호텔기업의 조직지원과 리더지원이 조직구성원의 조직시민행동과 인상관리에 미치는 영향

김태훈(Kim, Tae-Hoon),이인석(Lee, In-Suk),이지운(Lee, Ji-Woon),정무관(Jeong, Moo-Kwan),원재환(Won, Jae-Hwan) 한국외식경영학회 2016 외식경영연구 Vol.19 No.1

본 연구는 호텔 종사자를 대상으로 독립변수로서 조직과 리더의 지원, 매개별수로 조직전념도 개념의 하위유형 중 감정적 전념도를 설정하였으며, 종속변수로 역할외 행동유형으로 구분되고 있는 조직구성원의 시민행동과 인상관리 행동을 설정 하여 조직구성원들의 지각측면이 태도와 행동에 끼치는 영향력을 알아보았다. 분석을 위하여, 서울시내 20개 호텔을 대상으로 최종 418부의 설문지를 활용하여 분석을 실시하였다. 연구결과, 조직적 지원과 리더의 지원을 높게 지각할수록 조직에 대해 감정적으로 전념하게 되며, 조직에 감정적으로 전념하는 조직구성 원들은 시민행동을 많이 수행하고 인상관리 행동을 적게 발휘하는 것으로 나타났다. 또한, 조직 및 리더의 지원을 높게 지각하는 구성원일수록 시민행동을 많이 하며 인상관리 행동을 적게 하는 것으로 밝혀졌다. This study explored the effect of organization and leader of support on organization member's citizenship and Impression management behavior mediated by organizational commitment. The purposes of this study are summarized as follows: First, this study is intended to construct not a one-way relationship but a two-way relationship between employee and organization for true value-relationship in organization. Second, integration of organization and leader support’s effects on employees’ attitude and behavior in organization, is studied to consider a relationship between organization and employee. Third, in order to study a attitude part of employee, organization and leader support’s effects on employees’ commitment to organization are considered. Fourth, employees’ perception ablout organization and leader support is studied in order to study a extra-role behavior that is defined citizenship and impression management in this study. 418 samples of employees in 20 of hotels in Seoul are used for the analysis. As a result, employees who perceive a high degree of organization and leader support, are commit to organization affectively and further conduct a great deal of citizenship while conducting a little impression management behavior. As above, this study in intended to survey a true value-relationship between organization and employee, spontaneous employee behavior and attitude to organization. So, through the consideration of micro and macro part of organization, this study is conduct an organizational behavior of employee in organization for organizational effectiveness and interests.

Scandals and Organization Name Change: A Study of Name Change Events in Korean Universities

정대훈,노그림,신동엽 한국인사조직학회 2017 한국인사ㆍ조직학회 발표논문집 Vol.2017 No.2

An organization’s name is the most representative symbol of the organization that encodes the core features of the organizational identity(Glynn & Abzug, 2002). Members of organizations can distinguish their organizations from other organizations through organization name, and present their organization to external audiences using the name(Corley & Gioia, 2004). Since organization name embodies the core of the organizational identity, organizations seldom attempt to change the name without a good cause. However, in this study, we suggest that organizations may choose to change their names when they are under serious identity threats. A scandal regarding an organization can be one of the most dangerous events that threatens the organizational identity. As the news of an organization’s transgression is covered and amplified by the media, the scandal internally damages the organization members’ beliefs in the organization, and externally damages the reputation and images of the organization perceived by audiences. Thus, organizations search for cognitive means to protect the organizational identity from the threats, and one of the approaches managers can take is to change the name of the organization. This study examines the name change events undertaken by Korean universities and finds that organizations are likely to change their names when involved in corruption, embezzlement, or sex scandals covered by the media. We also argue that the tendency to change organization name is weaker in organizations with regional identity, and stronger in organizations with institutionalized identity and specialist identity.

