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한국투자기업의 현지종업원 조직몰입도 및 그의 결정요인 - 인도네시아 및 중국을 중심으로 -
신만수,문형구 ( Mann Soo Shin,Hyoung Koo Moon ) 한국국제경영학회 1997 國際經營硏究 Vol.8 No.1
This study is about the organizational commitment of the workers employeed by large Korean firms and their overseas subsidiaries in Indonesia and China. The two subdimentions of the organizational commitment, affective and continuance commitment were analyzed, using Allen and Meyer`s 24 item measure. The organizational commitment of 806 workers has been found to be significantly different depending on their nationalities. The affective commitment of Chinese and Indonesian workers was found to be significantly higher than that of Korean workers, whereas the continuance commitment of Indonesian and Korean workers was higher than that of Chinese workers. Among various factors determining the level of organizational commitment, nationality, formalization, centralization, skill variety, and task autonomy were found to be significant in explaining the organizational commitment of workers.
해외 진출 한국 기업의 현지화와 조직성과와의 관계: 이머징국가 비교연구
신만수 ( Mann Soo Shin ),김주희 ( Ju Hee Kim ) 국제지역학회 2008 국제지역연구 Vol.12 No.1
The localization concept was operationalized as perceived attractiveness of the work place, competency of Korean expatriate managers, and coping ability for external environmental changes. Performance variables were job satisfaction, organizational commitment, and job performance perceived. Samples were local employees and managers of large Korean electronics companies in China, Malaysia, Mexico, Philippines, and Vietnam. Results of regression analyses show that the attractiveness of the work place was found to be the key determinant to performance. A further analysis was conducted to confirm the moderating effect of culture by dividing China and Vietnam as ``high collective`` country group, and the remaining three countries as low collective country group. In ``high collective`` countries, the perceived competency of Korean managers was found to be the key determinant, whereas in low collective countries, perceived attractiveness of work place was found to be a key variable to explain organizational performance.
한국과 싱가포르 종업원들의 상사, 동료, 부하에 대한 집단주의가 조직몰입에 미치는 영향에 관한 탐색적 연구
조영삼(Cho Young Sam),신만수(Shin Mann Soo) 한국인적자원관리학회 2015 인적자원관리연구 Vol.22 No.3
The objective of this study is to empirically investigate the impact of employees' collectivistic orientation for supervisor, colleague, and subordinate on their organizational commitment in Korea and Singapore. According to Hosfstede(1980) and House et al. (2004), the two countries have relatively high collectivistic orientation and the levels are fairly similar. Also, Korea and Singapore in the East Asian region are traditionally rooted in Confucianism. Nevertheless, the two countries are quite different for race, ethnicity, national economy, and unemployment rate. Thus, this study focuses on the relationship between collectivistic orientation and organizational commitment from those cultural, social, and economic perspectives. The results of the empirical analysis are as follows. First, the collectivistic orientation for supervisor was positively related to organizational commitment for the both country samples. However, the collectivistic orientation for colleague was positively related to affective commitment only for Korean sample. Contrary to our expectation, the collectivistic orientation for subordinate was negatively related to affective and continuance commitments in Korean sample. There were no significant effects of the collectivistic orientations for colleague and subordinate in Singaporean sample. Second, the collectivistic orientation for supervisor was positively related to all the three facets of affective, continuance, and normative commitments for the two countries based on Confucianism. Third, Singaporean employees' levels of collectivistic orientation and organizational commitment were relatively lower than Korean employees due to the ease of switching jobs. These findings provide important practical implications to the managers in human resource department. 본 연구는 한국과 싱가포르 종업원들의 상사, 동료, 부하에 대해 느끼는 집단주의 성향이 그들의 조직몰입에 미치는 영향을 실증적으로 분석하였다. Hofstede(2001)와 House et al. (2004)의 연구에 따르면 두 국가는 문화적으로 집단주의 성향이 높고 그 수준도 상당히 유사하다. 또한 두 국가는 동아시아권에 속하며 유교사상에 바탕을 두고 있다는 공통점이 있다. 하지만 사회ㆍ경제적 관점에서 보았을 때, 두 국가는 인종, 민족정서, 국민경제수준, 실업률 등에서는 뚜렷한 차이를 나타내고 있다. 따라서 본 연구에서는 이러한 유사한 문화적 측면과 이질적인 사회ㆍ경제적 측면의 관점에서 집단주의 성향과 조직몰입의 관계 및 수준을 살펴보고자 한다. 실증분석결과는 다음과 같다. 첫째, 상사에 대한 집단주의는 한국과 싱가포르 두 국가 모두 종업원들의 조직몰입과 정의 관계를 나타냈다. 하지만 동료에 대한 집단주의 성향은 한국에서만 정서적 몰입과 정의 관계를 보였다. 또한 예상한 바와 달리 부하에 대한 집단주의 성향은 한국 종업원들의 정서적, 근속적 몰입과 부의 관계를 나타냈다. 싱가포르에서는 동료나 부하에 대한 집단주의 성향과 조직몰입은 유의한 관계를 나타내지 않았다. 둘째, 유교사상에 기반하고 있는 두 국가에서 윗사람, 즉 상사에 대한 집단주의 성향은 종업원들의 정서적, 근속적, 규범적 몰입 세 가지 차원 모두와 정의 관계를 나타냈다. 셋째, 상대적으로 실업률이 낮아 이직이 용이한 싱가포르 종업원들은 한국에 비해 조직 내 구성원들에 대한 집단주의 성향 수준이나 개인의 조직몰입 수준이 더 낮은 것으로 나타났다. 본 연구의 실증분석결과는 다국적기업의 인사관리정책 실무자나 관리자들에게 한국과 싱가포르 종업원들에 대한 차별적인 시사점을 제공한다.
한국, 인도네시아 , 중국종업원 조직몰입특성에서 개인적 가치성향의 매개효과에 대한 연구
김규남(Kyu Nam Kim),신만수(Mann Soo Shin) 한국경영학회 2001 經營學硏究 Vol.30 No.3
The purpose of this study is to find the mediating effects of individual value dimensions in Korean, Indonesian and Chinese employees` Organizational Commitment. We analysed mediating effects of individual values between Independent Variables and Organizational Commitment. Being consistent with the existing literatures, results show that individualism was negatively correlated with Affective Commitment(AC) but positively correlated with Continuence Commitment(CC). Tenure and formalization were found to be negatively mediated to AC but positively mediated to CC by individualism. These results would have two practical implications. First, the firms investing in East-Asian Countries need to emphasize individual motivation and economic incentives rather than forcing loyalty to individual employees to build a efficient HRM systems. It is also recommended that the firms should emphasize proper evaluating and compensating systems through fair rules and procedures, keeping individual autonomies and communications.