• International Journal of Computer Science & Network Security
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• 제21권8호
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• pp.327-341
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• 2021

The knowledge management was considered as the inevitable result of the rule of knowledge in this era, and its importance became clear in being the main source for achieving success, the need to consider and manage knowledge as an independent field that must be addressed with a clear scientific methodology has become intangible - they are very valuable and a strategic asset. On the other hand, the innovation process relates to all parts of the organization, and helps to improve the behavioral patterns of individuals and their attitudes towards adopting modern and innovative ideas, it is a purposeful process adopted by the senior management and works to provide the capabilities and requirements for embodying the innovative behavior in it. In the field of dealing with the market, it is a product of the organization's innovative approach, which aims at advancement, change, and intended and organized renewal. The main objective of this article is to determine the most appropriate ways to integrate knowledge management mechanisms to employ innovation factors within universities based on the role of universities in supporting innovation. This was achieved through reviewing many relevant research and listing the most prominent concepts of knowledge management, its importance, objectives, and processes determining the stages of knowledge management application, the requirements for applying knowledge management, and the obstacles that impede its application; Then the statement "Innovation in universities, through which it addressed the concept of innovation, its importance, stages, and requirements for its application, as well as identifying the most prominent models of innovation, and obstacles to innovation, in addition to that the role of universities in supporting innovation will be identified. From the surveyed study done in this article, we concluded that the relationship among organizational culture, knowledge management and innovation capability can provide useful insights for managers regarding developing a strong culture, promote knowledge management practices effectively and eventually enhance the whole organization's innovation capability. Also, we found that different components of Knowledge Management as Knowledge activities, Knowledge types, transformation of knowledge and technology have a significant positive effect in bringing innovation through transformation of knowledge into knowledge assets in universities.

• 한국콘텐츠학회논문지
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• 제22권2호
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• pp.501-513
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• 2022

COVID-19 위기가 디지털 전환을 가속화하며, 혁신 능력이 기업에게 어느 시기보다 중요해졌다. 특히 IT기업간의 경쟁이 갈수록 치열해지고 있다. 포용적 리더십의 친근감은 직원들의 혁신행동과 직무성과 향상에 중요한 역할을 하며 기업의 발전과 경쟁력에 도움을 준다. 본 연구는 포용적 리더십이 직원의 혁신행동과 직무성과에 어떠한 영향을 미치는지, 그리고 그 과정에 직원의 발언 행동이 어떠한 매개역할을 하고 있는지에 연구목적을 두고 있다. 이러한 연구목적을 확인하기 위해 본 논문에서는 중국 IT기업에 근무하고 있는 직원을 대상으로 설문 조사를 실시하였다. 총 309개의 유효 설문이 사용되었고 수집된 데이터는 SPSS 26.0을 활용해 실증 분석하였다. 연구 결과는 다음과 같이 요약된다. 연구 결과, 1) 포용적 리더십이 혁신행동과 직무성과에 정의 영향을 미친다. 2) 직원 발언 행동이 혁신행동과 직무성과에 정의 영향을 미친다. 3) 직원 발언 행동이 포용적 리더십과 혁신행동 사이에 긍정적인 매개효과가 나타났다. 3) 직원 발언 행동이 포용적 리더십과 직무성과 사이에도 부분매개효과가 있다는 것을 확인하였다. 본 연구는 IT 분야 직원들의 혁신행동을 격려하고 성과를 개선하는 데 유용한 가이드라인이 될 것이라고 사료된다.

• 유통과학연구
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• 제14권11호
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• pp.5-17
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• 2016

Purpose - The purpose of this study is to establish an conceptual framework to explain the mechanism of internationalization behavior being used by recently established retailer in emerging countries. Research design, data, and methodology - The existing research on retail internationalization has focused on global retailers located in advanced countries which have expanded their business to emerging countries. That is, "internationalization from top to bottom". However, recent years have seen a reversal in this trend, resulting in the emergence of "internationalization from bottom to top" by retailers based in emerging economies. In order to explore this reversal, this study attempts to develop an conceptual framework based on the theories of "innovation" and "retail format". Results - This study found an conceptual framework which was adopted both a concept of "formula" derived from the theory of retail format and a concept of "production and process innovation" derived from the theory of innovation as a core concept. Conclusions - The conceptual framework provided an understanding of how retailers in emerging countries have gained a competitive advantage over retail companies based in countries with advanced economies. It suggested that innovation that gave these companies a competitive edge was caused by competitive interaction which allowed them to expand to oversea markets.