학습조직 활동과 조직성과에 관한 연구-제조업과 비제조업을 중심으로

진규동,최은수 한국기업교육학회 2008 기업교육과인재연구 Vol.10 No.1

The purpose of this study was to investigate what is the relationship between the learning organization activities on organizational performances in the manufacturing industry and non-manufacturing industries based on the structural equation model analysis. The specific questions regarding this purpose were: First of all, what the individual level learning organizational activities on organizational level activities as an intermediary variables does effect? Secondly, do the individual level learning organizational activities as intermediary variables in the manufacturing industry have a relationship with organizational performance? Thirdly, what is the relationship between the learning activities on an individual level in the non-manufacturing industry, and the organizational performance when the learning activities on the organizational level act as an intermediary? As the research method, the questionnaire was used. A total number of 312 employees from 213 listed companies and registered securities responded to the questionnaire. Frequency analysis, χ2, t-test, multiple regression, ANOVA, and LISREL were performed to analyze the data. Major findings were as follows: First, the support for the individual learning has to be in the level of organization. It is necessary to apply a strategy to build learning organization activities with continuous learning activities, and the activities on empowerment, as a main role regarding the difficulties in reality which are unable to sufficiently meet 7 types of learning activities. Second, the learning organization activities in the manufacturing industry and the learning organization model of organizational performance indicated the same model with the result in a prior study. Third, the model from the learning organizational activities in the non-manufacturing industry and organizational performance indicated that it is very different with the result in a prior study. Fourth, the model of learning organization has a number of outcomes according to the characteristics of organization and type of industry. In accordance with the model of learning organization activities, it has been confirmed that there are various kinds of learning organization models depending on corporation characteristics although it is ideal to have a relation which is satisfied with every learning organizations. 본 연구는 기업의 학습조직 활동과 조직성과와의 관계를 구조방정식모형 분석을 통하여 밝혀 보고자 수행되었다. 학습조직은 최근 인적자원개발 전략으로써 많은 관심의 대상이 되고 있는 분야로 학습조직과 조직성과와의 관계에 대한 연구의 필요성과 중요성이 강조되고 있다. 이러한 맥락에서 본 연구는 그 동안의 학습조직과 조직성과에 대한 연구를 살펴보고 선행연구를 기반으로 제조업과 비제조업에 있어서의 학습조직 활동과 조직성과 간에 어떤 관계가 있는가를 구조방정식모형 분석을 하였다. 이를 위한 세부 연구문제는 첫째, 개인차원의 학습조직 활동은 조직차원의 학습조직 활동을 매개로 기업의 조직성과와 어떤 관계가 있는가? 둘째, 제조업에서의 학습조직 활동은 조직성과와 어떤 관계가 있는가? 셋째, 비제조업에서의 학습조직 활동은 조직성과와 어떤 관계가 있는가이다. 연구방법으로 설문조사를 실시하였다. 우리나라 유가증권 상장기업 213개 업체에 종사하는 312명을 대상으로 이루어졌으며 설문 결과분석은 χ2, t-검정, 다중회귀분석, ANOVA, LISREL 등을 사용하였다. 연구결과, 개인차원의 학습조직 활동 4가지 중에서 3가지의 활동(지속학습, 연구와 대화, 자율역량)이 조직차원을 매개로 비재무성과에 간접적으로 영향을 미치는 것으로 나타났으며 팀 학습은 직접적으로 비재무성과에 영향을 미치는 것으로 나타났다. 제조업과 비제조업에 대한 학습조직 활동과 조직성과 간의 관계에 대한 구조방정식 모형분석결과는 제조업의 경우 학습조직 활동은 개인차원의 학습조직 활동이 조직차원의 학습활동을 매개로 조직성과에 영향을 미치는 것으로 나타났다. 한편 비제조업의 경우 학습조직 활동은 개인차원의 학습조직 활동이 조직차원의 학습활동을 매개로 조직성과에 영향을 미치지 못하는 것으로 나타났다. 결과적으로 학습조직 활동은 획일적으로 영향을 미치는 것보다는 각각의 학습조직 활동과 다양한 개인과 조직의 특성이 반영된 요인들의 영향을 받는 것으로 나타났다.

