IS 조직과 라인 조직간의 의사소통 및 공유지식이 IS 성과에 미치는 영향에 관한 연구

김효근,표지현,최인영,Kym, Hyo-Gun,Pyo, Jie-Hyun,Choi, In-Young 한국경영정보학회 2003 Asia Pacific Journal of Information Systems Vol.13 No.1

Intensified competition, splintered mass market, shortened product life cycles, and advanced technology and automation let companies to crease the IT investment to meet the changes, Although IT investment increased, IS didn't show the visible outcome. One of the major interest of IS managers is how to demonstrate the business value of the firm's investment in information technology. This paper proposes the revised model of Nelson & Cooprider(1990) regarding shared knowledge between IS and line groups. Knowledge can be shared through mutual trust, mutual influence and communication between these two groups. The revised model including communication is tested empirically using LISREL. The results show that shared knowledge mediated the relationship between IS performance and mutual trust, mutual influence and communication. And shared knowledge between IS and line groups increase IS performance. IS managers should develop mutual trust, mutual influence and communication between these groups to achieve more shared knowledge and higher IS performance.

기업내 Knowledge Management Systems ( KMS ) 를 통한 지식이전 성공에 미치는 영향요인에 관한 연구

김효근(Hyo Gun Kym),정성휘(Seong Hwi Jeong) 한국경영학회 2002 經營學硏究 Vol.31 No.4

Knowledge transfer within the firm is critical in garnering competitiveness through a coordinated development of core capabilities. This study approaches KMS-based knowledge transfer within a firm as the research issue, and from the constructivist perspective focusing in the learner-based study in the information age for knowledge acquisition, presents validated research models and hypotheses on the basis of the knowledge recipient`s incentive to adopt the available knowledge. The motivation to adopt knowledge is selected as a mediator because motivation is a factor that directly indicates predictability of results, motivation is most important in knowledge transfer under KMS circumstances, and previously-known factors for knowledge transfer have an internal as well as an external effect on the motivation to adopt. For the study, the researchers distributed questionnaire to 342 people in 81 firms that have adopted KMS to verify the hypotheses. The results are as follows: (1) self-efficacy, the culture of learning, quality of the system, and the quality of knowledge are significant factors in success of knowledge transfer. (2) motivation to adopt knowledge has a significant effect on the success of the knowledge transfer process. (3) motivation to adopt knowledge acts as a partial mediator for the relationship between factors of knowledge transfer and the success of knowledge transfer. (4) the moderating effect, trust, is not verified. The academic significance of this study lies in that, this study focuses on the knowledge transfer between individuals, nothing the fact that knowledge transfer within a firm is facilitated among individuals through the KMS. From the constructivist perspective with consideration of the characteristics of KMS, this study illuminates the relationship between the factors for knowledge transfer and its success through the mediation of motivation for knowledge transfer. A practical issue of this study is the significance of KMS managers realizing the importance of, and try to find ways to promote, the knowledge recipient`s motivation to voluntarily adopt knowledge in the knowledge transfer processes within the KMS-based knowledge transfer process.

지식경영과 e러닝 통합의 성공요인에 대한 연구 : LG전자 사례를 중심으로

김효근 ( Hyo Gun Kym ),정미숙 ( Mee Sook Jung ),안동윤 ( Dong Youn Ahn ) 한국지식경영학회 2005 지식경영연구 Vol.6 No.1

