기업의 자본소유구조와 지배구조에 관한 연구

유득준 한국증권학회 1981 심포지엄 Vol.1981 No.-

일본의 기업집단에 관한 구조·행동에 관한 연구

유득준 梨花女子大學校 法政大學 1992 社會科學論集 Vol.12 No.-

UNCTAD(유엔通商開發會議)

兪得濬 이화여자대학교 경영연구소 1971 여성과 경영 Vol.3 No.-

國際通貨 危機

兪得濬 이화여자대학교 경영연구소 1972 여성과 경영 Vol.5 No.-

「經營者支配論」과 機關投資家에 관한 考察 : 經營者支配論의 崩壞

兪得濬 梨花女子大學校 法政大學 1982 社會科學論集 Vol.2 No.-

獨占禁止政策으로서의 産業組織政策과 有效競爭理論의 展開過程에 관한 硏究

兪得濬 이화여자대학교 한국문화연구원 1979 韓國文化硏究院 論叢 Vol.34 No.-

The purpose of this study is to examine and analyze the developing process of workable competition theory that gives the theoretical bases to anti-monopoly policies and industrial organization policies. The policies for industrial organizations, with an intention to increase the efficiency of the private enterprise activities through competition, are applied to and have an effect on the industrial organization of a nation. It can be comparatively said that while the Keynes' financial and monetary policies are if a quantitative nature, the policies for industrial organization have a qualitative nature. The broad and abstract purpose of economic policies is to enhance the economic welfare, and in as much as the enhancement is realized in concrete forms of economic growth, price stability, fair income distribution, full employment, progress and efficiency have a part in economic policies. Advanced countries have evolved the theory of industrial organization with a stress on the means of stimulating competition and prohibiting monopoly. At the same time, they have also developed the policies for industrial organization aiming particularly to stimulate competition and to improve their economic conditions. It is literally proper to study the industrial organization theory and the rationale of anti-monopoly policies because the main object of the policies for industrial organization is to stimulate competition between private enterprises. The competition stimulating policies the anti-monopoly policies as it is synonymously said have been based upon the principles of "perfect competition" and "competition between big enterprises" and have prevented any crisis of democracy which may arise from excessive profits and inefficient distributions made by the monopolists' market shares. These policies have been under laid with the Jefferson's ideology if democracy and with the optimum distribution of resources pursued by the traditional price theory. The earliest anti-monopoly policies, the Sherman Act, were established on the basis of the traditional price theory including the efficiency of price mechanism which is equivalent to the principle of perfect competition. Nevertheless, since the matters caused by the execution of these earliest policies were often judged by the courts according to the equity of the Sherman Act, the rationale of the perfect competition had to be transferred to the principle of 'workable competition' in respect of their practical applications. This traditional 'workable competition' has been arranged and embodied in the course of discussion about the rationale of market structure and market performance. In another approach, professor Mason suggests to modify the rationales of market structure and the market performance into a unified rationale of anti-monopolistic theory. HE points out that, as these two rationales have the merits and demerits respectively, it is not advisable to concentrate on either one of them. He insists that the two rationales should be practically harmonious to each other supplementing each other. By a harmonious way, Mason sees the rationale of market structure theory as the basis of the laws and supplemented by the rationale of the market performance that is dynamic and long-term in nature. The rationale theory needed for anti-monopoly policies has developed further since the theorization of the J.S.Bain's industrial organization theory. The industrial organization theory, having its basis on price theory and using the concepts of market structure, market conduct, and market performance, analyzes industrial organizations. Today's industrial organization theory, standing on the bases of the abovementioned three rationales and seeking for a desirable direction, tries to analyze and evaluate individual enterprise from a synthetic point of view. Nevertheless, our attention should be called to the fact that there still exists the confliction between the three rationales, for the sociological way of thinking and the Weltanschauuug of the person who is to evaluate the monopoly enterprise have a big influence on the evaluation. As the industrial organization theory developed and its verifying analysis spread widely, the workable competition has also developed, and it is reflected in the implementation of the antimonopoly policies. The Jurisdiction Committee of the United States gives, as the concrete and basic guideline, the ten points in which the Bains industrial organization theory is fully reflected. Although the weights on importance these ten requirements have respectively are not clear and they are not in complete harmony each other, they are not only inclusive but realistic compared with the rationales of the market structure, of the market performance, and of the market conduct. In conclusion, the workable competition theory as anti-monopoly policies has logically many theoretical defects. However, since no attempt for a new theory as anti-monopoly policies has yet succeeded to replace, it the workable competition theory is useful, and effective.

