• 한국체육학회지인문사회과학편
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• 제54권4호
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• pp.329-345
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• 2015

본 연구는 한국프로축구팀 감독교체가 팀 경기성과에 미치는 효과를 경영학의 조직학습이론을 적용하여 규명하고자 하였다. 1983년 시즌부터 2013년 시즌까지 30년 동안의 19개 팀과 96명의 감독에 대한 307개의 팀-연도 데이터를 기반으로 패널데이터를 구성하였고, 최종적으로 226개의 팀 데이터가 실증분석에 투입되었다. 자동상관 및 이분산성의 문제를 해결하기 위하여 고정효과 일반화최소자승법(Fixed Effect Generalized Least Square Regression)을 사용하여 분석하였으며 연구결과는 다음과 같다. 첫째, 감독교체는 팀 경기성과와 부(-)의 관계를 가지는 것으로 나타났다. 둘째, 시즌기간(on-season)의 감독교체는 팀 경기성과에 부정적인 영향을 미치는 것으로 나타났다. 시즌기간에 감독을 교체하는 경우 악순환이론 관점이 적용되는 것으로 확인되었다. 셋째, 비시즌기간(off-season)의 감독교체는 팀 경기성과에 긍정적인 영향을 미치는 것으로 나타났다. 비시즌기간에 지도자를 교체하는 경우 상식이론 관점이 적용되는 것으로 확인되었다. 넷째, 시즌기간의 감독교체와 비시즌기간의 감독교체 간의 팀 경기성과의 차이를 비교한 결과, 비시즌기간의 감독교체가 시즌기간의 감독교체에 비해 유의한 팀 경기성과를 보였다. 다섯째, 감독교체가 발생한 경우 후임감독으로 내부출신을 선호하는 것으로 나타났다. 여섯째, 내부출신감독은 팀 경기성과에 부정적인 영향을 미치는 것으로 나타났다. 일곱째, 감독교체와 팀 경기성과 간의 부(-)의 관계 사이에는 내부출신감독요인이 매개 역할을 하는 것으로 나타났다. 본 연구는 프로축구산업 현장에서 팀 경기성과의 향상을 위한 감독교체가 필요할 때 후임 감독이 역량을 효과적으로 발휘할 수 있는 교체시기에 대한 시사점을 제공한다.

• 응용통계연구
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• 제24권5호
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• pp.915-930
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• 2011

경기의 결과를 모형 화하는 것은 다양한 방법을 통하여 이루어져 왔다. 특히 두 개의 팀만이 경기를 하는 경우에는 더욱 다양한 방법이 제안되었다. 그 중에서 Bradley-Terry 모형은 짝지어진 자료로부터 선호하는 크기의 특성을 얻을 수 있는 가장 넓게 사용되어지고 있는 모형이다. Bradley-Terry 모형은 스포츠 경기결과의 분석과 심리학에 관련된 분야들에서 다양하게 적용되어진다. 본 연구자는 한국 프로야구 자료에 Bradley-Terry 모형을 적용하였다. 그 결과 연속형 공변량의 경우 평균자책점과 세이브를 포함하는 모형이 최적으로 나타났고 관심의 대상이 되는 몇 가지 범주형 분석의 결과 동군과 서군, 골든글러브, 다승왕, 그리고 홈경기의 이점이 승부에 영향을 주는 것으로 나타났다. 하지만 이들의 조합은 단순히 연속형 변수만을 포함한 모형이 분석 결과 더 적절한 것으로 고려되어졌다. 제안된 모형은 경기의 승패를 예측하는 데도 유용하게 사용될 수 있다. 한 예로 한국시리즈에서 우승할 확률들의 순서가 2008년도의 결과와 정확히 일치하였다.

