• Asia pacific journal of information systems
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• v.12 no.1
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• pp.67-85
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• 2002

This study attempts (1) to analyze the changing pattern of organizational control by investigating the impacts of ERP implementations on the determinants of organizational control types and (2) to compare the performance variances based on the fitness between implementation of ERP and the changed mode of organizational control. Research results reveal that firms with ERP shows high degree of information integration, which partially affects the determinants of organizational control types. Also, results indicate that firms now with ERP shows the higher levels of both behavior and output control than without ERP, and the magnitude of change in behavior control level was greater than that of output control level. Finally, this research suggests that while the firms that implemented ERP for the purpose of quality and service improvement need to more focus on behavior control than on output control, the firms for the purpose of cost reduction need to excercise more output control in order to establish a cost effective control strategy.

• Asia Marketing Journal
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• v.16 no.3
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• pp.35-56
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• 2014

With rapid change and intensive competition in the global economy, the capability to capture, absorb, develop, and transfer new knowledge is a key organizational success factor. Through effective learning, companies are more likely to develop the innovation, quality, and responsiveness essential to meet the growing expectations of customers and the disruptive threats of competitors and new technologies. In the paper the role of technological innovation and its relationship to organizational learning in managing technology-based new products are examined. Several factors which can influence the rate and effectiveness of organizational learning are identified. Barriers to learning also are discussed. Finally, several managerial implications and propositions for future research on learning and technological innovation are advanced.

• Journal of the Korean Society for Library and Information Science
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• v.12
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• pp.87-120
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• 1985

The present study aims at identifying the nature of the organizational patterns for serial management and thus providing an assitance for decision-making in regards to how the serials in an individual library be processed. The premise of the paper is that effective management is ensued from adopting proper organizational arrangement. In the first part. attempts are made to bring to the fore the problems inherent in serial management and the efforts made for possible solutions. The main portion of the paper eximines the two outstanding patterns; namely, the decentralized arrangement patterned after the traditional functions of a library and the centralized one integrating such functions as acquisition, cataloging and information service. Both are examined in light of nature, development, applicability, strengths and weeknesses. Automation is viewed as a strong force for a change in organizing serial work as it has already brought about organizational change in some large libraries. The general conclusion is that a large collection(5,000 active titles or more) has much to benefit from a separate, specialized department. which integrates the related functions; and the smaller collection can be effectively treated like the rest of the library materials, assigning a specific unit responsible for serial work and promoting an informal communication activities which would bring about coordination and coorperation for the free flow of serial work.

• Journal of Information Technology Services
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• v.8 no.1
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• pp.143-163
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• 2009

The study investigates the challenge of knowledge maintenance in the KMSs. Knowledge pieces are the embodiment of structures in an organization and need to be modified tuned to environmental change over time. Since the change of knowledge in the KMS is not made automatically, it requires user's active participation which is called maintenance action. This study shows that users are not voluntary in taking maintenance action with empirical data based upon knowledge pieces that are already established in the KMS. This article shows that the intention of maintaining KMS is negatively influenced by KM-related culture, organizational culture and the authority of knowledge piece rather than the organizational demography. An organizational culture has an influence directly upon the intention of maintaining knowledge but influence upon KM-related culture or the authority of knowledge piece, the influence indirectly related to the intention of maintaining knowledge. It can be argued that the organizational demography have only meager influence upon the intention of maintaining knowledge only by KM-related culture. This research has the implication that what factors are to be considered in maintaining knowledge pieces over time for the organization managers.

• Journal of the Korean Society of Clothing and Textiles
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• v.20 no.4
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• pp.586-595
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• 1996

급변하는 국내외의 교역환경 변화에 따라 의류산업에도 새로운 경영 전략 수립이 요구되고 있다. Quick Response(QR)는 의류제품을 생산하는 기업의 경쟁력을 증가시키기 위해 소개된 새로운 경영 전략으로서, 유통 채녈 사이에 정보와 상품의 흐름을 효울화시켜 최대의 소비자 만족을 제공한다. 본 연구의 목적은 QR technologies의 사용현황을 밝히고 기업 특성과 QR technologies 사용수준과의 관계를 조사하였다. 종족변수는 QR technologies의 사용 수준이며, 선별된 독립변수들은 기업크기 (firm size), 기업전략 (organizational strategy), 제품종류(product category) , 패션변화(fashion change), 주기 적변화(seasonal change)였다. 조사대상은 미국 전역에서 무작위로 추출된 306개의 의류업체를 대상으로 하였으며, 1차 우편과 2차 전화로, 설문지를 통해 자료수집을 하였다. 설문 응답률은 47%(n=103)였고, 자료의 분석은 기술통계(i, e., 빈도, 퍼센트)와 비모수통계기법을 사용하였다. 가장 많이 사용되고 있는 QR technologies는 소량주문(small lot orders) , 단기 사이클 재단 계획 (short cycle cut planning)과 고객의 견이 반영 된 생산계획 (Production planning with customers)이였다. 가장 적게 사용되고 있는 QR technologies는 전자 재주문(electronic reorder)과 단위 생산 시스템 (unit production system)이 였다. QR technologies 사용수준에 관계가 있는 것은 기업크기 (firm size), 기업전략 (organizational strategy), 패션변화(fashion change) 임으로 나타났다. 의류업체의 크기가 클수록, 혁신적 선도기업 일수록, 패션변화가 큰 제품을 취급할수록 QR technologies의 사용수준이 높은 것으로 나타났다. 의류업체는 자원과 생산하는 제품종류에 따라 경영전략과 QR technologies의 사용수준이 다양하였다.

