The Effects of Corporate Mergers on Race and Gender Diversity in Management

Soohan Kim 이화여자대학교 이화사회과학원 2021 사회과학연구논총 Vol.37 No.1

Although corporate mergers have become widespread and have changed employment conditions, little is known about their effects on workplace inequality. This study seeks to fill this gap by developing a theoretical framework to access not only whether mergers affect inequality but also how and why they do so. Results from the analyses of 45,598 establishments between 1983 and 2002 demonstrate that mergers reduce race and gender diversity in management position. Following mergers, the representation of white women, minority men, and minority women managers falls but that of white men rises. In addition, repeated merger experiences have negative effects on managerial diversity. It seems that mergers increase social inequality because women and minorities are more vulnerable to the restructuring process, and because organizational uncertainty created by mergers increases cognitive biases in employment.

Work Hours, Time Constraints, and Women’s Supportive Networks at Workplace

Soohan Kim(김수한),Hwajin Shin (신화진) 한국사회학회 2019 한국사회학회 사회학대회 논문집 Vol.2019 No.12

Time is a key resource for building and maintaining social relationships. Though mentoring and positive organizational relationships are essential for career success, women are challenged in developing supportive networks given time constraints they face. Using longitudinal data on 2,558 female managers in 683 Korean companies, this study examines how time, culture, and structure of workplaces can both act as barriers and catalysts in gaining a mentor and forming relationships with supervisors and colleagues. Women are more likely to have a male mentor when they work long hours and when they experience less time constraints from family responsibilities. In contrast, hours worked and time constraints are not significant predictors of the presence of a female mentor. Furthermore, while performance-based culture, family-friendly policies, and female representation affect the presence of mentorship, such workplace culture and structure matter more for married than single women. Similarly, relationships with supervisors and colleagues suffer when women experience more time constraints, but the relationships improve with the presence of family-friendly and flexible-time practices. The findings suggest that long work hours and time constraints shape female managers’ workplace relationships, but the problem can be mitigated by organizational culture and policies. This study carries policy implications for overwork and gender inequality.

How Does Interdisciplinary Research Affect Diversity and Gender Inequality in Academic Fields?

Soohan Kim,So Yun Park,Dongjoon Park,Jun Chul Cho 한국사회학회 2018 한국사회학회 심포지움 논문집 Vol.2018 No.5

Surviving Hard Times

Soohan Kim 한국사회학회 2013 韓國社會學 Vol.47 No.3

Researchers have studied women’s and minorities’ slow promotion into management by focusing on hiring and promotion. However, few have examined how women and minorities secure their managerial positions during corporate restructuring. Corporate bankruptcy is a widespread but understudied form of restructuring that affects employment opportunities. Using longitudinal employment data on 5,569 American workplaces over 23 years, this study finds that bankruptcy shapes racial and gender inequality. The proportion of white women in management increases when firms face bankruptcy, but it decreases when the firms overcome bankruptcy. The proportion of white men in management decreases when firms anticipate bankruptcy and experience subsequent restructuring, but the proportion increases for companies that survive bankruptcy. Representation of minorities declines before, during, and after bankruptcy restructuring. This paper concludes with implications for policy and future research.

Effects of Sulfur-Containing Amino Acids Supplementation on Glucose and Lipid Metabolism in HepG2 Cells

Soohan Jung,Shuang Wang,Hyemi Kim,Hyunseo Go,Jina Kim,Kwang Suk Ko 한국식품영양과학회 2021 한국식품영양과학회 학술대회발표집 Vol.2021 No.10

