Rapid and volatile changes in the business environment have called for speed and agility in workplaces. In particular, due to the rapid economic growth in South Korea over the past half century, hurriedness culture has been prevalent in Korean organizations. Despite the increasing importance of work pace and speed in organizations, empirical research on workplace hurriedness is lacking in the management literature. To fill this research gap, the present study aims at exploring the role of hurriedness in critical employee work outcomes. Drawing on the attentional focus model and the resource allocation framework, we proposed positive relationships between employee hurriedness and job performance and organizational citizenship behavior (OCB). Furthermore, we examined cooperative team climate as a boundary condition in which the relationships between hurriedness and work outcomes were more pronounced. More specifically, we predicted that the relationships between hurriedness and job performance and OCB would be stronger when cooperative team climate was high than when it was low. To test these hypotheses, survey-based data were collected from 190 supervisorsubordinate dyads in 29 organizational teams. To reduce the potential common method variance resulting from the use of self-report, we asked respondents to report on the level of their hurriedness and cooperative team climate, whereas their supervisor assessed the target employee’s job performance and OCB. As the data were nested in teams, we employed hierarchical linear modeling (HLM) as an analytic tool.
The results of the HLM analyses showed that individuals’ hurriedness was positively associated with their job performance and OCB. In addition, cooperative team climate significantly moderated the relationships between hurriedness and work outcomes. As predicted, the relationships between hurriedness and job performance and OCB were more pronounced when cooperative team climate was high than when it was low. Taken together, these findings suggest that even controlling for individual and team factors, employee hurriedness remained as a pivotal predictor of job performance and OCB, and that the effect of hurriedness on job performance and OCB strengthened in a cooperative team climate. As such, the present study offers researchers and practitioners new and meaningful insights into the role of hurriedness in crucial work outcomes and its boundary condition, which have been quite neglected in the organizational behavior literature.
The results of the HLM analyses showed that individuals’ hurriedness was positively associated with their job performance and OCB. In addition, cooperative team climate significantly moderated the relationships between hurriedness and work outcomes. As predicted, the relationships between hurriedness and job performance and OCB were more pronounced when cooperative team climate was high than when it was low. Taken together, these findings suggest that even controlling for individual and team factors, employee hurriedness remained as a pivotal predictor of job performance and OCB, and that the effect of hurriedness on job performance and OCB strengthened in a cooperative team climate. As such, the present study offers researchers and practitioners new and meaningful insights into the role of hurriedness in crucial work outcomes and its boundary condition, which have been quite neglected in the organizational behavior literature.
The results of the HLM analyses showed that individuals’ hurriedness was positively associated with their job performance and OCB. In addition, cooperative team climate significantly moderated the relationships between hurriedness and work outcomes. As predicted, the relationships between hurriedness and job performance and OCB were more pronounced when cooperative team climate was high than when it was low. Taken together, these findings suggest that even controlling for individual and team factors, employee hurriedness remained as a pivotal predictor of job performance and OCB, and that the effect of hurriedness on job performance and OCB strengthened in a cooperative team climate. As such, the present study offers researchers and practitioners new and meaningful insights into the role of hurriedness in crucial work outcomes and its boundary condition, which have been quite neglected in the organizational behavior literature.

This study develops an input-output model of interdependence between large and small-medium enterprises and analyses the output and employment impacts of getting larger in firm size to interpret the problems of corporate partnerships in view of general equilibrium theory. Based on the results of analysis, we can find that negative impacts of getting larger in firm size are much stronger as the monopolistic or oligopolistic nature of large enterprises in product market by industry is much strengthened, and contrarily those positive impacts are also stronger as the share of small-medium enterprises in outputs by industry is much higher. We can suggest that the view of the general equilibrium theory is quite necessary for the corporate partnership or win-win growth policy between large and small-medium enterprises, too.

