직무스트레스의 원천과 조직유효성

양춘희 남서울대학교 1995 남서울대학교 논문집 Vol.1 No.-

The purpose of this thesis is (1) to clarify the job stressor, (2)moderating factor (personality traits, social support), (2)to investigate the relationships Job stress and job attitudue (job satisfaction, organizational commitment, and job performance) This study is based on the establishment of existing literature on physiology, psychology, and behavioral science. The study shows that role conflict, role ambiguity, role overload, and role underload are job stressors. Role conflict is the critical stressor for workers in marketing department. Job stressors have direct impact on the perceived level of job stress. With respect to the personal type A/B, it is felt stronger by the A type than the B type and job perfomance is higher in the B type than the A type. Social support from superior shows high moderating effect on job satisfaction. With respect to the relationships between job stress and organizational commitment, the stress is harmful but with respect to the job performance, the stress is not all always harmful. Proper level of stress has positive impact on job performance. Implication of this work for practioners and for future theoretical and empirical development are suggested.

[시] 오름 왕국

양춘희 문예운동사 2023 수필시대 Vol.21 No.여름

여성관리자의 리더십 연구

양춘희 남서울대학교 경영연구센터 2001 경영연구 Vol.3 No.-

More and more women are beginning to take part in labor market, But most of the women can not be a manager. In this paper, I tried to find the cause of the effect not to be a managerial leader. The major findings of this study are as the following: First, there was a strong tendency of gender related job segregation derived from gender role stereotyping. There are many words to barry to be a female leader. This is caused man-oriented society structure. And these are explained by human resource theory, dual labor market, and statistical discrimination. Second, women can not enter the core position within managerial jobs like department of personnel, marketing which have the power of decision making or to manage organization, and follower. Most of the women are placed department of research, public relations which have not social power. People said that women have a psychological handicap like fear of success, and have not ability to build information networks. But I suggest the alternative to development the female leadership on the basis of androgyny and shared leadership and servant leadership which are women's advantages.

여성리더십과 권력동기

양춘희 남서울대학교 2011 남서울대학교 논문집 Vol.17 No.1

Since the early 1990s, the number of female workers in the labor market has been increasing and in greater opportunity for them to take a higher positions in the various organizations. Therefore the leadership is a critical issue to think about human resource development, especially to the women. When we consider the biographical factor for classifying the people to analyze the cause of behavior, frequently we tend to attribute the result of human behavior to the gender the most among other demographical variables. They said, woman doesn't have a leadership. And they say, woman can't handle power, furthermore in case of controlling subordinate with power, female workers tend to be especially vulnerable. We must investigate the one phenomenon through the historical context and this is the 21st century in which the labor characteristics has changed and organization structure isn't the same to use power before. For these purpose, this study also focuses on trying to examine whether it is possible to have a more positive and affirmative understanding of power from feminist perspectives.

조직학습과 지식관리

양춘희 남서울대학교 경영연구센타 2000 경영연구 Vol.2 No.-

The Organization Learning has been adopted as a method of Knowledge Management System to create sustainable competitive advantage in organization. Especially knowledge firms or organizations, for example, consulting, advertisement company, R&D institutes should manage the knowledge strategically. This paper focuses on how to manage knowledge activity practically. Several managerial implications are as follows : (1)Individual learning should be turned organization learning. Learning method must be focused cognitive change and behavioral change. (2)Top management should build infrastructure to increase knowledge creation and knowledge sharing, storing, use: organization structure, for example, Hypertext Organization or N-Form organization, organization culture, learning strategy, human resource recruiting and developing, evaluation system.

성역할 사회화와 성차별적 언어표현

양춘희,권용만 남서울대학교 상경연구소 2008 지역개발전략연구 Vol.5 No.2

벤처경영과 기업가정신

양춘희 남서울대학교 경영연구센타 1999 경영연구 Vol.1 No.-

Abstract On literature review, the author found that the previous studies on the relationship between various factors of an entrepreneur and venture firm perfomance have not been actively conducted. This thesis examines the contingency relationship between characteristics of an entrepreneur and venture firm performance. This research treats new strategies of venture. This research study definition of entrepreneurship and characteristics of the entrepreneur. We can conclude that the impact of and entrepreneur's characteristics on the venture firm performance depends on the degree of fitness between them.

고성과 조직의 경력관리 사례연구

양춘희 남서울대학교 경영연구센타 2002 경영연구 Vol.4 No.-

Among many human resource management problems, career management have influenced all personnel steps. Particularly, small manufacturing company, what we call “3D industry”, have a difficulty about procuring skillful or competitive manpower. Furthermore, workers who have many experience leave or turnover to the rival or large firm. At last, small enterprises have to try again career development progress. This dissertation is to study firm case that have set up career development program. Case firm have suffered procuring competitive human resource and quitting experienced worker. Case firm need new strategy. So firm manager decided that career development program will solve the problems as a type of strategic human resource management.. First, case firm set up human resource management philosophy. That is based on the ‘principle of right man, right place’. Case firm take no account the rules of education, age, and the length of employee' service. Second, case firm design performance new evaluation system. Third, manager is concerned about employees' needs and wants. Managers acknowledged that most of employees want a desk worker(clerical worker), not factory worker. Firm manager suggest that employees propose their opinion. Vacant seat is informed through all company communication channel. Vacancy was fill by an applicant. Of course personnel evaluation committee review many points. At that time even factory workers have replaced clerical position. Most of promoted worker(replaced worker who experienced the type of occupation change) perform their duty (being high performer). But a low performer demote to a lower rank. Company managers take demoted worker into careful consideration. Case firm can prevent from leaving skilful worker. Eventually the company have a competitive power.

기업경쟁력과 여성관리자의 리더십

양춘희 한국기업경영학회 2003 기업경영연구 Vol.10 No.2

혁신과 조직패러다임 : 통합적 인식틀과 학습조직 Comprehensive Frame and Learning Organization

양춘희 남서울대학교 1996 남서울대학교 논문집 Vol.2 No.-

The purpose of this paper is to discuss about how to categorize organization frame and what the most effective innovation methods are. This paper shows that Learning Organization is effective when organization frame mix is optimal for different innovative issues. In doing so, change agent can lead innovation process.