• Asia Marketing Journal
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• v.15 no.2
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• pp.175-194
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• 2013

The purpose of this study is to investigate the effects of the locomotion orientation on salespeople' sales performance with the mediating effect of selling behavior(adaptive selling behavior, SOCO). And we figure out the relationship between customer-oriented selling behavior and adaptive selling behavior because those relationships are not clear. The authors infer research hypotheses based on literature review. We have confirmed the reliability and validity test and those results can be acceptable. Hypotheses test were conducted with structural equation modeling, AMOS. All paths in the research model reasoned by authors have been supported statistically at the significant level. This study with the theoretical implications is as follows. First, this study is the first attempt to investigate the path between locomotion orientation and adaptive selling behavior and SOCO. Secondly, there is an empirical conflict between our study and Franke and Park(2006)'s study. Our study was contradictory to Franke and Park(2006)'s consequences. And so, figuring out clearly those causal paths remains. This study with practical implications are as follows. First of all, the salespeople' selling performance was affected by adaptive selling behavior, customer-oriented selling behavior, and sales-oriented activities, such as the importance of selling behavior once again proven. It is necessary to enhance the capabilities that can be transformed into action appropriate to the needs of customers each sales step-by-step in the process of salespeople for various system through education and incentives, and to interact with customers and understand their customers relative to salespeople will. In order to enhance adaptive selling behavior, the company needs to do educational program and monitoring system with the positional promotion when salespeople get the high adaptive selling behavior. Secondly, the locomotion orientation of the salespeople is to cause this selling behavior. Management style to increase locomotion orientation is needed, which means, salespeople' superior about something should be conducted. In order to stimulate the selling behavior of the salespeople, most supervisors should use some managerial tools such as feedback, engagement, and rewards.

• Korean Journal of Culture and Social Issue
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• v.18 no.2
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• pp.153-167
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• 2012

This study was focused on five factors of Hasteful behavior and conducted to examine characteristics of the factors with relationship between Hasteful behavior and type A behavior. 207 adults(18-59 aged) answered the Hasteful Behavior Questionnaire and Type A Behavior Questionnaire. 136 items in established type A behavior or type A personality scale were collected. 136 items were reduced to 6 factors and 29 items. The components of Type A Behavior consists of success striving, impatience, failure anxiety, job immersion, activity, quickness. The factor analysis of Hasteful Behavior resulted in five factors. This was consistent in priority research. Each factors of Hasteful Behavior and type A behavior showed positive correlation. Hasteful behavior under time pressure had positive relations with success striving, failure anxiety, job immersion, activity, and quickness. Hasteful behavior under uncomfortable or isolation had a relation with impatience. Hasteful behavior in bordem had positive relations success striving, activity and quickness. Hasteful behavior in expectation of rewards had positive relations with success striving, impatience, failure anxiety, and quickness.

• Journal of the Korea Society of Computer and Information
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• v.28 no.11
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• pp.181-190
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• 2023

In this paper is a descriptive survey research to compare correlations among the job stress, job satisfaction, emotional labor, and turnover intention of nurses between the comprehensive nursing care service and general wards. The subjects include total 185 nurses that consisted of 93 nurses at the comprehensive nursing care service ward and 92 at the General Ward. Results of this study are as follows; The study analyzed correlations among the job stress, job satisfaction, emotional labor, and turnover intention of nurses at the comprehensive nursing care service and general wards and found that both the groups showed significant positive correlations between job stress and emotional labor, between job stress and turnover intention, and between emotional labor and turnover intention, which indicates that higher job stress led to higher emotional labor and that higher job stress and emotional labor led to higher turnover intention. These findings raise a need to increase the manpower standard, offer proper rewards, and improve the work environment and treatment for nurses, who play the pivotal roles at the hospital organization, to solve their increased job stress and emotional labor issues and ultimately ensure the successful expansion of the comprehensive nursing care service system. There should be multifaceted efforts to reduce the turnover of skilled nurses that are capable of providing quality nursing service.