의료기관 학습조직 운영효과에 관한 연구

남종해 ( Jong Hae Nam ),조우현 ( Woo Hyun Cho ),이선희 ( Sun Hee Lee ),권순창 ( Soon Chang Kweon ),문기태 ( Ki Tae Moon ),강명근 ( Myung Geun Kang ) 한국병원경영학회 2004 병원경영학회지 Vol.9 No.2

This study was designed to suggest a learning organization in a medical center by examining the factors to influence effectiveness of the learning organization. We collected the data of 586 persons who participated once or more times in the learning organization managed from 2000 to 2002 by Y Medical Center located in Seoul, and included the data of 285 persons in the final analysis. The results of the study are summarized as follows. First, as the results of examining the regression coefficients to predict the effectiveness of and satisfaction with the learning organization through the learning level, learning method and learning organization constructing level as the general variables, the important influential factors were shown as follows: 1)knowledge creation, knowledge storing, private learning, organizational learning, and learning organization construction of occupational and human levels as the factors to predict the working competency: 2) learning organization construction of the human level as the factors to assume the duty satisfaction; 3) gender, working years, private learning, team learning and organizational construction level for the prediction of the organizational commitment; and 4) medical technical service, knowledge creation, organization learning, and constructing level of the environmental and human levels for the assumption of the satisfaction with experience in the learning organization. Based on the study results of the effects in managing the learning organization, we can conclude the followings. First, the members who are in various working positions and occupations need to continuously participate in the learning organization. Second, to raise the organizational outcome from the management of the learning organization, it is necessary to establish systematic concepts in the constituents of the organizational effectiveness such as working competency improvement, duty satisfaction and organizational commitment, and the experience satisfaction of the learning organization. Finally, the future of the organization depends on the learning competencies of the organization members. To continuously exist and develop the organization, the private learning of the organizational members should be constantly spread and shared over the organizational level, and the usual innovations such as repetitive and habitual organizational learning should be generally tried out throughout the whole field of the management.

Quantifying the Enhancement of Tropical Precipitation Due to Mesoscale Convective Organization

Pedro Angulo-Umana,Daehyun Kim 한국기상학회 2021 한국기상학회 학술대회 논문집 Vol.2021 No.10

The fundamental dynamics of mesoscale convective organization, as well as the effects of organization on tropical precipitation, remain poorly understood. Previous studies, utilizing distinct methodologies for the quantification and characterization of organization over domains, have reached mixed and sometimes contradictory conclusions as to the relationship between convective organization and the strength of precipitation. This study seeks to provide quantitative, observational constraints on the enhancement of precipitation due to convective organization. We isolate and diagnose the enhancement of tropical precipitation attributable to mesoscale convective organization by using NASA Tropical Rainfall Measurement Mission precipitation and rain type data. Utilizing the organization index of Tompkins and Semie (2017) to quantify the degree of mesoscale convective organization, we analyze tropical precipitation by binning our data by both the column relative humidity (CRH) and convective area fraction (CAF) of the domains considered. Among domains with similar CRH and CAF, finding the difference in precipitation rate between those domains with organization indices in the top quartile and those with organization indices in the bottom quartile gives an estimation of the enhancement of tropical precipitation that is due solely to an increased level of organization. Using this method, we find that tropical domains with organization indices in the top quartile of domains with similar CRH and CAF have a mean precipitation rate on average 43.8% greater than those domains with organization indices in the bottom quartile. We further demonstrate that the mechanism behind this enhancement is dependent on the CRH of the domain. As the domain becomes increasingly saturated, the enhancement of precipitation shifts from being due to an enhancement of the rate of convective precipitation to being due to an enhancement of the stratiform area fraction over the domain.

