• 한국항만경제학회지
• /
• 제21권3호
• /
• pp.191-217
• /
• 2005

Ninety percent of an average Chinese manufacturer's time spent is on logistics. Therefore, logistics presents the greatest challenge for multinational companies conducting businesses in China. Although more than 18,000 registered logistics companies exist in China, 85 percent of their revenues are generated from basic trucking and storage services. These facts indicate that China will need increasing presence of high-quality foreign 3PL providers, who are able to provide sophisticated IT systems, industry/operational expertise, standardized operating processes, and international networks, compared to their Chinese counterparts. However, they are facing complicated array of laws and regulations as well as difficulty of finding qualified people to fulfill these needs. There are a number of foreign 3PL providers engaged in China's logistics sector to reap a huge opportunity. Nevertheless, many 3PL foreign providers are still cautious about making large investments. Thus they arelooking for alliances that can provide complementarities instead. Another salient feature of strategy is to take over the transportation assets and warehousing of major Chinese manufacturers and distributors.

• 산업융합연구
• /
• 제1권1호
• /
• pp.71-97
• /
• 2003

In this study, the main goal is conduct an empirical research for MNC's(multinational companies) contingency factors and entry modes. Through examining elements of success and limitations of foreign companies in the domestic market, a resulting purpose can be suggested such as developing attractive foreign investment policy. The results in this study are as below. The results from Logistic Regression Analysis there were indications for preference factors for WOS (Wholly Owned Subsidiary). The factors were 'Strategic Motivation', 'Intelligent Property', and 'Market Latent Purchasing Power'. For JV (Joint Venture) there were preferred factors such as 'Degree of Using Product Factors', 'Differential Products Development Ability', and 'Systematic Incentives'. However, this thesis is limited to identifying clear causal relationship between the 'Performance' of foreign investment enterprise which entered WOS or JV and various factors which were suggested in the contingency factors (independent variables).

• 한국산학기술학회논문지
• /
• 제19권1호
• /
• pp.639-643
• /
• 2018

국내 개인정보 보호를 위한 법률은 공공 기관의 개인정보 보호에 관한 법률을 바탕으로 개인정보 보호에 대한 전문 법안으로 제정 및 개정되어 왔다. 그러함에도 불구하고 법률에서 안전성 확보 제한 사항이 명확하지 않고 일부는 폭넓게 제시되어 있어 위협이 지속적으로 발생해 왔다. 이처럼 국제 제조 기업들이 보유한 다양한 내부 및 외부 고객의 개인정보에 대한 기업마다의 고유 식별 Key 값을 연계하는 방식으로 보호 접근 방식을 제안하고 정책적인 측면과 관리적 접근을 동시에 시도함으로써 개인정보 보호를 위한 인력과 비용에 대한 부담을 줄이고자 활용 했던 적용 기술인 인사 관리 국내 ISP 서비스인 클라우드 인사 정보 관리 서비스가 점차 축소되고 시장이 점차 직접 기업이 운영하는 방향으로 변화하고 있다. 따라서 완벽한 안전성 확보를 보장을 위한 연계 관리의 편리성은 보장하되 연계함으로써 발생하는 해외의 국제 제조 기업 인력에 대한 관리 운영 포인트 융통성과 안전성에 대한 괴리를 본 논문을 통해 확인하고 연구를 하고자 한다.

• 한국작물학회:학술대회논문집
• /
• 한국작물학회 1998년도 21세기 한반도 농업전망과 대책(한국작물학회.한국육종학회 공동주관 심포지움 회보)
• /
• pp.336-352
• /
• 1998

The horticultural seed industry has made great progress in the last fifty years of its history after the independence of this country. The industry has accomplished self-sufficiency in major vegetable seeds and has even gained international competitive edge in certain crop seeds, particularly in hybrid cultivar development. However, the industry is facing a crisis at present coming from excessive competition among the domestic seed companies as well as the foreign currency crisis of the country. Several major seed companies have already been acquired by multinational corporations. Many people in the country as well as agriculturists are concerned about this situation. Although it is true that the industry is undergoing hard times, this crisis can be turned into a chance for making new progress depending on the joint efforts of the groups responsible, i.e., private companies, public institutions, and policy makers. Therefore, we have to turn this crisis into an opportunity for self-reform and progress. We should not be discouraged or give up. We Propose some ideas for the Progress of the seed industry. Public institutions and policy makers should do such things in cooperation as 1) training human resources for future breeders, 2) securing a wide range of genetic resources and improvement of the management system, 3) basic science research including biotechnology, 4) releasing breeding stocks from germplasm enhancement through use of exotic accessions, 5) support for breeding region- or use-specific cultivars, and 6) collection of foreign agricultural information for breeding cultivars for overseas markets. Eventually the responsible group for the final development of commercial cultivars, production, sales and management is private companies. Therefore, private companies also should have to do their best to develop competitive cultivars with a missionary spirit and endeavor for both domestic and overseas markets in cooperation with public institutions. Management based on competition, professionalism and rationalism is also urged. We are going to conclude with optimism that we can make a new vault of progress once the private and public sectors closely cooperate for the development of Korean horticultural seed industry by overcoming this crisis.