The current study reviews literatures and cases of Cooperative Education Program (Co-op), which could be an innovative educational institution for solving the chronic labor market mismatch between small and medium-sized enterprises (SMEs) and young people. By analyzing successful cases of Co-op in North America and Korea, the current study finds policy implications for facilitating the adoption of Co-op. Since Co-op was developed in United States in 1906, it has been adopted and implemented in 49 countries. Co-op is an innovative education program based on the partnership among, students, universities, and companies, and, at the same time, it can be seen as a human resource development and staffing program for companies. By participating in Co-op, students may improve academic performance in both majoring and non-majoring fields of studies, and, also, have opportunities for career exploration. Also, SMEs may use Co-op as an effective employee staffing practice that helps attaining talented new employees, reducing staffing cost, and improving labor productivity. Further, universities may utilize Co-op as an education program for meeting the needs from industries, building and enhancing partnerships with industries, and improving their graduates’ job placements. For the proliferation of Co-op as an effective employee staffing practice for SMEs, the current study suggests implications for public sector and private sector initiatives.

This article is to analyse the effect of demander-supplier relationship on the R&D investment of SME (small and medium enterprises) based on the incomplete contracts modelling. With the possibility of ex post contract renegotiation, the large firm can do the opportunistic behaviors regardless of ex ante contracts. Because the demanders could periodically reduce the price of the products that are supplied to them ex ante, the profit rate of the supplier is constantly lower than that of the large firms. Do the lower profit rates of the supplier make them reduce the R&D investment or try to do their best even with the lower incentives? Given data on supplier chains in the 6 representative industries from Korean Enterprise Data (KED), this article shows the effects of the supply relationships on the R&D investment. The results are followed. First the numerical order of the quantities of R&D investment is the demander, the supplier and the independent SEM. The demander with two or more potential suppliers can provide an incentive which is compatible endogenous prize for the winner in order to let the suppliers do the best to the point of social efficiency. Second, the higher stage in supply relationship, the more investment. There are also hierarchies in the quantities of R&D investment to the stages of the supplier networks.

Conflict management is critical in the succession of a family business. The conflict issues between the utive and the successor is an important factor that affects the business management performance. This study presents an empirical analysis of the impact that conflict types have on the satisfaction in succession process and the business performance, in the family business. To test the influence in the satisfaction in succession process and the business performance, the types of conflicts are categorized into a goal conflict, a process conflict and a relationship conflict, and also the types of conflict management are categorized into a competitive type, an evasive type and a cooperative type. As a result of the test, the relationship conflict has a negative significant effect on the satisfaction in succession process in the conflict types, while the satisfaction in succession process and the business performance show significant positive relation. Differently from previous studies, the competitive conflict type appears to have a moderating effect, after the conflict management type was set as a moderating variable for the satisfaction in succession process and the business performance. The study suggests that it is necessary to recognize and rationally manage the relationship conflicts between an utive and a successor since the succession is a lengthy process. And a competitive conflict management between the utive and the successor is necessary to increase business outcomes.

The TV home shopping industry in Korea launched in 1995 with government policy to promote cable TV service. The purpose of home shopping industry has been to supply distribution channel to small and medium size firms. As the number of cable TV subscriber increases, the TV home shopping business also prospers. Both the convenience of shopping and low price contribute rapid growth of TV home shopping business as well. Woori home shopping (channel name Lotte home shopping) entered home shopping industry in 2001, following first movers, GS home shopping and CJO shopping who entered the business in 1995. In 2007, Lotte Group merged Woori home shopping and changed the channel name to Lotte home shopping. After merger, the speed of catch up has accelerated resulting 30% of annual growth from year 2008 to 2010. However, there were also dark side of rapid growth. There were extensive competition of broadcasting fee and this cost were shifted to suppliers especially small and midium size suppliers. It was a structural problem of home shopping industry. Now it is time for Lotte home shopping to pursuit a accompanied growth with its suppliers, competitors, and customers. At this point of time, we will review various endeavors of Lotte home shopping to catch up first movers and the effect of rapid growth of Lotte home shopping. Especially, we will focus on the period between 2008 to 2010. How does Lotte home shopping grow so rapidly? What was the effect of aggressive growth of Lotte home shopping? What were the dark sides of rapid growth?

