• Korean Journal of Psychosomatic Medicine
• /
• v.15 no.1
• /
• pp.35-43
• /
• 2007

Objectives : Recently, many authors investigated the relation of temperament and character to seasonality and the genetic factors in seasonality and personality. In this study, we investigated the relation between personality structure obtained from the psychobiological Temperament and Character Inventory (TCI) and self-reported seasonal variations in mood and behavior measured by the Seasonal Pattern Assessment Questionnaire (SPAQ). Methods : 600 high-school students who live in Seoul of Korea, were participated in this study. Subjects were surveyed with the Korean translation of the SPAQ of Rosenthal, an instrument for investigating mood and behavioral changes with respect to the seasons of the you. Korean version of the TCI of Cloninger was also used for assessment of personality. Results : Female students were significantly higher scores on harm avoidance, reward dependence, and cooperativeness than male students who had significant higher scores on persistence and self·transcendence than the formers. GSS were showed positive correlation with harm avoidance and self-transcendence, and negative correlation with cooperativeness and self-directedness. By employing logistic regressions, the regression coefficients of SAD were significantly negative in SD, and positive in ST. Also, the regression coefficients of S-SAD were significantly negative in CO, and positive in ST. Those with GSS at least 11 were significantly higher mean ST values compared to the remaining individuals, and those with worst in winter were significantly lower mean CO values compared to the remaining individuals. Those who considered the seasonality as a problem at least to a moderate degree were associated with high HA and ST. Conclusion : We add the evidence that the seasonality is related to the temperament and character. Although there have been many reports about the seasonality in relation to the temperament and character in foreign countries, there has been very limited report from Korea before. We hope that this result would be a helpful in the clinical field in Korea.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.6
• /
• pp.290-301
• /
• 2017

This study examined the causal relationship among the leadership type, organizational commitment, and job performance, and to improve the organizational performance and effective methods of human resource management in hospital organizations. The survey period was from October 6, 2016 to October 20, and 375 employees working in hospitals were selected for the final survey. To analyze the validity of the measurement variables, reliability and confirmatory factor analysis were conducted, and the covariance structure equation analysis was conducted to grasp the causal relationship among leadership, organizational commitment, and job performance. In conclusion, leadership, organizational commitment, and job performance were significantly different according to the occupation(p<0.05), age(p<0.05), and working period(p<0.05), and individual care(p<0.001) and conditional reward(p<0.001) showed a high causal relationship with the organizational commitment and job performance. In the future, leadership that can take care of the individual characteristics of the members of the organization and ability to demonstrate their competence will be needed, and it will be necessary to establish a reasonable compensation system after measuring the degree of achievement of work. In addition, leadership needs to be in place to promote organizational performance considering the job type, gender, age, and duration of work. Managers should make efforts to form an organizational culture and provide related education programs to improve loyalty and attachment of members to the organization.

• Journal of Service Research and Studies
• /
• v.7 no.4
• /
• pp.109-126
• /
• 2017

Designing cost-effective service recovery strategies mix has been recognized one of important issues by both service researchers and practitioners. In spite of the rising interest in them, there has been scarce studies on them. In this paper, we try to find cost-effective service recovery strategies mix via game-theoretic modeling. Especially, we focus on the possible incentives such as voucher type reward and service re-performance which have different cost structure. We investigated three questions about the topics as follows:(1) Should the service firm use the possible incentive scheme such as voucher and service re-performance for service recovery?, (2) How much voucher and service re-performance is adequate for service recovery under diverse service failure severity level?, (3) How much voucher and service re-performance is adequate for service recovery under diverse threshold level to make the customer repurchase? The results are as follows:(1) The use of both voucher and service re-performance for service recovery results in greater surplus for the service firm. (2) The higher gets the service failure severity level, the higher total incentives are required in the equilibrium. As service failure severity level gets higher, higher level of discount might be more useful to the service firm. However, service re-performance should be cut down above some critical level of service failure severity in the equilibrium. (3) The higher gets the threshold level to make the customer repurchase, the higher incentives are required in the equilibrium, and the higher portion of voucher incentive is required relative to that of service re-performance in the equilibrium.

• Asia pacific journal of information systems
• /
• v.22 no.3
• /
• pp.75-97
• /
• 2012

