• Korean journal of food and cookery science
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• v.32 no.3
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• pp.363-369
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• 2016

Purpose: The purpose of this study was to understand the interrelationships among diversity management, employees' job engagement, and organizational commitment in a deluxe hotel. Methods: In a total of 344 F & B employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 4 hypotheses using the Amos program. Results: The proposed model provided an adequate fit to the data, $x^2$=316.722 (df=112), CMIN/df=2.828, GFI=0.899, NFI=0.941, IFI=0.961, TLI=0.953, CFI=0.961, RMSEA=0.073. SEM results showed that diversity management (building cultural awareness: ${\beta}$=0.206; pragmatic management policy; ${\beta}$=0.315) had a positive and significant influence on job engagement. Also, employees' job engagement (${\beta}$=0.623) had significant positive effects on organizational commitment. Conclusion: This study shows diversity management of hotel employees and its effectiveness as well as which diversity management is needed positive attitude.

• Journal of Korean social welfare administration
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• v.21 no.4
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• pp.199-239
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• 2019

This study is a trend study on the Workforce Diversity. The purpose of this study is to present a direction for the management of workforce diversity in Korean organization in the context of the rapidly growing interest and discussion of diversity within an organization, as the diversity of manpower in women, foreigners and the elderly has recently expanded. To this end, 70 studies that are related to Korean Organizations published in KCI and SSCI-class journals were selected from 2002 to 2018 to perform technical analysis and content analysis. The results are as follows. First, diversity research into Korean organizations first began in 2002. The researches related to this aspect have increased rapidly since the diversity of human resources within the organization gradually increased after the revision of 'Act on the Equal Employment for Both Sexes'. Most of the research has been done mainly for profit organizations, but it has also spread to public and educational organizations since 2012. However, only one study was conducted on non-profit organizations such as social welfare organizations, showing a wide gap between the types of organizations. Second, the diversity of Korean organizations is mainly focused on 'gender' and 'age' due to diversity in social categories, and the diversity factor has not been significantly expanded compared to foreign countries. Meanwhile, in informational diversity, there are greatest number of 'job duration' and 'diversity of major', which put weight on 'practical work experience' and 'task-oriented diversity'. In addition, organizational diversity has shown a tendency to expand gradually into diversity perception. Third, in the diversity and organization performance study, the organizational cultural sensitivity is twice as much as the institutional management study in the diversity convergence mechanism. Fourth, the 'Diversity Management Model' has had the most 'diversity efficaciousness models' in the early stages of the study. However, more and more research have been done on the need to embrace diversity and converge on organizational performance. As a result, 'organizational culture approach model' accounts for the highest percentage. The proposals for the results of this study are as follows. First, as the diversity of non-profit and third-sector organizations is discussed in foreign countries, research on organizational diversity in non-profit organizations and third-sector organizations, which are not yet available in Korea, should be actively carried out. Second, we need to overcome limited diversity factors in Korea's single culture and explore the upcoming new diversity characteristics. Third, strategies for appropriate diversity management should be established by accurately diagnosing and applying the diversity management model to each type of organization.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2005.05a
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• pp.614-620
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• 2005

Ensemble에서 feature selection은 각 classifier의 학습할 데이터의 변수를 다르게 하여 diversity를 높이며, 이것은 일반적인 성능향상을 가져온다. Feature selection을 할 때 쓰는 방법 중의 하나가 Genetic Algorithm (GA)이며, GA-SVM은 GA를 기본으로 한 wrapper based feature selection mechanism으로 response model과 keystroke dynamics identity verification model을 만들 때 좋은 성능을 보였다. 하지만 population 안의 후보들간의 diversity를 보장해주지 못한다는 단점 때문에 classifier들의 accuracy와 diversity의 균형을 맞추기 위한 heuristic parameter setting이 존재하며 이를 조정해야만 하였다. 우리는 GA-SVM 알고리즘을 바탕으로, population안 후보들의 fitness를 측정할 때 accuracy와 diversity 둘 다 고려하는 fitness function을 도입하여 추가적인 classifier 선택 작업을 제거하면서 성능을 유지시키는 방안을 연구하였으며 결과적으로 알고리즘의 복잡성을 줄이면서도 모델의 성능을 유지시켰다.

• Knowledge Management Research
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• v.15 no.2
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• pp.129-145
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• 2014

As a community of practice (CoP) is known to facilitate team learning, it is increasingly important to understand the mechanisms of CoP, thereby enabling organizations to fully utilize it and optimize its benefits. To explain how CoP improves organizational performance, we focus on its effects on social capital and knowledge management activities, and propose a research model suggesting that shared goals and trust in CoP improve its performance through knowledge integration. Our analysis uses structural equation modeling, with field data collected from 372 members of 46 CoPs in three companies; the analysis validates our research model. Our findings also suggest that CoP diversity can strengthen the link between knowledge integration and CoP performance.

