한국산학협동교육의 개선방향에 관한 연구

박운성 한국인사관리학회 1984 조직과 인사관리연구 Vol.8 No.-

自律經營과 韓國의 小社長制

朴運盛,金泰亨 慶北大學校出版部 1994 經商論集 Vol.22 No.4

經營管理組織의 스타아프 役割

朴運盛 명지대학교 1968 明大論文集 Vol.2 No.-

This study consists of 5 parts as follow: 1. Problem of staff 2. Contradiction of staff 3. Developing function of staff 4. Authority of staff 5. To bring together function of staff The avowed purpose of a staff is to relieve the chief or top executive or any executive to whom staff assistants are assigned, of a multitude of details which his post inevitably entails. Formal staff organization results from the establishment of a distinct managerial group to whom authority covering special fields of action has been delegated. Each formal staff executive, therefore, is a specialized functionary charged with the responsibility of the development of plans and methode for the performance of certain tasks identified by their operations or purpoose. It is more nearly correct to say that staff officers are assigned to an “authority of idea” while line officers are charged with the “authority to command.” Staff officers of a military unit and the staff executives of a business concern are identical in principle and purpose. The issue no orders; neither do they supervise or control performance, from their suggestions move up to superior officers in whom rests the power to transform such suggestions into orders, which, in turn, flow down throught the line. The staff inplements the authority and responsibility of th ecommanding officer. It investigates, plans, and formulates the orders which may later be issued by the officer in command to his subordinates in line.

病院組織의 中間管理者役割과 葛藤管理方案

朴運盛 慶北大學校 1993 經商論集 Vol.21 No.1

組織文化의 接近法과 比較

朴運盛 경북대학교 경제경영연구소 1988 經商論集 Vol.16 No.-

The theory of all organizations most of which are consisted of human elements has developed many theories through the research of effective integrating processes of human elements. Through the debats whether organizations can be seen as a means or ends, new understanding of organization, that is, an understanding of organizations by cultural metaphor that is really worth a place of life where most people spend most of their time, is needed. That is the aim of this paper is build a healthy organizational culture. When the organization is to fulfill the basic on-going organizational factors of survival, security, and growth with achieving its own goals, it must face its environmental change actively and solve the issues of the organization dynamically. this means that all the members of organizations should have the income-raising force as Leibenstein asserted where the ethos of all the nembers are strong and positive. For the building of a healthy organizational culture, the behavior change must be done with the change of the change of the members' value and beliefs. Although the change of values and beliefs must be done in attaibute to the internal change of each member, this is not so easy one. Thus for the building of healthy of strong organizational culture, we ca assume about seven methods with the external and internal way of change in the each member's value and belief system. The seven methods are as below: 1. Change the conscious structures of members of members in the direction of value oriented. 2. Seduce to change of the values of members through the behavior modifications with the use of rituals. 3. For the change of members' behavior, one must dispatch the organizational heroes to the core positions of organization and let the employes assimilate themselves to the heroes whose actions are value-oriented. 4. Make the organizational climate open to each other through lubricative communications. 5. Cut the organizational hierarchy short to make top and down intimate and the process of decision making dynamic. 6. Make to face with active to the environmental change by the development of creativity in the positive environmental adaptiveness. 7. Make the desirable counter culture vital and make it a dominant culture in the organization. The most important problem in these processes is the ethics of methods to change individual value. It should not make the people their values with another. To make the people accept the ultimate goal of organization, rationally acceptable values should be shown to the individuals. That is just the superodinate goals. Then the organization must show off the people that the organization is trying to actualize this superordinate goal with them. Today is the high time that management philosophy dominates the organizational life and determines whether it can sustain the organizational culture healthy of not which is the pivot of organizational life.

직무만족 및 직무성과에 대한 기업문화특성의 영향

박운성,박승동 慶北大學校 1997 經商論集 Vol.25 No.1

우리나라 生計費와 外國의 最低賃金制와의 比較考察

朴運盛 慶北大學校 經商大學 經濟學科 1979 慶商大學論集 Vol.7 No.-

The characteristics of Korean wage structure are; lowel level of wages; differentiation of wages among laborers; delay in their payment; and pay scale based on the principle of seniority. Reference is made in paper solely to minimum wage system susceptible to government regulation and to the merits of guide-post wage system. In Korean, however, in spite that article of Labor Standards Law stipulates that the Ministry of Health and Social Affairs may, if necessary, fix the minimum wage for worker engaged in a work or occupation, this article is far from being satistactory in its operation. Guide-post policy has as its aim the adjustment of a wage level to the level of productivity, thus making price stablized. It has widely been discussed since 1968 in Korea whether it is advisable to adopt this system. there is no agreemeet yet as to Whether it is to be regarded either as a policy on income, for the determination of wages in accordance with the labor productivity is to make up for the deficiency of wages based on working hour by means of the adoption of a wage system based on merit. We who are going affiliate with I. L. O. in the near future, have reached a stage in which our internal laws on working conditions, social security and relationship between workers and employers have to be examined and re-arranged comparing with I. L. O. international Standard of working conditions. When we assume that minimum wage legislation is enforced in early 1980s. the minimum wage legislation to be enforced should be the one by kind of industry.

企業體와 大學間의 産學協同的인 敎育制度모델에 關한 硏究

朴運盛 慶北大學校 1981 論文集 Vol.31 No.-

This study aims to investigate and analyze the co-operative educational system model between industry and educational organization in Korea. Also, It has been compared with foreign co-operative educational system such as United States, England and West Germany. The rapid techanological change in today's industrial and business environment bring increasing pressure on the training function to play a more active role in technical and professional training. From a system point of view, the design of an operation to successfully carry out the training function become a problem of creating a system to accomplish a given and result as mission. In the case of training, this mission is to effect a group of planned and predefined behavior changes in the organization.

組織의 核心價値測定을 위한 韓國人의 價値特性 把握

朴運盛,朴昇瞳 慶北大學校 經濟經營硏究所 1994 經商論集 Vol.22 No.1

『人事考課의 接近法과 改善方向』

朴運盛 慶北大學校 經商大學 經濟學科 1987 慶商大學論集 Vol.15 No.-