• The Journal of Information Systems
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• v.21 no.1
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• pp.153-172
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• 2012

The purpose of this study is twofold: first, to identify the factors affecting the relationships between the organizational context for work innovation(organizational citizenship behaviors, IS innovation resistance, and user IT capability) and the intention of ERP extension usage, and second, to examine the mediating effect of the ERP performance on the relationships between the ERP adaptation and the intention of ERP extension usage. In order to achieve the goals of this study, data were obtained from 304 members of the seven organizations such as manufacturers, distributors and service industries, and were analyzed by using SPSS 12.0 and AMOS 5.0. The study results are as follows. There were positive effects of the organizational citizenship behaviors and the user IT capability on the change management activity. The IS innovation resistance had a negative effects on the change management activity. The change management activity had a positive effect on the ERP adaptation. The ERP adaptation had a positive effect on the ERP performance and the intention of ERP extension usage. The ERP performance had a positive effect on the intention of ERP extension usage. In addition, there was a partial mediating effect of the ERP performance on the relationships between ERP adaptation and intention of ERP extension usage. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

• Journal of Families and Better Life
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• v.23 no.5 s.77
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• pp.27-38
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• 2005

There have been many requests for development of senior housing in Korea. Therefore it was very important to review how senior houses are established and managed in other countries. In this point, this research compared the actual conditions of the homes for the elderly in the U.K, U.S.A and Japan. Through the process, this research aimed to find the implications for Korea. The research was conducted by the literature review on senior congregate housing with Franklin's(1998) social constructionism perspective. This kind of research might be utilized as a theoretical framework for performance of any systems of housing for the aged. In this study, the researchers suggested the implications of senior congregate housing as follows. Firstly, in terms of structural context, government in the U.K, U.S.A., and Japan were positively concerned with solving the housing problems for senior citizens despite some differences. Secondly, from an institutional context, institutions related with provision, construction, and management of senior congregate housing were systematically consolidated and they all adapted the housing and welfare policy. Thirdly, in organizational context, there was an organization in charge of provision and management that exclusively oversaw the housing for the elderly in both the public and private sectors. Fourthly, in operational context, standards regarding space were clearly set both for individual units and common spaces as well as for facilities and services for the residents. Finally in terms of intersubjective context, the competency of housing manager and ways to involve the families which were important for residents' independent life were under study.

• Journal of Families and Better Life
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• v.22 no.1
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• pp.103-114
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• 2004

This study was performed by the literature review on housing of the aged in Korea with social constructionism perspective. This kind of research may be utilized as a theoretical framework for performance of any systems of housing for the aged. In terms of structural context, the value of conventional custom of filial piety thoughts and duty for family are being collapsed, which nay be suitable to the change of society, should be considered for positive acceptance of changes in ideology. In terms of institutional context, a method to grope for housing for the aged should be established through amicable cooperation between organizations of legalization concerned. In terms of organizational context, there is no organization that exclusively concern housing for the aged until now, thus, development of concrete manual is required for jobs of service in current department of policy for the aged. In terms of operational context, the service may include the understanding of characteristics of the aged and design of housing may also change the service of administration, and as cooperation in the local community care systems may change the service to the aged in the field. Connection of these services and operation of these organizations nay be required in the field to manage housing. Finally in terms of intersubjective context, as the form and method of housing management service is important, with understanding of the social meaning and importance on the role of manager.

• Korean Management Science Review
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• v.13 no.1
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• pp.71-95
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• 1996

Many researchers have studied the theme on CASE technology. However, there are no many researches which lightened the diffusion of CASE technology and organizational change. The purpose of this study is to investigate the factors that influence on the diffusion of CASE technology and the way how IS organization changes as a result of the diffusion. We exploited a case study research as a methodology. We selected five software development firms which possessed the leading IS technology abilities as the case companies. We realized that the diffusion of CASE technology proceeded under the three context variables - managerial context of information systems, the intent and behavior of key players and implementation strategy of organization - to enhance the performance of information systems. The contribution of this study is to clarify the change of IS organization as a result of CASE technology diffusion. This study has the limitation that tried to analyze the organizational change only in a direction.

• Korean Management Science Review
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• v.15 no.2
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• pp.161-175
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• 1998

As organizations have come to be more complex and diverse, management has come to spend an increasing proportion of its time and efforts in handling organization conflict. Moreover, organizational conflict problems are often not recognized until the balance of interests is destroyed or a radical organizational change such as BPR takes place. Once an organizational conflict arises, however, it reduces corporate synergy seriously, leading to organizational ineffectiveness. Therefore, it is important to identify the cause of organizational conflict in advance and resolve it based on the proper diagnosis as early as possible lest it should undermine the organizational effectiveness. We propose a method that facilitates diagnosing potential organizational conflict and determining appropriate strategy to the conflict, based on the analysis of cognitive maps. To support the application of the method in the real world context, a computerized tool is introduced. The working procedures of the method and the features of the tool are illustrated with their application to the real case of the cable TV home shopping company.

