side of that mechanism.

• Journal of Service Research and Studies
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• v.12 no.3
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• pp.158-175
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• 2022

This study discusses mass unemployment and job insecurity due to the 4th industrial revolution and technological progress. In particular, the construction automation service method can contribute to increasing work productivity, preventing on-site safety accidents, and enhancing the competitiveness of the construction industry according to rapid development and convergence between technologies. However, there is great concern that the position of workers will decrease and the income distribution will deteriorate. Therefore, this study is necessary to alleviate the anxiety of the labor market and to find a direction for the government and all walks of life to ponder. To carry out this study, in-depth interviews were conducted with two experts currently engaged in the construction field, and through analysis, we intend to derive meaning and identify current trends, identify necessary improvement measures and institutional areas and suggest research directions. As a result of the analysis, it is possible to suggest a response strategy in a total of three themes: purpose, implication, and strategy. Based on this, there are response strategies in four areas: (1) industrial site response, (2) worker response, (3) education, and (4) training response, and government and corporate response. Through this study, it is necessary to revitalize economic and sociological discussions in the future so that the improvement in productivity and efficiency of society as a whole due to technological innovation of construction automation services does not lead to social problems such as an increase in the unemployment rate and a decrease in jobs in the labor market.

• Korean Business Review
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• v.17
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• pp.53-81
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• 2004

The purpose of this study is to understand the realities and the subject of environmental management for small and medium-sized companies in Gwangwon area, through surveying the present status as to acquiring the certification of ISO14001, and to seek for a plan to facilitate environmental management. Given summarizing key results, those are as follows. First, while the number of companies in our country which acquired the certification of ISO14001, amounts to 1,215 businesses as of April of 2003, the number of small and medium-sized companies in Gwangwon area which obtained the certification of ISO14001 reached only 26 businesses, the lowest level among metropolitan municipalities. Second, for the reason that companies who didn't acquire the certification, strive not to receive the certification, it did present the point that' costs to be needed in acquiring and maintaining the certification are larger than practical benefit. Third, the biggest reason for either companies which did not acquire the certification of ISO14001 or companies which did (try to) acquire the certification of ISO1400, was, enhancement of a corporate image,' and the effect after a company who obtained the certification introduced the environmental management system, was also shown to be 'the improvement of a corporate image.' Fourth, many companies who acquired the certification of ISO1400 pointed out the response related to 'burden on document creation and costs' and 'lack of manpower' as problems when introducing the environmental management system. On the basis of major results of a study as the above, given presenting the subject and a plan for activating the environmental management of small and medium-sized companies in Gwangwon area, those are as follows. First, because most of companies who did not obtain the certification of ISO1400 have low recognition of ISO14001, it needs continuous and positive publicity, education and a training system. Second, it requires to carry out an educational program to nurture professional manpower due to lack of manpower relevant to environmental management, to expand payment of subsidies, to open exclusive-charge department and consulting contact, to have the relevant information be database and to develop software. Third, in order to make the certification obtained through inexpensive costs and simple procedures, it needs to positively consider the creation of public approval system for a small and medium-sized company, group approval system, industrial-complex approval system, and others.