經濟成長과 福祉

유득준 이화여자대학교 경영연구소 1970 여성과 경영 Vol.2 No.-

企業理論의 展開와 企業集團 分析을 위한 適用可能性에 대한 硏究

兪得濬 梨花女子大學校 法政大學 1980 社會科學論集 Vol.1 No.-

本 論文은 企業理論을 확대 적용하여 그 線上에서 企業集團의 分析可能性을 타진해 보는데 있다. 企業理論은 일단 傳統的인 것과 새로운 企業理論으로 區分한다. 傳統的인 企業理論은 所有와 經營이 분리되지 않고 一致된 狀況에서의 企業家의 行動分析이며 새로운 企業理論은 所有와 經營이 분리된 狀況에서의 經營者의 行動分析이다. 考察의 순서는 각 企業理論을 먼저 檢討하고 이들 理論을 企業集團分析에 도입하는 순서로 展開한다.

금융기관 경영모델에 관한 연구

유득준,홍성선,허엽,박용래,김영진,심병구,최선근 한국증권학회 1984 한국증권학회지 Vol.6 No.1

外國人投資企業體從業員의 作業適應度 및 國家工業開發政策에 대한 態度分析

兪得濬 이화여자대학교 한국문화연구원 1976 韓國文化硏究院 論叢 Vol.27 No.-

Ⅰ. Introduction Physiological characteristics of multi-national corporations, recently expanding the realm of their economic activities all over the world, are understood to have independent ideals and logics which differ from the economic policies of management formulas of the host country. With the inroads made by many foreign-invested corporations under direct foreign investment and joint ventures, importance is now being attached to their role in our industrial activities. In their relations with domestic corporations, however, they have had a great impact on the managerial activities of Korean enterprises in various aspects, chiefly because of the formation of the peculiar working tendency of their employees and the exercise of a strong attraction toward labor migration. At the same time, they have been consolidating their position as new group corporations competing with Korean enterprises. Objectives of this study, conducted through the measuring of job adjustment by employees of foreign-invested enterprises, are as follows: First, to learn the degree of satisfying personal desires, human relations, adjustment toward the management policy, adjustment toward job condition, and understanding of the government`s industrial policy. Second, to ascertain the pattern of labor tendency and its difference through a comparative analysis of the trends among the employees of domestic corporations. Third, to seek some reasonable governmental policy toward foreign-invested enterprises in the future, and to find out the grounds for strengthening the competitiveness of domestic corporations in the world market. Ⅱ. Research Methods Research methods adopted in this study comprise two stages of work. In the first stage, the evaluation measure needed for determining the work adjustment of employees will be set up separately. In the second stage, the work adjustment of employees of both domestic and foreign-invested corporations will be analyzed on the bases of the evaluation measure. In the first stage, 42 employees of the respective corporations were subjected to the following question covering 41-item factors which make up the evaluation measure: "How important do you think the following matters are in increasing your job efficiency at the factory?" The intent of this question was to learn those factors which will be helpful in increasing the employees` job efficiency and in maximizing their satisfaction with the job. Evaluation Measure for Determining Job Adjustment Categorical Items Importance Coefficient 1. Suiting one`s aptitude and worthiness 0.852 2. Adequate details of job 0.842 3. Sufficient wages 0.970 4. Pleasant work environment 0.834 5. Importance attached to ability 0.853 6. Friendship among colleagues 0.934 7. Smooth communication with at work 0.865 8. Appropriate working hours 0.867 9. Grievance consultation with the supervisors 0.889 10. Adequate work load 0.871 11. Fair personnel management 0.867 12. In crease of welfare 0.896 13. Praising of one work done well 0.861 14. Opportunity for promotion and pay increase 0.887 15. Pride in the company 0.902 16. Job security 0.886 17. Sense of belonging to the nation 0.853 18. Personal sacrifice for the company in time of difficulty 0.841 19. Participation in decision making of job 0.830 20. Government`s industrial policy 0.802 21. Social responsibility of enterprises 0.852 22. Rigid management and supervision 0.712 23. Importance attached to long service 0.701 24. Work centered on the business, rather than on one`s personal interest 0.736 25. Employees` kindness toward their superiors 0.689 26. Staff members`kindness toward employees 0.759 27. Intensive training of imployees 0.744 28. Development of quality of employees 0.753 29. Safety management in good faith 0.745 30. Compensation for disease and injury 0.741 31. Adequate rest hours 0.791 32. Better treatment than in other companies 0.759 33. Doing company work as one's own 0.705 34. Flexible supervision 0.607 35. Brighter business prospects in the future 0.685 36. Superior`s confidence in his subordinates 0.721 37. Specialized knowledge of job 0.598 38. Trusted superior 0.556 39. Provision of meals and lodging 0.523 40. Large amount of severance pay 0.613 41. Active labor union activities 0.678 In each of the 41 categorical items, the importance coefficient was set as the employees considered necessary for increasing efficiency. Such importance coefficients were adopted as the basis for the evaluation measures. The 19 factor items with an importance coefficient of less than 0.800 were excluded from the actual measuring of job adjustment. The evaluation measures were formed, therefore, chiefly with the remaining 21 factor items. Those 21 factor items classified by category are as follows: Category 1. (Job Conditions) 1) Pleasant job environment 2) Adequate details of work 3) Sufficient wages 4) Suitable work load 5) Adequate working hours Category 2. (Human Relations) 1) Friendship among colleagues 2) Grievance consultation with the supervisor 3) Smooth communication in work Category 3. (Business Management Policy) 1) Importance attached to ability, rather than to long service 2) Fair personnel management 3) Increase in welfare 4) Participation in decision making of job Category 4. (Psychological Desires of Individuals) 1) Praise of one work done well 2) Opportunity for promotion and pay increase 3) Job security 4) Pride in the company 5) Suiting one`s aptitude and worthiness Category 5. (Attitude toward Industrial Policy and National Sense) 1) Importance attached to