• Journal of Digital Convergence
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• v.20 no.3
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• pp.157-167
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• 2022

This study was conducted to confirm the relationship between the proactive accounts receivable management of SMEs on credit sales decision making and business performance, and to derive effective accounts receivable management plan and systematic credit sales decision making plan. Based on 455 copies of data collected through a survey targeting SMEs, it was confirmed through factor analysis, reliability analysis, confirmatory factor analysis, and model fit verification, and the research hypothesis was verified with a structural equation model. As a result of the verification, credit rating had a positive effect on financial performance, sales performance and credit sales decision, while credit control had a positive effect on financial performance, while negative effect on sales performance and credit sales decision. In the mediating effect hypothesis test, credit sales decision had a positive effect between credit rating and business performance and a negative effect between credit control and business performance. The study suggests that if small and medium-sized enterprises improve their business performance through effective accounts receivable management, they can create a synergistic effect in enhancing the business performance of companies if they simultaneously improve their proactive accounts receivable management and credit sales decision ability. Future research is required to study the impact of factors such as segmentation of research subjects and credit transaction motives and accounts receivables management.

• Journal of Intelligence and Information Systems
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• v.29 no.2
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• pp.189-217
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• 2023

The metaverse is a virtual world where individuals engage in social, economic, and cultural activities using avatars, which represent an alternate version of oneself within the virtual realm. While the metaverse has garnered global attention recently, research exploring the identity manifested through avatars within the metaverse remains limited. This study investigates the influence of four IT artifact characteristics related to avatar usage in the metaverse-avatar representation, avatar copresence, avatar profiling, and avatar-space interaction-on perceived avatar identity verification. A survey was conducted with 196 experienced users of the Zepeto platform, and hypotheses were tested using structural equation modeling. The analysis results indicate that the use of IT artifacts enabling avatar representation, avatar copresence, and avatar-space interaction has a positive impact on perceived avatar identity verification. This achieved self-verification indirectly influences the satisfaction and subsequent intention to continue using the metaverse. This study contributes to the academic field by empirically verifying the metaverse technological factors that influence the projected identity onto avatars within the metaverse. Furthermore, it is expected to provide effective guidelines for metaverse platform companies in designing and implementing the metaverse.

• The Korean Journal of Franchise Management
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• v.8 no.3
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• pp.29-37
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• 2017

Purpose - In recent years, research has been conducted on the conflict resolution strategies of the franchise headquarters and the franchisees, but there is a lack of research on the factors of conflict due to the intrinsic structure, such as interdependence or hierarchical relationship, and behavioral analysis to reduce the conflict. In this study, we analyze the relationship between satisfaction and trust formed in the process and result of the business, and the result of action to dissolution intention. Research design, data, methodology - For these purposes, the author developed the proposed model and several hypotheses. In this model, conflict resolution strategies consist of five dimensions such as avoiding, forcing, cooperating, obliging, and compromising strategy. And, this model proposed that onflict resolution strategies are antecedents of procedure quality, behaviour quality and dissolution intention are consequences of conflict resolution strategies. The data were collected from April 1 to April 15, 2013. Because this study examined franchise industries from the franchisee perspective, we contacted franchisee store owner and managers located in Seoul and Gyeonggi Province. Interviewers trained contacted a total of 483 franchisees, and 400 franchisees responded. Out of 400 respondents, 2 respondents were deleted due to missing information. Thus, a total of 398 franchisee were used for this study. he data were analyzed using frequency analysis, confirmatory factor analysis, correlation analysis, and structural equational modeling with SPSS 24.0 and Amos 23.0 statistical program. Results - The findings can be summarized as follows: First, franchisor conflict resolution activities have significant effects on procedure quality. Second, procedure quality has a significant effect on behavior quality. Finally, behavior quality has a significant effect on dissolution intention. Conclusions - In this study, we investigated the relationship between conflict resolution behavior, procedural quality, behavior quality and dissolution intention. As a result, the franchisers should strive to resolve conflicts not only in solving simple problems with franchisees, but also in a longer term perspective. We also found that the procedural aspects of resolving conflicts should not be ignored. If the trust and satisfaction of each other increase during the process of resolving the conflict, it will positively affect the satisfaction and trust in resolving the conflict. This is also because it serves to lower the intention of termination. However, there is a limitation that it is targeted only to the restaurant franchise, and it is necessary to study the conflict resolution behavior depending on the type of conflict.