• The Journal of Industrial Distribution & Business
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• v.11 no.4
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• pp.7-18
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• 2020

Purpose: This research investigates the impact of technology adoption on organisation productivity. The framework has three independent variables viz. technological change, information technology (IT) infrastructure, and IT knowledge management and one dependent variable as organisational productivity. Research design, data and methodology: An explanatory research design with a quantitative research method was employed, and data was collected using a self-administered questionnaire using online as well as an offline survey. The sample consisted of 300 IT managers and senior-level executives (production as well as service team) in leading IT companies in Malaysia selected using snowball sampling. Normality and reliability assessment was performed in the first stage utilising SPSS 22, and Confirmatory Factory Analysis (CFA) was performed with maximum likelihood estimation to assess the internal consistency, convergent validity, and discriminant validity. Finally, Structural Equation Model (SEM) and path analysis are conducted using AMOS 22. Results: The research findings demonstrated that technological change and IT infrastructure positively and significantly impact the organisation's productivity while IT knowledge management has significant but negative impact on organizational productivity of IT companies in Malaysia. Conclusion: The research concludes that all three factors plays important role in deciding organizational producvity. Recommendations, implications, limitations and future research avenues are discussed.

• Korean Security Journal
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• no.10
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• pp.79-102
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• 2005

This study aims to present implications to the basic directions according to organization's own objectives, roles, physiology and changes, etc for private security being activated. The change in organization can lead to foster the foundation for coping with sharp social environmental changes. The fundamental factors leading organizational changes should include intentional, planned and future-oriented activities. This is because organizational changes can be achieved by organizational learning. Besides, organizational learning is indeed important in terms of improvement in business methods and security services, but it should be also much more examined than in any other organization, since business particularity lies in getting in most sensitive contact with customers on the spot. Therefore, this study aims to propose the developmental directions of organizational learning by positively exploring the basic learning directions according to the influences of organizational learning, focusing the organizational efficientization strategies coping with environmental changes on the organizational learning.

• Journal of Korea Society of Digital Industry and Information Management
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• v.12 no.3
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• pp.273-297
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• 2016

With research findings that the righteous and advanced society relies on the microscopic personal experience related to the justice as well as the perilous reality of 70% of corporate employees in all industrial environment, this study samples employees in the manufacturing and construction industry, both of which take up 40% of all industries, to look into how the awareness of the justice within their organizations influences the organizational commitment through psychological capital and occupational satisfaction; and to understand the beginnings for the macroscopic change. As a result of verifying the interrelationship between the justice and psychological factors, distributive justice and interactive justice are in a positive relationship with the psychological capital while procedural justice shows no influence; the procedural justice and interactive justice are positive with the occupational satisfaction whereas the distributive justice shows no influence. Also psychological capital appears positive with the occupational satisfaction and organizational commitment while occupational satisfaction is positively related to the organizational commitment.

• Journal of Korean Society for Quality Management
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• v.47 no.4
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• pp.667-685
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• 2019

Purpose: This paper aims to verify the effect of quality management activities on the performance through innovative culture moderated by organizational mindfulness support which supports organizational mindfulness that means the organization members' attention is stable, opened mind and sensitive to change. Methods: The survey was conducted for four weeks to participants who participated in education of the Korea Standard Association. We analyzed 265 data using SPSS MACRO PROCESS to verify the research model. Results: Research shows that quality management activities affect the performance by partially mediating of innovation culture moderated by organizational mindfulness support. In other words, the higher organizational mindfulness support, the stronger the mediated effect of innovation culture in relation to quality management activities and performance. Conclusion: In order to further enhance the impact of quality management activities on performance, we could see that organization is needed to support for education or learning that can improve organizational mindfulness.

• International Journal of Quality Innovation
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• v.7 no.1
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• pp.195-205
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• 2006

Both the total quality management (TQM) and learning organization (LO) appear to be promising approaches for organizational transformation towards a more effective, efficient, and responsive organization in the past. The evolutionary development and theory supports for these two fields are distinct but they appear to have more in common than they have in distinctiveness. However, there is little synergy developed between these two fields both in academic research and industrial applications. It is possibly due to the fact that both the academia and industry are taking a limiting polarized view of TQM and LO and hence not getting the benefits of linking the two. This paper tries to establish a link between the organizational learning capability and the quality culture for TQM implementation based on a case study on the largest vocational education institution, the Vocational Training Council, of Hong Kong. The study reveals that there is a strong positive correlation between organizational learning capability and quality culture. The exploratory explanations for the links between the organizational learning capability constructs and the quality culture constructs are also discussed in this paper. The findings of the study support other literatures that TQM should be embedded in LO and serves as an enabler for organizational learning (OL) in transforming and creating organizations which continuously expand their abilities to change and shape their future.