행정조직법정주의와 대통령보좌조직구성상의 한계

김성배(Kim, Sung-Bae) 국민대학교 법학연구소 2018 법학논총 Vol.31 No.1

우리나라 헌법과 정부조직법상의 대통령실의 조직변화를 검토하여 보면, 헌법상의 행정조직법정주의가 대통령직속의 보좌조직에게도 적용된다는 해석보다는 대통령의 직속보좌조직의 법정주의는 정부조직법상의 국가행정조직법정주의에 근거하여 규정되었다고 판단하는 것이 타당하다. 또한 비교법적 혹은 행정현실을 외국과 비교하면, 대통령이나 수상의 보좌조직을 엄격하게 법정화하는 입법례가 오히려 소수에 불과하고, 보좌조직을 법정화하였다고 하여도 그 법정화의 시작이 법치주의나 법치행정의 원칙을 구현하여 국민의 권리·재산을 보호하려는 것이 아니라, 오히려 대통령의 권한을 강화하고 행정지배력을 높이려는 시도에서 원래 존재하였던 사적조직이나 우회적 공적조직의 활용을 공고화하고 공식화하려는 방안으로 법정화를 하였다는 것도 유념해야 한다. 결국, 행정조직법정주의의 대상이 대통령직속의 보좌조직까지 확대된다고 해석해도, 법정화의 밀도는 다른 국가조직과는 다르다는 해석이 가능하며, 행정조직법정주의 대상에서 대통령의 보좌조직은 원칙적으로 제외되었지만 현실적 필요에서 법정주의 대상이 되었고 그 법정주의의 근거가 헌법상의 행정조직법정주의가 아니라 정부조직법상의 법정주의라고 해석할 수도 있다. 헌법개정과 정부조직의 개편을 위한 정부조직법의 개편에 있어서 구시대의 유산이라고 할 수 있는 ‘정부조직법’의 명칭도 지방분권주의와 현행 정부조직법의 목적조항에 맞게 「국가행정기관의 설치‧조직에 관한 법률(약 국가행정조직법)」등으로 개정하고, 국가행정조직법의 목적을 바로 세우고, 용어를 정리하며, 국가행정조직의 원칙조항(설립, 편성, 변경)을 두어서 국가행정조직의 개편의 기준이 되도록 하여 정권교체에 따라 유행처럼 이루어지는 불필요한 행정조직개편에 대한 제동장치(효율성, 개편 타당성조사원칙 등등)를 마련해야 할 것이다. 하지만, 대통령의 보좌조직에 대한 시원적 구성권한은 인정하여, 대통령실의 개편 등은 대통령령 차원에서 이루어질 수 있도록 하고 임명에 대한 대통령의 자유권한을 인정하여야 한다. 대통령실에 대한 견제는 조직법정주의를 통해서 이루어지는 것이 아니라는 것은 역사적 사실에서도 알 수 있다. 대통령실에 대한 견제는 예산심사, 탄핵, 출석요구, 대통령실에 대한 국정감사 등 국회의 견제장치가 실질적으로 작동하도록 제도를 설계하여야 하며, 대통령에 대한 충성조직인 참모조직과는 달리(전적으로 대통령의 임명통제), 행정각부 소속 공무원의 독립성을 보장할 수 있는 장치를 마련해야 할 것이다. If we review the organizational changes of the Presidential Office in the Constitution of Korea and the Government Organization Law, Constitutional administrative organization Legalism is not applied to the President’s office organization, but on the basis of the state administrative organization legalism in the government organizing law. it can be interpreted that even though the object of administrative organization law is extended to the organization of throne in the presidency, it can be interpreted that the density of the statutoryization is different from other administrative organizations. The organization of the president"s office was excluded in principle from the administrative and statutory subject matter, but it became a legal subject in the real need. It can be interpreted that the basis of the statutory principle is not the statutory administrative system, In the reorganization of the government organization law for the amendment of the law and the reorganization of the government, the name of the “government organization law”, which is the legacy of the old era, was changed to “the establishment and organization of the state administrative agency (The “National Administrative Organizing Act”). It is necessary to establish the purpose of the national administrative organization law, to organize the terms, and to set up the provisions of the principle (establishment, organization, change) of the state administrative organization so that it becomes the standard of reorganization of the state administrative organization. (Efficiency, revision feasibility study principle, etc.) for the reorganization. However, it is necessary to acknowledge the constitutional right of the president to organize the throne organization, to allow the reorganization of the presidential office to be carried out at the level of Presidential Decree, and to recognize the President"s right to freedom of appointment. Historical facts also show that checks against the Presidential office are not made through organized statutory measures. The check against the Presidential office should design the system so that the inspection of the budget such as budget review, impeachment, attendance request, and the inspection of the state against the presidential office should be practically carried out. And unlike the staff organization which is loyal to the president, And the establishment of a system that can guarantee the independence of civil servants belonging to each department of administration.

