• 지식경영연구
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• 제14권5호
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• pp.81-100
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• 2013

In this era of cut-throat competition, innovation is a source of competitive advantage, and securing core competency through innovation plays a pivotal role in ensuring the survival and growth of an organization. In an organization, R&D team is a core division driving innovation, and creative tension and conflict among researchers fuels innovative performance. Despite heated debate over the positive and negative effects of conflict, insufficiently-identified process factors have left sophisticated mechanisms between conflicts and effects unaddressed. This study assumes that team learning behaviors can bean important process factor given that conflict propels learning, and that learning is a decisive factor in creating competitive advantage. This study conducted an empirical analysis of the relationship between relationship/task conflict and team innovative performance, and the mediating role of team learning behaviors using data collected from a questionnaire sent out to the heads of 262 R&D teams and second highest-ranking officials thereof. The analysis conducted based on structural equation model indicates that relationship conflict has negatively affected team learning behaviors, whereas task conflict has positively influenced team learning behaviors(full mediation effect), team learning behaviors has positively influenced team innovative performance. Based on these results, the study has suggested implications of intra-team conflict and team learning behaviors for team innovative performance.

• 대한안전경영과학회:학술대회논문집
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• 대한안전경영과학회 2006년도 추계공동학술대회
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• pp.367-372
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• 2006

Since 1990's, many enterprises have constructed Integration Information System. Especially, they want to become an advanced company use ERP package. Already, ERP system come to high level which is stabilized and support independent business process of many industry sectors. Therefore, important success factors for ERP project are change management and organization activation. Although most companies had previous good plans, but those are not satisfied. Because of failed to change management and discontinued next activity for promotion. This paper studied success factors of project team and plan for organization activation. Also, it proposed next study subject about investigate the role of the member of task force team as a factor that makes the ERP system a success. The results of this study can be used for a successful construction of the ERP system as a solution about internal problems of Project team.

• 대한안전경영과학회지
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• 제8권5호
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• pp.231-242
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• 2006

Since 1990's, many enterprises have constructed Integration Information System. Especially, they want to become an advanced company use ERP package. Already, ERP system come to high level which is stabilized and support independent business process of many industry sectors. Therefore, important success factors for ERP project are change management and organization activation. Although most companies had previous good plans, but those are not satisfied. Because of failed to change management and discontinued next activity for promotion. This paper studied success factors of project team and plan for organization activation. Also, it proposed next study subject about investigate the role of the member of task force team as a factor that makes the ERP system a success. The results of this study can be used for a successful construction of the ERP system as a solution about Internal problems of Project team.

• 한국도서관정보학회지
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• 제35권4호
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• pp.23-40
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• 2004

본 연구는 팀제를 실시하고 있는 전국의 대학도서관을 대상으로 팀제의 운영방식(도입과정, 팀원의 재량권, 팀장의 리더십, 팀의 자유로운 의사소통, 도서관장의 의지)이 팀 효과성(환경적응성, 직무만족, 팀 분위기, 비용절감)에 미치는 영향을 실증적으로 분석한 것이다. 분석을 위한 데이터는 대학도서관의 직원으로부터 회수된 설문지를 기초로 하였다. 연구결과 팀제의 운영방식 중 도입과정과 도서관장의 의지는 팀의 효과성 가운데 환경적응성, 직무만족, 비용절감에 모두 영향을 미치는 것으로 나타났고, 의사소통은 직무만족과 팀의 분위기에 영향을 미치는 것으로 나타났다.

• 한국컴퓨터정보학회논문지
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• 제21권5호
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• pp.99-109
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• 2016

Creative performance has been regarded as the key to the success of an organization in recent years, and is considered essential for the survival of an organization. Organizations must find and develop creative solutions to deal with a variety of business issues. How can organizations become more creative? To develop creativity, organizations must make it easier to connect the knowledge and perspectives of its various members, who may be scattered around the world, by developing a virtual team. Drawing from the transactive memory systems (TMS), which include expertise location, credibility, and coordination, this study investigates how the positive affect of team members influences the development of creative performance during virtual collaboration where face-to-face team activities are limited. The proposed structured model was empirically tested with cross-sectional data from 322 individuals. Results indicated that the positive affect of team members was found to moderate the relationship between TMS and creativity. Through this study, we expect to provide an understanding of the mechanisms involved in developing creativity among team members in a virtual work environment.

