• Korean Security Journal
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• no.39
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• pp.241-268
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• 2014

This paper is a study on the industrial security specialists of organizations in possession of industrial technology and their compliance motivations towards security policies. The focus is on organizational justice, organizational attachment and empowerment based on our hypothesis that compliance motivations are shaped, not only by the organization itself but, also by the attitude and principle of the organization's members. The objective is to propose a direction for administrative security policy to increase prevention of industrial technology leakage by identifying the factors' significance through hypothesis testing and thereafter investigating the influencing relationship. Survey questionnaires are collected from the participants of a regular educational program provided by the Korean Association for Industrial Technology Security (KAITS) and analyzed using SPSS 21.0 and AMOS 21.0 software. Through various statistical analyses, following results are acquired. First, procedural fairness and organizational attachment are found to motivate security supervisors to comply with security policies. Particularly, the relationship between procedural fairness and compliance motivations towards security policies is fully mediated by organizational attachment, suggesting that improved fairness at the organizational level will lead to an increase in organizational attachment, which will encourage the individuals to comply with security policies. Additionally, empowerment of the individuals in organizations partially mediates the relationship between procedural fairness and organizational attachment, confirming that procedural fairness empowers each individual and increases his organizational attachment. Specifically, in order to maximize compliance of security policies, businesses should demonstrate procedural fairness when compensating their employees for their work to empower them and increase their organizational attachment, which can increase their will to comply with existing security policies. This research provides insights into how to encourage security supervisors to comply with security policies by increasing their empowerment and organizational attachment.

• Journal of Information Science Theory and Practice
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• v.1 no.4
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• pp.12-37
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• 2013

Organizational climate and organization culture can be some of the leading factors in hindering knowledge sharing within the organization. It is generally accepted that successful knowledge management practice, including knowledge sharing, comes as a result of a conducive and knowledge sharing friendly environment. Organizations that promote and reward collective work generate a trustful and a more collaborative learning culture. The perception of fairness in an organization has been considered an important indicator of employee behavior, attitude, and motivation. This study investigates organizational justice perception and its impact on knowledge sharing practices among forensic experts in the Turkish National Police. The study findings revealed that senior officers, who are experts in the field, have the strongest organizational justice perception. Meanwhile, noncommissioned officers or technicians bear positive but comparatively weaker feelings about the existence of justice within the organization. The study argues that those who satisfy their career expectations tend to have a higher organizational justice perception.

• Korean journal of communication and information
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• v.27
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• pp.93-122
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• 2004

An examination of the previous works regarding the concept of "fairness" in the journalism revealed that the concept is widely used but remains inadequately defined. Furthermore, there is much less agreement about the characteristics defining "fairness" in the literature. Thus it has often caused disagreement among people who have different political perspectives in the judgment about any media coverage. I suggest a reconceptualization and extension of the construct "fairness" in order to reduce the ambiguity and conflicts in the judgment of fairness among people. Most importantly, drawing on the concept of "autonomy," I attempt to fill in the gap in the model of "fairness." According to the logic of "autonomy," the "fair" press can not exist without the freedom of the press. In other words, all external/internal constraints, which intrude on the freedom of the press, encroach the "fairness" of the press. Thus, the freedom of the press is necessary condition for the fairness in the journalism. However, the freedom of the press is not enough to realize the fairness in the journalism. It needs the sufficient rendition, which is the "autonomy" encompassing the ability of news organization, journalists, and audiences that they resist to any constraints against neutral value. Consequently, the emphasis on the "autonomy" which keeps neutral value perspectives will contribute to reshape the framework for evaluation of "fairness" in journalism.

• Journal of Korea Society of Digital Industry and Information Management
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• v.11 no.3
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• pp.125-143
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• 2015

As improving the life quality of citizen because of development of Urbanization and Information, civil application service of public institutions has been changed. The government provides a 24-hour civil service of e-government, public institutions operate U-complaints call center to pursue a personalized service to customers. As customer service are diversified, the inconvenience of service is increased. Therefore, public institutions instituted U-complaints call center to solve increased complaints. In early days, public institutions operated simple call center. However, it became intelligent U-complaints call center by SNS. The more increase the importance of agents' contact customer service, the more increase Job Performance considered by Organizational Commitment & Job Satisfaction of call center agents. This study analyzed that applied to Fairness Theory with Organizational Commitment, Job Satisfaction and analyze U-complaints call center agents' role and job performance of public institutions. Proposed a research model applied to job satisfaction with key variables, organizational commitments, job satisfaction. It's expected to impact on job performance of U-complaints call center agents in public institutions. For empirical study of research model, conducted a survey of the U-complaints call center agents of public institutions. 170 samples were collected from the survey and analyze relationship between the factors. Procedural justice, distribution fairness, fairness interaction are significant influence on organizational commitment of parameters by analysis U-complaints call center agents. Procedural justice and fairness of interaction was found not to effect on parameters of job satisfaction. Also, parameter, organizational commitment have significant influence on job satisfaction. However, have no influence on job performance. Therefore, the parameters of job satisfaction have significant influence on job performance. Public institutions should adopt to improve the quality of citizen services through U-complaints call center agents.

