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The advent of the 4th industrial revolution through technological innovations such as block chain, cloud computing, big data, internet of things, and artificial intelligence makes expectations and concerns as well. On the one hand, the fourth industrial revolution can cause increasing returns to scale of firms, productivity enhancement and thus economic growth. If technological innovation is complementary to labor, it can result in productivity improvement and create high value-added new products. On the other hand, there are increasing concerns that technological innovation could displace jobs by machines and eventually cause the disappearance of jobs. Technological innovations in the ICT industry may play an essential role in the 4th industrial revolution. Nonetheless, there are not many studies on productivity effects of the innovation activities in the ICT firms. This paper empirically examines the effects of new product innovation and production procedure innovation on productivity in the ICT firms using the 2011 Korean Service Innovation Survey data. In estimating the effects of innovation on labor productivity in the ICT industries, it controls for simultaneity and inconsistency of the innovation variables. Main empirical results are as follows. First, the exogeneity hypothesis of both new service innovation and production process innovation is rejected respectively, meaning that estimation by the simple OLS estimation can produce biased results. Thus, an expansion of innovation activities leads to an increase in labor productivity in the ICT firms and the other way around. Second, all R&D expenditure variables in the ICT firms except SMEs are also found to be statistically significant, implying that R&D investment is main sources of ICT firms’competitiveness and an important factor of firm growth. Third, the labor productivity of the ICT firms is found to be have positive association with process innovation. This means that labor productivity and production efficiency can be improves mainly due to process innovation. However, service innovation has negative association with labor productivity in the ICT service industry. This result is consistent with Hong et al.(2003) and Jung(2011) in that productivity performance in service sector is not that good. Finally, for all non-ICT firms, either large or small, process innovation has the positive effects on labor productivity, implying that process innovation should play an essential role in improvement of productivity efficiency in the service industry.

In this study, we analyzed the efficiency of technology special listed companies in KOSDAQ. In order to identify the cause of efficiency change, we divided efficiency into R&D activity, financial activity and total activity. The results can be summarized as follows. First, before the IPO, efficiency seems to maintain a similar level of overall efficiency change, since the efficiency is slightly reduced or maintained and then increased after the IPO. In particular, in the case of Window-DEA efficiency changes, technical efficiency before IPO is maintained at a similar level and seems to be gradually improving after IPO. This means that the efficiency improvement is not fast and a considerable period is required. In addition, the change in productivity index of Malmquist showed an increase in the productivity index before IPO, and the productivity decreased temporarily after IPO. The efficiency change also shows that the efficiency improvement before IPO shows that the efficiency decreases temporarily after IPO. It seems to be focusing on improving the efficiency after IPO. In addition, technological change, not internal processes and improvement of management efficiency, showed technological change before IPO but not technological change at T+3 after IPO. The results suggest that productivity changes due to technological innovation, research and development are effective for at least four years rather than in the short term. Second, the efficiency of R&D has decreased after IPO compared to before IPO, even though financing or securing of excellent manpower has been facilitated through IPO. The average number of employees and R & D expenses increased, but the number of patent applications decreased. Most of these causes are due to pure technical inefficiency, so it is necessary to improve internal inefficiencies such as processes and systems. Third, the efficiency of the R&D results and the financial efficiency, including R&D and financial activities, shows that the efficiency before IPO　and after IPO is similar. However, pure technical efficiency and scale efficiency showed contradictory results before and after IPO, indicating that improvement of pure technical efficiency such as internal process and management efficiency improvement is needed rather than scale efficiency. Similar results were obtained in the comparison of efficiency before IPO and after IPO considering additional growth, profitability, and future value. The purpose of the technology special listing is to allow technology qualified deficit companies to enter the KOSDAQ by evaluating the technological power of these companies because it can not be listed as a general listing requirement. In light of these facts, the efficiency of R&D after IPO has decreased compared to the pre-IPO, but the expectation for future value is still maintained. The efficiency change shows relatively high efficiency before IPO, but the efficiency increases with time difference after the efficiency decreases after IPO. Especially, it is confirmed that technological change occurs at a considerable time difference. In addition, there is a significant decrease in the efficiency of research before and after IPO. In order for the technology listed companies to continue to lead to continued financial performance, these parts should be supplemented and improved.

