• Journal of the Korean Institute of Traditional Landscape Architecture
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• v.31 no.4
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• pp.51-61
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• 2013

In order to answer the research question of 'how the listed World Cultural Heritage is being managed now?' the indicators of management effectiveness evaluation were set up based on international principles on the basis of the preceding research. The weights and priorities of each evaluation indicators were worked out through the Analytic Network Process(ANP) Technique. Therefore, the evaluation system to evaluate the management status of the World Heritage Sites have been established. Also, through calculate the converted score of 100 points based on the relative importance of these evaluation indicators among the World Heritage Site management effectiveness evaluation index for scoring and the score table was created. When evaluated for the management status of World Heritage Sites to set five rating of the final evaluation score: very deficiency, deficiency, general, good, excellent. According to the results the follow-up study will be carried out in the future.

• Journal of Industrial Convergence
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• v.2 no.2
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• pp.3-30
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• 2004

This study intends to closely examine an evaluation of effectiveness of the HRM associated with interactions among employees(I), purpose recognition(P), role feedbacks(R), and motivative compensation(M). The following is a summary of the results of this research: From the study of the actual situation of the human resource management by the Korean firms, it appeared that the form of existence of vision systems possessed the form of having been written as documents and co-shared. And, although, in the area of motivation endowment and feedbacks, the level of motivation endowment regarding the comprising member by those in charge of departments and the level of reflection of the company's personnel policies in the execution of work by the departments were ordinary, the level of presenting the opinion of the departments regarding the company's personnel policies was shown to be low. And, the decisive elements of wages and the compensation standard were in the order of performance basis and long service. Also, it was analyzed that the leadership style of the CEO is the most important element that influences human resource management policies. And, it was analyzed that in the evaluation of the human resource management area the roles regarding evaluation and compensation, especially, the mutual interactions of the comprising members, feedbacks, and improvement activities are inadequate. And the managerial implications are discussed.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.3
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• pp.1-15
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• 2022

Purpose - This study explored factors of online education that affect student dissatisfaction and learning effectiveness in higher education during the COVID-19 pandemic. Research design, data, and methodology - This study combined qualitative and quantitative designs. The qualitative part of this study involved in-depth interviews using a criteria-based purposive sampling technique. The quantitative part of this study consisted of an online survey. Results - The qualitative results revealed that students faced significant problems related to online learning, including a lack of learning environment, interaction, and support from the school. The quantitative results indicated that the effects of transitioned-online courses on student dissatisfaction were higher with student support, the interaction between students and instructors, online learning environment, and course organization and evaluation based on the order, while the effects on learning effectiveness were higher with the online learning environment, interaction between students and instructors, course organization and evaluation, and student support based on the order. Conclusion - The results implied that online learning in the era of the COVID 19 pandemic negatively affects student satisfaction and learning effectiveness. Policymakers and school leaders should improve students' satisfaction and learning effectiveness when confronted with the pandemic. Better policies should be adopted to improve better way of teaching in the era of COVID19.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2005.10a
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• pp.3-9
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• 2005

The recent notion of Network Centric Warfare (NCW) emphasizes the ability to distribute right information at the right time to maximize the combat effectiveness. Accordingly, in the modern combat system the importance of non-physical element, such as communication system is increasing. However, an NCW-support communication network system is expensive. Therefore, it is essential to develop a proper combat system evaluation method to establish an efficient NCW-support combat system. Traditionally, combat system effectiveness is measured in terms of physical elements such as men and fire power. Obviously, such method is hardly applicable to a modern combat system To overcome this difficulty, we propose an evaluation model based on CA (Cellular Automata) simulation. A set of preliminary combat simulations show that CA simulation may be promising in evaluating non-physical element of a modem combat system.

