• Journal of Environmental Health Sciences
• /
• v.41 no.3
• /
• pp.191-202
• /
• 2015

Objectives: Promotion of food safety/eradicating adulterated food has been listed as one of the four major issues recently identified for action by the Korean government. Due to the related seriousness, the food industry has been encouraged to take steps to restore consumer confidence. In order to set guidelines for the creation of manuals for the response to a food safety crisis by the food industry, this study provided a suggested organization for a crisis response team and operating procedures for crisis response activities. Methods: The prototypes of an organizational structure and a set of standard procedures for a crisis response system were provided. Results: The results of the study suggested that a crisis response team should be comprised of four divisions of responsibility: information analysis, site response, communication and operational support. The organization chart and the role and functions for each division of the crisis response team should be indicated. Response activities will be more effective when the team features multi-disciplined staffing, such as public relations, food safety/technology/quality, sales/marketing, purchasing, production, distribution/logistics, regulatory affairs/legal, and consumer service specialists. This study created a flow chart for the total crisis response system, which included crisis and normal situations. A crisis response team should be continuously operated for both crisis and normal conditions. This study also suggested a scenario to explain the procedures for crisis response activities. Conclusion: In order to cope more effectively with a food safety crisis, the organizational structure and its functions should be defined clearly, and a detailed set of standard procedures for response activities should be offered.

• Journal of the Korea Institute of Information Security & Cryptology
• /
• v.12 no.4
• /
• pp.41-53
• /
• 2002

Role Based Access Control (RBAC), which is a method, using role as an access control, has been popular with users and it is recognized as an effective method to replace the Discretionary Access Control and the Mandatory Access Control However, the existing Role Based Access Control Models have only been limited to the bureaucracy organization in which a distinctive hierarchy system was used, incorporating a stable structure and a standardized work system. Only in some parts, some access control models have been used, which supports 'Team' concept, such as Team Based Access Control Model. However, it did not incorporate the characteristics of the adhocracy organization, which is similar to the company's task force team, whose characteristics are organic, temporary, no standardized operation procedures, and many frequent changes. In this study, we have discussed the characteristics of the adhocracy organization which is different from the existing bureaucracy organization, and we have also discussed the problems related to when the existing access control models are used as the access control model for the adhocracy organization due to its characteristics. In addition, based on the problems, we have suggested an improved role based access control model for the adhocracy organization, and have come up with the solutions when any problems occur in the access control system.

• The Korean Journal of Franchise Management
• /
• v.12 no.3
• /
• pp.35-46
• /
• 2021

Purpose: The hotel industry needs a leader who can actively demonstrate leadership to respond to and accept changes in the organization in a highly competitive and fast-changing environment. Therefore, the role of leaders who instill clear vision and goals of the organization in their members, listen to their opinions, and empathize is paramount. Leaders should encourage successful organizational activities based on active participation by employees and create the best environment for working with a sense of mission and responsibility. This study aims to identify the relationship between empathy leadership and job engagement as a result variable of team cohesion in the hotel culinary department and conduct empirical studies on the role of empathy leadership and job engagement. Research design, data, and methodology: The data were collected from employees who work in culinary department at a five-star franchise hotel located in the Seoul metropolitan area. Because it is difficult to conduct a survey through face-to-face contact with employees due to the COVID-19 pandemic, the online survey was conducted from February 1 to February 28, 2020. A total of 330 questionnaires through online were distributed and 268 employees completed the survey, yielding a response rate of 81%. Of the 268 returned responses, 27 responses were not usable due to missing information. Thus, a total of 241 responses were used for analysis. Results: The study results are as follows. First, it has been shown that the empathy leadership of culinary department in hotel companies has a significant positive impact on the job engagement. Second, it has been shown that job engagement has a significant positive effect on members' team cohesiveness. Third, empathy leadership of hotel companies' culinary department has a significant positive impact on members' team cohesiveness. Fourth, job engagement has a significant positive (+) mediating effect in the relationship between empathy leadership and team cohesiveness in culinary department. Conclusion: This study supports the theory that an emotional and empathic leader's behavior or ability can change the effectiveness or atmosphere of a rapidly changing hotel culinary team organization by presenting a research model on the effect of empathic leadership on job engagement and team cohesiveness. And hotel chefs should be more aware of the importance of empathic leadership and make them a human resource of the organization through formal and informal communication with culinary employees.

• The Journal of the Korea Contents Association
• /
• v.20 no.11
• /
• pp.170-183
• /
• 2020

This study sought to investigate the relationship between emotional labor and commitment to organization of flight attendants as a way to identify solutions for service quality issues attributed to reduced commitment. It was also intended to determine the relational routes in terms of the effects of social support as a supplementary factor in reduced air service quality. A survey was conducted from January 2020 for about one month and a total of 426 copies were used in the final analysis. SPSS 23.0 and AMOS 23.0 statistical programs were used for the data analysis. The results are as follows. First, the emotional labor of flight attendants showed a negative impact on the social support including support from peers, families, and team leaders. Second, support from peers and team leaders had a positive impact on commitment to organization. Third, the emotional labor of flight attendants showed a negative impact on their commitment to organization. Fourth, support from peers and team leaders were found to have a mediated effect on the relationship between emotional labor and commitment to organization.

