중소기업의 R&D조직문화가 조직몰입과 조직시민행동에 미치는 영향에 관한 연구

이선규,이다정,이상록,정재규,Lee, Sun-Kyu,Lee, Da-Jung,Lee, Sang-Rok,Jung, Jae-Kyu 한국디지털정책학회 2009 디지털융복합연구 Vol.7 No.4

This paper aims to examine the impact of R&D organization culture(diversity, autonomy, redundancy and connectivity) to Organizational Commitment and Organizational Citizenship Behavior in Information Technology Companys. Hypotheses were tested by surveying 250 employees at R&D Gumi Industrial Complex. The findings of research are as follows : First, three factors of R&D organizational culture had a significant positive effect on the organizational commitment except redundancy. Second, two factors of organizational culture in R&D organizational culture had a significant positive effect on the organizational citizenship behavior except autonomy and redundancy. it is shown reliable criterion to effective organizational management in small and medium enterprises.

정보기술산업의 R&D 문화와 직무몰입에 관한 연구

이선규,이웅희,전기상,한수덕,Lee, Sun-Kyu,Lee, Ung-Hee,Jeon, Ki-Sang,Han, Soo-Deok 한국산업경영시스템학회 2006 한국산업경영시스템학회지 Vol.29 No.3

This paper aims to examine the main factors of the organizational climate and analyze their effects on job involvement. To accomplish these purposes, the nam factors of the organizational climate such as diversity, autonomy, redundancy, connectivity and flexibility were found from the previous studies. The questionaries of 350 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 298 were obtained and 267 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for five constructs(diversity, autonomy, redundancy, connectivity and flexibility) using oblique rotation method that did not assume independence among the factors and main factors of knowledge management were grouped together by five factors. Second, it is shown that four main factors of organizational climate have a positive influence on the job involvement(p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

리더십 유형과 직무태도간에의 관계에 관한 연구 : 조직지원 조절효과를 중심으로

이선규,이웅희,조재완,Lee, Sun-Kyu,Lee, Ung-Hee,Cho, Jae-Wan 한국디지털정책학회 2007 디지털융복합연구 Vol.5 No.1

This study aims to examine the relationship between job attitude and leadership style perceived by employees in a hospital. This study has two purposes; 1) to investigate the relationship between leadership styles and job attitudes[Organizational Commitment and Turnover Intention], 2) to verify the moderate effect of organizational support on the relationship between leadership style and job attitude. We examined the effect of critical leadership styles on the job attitude of employees in hospital organization. Hypotheses on four factors were tested for 7 hospitals. In order to test these hypotheses, survey questionnaires were sent to employees of hospital organization in Gyungbuk. As a result, the 185 available data were collected. Correlation analysis and regression had been performed and the results supported hypotheses. The results indicated that it was significant difference between each leadership style and job attitude. Also, organizational support was found to be positively moderated on job attitude.

직무 임베디드니스가 조직시민행동과 직무성과에 미치는 영향에 관한 연구

이선규,이웅희,Lee, Sun-Kyu,Lee, Ung-Hee 한국디지털정책학회 2008 디지털융복합연구 Vol.6 No.2

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 204 were analyzed through frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

지식습득 의사결정의 영향요인에 관한 연구

이선규,이웅희,Lee, Sun-Kyu,Lee, Ung-Hee 한국디지털정책학회 2008 디지털융복합연구 Vol.6 No.1

Knowledge has been widely recognized as a critical resource for competitive advantage of the organization. However, little has been done in the literature regarding under what conditions that organizations should develop knowledge internally or acquire knowledge from outside. Therefore, the purpose of this study is to examine the effects of some key factors such as environment and organizational climate, on the organization's decision to knowledge sourcing. Our findings suggest that organizations are more likely to acquire knowledge from outside if the environment is complex, munificent and dynamic; if they possess higher levels of goal-oriented and autonomy.

조직의 서비스지향성이 이직의도 및 조직몰입에 미치는 영향에 관한 연구 - 감정노동의 매개효과를 중심으로

이선규,정영근,강은구,조용화,김은경,소병삼,윤광식,Lee, Sun-Kyu,Jung, Young-Keun,Kang, Eun-Gu,Cho, Yong-Hwa,Kim, Eun-Kyeong,So, Byung-Sam,Youn, Kwang-Sic 한국디지털정책학회 2014 디지털융복합연구 Vol.12 No.12

Organizational Service Orientation is an essential factor to survive competition. So, a number of studies have investigated the impact of service orientation on Job Performance, and many evidence testify with certainty variable. Accordingly, this study investigated the impacts of Service Orientation on Turnover Intention and Organizational Commitment. In addition, this study examined the mediating effects of Emotional Labor. The results of this study are as followings ; First, Service Orientation are negatively related to Turn over Intention. Second, Service Orientation are positively related to Organizational Commitment. Third, Emotional Labor have partially moderated effect on the relationship between Service Orientation and Turnover Intention, Organizational Commitment. These findings provide the theoretical and practical implications. 조직의 서비스 지향성이 경쟁에서 살아남기 위한 중요한 요인으로 강조되고 있으며, 많은 연구에서 조직의 서비스 지향성이 조직 성과에 영향을 미치는 주요 변수임을 밝히고 있다. 따라서 본 연구는 서비스 지향성이 조직구성원의 이직의도와 조직몰입에 어떠한 영향을 미치며, 이들의 관계에서 감정노동이 조절역할을 하는지 실증 검증을 통해 살펴보고자 하였다. 실증 분석결과, 기업의 서비스 지향성은 이직의도 및 조직몰입에 긍정적인 영향을 미치며, 두 변수간의 관계에서 감정노동은 유의미한 조절효과를 가지는 것으로 나타났다. 이러한 결과는 조직의 서비스 지향성이 조직 문화로서 정착될 때, 조직의 성과는 향상될 수 있는 것을 시사하는 것으로, 학술적 실무적인 가치가 크다 하겠다.

