• 지식경영연구
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• 제16권2호
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• pp.139-172
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• 2015

Employee's agility is becoming a primary factor of improving individual work performance. Employee's agility refers to responsiveness or behavior of employees in the context of work environment change. The purpose of this study is to examine the relationship between employee's agility and work performance in the perspective of agility's influence factors(absorptive capacity, IT resource use, readiness to change) and knowledge-oriented leadership, A survey was conducted for gathering data (a total of 262 employees from 35 industrial organizations) to test the relationships. The results of analysis show that employee's agility is a driving force leading to individual work performance, that employee's absorptive capacity, IT resource use, readiness to change, and knowledge-oriented leadership are the significant influential factors of employee's agility, and that knowledge-oriented leadership strengthens the link between employee's absorptive capacity and agility. For theoretical and practical contributions, the research presents the grounds for arguments that employee's agility is employee's dynamic capability for individual work performance under work environment change, and that organizations trying to improve employee's agility need to explore employee's behavioral attitudes under individual, leader, and organizational dimensions. Limitations arisen in the course of the research and suggestions for future research directions are also discussed.

• 지식경영연구
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• 제23권1호
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• pp.165-185
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• 2022

이 연구의 목적은 원격근무 환경에서 조직구성원의 업무수행에 있어 긍정적인 영향과 부정적인 영향을 미친 상사의 리더십 행동 및 원격근무 시 기대되는 상사의 역량을 구명하는데 있다. 이를 위해 경력 1년 이상의 19명 사무직 종사자를 대상으로 중요사건기술법(CIT)을 활용하여 인터뷰를 실시, 분석하였다. 이 연구의 결과는 다음과 같다. 첫째, 원격근무 시 조직구성원의 업무수행에 긍정적인 영향을 미치는 상사의 리더십 행동은 10개의 행동특성으로 분석되었고 관계중심적 행동, 과업중심적 행동, 변화중심적 행동 순으로 언급빈도수가 높았다. 둘째, 원격근무 시 조직구성원의 업무수행에 부정적인 영향을 미치는 상사의 리더십 행동은 9개의 행동특성으로 분석되었고 관계중심적 행동, 과업중심적 행동, 변화중심적 행동 순으로 언급빈도수가 높았다. 셋째, 원격근무 시 상사에게 기대되는 역량은 13가지로 분류하였다. 이를 바탕으로 결론을 도출하고 후속 연구를 위한 제언을 하였다.

• 간호행정학회지
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• 제6권1호
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• pp.109-122
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• 2000

The present study examined the causal relationships among nurses' perceived autonomy, job satisfaction, work environment (work overload, role conflict, situational support, head nurses' leadership), personal aspects(experiences, need for achievement, professional knowledge and skill) by constructing and testing a theoretical framework. Based on literature review nurses' perceived autonomy and job satisfaction were conceived of as outcomes of the interplay among work environment and personal characteristics. Work environment factors involved work overload, role conflict, situational support, and head nurses' leadership (task oriented leadership, relation oriented leadership). Personal charateristics included experiences, need for achievement, and professional knowledge and skill. Three large general hospital in Chonbuk were selected to participate. The total sample of 516 registered nurses represents a response rate of 92 percent. Data for this study was collected from July to September in 1998 by Questionnaire. Path analyses with LISREL 7.16 program were used to test the fit of the proposed conceptual model to the data and to examine the causal relationship among variables. The result showed that both the proposed model and the modified model fit the data excellently. It needs to be notified, however, that path analisis can not count measurement errors; measurement error can attenuate estimates of coefficient and explanatory power. Nevertheless the model revealed relatively high explanatory power. 42 percent of nurses' perceived autonomy was explained by predicted variables; 32 percent of nurses' job satisfaction was explained by by predicted variables. Tn predicting nurses' perceived autonomy the findings of this study clearly demonstrated the work overload might be the most important variable of all the antecedent variables. Head nurses' relation oriented leadership, situational supports, need for achievement, and role conflict were also found to be important determinants for nurses' perceived autonomy. As for the job satisfaction, role conflict, situational supports, need for the achievement, and head nurses' relation oriented leadership were in turn important predictors. Unexpectedly the result showed perceived autonomy have few influence on job satisfaction. The results were discussed, including directions for the future research and practical implication drawn from the research were suggested.

