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표용태 안양대학교 사회과학연구소 2001 社會科學硏究 Vol.8 No.-
ABSTRACT We believe that new generation will play a major role in the growth of business and the development of our nation. Thus, we try to understand them and to make the most of their bright sidee and strong points. But the point is that we have a problem with the personnel policy in the tourism business. Because most of the personnel policies now in practice are designed to focus on the old generation. Accordingly, the policies are not suitable for the new generation. We have to consider that they are quite different in viewpoint of life and benhavior style from those of the old generation. Therefore, the policies should be changed to meet the needs of the new generation as follows : ① building the joyful atmosphere at work,② organizing the renovation system of network, ③ operating the efastic off in hours, ④ setting the flexible personnela system, ⑤ putting the varied recruiting terms and engagements, ⑥practicing the personnel grading based on one's ability, ⑦ establishing the working affairs for new generation.
표용태 대신대학교 1994 논문집 Vol.14 No.-
Training of Corporations is needed as the basic energy not only for maintaining the corporation under the keen Competition by meeting the quick changing conditions of corporation actively but also for more developing and more growing the corporation. Thus, the development of human resources is possible through only the incessant training in order for corporation to leap over the universal one by the continuous development and growth under the 2000's advanced economy. As an improvable plan for effective training of corporation under the above-mentioned situations. First, training must be performed within the actual department unit on the job training. Second, the plan of training for driving the effective training must be established. Third, the existing contents of training must be readjusted to internationalization for advancing the training quality. Fourth, the device for early using the new faces must be prepared. Fifth, the investment of training cost must be magnified.
표용태 안양대학교 1995 논문집 Vol.15 No.-
In the incessant changing circumstances of globalization reform and information coupled with localization and democratization, the uncertainty of circumstances of Korean industries are increasing. While we are posing the question that connection between productivity and wages fluctituation in most cases, is attributable to the weakness of competitiveness. It seems that we don't take it serious that the indispensible solution of relationship between productivity and wages are necessary. If the wage increase bring about productivity increase continue to take place, price increases employment surge are increasing. Both of them will be certain to happen although in the long run, wages depend solely on productivity. We can come to conclusion that productivity increase and commensurable wage surge are prerequisite to them.
표용태 안양대학교 사회과학연구소 1997 社會科學硏究 Vol.5 No.-
ABSTRACT The enthusiastic market strategy for the tourists attraction in Cheju Island has been required in view of those of China and other southeastern countries since '89 Liberalization of Overseas Travels in Korea. The two international sports events - Asian Game in Pusan and the 2002 World Cup Soccer in Korea - will be the turning point for the well-known Korea all over the world, and thus urgently needed is the enhancement of the international competiveness in Cheju Tourism Industry as follows : 1. Pan-citizen's kindness movement in Cheju. 2. Enlargement and expansion of SOC including Cheju International Airport. 3. Longer stay of the foreign tourists enjoying new tourism products and events. 4. Active promotion and development of tourism resources related with Cheju folklore and culture.
리더십 유형 組織沒入 凝集力 離職意圖의 관계에 관한 硏究 : 호텔 종사자 중심으로
표용태 韓日經商學會 1998 韓日經商論集 Vol.16 No.-
The purpose of this study was to determine whether there exists relationship of certain significance between leadership style based on Bass(1985) classification and employee's attitudes within the organization they presently serve. The attitudes selected for investigation were organizational commitment, group cohesiveness, and turnover intentions. The organizations selected were six major hotels within the greater Seoul Metropolitan Area in Korea. The results of this study generally supported the existing research results. In particular, hypothesis 1, 4, 5, and 6 of the above numerated were accepted as being statistically significant relationships. The finding that the transformational leadership, as oppose to transactional leadership behavior, is more effective in bringing organizational commitment which in turn increasing group cohesiveness and reducing turnover intention encouragingly dictates the possible positive effect of transformational leadership behaviors. In particular, considering the notion that hotel industry is a service industry with human factor as its primary denominator, the findings of this study, which do indicate the significance of emotional aspect of organizational understanding, is in itself a significant finding.