• 디지털융복합연구
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• 제9권3호
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• pp.117-131
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• 2011

본 연구는 성공적인 기술혁신을 위해 조직 내에서 중요시 여겨야 할 셀프리더십의 중요성을 인식하는데 있어서 중소기업을 대상으로 한 조직 내 구성원들의 셀프리더십이 기술혁신에 어떠한 영향을 미치는 저 실증검증 하고자 하였다. 연구의 결과를 요약하면 첫째, 셀프리더십의 구성요인 중 건설적 사고전략을 제외한 행위적 전략, 자연적 보상전략은 제품혁신에 유의한 정의 영향을 마치는 것으로 나타났다. 둘째, 셀프리더십의 구성요인 중 전설적 사고전략을 제외한 행위적 전략, 자연적 보상전략이 공정혁신에 유의한 정의 영향을 미치는 것으로 나타났다. 이를 통해 기술혁신 달성을 위해 조직 내에서 중요시 여겨야할 셀프리더십의 구성요인들을 확인하고 구성원들이 스스로 일의 진행을 확인하고 직무에 주의를 기울이며 전략적 행동방향 설정과 업무상 책임을 넓혀 스스로에 대한 활동책임을 느끼게 함으로써 직무자체로 부터의 만족감을 느낄 수 있도록 하는 것이 중요하다.

• 산업융합연구
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• 제19권3호
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• pp.13-26
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• 2021

본 연구에서는 집단전체수준에서의 카리스마적 리더십이론을 제시하고 검증하기 위한 일환으로 카리스마적 리더행동, 부하들의 리더에 대한 자발적 수용, 집단성과, 그리고 집단혁신행동이 집단전체수준에서 성립할 것이란 예측을 하였다. 가설검증결과 집단전체수준에서 카리스마적 리더행동이 부하들의 리더에 대한 자발적 수용과 정(+)의 관계를 가지는 것으로 나타나 가설 1이 검증되었다. 또한 부하의 리더에 대한 자발적 수용이 집단성과와 집단혁신행동에도 집단수준에 기초하여 긍정적인 영향을 미치는 것으로 나타나 가설 2가 검증되었다. 이와 더불어 부하들의 리더에 대한 자발적 수용이 카리스마적 리더행동과 집단성과와 집단혁신행동 간의 관계를 집단수준에 기초하여 매개할 것이란 가설 3을 검증하기 위하여 매개회귀분석과 Sobel Test를 실시한 결과 가설 3이 검증되었다. 본 연구는 집단수준에서 카리스마적 리더십이론을 검증하였다는 점에서 이론적 시사점이 있으며 집단성과를 위한 리더십 개발이라는 점에서 실무적인 시사점이 있다. 마지막으로 본 연구가 가지는 한계점과 향후 연구방향에 대한 논의도 이루어졌다.

• 대한가정학회지
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• 제36권2호
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• pp.1-18
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• 1998

The purpose of this study is to investigate some influencing factors related to housewives' environmental concern and environmental management behavior. Data were collected from questionaire with 786 housewives who live in Jeonbuk area. The results could be summarized as follows. The level of environmental concern was relatively high and differed significantly according to the level of innovation, residence, the level of education, and age of wives. But the level of environmental management behavior was relatively low, especially clothing disposal behavior and buying something to eat. These findings pointed that the program of environmental education should be more pragmatic.

• 산경연구논집
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• 제11권3호
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• pp.51-62
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• 2020

Purpose - This study examined the relationship between individual creativity and its related variables to observe how individual creativity contributes to organizational performance. In addition, this study strived to explore how to maximize the utilization of individual creativity and innovate the structure of the organization itself so that teams and organizations can respond more effectively to new rising trends. this study aimed to examine whether the value congruence between individuals and organizations (propensity congruence, goal congruence has a significant impact on knowledge sharing and innovation behavior as dependent variables by exerting individual creativity and synergy as independent variables. Research design, data and methodology - SPSS 24.0 program were used to analyze the data. Descriptive Statistics and correlation analysis were performed, and the reliability factor (Cronbach's α) was calculated. Afterwards, we analyzed the moderating effects of structural equation model analysis and hierarchical regression analysis. The number of samples used in the study were 309 copies. Results - First, Individual creativity had a positive effect on knowledge sharing and innovative behavior. In other words, it was confirmed that decision-making processes fused with individual creativity could create an atmosphere of knowledge sharing and transform the organization. Second, value congruence adjusted the influence of individual creativity on knowledge sharing and innovation behavior. Conclusions - First, it is important for managers to recognize the value and secure the pool of creative talents who will be a potential future basic source of organizational success and competitive advantage. Second, managers should be able to identify those with creative talents and expertise, and use them to increase their knowledge sharing performance, while also developing emotional and motivational creativity. Third, in order improve knowledge sharing performance, managers should pay attention to the emotional aspect of creativity. Fourth, managers should strive to create an environment that is beneficial for the reinforcement of individual self-management capabilities. Fifth, managers should be able to develop decision-making processes to develop potential creativity and encourage creative thinking, opinions, or solutions. Sixth, managers should promote the dissemination and integration of new knowledge based on the creative views and attitudes of team members.