• 한국산학기술학회논문지
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• 제19권11호
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• pp.253-263
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• 2018

본 논문은 이탈-목소리내기 이론과 밴드웨건 효과, 사회적 태만이론을 이용하여 팀 수준의 갈등관리 참여와 개인수준의 이직 의도간의 비선형 모형을 검증하였다. 또한 팀 수준의 갈등관리와 개인수준의 이직 의도 간 비선형 관계에 더하여, 리더에 대한 신뢰가 이러한 관계에 있어 어떠한 조절효과를 갖는지에 대해서도 살펴보았다. 이러한 두 가지 가설들을 검증하기 위하여 한국의 제조업 회사의 48개 팀에서 331명의 팀원들로부터 한 달 간격으로 데이터를 수집하였다. 검증 결과, 가설 1에서 예측한 것처럼 위계선형모형의 분석결과 팀 수준의 갈등관리 참여와 개인수준의 이직의도간의 비선형관계가 검증되었다. 그러나 가설 2의 예측과는 달리 이 관계에 대한 상사신뢰의 조절효과는 통계적으로 유의미하게 나타나지 않아 가설이 기각되었다. 이 논문은 팀 내부의 상호작용에 따라 개인의 이직의도가 변화할 수 있다는 것을 보여준다. 이를 통해 갈등관리에 있어서의 팀 수준 관리의 필요성을 강조하였고, 논문의 마지막에 논문의 한계를 논의함과 더불어 미래연구에 대한 제언을 제시하였다.

• 시스템엔지니어링학술지
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• 제6권2호
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• pp.47-57
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• 2010

Taylor and Ford in the 1910s led to the "scientific management" for the entire industry from the manufacturing spread of TQM Total Quality Management has been structured as a management efficiency, such as 6-Sigma techniques were developed. SW development also introduces the idea, such as CMMI and SPICE-based process management, management practices have evolved. However, in recent years to increase the knowledge of workers in the manufacturing process oriented management approach is under serious challenge. Business performance or productivity will be varied depending all motivation, human relationship, job involvement rather than simply putting a lot of time. Especially in the SW industry which is depending on human resource, Creativity should be limited in traditional management methods. Recently, Google and Apple, Cisco and global advanced companies adopt a human relationship management. Their productivity and creativity in product development has been successful by giving autonomy and motivation, enthusiasm and vision to tile employees. Human relationship management since the mid-1990s, appears as a new paradigm so called Agile process in the field of SW development. Agile processes emphasis on light, flexible and responding to changes immediately in the business environment step away from traditional management approach which is the heavy and complicated process. In this paper, agile project management concepts and practices which is applied to industry will be examined.

• STI Policy Review
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• 제1권3호
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• pp.39-51
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• 2010

Korea faces challenges from the recent development catch-up countries and the absence of catch up incentives. For Korea to solve the issue of post catch-up problems and create a new development path based on creative innovation, there is an urgent need to secure a system design capability for the production of creative knowledge and talent that can create a competitive society. However, the conservative inclination and a lack of a customer-oriented attitude of Korean universities and professors leads to a standardization of talent and a passive restructuring of the curriculum by universities instead of a direct correspondence with the demands of companies and society. The compatibility of Korean university education with the demands of society remains the lowest in the world and creative education in Korea faces a difficult situation. The world is transforming from a knowledge-based economy to a creativity-based economy and a competitive society will led by creativity, not by knowledge. The success of a country in nurturing creative talent will determine its future national competitiveness. For Korea to be become a global leader in the new era of creativity, it needs to make proactive preparations. It is imperative for Korea to transform the educational system from the previous cramming system to a creativity-nurturing system.

• 제어로봇시스템학회논문지
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• 제19권6호
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• pp.547-554
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• 2013

This paper proposes a novel formation algorithm of identical robots based on object tracking method using omni-directional images obtained through fisheye lenses which are mounted on the robots. Conventional formation methods of multi-robots often use stereo vision system or vision system with reflector instead of general purpose camera which has small angle of view to enlarge view angle of camera. In addition, to make up the lack of image information on the environment, robots share the information on their positions through communication. The proposed system estimates the region of robots using SURF in fisheye images that have $360^{\circ}$ of image information without merging images. The whole system controls formation of robots based on moving directions and velocities of robots which can be obtained by applying Lucas-Kanade Optical Flow Estimation for the estimated region of robots. We confirmed the reliability of the proposed formation control strategy for multi-robots through both simulation and experiment.

