Information Security and Organizational Performance: Empirical Study of Korean Securities Industry

This study was conducted to analyze the effect of information security activities on organizational performance. With this in mind and with the aim of resolving transaction stability in the securities industry, using an organization's security activities as a tool for carrying out information security activities, the effect of security activities on organizational performance was analyzed. Under the assumption that the effectiveness of information security activities can be bolstered to enhance organizational performance, such effects were analyzed based on Herzberg's motivation theory, which is one of the motivation theories that may influence information protection activities. To measure the actual attributes of the theoretical model, an empirical survey of the securities industry was conducted. In this explorative study, the proposed model was verified using partial least squares as a structural equation model consisting of IT service, information security, information sharing, transaction stability, and organizational performance.     

适应性指挥控制组织设计与研究综述

近年来,适应性指挥控制组织设计已经成为指挥控制领域的研究热点之一.分析了指挥控制组织设计的理论和方法,包括计算数学组织理论、Agent组织模型、Petri网、系统工程技术等,归纳总结相关技术的各自优势和不足之处.特别针对适应性和鲁棒性分析、组织测试、组织结构和任务计划识别3个指挥组织设计研究的新动向进行了细致阐述,指出...     

A framework for analyzing levels of analysis issues in studies of e-collaboration

There has been a proliferation of competing explanations regarding the inconsistent results reported by the e-collaboration literature since its inception. This study advances another possible explanation by investigating the range of multilevel issues that can be encountered in research on the use of synchronous or asynchronous group support systems. We introduce concepts of levels of analysis from the management literature and then examine all empirical studies of e-collaboration from seven information systems journals for the period 1999-2003. We identified a total of 54 studies of e-collaboration in these journals, and after excluding 18 nonconforming studies - those that were primarily conceptual, qualitative, or exploratory only-we analyzed the levels of analysis issues in the remaining 36 empirical studies. Based on our analysis and classification of these studies into six different clusters according to their levels of analysis, we found that a majority of these studies contain one or more problems of levels incongruence that cast doubts on the validity of their results. It is indeed possible that these methodological problems are in part responsible for the inconsistent results reported in this literature, especially since researchers' frequent decisions to analyze data at the individual level - even when the theory was formulated at the group level and when the research setting featured individuals working in groups -may very well have artificially inflated the authors' chances of finding statistically significant results. Based on our discussion of levels of analysis concepts, we hope to provide guidance to empirical researchers who study e-ollaboration.     

Potential reasons for software employees in small companies toleave their present company

Three hundred fifty-nine software professionals in 11 software companies of different size categories were studied in terms of potential reasons for leaving their present company. The most important reasons for the sample as a whole were salary, more experience, more interesting and challenging work, need for a change, and promotion. Those people in the companies with less than 50 people were significantly more likely to want to leave to run their own company, go to a more successful company, or obtain an equity stake, or because their present company was getting too large. Those in larger companies were significantly more likely to want to leave to obtain promotion, because the present company were getting too large, or to obtain more challenging work. These results support previous findings and also suggest that research criteria for smaller companies should include characteristics associated with the effects of different organizational size. The implications for managers suggest that the particular demands of those with a small-organization rather than a large-organization mentality need to be taken into account     

Organizational Communication: Challenges for the New Century

Organizational communication covers an eclectic mix of approaches, theories, and methodologies, developed within organizational settings or applied from other areas. The authors start their assessment of recent literature with 6 challenges for the field that have been delineated in previous reviews: (a) to innovate in theory and methodology, (b) to acknowledge the role of ethics, (c) to move from micro- to macrolevel issues, (d) to examine new organizational structures and technologies, (e) to understand the communication of organizational change, and (f) to explore diversity and intergroup aspects of communication. All 6 challenges implicate the importance of considering the intergroup level of analysis as well as the interpersonal and organizational levels, to undertake multilevel research in context, and to consider the role and place of voice in organizations. Finally, researchers must make their research ethical and consequential.     

Media Ethics Theorizing,Reoriented: A Shift in Focus for Individual‐Level Analyses

This project argues that multidisciplinary methods and work to reconsider key concepts are critical if media ethics scholarship is to continue to mature. It identifies 3 dimensions of a reoriented framework for media ethics theory: one that conceptualizes moral motivation as the focus of inquiry at the individual level; another that focuses on promising assessments of autonomy and organizational influences for a transformed media landscape; and a third that applies formalist virtue ethics as the best framework for normative claims arising from the first 2.     

