中国高校教师工作倦怠实证研究

徐哲俊(Xu, Zhe-Jun),徐琳栋,(Xu, Lin-Dong),金春洙(Kim, Chun-Soo) 글로벌경영학회 2015 글로벌경영학회지 Vol.12 No.1

教师的工作倦怠将严重损害教师的身心健康,导致教育和教学质量下降,并最终影响学生的健康发 展。本研究从组织行为学的层面,探讨了中国高校教师的工作倦怠及其影响因素之间的关系。研究结 果表明:人与组织政策适配度、个人与同事适配度、个人与工作的适配度对组织承诺有着显著正向影 响,对工作倦怠有着显著负向影响,组织承诺对工作倦怠有着显著负向影响,组织承诺起到间接的中 介效应。因此,高等院校从学校人力资源管理政策、教学和科研团队建设、教学任务以及课程安排等 方面采取有效的措施来降低高校教师的工作倦怠。 The job burnout of teachers must affect both their mental and physical health and a consequent deterioration in quality of education and teaching. It will affect students healthy growth ultimately. This study from the aspects of the organizational behavior, discusses the Chinese college teachers’ relationship between job burnout and its influencing factors. The research results show that: Person-organization fit, person-colleague fit, person-job fit on organizational commitment have a significant positive effect on job burnout and a significant negative effect on job burnout. Organizational commitment has a significant negative impact on organizational commitment and plays a mediating effect indirectly. So universities and colleges take effective measures to reduce college teachers’job burnout from the school of human resource management policy, teaching and scientific research team construction, teaching tasks and course arrangements.

中国延边旅游人力资源现状及开发对策

徐哲俊(Xu,Zhe-Jun),金红,英(Xu,Zhe-Jun),金春洙(Kim, Chun-Soo) 글로벌경영학회 2012 글로벌경영학회지 Vol.9 No.3

With the development of Yanbian tourism and entering from all directions of foreign enterprises, which will have a great impact on the development and management of tourism human resources in China. As Yanbian tourism develops rapidly in recent years, the demand for tourism human resources has a rapid expansion. However, the development and management of human resources is relatively backward, which has seriously limited the development of Yanbian tourism and needs to be solved as soon as possible. Therefore, this paper elaborates the human resources of Yanbian, analyses the problems about the development and management of human resources, and then finds that the total quantity of Yanbian human resources is insufficient, whose personnel training has a great gap compared with its market demand;its quality and level as a whole is somewhat low; professionals of tourism and hotel management are deficient;training work falls behind, which can not satisfy the tourism demand;incentive mechanism is on shortage, which leads to a frequent flow of personnel;employees have a weak sense of service. Then, it constructed a “Trinity” pattern of human resources development and management in Yanbian tourism. This paper puts forward practical countermeasure and measures from 6 aspects of establishing the correct concept of tourism talents, letting local governments and tourism administration departments play a leading role sufficiently, improving and strengthening the tourism human resources training, improving Yanbian tourism education system, building perfect talent and incentive mechanism, strengthening the occupation career management of tourism enterprise employee and so on, which provides theoretic and practical reference for the scientific development of human resources in Yanbian. 旅游业的持续快速发展以及国外旅游企业的全方位进入,将对中国旅游人力资源开发与管理 带来极大的冲击。近年来延边旅游业迅猛发展,旅游业对人力资源的需求急剧膨胀,但是,旅 游人力资源的开发与管理的相对滞后,严重制约着延边旅游业的发展,需要迅速加以解决。因 此,本文首先阐述了延边旅游人力资源的现状,分析了旅游人力资源开发与管理中存在的问 题,发现了延边旅游人力资源总量相对不足,人才培养滞后于市场需求;整体素质及层次偏 低;旅游及酒店管理专业人才匮乏;培训工作落后,不能满足旅游业的需求;缺乏有效的激励 机制,人员流动频繁;从业人员服务意识薄弱。然后,构建了延边旅游业“三位一体”人力资源开 发与管理模式。最后,提出了树立正确的旅游人才观念、充分发挥地方政府和旅游行政管理部 门的指导作用、完善和加强旅游人力资源培训、改善延边旅游教育体系、建立完善的人才使用 和激励机制、强化旅游企业员工职业生涯管理等6个方面提出了切实可行的对策和措施,为延边 旅游企业人力资源的科学发展提供理论与实践。鉴。

중국 종업원들의 파업의향에 관한 실증연구

서철준(Zhe-Jun Xu),박호환(Ho Hwan Park),김홍영(Hong-Yong Jin) 한국고용노사관계학회 2010 産業關係硏究 Vol.20 No.4