industrial development policy 2) Sense of belonging to the nation 3) Social responsibility of enterprise 4) Personal sacrifice for the company in time of difficulty They could be classified roughly into the five categories, making possible the measuring of job adjustment in the second-stage work regarding the 21 factor items. In the second-stage work, separate questionnaires were designed according to the evaluation measures for job adjustment in the first stage; and then, the physical survey was conducted through interviews of 12 domestic and foreign-invested corporations in the machine and textile industries. A total of 386 employees were interviewed, but the number of employees actually subjected to the analysis was 343 sampled by each work team according to the proportional sampling method on the basis of payrolls. Ⅲ. Job Adjustment of Employee of Domestic and Foreign-Invested Enterprises In the overall analysis of the job adjustment of employees of domestic and foreign-invested corporations, this study does not depart very far from the category of a case study. It also depends of the result of a local analysis of the employees` tendency in some enterprises. According to this study, those employees of foreign-invested show their tendency of job adjustment based on the logic of efficiency. On the other hand, those employees of domestic corporations have the trend of showing their job adjustment based on self-realization in terms of their personal satisfaction of psychological desires. In the aspect of job conditions, the employees of foreign-invested corporations show a very high degree of job adjustment as compared with their counterparts in domestic corporations. Those employees of domestic corporations show, on the other hand, their job adjustment is relatively higher than that of the employees of foreign-invested enterprises based on their personal desires - such as the sense of recognition, sense of good opportunities, and job satisfaction. This originates in the management climates, which differ from each other. Yet, those employees of foreign-invested corporations show a relatively high degree of job adjustment in human relations and business management formulas, in particular. In addition, they also have a considerable job adjustment even in the logic of sentiments, representing their active posture toward the national sense. This is a point which suggests the adjustment toward the local culture, which is considered one of the characteristics of the multi-national enterprises. 1. Adjustment toward Job Conditions (a) In the case of foreign-invested corporations, the highest job adjustment is shown relatively in the category "pleasant job environment." And the adjustment is relatively higher than in the case of domestic corporations in all categories of details of work, wages, work load, and working hours. (b) On the other hand, the employees of domestic corporations show a lower adjustment than those of foreign-invested corporations in all categories of working conditions. In the aspect of maladjustment, they also show a high degree, except in the category of wages. 2. Adjustment toward human Relations (a) As compared with other categories, the job adjustment toward human relations shows a high degree on the average. The employees of foreign-invested corporations show a relatively high job adjustment. (b) When the category is extended to the supervisors, mangers and factory managers, the employees of domestic corporations show a higher job adjustment toward human relations than those of foreign-invested corporations. This implies that a special psychological blinding exists among low-ranking employees of foreign-invested corporations. 3. Adjustment toward Business Management Policy (a) The employees of domestic corporations have a higher job adjustment in the category of business policies regarding individual employees, such as "ability rather than long service," "fair personnel management," and "participation in decision making." The employees of foreign-invested corporations show a high adjustment toward the business policies for all employees, such as "welfare improvement" and "the company-first policy in time of difficulty." (b) On the other hand, the most severe difference in job adjustment shown between the employees of domestic and foreign-invested corporations is seen in the "welfare improvement" in foreign corporations and the "participation in decision making" in domestic corporations. This plainly shows the fact that the former is "benevolent, authoritative management system-oriented," while the latter is "participative management system-oriented." 4. Adjustment toward Personal Satisfaction of Psychological Desires (a) Job adjustment in the category of "satisfaction of personal psychological desires" is not particularly high on the average as compared with other categories. But it is high among the employees of domestic corporations, except for 'satisfying the sense of belonging." (b) In particular, those employees of domestic corporations show their job adjustment to be higher than those of foreign-invested corporations in the category of "satisfying the sense of opportunity." In the case of "job satisfaction," the absolute level of their job adjustment is not high, but it stands at a level two times higher as compared with the employees of foreign-invested enterprises. 5. Attitude and national Sense toward Industrial Policy (a) In general, those employees subjected to this study had a relatively high national sense. The affirmative responses was about twice the number of negative answers. With respect to the industrial development policies, their responses were almost equal to their demands for social development. (b) The national sense of the employees of foreign-invested corporations was a little higher than that of the employees of domestic corporations. They showed a more active response to the industrial development policies, rather than the social development policies. The demand for social development was rather high among the employees of domestic corporations.