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- 저자 : 金红 英(Xu,Zhe-Jun) (검색결과 3 건)
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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.
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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。
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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
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