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박부수,황인표 순천대학교 지역개발연구소 1997 地域開發硏究 Vol.8 No.-
최근 중소기업의 중요성이 재인식되면서 중소기업의 생산성 향상을 위한 조직개발과 관리모형 개발에 대한 논의가 활발하게 전개되고 있다. 그러나 중소기업경영관리에 활용가능한 선행연구 실적이 미진하고 개발된 이론 또는 부족할 뿐만 아니라 중소기업에 대한 개념규정마저도 각국에 따라 상이하다. 더구나 중소제조기업의 생산성 향상을 위한 효율적인 조직개발과 관리모형 개발이 전무한 실정이다. 따라서 이 연구에서는 선행연구 결과를 검토하여 중소제조기업에서 실천적으로 적용 가능한 연구모형을 구축해보고 향후 연구의 방향을 제시해 보았다.
朴富穗 順天大學校 1983 論文集 人文社會科學篇 Vol.2 No.-
Korea's present-day labor-management relations are merely concerned with the emergence and growth of labor unions, as a tool for collective bargaining. Korea's rapid industrialization demands a need for flexible negotiating strategies by both labor and management, as labor unions become more influential on the economic environment. This study presents a paradigm for democratic labor-management relationships through labor-management cooperation, and thus, make a contribution to the development of labor unions in Korea. This study consists of five chapters. Chapter Ⅰ. Introduction of the importance and the latest approaches to the study of labor-management relations. Chapter 2. The characteristics of labor-management relations. Chapter 3. Comparative Study of labor-management relations of advanced countries such as England, West Germany, and Japen. Chapter 4. The characteristics of labor-management relations in Korea. Chapter 5. conclusion and summary of suggestions
朴富穗 順天大學校 1984 論文集 人文社會科學篇 Vol.3 No.-
Wage is the source of income for laborers but is the main items of cost for the enterprise. Laborers, therefore require high level wage but the enterpreneur insists on low level wage. High level wage weakens the ability of international competition, and low level wage causes weakening of productivity and falling short of effective demand and make economy depressed. So, it is more important matter of wage policy that wage level should be formed in view of laborer, enterpreneur and national economy. Because wage functions as cost of living for the laborer and as personnel expenditure for the enterprise, a matter that by what criteria wage level is determined is raised. A small difference in the criteria of wage level management is made by the view of scholar, but in general ①Ability to pay of enterprise, ②Laborer's living cost, and ③Going wage rate are regarded as the criteria of wage management. As traditional wage system is imperfact and irrational distribution system, the requirement of wage rationalization is powerfully arising. The requirement of wage rationalization is that of job wage, functional wage, and wage by productivity. In job wage system is determined by the relative value of jab which is analyzed by job analysis and job evaluation. In Korean enterprises it is not easy to accept this system. Because the poor technique of job analysis and job evaluation makes it difficult to settle relative value of job, and because the deep attachment to wage system by long and meritiorious service in Korea makes serve resistance to the overall acceptance of job wage system. To rationalize wage management each enterprise should adopt follwing policies. (1) Excessive surplus value of education should be excluded and hiring qualification should be lowered. (2) Sexual discrimination in wage should be abolished and the potentail high class woman labor force should be utilized. (3) To raise the ability to pay productivity should be elevated, and to elevate productivity, tangible fixed assets per capital, ratio of gross value added to tangible fixed assets, and ratio of gross value added to total assets should be elevated. (4) To accept job wage system and functional wage system, the management technique of manpower should be mordernized and personnel administration system by ability should be possessed.