The study focuses on the effect of the consultant support program of the government on the management performance of the SME. Accordingly, the author identified the SME consultant support program in Daejeon city and analyzed the effect on the management performance by subdividing the financial performance into aspect of profitability, growth, stability, and activeness. Also, while considering that the industry which SME belongs, business scale and the R&D scale is endogenous to the management performance, the author adopted PSM-DID policy assessment model to estimate the variation in the management performance. The analysis showed significant effect of the consultant support on profitability and growth of the SME. The result further checked that ed recipient for the government support have distinguishable leverage over the companies with similar qualifications on profitability and activeness of the firm. These analysis result can be utilized as a valuable strategic asset not only for the SME beneficiaries but also for the government who implements the consultant policy.

Recently, Korean government initiated Center for Creative Economy and Innovation which may result in complementing or replacing external ecosystems with internal markets of large business groups or Chaebols. In this study, we focus on investment activities of early-stage firms and investigate whether internal capital market is more effective than external capital market for start-ups. Using the research techniques of investment-cash flow sensitivity, we find that the start-ups affiliated to business groups experience less investing constraints than the stand-alone start-ups. The results support the government’s policy to a certain extent.

Entrepreneurial orientation has been considered to be a major factor that contributes to firms' performances. Therefore, there have been many previous researches on the relationship between entrepreneurial orientation and firms' performances. However, entrepreneurial orientation is managerial attitude that gives a firm a basis for strategic decisions and it should be differentiated from entrepreneurial actions. In this regard, it is necessary to understand the process on how entrepreneurial orientation contributes to firms' performance. Hence, this study intends to examine which process mediates entrepreneurial orientation and firms' performance from the perspective of organizational learning. We also try to discuss which factor moderates the relationship between organizational learning and firms' performance. Particularly, we focus on internal factors of firms as moderating variables because small and medium enterprises often depends on internal resources and capability in the organizational learning process. So, we discuss internal social capital such as structural social capital and relational social capital as moderating variables.
The empirical analysis shows that organizational learning mediate the relationship between entrepreneurial orientation and firms' performance. It implies that entrepreneurial orientation has no direct impact on performances but impacts on firms' performance through organizational learning. Entrepreneurial orientation can be implemented and integrated during the process of organizational learning. Firms can also transfer entrepreneurial orientation into action and create new knowledge by the process. So, the performance of a firm depends on how it implements organizational learning actively. Hence, it is recommended that firms focus how to encourage organizational learning as well as how to raise entrepreneurial orientation for their growth and better performance. Specifically, small and medium enterprises whose resources and capabilities are limited need to commit their resources and capabilities to organizational learning for their performance. Next, in terms of the moderating effect of internal social capital, the results show structural social capital which means the pattern of networks between employees and divisions has no significant effect on the relationship between organizational learning and firms' performance, while relational social capital which includes network strength and trust between employees and divisions has positive impact on the relationship. This result implies that neither the number of employees who attend meeting and internal relationship nor the number of meeting has no impact on the relationship between organizational learning and firms' performance. On the other hand, relational social capital that includes strong bond and trust between employees showed a positive impact on the relationship between organizational learning and performance. Therefore, the higher relational social capital, it facilitate the relationship between organizational learning and performance. Hence, firms are recommended to focus on strengthen the quality of intra-organizational relationship and trust between employees rather than on increase the number of meeting and employees who attend intra-organizational relationship for better performance from organizational learning.

In this study, we try to examine the relationship among the determinants, performances and impacts of entrepreneurship using structural equation model, which is constructed with 140 countries on about 50 variables during 2006~2015. Our model is based on the so called ‘OECD framework for the study of entrepreneurship’, which specifies the determinants of entrepreneurship with of six components (regulatory framework, market conditions, access to finance, knowledge creation and diffusion, entrepreneurial capabilities, entrepreneurial culture) and the performances of entrepreneurship measures by birth of new firm, employment and wealth, and also the impacts of entrepreneurship measures by economic growth, job creation and poverty reduction etc. Even though the above OECD framework still remains as a conjecture rather than a statistically established methodology, we try to demonstrate the relationship among the determinant, performances and impact of entrepreneurship as a pioneering study in this field.