조직형태의 변화에 따른 적실성에 관한 연구 : 관료제 조직에서 팀 조직으로의 전환과정을 중심으로

김태룡 한국거버넌스학회 2007 한국거버넌스학회보 Vol.14 No.3

The purpose of this study is to discuss the relevance of team organization as a new form of organization as introduced to the Korean government and to thereby develop the effectiveness of team organization. This paper examines the physical factor, the constituent member factor, the management factor, and the conflict factor in the theoretical aspect to constitute the framework of reference for the discussion of the relevance of team organization. The results consider the relevance of team organization introduced to the Korean government based on the framework of reference, and show a considerable number of problems are manifested in the relevance factor aspect of team organization. Because of this, I tried to find various strategies to examine the effectiveness included in the establishment of team organization as it appeared in the Korean government as a new organization. In consequence, the in depth discourse about the legitimation of team organization attempted by one link of the organizational reformation in the Korean government will be accomplished. 본 연구는 한국정부에 도입된 새로운 조직형태로서의 팀조직의 적실성을 논의하고, 이에 따른 팀조직의 효과성을 제고하려는데 목적이 있다. 본 연구는 이 같은 팀조직의 적실성 논의를 위한 준거모형을 구성하기 위해, 이론적 측면에서 팀조직의 물리적 요인, 구성원 요인, 관리운영 요인, 갈등적 요인을 살펴보았다. 준거모형에 근거하여 한국정부에 도입된 팀조직의 적실성을 고찰한 결과, 적실성 요인이라는 측면에서 팀조직은 상당한 문제를 안고 있는 것으로 나타났다. 이에 따라 한국정부에서 새로운 조직형태로 등장한 팀조직의 정착을 포함한 효과성을 제고하기 위한 다양한 전략을 모색해 보았다. 결론적으로 한국정부에서 조직개혁의 일환으로 시도된 팀조직의 존재 당위성에 대한 심도 있는 담론이 이루어져야 할 것으로 보인다.