• Korean Journal of Labor Studies
• /
• v.17 no.1
• /
• pp.1-36
• /
• 2011

The purpose of this study is to analyze the effect to financial outcome and workers' outcome, using the manufacturing industry database of Human Capital corporate Panel from Korea Research Institute for Vocational Education & Training. Especially, this study used the typology of Lean production and Autonomous team production, that are the typical form of alternative work organization, to analyze. In the case of domestic manufacturing industry, individual participation practices, that have the main characteristics such as QC or suggestion system, is expanded. Therefore, with the reference of Lean production, Autonomous Team Production and the Taylor system are compared and analyzed, considering the characteristics of Socio-technical System. As a result, it is showed that the Lean production and Autonomous Team Production as a alternative work organization are more positive about the organizational performance and workers' outcome than the taylor system. However, when Lean production and Autonomous Team Production are compared, it is showed unsignificant distinction to the effect of organizational performance. Meanwhile, Lean production showed more negative effect on the every dependent variables such as working hours, income, job satisfaction, and organizational commitment as workers' performance than the Autonomous Team Production. Although the common ideas and belief is that the Lean Production is superior for the quality and organizational performance improvement, it is implied the possibility that there is some damaged workers' performance on the hidden side of that mechanism.

• International journal of advanced smart convergence
• /
• v.13 no.1
• /
• pp.152-161
• /
• 2024

The purpose of this study sought to determine the impact of shared leadership perceived by organizational members on team effectiveness and team learning behavior. For this purpose, the results of the empirical analysis of 206 organizational members are as follows. First, shared leadership was analyzed to improve team effectiveness. Second, shared leadership had a positive effect on team learning behavior. Third, team learning behavior was statistically significantly analyzed for team effectiveness. This study confirmed the importance of shared leadership, which has a positive impact on team effectiveness and team learning behavior. This may require building a new culture that can demonstrate the inherent leadership of organizational members in the influence relationship between shared leadership, team effectiveness, and team learning behavior. In other words, in order to systematically demonstrate and implement shared leadership, the execution ability of executives, managers, and working-level managers is important. To this end, it is necessary to build an organizational culture that matches the characteristics of the organization and develop and continuously implement human resource development systems and programs that can implement this.

• Culinary science and hospitality research
• /
• v.13 no.1 s.32
• /
• pp.11-23
• /
• 2007

This study focused on analyzing the relations of empowerment recognized by a five star hotel culinary team in job satisfaction, organizational commitment, and outcome. The purpose of this survey is to show a desirable culinary organization in hotel management. This survey was shared by two groups recognized as high empowerment and low empowerment groups, for job satisfaction, success, organizational commitment, and outcome measurements. This study presented the difference between recognizable high empowerment and the effects of low empowerment groups which showed positive effects on the high empowerment group compared with the low empowerment group. This means that positive effects on the three main factors of job satisfaction, success, organizational commitment, outcome measurements, and hotel culinary organizations are required empowerment for the new organization of management.

• Journal of Korean Library and Information Science Society
• /
• v.34 no.1
• /
• pp.331-349
• /
• 2003

This study explores what kinds of strategies are appropriate for the academic libraries to upgrade their services and vitalize their organizational culture. The sources related to the organizational development theory and the organization of the academic libraries are gathered and examined for this study. And this study suggests the realization of team system the development of knowledge management and teaming organization culture, the establishment of strategic plan as the strategies for the organizational development of the academic libraries in Korea.

• Proceedings of the Korea Technology Innovation Society Conference
• /
• 2017.05a
• /
• pp.651-685
• /
• 2017

This study examines how experience diversity of chief technology officer (CTO) drives radical innovation of the firm, and the moderation effect of group attributes of top management team. Using data of 148 firms in U.S. manufacturing industries, this study finds that a CTO's diverse functional experience increases a firm radicalness, and diverse industrial experience also increases the radicalness. This study also examined the moderating effect of top management team (TMT) characteristics such as TMT size, TMT tenure, and gender composition in TMT. The positive relationship of CTO knowledge diversity and firm radicalness is weakened as TMT size or TMT tenure increased while the relationship is strengthened as gender diversity in TMT increased. These results of the analysis of firm-level radicalness provide implications for both academics and practitioners.

• Journal of Families and Better Life
• /
• v.22 no.5
• /
• pp.303-318
• /
• 2004

This study was conducted to develop and propose a model for an organizational system and management strategies for Healthy Families Centers. As baseline research, the organization of comparable institutions such as the Social Welfare Center, Women's Development Center, Elderly Welfare Center, Child Welfare Center, and Childcare Information Center was analyzed. Based on the results of baseline research and the draft version of Healthy Families Act, this study proposed a management model for Healthy Families Centers. This proposed model suggests the city, county, and district level centers to be organized with three divisions: 1. family counseling team, 2. family education team, and 3. family life team. Concrete assignments for the teams are also proposed. Finally, a networking system for more effective management of the healthy families centers was also proposed.