전수자의 심리적 특성이 지식이전에 미치는 영향에 관한 연구

김효근(Hyo Gun Kym),이현정(Hyeon Jeong Lee) 한국경영학회 2008 經營學硏究 Vol.37 No.1

Enterprises have progressed knowledge management rapidly and broadly to obtain and sustain competitive advantage for the past years. Few of them, however, have succeeded in the knowledge management though they have had many preceding mechanisms such as evaluation, reward etc.(Ambrosio, 2000). Moreover, most of the existing researches on the knowledge transfer have suggested only superficial factors observed in the process rather than the fundamental cause-effect relation between those factors and knowledge transfer. This research aims to understand the knowledge transfer in organizations in the light of two perspectives. Firstly, this study focuses on the relation between giver and recipient, the two subjects of the activity where knowledge transfer arises. Secondly, this study aims to understand the knowledge-related phenomenon in terms of psychological properties of individuals as this activity focuses on the “knowledge,” which is not externally revealed. In general, knowledge lies in tacit form that cannot be disclosed as an objective one. Therefore, a recipient cannot clearly grasp which level of knowledge a giver is offering nor evaluate the transferred knowledge objectively. The giver, however, can express and transfer the knowledge he/she holds in a different way depending on his/her will. In other words, the psychological state and/or intention of a giver may have a significant effect on the result of knowledge transfer. This research, therefore, aims to identify the relation between knowledge transfer and the ethics, self-interest, pure emotion and relational emotion incorporated in the knowledge transfer, centered on the relation between recipient and giver, or we-ness, recognized by the giver as a major factor. For this aim, this study started raising the following questions. First, do various psychological characteristics of individuals actually have effects on knowledge transfer? Second, can the extent of knowledge transfer vary depending to the giver’s perspective on the relation with the recipient? Third, when an ethical issue is incorporated in the activity of knowledge transfer, how the knowledge transfer of an individual who faces an ethical dilemma is changed and what could be the relation among the factors? To answer those questions, 537 data on the organizations that have adopted and managed KMS relatively well was used for analysis. We conducted confirmatory factor analysis and hypothesis testing according to the two-level approach of structural equation using AMOS 5.0 and the fit of the model showed good figure as TLI=0.938, CFI=0.943, RMSEA=0.050. We-ness, ethics, self-interest, and relational emotion related to knowledge transfer have positively effects on the knowledge transfer (hypothesis 1, 2, 3, and 5 adopted). On the contrary, the pure emotion did not have an effect on the knowledge transfer (hypothesis 4 rejected). Hypothesis 6 that relational emotion has more effects on knowledge transfer than pure emotion was adopted. The result of interaction effect analysis about moderating variable explains that we-ness has negative moderating effect on the positive relation between knowledge transfer and other factors like ethics, self-interest, and relational emotion lying knowledge transfer. Thus, H 2-1, 3-1, and 5-1 were adopted. These results show that we-ness-based relationship, for example, Korean’s specific intimacy, which is once established among organization members, outshines any negative influence of negative mechanism during knowledge transfer and, rather, spurs brisker knowledge transfer. This research is different from others in the sense that it is the first empirical study that correlates the human psychological aspects with knowledge transfer based on the Knowledge Transfer Psychological Model. We tried to identify the knowledge transfer phenomenon by investigating why many organizations have failed in knowledge transfer and what properties it has. For empirical study, we drew various psyc

한국경영현상 분석을 위한 연구방법론의 재고

김효근(Hyo Gun Kym),이현주(Hyun Ju Lee),문윤지(Yun Ji Moon) 한국경영학회 2003 Korea Business Review Vol.6 No.2

한국에 경영학이 도입된 지 50여 년이 지난 지금 경영학은 양적으로 급성장을 하였다. 그러나 그 기간동안의 경영학 연구가 인식론과 연구방법론 차원에서의 실증주의 양적방법론으로 많이 진행되어 옴으로써 상대적으로 해석주의 질적연구방법론이 미약한 실정이다. 이에 본 연구는 과거 한국 경영학 연구방법론의 연구동향 실태를 조사하기 위한 다차원적 프레임워크를 제시하며, 이에 기초하여 상대적으로 연구가 미약했던 질적 연구방법론을 재고함으로써 경험의 의미나 어떤 특정 한 상황 하에서의 인간행위에 대한 목적, 동기와 같은 조직행위자의 관심 등에 관한 보다 깊은 연구의 필요성을 제시해 보고자 한다. 또한 그 동안 도외시되었던 질적 연구방법론에 관심을 갖고, 다차원적 프레임워크에 기초한 질적 연구방법론의 개념과 특징을 재정의함으로써 질적 연구방법론이 경영현상을 연구하는데 있어서 기여할 수 있는 시사점을 도출한다. 특히 본질적인 왜의 문제에 대한 선행적 관심을 중심으로 프로세스와 변혁에 대한 이해의 필요성에서 그리고 총체적 관련성 및 상황적 관점에서 서술한다. 마지막으로 인식론적 차원에 입각한 질적방법론의 보완적 발전으로 향후 한국 경영학 연구방법론 연구의 균형적인 방향을 제언한다. This paper presents multi-dimensional methodology framework for the analysis of management research trends in Korea and some alternative research methodologies to complement both the level of academic inquiry and that of practical usefulness. Proposed are the multi-dimensional methodology framework originated from (1) the epistemological, (2) methodological and (3) time dimension. While there has been an increasing growth in management research in Korea for more than 50 years, the research community is critically influenced by both dominant perspective of positivism and dominant quantitative-oriented research methodology. Although conventional quantitative studies have contributed to the logical verification and generalization of managerial theories, there still exist research needs exploring the profound meaning of experiential phenomena or human behaviors in the managerial context. It is, therefore, essential to suggest some complementary research methodologies that would grasp the holistic approach to business organizations for balanced academic or practical development. The redefined concept and characteristics of qualitative methodologies are illustrated in terms of the multi-dimensional methodology framework. Finally, the benefits that qualitative methodology can provide are discussed.