학습조직, 지식경영활동, 업무성과 간의 관계

천면중(Myun Joong Cheon),허명숙(Myung Sook Heo) 한국경영학회 2009 經營學硏究 Vol.38 No.6

A learning organization refers to organizations where organizational employees continually expand their capabilities to create the outcomes they truly desire, where new and innovative patterns of thinking are nurtured, where collective aspiration is set free, and where organizational employees are continually working to learn together. However, Garvin et al. (2008) indicate that the ideal of the learning organization has not yet been realized in spite of the importance of the learning organization, thus they suggest the new diagnostic tool of evaluating the learning organization.The purposes of this study are as follow: Firstly, this study evaluates the learning organization by using the new diagnostic tool proposed by Garvin et al.(2008). Previous research is largely based on the study of Watkins & Marsick(1996). As Garvin et al.(2008) indicated, organizations might overlook important factors because of the lack of evaluation criteria and tools used to evaluate the learning organization. From determining the level of the learning organization, quantitatively or qualitatively, organizations will know whether they are better learning organizations or not. Secondly, based on suggestions from the previous research on the relationships between learning organization and knowledge management, this study analyzes three comparative models of relationships among learning organization, knowledge management activity, and work performance. Through this comparison, this study figures out whether both managers and members in organizations focus on their knowledge management activities without knowing that their organizations are truly the learning organization. This study also shows how to integrate two factors, learning organization and knowledge management. This is to enhance work performance in organizations and thus this study provides implications for enhancing organizational competitiveness by examining the interaction effects of two factors in the holistic view.The results of the data analysis using SPSS 14.0 and AMOS 5.0, based on 271 employee cases are as follow: Firstly, learning organization is finally composed of two factors (learning processes and practices, leadership) instead of original three factors. Secondly, through a comparative analysis of models, while both the independent model and the mediating model show in general goodness of fits, the main effect of knowledge management activity indicates a relatively weaker factor. The moderating model shows better goodness of fit rather than both the independent model and the mediating model, and further indicates a stronger factor of learning organization. Some implications and limitations arisen in the course of the research, and suggestions for future research directions are also discussed.

정부기관내 조경식 설치에 따른 법리와 법제에 대한 연구

신익순 한국조경학회 1999 韓國造景學會誌 Vol.27 No.1

There is no official landscape architectural organization in the current government organization in Korea. Therefore, it is necessary to establish the landscape architectural organization which will carry out the works of the special landscape architectural interest and create the new services with other interested government offices. The contents of the study are as follows; 1. A legal basis for the establishment of the landscape architectural organization is the demand for the introduction of the landscape architectural organization which has 5 types(urban planning, architecture, land register, land surveying, civil work) of the special groups to official organization by changing the 1 article of the Official Appointment Regulations. 2. Theories of law of equality for everyone(the Constitution of Korea : §11(1)), the rights of having pleasant residential life(the Constitution of Korea : §35(3)) and the national duty of employment increase(the Constitution of Korea : §32(1)) are reviewed to provide the legal reason of establishing the landscape architectural organization. 3. With the addition of new landscape architectural organization, it could expand the areas of landscape architects by adding of new landscape architectural subjects into official examinations for government employees. Also it is necessary to exempt the test for those who have licenses and to give additional points in evaluation their works at the end of year to the people who have licenses. 4. The reasons for the creation of new landscape architectural organization into the present official organization are acquired from the derivation of 23 present regulations referring to the landscape architects, the existence of the landscape architectural administrative departments belonging to the Metropolis of Seoul, and the favorable result of the questionnaire on the establishment of the new organization. Hereafter the lawyers should be cooperated with landscape architects to initiate the related principles of law, and it is necessary to analyze each text of the related laws in detail to establish the landscape architectural organization by means of the joint studies.

노동조합 조직변경에 관한 법리 고찰 -초기업노조 산하 지부와 기업별노조간의 조직변경을 중심으로-

박진호 노동법이론실무학회 2012 노동법포럼 Vol.- No.8

Trade union’s organization form is often transformed in practice but only few specific cases are at issue so it is neglected in academic circles and business. The summarization of this study are as follows. Firstly, transformation of organization form is originally to “change the form to another type of organization without dissolution procedures”, secondly, change in rules of transforming the scope of the members of union is a different category from the organization form transformation, and thirdly, "maintaining identity of organization" is not a “requirement”in terms of organization form transformation but an “effect”. Therefore, transformation of organization form is only available if it can accept effects of “maintaining identity”. In addition, regarding “organization transformation between the transcendent enterprise-affiliated trade union that has no independent organization coordination and the trade union of companies” as mentioned in the beginning, transformation of organization form should be not juridical basically but solved by “legal principles of merger between trade unions or demerger”. However, if this is not proper to solve, then it needs to solve on the legal principle of ‘a new union formation after withdrawing from the union" and build a new legal principle of “trade union division” like Japanese law in the long term.