• Asia Marketing Journal
• /
• 제17권1호
• /
• pp.27-53
• /
• 2015

Learning organization has been an important issue in both management and marketing areas. Also learning capability is a key construct of innovation process in a firm. Especially, in marketing context, several researchers have studied market-based learning and its relation with performance. Previous studies have shown that market-based learning has a positive impact on overall firm performance. However, there has been inconsistency in the concept of market-based learning itself and its relationships with antecedents and consequences. Given this conflicting and inconsistent results of previous research, this study has two main objectives. First, this paper proposed a conceptual framework that marketbased learning has two types of processes and each types of market-based learning will generate different types of performance. Second, the mediating role of marketing capability in learning-performance link is proposed. The proposed conceptual framework shows that organizations which have marketbased learning for innovation management can enjoy ambidextrous firm performance on both side of effectiveness and efficiency via marketing capability. Moreover our research model proposes key drivers of market based organizational learning.

• 한국콘텐츠학회논문지
• /
• 제22권2호
• /
• pp.281-293
• /
• 2022

지능형 정부를 구성하기 위해 인공지능(AI)의 도입의 필요성이 대두되기 시작하였다. 이에따라 본 연구는 중앙정부 조직의 AI 도입에 영향을 미치는 조직의 특성으로서 '조직 민첩성'과 '활용적 & 탐색적 조직학습', '전자정부의 역량'을 조작화 하여 독립변수로 설정하였다. 이후 정책 기획을 주로 실시하는 중앙정부 조직 '부'와 정책 집행을 주로 수행하는 '청'조직의 AI 도입여부를 종속변수로 구축한 후, 각각의 두 모형에 대해 로지스틱 회귀분석을 실시하였다. 분석 결과, 부 조직은 조직 민첩성이 증가할수록 AI를 도입하였으며, 청 조직은 전자정부 역량이 증가할수록 AI를 도입하는 것이 도출되었다. 이때, 청 조직의 조직학습 수준과 전자정부 역량 변수간의 상호작용항을 파악한 결과, 활용적 조직학습은 전자정부 역량에 따른 AI 도입의 영향력을 상쇄시켰으며, 탐색적 조직학습은 이를 촉진하였다. 본 연구는 AI 도입을 위한 전략 수립 시 중앙정부 조직의 특성에 따라 주목할 핵심 개념을 제시하였다는 점에서 그 의의가 있다.

• 지식경영연구
• /
• 제17권2호
• /
• pp.205-229
• /
• 2016

Owing to the current economic downturn, one of the most important goals of the organizations who are actively involved in Information Technology Outsourcing (ITO) is the cost efficiency. We focus on supplier firm's domain understanding to make the cost efficiency; therefore, we examine how the disadvantages from lower domain knowledges affect outsourcing performance moderated by outsourcing ratio and knowledge change environments. That is, if clients can endure disadvantage from service providers' lower domain knowledge, they can achieve cost efficiency by choosing lower domain knowledge suppliers with less expensive cost. To examine performance gap depending on the environments, we applied 'A Learning Model of IT Outsourcing' which is suggested by previous literature. As a result, we suggest five strategies for clients to contract with suppliers which have lower domain knowledge: (1) Prepare the strategy to endure disadvantages from the early stage. (2) Make the strategy depending on outsourcing ratio. (3) Knowledge transfer between organizations is important. (4) Make a short-term contract if they do not have good environments for organizational learning. (5) Client's knowledge change environments are more important than those of supplier's. Finally, we offer various implications for clients and suppliers in IT outsourcing.

• International Journal of Computer Science & Network Security
• /
• 제23권7호
• /
• pp.71-78
• /
• 2023

Employee turnover is one of the most important challenges facing modern organizations. It causes job experiences and skills such as distinguished faculty members in universities, rare-specialized doctors, innovative engineers, and senior administrators. HR analytics has enhanced the area of data analytics to an extent that institutions can figure out their employees' characteristics; where inaccuracy leads to incorrect decision making. This paper aims to develop a novel model that can help decision-makers to classify the problem of Employee Turnover. By using feature selection methods: Information Gain and Chi-Square, the most important four features have been extracted from the dataset. These features are over time, job level, salary, and years in the organization. As one of the important results of this research, these features should be planned carefully to keep organizations their employees as valuable assets. The proposed model based on machine learning algorithms. Classification algorithms were used to implement the model such as Decision Tree, SVM, Random Frost, Neuronal Network, and Naive Bayes. The model was trained and tested by using a dataset that consists of 1470 records and 25 features. To develop the research model, many experiments had been conducted to find the best one. Based on implementation results, the Neural Network algorithm is selected as the best one with an Accuracy of 84 percents and AUC (ROC) 74 percents. By validation mechanism, the model is acceptable and reliable to help origination decision-makers to manage their employees in a good manner.