• Knowledge Management Research
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• v.24 no.4
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• pp.177-193
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• 2023

This study explores the role of organizational culture, job characteristics, and work values and orientation in shaping the competitiveness of a multinational company (MNC) based in Korea. The purpose of the study was to examine the impact of these variables on the competitiveness attributes of the organizational culture profile through MR-QAP analysis. Data were collected from 161 employees in 15 different teams at a Korean automotive company headquartered in Seoul. The results of the study revealed the impact of network characteristics associated with competitive organizational culture on competitiveness. 'found to have a negative effect on competitiveness. Among the organizational culture profiles, social responsibility, supportiveness, innovation, and performance orientation have a significant positive effect on competitive organizational culture, while emphasis on rewards and stability have no significant effect. These findings provide practical implications for understanding the complex dynamics of organizational culture and promoting strategic approaches to enhance organizational competitiveness.

• Convergence Security Journal
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• v.23 no.5
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• pp.81-89
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• 2023

Kubernetes is a representative open-source software for container orchestration, playing a crucial role in monitoring and managing resources allocated to containers. As container environments become prevalent, security threats targeting containers continue to rise, with resource exhaustion attacks being a prominent example. These attacks involve distributing malicious crypto-mining software in containerized form to hijack computing resources, thereby affecting the operation of the host and other containers that share resources. Previous research has focused on detecting resource depletion attacks, so technology to respond when attacks occur is lacking. This paper proposes a reinforcement learning-based dynamic resource management framework for detecting and responding to resource exhaustion attacks and malicious containers running in Kubernetes environments. To achieve this, we define the environment's state, actions, and rewards from the perspective of responding to resource exhaustion attacks using reinforcement learning. It is expected that the proposed methodology will contribute to establishing a robust defense against resource exhaustion attacks in container environments

• Asia-Pacific Journal of Business
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• v.14 no.4
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• pp.87-113
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• 2023

Purpose - Focusing on Haier, a successful corporate venture in China, we analyse the operating mechanism and success factors of corporate venture, and reveal the necessary factors for the successful implementation of corporate venture. Design/methodology/approach - This study is a single case study centred on Haier, a successful corporate venture in China. Findings - The operational process of Haier's corporate venture includes six key aspects: project selection, team building, resource allocation and support, project implementation, risk control measures, performance evaluation and rewards. In terms of success factors, the support of top management with leadership capability of value creation and sharing is very important for the success of corporate venture. Secondly, a multi reward mechanism can be introduced to motivate employees and improve performance. Thirdly, it is important to integrate corporate culture into the operating mechanism of an corporate venture. Fourthly, flexible operations that break down rigid organisational boundaries and transform the organisation into a more open platform for entrepreneurship can increase the likelihood of success. Finally, empowering employees with operational discretion can also have a positive impact on the success of an Corporate Venture. Research implications or Originality - This study contributes to theory and practice by analysing the success conditions of corporate venture, providing new understanding and drawing new perspectives, especially from the experience of Haier. The results suggest strategies and flexibility for successfully pursuing corporate venture, and provide important experience for international companies to help them gain competitive advantage in global competition. It also helps corporate leaders to promote new directions and innovations and improve their strategies to respond to dynamic environments.

• Journal of the Korea Society of Computer and Information
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• v.29 no.4
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• pp.135-143
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• 2024

This study investigates the impact of transactional leadership on job performance(team performance) and job satisfaction, with a focus on the mediating effect of job engagement. This study highlights the significance of contingent rewards and management by exception, components of transactional leadership, in motivating organizational members towards achievement and maintaining high performance levels. Through analysis, this research aims to demonstrate how transactional leadership affects employees' job engagement, subsequently influencing job performance and satisfaction. By understanding the role of job engagement as a mediator, organizations can adjust leadership styles and enhance job engagement, ultimately improving organizational performance and employee satisfaction. The findings suggest a composite approach to leadership, integrating both transactional and transformational elements, is more effective in fostering high job performance and satisfaction among employees. This study provides insights into developing strategies to boost job engagement and optimize leadership practices for better organizational outcomes.