Investments to human capital have important roles in securing human resources with enhanced skill-sets to create new knowledge, and boosting innovative capacity of the knowledge-based economy, However, since it is not possible to expand the investments to human capital indefinitely due to tight budgets of individuals and the government, it is crucial to think about how to effectively generate rates of return to investment in education from the economy-wide perspective. In this study, we use a knowledge-based CGE model to quantitatively analyze the macroeconomic effects of the investments in education focusing on Korea, in order to estimate returns to investments in education in accordance of policy scenarios which cover quantitative expansion of investments in education, as well as the quality improvement of the educational system in terms of the wave of rapid technological innovation. As a result, it is confirmed that the returns to investments in education of Korea can be achieved ranging from 5.39% to 7.29%, depending on the designed policy scenario. In addition, by comparing macroeconomic effects by scenarios, it is found that it is important for Korea economy to establish lifelong education systems that promotes active accumulation and improvement of workers' skills, strengthen on-the-job training and workplace-based vocational training programs, and make reforms of educational system to cope with the rapid changes of technological innovation.

Recently, abusive supervision and its effects on employees' attitudes and behavior have received growing attentions from many scholars. They have mainly suggested that abusive behavior by supervisors would cause some negative attitudes and behaviors of employees. In spite of the fact that abusive supervisory behavior in workplace is believed to be pervasive phenomena in Korean organizations, however, domestic research on this area is relatively scant. The purpose of this study is to fill this gap. This study attempts to find the mediating role of employee's perception of job alienation between abusive supervisory behaviors and employee’s turnover intention. Through proving the mediating role of perceived job alienation among employees, this study would help the managers understand more clearly the psychological process and mechanism by which abusive supervision influences on employee's turnover intention. The results of the study showed the following. First, abusive supervision and employee’s job alienation are positively correlated, which means abusive supervision causes job alienation perception among employees. Second, job alienation perceived by employees is positively correlated with their intention to quit. Third, job alienation has a partial mediating effect on the relationship between abusive supervision and employee’s turnover intention. Finally, negative affectivity of the employees has some meaningful moderating effect on the relationship between abusive supervision and employee’s job alienation, but their interaction pattern is not like as predicted in the hypothesis of this study, which asks for further research effort on this issue. In conclusion, this study presents some suggestions for future research. First of all, more attention should be paid by domestic scholars on the influences of abusive supervision on employees’ attitudes and behaviors. As this study has suggested, abusive supervision may bring forth various negative influences on employees' responses in workplace. Secondly, future research should pay more attention to the role organizational or team climate may play in the relationship between the abusive supervision and employee turnover intention. Thirdly, this study suggests that future research need to exert more effort to find individual and situational factors which would stimulate abusive supervisory behavior at the workplace.

According to the social categorization theory, people tend to categorize their group members into in-group or out-group members according to differences in demographic attributes. Generally, people prefer interacting with in-group members to out-group members. Our research focuses on which demographic attributes affect social categorization. We examined the influences of differences in gender, age, and educational background on role clarity in 58 teams in a Korean public enterprise. Moreover, we examined the mediating role of interaction frequency on the relationship between team diversity and role clarity. Our study provides evidence that interaction frequency can and does mediate the relationship between team diversity and role clarity. Gender diversity and educational background diversity have negative impact on interaction among team members, and consequentially lower role clarity within team. This study makes several academic and practical contributions. First, this study shows how team diversity affects role clarity within the team. The diversity of team members will make it difficult for an individual to find a team member who is similar to himself/herself and who feels intimacy, which may lower the quality and frequency of interaction. The lower the quality and frequency of communication among members reduces the opportunity to exchange and share information about each other, making it difficult to clearly identify and share their roles. Our study provides evidence that interaction frequency can and does mediate the relationship between team diversity and role clarity. Second, this study considers gender, educational background and age in the Korean context among the various dimensions of team diversity. Among them gender diversity and educational background diversity except age diversity have negative impact on interaction among team members, and consequentially lower role clarity within team. The team with many heterogeneous members of gender and educational background had less interaction frequency among the members, and the role clarity was also lower. Meanwhile, with regard to diversity in age, the company has implemented several strategies to do away with inefficient seniority rule which was dominant social norms in Korean organizations. There-through, age diversity in this study appears to be positively related with role clarity as well as interaction frequency, and not significant. It is suggested that managing the demographic diversity of team is an important factor in enhancing the team interaction frequency and role clarity. These results show that the negative effects of diversity can be overcome to some extent by corporate level efforts.