• Korean Management Science Review
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• v.22 no.2
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• pp.135-145
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• 2005

The recent notion of Network Centric Warfare (NCW) emphasizes the ability to distribute the right information at the right time to maximize the combat effectiveness. Accordingly, in the modern combat system, the importance of non-physical elements, such as a communication system, is increasing. However, an NCW-support communication network system is expensive. Therefore, it is essential to develop a proper combat system evaluation method to establish an efficient NCW-support combat system. Traditionally, combat system effectiveness is measured in terms of physical elements such as men and fire power, Obviously, such method is hardly applicable to a modern combat system. To overcome this difficulty, we propose an evaluation model based on CA (Cellular Automata) simulation. A set of preliminary combat simulations show that CA simulation may be promising in evaluating non-physical element of a modern combat system.

• Management & Information Systems Review
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• v.15
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• pp.71-90
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• 2004

This study has uncovered some important relationships among employees perceptions of distributive justice and procedural justice and organizational effectiveness. The present study attempts, first, to identify the perceived justice in promotion and transfer, performance evaluation, pay raise, job allocation and job fire. Second, to determine the relative importance of distributive justice and procedural justice. relationships of organizational effectiveness. The research is the identification of a modest but significant relationship between the two justice and organizational effectiveness. The result make it clear that employee find that right personnel management of fairness. To summarize the result of three variables's relationship influence is as below. The results indicated that perceptions of procedural justice as much organizational effectiveness than do perceptions of distributive justice. As also predicted, the perception of distributive justice did not impact organizational effectiveness. Therefore, Partially supporting the hypothesis. The research implications of these study suggest that great causality should be this paper' research model in three variables. The result indicate that manager must pay attention to employees perceptions of procedural justice and distributive justice.

• Health Policy and Management
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• v.29 no.1
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• pp.19-26
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• 2019

Background: The purpose of this study was to evaluate the effectiveness and the level of self-management support on the Metabolic Syndrome Management Program at public health centers in Seoul metropolitan city. Methods: The effectiveness on the Metabolic Syndrome Management Program were analyzed using secondary data from 1,312 community residents who were receiving program. The level of self-management support on Metabolic Syndrome Management Program was evaluated using an 'Assessment of Primary Care Resources and Supports for Chronic Disease Self-Management' from four public health centers. Results: The effectiveness on the Metabolic Syndrome Management Program was showed that decreased smoking (p= 0.044) and drinking (p< 0.001), and increased healthy dietary habit (p< 0.001) in health behaviors. It was showed that decreased triglyceride (p= 0.002) and increased high-density lipoprotein cholesterol (p< 0.001) in clinical indicators. The level of self-management support on Metabolic Syndrome Management Program was 98.1 points and it meaned that implementation is done in an organized and consistent manner using a team approach. There was difference in the level of self-management support by public health centers (p= 0.003). Conclusion: The Metabolic Syndrome Management Program in public health centers was effective, and level of self-management support was done as organizational level, but patient input and mental health were insufficient.

• Management & Information Systems Review
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• v.38 no.2
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• pp.139-163
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• 2019

The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.

• Journal of the Korean Operations Research and Management Science Society
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• v.16 no.2
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• pp.51-51
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• 1991

Recently financial institutions in Korea are experiencing an unfamiliar challenge in terms of their operational risk management due to the volatility of global financial market and the incessant development of new financial products. In this paper, we present an AHP(Analytic Hierarchy Process) model to evaluate the effectiveness of commercial softwares for risk management in banking. The AHP model considers software's performance. utility, serviceability and durability as major evaluation criteria. The weight of each criterion is generated by the questionnaire survey given to practitioners in risk management in domestic commercial banks.

• Korean Management Science Review
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• v.16 no.2
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• pp.51-59
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• 1999

Recently financial institutions in Korea are experiencing an unfamiliar challenge in terms of their operational risk management due to the volatility of global financial market and the incessant development of new financial products. In this paper, we present an AHP(Analytic Hierarchy Process) model to evaluate the effectiveness of commercial softwares for risk management in banking. The AHP model considers software's performance. utility, serviceability and durability as major evaluation criteria. The weight of each criterion is generated by the questionnaire survey given to practitioners in risk management in domestic commercial banks.