• 한국직업건강간호학회지
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• 제29권4호
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• pp.262-272
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• 2020

Purpose: This study aims to investigate the degree of job demand, job resources, burnout, and the organizational commitment of administrative nurses based on the job demands-resources model. Further, it seeks to confirm the influencing factors affecting nurses' burnout and organizational commitment. Methods: The participants were 188 administrative nurses working at hospitals (one tertiary hospital and six general hospitals) located in D City. The collected data were analyzed with IBM SPSS Statistics 23.0 using frequency, percentage, mean, standard deviation, t-tests, ANOVA, Pearson's correlation coefficient, and multiple regression analysis. Results: The influential factors of burnout were role conflict (β=.50), job demand (β=.18), job position (β=-.17, team leaders and above), and social support (β=-.15). The regression model had an explanatory power of 59%. The influential factors of organizational commitment were appropriate rewards (β=.59), job position (β=.15, team leader or above), working department (β=.14, referral center and health screening administration department), and social support (β=.18). The regression model had an explanatory power of 59.5%. Conclusion: The results support the job demands-resources model, and interventions should be developed to decrease job demand and provide sufficient job resources.

• 산업융합연구
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• 제2권1호
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• pp.139-158
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• 2004

The purpose of this study is to examine antecedents and outcomes of trust toward supervisor in organization. The model is developed by reviewing previous research providing various perspectives. Antecedents consisted of three trustworthy behaviors - ability, benevolence, integrity - and three transformational leader behaviors - performance management, motivation, team-orientation -, and job satisfaction and organizational commitment is used outcome variables of trust. Data was collected from 206 employees in 6 organizations in broadcasting industry, using self-report questionnaire. Study finding is as following. First, trust in model was composed by 2 type - affect-based trust and cognition-based trust -, not divided in empirical analysis. Second, regression analysis for trust carry out independently, jointly with trustworthy behaviors and leadership behaviors. In antecedents of trust trustworthy behaviors, ability and benevolence has positive effects to trust, integrity has negative relationship with trust. It was high correlation between trustworthy behavior and leadership behavior. Especially, it has highly correlate(correlation efficient 0.69) between ability and team-orientation that influences trust strongly. Third, trust was not significant relationship with individual variables such as age, period with supervisor. Only, it found significant gap in variables and found out different relationship between variables among organizations distinctly. Fourth, job satisfaction and organizational commitment was positive influenced by trust and found out strong relationship between trust and organizational commitment.

• Asia pacific journal of information systems
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• 제20권4호
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• pp.101-123
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• 2010