The effect of reward structures on allocating shared staffresources among interdependent software projects: an experimentalinvestigation

Organizational theorists have long proposed the use of organizational reward structures to enhance coordination between interdependent projects. In practice, however, the structuring of reward schemes has been problematic, leading in many cases to dysfunctional behavior. The purpose of the reported research is to investigate the impact of different reward structures on the allocation of shared staff resources among interdependent software projects. The research question was explored in the context of a role-playing project simulation game. Experimental dyads played the roles of managers on two concurrent software projects sharing a limited staff resource. Two reward structures were tested, one that rewarded subjects for maximizing their own outcome (an “individualistic orientation”) and the other rewarded subjects for maximizing joint outcome (a “cooperative orientation”). The results suggest that reward structures lead to greater interaction and to more effective strategies for utilizing the organization's staff resource, but they do not lead to less self-interested behavior. The findings of the current study extend the literature on reward structures beyond group performance on physical tasks to dynamic decision making     

Do rewards benefit the organization? the effects of reward typesand the perceptions of diverse R&D professionals

Previous compensation research has focused primarily on individual benefits derived from monetary rewards and has tacitly assumed that diverse organization members hold similar beliefs regarding the efficacy of specific rewards. This article compares the beliefs held by members of diverse demographic groups in R&D organizations regarding the extent to which different types of rewards produce organizational benefits. Results based on evaluations from over 1000 R&D scientists and engineers across 30 companies found that intrinsic rewards and salary increases were widely believed to provide benefits to an organization. Individual cash rewards were generally seen as providing the fewest benefits. However, members of different ethnic groups and genders held different beliefs about the utility of several rewards. The article concludes by suggesting how similarities and differences in beliefs across a diverse group of employees could affect the management of rewards in R&D settings     

基于粗集和多Agent技术的分布式数据挖掘

在分布式数据库基础上,对各个站点的数据库使用粗集的方法进行挖掘,产生各个站点的规则,将这些规则库组合起来,产生一个全局的规则库,从而可以为管理者提供决策的依据.但是,产生的全局库中往往会有不一致的规则出现,一方面,是由于数据库本身的不一致等原因,导致了规则的不一致;而另一方面,则由于各个站点都追求规则的简洁性,使得直接从全局数据提取的规则不矛盾,在分布式环境下却得到矛盾的规则.对于第一种情况,可以通过现有的增加规则的可信度等方法加以避免;而对于第二种情况,本文提出了三种算法来解决了这个问题,并对这三种算法的效率、得到的一致规则的长度等问题进行详细的分析,说明了算法3是一种高效实用的算法.另外,本文对局部站点的核和全局站点的核的关系进行了研究,并证明了一个定理.     

A communication-based theory of the glass ceiling: rhetoricalsensitivity and upward mobility within the technical organization

The point beyond which promotions, raises, and job opportunities in general are defined to women and minorities solely because of their sex or their race, the so-called glass ceiling, is addressed. A communication-based theory of the organizational glass ceiling is outlined. The theory considers communication style, regardless of race or gender, to be an organizational member's most critical business behavior. The theory suggests a way to understand communication style in the context of the glass ceiling     

Contrasting attributes of preventive health innovations

This research employed diffusion of innovations theory to contrast three different preventive health interventions by their innovation attributes. The authors gathered self-report data from organizational members within a new organizational form, the contractual network of the Cancer Information Service, a geographically dispersed federal government health information program. Innovation attributes were rated differentially, depending on the nature of the specific intervention, suggesting important theoretical and policy implications.     

基于phpexcel的榆林学院工资查询系统的设计与实现

为了提高榆林学院财务处工资管理信息化水平,设计并实现了工资查询系统.该系统基于Codeigniter框架,系统分为前台、后台两部分,前台系统可实现个人资料管理、工资查询等功能,后台系统可实现教职工管理、工资管理、部门管理、短信发送等功能.系统表示层设计采用可Jquery框架,工资信息导入导出功能使用开源组件phpexcel实现,短信发送模块使用模拟登录wap网关的技术实现.系统开发完成后已在榆林学院部署使用,该系统操作简单,既方便了教职工的查询工资信息又减轻了财务人员的压力.     

双因素理论视阈下的高职院校辅导员工作满意度研究

高职院校辅导员满意度受诸多因素的影响。基于双因素理论原理, 认为保健因素中薪资待遇、学校的管理 方式、工作环境、上级监督和激励因素中工作本身、认可与赏识、工作成就感、自我价值的实现是影响辅 导员工作满意度的主要因素。因此, 提升辅导员工作满意度可以通过建立健全发展和激励机制、构建科学 合理的人事关系制度、创造良好的育人工作环境以及提升育人工作的成就感等方面来实现。     

Revisiting the Worksite in Worksite Health Campaigns: Evidence From a Multisite Organ Donation Campaign

This article advances the beginnings of a general theory of organizational features to aid in understanding why health campaigns that work well in one organization may be ineffectual in another organization. The physical, social, and information structures of organizations are theorized to create an interaction environment that is distinct to each organization and that influences health campaigns. To test this argument, an organ donation campaign was conducted in 46 organizations. Multilevel modeling yielded mixed findings. Physical structure was negatively associated with signing an organ donor card. Social structure and information structure were positively associated with communication with coworkers about donation and communicative peer influence. Industry type was positively associated with knowledge change.     