조직내 e-Learning 모니터링 도구개발을 위한 연구

김효근(Hyo Gun Kym),인가진(Ga Jin In),정성휘(Seong Hwi Jeong) 한국경영학회 2005 Korea Business Review Vol.8 No.2

지식경제시대의 기업가치 창조의 근원은 인적자원이라는 점에서 e-Learning이야말로 혁신에 대한 변화관리방안으로 핵심적인 역할을 한다고 할 수 있다. 본 연구에서는 기존의 선행연구를 토대로 기업의 e-Learning의 핵심활동영역이 목표를 향해 효과적이고 효율적으로 수행되고 있는 지를 지속적으로 점검하기 위한 계기판으로서 e-Learning실행 및 관리를 위한 모니터링 도구를 개발하였다. 모니터링 도구의 개발 단계는 총 5단계로, e-Learning모니터링을 위한 핵심영역활동 파악단계, 평가요인 선정을 통한 이론적 프레임웍 제안단계, 측정항목개발단계, 델파이기법을 통한 모니터링 도구 검증단계와 완성단계로 이루어져있다. 그 결과 e-Learning의 5개 핵심 활동 영역과 이에 따른 13개 평가요인이 선정되었으며, 총 39개의 측정항목이 개발되었다. 본 연구 결과는 e-Learning의 성과에 영향을 주는 핵심 활동영역이 목적에 적합하게 수행되고 있는 지를 사전점검하기 위한 가이드라인의 역할을 할 수 있으리라 본다. The human capital becomes more important for creating value in the firms. E-Learning is a core method for change management in e-Transformation environment. Therefore this study intends to develop <A Monitoring Instrument for Firm`s e-Learning> as a guideline for continuously checking e-Learning process in the firm. This study goes through 5steps for developing <A Monitoring Instrument for Firm`s e-Learning>. Consequently, <A Monitoring Instrument for Firm`s e-Learning> is consisted of 5 key activity dimensions. 13 sub-activities(factors), and 30 measurement items. First, 5 key activity dimensions of e-Learning are defined on the basis of theoretical studies about traditional firm`s training program and information systems. Second, `the conceptual framework for developing e-Learning monitoring instrument` is proposed by selecting sub-activities(factors). Third, measurement items for these factors are created on the basis of the operational definition. Fourth, validity of each measurement items were verified by surveying the 5 experts using Delphi method. Consequently, <A monitoring instrument for firm`s e-Learning> is consisted of 5 key activity dimensions, 13 sub-activities(factors), and 39 measurement items.

나와우리를 위한 지식이전 이론

강소라(So Ra Kang),김효근(Hyo Gun Kym) 한국경영학회 2005 經營學硏究 Vol.34 No.3

자원거점이론 시각에서 지적자본이 조직성과에 미치는 영향

문윤지(Moon, Yun-Ji),김효근(Kym, Hyo-Gun) 대한경영학회 2007 大韓經營學會誌 Vol.20 No.4

학습 공동체의 특성이 기업 e-Learning 성과에 미치는 영향

서현주 ( Hyun Ju Suh ),정예선 ( Ye Sun Chung ),김효근 ( Hyo Gun Kym ) 한국지식경영학회 2004 지식경영연구 Vol.5 No.1

인적자본 증진전략 도출에 관한 사례연구 : IT 기반 A-정부출연연구소를 대상으로 A Case Study of IT Public Research Institute

문윤지 ( Yun Ji Moon ),최승은 ( Seung Eun Choi ),엄혜미 ( Hye Mi Um ),서현주 ( Hyun Ju Seo ),김효근 ( Hyo Gun Kym ),이찬구 ( Chan Goo Yi ) 한국인적자원관리학회 2007 인적자원관리연구 Vol.14 No.S