• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.253-260
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• 2017

Due to dramatic changes in the trend of corporate management in economics, labor and government, companies are being asked to adapt creative and innovative organizational culture in order to keep sustainability. Under the circumstances, flexible working hour becomes one of very effective method for organization culture improvement. Recently, M company has introduced the new policy of working hours that employees can choose a couple of different time options depending on their personal situations. And it turns out to be very effective to work & life balance, increasing organizational vitality, improving efficiency of business and productivity, recruitment of core human resources, and prevention of deviation; both team and personal performance levels has significantly improved. Therefore, it is highly recommended to adapt flexible working policies for companies seeking for a long term, sustainable corporate vision.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.977-998
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• 2023

The study is based on the technology-organization-environment (TOE) model which, attempted to determine the factors that are going to influence ICT adoption. The proposed research model evaluates the interplay among technological context (IT infrastructure, system security, and user capacity), organizational context (top management commitment, and innovations strategies), environmental context (quick response to the external agencies, interactive network infrastructure, and competitive pressure) and ICT adoption (productivity growth, organizational change, and competitiveness). Data were collected from 243 senior executives of full member firms of the Bangladesh Garments and Manufacturers Association (BGMEA) of examining the relationships among the constructs in the proposed framework utilizing structural equation modeling (SEM). The analysis of TOE factors revealed that environmental, organizational, and technological factors have a significant impact on the successful implementation of ICT tools. The study also discusses implications for management practitioners.

• Korean Journal of Community Nutrition
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• v.4 no.3
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• pp.441-453
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• 1999

This study aims to investigate the effects of job characteristics and work on both organizational commitment and job satisfaction of the school foodservice dietitian for the purpose of providing information for quality improvement in productivity of school foodservice. The subjects were 401 school foodservice dietitians in Taegu and the Kyungpook area. The survey questionnaires consisted of five parts including demographic characteristics, job characteristics(JCI), work values, organizational commitment(OCQ) and job satisfaction(JDI). More than half of the subjects(65.3%) were between the age of 26 to 30 years. Seventy-one percent of the participants had bachelor’s degrees and monthly wages of 83.2% ranged from 700,000 to 1,200,000 won. The education of thedietitians was found to have a significant relatinship with job satisfaction in all fields. Job characteristics such as feedback, job characcteristics such as job autonomy, feedback and friendship were positively correlated with job satisfaction. The group of dietitians with high work value scores for work as a central life interest had significantly high scores in organizational commitment(p<0.01) and overall job satisfaction(p<0.05). Job satisfaction such as work-itself, pay, supervision, promotion and co-workers were positively correlated with organizational commitment. According to the Lisrel program, organizational commitment was affected by educational level(-0.23). Job satisfaction was also affected by educational level(-0.18), autonomy(0.24), friendship(0.12), feedback(0.08), individualism(-0.07) and organizational commitment(0.44) directly. In conclusion, school foodservice dietitians may increase the level of their commitment to organization and job satisfaction by increasing autonomy, feedback adn friendship of job characteristics and work values.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.4
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• pp.79-89
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• 2016

FDI has been considered as a source of competitive advantage by bringing scientific and technological innovation capabilities to domestic firms via organizational learning. Acquiring knowledge and technology by learning accelerates firms to be innovative. In the way of innovation, firms seek for innovation as a whole but innovation can be clarified as two different parts, product and process innovation. Different from product and process innovation, organizational innovation is not directly related to productivity or outcome but it is closely related to product and process innovations. As a kind of firm innovation, organizational innovation may be considered as preceding product and process innovation and it may positively mediate the relationship between in-bound FDI and firms' product and process innovations. In this paper, the relationship between FDI and product and process innovation will be explained by organizational learning and the way of organizational innovation affects to the relationship will be examined.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.539-549
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• 2009

Purpose: The purpose of this study was to identify the relationships among trait anger, anger expression, job satisfaction, job commitment, and organizational performance, and especially to verify the effect of anger experience on organizational performance. Method: A descriptive study was conducted using a convenient sample. Data were collected by a self-report questionnaire from 671 clinical nurses in three university hospitals and analyzed by using SPSS 14.0 Win program with descriptive statistics, t-test, ANOVA, pearson correlation coefficient, and stepwise multiple regression. Result: Organizational performance was significantly correlated with trait anger, anger expression-in, anger expression-out, anger control, job satisfaction, and job commitment. Multiple regression analysis showed that organizational performance was significantly predicted by job commitment, job satisfaction, educational level (university graduation), anger control, and working place (operative room), and 34.7% was explained by these variables. Conclusions: Out of anger expression, anger control significantly affected on organizational performance together with job commitment and job satisfaction. From this result, it could be concluded that nursing intervention for anger control have a positive effect on improving organizational performance. Further studies are needed to develop and test the effect of nursing intervention programs for anger control.