Non-alcoholic fatty liver disease is representing symptoms of metabolic syndrome, which is often accompanied with hepatic fat accumulation and insulin resistance. S-adenosylmethionine (SAMe), taurine, and betaine are sulfur-containing amino acids (SCAA) or cofactors involved in amino acids metabolism. In this study, we aimed to understand the effects of SCAAs supplementations on glucose and lipid metabolism in HepG2 cells. The groups treated with palmitic acid had obvious lipid droplets and the pretreatment of SCAAs inhibited the fat accumulation. SAMe decreased Gck and inhibited glucose synthesis by reducing the level of gluconeogenic enzyme G6pc and Pck1. After SAMe pretreatment, the mRNA expression of lipogenic enzymes, such as Acc2, Fasn and Scd1 were decreased. Taurine also reduced Fasn expression. SAMe not only downregulated the expression of Ppar-γ, but also inhibited the expression of Chrebp and Srebp-1c. Taken together in this study, the effect of SAMe on glucose and lipid metabolism is significant and SAMe has the effect of inhibiting hepatic lipogenesis and gluconeogenesis (Fund: NRF-2020R1A2C1102451).

여성고용이 조직효과성에 미치는 영향

김수한(Soohan Kim) 한국사회학회 2015 韓國社會學 Vol.49 No.5

여성고용의 증대는 조직성과에 실질적인 기여를 하는가? 성별 다양성의 증대가 조직성과에 미치는 영향에 대한 많은 연구가 있었지만 명확한 결론은 내려지지 않았다. 긍정적인 효과를 보여주는 연구와 부정적인 효과를 주장하는 연구가 혼재하고 있다. 이 연구의 목적은 어떠한 조건에서 여성고용이 조직성과에 미치는 영향이 달라지는지 밝히는 것이다. 또한 성별 다양성의 효과가 잘 실현되는 조직활동의 영역이 무엇인지와 그 이유에 대해 살펴볼 것이다. 이 연구는 2005년부터 2013년까지 690개 기업에 대한 전국단위 패널자료를 이용하였다. 여성사원의 증대는 조직의 내적 영역에서는 긍정적 기여를 하지만, 대외적인 경쟁력을 높이는 데에는 효과가 없었다. 여성관리자의 증대는 커뮤니케이션의 수준에 따라 상반된 효과를 나타냈다. 소통이 원활하게 이루어지는 기업에서는 여성관리자가 증가할수록 조직성과가 향상되었지만, 소통 수준이 낮은 기업에서는 여성관리자의 증가는 부정적 효과를 가져왔다. 따라서 여성고용을 늘리는 데 관심을 기울이는 것을 넘어서 여성고용의 긍정적 효과가 발휘될 수 있는 조건과 상황에 관한 더 많은 연구와 정책적 노력이 필요하다. Does gender diversity make practical contribution to organizational performance? Does it create intergroup conflict, causing inefficiency in the company’s performance? Research to date leaves the question open, and both sides of the debate are competitive in finding evidences from literatures to support their views. This study examines these arguments on the effects of gender diversity on performance, using a national representative longitudinal data on 690 Korean firms from 2005 to 2013. Findings show that the increase of women in non-managerial jobs enhance intra-organizational performance such as product development, organizational process, and production cost. The increase of female mangers has positive effect on corporate performance when organizational culture allows discussion, information sharing, and inter-unit communication. However, when firms have hierarchical organizational culture the rise of female managers has negative effect on performance. Empirical and practical implications for future research are discussed.

Development of the orthotopic xenograft mouse model for human multiple myeloma

Sungmin Kim,Jong-Shik Park,Jaeyeon Lee,Areum Choi,YoungAh Kim,Soohan Lee 한국실험동물학회 2019 한국실험동물학회 학술발표대회 논문집 Vol.2019 No.1