• International Journal of Internet, Broadcasting and Communication
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• v.16 no.2
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• pp.149-160
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• 2024

For examining Web3.0 video streaming (VS) platforms in terms of the decentralized technology, tokenization and decentralized autonomous organization (DAO), we look at four platforms like DLive, DTube, Livepeer, and Theta Network (Theta). As a result, DLive which firstly partnered with Medianova for CDN and with Theta for peer to peer (P2P) network and migrates to Tron blockchain (BC), receives no commission from what creators earn, gives rewards to viewers by measuring engagement, and incentivizes participation by allowing 20% of donation & fees for funding development, 5% to BitTorrent Token (BTT) stakeholders (among these 5%, 20% to partners, 80% to other BTT stakeholders). DTube on its own lower-layer BC, Avalon, offers InterPlanetary File System (IPFS), gives 90% of the created value to creators or curators, and try to empower the community. Livepeer on Ethereum BC offers decentralized CDN, P2P, gives Livepeer Token (LPT) as incentive for network participants, and delegators can stake their LPT to orchestrators doing good. Theta on its native BC pulls streams from peering caching nodes, creates P2P network, gives Theta utility token, TFUEL for caching or relay nodes contributors, and allows Theta governance token, THETA as staking token. We contribute to the categorization of Web3.0 VS platforms: DLive and DTube reduce the risk of platform censorship, promote the diverse content, and allow the community to lead to more user-friendly environments. On the other hand, Livepeer and Theta provide new methods to stream content, but they have some differences. Whereas Livepeer focuses on the transcoding layer, Theta concentrates both on the video application layer and content delivery layer. It means, Theta tries to deliver value to all participants by enhancing network quality, reducing CDN cost, and rewarding users in utility tokens for the storage and bandwidth they provide.

• 한국벤처창업학회:학술대회논문집
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• 2006.04a
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• pp.167-201
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• 2006

Korean corporations are transforming their vertical operational structure to a team-based structure to compete in the rapidly changing environment and for improved performance. However, a high percentage of the respondents in KBS said that despite the appearance of the present team structure, the organization operates much like a vertically-structured organization. This result can be attributed to the lack of study and implementation toward the goal of empowerment, the key variable for the success of the team-based structure. This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the Questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. For the longitudinal-study, six categories that were common to this study and "The Report of the Findings of KBS Employees' View of the Team Structure" were selected. The comparative study analyzed the changes in a ten-month period. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Korean Journal of Cognitive Science
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• v.27 no.3
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• pp.441-467
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• 2016

This fMRI study is aim to investigate effects of competitive environment in cognitive empathic process in human brain. Empathy is known as a crucial factor for human's adaptive behavior in aspects of social cognition and it is almost automatic process, on the other hand competitive situation is psychologically devastated environment to win someone for getting rewards. We hypnotized that reading and understanding of other person's mind are a specific characteristic related to survival evolutionarily, however competition would have an effect on the empathic cognitive process because of mechanisms of competition. To manipulate the competitive atmosphere, one researcher took a role of competitor against participants and they were instructed to get monetary rewards when their performance was better than a competitor. 21 participants(9 males and 12 females) performed to judge the emotional valence of the empathic task consisted of illustrated images with various situation could be experienced in real world as on $1^{st}$ person perspective in both competitive and non-competitive condition, and did same performance with objects stimulus in control condition. In order to examine the competition effects on empathic process,, hemodynamic response were obtained during fMRI session and the imaging data were analyzed to identify brain regions where responses to each condition across the two consecutive runs. Participants' reaction time in competitive condition was faster statistically significant than non-competitive one. Activation for competitive condition increased in the following areas: ACC, mPFC, SMG, thalamus extended caudate and Nacc, parahippocampal gyrus, and for non-competitive condition increased paracingulate gyrus, temporal pole, vmPFC, superior occipital gyrus. As a result of regression analysis using empathic scores as covariance, the rSMG, IFG, fusiform gyrus, thalamus, putamen were correlated with higher empathic levels, and TPJ were correlated with lower empathic scores. We suggest that these observations could mean competitive environment have an effect on neural base of cognitive empathic process.