• Nuclear Engineering and Technology
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• 제55권4호
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• pp.1350-1364
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• 2023

2D/1D coupling method is an important neutron transport calculation method due to its high accuracy and relatively low computation cost. However, 2D/1D coupling method may diverge especially in small axial mesh size. To analyze the convergence behavior of 2D/1D coupling method, a Fourier analysis for k-eigenvalue neutron transport problems is implemented. The analysis results present the divergence problem of 2D/1D coupling method in small axial mesh size. Several common attempts are made to solve the divergence problem, which are to increase the number of inner iterations of the 2D or 1D calculation, and two times 1D calculations per outer iteration. However, these attempts only could improve the convergence rate but cannot deal with the divergence problem of 2D/1D coupling method thoroughly. Moreover, the choice of axial solvers, such as DGFEM SN and traditional SN, and its effect on the convergence behavior are also discussed. The results show that the choice of axial solver is a key point for the convergence of 2D/1D method. The DGFEM SN based 2D/1D method could converge within a wide range of optical thickness region, which is superior to that of traditional SN method.

• Human Ecology Research
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• 제62권2호
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• pp.369-383
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• 2024

The aim of this study was to develop and implement a program based on Cognitive Behavior Therapy (CBT) for female college students experiencing body dissatisfaction. To systematize the program development process, we adopted the service design method. First, we conducted In-Depth Interviews (IDIs) to identify the difficulties faced by six female college students who experience body dissatisfaction, and to determine what kind of help they needed. Second, content analysis of the findings revealed that female college students were experiencing emotional-behavior problems which derived from the discrepancy between their ideal body image and the reality. Third, a prototype of a cognitive reconstruction program was developed to help transform their perceived 'body distortion' to a rational cognitive concept and thus reduce maladaptive consequences of 'body dissatisfaction'. The overall program consisted of three therapeutic components and seven steps. Fourth, to assess the effectiveness of the program, survey and IDIs were conducted. The results revealed that it is appropriate to use a cognitive model to solve problems caused by body dissatisfaction, and that understanding and reconstructing one's own cognitive processes can be effective in reducing body dissatisfaction. However, based on feedback from participants, a number of revisions were proposed, such as including sufficient induction regarding the behavioral change.

• 디지털융복합연구
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• 제20권4호
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• pp.247-260
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• 2022

본 연구는 본 연구는 구성원의 조직변화 수용성의 영향요인과 결과 요인을 밝히는데 있다. 이를 위해 혁신지원적 조직문화, 분권화된 조직, 조직변화 수용성, 혁신행동, 정서적 변화몰입 간의 관계를 검토하고 그 관계에 있어서 조직변화 수용성의 매개효과를 검증하였다. H자동차 261명을 대상으로 실증분석을 위한 자료를 수집하였고, 가설검증을 위해 SPSS 20.0과 AMOS 20.0을 이용하여 분석하였으며, 그 결과는 다음과 같다. 첫 번째, 혁신지원적 조직문화는 조직변화 수용성 및 정서적 변화몰입에 정(+)의 영향을 미치는 것으로 나타났다. 두 번째, 분권화된 조직은 조직변화 수용성에 정(+)의 영향을 미치는 것으로 나타났지만, 분권화된 조직은 혁신행동에 유의한 영향을 미치지 않는 것으로 나타났다. 세 번째, 조직변화 수용성은 정서적 몰입 및 혁신행동에 정(+)의 영향을 미치는 것으로 나타났다. 네 번째, 조직변화 수용성은 혁신지원적 조직문화와 정서적 변화몰입의 관계에서 부분매개를 수행하는 것으로 나타났고, 조직변화 수용성은 분권화된 조직과 혁신행동의 관계에서 완전매개를 수행하는 것으로 나타났다. 이를 통해 혁신지원적 조직문화와 분권화된 조직은 조직변화 수용성을 통해 정서적 변화몰입과 혁신행동에 긍정적 영향을 준다는 것이 확인되었다. 마지막으로 본 연구의 한계점과 향후 방향이 제안되었다.