정치사회의 변화와 반기업담론

김수한(Soohan Kim) 고려대학교 아세아문제연구소 2016 亞細亞硏究 Vol.59 No.1

반기업문화가 한국사회에 강하게 뿌리 내리고 있지만 이에 관한 연구는 제한적으로 이루어져왔다. 이 연구는 반기업담론의 근원에 관한 새로운 접근과 해석을 시도한다. 특히 기존의 논의에서 간과되어 왔던 국가와 정치권력이 반기업문화를 형성하고 확산하는데 어떠한 역할을 했는가를 살펴보았다. 해방이후 70년간 국가는 기업과 기업인에 대한 부정적인 정체성을 공인하는 핵심적 역할을 했다. 한국의 대표적 기업과 기업인들은 국가로부터 ‘부정축재자’ ‘반사회적 기업인’ ‘악덕기업’ ‘퇴출대상’이라는 낙인을 받아왔다. 권력의 전환기마다 신진 정치 엘리트들은 자본과 기업가에 대한 상징폭력을 행사함으로써 통치의 정당성을 확보하려 했지만, 결국에는 부정적 낙인을 찍었던 경제권력과 타협하지 않을 수 없었다. 한국 정치권력의 허약성은 재벌의 지배력을 강화시켜주는 것으로 귀결되었고, 기업에 대한 부정적 인식은 한국인의 마음속에 한층 더 공고해졌다. Anti-corporate culture is deeply rooted in Korean society. This study exlores the historical origins of anti-corporate discourse in Korea and examnes who has played the most significant roles in producing it. Over the past 70 years, the state has publicly exercised symbolic violence against large companies and produced negative discourses on companies and their owners. Whenever new ruling classes gain control over the state, they practice symbolic violence to enhance political legitimacy. As the reults of the state’s political campaigns, the negative perceptions and thoughts on corporations and business owners have taken hold in the minds of Koreans.

장애인 고용 연수원 설립 방안 - 장애인 고용 전문인력 육성을 중심으로 -

김용탁(Kim, Yongtak),방진아(Bang, Jina),이수한(Lee, Soohan),고종필(Koh, Jongpil),김범규(Kim, Bumgyu) 한국장애인고용공단 고용개발원 2020 기본과제보고서 Vol.2020 No.-

한국사회의 반기업정서

김수한(Soohan Kim),이명진(Myoung-Jin Lee) 한국사회학회 2014 韓國社會學 Vol.48 No.1

지난 10년간 한국사회에서 반기업정서에 대한 지속적인 논의가 있었음에도 불구하고 학술적인 이론과 분석에 기초한 체계적인 연구는 거의 없었다. 이 연구는 조직사회학의 정당성 이론으로 반기업정서를 접근하며, 조직의 정당성을 조직의 과거 성과, 현재적 의미, 미래의 기여를 평가하는 것으로 이해한다. 이와 더불어 1960년 이후 정권의 교체기마다 이루어진 대기업에 대한 사회적 평가를 고찰함으로써 반기업정서의 역사적 측면을 살펴보았다. 이러한 이론적 논의에 기반을 두어 반기업정서를 과거, 현재, 미래의 시간적 차원으로 나누어 분석하였다. 2012년 7개 광역시에 거주하는 1,300명의 성인을 대상으로 수집한 자료를 이용하여 기업에 대한 평가에 영향을 주는 요인을 분석하였다. 분석의 핵심적인 발견은 세 가지이다. 첫째, 사회제도에 대하여 신뢰하지않을수록 기업에 대하여 부정적으로 평가한다. 둘째, 젊은 세대일수록, 그리고 교육의 수준이 높을수록 반기업정서가 높은 것으로 나타났다. 셋째, 가계의 소득수준이 낮거나, 대도시에서 성장하지 않은 사람들이 반기업정서를 가지고 있다. Although there have been public and academic debates on the anti-corporate culture in Korea over a decade, it is still unclear why high level of anti-corporate sentiments continually exist. Using a national representative sample data collected in 2012, this study examines the characteristics of people having anti-corporate attitudes as well as factors that increase or decrease confidence on corporations. The study finds that trust on social institution decreases the level of anti-corporation attitudes. It also shows that the young and highly educated Koreans have higher level of anti-corporate sentiments. Finally, the study shows that people from lower income family are more likely to have anti-corporate attitudes. The findings carry implications for public policy.