• 한국간호교육학회지
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• 제18권3호
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• pp.486-498
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• 2012

Purpose: The purpose of the study was to understand and describe the team manager's experience in relation to the team system in the hospital organization. Methods: In-depth individual interviews for collection of data were conducted from October to November 2011. Participants were chosen purposely among team managers who had worked as team managers under the team manager system in Seoul for more than three years. Content of all interviews was recorded and transcribed according to information collected by interviewers. Data were analyzed using Colaizzi's analysis. Results: Six categories were derived from the analysis: 1) Strengthening of team manager's authority; 2) Sharing of multifaceted leadership role; 3) Demonstrating people-oriented leadership; 4) Complete interpersonal relationship and communication; 5) Self-empowering with web-like plans and practices; and 6) Going through rigorous commitment for team performance. Conclusion: Results of the study demonstrate various positive factors in association with the team system in spite of the short period of time since its introduction in the hospital organization; however, some negative aspects of the team system need to be reevaluated.

• 한국산학기술학회논문지
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• 제14권2호
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• pp.665-673
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• 2013

본 연구는 사회복지기관의 학습조직 특성을 파악하고 학습조직이 조직몰입 및 이직의사에 미치는 영향을 분석하는데 그 목적을 두고 있다. 이를 위해 학습조직의 개념과 구성요소를 비교적 가장 명확히 제시하고 있는 Senge(1990)의 학습조직모형을 적용하여 학습조직을 공유된 비전, 개인적 숙련, 팀 학습 및 시스템 사고로 구성하였고, 민간분야 사회복지사 342명의 구조화된 설문조사를 실시하고 자료를 분석하였다. 연구결과 조사대상자들의 학습조직 수준은 평균값 이상의 결과를 보여주고 있으며, 상관분석 결과 학습조직은 조직몰입과는 정(+)의, 이직의사와는 부(-)의 관계를 갖는 것으로 나타났다. 학습조직이 조직몰입에 미치는 영향에 관한 회귀분석 결과 공유된 비전, 개인적 숙련 및 팀 학습은 조직몰입에 긍정적인 영향을 미치고, 공유된 비전과 팀 학습은 또한 이직의사에 부(-)적 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 학습조직 구축을 위한 정책적 및 실천적 함의를 논의하였다.

• 대한인간공학회지
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• 제25권3호
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• pp.43-47
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• 2006

Macro interface is primarily focused at the organization, while micro interface is primarily focused at the products or services. UI(User Interface) or UX(User Experience) organizations in Korea are institutionalized from 2000 years. Since most of the UI organizations are not institutionalized with the strategic plan, structures of them aren't optimized efficiency. The structure of the organization is conceptualized as having three core dimensions: complexity, formalization, and centralization. The status of the UI organizations in Korea is reviewed with these dimensions. This study issued the key success factors for institutionalization for UI team. Organizational maturity is considered in 5 levels based on a model by CMMI. The UI strategy has to be based the maturity level of the organization.

• 지식경영연구
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• 제2권1호
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• pp.25-44
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• 2001

There are two types of organizational knowledge in terms of its creation process: experiential and analytical knowledge. The experiential knowledge is created by repetitive experiences of an individual or team through task execution, while the analytical knowledge is acquired by analyzing accumulated data or information in the organization. The experiential knowledge often remains tacit or implicit in the organization because it is primarily acquired at an individual or team level. Therefore, the issue on the experiential knowledge is to share it actively within the organization. On the other hand, the analytical knowledge is explicit in its nature since it is extracted from data or information. Thus, it is important to guide a systematic creation of the analytical knowledge rather than encourage to share it. The current trend of "knowledge management" mainly focuses on the experiential knowledge - know-how, idea, case, etc - and neglects another important knowledge in the organization. i. e., analytical knowledge. This paper tries to shed a new light on the "knowledge management" arena by introducing rather new perspective in the concept of knowledge. The purpose of this study is to identify the factors affecting the analytical knowledge creation in the organization. We conducted an exploratory case study of three companies with a previously defined research framework and found some critical factors for the analytical knowledge creation. They are "organizational resource", "effectiveness of feedback process", "data source management", and "experimental mind set". Finally, we proposed research model and propositions regarding the analytical knowledge creation in the organization.

• 공학교육연구
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• 제18권4호
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• pp.26-33
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• 2015

The purpose of this study is to microscopically analyze the problem solving activities in creative robotics making and programming activity in order to investigate the characteristics of team interaction in accordance with MBTI disposition of team members in the creative robotics making activity in which the engineering education has a lot interest in the recent years. For the prosecution of this study, teams composed of 2 students targeting 30 students who were at the related department of engineering education in the college of eduction, A university located in Daejeon were organized. In addition, individual propensities of team members, in other words, team dynamic structure and team interaction were analyzed through microscopical analysis of the problem solving activities in creative robotics making and programming activity. The results of this study showed that there was a static correlation between the organization of MBTI Heterogeneity team and the interaction of team members, and also there was a positive interaction of team members in organizing MBTI Homogeneity team in area of Thought (T) - Feeling (F). In addition, mutual complement to solve the problems was carried out and the problem-solving capability was shown in the course of the communication along with the organization of MBTI team of extreme heterogeneity.