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.

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.

조직 내 윤리풍토의 의의와 그 중요성에 관한 연구

양춘희,강희정 남서울대학교 2005 남서울대학교 논문집 Vol.11 No.1

It is considered that the study of ethical climate provide managers with practical guideline to enhance the understanding of organization and employee's behavior. Because business ethics becomes more important issue directly and indirectly to consumers and stakeholders in business environment, managers should make an effort to enhance the ethical standards in order to attain the long term growth and survive by avoiding traditional profit-oriented management.

企業의 人力開發에 관한 戰略的 分析 및 國際比較

梁春姬 숙명여자대학교 대학원원우회 1988 원우논총 Vol.6 No.-

It may be said that there is no absolutely optimal method in the management of human resources for enterprises because the system of individual needs of the members of enterprises is diverse and variable. Therefore, human resources development that has to develop latent capability of individual person as meeting individual needs is an important task for the satisfactory management of enterprises. In this thesis, the focus of human resources development will be placed on the CDP (Career Development Program) taking life cycle into consideration and also an approach will be made to inquire into relative strategic factors such as transfer, promotion, OWL, education and training. Next, the analysis of such supporting system will be summarized as follows: First, Impact given by transfer to human resources development is important. In other words, the effect of transfer gives an important impact to the improvement of individual capability and this can be proved by the fact that, in a relative survey, promotion or upward transfer takes the foremost place in the priority order of reward system. Second, HA(Human Assessmen) technique will be introduced as a rating system to carry out transfer. This technique is useful for the diagnosis and selection of human resources and for the development of capability. Also, this technique enables pluralistic checking that connects the necessary capability and practical scenes of manager with matrix. Third, As to the technique of career development and management, it is considered that it would be better to introduce QWL as its basic conception. Fourth, It is considered that a three-dimensional model in which individual person, organization and even family are taken into consideration is important in CDP theory because the theory is a comprehensive one in which the view of value and the change of life style of employees are considered simultaneously. Fifth, The present state of CDP in Korea, America and Japan will be discussed and the conception of 'transfer' will be compared and analysed. In any system that comprehensively supports CDP, management of education and training should be carried out in abreast with the management of transfer and promotion.

사회적 자본 및 심리적자본의 조직행동론적 접근

양춘희 남서울대학교 2014 남서울대학교 논문집 Vol.20 No.1-2

People do not work alone in the organizations : they combine their talents and energies to accomplish their goals. There is a good output due to good economic capital which was recognized as a asset only. But there is e another factor to affect the performance in organization. The purpose of this study is to define and illustrate social capital and psychological capital and to explore its relevance to some key issues in business administrative, and organizational approach. In this paper, I try to begin a discussion about diverse capital existing the human inside and human relation in the organization. The organizational approach addresses the function and dysfunction of social capital and psychological capital. And human resource managers in the organization need to consider the effect of informal organization which can be social capital to motivate their employees. Especially self efficacy and resilience can be useful to make the employment policy.

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.

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.

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.

기업 WORKOUT 선정이 주주의 부에 미치는 영향 실증분석

김현재,양춘희 남서울대학교 1999 남서울대학교 논문집 Vol.5 No.-

As more and more companies default on their debt and file for bankruptcy, financial economists have become increasingly interested in understanding how companies deal with financial distress. In this article, we do research how a company workout influences shareholders' wealth. For the event study, we used 34 workout sample of the year of 1998. When a firm workout is determined, investors do think that the state of the company is very bad and that the company is going to be improved. Likewise, the determination of a firm workout has both negative and positive effect. According to the result of the event study, the determination announcement of a firm workout shows abnormal return (t=0) -4.2% and CAR (t=-7, +3) -11%. However, on the contrary to the case of the formal bankruptcy method, it also shows CAR (t=+4, +20) +14.29%. This result is the evidence that the positive effect of a firm workout determination exceeds the negative effect, and it also shows that a firm workout was determined effectively.

효율적인 CRM 활용에 관한 연구

최성,양춘희 남서울대학교 경영연구센타 2003 경영연구 Vol.5 No.-

IT(Information Technology)의 발달, 인터넷의 확산 등 정보기술의 급격한 발전으로 새로운 고객관계마케팅(CRM)이 등장하게 되었다. 그러나 많은 기업이 CRM을 도입하였지만 실제적인 성과를 내고 있는 기업은 극히 일부분이다. 본 논문에서는 CRM에 대해 문헌을 토대로 개념을 정립하고 기업환경과 상황에 맞게 보완할 수 있는 적용방안을 제시하였다. The rapid progress of IT(Information Technology) asks to have a new customer strategy. Many companies have introduced CRM(Customer Relationship Management) as a new customer management tool. But only a few firms succeed. The purpose of this paper is to establish the concept of CRM through literature on this subject and to show a rule applicable to company circumstance