• Journal of the Korea Institute of Building Construction
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• v.15 no.2
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• pp.249-255
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• 2015

The competition of construction market is keener, so construction companies are seeking the methods for improving the performance. Construction field organizations and managers should have an innovative behavior to improve the performance. However, construction field organizations and managers are negative to innovation because they are generally conservative. Therefore, the purpose of this study is to analyze the factors to influence the innovative behavior of building construction field managers. In this study, self-leadership, feedback seeking behavior and job involvement are selected the factors to influence the innovative behavior by literature reviewing. The results of correlation analysis showed that the behavior-focused strategies in self-leadership and the job involvement influence the innovative behavior of building construction field managers. In addition, the individual characteristics such as marriage, experience, position and type of employ influence the innovative behavior of their. This study is expected to help to improve the performance management system in construction field organizations.

• Journal of Digital Convergence
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• v.12 no.3
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• pp.105-115
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• 2014

This paper aims to examine the mediating effects of psychological capital on the relationships between learning organization and innovative behavior. 310 sheets of questionnaires were gathered from the organizational members of the companies in 5 cities, including Seoul and Pohang and analysed using structural equation modelling technique. The results show followings: First, the human factor of learning organization has a significant influence to the innovative behavior and the psychological capital. Second, structural factor of learning organization has a significant influence to the psychological capital but does not have a significant influence to the innovative behavior. Third, the mediating effect of psychological capital has a significant partial effect between human factor of learning organization and innovative behavior, and full effect between structural factor of learning organization and innovative behavior. The results of this study implies that some guideline could be used in promoting learning organization and making implementing strategy.

• Knowledge Management Research
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• v.14 no.2
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• pp.137-154
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• 2013

In an ever-tougher competitive environment caused by globalization, domestic companies are increasingly adopting business strategies aimed at continuously securing competitive advantage by taking advantage of globally-competitive foreign professionals. Despite a persistent rise of such trend, domestic researches regard migrant workers as the socially underprivileged, and delve into the issue of migrant workers from the policy, welfare, and ethical perspectives. With a growing need to deal with migrant professionals from the strategic viewpoint - to acquire professional talent in an era of global competition, it becomes essential to verify the real effectiveness of migrant professionals. Yet, there has been relatively little discussion of it. This study assumes that based on th137e integration-learning perspective on diversity, the greater the number of foreign professionals, the greater the effect on organizational innovative performance. Also could be effective in managing diversity is diversity-friendly HRM which involves eliminating discrimination against migrant professional workers and treating them fairly. Based on the data collected from 72 domestic companies, this study conducted an empirical analysis of the impact of the percentage of foreign professionals in the total workforce on organizational innovative performance and of the moderating role of diversity-friendly HRM. The results show that the proportion of foreign professionals in the entire workforce has had no significant impact on organizational innovative performance, and that the proportion of foreign professionals in the total workforce and diversity-friendly HRM have had a interaction effect on organizational innovative performance. Based on these research results, the study attempted to interpret the significance of the proportion that migrant professionals make up of the total workforce and of diversity-friendly HRM in relation to organizational innovative performance, and their implications for diversity management.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.409-421
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• 2021

The purpose of this study is to verify the effects of innovative technology characteristics of beauty care remote-manufacturing system on resistance and acceptance intentions to innovative technology in the era of the Fourth Industrial Revolution. A survey of 567 female consumers in their 20s and older was conducted. The collected survey data were analyzed for hypotheses verification through structural equation model analysis. First, the perceived usefulness and perceived ease to use of beauty care remote-manufacturing systems have negative effects on resistance to innovative technology. Second, resistance to beauty care remote-manufacturing systems has been shown to negatively affect acceptance intention. Third, perceived risk to beauty care remote-manufacturing systems have been shown to negatively affect acceptance intention. Through this study, it can be found that the significance of this study in that it derived factors that affect consumer' resistance and acceptance of innovative technologies and presented new trends and directions of the cosmetics manufacturing industry.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.376-384
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• 2022

The article considers the features of the organizational-economic mechanism of attracting investment resources in the innovative development of regions in terms of sustainable development. Factors influencing the investment activity of regions in terms of sustainable development, including: institutional structure, intellectual capital, level of innovation infrastructure, business development, financial and credit component, level of human resources development, information environment, production development, environmental component. Factors influencing the attraction of investment resources in the regions are identified. The dynamics of changes in the volume of capital investments and foreign direct investment in Ukraine is analyzed. The regional features of the distribution of capital investments in the conditions of sustainable development are revealed. The essence of the main principles on the basis of which the organizational - economic mechanism of attraction of investment resources in innovative development of regions in the conditions of sustainable development should be formed is analyzed. A set of measures to regulate the investment processes of the regions has been identified. The mechanism of attraction of investment resources in innovative development of regions in the conditions of sustainable development is outlined. The results of activity of separate Agencies of regional development for 2020 in the direction of investment and innovation activity and increase of level of investment attractiveness of regions are analyzed. Important prerequisites for the effective implementation of the organizational-economic mechanism for attracting investment resources in the innovative development of regions in terms of sustainable development are identified. The main directions of directing the efforts of the organizational-economic mechanism to ensure the attraction of investment resources in the innovative development of regions in the context of increasing the level of investment activity in the regional aspect are substantiated.