Recently, firms are operating a number of teams to accomplish organizational performance. Especially, ad hoc teams like proposal preparation team are quite different from permanent teams like R&D team in the sense of how the team forms network structure and deals with organizational learning culture and knowledge management participation efforts. Moreover, depending on the team characteristics, individual creativity will differ from each other, which will lead to organizational performance eventually. Previous studies in the field of creativity are lacking in this issue. So main objectives of this study are organized as follows. First, the issue of how to improve individual creativity and organizational performance will be analyzed empirically. This issue will be performed depending on team characteristics such as ad hoc team and permanent team. Antecedents adopted for this research objective are cultural and knowledge factors such as organizational learning culture, and knowledge management participation. Second, the network structure such as degree centrality, and structural hole is used to analyze its influence on individual creativity and organizational performance. SI (System Integration) companies are facing severely tough requirements from clients to submit very creative proposals. Also, R&D teams are widely accepted as relatively creative teams because their responsibilities are focused on suggesting innovative techniques to make their companies remain competitive in the market. SI teams are usually ad hoc, while R&D teams are permanent on an average. By taking advantage of these characteristics of the two kinds of teams, we will prove the validity of the proposed research questions. To obtain the survey data, we accessed 7 SI teams (74 members), and 6 R&D teams (63 members), collecting 137 valid questionnaires. PLS technique was applied to analyze the survey data. Results are as follows. First, in case of SI teams, organizational learning culture affects individual creativity significantly. Meanwhile, knowledge management participation has a significant influence on Individual creativity for the permanent teams. Second, degree centrality Influences individual creativity significantly in case of SI teams. This is comparable with the fact that structural hole has a significant impact on individual creativity for the R&D teams. Practical implications can be summarized as follows: First, network structure of ad hoc team should be designed differently from one of permanent team. Ad hoc team is supposed to show a high creativity in a rather short period, implying that network density among team members should be improved, and those members with high degree centrality should be encouraged to show their Individual creativity and take a leading role by allowing them to get heavily engaged in knowledge sharing and diffusion. In contrast, permanent team should be designed to take advantage of structural hole instead of focusing on network density. Since structural hole can be utilized very effectively in the permanent team, strong arbitrators' merits in the permanent team will increase and therefore helps increase both network efficiency and effectiveness too. In this way, individual creativity in the permanent team is likely to lead to organizational creativity in a seamless way. Second, way of Increasing individual creativity should be sought from the perspective of organizational culture and knowledge management. Organization is supposed to provide a cultural atmosphere in which Innovative idea suggestions and active discussion among team members are encouraged. In this way, trust builds up among team members, facilitating the formation of organizational learning culture. Third, in the ad hoc team, organizational looming culture should be built such a way that individual creativity can grow up fast in a rather short period. Since time is tight, reasonable compensation policy, leader's Initiatives, and learning culture formation should be done In a short period so that mutual trust is built among members quickly, and necessary knowledge and information can be learnt rapidly. Fourth, in the permanent team, it should be kept in mind that the degree of participation in knowledge management determines level of Individual creativity. Therefore, the team ought to facilitate knowledge circulation process such as knowledge creation, storage, sharing, utilization, and learning among team members, which will lead to team performance. In this way, firms must control knowledge networks in permanent team and ad hoc team in a way mentioned above so that individual creativity as well as team performance can be maximized.

• 한국전자거래학회지
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• 제21권3호
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• pp.29-50
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• 2016

본 연구에서는 세 개의 중심성 변수(연결중심성, 근접중심성, 그리고 매개중심성)를 이용하여 네트워크 내에서의 개별 구성원들의 위치를 파악하고, 파악된 위치가 개별 구성원들의 팀 내 외 지식공유 의도에 어떤 영향을 미치는지를 탐색하였다. 연구 결과, 팀 내 지식공유 의도에 있어서 연결중심성과 근접중심성은 통계적으로 유의한 영향을 미치나, 매개중심성은 통계적으로 유의한 영향을 미치지 못하는 것으로 분석되었다. 반면 팀 외 지식공유에 있어서는 연결중심성과 매개중심성이 통계적으로 유의한 영향을 미쳤으나, 근접중심성은 유의한 영향을 미치지 못하는 것으로 분석되었다. 연결중심성이 높은 구성원들은 네트워크 내의 허브 역할을 하고 있기 때문에, 그들은 그 위치를 유지하고자 팀 내 뿐만 아니라 팀 외 지식공유에도 적극적인 자세를 취하는 것으로 나타났다. 근접중심성이 높은 구성원들은 네트워크 내의 다른 구성원들과 폭넓은 관계를 가지고 있기 때문에 팀 외 지식공유보다는 팀 내 지식공유에 적극적인 자세를 취하는 것으로 입증되었고, 매개중심성이 높은 구성원들은 네트워크 내보다는 네트워크 외부에서 중요한 역할을 하기 때문에 팀 외 지식공유에 적극적인 자세를 취하는 것으로 입증되었다. 네트워크 내에서의 관계를 통하여 자연적으로 형성되어진 위치는 개별 구성원들의 지식공유 의도에 영향을 미치는 것을 실증적으로 검증하였다.