In the environment of services, only physical aspects were measured in the past, but recently, people feel the necessity of measuring servicescape including social as well as restorative aspects, too. In fact, a number of researchers are trying to extend servicescape now a days. However, in the previous study, research on medical services, leisure facilities and food service was mostly carried out, and no studies on large shopping malls have been conducted. Along with the increase of necessity to extend servicescape to include physical, social, and restorative aspects all and the importance of perceived value regarding shopping malls, here, this study aims to adopt perceived value as a parameter and analyze how large shopping malls’ servicescape extended influences customer satisfaction. To confirm this, surveys were conducted, through direct distribution and the Internet. Using SPSS 21.0, the data was collected and through a frequency analysis, demographic characteristics were noted, and by conducting an exploratory factor analysis, unnecessary factors were removed. Also, reliability analysis and validity test were conducted, and it is to conduct a hypothesis verification using mediating effect regression analysis, using a multiple regression analysis and mediating variables. According to the results, perceived value is influenced by social and restorative servicescape, and customer satisfaction is influenced by physical, social, and restorative servicescape and also perceived value. Study results verifies that social servicescape has partly mediating effect while restorative servicescape exerts complete mediating effect. Considering the fact that restorative servicescape is a psychological benefit that customers gain indirectly, the degree of it influencing customer satisfaction directly is relatively lower than that of social servicescape that is direct communication between employees and customers. Restorative servicescape, however, internalizes psychological aspects, for instance, rest or fascination, so it influences perceived value much more. Also, its mediating effect on customer satisfaction is the highest; therefore, within large shopping malls, social servicescape is, of course, important, but restorative servicescape is found to be more important after all.

Since the mid-1990s, Pyongyang has been paralyzed by the national distribution system, and the mayor has taken on the role of failing to provide enough food and living necessities for Pyongyang residents. According to the analysis, the re-formation of the urban space in accordance with the economic structure of the Pyongyang region is as follows: First, the planned economic system in Pyongyang city is weakened and the market economy system is strengthened. Second, as the overall privatization progresses, the city's economic space has been formed. Third, trading companies under the privileged institutions of Pyongyang are exercising exclusive authority. They exports ore, aquatic products, agricultural products, and labor power, which are national property. And imports part of export money from China as food and daily necessities, distributing it nationwide and creating enormous wealth. This labor exploitation and monopoly is regarded as showing the appearance of early capitalism. As Pyongyang changed from a planned economy to a market economy, the market expanded due to changes in its distribution structure. In addition, production bases spread due to changes in production structure. Changes in the financial structure have also contributed to the expansion of the money market. This merger of distribution, production, and finance has resulted in the re-formation of the urban structure of Pyongyang as a huge market economy system has been formed.

Research and development is generally considered the driving force of innovation. Innovation is a crucial factor for firms in terms of industrial competitiveness and economic growth as it directly impacts firm productivity and further R&D activities. However, due to the uncertainty of R&D results, R&D strategy needs to choose the timing of investment. Many studies have shown that there is a close relationship between R&D expenditure and patents, but these have not been studied at a technical level. This study aims to empirically estimate distributed lag effects between R&D investment and patent by industry and firm size. To analyze the lag structure between them, we used a dataset of the “Business Activity Survey” compiled by Statistics Korea from 2006 to 2015 and employed a polynomial distributed lag model. This is because it is highly likely that multicollinearity will emerge, if a distributed lag model is applied to multiple regression analysis. R&D expenditure and the number of patents held were used to measure R&D input and output, respectively. The main results are as follows. First, the empirical results indicate the presence of bilateral causality between R&D expenditure and patents (R&D→Patents; R&D←Patents). Our data indicate that the traditional causality is stronger although the reverse causality is also acceptable. Second, the time-lag between R&D investment and patent application was three years. Third, we found that there are differences among industries with a similar level of technology with regard to the time-lag effect. In particular, high technology industries have a longer time-lag than other industries. These results are similar to previous studies that suggested industries with higher technology levels determine long-term investments. Finally, medium-sized firms have a shorter time-lag between R&D investment and patents than that of large or small firms. This study would be a new approach using technology level, which would be able to provide a benchmarking idea to firm owners and policy makers. Firm owners have to control their input effectively, sometimes reducing or transferring resources such as R&D investment and employees according to many factors such as technology level, size, and so on. Attempting to predict the size and timing of R&D results is an effective way of responding to the uncertainty of the R&D and to reduce the management risk before making decisions regarding R&D investment.