• The Korean Journal of Franchise Management
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• v.7 no.1
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• pp.31-44
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• 2016

Purpose - This study aims to examine different impacts of franchisor's leadership and franchisee's marketing efforts on franchisee dissatisfaction and switching intentions, and to investigate how franchisee dissatisfaction plays a mediating role in the relationship between these constructs. This study attempted to fill the gap in the literature by treating the franchisee dissatisfaction as a mediator in the relationship between these constructs, identify how franchisor's leadership and franchisee's marketing efforts have effects on franchisee dissatisfaction, in turn, reduce switching intentions, and provide the managerial implications for building a long-term relationship to achieve mutual goals between franchisors and franchisees Research design, data, and methodology - In order to test the hypotheses, the data were collected from franchisees in Seoul and Gyeonggi Province. The franchisee owners were informed about the purpose of this study by the trained interviewers. The respondents received a letter introducing the purpose of this study and another letter that the owners wrote to encourage their active participation. Among the 300 questionnaires distributed, 260 (86.7%) questionnaires were returned. Of those collected questionnaires, 6 uncompleted responses were excluded, and 254 questionnaires with an effective response rate of 84.7% were coded and analyzed using frequency, confirmatory factor analysis, and correlations analysis, and structural equation modeling with SPSS 21.0 and SmartPLS 3.0. Results - The findings of the study are as follows. First, franchisor leadership had a negative effect on franchisee dissatisfaction, but franchisee marketing efforts did not have a significant effect on franchisee dissatisfaction. Second, franchisee dissatisfaction had a positive effect on switching intentions. Third, franchisor leadership had a negative effect on switching intentions, but franchisee marketing efforts did not have a significant effect on switching intentions. Conclusions - This study researched the franchisor's leadership as a single factor of transformational leadership. Thus, it may have limits in measuring leadership. Future studies shall include emotional, loyal, and transactional leadership. In addition, the future studies shall also research the effect of franchisor's leadership and franchisees' marketing efforts on dissatisfaction and switching intentions. For example, the franchisor's relationship-oriented efforts can be a crucial parameter that reduces dissatisfaction and switching intentions.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.26 no.1A
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• pp.183-190
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• 2006

Minimizing the self weight of long-span deck slabs is one of the key factors for the practical and economic design of a composite two-girder bridge. In this paper, the minimum design thickness and rebar details of prestressed concrete deck slabs for composite two-girder bridges with girder span length from 4 m to 12 m are studied based on the safety and serviceability. The bridge deck slab with minimum thickness is designed as a one-way slab considering orthotropic behavior. Then fatigue safety of the deck slab is examined. Serviceability requirements for the deck slab such as deflection and crack width limits are also examined. The result shows that rebars with diameter less than 16 mm is recommended for the improved fatigue behavior, and, for the deck slab with span length longer than 8 m, the deflection limit governs the minimum design thickness. The result also shows that, for the deck slab with span length longer than 4 m, the distribution rebar requirement in the current Korea Highway Bridge Design Code is not sufficient to maintain the structural continuity in bridge axis as expected from the deck slab with span length shorter than 3 m.

• 한국노년학
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• v.31 no.3
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• pp.653-672
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• 2011

The present study empirically confirmed Korean elder's four major pains consisted of poverty, disease, role loss, loneliness and investigated the mediating role of depression between the four major pains and the elder's suicidal thought. To investigate the cause and effect of factors, we conveniently collected 309 samples from 16 Gyungrodangs evenly located in Jeonju and 291 samples, survived the data cleaning such as missing values, outliers, normality and covariance conditions, were analyzed by frequency, factor analysis, reliability, confirmatory factor analysis and structural model analysis. Followed were the selected contributions of the present study. First, the constructs of four major pains such as poverty, disease, role loss, loneliness were predictors of suicidal thought mediated by depression. Second, the elder's poverty, that was the heaviest factor of the four major pain constructs, was a predictor of role loss leading to loneliness. Third, four major pains were predictors of the elder's depression. Note that poverty were not direct but indirect predictor of depression. The present study confirmed the concept of four major pains. Also those who practice in the area of the elderly care should consider the four major pains as well as depression while intervening in the elderly's suicidal thought.

• The Korean Journal of Woman Psychology
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• v.13 no.3
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• pp.263-282
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• 2008

This study examined the mediating role of collective self-esteem in the relationship between personal self-esteem and career aspiration, and the mediating effects of personal self-esteem and collective self-esteem on the link between social support and career aspiration. Also, This study explored whether the development of career aspiration differs by gender. A total of 316 undergraduate students(155 male and 161 female) completed measures of social support, personal self-esteem, collective self-esteem and career aspiration. Structural equation modeling results provided support for the mediating effects of personal self-esteem and collective self-esteem, In addition, the relationship model differed by gender. The results showed that the full mediation model fit of collective self-esteem in the relationship between individual self-esteem and career aspiration was better than the partial mediation model fit. Next, in the relation of social support and career aspiration, the partial mediating effect of individual self-esteem and collective self esteem was significant. Lastly, when the model of social support, individual self-esteem, and collective self-esteem, and career aspiration was tested to examine gender differences, the relations among these variables were found to be different according to gender-difference. These results suggest that evaluations and perceptions on the individual's social group as well as the individual influedced to career aspiration, interacting with the environmental factors. Also, the gender-difference of relationship model indicates that it might be different from men and women in psychological mechanism in the career aspiration formation.