• 한국경영과학회지
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• 제31권4호
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• pp.157-179
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• 2006

Recently, as business becomes more dependent on information technology for their operations, SI project managers are under increasing pressure to implement SI projects on time and within budget, and to satisfy customer requirements. For the success of SI projects and customer satisfaction, SI project managers should master the critical shills and knowledge requirements and consider the proper leadership style to lead the team members and to manage SI projects. The leadership style includes four categories, such as directive leadership, supportive leadership, participative leadership, and achievement-oriented leadership. This study has examined the project managers' competency and suggests the three competency factors, which are technical, human, and conceptual shills, for the success of SI projects and customer satisfaction. The study suggests that SI project managers should master the three critical skills and knowledge requirements, and consider the proper leadership style for the successful implementation of SI projects. Also SI project managers should consider contingency factors such as project size and duration and outcome variables such as protect performance and customer satisfaction so as to enhance the leadership effectiveness.

• 경영정보학연구
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• 제5권1호
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• pp.113-127
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• 2003

본 연구는 지식경영의 조직요인, CRM의 시스템요인, 신뢰요인이 CRM의 성과에 어떠한 영향을 미치는지를 확인하는데 연구의 목적이 있다. 분석결과를 보면 국내기업은 고객과의 관계에서 신뢰를 가장 중요하게 여기고 있음을 알 수 있다. 그 다음으로는 지식지향적 조직문화/특성이 중요도가 높은 것으로 나타나 국내 기업은 고객과의 관계에서 조직의 변화가 중요하며 조직의 문화를 대변하는 구성원이나 조직 의 특성에 따라 고객관리에서의 성과의 차이를 보일 수 있다는 것으로 해석할 수 있다. 마지막으로 고객과의 연결의 역할을 하는 정보기술을 중요시 여기고 있어 고객관계관리를 성공적으로 이끌기 위해 국내기업은 신뢰와 기업의 변화, 고객 연결기술에 중점을 두고 있음을 미루어 짐작할 수 있다.

• 보건행정학회지
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• 제7권2호
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• pp.147-176
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• 1997

This research identifies the most important domains in health care administration from now to the year 2005 and differentiates job skill, konwledge, and ability requirements necessary for successful management. Fellows of the Korean Hospital Association from about thirteen percents of the country responded to mail inquiry. Five of eleven domains, in order of ranked importance, were health care delivery concepts, leadership characteristics, quality management, cost/finance and human resources management. Results indicated that while a business orientation is needed for organizational survival, and equal emphasis on person-oriented skills, knowledge, and abilities is required.

• Educational Technology International
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• 제10권1호
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• pp.107-135
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• 2009

The purpose of this paper is to review a variety of challenges facing the Human Performance Technology (HPT) in supporting knowledge workers' performance, and to explore possible HPT models for knowledge workers. The first section of this paper investigates the core attributes and major models of HPT as a foundation. While HPT has a lot of strengths in terms of systemic, systematic, methodologically eclectic, evidence based, and results oriented approaches, some pitfalls - which could be detected if these principles were mindlessly applied to problem areas - are explored. The second section presents some considerations such as analysis, intervention design, and leadership that HP technologists need to take in order to make HPT a better field of practice for knowledge workers. The author also suggests a tentative diagnostic model and a process model for knowledge workers, core principles of which are based on systems thinking, in particular Senge's the fifth discipline and Checkland's soft systems methodology. The importance of formative evaluations to improve these models is noted as a conclusion.

• 안보군사학연구
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• 통권4호
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• pp.83-118
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• 2006

