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- 검색키워드
- 저자 : 李喜子 (검색결과 212 건)
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이희자 배화여자대학 1998 培花論叢 Vol.16-17 No.-
To manage the work behavior of employees is essential for creating effective organizations. Work behavior includes several different kinds of employee behavior, and may be classified into in-role behavior and extra-role behavior. It is commonly accepted in the management literature that organizations need employees who are willing to exceed their formal job requirements. This kind of work behavior goes beyond traditional job performance and is necessary for long-term organizational effectiveness. In the last decade, many terms have been used to describe such behavior including organizational citizenship behavior (OCB) (Graham, 1991; Organ, 1988, 1990; Schnake, 1991), prosocial organizational behavior (Brief & Motowidlo, 1986; ), extra-role behavior (Van Dyne & Cummings, 1990; Werner, 1994), and organizational spontaneity (George & Brief, 1992). Nearly three decades ago, Katz (1964) identified three basic types of behavior essential for a functioning organization: attracting and holding people in the system, dependable role performance; and innovative and spontaneous behavior. Concerning this third category, Katz noted, "An organization which depends solely upon its blueprints of prescribed behavior is a very fragile social system"(p.132). Roethlisberger and Dickson (1964) noted that cooperation refers to something other than productivity. Productivity is regarded as a function of the formal organization (the authority structure, role specification, technology) and the "logic of facts". Cooperation, on the other hand, refers to acts that serve more of a maintenance purpose, to "maintain internal equilibrium." Cooperation thus includes day-to-day spontaneous prosocial gestures of individual accommodation to the work needs of others (e.g., co-workers, supervisor, clients in other departments (Smith et al., (1983) p.653). Every factory, office, or bureau depends daily on a myriad of acts of cooperation, helpfulness, suggestions, gestures of goodwill, altruism and other forms of organizational citizenship behavior. Substantively, citizenship behaviors are important because they lubricate the social machinery of the organization. They provide the flexibility needed to work through many unforeseen contingencies; they enable participants to cope with the otherwise awesome condition of inter-dependence with each other. Recently organizational citizenship behavior has received a great deal of research attention. Despite the growing acceptance of the OCB construct, however, some researchers have raised questions about how OCB is theoretically defined and measured (George & Brief, 1993; Graham, 1988). The Purpose of this study is to examine the construct of OCB by reviewing the theoretical and empirical literature. The contents of the study is to review the concept of organizational citizenship behavior, to compare with similar constructs, to investigate the trends of OCB and predictors of OCB.
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李喜子 배화여자대학 2003 培花論叢 Vol.22 No.-
The critical role of cooperation and trusting relationships is accounted much of in today' s organizational environment. Although the call for developing and maintaining these relationship has been strong, there has been little research adressing a core element, "trust" in there relationships. If any, each literature has approached the problem with its own lens and filters, so it is necessary to integrate different perspectives the key role that trust plays in critical social processes such as cooperation, performance , etc. The purpose of this review article is to investigate the various theories, and to suggest the themes for the future research about the trust in the organization. The major issues concerned with this study are as follows : First, how to define the trust including various disciplinary view of it. Second, the issue is to identify the basis of trust, forms of trust and development of the measure. Finally, the issue is to discuss the antecedents and outcomes of the trust in the organization.
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營養不足이 胎·乳兒의 成長發達에 미치는 영향에 關한 考察
李喜子 명지대학교 1985 明大論文集 Vol.16 No.-
The purpose of the study is to find out the effects of undernutrition on physical growth and mental development in prenatal period and infancy for untritional education. The importance of nutrition, effects of undernutrition on physical growth, relationship between undernutrition and mental development in prenatal period and infancy are discussed according to the articles that were reported. The results are discussed as followes: The effects of the malnutrion in prenatal period and before six monthes of infancy are critical for later life. Early nutritional deprivation retards brain growth and performance on varous cognitive dimensions of children. Therefore, amelioration of the several adverse social, economical, environmental influences as well as the nutritional dietary intake is required to bring about a substantial enhancement of the physical growth and the mental development of children.
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李喜子 배화여자대학 1991 培花論叢 Vol.10 No.-
Although the study of corporate culture is a relatively new area of inquiry, long-standing traditions of theoretical and empirical work in several academic disciplines (including cultural anthropology, sociology, social psychology, and organizational behavior) inform the study of culture within the corporate context. I have tried to synthesize this literature in order to provide the necessary research and theoretical underpinnings for the paper. The content of this study is to investicate the concept of culture especially in the area of anthropology, the definition, elements, and importance of the corporate culture. The conclusion of the study is as follows. (1) Concept of culture In the view of anthropology, the common traits of the culture are influences on social group, shared values, beliefs and shared behavior patterns. System of culture is classified into three aspects (material culture, ideological culture, behavioral culture). (2) Concept of the Corporate Culture In the study of the definition of the C.C, C.C is include the context of organization, the value of the members, behavioral patterns, interaction mechanism, identification of organization. The elements of C.C is based to the C.C study and it's common traits is shared value. (Fig. 6) The inportance of C.C is classified into three aspects (basic, functional, practical importance).
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