• Knowledge Management Research
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• v.4 no.1
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• pp.1-19
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• 2003

The purpose of this study is to explore the effect of creativity management factors on perceived R&D performance. To do this, the data (885cases) were collected from 19 Korean Government-supported Research Institutes, and 3 hypotheses derived from the model of creativity management(after here CM) were tested. Major findings are as follows: 1) CM constructs are grouped into diversity, autonomy, connectivity, redundancy and flexibility factors; 2) The major factors that can explain R&D performance perceived by scientists and engineers are connectivity, autonomy, diversity and flexibility; 3) All CM factors have significant relationship with satisfaction of the employees; 4) Flexibility and connectivity factors give effects on turnover intention of the members. This study has some limitations in model building and empirical testing. This study, however, provides theoretical and managerial implications about CM and R&D management, particularly Government-supported Research Institutes in Korea.

• The Journal of Art Theory & Practice
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• no.6
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• pp.123-145
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• 2008

Artist-in-residence which gets chances to create by artists' moving and encountering new culture is heightening its level in 21th century. Under the circumstance that issue of cultural diversity and the role of artists which is for city revitalization and sustainability are affect residency program in the midst of highly proceeded globalization that international exchange. Therefore, in the aspect of creative city, a new model is creating by reuse of abandoned industrial facilities and Asia or Eastern country become the subject in residency program management, the issue of cultural diversity is getting more important, programs based on project not just residence are managing. Furthermore, it has inter-country cooperating system in the rage of cultural management. It means that artists' space of creating activity has a new, social role in spontaneously we need to approach to following model in Korea, as well.

• Industrial Engineering and Management Systems
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• v.15 no.4
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• pp.318-323
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• 2016

In the current study, factors affecting cheese brands products in grocery stores were evaluated with an emphasis on diversity. The sample data were collected from Noushad and Pegah Milk Industry in 2015 and data were extracted, reviewed, and analyzed from 435 grocery stores in Mashhad using seemingly unrelated regression model and particle swarm optimization algorithm. Results showed that optimum amount of Kalleh product diversity is higher than other competitors in the market, and Kalleh UF diversity is 100 to 250 grams, and Kalleh UF diversity with weight of 300 to 500 grams is more than other modes of diversity, and Kalleh brand must remove tin cheese from the market. Sabah Brand also should eliminate its glass and creamy diversity from market, UF diversity is mostly welcomed in market.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.657-669
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• 2021

This study seeks to empirically investigate the impact of transformational leadership on employees' innovation with the mediating effect of technological diversity. Employees have evolved into leaders in organizing work within institutions over the last few decades. This shift presents new demands for leaders, who are forced to reinvent individual workers while also improving workplace innovation. This research proposes a conceptual model for considering transformational leadership and the impact of technological diversity on innovation. Structured questionnaire is used in the study and the analysis of the data from 633 employees of universities in the United Arab Emirates uses stratified sampling technique and hypotheses verified through Structural Equations Modelling (AMOS-21). According to the results, transformational leadership has a big effect on employees' innovation. Furthermore, in the relationship between transformational leadership and workforce innovation, technological diversity has a partial mediation impact. This research adds to the growing body of knowledge about how transformational leadership influences employees' innovation and how it affects employees' success, especially in the context of UAE-based universities. Overall, this research contributes to the previous studies wherein transformational leadership plays a critical role in influencing the innovative performance of employees and that, in turn, will promote diversification of technology in the organization.

• Proceedings of the Technology Innovation Conference
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• 2003.02a
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• pp.201-220
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• 2003

The purpose of this study was to explore the effect of creativity management factors on R&D performance. To do this, the data(885 cases) was collected from 19 Korean Government-supported Research Institutes, and 3 hypothesis derived from model of creativity management(after here CM) were tested. Major findings are as follows: 1) CM factors are grouped into diversity, autonomy, connectivity, redundancy and flexibility factors; 2) The factors that can explain R&D performance are connectivity, autonomy, diversity and flexibility factors; 3) All CM factors have significant relationship with satisfaction of the employees; 4) Flexibility and connectivity factors give effects on turnover intention of the members. This study has some limitations in model building and empirical testing. But this study provided the theoretical and managerial implications about CM and R&D management, especially Government-supported Research Institute.

• Asia-Pacific Journal of Business
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• v.15 no.2
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• pp.159-180
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• 2024

Purpose - This study aims to examine the relationship between high-performance work systems and organizational ambidexterity. Additionally, it seeks to verify the mediating effect of organizational cultural diversity on this relationship. Design/methodology/approach - The study tested four hypotheses using data from manufacturing companies with more than 100 regular workers, sourced from the Human Capital Corporate Panel (HCCP). For empirical analysis, the generalized least squares (GLS) estimation method was employed, and the hypotheses were verified using a probabilistic effects model. Findings - The study revealed that high-performance work systems improve organizational ambidexterity by enhancing organizational cultural diversity. Research implications or Originality - This study confirms the mediating effect of organizational cultural diversity between high-performance work systems and organizational ambidexterity, explaining how high-performance work systems influence organizational ambidexterity through organizational cultural diversity. Additionally, it identifies an organizational cultural variable that closely aligns with the academic concept of organizational ambidexterity. The study demonstrates that the core elements of high-performance work systems are instrumental in cultivating an organization that simultaneously pursues seemingly competitive heterogeneous values.