• Earthquakes and Structures
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• v.23 no.4
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• pp.373-384
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• 2022

To improve the seismic performance of suspended ceiling structures, various vibration-damping devices have been developed. However, the devices made of metals have a limit in that they cause large deformation and seriously damages the exterior of the suspended ceiling structure from the wall. As a results, their strengthening effect of the suspended ceiling structure was minimal. Thus, this study employed a spring and vibration-proof rubber effectively controlled vibrations without increasing horizontal seismic loads on the ceiling to enhance the seismic resistance of suspended ceiling structures. The objective of the study is to examine the dynamic properties of a seismic damping-isolation unit (SDI) with various details developed. The developed SDI was composed of a spring, embossed rubbers, and prestressed bolts, which were the main factors enhancing the damping effect. The shaking table tests were performed on eight SDI specimens produced with the number of layers of embossed rubber (n_s), presence or absence of a spring, prestressed force magnitude introduced in bolts (f_ps), and mass weight (W_m) as the main parameters. To identify the enhancement effect of the SDI, the dynamic properties of the control specimen with a conventional hanger bolt were compared to those of the SDI specimens. The SDI specimens were effective in reducing the maximum acceleration (A_{c max}), acceleration amplification factor (α_p), relative displacement (δ_R), and increasing the damping ratio (ξ) when compared to the control specimen. The A_{c max}, α_p, and δ_R of the SDI specimens with two rubbers, spring, and f_ps of 0.1f_by, where f_by is the yielding strength of the screw bolt were 57.8%, 58.0%, and 61.9% lower than those of the conventional hanger bolt specimens, respectively, resulting in the highest ξ (=0.127). In addition, the α_p of the SDI specimens was 50.8% lower than those specified in ASCE 7 and FEMA 356. Consequently, to accurately estimate the α_p of the SDI specimens, a simple model was proposed based on the functions of f_ps, stiffness constant of the spring (K), W_m, and n_s.

• Asia Marketing Journal
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• v.15 no.2
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• pp.49-73
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• 2013

In this study, the author develops and tests a model that incorporates the mediating effects of two frontline employee psychological variables (emotional exhaustion and intrinsic motivation) based on job demand and resource model. As a form of environmental resource, person-organization fit was proposed as a leading factor of frontline employee boundary spanning behavior through emotional exhaustion and intrinsic motivation. All measures were adapted from or developed based on prior research. Data for the study were collected from a cross-sectional sample of retail bank employees in South Korea. Questionnaires were distributed to 500 frontline employees across several banks. Of these, 322 usable questionnaires were returned. To analyze the data, a structural equation model procedure using LISREL 8.5 was employed. Results show that an employee's perceived fit with his/her organization enhances intrinsic motivation and reduces emotional exhaustion. These mechanisms, in turn, increase the employee's boundary spanning behavior. These results support the notion that person-organization fit should be one of the factors affecting motivation, affect and attachment, and extends such an understanding to a purely service-based environment among customer contact employees. Results also confirms that P-O fit can be viewed as environmental resources, and the JD-R model provides a theoretical base in further studying the antecedent role of P-O fit on frontline employees's boundary spanning behavior through intrinsic motivation and emotional exhaustion. These results suggest that organizations have to do their best to manage P-O fit, be it through employee screening or training and workshops to try and align organization and employee values and objectives. If managers of organizations are positively evaluated by the employees, it will be easier for them to, give things of value to employees, such as sense of direction, values, and recognition, and receive other things in return such as esteem and responsiveness. Consequently, organizational leaders are not only able to manage employee experiences, but also their fit with the organization. Even if a manager cannot control employee P-O fit, this research suggests, that a focus on reducing emotional exhaustion rather than increasing intrinsic motivation seems optimal. This research also supports the idea that motivation has a direct association with a frontline employee's boundary spanning behavior. Even in situations where emotional exhaustion cannot be reduced, organizations may still influence frontline behaviors through motivation.

• Korean Journal of Culture and Social Issue
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• v.23 no.2
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• pp.239-270
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• 2017

This study investigated the nature and dimensionality of the motives why employees showed the silence even though they could speak up their opinions. It aimed to develop the scales measuring employee silence. Thus, three studies were designed and particularly, two studies featured two different studies, totaling five studies. Study 1 conducted open-ended survey asking and 104 workers from a variety of work field answered. With the results of open-ended questions, a were developed, consisting of 60-items to measure employee silence motivation. Study 2 examined the scale developed and 481 workers from diverse work fields participated in. The exploratory factor and 'intra-ESEM' analyses were confirmed the construct of silence motivation, composing 5 factors(acquiescent, defensive, disengaged, opportunistic, relational silence) the 20-items was developed to measure the construct(Study 2-1). Furthermore, 'inter-ESEM' analysis was examined the discriminant validity of scale developed by the current study with general silence behavior and voice behavior. It found that the employee silence was distinguished from general silence behavior and voice behavior(Study 2-2). Study 3 was designed for validation of silence motivation scale which developed from Study 1 and Study 2. Based on these results, the implications and limitations of this study as well as the direction for future study were discussed.