• The Journal of the Korea Contents Association
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• v.22 no.6
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• pp.701-711
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• 2022

This study tried to examine the relationship between superior leadership and emotional support from co-workers on task performance through performance evaluation fairness and self-efficacy in order to find factors that affect the task performance of a company in an uncertain market environment. For this purpose, 500 copies of questionnaire data were collected from corporate employees, and the research hypothesis was verified using Smart PLS 3.0. As a result of the study, superior leadership and emotional support from co-workers showed a positive (+) effect individually on the fairness of employee performance evaluation, Performance evaluation fairness showed a positive (+) effect on self-efficacy. Through this study, it was found that the fairness and self-efficacy of the performance evaluation accepted by employees affects work performance, providing a theoretical foundation for subsequent researchers. Practical implications are suggested to inspire employees to take on a challenge by managing them properly. In future research, based on the results of this study, various studies are needed on the factors that an organization must have for task performance.

• Journal of Information Technology Services
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• v.3 no.1
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• pp.21-41
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• 2004

The technical proposal suggested and published by MIC(Ministry of Information and Communication, henceforth MIC) contains too general assessment elements, which causes qualitative and subjective assessment of technical proposals. Thus, in terms of the technical proposal assessment. It lacks In fairness, validity and accuracy. Furthermore, it has a great deal of difficulty in assessment caused by the inconsistency between proposal planning and assessment methods. Also, each company has different writing format, so it is impossible to make use of its maneuvering data for the assessment. To overcome these weaknesses, our research focused on a quantitative evaluation on development organization, which is a part of organizational and administrative part of the technical proposal suggested and published by MIC. In this research, we divided development organization for the technical proposal into organization, teams, and team members, and then studied addition, deletion and merging for the assessment criteria. For the related study, we chose especially CMM(Capability Maturity Model) from a lot of international and national references, which is a model measuring the maturity of organization, and then we focused on Small-CMM which is available in the small-sized organization. We also suggested input form, description method, assessment elements for the quantitative assessment in the chosen developmental organization, and finally we proposed standard referencing criteria for the assessment. Our study concludes that our assessment method are valid and available in comparison with the previous Delphi method through a validity evaluation test.

• Korean Business Review
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• v.22 no.1
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• pp.45-75
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• 2009

Previous researches of organizational citizenship behavior have been focused mainly on organizations, and there have been only a few studies on the organizational citizenship behavior of nonprofit organizations. In particular, few empirical studies have been made on the relations among variables affecting the organizational citizenship behavior of profit and nonprofit organizations. Thus, this study attempted comparative analysis. According to the result of the analysis, in profit organizations, the fairness of procedure, emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior, as well as the fairness of distribution and perception of organizational support. In nonprofit organizations, on the contrary, the fairness of distribution, the fairness of procedure, and perception of organizational support were insignificant, and only emotional commitment and continuous commitment had a significant effect on organizational citizenship behavior. This study is meaningful in that it comparatively analyzed the effects of organization members' perception of fairness on organizational citizenship behavior in profit and nonprofit organizations, and its outcome may be utilized as a reference in future researches but it has a problem in external validity that poses a limitation in its generalization.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2008.10a
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• pp.299-303
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• 2008

In this paper, we discuss the schedule problems for Korean Professional Baseball League (KPBL) and propose approaches to solve these problems by applying Integer Programming. A schedule in a sport league must satisfy lots of constraints on timing such as organizational, attractiveness, and fairness requirements. Organizational requirements cover a set of rules which have to guarantee that all the games can be scheduled according to the regulations imposed by Korean Baseball Organization (KBO). Attractiveness requirements focus on what stadium visitors, television spectators, and the clubs expect, that is, a varied, eventful, and exciting season. Fairness requirements have to guarantee that no team is handicapped or favored in comparison with the others. In addition to finding a feasible schedule that meets all the constraints, the problem addressed in this paper has the additional complexity of having the objective of minimizing the travel costs and every team has the balancing number of the games in home. We formalize the KPBL problem into an optimization problem and adopt the concept of evolution strategy to solve it. Using the method proposed, it is efficient to find better results than approaches developed before.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2011.11a
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• pp.95-97
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• 2011

The purpose of this study is to suggest the development direction and performance analysis of design review system in design-build project. As a result of surveys, the fairness and transparency of design review system was abruptly increased. But local government has not fairness and transparency. Therefore this research has proposed the integration management and joint application of design review organization in design-build project. So, we expect that the transparency is raised in management of design review committee.

• Journal of the Korea Convergence Society
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• v.10 no.12
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• pp.353-360
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• 2019

This study analyzed the effect that an organization's leadership and work environment exerts on social worker's practice performance. The survey for data collection was conducted from July 4th 2019 to July 30th, 2019 among employees of social welfare facilities located in Gyeonggi province. We analyzed the data from 205 participants who had agreed on the purpose of the study. The data analysis showed that the factors for social worker's practice performance were found to be marital status, leadership (transformational leadership, transactional leadership) and work environment. On the other hand, work environment (fairness of job evaluation) was found to have a mediating effect in the relationship between leadership and practice performance. Based on the results, this study discussed the need for adequate leadership to be practiced by taking the maturity of the organization members into consideration so that social worker's professional competence in practice performance can improve. As for work environment, it is imperative to increase the fairness in job evaluation.