This study is to develop digital leadership in a field of national defense. Today, korean society is facing the crisis of national security. But national defense leadership is not show in the circumstance of national security crisis. As you know, national defense leadership is a process that make use of influence. Which means it converges people's interest and demands well and also show people the right vision of national defense and make them to comply the policy about national security. Because of the environmental change, our national defense leadership is having a new turning point. First, international order, which is under post-cold war, raises possibility of guarantee of peace and security in international society but also, cause the increase of multiple uncertainty and small size troubles in security circumstance. In addition, Korean society is rushing into democratization and localization period by success in peaceful change of political power went through about three times. The issue of political neutralization of military is stepping into settlement but still, negative inheritance of old military regime is worrying about it. In this situation, we can't expect rise in estimation about the importance of security and military's reason for being. So, military have to give their concern to not only internal maintenance of order and control and growth of soldiers but also developing external leadership to strength influence to society and military's the reason for being. So for these alternative I'm suggesting a digital leadership of national defense which fits digital era. This digital leadership is the leadership which can accept and understand digital technology and lead the digital organization. To construct digital national defense we need a practical leadership. The leadership has to be digital leadership with digital competence that can direct vision of digital national defense and carry out the policy. A leader who ha s digital leadership can lead the digital society. The ultimate key to construct digital government, digital corporate and digital citizen depends on digital leader with digital mind. To be more specific, digital leadership has network leadership, next generation leadership, knowledge driven management leadership, innovation oriented leadership. A leader with this kind of leadership is the real person with digital leadership. From now on, to rise this, we have to build up human resource development strategy and develop educational training program.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2004년도 추계학술대회 논문집
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• pp.1731-1736
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• 2004

The purpose of this article is to introduce a useful methodology of effective goal-setting for the team-level units. As a way to overcome some common symptoms in terms of Strategic Performance Evaluation System such as lack of knowledge on goal-setting, disconnection of process, problem of judging the degree of difficulty about objectives, limits of staff departments evaluation, fairness and authority of evaluators, weakness in coaching technique, and quantity or figure-oriented evaluation, to name a few, and to seek a more plausible goal-setting methodology, the author suggests a persuasive goal-setting concept: VAR(Value-Added Results). VAR, as the end-results, is the team contributions that add value to the organization, and it results from the team's activities. In addition to these goal-setting technique based on the concept of value-added results, several aspects should be improved for Strategic Performance Evaluation System to be implemented more effectively. They are: 1) shift from MBO to MP & D(Managing Performance & Development), 2) impartial exercise of evaluation authority as a organizational public assets, 3) reinforcement of maternal leadership and servantship instead of paternal leadership, 4) utilization of IT-based evaluation system.

• 지식경영연구
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• 제22권4호
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• pp.261-282
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• 2021

워라밸(Work Life Balance)을 중시하는 MZ세대가 조직 구성원이 되면서 목표 달성과 회사 이익 중심의 리더 지향 리더십은 중장기적으로 조직에서 좋은 성과를 내기 힘들어졌다. 회사는 조직 구성원들이 스스로 움직이는 셀프리더십과 구성원들의 직무만족과 조직몰입을 제고할 수 있는 리더십을 강화해야 한다. 하지만 선행연구에서는 팀장, 팀원, 경영자의 리더십을 한꺼번에 연구한 논문이 많지 않았다. 이에 본 연구는 팀장의 서번트리더십이 팀원의 셀프리더십과 조직효과성에 미치는 영향을 분석하였다. 또한 경영자의 감성리더십이 팀장의 서번트리더십과 상호작용을 하여 팀원의 셀프리더십에 조절효과가 있는지를 연구하였다. 또한 MZ세대와 비 MZ세대간의 경로계수에 대한 차이를 검증하였다. 이를 위해 PLS(Partial Least Square) 구조방정식을 이용하여 연구모형을 통계적으로 검증하였다. 온라인으로 직장인 중 357명의 팀원을 대상으로 설문을 수집하였다. 분석 결과 팀장의 서번트리더십은 조직효과성과 팀원의 셀프리더십에 유의한 영향을 미쳤으며, 팀원의 셀프리더십은 조직효과성에 유의한 영향을 끼쳤고 팀장의 서번트리더십과 조직효과성 간에 유의한 매개효과를 나타냈다. 또한 팀장의 서번트리더십과 팀원의 셀프리더십 간의 관계에서 경영자의 감성리더십이 정(+)의 조절 효과가 있었다. MZ세대는 팀장의 서번트리더십이 팀원의 셀프리더십에 긍정적 영향을 주는 경로와 팀원의 셀프리더십이 팀장의 서번트리더십과 조직효과성 사이에서 매개효과가 있는 경로에서 비 MZ세대와 차이가 있었다. 이러한 연구의 결과는 회사 내 경영자, 팀장, 팀원이 각자의 위치에서 조직효과성을 높이는 리더십을 개발할 수 있도록 다양한 이론적, 실무적 시사점을 제시할 것이다.