• Journal of Korea Society of Digital Industry and Information Management
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• v.14 no.4
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• pp.189-204
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• 2018

The purpose of this study is to examine an organizational performance difference by individual utilization level of the smart work. The Smart work help minimizing business process and improving organization productivity based on information technology. This new technology provides a flexible way of the task through smart-work center, videoconferencing, telecommuting, mobile(remote control) and business-only messenger. This investment changes organizational culture, institutions and behavior by new technology applying. The organization system change due to smart work has trouble between alteration preferences and existing maintains a group. In response, the organization should make investment justification of smart work for institutional and culture stabilized by a new system in organization. I set up the analytical process of four stages for empirical research. It will analyze an operation difference of the smart work between pre and post investment in the first-step analysis. The two-step analysis will conduct a text mining analysis of smart work operations. The three-step analysis will identify organization performance differences among individual levels in smart work. The four-step analysis will identify a factor difference in organizational performance by individual utilization level on smart work. According to the study, It has been revealed a difference between the pre and post investment performance on smart work. The text mining analyses many appeared an improvement opinion of organizational culture. Next, there is a difference in organization performance among utilize groups of smart work. Furthermore, the factors of organizational performance among groups appeared differently. The theoretical contribution of this study provided to expand the organizational theory of organization change and resistance. The practical implications provided to require a strong guideline an organizational culture and institution for smart work.

• Asia pacific journal of information systems
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• v.9 no.3
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• pp.127-142
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• 1999

There have been strong arguments that the best organizational type for the information society is a network organization which is intelligent and learning-oriented as well as has problem solving capacities rather than a traditional passive organization which strictly follows standard operating procedures. In this perspective, integrated information work environment emerges as attractive work environment for the 21st century. Integrated information work environment is defined as an integrated electronic environment that is available to and readily accessible be each employee and is structured to provide immediate, individualized on-line access to the full range of information, software, guidance, advice and assistance, data, images, tools, and assessment and monitoring systems to permit job performance with minimal support and intervention by others. Case study was performed to measure the productivity improvement by implementing integrated information work environment in life insurance company. The results show that there is a number of indications of strong work productivity improvements.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.2
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• pp.73-79
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• 2018

The purpose of this study is to explore how small and medium enterprises in India has identified the opportunities and challenges in adopting the Web 3.0 technologies to improve their productivity and efficiency. After an in-depth literature review, researchers framed a semi-structured questionnaire with open-ended questions for collecting responses from managers working in 40 Indian SME's representing five key economic sectors. The collected data was analyzed, and themes were encoded using the NVivo 11 computer-assisted qualitative data analysis software. Content analysis was used to analyze the data collected with the semi-structured interviews. This study identified five key themes and 12 subthemes illustrating the key advantages and challenges as perceived by the managerial leadership of SMEs. The five key themes identified in this study include integration of data and services, the creation of new functionalities, privacy and security, financial and technological challenges, and organizational challenges. The results of this study will benefit the organizational leadership of SMEs in planning and developing their short-term and long-term information systems strategies and will enable SME leaders to make optimal use of their information technology assets, improving the productivity and competitiveness of the firms. Web 3.0 technologies are considered as emerging technologies, so the advantages and challenges of using these technologies for SMEs have not been explored in the context of emerging economies, such as India.

• Korean Journal of Occupational Health Nursing
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• v.23 no.3
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• pp.134-145
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• 2014

Purpose: The purpose of this study was to identify factors affecting clinical nurses' presenteeism. Methods: A descriptive cross-sectional design was used in which participants completed self-report questionnaires that consisted of measures for nurses' job satisfaction, job stress, professionalism and presenteeism. 267 nurses working in general hospital participated in this study. Logistic regression analysis was used to estimate predictors of the presenteeism in clinical nurses. Results: 250 nurses experienced one or more health problems last one month. The group who experienced presenteeism during the last one year had significant differences in professionalism and perceived productivity. Predictors of sickness presenteeism in clinical nurses included work experience, total health problem and last 1 year absenteeism. Last 1 year absenteeism and total health problem were strongly related to presenteeism in clinical nurses. Conclusion: Major findings of this study indicated that in dealing with nurses' presenteeism, not only managing nurses' job stress and job satisfaction but also providing flexible work schedule and increasing staffing level as an organizational approach are necessary to be considered. Further repeated and expanded research is needed to explore the multidimensional aspects of nurses' presenteeism including a broad range of work setting and the influence of Korean nurses' organizational culture on presenteeism.

• Asia pacific journal of information systems
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• v.32 no.3
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• pp.537-563
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• 2022

This study investigates the adoption and application of digital transformation in the financial sector and analyzes the process and outcomes of digitization and digitalization in the field of the finance industry of South Korea and overseas, in order to seek both managerial and strategic implications for successful implementation of digital transformation in the future. The findings show that, for successful digital transformation, it is necessary to maximize active and systematic use of advanced online and digital technologies that form the basis of business and create an open, horizontal organizational culture and communication system to equally share and distribute advanced technologies and competencies through the entire organization. Furthermore, this study also discovers the legitimacy to concentrate the organizational competencies and know-how in providing technical training for members, expanding customer experience, and improving customer satisfaction services to contribute to improving the quality of life for members of the organization and creating and improving social and public infrastructures, instead of using digital transformation only to improve productivity of organizations or firms. As such, it is necessary to concentrate corporate competencies in establishing and supplying digital transformation that is not just human-centered but also has productivity, innovativeness, and reliability at the same time.