본 연구는 중국 베이징에 있는 노동조합이 결성되어 있는 제조업체의 조합원 420명을 대상으로 노사관계 행위 주체의 역할 특성이 협력적 노사관계 분위기와 종업원들의 파업의향에 미치는 영향을 구조방정식 모형(Structural equation modeling: SEM)을 이용하여 그 효과를 분석하였다. 분석 결과, 첫째, 종업원들이 노조와의 정보공유, 분배적 공정성과 절차적 공정성, 통합적 협상과 노조수단성, 의사결정참가 정도를 높게 지각할수록 협력적 노사관계 분위기가 높은 것으로 나타났다. 둘째, 종업원들이 노조와 정보공유, 분배적 공정성, 절차적 공정성, 통합적 협상, 그리고 의사결정참가 정도를 높게 지각할수록 파업의향은 낮은 것으로 나타났다. 셋째, 협력적 노사관계 분위기는 파업의향에 영향을 미치지 않는 것으로 나타났다. 이러한 연구 결과를 바탕으로 노사협력에 관한 실무적 시사점과 향후 연구에 대한 논의가 이루어졌다. In this study, the effect of industrial relations actors' role characteristics on cooperative Industrial relations(IR) climate and strike intention is investigated for 420 employees of Chinese manufacturers located in Beijing, China. Using a structural equation modeling (SEM). it is found that, firstly, the Chinese workers perceived more cooperative IR climate when the employees have higher perception about information sharing amongst union and employers, distributive justice and procedural justice, integrative bargaining, union instrumentality, and participation in decision making. Secondly, strike intention is low when the employees have higher perception about information sharing with union, distributive justice, procedural justice, integrative bargaining, and participation in decision making. Thirdly, we could not find evidence that cooperative IR decreases the strike intention of the employees. This part is left for further investigation whether there are any particular mechanism with Chinese workers. Furthermore, the implications for practice and future research are discussed.

组织支持感、领导-成员交换关系对组织承诺和离职意图之影响

徐哲俊(Xu Zhe Jun),金红,英(Jin Hong Ying),金春洙(Kim Chun Soo) 글로벌경영학회 2009 글로벌경영학회지 Vol.6 No.3

본 연구는 중국 칭도우 4개 제조업체의 310명 조직 구성원을 대상으로 조직지원인식과 리더-구성원간의 교환관계가 조직몰입과 이직의도에 미치는 영향을 실증적으로 규명하였다. 이론적 배경들을 기초로 하여 연구모형과 가설들이 설정되어졌으며 구조방정식 모형(structural equation modeling:SEM)을 이용하여 가설들을 검증하였다. 연구결과를 살펴보면 조직 구성원들의 조직지원인식과 리더-구성원간의 교환관계는 모두 조직몰입에 정(+)의 영향을 미쳤으며, 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 조직몰입도 이직의도에 부(-)의 영향을 미치는 것으로 검증되어 조직몰입의 부분매개효과를 발견하였다. 이로써 중국 기업에서도 조직구성원들의 조직몰입을 높이고 이직의도를 낮추기 위해서는 조직지원인식과 리더구성원간의 교환관계를 강화해야 할 필요성을 확인할 수 있을 것이다. This study is based on empirical study includes 310 organization employees of 4 manufacturing companies in Qing Dao, China. This study performs experimental examination of the effect of perceived organizational support and leader-member exchange(LMX) on the organizational commitment and turnover intentions. Based on theories background, this paper developed the study model and framed hypothesis. The data is analyzed by using structural equation modeling(SEM). It concludes that organization employees perceived organizational support and LMX all have positive effects on the organizational commitment, and have negative effect on turnover intentions. Further, organizational commitment has negative effect on turnover intentions which means partial mediating effect of organizational commitment. As a result, for improving the organizational commitment of the employee s and reducing the turnover intention Chinese companies should emphasize the perceived organizational support and leader-member exchange

酒店员工工作压力、心理授权与职业倦怠 之间关系研究

徐哲俊(Xu, Zhe-Jun),于弋,扉(Yu, Yi-Fei),金春洙(Kim, Chun-Soo) 글로벌경영학회 2019 글로벌경영학회지 Vol.16 No.2