• Asia pacific journal of information systems
• /
• 제33권4호
• /
• pp.1118-1134
• /
• 2023

Previous research has shown that employees tend to react more positively to corrective feedback from supervisors to the extent they perceive that they were treated with empathy, respect, and concern towards fair interpersonal treatment in receiving the feedback information. Then, to facilitate effective supervisory feedback and coaching, it would be useful for organizations to monitor the contents of feedback exchanges between supervisors and employees to make sure that supervisors are providing performance feedback using languages that are more likely to be perceived as interpersonally fair. Computer-aided text analysis holds potential as a useful tool that organizations can use to efficiently monitor the quality of the feedback messages that supervisors provide to their employees. In the current study, we applied computer-aided text analysis (using closed-vocabulary text analysis) and machine learning to examine the validity of language-based algorithms trained on supervisor language in performance feedback situations for predicting human ratings of feedback interpersonal fairness. Results showed that language-based algorithms predicted feedback interpersonal fairness with reasonable level of accuracy. Our findings provide supportive evidence for the promise of using employee language data for managing (and improving) performance management in organizations.

• Fashion, Industry and Education
• /
• 제15권2호
• /
• pp.53-63
• /
• 2017

The growing significance of corporate social responsibility in the fashion industry has shed light on the importance of preparing fashion students to become socially responsible professionals. In spite of numerous benefits of service-learning, the teaching/learning method has been rarely employed in the fashion design and merchandising context. Therefore, the purpose of the study was first, to examine the concept and models of service-learning and compare different types of service-learning programs, and second, to discuss service-learning projects that were adopted in a visual design class as examples that service-learning can be effectively integrated into the fashion design and merchandising curriculum. This study provides the opportunity to share successful service-learning implementation with other educators to help with effective incorporation of the pedagogical program into the curriculum.

• 한국디지털정책학회:학술대회논문집
• /
• 한국디지털정책학회 2006년도 춘계학술대회
• /
• pp.225-233
• /
• 2006

This note attempts to present knowledge management strategies for the upcoming 4th elected local government. Despite the series of efforts by the central government of Korea, it seems that local governments and their affiliated organizations have been very slow even understanding the necessities of knowledge management as well as adopting any particular knowledge management system. This study analyzes the evolutionary process of knowledge management policies by the central government and presents knowledge management strategies.

• 한국항공운항학회지
• /
• 제30권4호
• /
• pp.207-214
• /
• 2022

교육은 준비, 발표, 적용, 복습 및 평가 순으로 이루어지고, 학습은 경험의 결과로 개인의 지각, 사고, 느낌, 행위의 방식에 의해 변화될 수 있다. 고로 초기 조종사를 양성하는 과정에서 교육과 학습은 안전문화 증진을 위한 매우 중요하다. 항공안전법에서 국내 조종사를 양성하기 위해 전문교육기관(ATO)을 국토교통부로부터 승인을 받아야 하고, 또한 항공안전관리시스템(SMS)도 승인받고 안전관리 활동이 의무화됐다. 조종사가 되기 위한 첫 관문인 학생조종사에게 국가 항공안전관리 정책 및 목표에 부합하도록 달성 가능한 수준의 항공 업무의 안전목표를 수립하고 그 구성원들이 학생조종사에게 안전문화를 형성할 수 있도록 효과적인 교육과 학습 방안을 마련해야 한다. 본 연구는 조종사양성 전문교육기관에서 교육을 받고 있는 학생조종사의 교육과 학습에 따른 단계별 안전의식을 알아보고, 학생조종사가 안전문화를 형성하는데 초기교육과 지속적인 교육을 통해 학습문화을 만들고 도움이 되는지 연구한다.

• Journal of Information Technology Applications and Management
• /
• 제30권5호
• /
• pp.59-82
• /
• 2023

The present research aims to examine whether learning from the supervisor influences readiness for change with the mediating impact of planfulness. Drawing upon the theory of planned behavior, it is hypothesized that learning from the supervisor positively impacts planfulness ability in individuals, which in turn enhances the readiness for change. Through using convenience sampling, the sample of 451 was collected from employees working full-time in the manufacturing and I.T. service organizations in India. Structural equation modeling and regression analysis indicate that learning from the supervisor is positively associated with readiness for change and planfulness. Additionally, planfulness fully mediated the relationship between learning from the supervisor and readiness to change. The findings of the present research highlight that continuous support and learning from the supervisor enhances the planfulness ability of the individual and consequently enhances individual readiness for change. The current research is pioneering in testing the hypothetical model associating learning from the supervisor, planfulness, and readiness for change.

• 공학교육연구
• /
• 제27권1호
• /
• pp.32-40
• /
• 2024

This study attempted to develop an efficient management plan that allows both workers and organizations to coexist by analyzing the factors that influence the level of organizational immersion of engineering students. Analysis methods included frequency analysis, t-test, pearson correlation analysis, and hierarchical analysis. Firstly, self-esteem and transfer of learning were influential factors on organizational commitment. Second, self-esteem and transfer of learning were influencing factors of self-efficacy. Third, self-efficacy was an influential factor in organizational commitment. Fourth, self-efficacy appeared as a mediating effect on self-esteem and organizational immersion in learning transfer. Therefore, it is necessary to look for various factors that can increase self-efficacy, and to find opportunities for students to be highly immersed in the organization while studying at the same time.