기능성 원료를 기질로 이용하는 Monacolin-K 고함유 모나스커스 균주의 생산배지 최적화

이선규(Sun-Kyu Lee),전계택(Gie-Taek Chun),정용섭(Yong-Seob Jeong) 한국생물공학회 2008 KSBB Journal Vol.23 No.6

기성시가지내 상업가로의 환경개선을 위한 연구 - 건물과 옥외광고물의 관계를 중심으로 -

이선규(Sun Kyu Lee),문정희(Chung Hee Moon) 한국지역개발학회 2001 韓國地域開發學會誌 Vol.13 No.2

The commercial street supplies an important living space for many citizens. One of the major composition factor of the commercial street is the signs. Through the improvement of the effective management of the signs, the commercial street can have more desirable environment with harmony and a fine view. The conclusion is as follows. The store signs are affected on the structures of the buildings, so the proper changes of the structures of the buildings in the built-up area are needed and accordingly the store signs are to be designed harmoniously in the shape, size, color and so on with the buildings. The related regulations have not reflected for desirable commercial street, environment because of the careless management for the illegal deeds and its partial incompleteness. For multi-use buildings some definite guidelines are needed for mutual harmony among the signs. The exceptional permission in the regulations are to be controlled for more harmonious establishment of the commercial street environment. The differences in the setting tendencies of the signs according to the kinds of the uses of the buildings are to be considered more carefully and to be controlled so that each stores may not use the signs excessively. For proper and rational arrangement of the signs special zones are to be designated and accordingly some guidelines or directions are to be proposed for entire unification and identity. The cubic signs are more desirable than simple board signs and the signs are to be set out considering the external look and the colors of the buildings. And lastly the residents are to have interest in the environmental improvement of their commercial street and by their voluntary efforts the commercial street should be managed and improved.

장애근로자의 직무스트레스가 직무성과에 미치는 영향

이선규(Sun-Kyu Lee),이웅희(Ung-Hee Lee),전기상(Ki-Sang Jeon),한수덕(Su-Deok Han) 한국직업재활학회 2006 職業再活硏究 Vol.16 No.1

본 연구의 목적은 취업한 장애근로자의 직무스트레스와 직무성과간의 관계를 규명하는데 있다. 이러한 연구의 목적을 달성하기 위한 연구방법으로는 관련된 변수들에 대한 국내ㆍ외의 문헌과 자료를 활용한 문헌적 연구방법과 실제 기업체에 근무하고 있는 장애근로자들을 대상으로 한 실증적 연구방법을 병행하였다. 실증적 연구방법에서는 선행연구를 바탕으로 가설을 설정하고 제 변수들을 계량적으로 측정 할 수 있도록 설문지를 작성하였다. 자료 분석방법으로는 변수들 간의 상관관계분석과 다중 회귀분석을 사용하였으며, 분석결과. 장애근로자의 직무스트레스 유발요인인 역할모호성과 역할갈등 및 역할과다의 적절한 관리는 직무스트레스 결과요인인 직무성과에 긍정적인 영향을 미쳐 업무성과를 향상시키고 궁극적으로 조직의 유효성에도 크게 기여하게 됨을 파악하였다. 이는 직무와 관련된 스트레스를 해결하지 않고서는 조직구성원 각 개인의 안정과 조직의 유효성은 기대할 수 없다는 사실이 장애근로자에게도 예외 없이 적용됨을 의미한다. This paper aims to examine the relationship between job stress and job performance of physically challenged employee. To accomplish this purpose. the stressor such as role ambiguity. role conflict and role overload were found from the previous studies. The questionaries of 150 were distributed to the physically challenged employees working at the Gumi Industrial Complex. The questionaries of 102 were obtained and 78 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First. it is shown that role ambiguity and role conflict have a negative influence on the job performance (p<0.05). Second, the job performance made a difference among the types of disability (p<0.05). This study. however. have several limitations. It should be kept in mind that these data were all self-reports. One cannot draw causal conclusions, and there is also the concern about possible percept-percept bias. We suggest that researchers use non-self-report measures of stressors and outcomes for future studies.

정보기술산업의 R&D 문화와 직무몰입에 관한 연구

이선규(Sun-Kyu Lee),이웅희(Ung-Hee Lee),전기상(Ki-Sang Jeon),한수덕(Soo-Deok Han) 한국산업경영시스템학회 2006 한국산업경영시스템학회지 Vol.29 No.3

  This paper aims to examine the main factors of the organizational climate and analyze their effects on job involvement. To accomplish these purposes, the main factors of the organizational climate such as diversity, autonomy, redundancy, connectivity and flexibility were found from the previous studies. The questionaries of 350 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 298 were obtained and 267 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings;<BR>  First, we conducted exploratory factor analysis for five constructs (diversity, autonomy, redundancy, connectivity and flexibility) using oblique rotation method that did not assume independence among the factors and main factors of knowledge management were grouped together by five factors. Second, it is shown that four main factors of organizational climate have a positive influence on the job involvement (p < 0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.