本研究从组织行为学视角,以上海和北京国际品牌酒店员工为研究对象,探讨了员工工作压力、心理 授权与职业倦怠之间的影响关系,另外工作压力对职业疲倦影响中的调节效应“心理授权”也是本文所探 究的关键性问题。结果表明,工作压力对心理授权有着显著的负向影响,工作压力对职业倦怠的情绪 耗竭、人格解体、低成就感等3个维度有着显著的正向影响,心理授权对职业倦怠的情绪耗竭、人格解 体、低成就感等3个维度有着显著的负向影响,心理授权在工作压力对职业倦怠的影响中发挥显著的中 介作用。因此,国际品牌酒店应采取有效的管理措施,降低员工工作压力,特别是充分信任酒店一线 员工、授权员工,有效降低员工的职业倦怠,提升服务质量,为国际品牌酒店保持持续竞争力。 From the perspective of organizational behavior, the author conducted this research with the international brand hotels staff in Shanghai and Beijing as objects. In this study, the relationship between job stress, psychological empowerment and job burnout was investigated. In addition, the moderating effect of job stress on job burnout was the key problem discussed in this paper. It turns out that work stress has a significant negative effect on mental empowerment. In the three dimensions of emotional exhaustion, while mental empowerment has a significant negative effect on occupational exhaustion. psychological empowerment plays a significant mediating role in the effect of job stress on job burnout. therefore, international brand hotels should take effective management measures to reduce the work pressure of employee, especially to fully trust the front-line employees and authorize employees. In this way, it can effectively reduce employees job burnout, improve the service quality and maintain sustainable competitiveness for international brand hotels.

中国西安旅游购物市场开发研究

徐哲俊(Xu, Zhe-Jun),金红英(Jin, Hong-Ying),金春洙(Kim, Chun-Soo) 글로벌경영학회 2013 글로벌경영학회지 Vol.10 No.4

With the increase of income and free time, more and more people in our country would go out to travel in recent years. The shopping desire and purchasing power also become stronger among them. Great change also can be seen in the shopping behavior during travel-nowadays tourists lay more emphasis on the shopping environment and the shopping experience. In recent years, Xi’an tourism industry is developing very fast relied on its rich historical and cultural resources and a strong policy support. However, there are still some problems in the tourism shopping market in Xi’an. In order to let the tourism industry develop in a healthy way, these problems should be analyzed and resolved in time. Based on the deep exploration on the problems in the Xi’an tourism shopping market, this article has put forward a series of strategies and suggestions on how to improve the market mechanism of tourism shopping, how to improve the creativity of tourism product marketing method, how to perfect tourism shopping facility and how to improve the tourism shopping environment and service quality. The author hopes that this article could provide practical and effective suggestions to develop the Xi’an tourism industry in a healthy way.

情绪智力对工作压力和工作倦怠的影响

Xu, Zhe-Jun(徐哲俊),Jin, Hong-Ying(金红,英),Kim, Chun-Soo(金春洙) 글로벌경영학회 2011 글로벌경영학회지 Vol.8 No.2

本研究以长春市制造业4家公司的286名员工为有效样本, 探讨了情绪智力对工作压力和工作倦怠的影响的问题。研究在理论背景的基础上提出了研究假设和研究模型, 然后采用了结构方程建模(structural equation modeling: SEM)的方法, 验证了事先提出的研究假设。结果表明, 组织成员的情绪智力对工作压力有着显著负面影响, 对工作倦怠的两个维度(消极怠慢和成就感低落)有着显著负面影响, 工作压力对工作倦怠的三个维度(情绪衰竭、消极怠慢和成就赶低落)有着显著正面影响。从而得知, 工作压力在情绪智力和情绪衰竭的关系中起到完全中介效应;在情绪智力和工作倦怠的两个维度(消极怠慢和成就感低落)的关系中起到部分中介效应。 This study is based on empirical study includes 226 organization middle managements of 5 manufacturing companies in Chang Chun, China. This study performs experimental examination of the effect of Emotional Intelligence on the Job Stress and Job Burn-out. Based on theories’ background, this paper developed the study model and framed hypothesis. The data is analyzed by using structural equation modeling(SEM). The results showed that Job stress was a full mediator of the relationship between emotional intelligence and job burnout whereas Job stress partially mediated the relationship of emotional intelligence with cynicism and reduced personal accomplishment. This implied that the mechanism of the effects of emotional intelligence on emotional exhaustion was different from that of the influence of emotional intelligence on cynicism and reduced personal accomplishment.