• 국제지역연구
• /
• 제22권1호
• /
• pp.101-121
• /
• 2018

본 논문은 중국내 다국적 기업 R&D 랩의 진출동기가 경영성과에 미치는 영향, 진출동기와 경영성과의 관계에서 통제수준의 매개효과에 대하여 검증하였다. 문헌연구에 대한 고찰을 거쳐, 다국적 기업 R&D 랩의 진출 동기는 크게 4가지로 드러났다. 첫째, 중국의 시장과 고객을 확보하기 위한 목적으로 시장요인이라 명명하였으며, 둘째, 중국의 훌륭한 기술이나 인적자원을 획득하기 위한 목적으로 자원요인이라 명명하였다. 셋째, 정부의 혜택, 관련 정책, 인센티브 조항 등 제도적 이점을 바라고 진출하는 경우인데 이를 제도요인이라 명명하였고 마지막으로 중국을 전략적 요지로 보고 중국 시장에서 경쟁자와 경쟁하기 위한 목적으로 진출한 경우인데 이를 전략요인이라 명명하였다. R&D 랩에 대한 기업의 통제수준은 각 사안별로 측정하였다. 진출동기와 통제수준의 관계를 실증분석해본 결과, 시장요인, 제도요인, 전략요인을 추구하는 기업들은 목표의 특성상 현지성을 많이 추구해야 하므로 높은 통제보다는 자율권을 부여하는 것이 바람직 한 것으로 드러났다. 진출동기와 경영성과의 관계에서 통제수준의 매개효과를 살펴본 결과, 자원요인을 추구하여 진출한 R&D 랩은 현지에서 획득한 훌륭한 기술자원을 잘 활용하기 위하여 본사의 통제가 필요로 하며, 전략요인을 추구하는 기업 역시 본사의 통제력이 강할수록 경영성과가 높아 경쟁에서 유리한 것으로 나타났다.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권12호
• /
• pp.455-464
• /
• 2020

As the millennials continue to mature and enter the workforce, it is important that employers understand what this generation expects from all aspects of their employment and leadership preferences in order to prepare them to be the next millennials leaders. The purpose of this research is to determine the generic attributes of the new millennial leaders in Malaysia. The survey is distributed among executives in the selected government-linked, multinational, and public-sector companies in Malaysia, with 237 (72%) of whom being millennials. Partial least square (PLS-SEM) via software SmartPLS 3.0 was applied to evaluate the measurement model and the structural model. Results from this study indicate that the attributes of the millennials leader are innovative (0.213), inspiration (0.128), and visionary (0.122). Thus, organization can focus on those attributes in preparing the millennials for being the next generation of leaders. This study offers important implications to researchers as well as practitioners, and highlights the leadership attributes that could help in enhancing millennials leadership. This study produces a new millennials leadership attributes model for millennials leaders in Malaysian companies; with millennials becoming the fastest-growing age groups in the organizations, this study will promote effective and efficient skills for the millennials.

• Asian Journal of Business Environment
• /
• 제6권4호
• /
• pp.13-17
• /
• 2016

Purpose - The purpose of this paper is to evaluate two multinational companies that seem to have reconciled the two mandates of CSR and profit maximization while becoming multibillion dollar companies and examine their organizational culture and practices and their management and leadership in order to determine the controlling factors, if any, that have elicited their success while renowned for their CSR policies. Research design, data, and methodology - This is a case study, an analytical approach, which focuses on exploring and analyzing the CSR policies of Starbucks and IKEA. Results - IKEA and Starbucks considered their position in the global business environment and their social responsibilities as crucial and did more than a cursory lip service to the issues. In fact, they both took the more difficult long-term approach and tried to resolve the root causes for the environmental and social issues in their supply chain. Ultimately though, it is the ethical leadership of the top management that sets the tone for the organizational culture and its CSR. Conclusion - IKEA and Starbucks are "living proof" that a company can be successful while treating its employees and the community of suppliers and associates with respect and dignity and while making this world a better place.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권1호
• /
• pp.471-478
• /
• 2021

