Two-Factor Theory of Culture Change Management: Distinguishing between Critical Success and Critical Failure Factors

This paper presents the findings from a comprehensive questionnaire survey of critical success factors and critical failure factors in culture change management. Data from 89 South Korean organizations are analyzed to study the effect of 10 independent variables on the performance of attempts to manage culture change. Six turned out to be significant factors. When the performance continuum was divided into two (success and failure), three of the six variables loaded significantly on the success scale, whereas the other three loaded significantly on the failure scale. Based on these results, a two-factor theory of culture change management is proposed. The study concludes that companies undertaking culture change should focus on critical failure factors to prevent failure and on critical success factors to succeed

Negative Affect and Counterproductive Work Behavior: Roles of Arousal Level

Negative affect is examined for its influences on counterproductive work behavior (CWB) aimed at individuals (CWBI) or organizations (CWBO). The circumplex model of affect is applied to a sample of 264 employees in South Korea. Results support the predictions that high arousal negative affect is positively associated with CWBI and low arousal negative affect is positively associated with CWBO. Limitations and implications are discussed.This Study was supported by the Institute of Management Research at Seoul National Universit

Tradeoff and Synergy in Sustainable Product Innovation: An Exploratory Case Study of Residential Building

Minimizing the negative impacts on the environment is a key challenge to the firms pursuing sustainable product innovations for residential building and construction. This paper examines three cases in the U.S., i.e. Amazon Forms LLC, the Town of Frisco and Denvers Built Green(tm) Program, that illustrate unique ways of initiating sustainable innovation. The cases confirm that, in order to stimulate the diffusion of a new sustainable product or project, there must be a force driving the change of thinking and action, including corporate initiative, government regulation, consumer demand and technological advance

Early Retirement Incentives and Employee Performance in a Restructuring Organization

As downsizing becomes more prevalent in organizations in the 1990s, understanding employee behavior in response to workforce reduction programs becomes critical. This study examined the effects of financial incentives and performance on retirement behavior, occurring under a voluntary early retirement incentive program at the University of California First, using retirement decision models, we examined the effects of financial incentives on the probability of retirement. The major component of the incentive package was five year's service credit. Results of regression analyses suggest that increasing service credit by one year is associated with an increase in retirement probability of about three percent. Second, we studied the relationship between research performance and retirement probability. The evidence indicates no signXicant relationship be - tween career publication activity and retirement probability. However, a significant and negative relationship was found between recent publication ac - tivity and retirement. This suggests that professors who recently slowed down on their research were more likely to retire. The negative relationship between research performance and retirement probability was in part affected by the University's promotion system, which rewards those who continues to publish their research

다양성이 학습 및 통합중심의 집단작업 성과에 미치는 효과에 대한 탐색적 연구

집단작업은 시장분석 및 계획과 관련된 학생 교육 효과 증진 목적으로 많이 사용된다. 본 탐색적 연구는 다양성, 집단 내 상호작용, 집단작업 결과 간의 연관성이 집단의 다양성 특성과 작업 지향성에 따라서 달라진다는 점을 밝힌다. 구성원의 다양성이 높고 학습보다는 통합지향적인 MBA 집단의 경우에는 기능 다양성이 집단 내 상호작용의 질에 유의하게 영향을 미쳤고, 구성원 개인의 학습과 집단 프로젝트의 질 향상에 유의한 효과를 보였다. 구성원의 다양성이 낮고 학습지향적인 MBA 집단의 경우에는 기능 다양성과 인구통계학적 다양성 중 어느 것도 집단 내 상호작용의 질 향상에 유의한 영향을 주지 못했고, 프로젝트의 질적 향상에 유의한 영향을 미쳤으나 개인학습에 그러하지 못하였다

리더의 비인격적 감독행위가 조직구성원의 업무성과에 미치는 영향: 피드백탐색행위의 조절작용

본 연구는 리더의 비인격적 감독행위가 부하직원의 업무 성과에 미치는 영향에 관해 살펴보았다. 리더의 비인격적 감독행위를 하나의 스트레스 요인으로 간주하여, 스트레스에대응하기 위한 개인의 적극적인 대처 전략으로써 피드백탐색 행위가 어떠한 효과를 나타내는지를 알아보고자 하였다. 이를 위하여 한국 기업들을 대상으로 설문을 이용하여 데이터를 수집하였다. 리더의 비인격적 감독에 대한 인식과 부하직원의 피드백탐색 행위는 부하직원이, 부하직원의 업무 성과는 리더가 각각 측정하였다. 데이터분석은 우선 AMOS 프로그램을 사용하여 해당 연구모형의 적합도를 파악하였으며, SPSS 프로그램을 이용하여 회귀분석을 실시하였다. 연구결과, 리더의 비인격적 감독은 부하직원의 업무 성과에 부정적인 영향을 미치며, 이 때의 적극적인 피드백탐색 행위는 오히려 비인격적 감독행위의 부정적 영향을 강화시킴을 발견하였다.This research was supported by the Institute of Management Research and the Institute of Industrial Relations, Seoul National Universit