행위주체별 역할특성이 협력적노사관계분위기 및 파업성향에 미치는 영향

박기찬(Park Kichan),서철준(Xu ZheJun) 한국인사관리학회 2009 조직과 인사관리연구 Vol.33 No.1

본 연구는 한국기업의 진출이 증가되고 있는 중국 연해지역의 공회(노동조합)가 결성된 중국기업을 대상으로 노사관계 행위주체의 역할특성이 협력적노사관계분위기와 종업원들의 파업성향에 미치는 영향을 분석하였다. 분석 결과, 첫째, 집단별 행위주체의 역할특성이 협력적노사관계분위기에 미치는 영향에 있어서는 종업원들이 사용자의 역할특성인 노조와의 정보공유와 분배적 공정성, 노조의 역할특성인 통합적 협상, 종업원집단의 역할특성인 의사결정참가정도를 높게 지각할수록 협력적노사관계분위기가 높은 것으로 나타났다. 둘째, 집단별 행위주체의 역할특성이 종업원들의 파업성향에 미치는 영향에 관한 분석에서, 종업원들이 사용자의 역할특성인 노조와 정보공유, 분배적 공정성, 절차적 공정성, 노조의 역할특성인 통합적 협상, 그리고 종업원집단의 역할특성인 의사결정참가정도를 높게 지각할수록 파업성향은 낮은 것으로 나타났다. 셋째, 기존의 연구결과와는 상이하게 중국의 경우, 협력적노사관계분위기가 종업원들의 파업성향에 영향을 미친다는 증거는 발견되지 않아 매개효과가 없는 것으로 나타났다. This study examines Chinese enterprises which unions located in Chinese costal areas where more Korean enterprises are advancing. It analyses the impacts of industrial relations actors' role characteristics on cooperative Industrial relations(IR) climate and strike propensity. According to the analysis results, firstly, group actors' role characteristics have effects on cooperative IR. It indicates that when more employees perceive information Sharing amongst union and employers, distributive justice as the employers' role characteristics, integrative bargaining as Unions' role characteristics, and degree of participation in decision making as employees' group's role characteristics, the higher the cooperative IR climate will be. Secondly, according to the analysis of group role characteristics versus employee strike propensity, the more employees perceive information Sharing with union, distributive justice, procedural justice as the employers' role characteristics, integrative bargaining as Unions' role characteristics, and degree of participation in decision making as employees group's role characteristics, the lower strike propensity will be. Thirdly, because the proof of cooperative IR effects the employees' strike propensity was not found, there was no mediation.

중국 노사관계의 변화가 현지 한국 기업에 주는 시사점

정재훈(Jeong jae Hoon),서철준(Xu zhe Jun) 한국인사관리학회 2006 조직과 인사관리연구 Vol.30 No.4

  고도의 경제성장을 이룩하기 위해서는 정치 및 사회의 안정이 우선이라는 인식을 바탕으로 한 중국 노사관계는 급속한 성장과정에서 지역간 발전격차, 계층간 소득격와 같은 분배의 불균형 현상이 나타나면서 그 안정성이 급속히 와해될 수 있다는 우려감이 확산되고 있다. 또한 급속한 성장과정에서 노동자들의 의식이 제고되고 다양한 이익주체들의 잠재되었던 갈등요인이 노출되었다. 이에 따라 중국 정부는 국가발전 전략을 기존의 불균형 고도성장 위주의 정책에서 지속가능 성장 및 분배와 형평을 강조하는 정책으로 전환하였다. 노동문제는 이러한 전략 기조 변화의 가장 직접적이고 강력한 動因의 하나가 되고 있으며, 빠르게 변화하는 노동 환경에 걸 맞는 새로운 노사관계 및 노동정책 수립과 집행이 요구되면서 노사관계가 중요한 이슈로 되었다. 본 논문에서는 중국 노사관계의 변화를 중심으로 시각의 폭을 넓혀 쟁점들을 짚어 봄으로써 중국 노동정책과 노동시장의 변화 그리고 빈번히 발생하는 노동쟁의에 대한 분석을 통하여 노사관계 행위주체로서 노조의 역할과 위상의 재정립이 중국 현지 한국기업에 주는 시사점을 제시하였다.   For maintaining the rapid economic growth in China, the stabilization of the political and social environment is first-line. As the industrial relation’s fast development, the imbalanced distributions like the gap of development between the districts in large cities and counties in the rural areas, and the gap between high and low-income families appeared. Moreover, as the consciousness of Chinese labors improves, the potential conflicts among the interest groups have emerged. The Chinese government has converted the current policies aiming at imbalanced rapid growth to the policies focusing on sustainable growth and balanced distributions. Labor problem was the most direct and the forceful reason of such policies conversion. For the necessary to develop and carry out the new industrial relation and labor policies in order to meet the need of the rapid changes of the labor environment, these days the industrial relation becomes an important issue.<BR>  This study analyzes the Chinese labor policies, labor market’ changes and frequent labor disputes by focusing on the changes of industrial relation. Then, for the Korean enterprises in China, some implications of the rise of role and status of labor union which is the principal part are suggested.

지각된 외부 평판과 윤리적인 조직 분위기가 작업장 태도에 미치는 영향

김홍영(Jin-hongying),서철준(Xu-zhejun) 한국인적자원개발학회 2009 인적자원개발연구 Vol.12 No.1