Intergroup conflict and conflict management in the R&Ddivisions of four aerospace companies

The author examined the intergroup conflict between R&D managers and non-managers in four aerospace companies, as well as the relationship between each of the five conflict-handling modes: competition, accommodation, sharing, collaboration, and avoidance, with the following variables: conflict frequency, job satisfaction, and job performance. The research findings indicate that intergroup conflicts were in the areas of goals, reward, control, authority, and insufficient assistance from technical support staff. Furthermore, intergroup conflict and conflict management were found to have both positive and negative consequences. Competition and avoidance were found to have exacerbated the frequency of conflict, and they had a negative impact on performance. Collaboration was found to have ameliorated the frequency of conflict, and it had a rather high positive impact on performance. Both sharing and accommodation were found to be inconsistently related to conflict frequency, and they had an inconsistent impact on performance. For three organizations, job satisfaction was negatively related to conflict frequency and avoidance while it was negatively related to accommodation based on one sample of subjects from one organization only. Competition, sharing, and collaboration were not found to be significantly related to job satisfaction     

Listener Comprehension of Compressed Speech as a Function of the Academic Grade Level of the Subjects

An experiment was conducted to determine the ability of students at two levels of academic achievement to comprehend compressed speech. The effects of two variables: rate of presentation and academic grade level of the subjects, and their interaction, were investigated. Compression of speech was done electronically with a speech compressor to achieve rates of 165 to 330 words per minute. The data were test scores representing the number of correct answers on a 20 item test of factual recall. An analysis of variance revealed significant differences within the main effects of rate and academic level of subjects; no significant difference was found in the interaction of the two variables.     

外国移动运营商纷纷调整组织构成以应对市场新形势

随着技术和经济环境的变化加剧，转型日益成为全球电信业的一个热门话题。为保障转型战略的成功．许多运营商对组织结构进行了调整，岗位设置、岗位职责或工作流程均发生了一定程度的改变。2006年4月6日．Vodafone集团公司着手进行管理结构调整．在调换多位高管的同时，把公司重组为三大部门，拉开了Vodafone集团新的转型计划的序幕。以Vodafone组织结构调整为主，分析了多家移动运营商的组织构成．提出了对我国移动运营商组织构成的建议。     

Understanding outsourcing partnership: a comparison of three theoretical perspectives

In recent years, increasing attention has been paid to building a successful partnership between the customer and supplier of the information systems (IS) outsourcing services. The sources of influence in successful information services outsourcing partnerships were explored by means of a study of Korean firms involved in such activity. Six major partnership-related variables were identified, and three alternative models were formulated based on 1) a behavioral-attitudinal theory which considered mutual benefits, commitment, and predisposition as intervening variables between the action-based factors of shared knowledge, mutual dependency and organizational linkage, and outsourcing success; 2) a simple direct effects model without such intervening variables; and 3) a model is based on a theory of reasoned action where the roles of the need-based psychological factors and the action-based factors were reversed. The three models were compared using a survey of 225 organizations in Korea that have outsourced their IS functions to external service providers. The findings indicate that the first model built on the behavioral-attitudinal theory best explained outsourcing success.     

一种基于信号幅度测量的相位校准方法分析

采用了一种基于信号幅度测量的新校准方法,通过计算各个指定状态下信号的相对电平,得到多路信号相位差。介绍了校准原理,在FPGADSP硬件平台上进行了仿真和算法验证,并给出了实际测量结果。分析和仿真表明了采用这种新校准方法的可行性。实测结果表明,该方法测量速度较快、设备量小、与仪器校准差别很小,尤其适用于对多通道不一致性系统进行补偿标校。     

The effects of sunk cost and project completion on informationtechnology project escalation

Information technology (IT) projects can fail for a variety of reasons and in some cases can result in considerable financial losses for the organizations that undertake them. One pattern of failure that has been observed but seldom studied is the runaway project that seems to take on a life of its own. Prior research has shown that such projects can exhibit characteristics of the phenomenon known as escalating commitment to a failing course of action. One explanation of escalation is the so-called sunk cost effect which posits that decision-makers are unduly influenced by resources that have already been spent and are therefore more likely to continue pursuing a previously chosen course of action. A competing explanation, labeled the completion effect holds that decision makers escalate their commitment as they draw closer to finishing the project. In order to understand more about the relative effects of sunk cost and project completion information, a role-playing experiment was conducted in which business students were asked to decide whether or not to continue funding an IT project given uncertainty regarding the prospects for success. Three variables were manipulated in the experiment: the level of sunk cost, degree of project completion, and the presence or absence of an alternative course of action. Results showed that subjects willingness to continue a project increased with the level of sunk cost and the degree of project completion, but that subjects were more apt to justify their continuation on the basis of sunk cost. As theory would predict, the presence of an alternative course of action had a moderating effect on the escalation that was observed