This study aims to investigate the determinants of turnover intention among company managers in Indonesia. Based on the literature, this research hypothesizes that job satisfaction is a mediator in the relationship between compensation, career and turnover intention of companies in Indonesia. Respondents as research samples are grouped into middle managers from two industries, namely, manufacturing and services. A total of 215 questionnaires were returned from middle managers. Data analysis used Structural Equation Model - Linear Structural Relationship (SEM LISREL). The research results prove that compensation and career have a positive effect on job satisfaction. Compensation, career, and job satisfaction have a negative impact on turnover intention. Compensation is known to be one of the motivating drivers of workers around the world. From this study it can be said that, if middle manager teachers are well compensated, they will be encouraged, persuaded and will have positive feelings toward their work, and this will result in staying put. It works also with career and job satisfaction. If both variables are considered carefully, intention to move tends to be low. These findings provide new insights into the field of international human resources in developing multinational companies and service businesses.

• 대한토목학회논문집
• /
• 제34권1호
• /
• pp.305-316
• /
• 2014

세계 물 시장은 소수의 다국적 물 전문기업, 물 전문 회사의 출현, 금융 기업의 참여, 비 건설 기업의 물 시장 참여 등 다양한 주체가 참여하고 있으며, 각자 물 관련 벨류 체인의 강점 분야를 주축으로 사업 영역을 확대하고 있는 추세이다. 본 논문은 이러한 해외 물 시장 진출을 희망하는 국내 비 건설 기업의 전략간 우선순위 도출 방법론으로 SWOT-ANP 연계 모델을 제시하고 그 결과를 AHP 모델과 실제 해당 기업의 사업 전개 내용과 비교 검증하였다. 본 모델은 SWOT 분석에 분석적 기능을 제공하고 SWOT 요소간 내부적 상호관계를 모델링하기 위한 ANP 방법론을 적용하였으며, 분석 결과 AHP로부터 도출된 전략간 우선순위와는 동일한 결과를 나타냈으나, 가중치의 변동이 발생하여 결과가 달라질 수 있는 개연성을 확인하였으며, 실제 기업의 사업 전개 내용과 매우 유사함을 알 수 있었다.

• 유통과학연구
• /
• 제13권4호
• /
• pp.35-43
• /
• 2015

Purpose - This study aims to seek various plans to maintain the advancement of the overseas and domestic employment scenario through a case analysis of the Japanese industry, which maintains domestic employment while promoting the overseas advancement of companies despite having a similar industrial structure as Korea. The study further intends to derive insightful implications for Japanese manufacturing companies and government policies. Research design, data, and methodology - We selected four companies from the Japanese manufacturing industry. Being companies that were successful in increasing the domestic employment scenario while advancing in overseas markets. We utilized several secondary data sources including Japanese newspapers and report literature. Results - Previous studies have shown a negative relationship between Foreign Direct Investment (FDI) or offshoring and domestic employment. However, our results showed this relationship with respect to the Japanese manufacturing industry as follows: 1. FDI for developing overseas markets does not decrease domestic production. If Japanese companies change their strategy from exports to overseas production, there will be a consequent decrease in domestic employment of Multinational Enterprises (MNEs). However, the local production that plans the sales expansion of a foreign market does not substitute domestic production. 2. Several case studies illustrate that, as the production of final goods is expanded in foreign countries, there is a corresponding increase in the export of intermediary goods from Japan. In this case, if the production process of Japanese companies is promoted in foreign markets, the amount of exported material and parts from Japan will consequently increase. 3. It is difficult to consider that the establishment of subsidiary companies in foreign countries by manufacturing companies for wholesale, retail, and services decreases domestic employment. This is because the international development of these industries needs expatriates, expatriate training organizations, and research and development (R&D) activities. 4. When there is overseas demand, the growth of local management activities is expected to increase the work of the overseas business department in the head office in Japan, if competitiveness can be secured for better localization and management speed. 5. The conversion of the domestic manufacturing industry into high value-added production is necessary. The relocation of domestic production to foreign markets decreases domestic employment. To prevent this, the upgradation of domestic production bases, including high value-added production, and R&D capability need to be strengthened. Technology-based companies must develop new technology, patents, processes, and so forth, which require extensive human resources for R&D. Conclusions - Domestic medium-sized companies that are capable of consistently supplying high value-added products should be actively encouraged to deploy into and develop overseas markets. Further, this paper considers the necessity of a guidance policy that provides suggestions for overseas deployment, by the initiation of the government, to companies that cannot do so due to the lack of foreign experience or decisions by the CEO, despite having the relevant capability and technologies to supply high value-added products.