• International Journal of Computer Science & Network Security
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• v.22 no.12
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• pp.116-124
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• 2022

Information and communication technologies used in the social sphere are born due to the development of computer technologies. The main task of the distance learning process in higher education institutions is not to provide information, but to teach how to obtain and use it. The purpose of the article: to identify innovative approaches in the training of specialists in higher education institutions in the context of distance learning. Various innovative approaches to organizing the work of students of higher educational institutions in the context of distance learning are considered. Based on the conducted research, it is concluded that each of the approaches described by us outlines the study of the phenomenon of professional training of a specialist in the condition of distance learning. All the described approaches significantly contribute to the improvement of professional training of specialists, encourage students to self-improvement, professional development and enrich their professional competence in modern conditions. The emergence and spread of innovative technologies means not only a change in the activity itself and its inherent means and mechanisms of its implementation, but also a significant restructuring of goals, value orientations, specific knowledge, skills and abilities. Therefore, the current stage of the development of civilization, scientific and technological progress requires the emergence of such specialists who would have broad humanitarian thinking, would have good psychological training, would be able to build professional activities according to laws that take into account the relationship between economic productivity and creativity, as well as the desire of the individual for constant renewal, self-realization. Only such qualities will help you master the specifics of innovative technologies well. We see the prospects in the study of innovative approaches to training specialists in higher education institutions in the condition of distance learning in foreign countries.

• Journal of Korean Society of Archives and Records Management
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• v.23 no.3
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• pp.39-61
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• 2023

This study aims to examine the effect of job characteristics of records managers within the public sector on innovative behavior, focusing on the mediating role of public service motivation. To this end, an online survey was administered to records managers employed in public institutions, using 137 copies of the collected data for the final analysis. The results of the study are as follows. First, it was found that the job characteristics of records managers had a significant influence on innovative behavior and public service motivation and that public service motivation had a significant influence on innovative behavior. Second, as a result of examining the mediating effect of public service motivation in the relationship between the job characteristics of records managers and innovative behaviors, it was found that they were partially mediated. These findings confirmed the job characteristics of archival researchers, comprehensively verifying the meaningful relationship between public service motivation and innovative behavior.

• Transactions of the Korean hydrogen and new energy society
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• v.34 no.6
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• pp.641-649
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• 2023

This study analyzes the cool-down process of liquid hydrogen storage tanks, which have advantages in terms of large-capacity transfer, storage, and utilization as hydrogen demand increases. A hydrogen liquefaction plant is selected for analysis and an efficient tank cooling method is sought by comparing the time required for the cool-down process with the gas consumption in connection with the gassing-up process required for the operation of the liquid hydrogen storage tank. The results of this study can be referred to in the operation process after the initial start-up and maintenance of the hydrogen liquefaction plant.

• Journal of the Korea Society of Computer and Information
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• v.29 no.7
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• pp.221-229
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• 2024

As the level of economic development increases, interest in human capital is also increasing. This paper estimates and compares innovative human capital by region for 31 regions in China between 2002 and 2019. The innovative human capital in this paper consists of education-type human capital, thesis-type human capital, and patent-type human capital. In particular, unlike previous studies, this study assumes that the weight of patent-type human capital and paper-type human capital is higher than that of education-type human capital. This is because patents and thesis will have a relatively greater impact on a region's innovation capacity than simple education background. The analysis results of this paper can be summarized in three points. First, China's regional innovative human capital shows regional disparities. Second, innovative human capital by region is changing dynamically. Third, regional concentration is accelerating, especially in Beijing, Shanghai, Guangdong, and Jiangsu. Therefore, the results of this paper emphasize the importance of the role of innovative human capital in regional economic development.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.145-155
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• 2016

The purpose of this study is to review the relationship between empowerment and innovative behavior, and the moderating effect of psychological ownership in small business. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 315 employees in manufacturing enterprises of Kangwon-do province. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between empowerment(meaning, autonomy, self-efficacy, impact) and innovative behavior(idea development, idea implementation), 2) the moderating effect of PO(psychological ownership for organization) on the relationship between empowerment and innovative behavior, 3) the moderating effect of PJ(psychological ownership for job) on the relationship between empowerment and innovative behavior. Empirical survey's findings are as follows; First, empowerment(meaning, autonomy, self-efficacy, impact) appeared to be positively related with innovative behavior(idea development, idea implementation). Second, there was no evidence of moderating effect of PO on the relationship between empowerment and innovative behavior. Third, meaning of work was more positively related with innovative behavior(idea development, idea implementation) in higher PJ group than in lower PJ group. Fourth, impact was more positively related with idea implementation in higher PJ group than in lower PJ group.