• Journal of Distribution Science
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• v.15 no.1
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• pp.43-49
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• 2017

Purpose - This study is to integrate organizational factors into UCD process. For this research purpose, we investigated the organizational factors which influence people behaviors in the context of user-centred design practice(UCP). And this study presents organizational culture, organizational learning and change management as the organizational factors. Especially, this study is to investigate how change management influences the relationship between the organizational culture/learning and UCD performance. Research design, data, and methodology - Using the survey methodology with a questionnaire, this study distributed the questionnaire to the experienced 112 practitioners of user-centred design practice in 52 Korean small and medium companies. The organizations differed in range and size from medium-scale, which is under 100 of employees, and to small-scale, which is from 100 to 500. Results - Organizational culture and organizational learning have positive effects on user-centred design practice performance as expected. And change management strengthens the positive relationship between organizational learning and user-centred design practice performance but has no effect on the relationship between organizational culture and user-centred design practice performance. Conclusions - This is the first empirical study of investigating and demonstrating some key organizational factors' relationships and UCD performance of an organization, which will support to institutionalize UCD within an organization, providing theoretical foundations.

• Korean Journal of Childcare and Education
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• v.13 no.1
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• pp.1-17
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• 2017

Objective: The purpose of the present study was to investigate the structural relations among kindergartens director's servant leadership, ego resilience and organizational commitment of kindergarten teachers. Methods: The subjects in this study were 387 kindergarten teachers working in B city. A director's servant leadership, kindergarten teacher's ego resilience and organizational commitment were assessed by a teacher-reported questionnaire. The collected data were analyzed using descriptive statistics, Pearson's product-moment correlation, and a structural equation model using the Bootstrapping method. Results: First, there were significant relationships among the variables analyzed in this research, namely, a director's servant leadership, kindergarten teacher's ego resilience and organizational commitment. Second, Teacher's ego resilience partially mediated the effect of a director's servant leadership upon kindergarten teacher'organizational commitment. Conclusion/Implications: Results suggest the importance of a director's role in the context of improving kindergarten teacher's ego resilience and organizational commitment.

• Asia pacific journal of information systems
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• v.32 no.1
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• pp.151-167
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• 2022

This paper is motivated by social influence theory implying the multilevel nature of knowledge management (KM) in an organization. Organizational knowledge is generated and distributed by individuals from different groups across organizational boundaries. Its transfers are supported by IS/IT practice, i.e., the individual and collective use of the technology available in the organization. I propose a multilevel perspective to explain how IS/IT practice supports multilevel KM capabilities to manage organizational knowledge successfully and how the effectiveness of multilevel KM capabilities expands into the improvement of multilevel task-related organizational performance. The multilevel KM theory extends the knowledge-based view of the firm by describing the dynamic process through which strategic values of knowledge are generated by IS/IT practice across the organizational levels. This paper also discusses multilevel insights on the strategic value of organizational learning based on the social context of organizations.

• Korean Journal of Occupational Health Nursing
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• v.31 no.2
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• pp.66-76
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• 2022

Purpose: This study aimed to explore the constructs and context of hospital nurses' organizational silence. Methods: In-depth interviews were conducted with 17 nurses in small-middle general hospitals as well as big university hospitals. We then derived the key themes using grounded theory method. Results: Nine themes and 30 sub-themes were derived: "Willing to be recognized for performance rather than saying", "Getting used to the hard-to-speak climate", "Face the reality that does not change when said", "Complicated situation that prevents self-regulating decision-making", "Conflicts that are difficult to confront", "Unfair responsibilities that I want to evade", "Leaders who don't support me", and "Being blocked in communication". Consequently, the nurses learned to adopt a climate of silence and "learned organizational silence" behavior. They experienced that prosocial silence was essential for obtaining approval as a member of the group, and defensive silence for protecting themselves in the hierarchical structure and unfair responsibilities. Acquiescent silence originated from a futile relationship with their supervisors, one-way communications, and the unsupportive management system, in which three types of silence appeared sequentially or in combination with each other. Conclusion: Based on these results, nursing managers should identify the context of nurses' organizational silence and should lessen these silence behaviors.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.2
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• pp.206-214
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• 2014

Purpose: In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self- leadership, and empowerment. Methods: Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program. Results: Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture. Conclusion: Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.