Knowledge residing in the heads of employees has always been regarded as one of the most critical resources within a firm. However, many tries to facilitate knowledge transfer among employees has been unsuccessful because of the motivational and cognitive problems between the knowledge source and the recipient. Social capital, which is defined as "the sum of the actual and potential resources embedded within, available through, derived from the network of relationships possessed by an individual or social unit [Nahapiet and Ghoshal, 1998]," is suggested to resolve these motivational and cognitive problems of knowledge transfer. In Social capital theory, there are two research streams. One insists that social capital strengthens group solidarity and brings up cooperative behaviors among group members, such as voluntary help to colleagues. Therefore, social capital can motivate an expert to transfer his/her knowledge to a colleague in need without any direct reward. The other stream insists that social capital provides an access to various resources that the owner of social capital doesn't possess directly. In knowledge transfer context, an employee with social capital can access and learn much knowledge from his/her colleagues. Therefore, social capital provides benefits to both the knowledge source and the recipient in different ways. However, prior research on knowledge transfer and social capital is mostly limited to either of the research stream of social capital and covered only the knowledge source's or the knowledge recipient's perspective. Social network theory which focuses on the structural dimension of social capital provides clear explanation about the in-depth mechanisms of social capital's two different benefits. 'Strong tie' builds up identification, trust, and emotional attachment between the knowledge source and the recipient; therefore, it motivates the knowledge source to transfer his/her knowledge to the recipient. On the other hand, 'weak tie' easily expands to 'diverse' knowledge sources because it does not take much effort to manage. Therefore, the real value of 'weak tie' comes from the 'diverse network structure,' not the 'weak tie' itself. It implies that the two different perspectives on strength of ties can co-exist. For example, an extroverted employee can manage many 'strong' ties with 'various' colleagues. In this regards, the individual-level structure of one's relationships as well as the dyadic-level relationship should be considered together to provide a holistic view of social capital. In addition, interaction effect between individual-level characteristics and dyadic-level characteristics can be examined, too. Based on these arguments, this study has following research questions. (1) How does the social capital of the knowledge source and the recipient influence knowledge transfer respectively? (2) How does the strength of ties between the knowledge source and the recipient influence knowledge transfer? (3) How does the social capital of the knowledge source and the recipient influence the effect of the strength of ties between the knowledge source and the recipient on knowledge transfer? Based on Social capital theory and Social network theory, a multi-level research model is developed to consider both the individual-level social capital of the knowledge source and the recipient and the dyadic-level strength of relationship between the knowledge source and the recipient. 'Cross-classified random effect model,' one of the multi-level analysis methods, is adopted to analyze the survey responses from 337 R&D employees. The results of analysis provide several findings. First, among three dimensions of the knowledge source's social capital, network centrality (i.e., structural dimension) shows the significant direct effect on knowledge transfer. On the other hand, the knowledge recipient's network centrality is not influential. Instead, it strengthens the influence of the strength of ties between the knowledge source and the recipient on knowledge transfer. It means that the knowledge source's network centrality does not directly increase knowledge transfer. Instead, by providing access to various knowledge sources, the network centrality provides only the context where the strong tie between the knowledge source and the recipient leads to effective knowledge transfer. In short, network centrality has indirect effect on knowledge transfer from the knowledge recipient's perspective, while it has direct effect from the knowledge source's perspective. This is the most important contribution of this research. In addition, contrary to the research hypothesis, company tenure of the knowledge recipient negatively influences knowledge transfer. It means that experienced employees do not look for new knowledge and stick to their own knowledge. This is also an interesting result. One of the possible reasons is the hierarchical culture of Korea, such as a fear of losing face in front of subordinates. In a research methodology perspective, multi-level analysis adopted in this study seems to be very promising in management research area which has a multi-level data structure, such as employee-team-department-company. In addition, social network analysis is also a promising research approach with an exploding availability of online social network data.

• Journal of Distribution Research
• /
• v.15 no.1
• /
• pp.25-47
• /
• 2010

CS is one of the major concerns of managers in the world because it is well known to be a key medium construct for firms' superior outcome. One of the major agents for CS management is retailers. Firms try to manage not only employees but also retailers to promote CS behaviors. And so diverse incentives are used to promote their CS behaviors under diverse channel setting such as multi-channel. However in spite of the rising needs there has been scarce studies on the optimal incentive structure for a manufacturer to offer competing retailers at the multi-channel. In this paper, we try to find better way for a manufacturer to promote the competing retailers' CS behaviors. We investigated how to promote the retailers' CS behavior via game-theoretic modeling. Especially, we focus on the possible incentive, CS bonus type reward introduced in the studies of Hauser, Simester, and Wernerfelt(1994) and Chu and Desai(1995). We build up a multi stage complete information game and derive a subgame perfect equilibrium using backward induction. Stages of the game are as following. (Stage 1) Manufacturer sets wholesale price(w) and CS bonus($\eta$). (Stage 2) Both retailers in competition set CS effort level($e_i$) and retail price($p_i$) simultaneously. (Stage 3) Consumers make purchasing decisions based on the manufacturer's initial reputation and retailers' CS efforts.

• Journal of Korea Technology Innovation Society
• /
• v.16 no.1
• /
• pp.323-345
• /
• 2013

In this paper, problems with the Korean system regulating the use of university royalties are identified and investigated in order to suggest measures to improve the system in a way that provides a better R&D environment at universities. The Delphi technique was used to gather data from royalty specialists at universities and government ministries. The first Delphi survey conducted used open questions to identify problems in the use of university royalties. Then, closed questions were used for the second Delphi survey. The number of responses and the frequency of answers were analyzed after the first survey, and validity, stability, and reliability analyses were conducted for the second survey. The measures suggested to improve the system regulating the use of university royalties are as follows: First, bonuses for researchers, which are currently 50% or more of collected royalties, need to be decreased, as they are rather high compared to similar bonuses in developed countries, which are around 30% of collected royalties. The guideline for limiting the bonuses, which is explained as XX% or less of collected royalties, is suggested to prevent the excessive use of royalties. Second, rewards for those who contribute to technology transfer and commercialization should be increased. It is also important to build a consensus around the need to reward those who contribute to technology transfer and commercialization. Third, the scale of re-investment into R&D needs to increase. Regulations on royalties should be meaningfully applied to create a positive feedback structure for R&D, which can be described as the process of research, R&D outcomes, technology transfer, collecting royalties, rewarding researchers, and re-investing in R&D. To build a university's R&D capability, re-investment into R&D needs to be regularized as XX% or more of royalties. Fourth, regulations on the royalties of ministries and universities need to be unified. Each category for using royalties needs to be regularized, with detailed matters such as the guideline, process and method for using royalties specified. Also, universities need to make their own specific regulations. Fifth, specific priorities on the use of royalties need to be suggested. Regulation is necessary for the categories that do not have guideline and priorities for the use of royalties. It is hoped that the findings of this research will contribute to reinforcing the R&D capability of universities.