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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.
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.
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.
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.
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.
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.
이선규(Sun-Kyu Lee),이웅희(Ung-Hee Lee) 한국산업경영시스템학회 2005 한국산업경영시스템학회지 Vol.28 No.4
This paper aimed to examine core factors of the knowledge management and analyze their effects on organizational performance (employee satisfaction and competitive advantage). To accomplish this purpose, this study examined previous studies and summarized core factors of the knowledge management as people oriented, culture oriented and system oriented. 350 questionaries were distributed to the people living in Gumi. 327 questionaries were obtained and 302 data were analyzed by frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis about three constructs (people oriented, culture oriented and system oriented) using oblique rotation method that did not assume independence among the factors and core factors of knowledge management were grouped together by three factors. Second, it is shown that three core factors of knowledge management have a positive influence on the employee satisfaction and competition (p<0.05). This study, however, have limitations in obtained sample and area. The future study should consider these limitations to improve model applicability in practice.
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.
전략유형과 성과에 관한 연구-판매력 관리 실행 중심으로-
이선규(Sun-Kyu Lee),서명지(Myoung-Gee Seo),이웅희(Ung-Hee Lee) 한국산업경영시스템학회 2004 한국산업경영시스템학회지 Vol.27 No.4
This study examines the relationship between multiple sales force management practices and performance within each of Miles & Snow (1978)'s strategy types and Walker & Ruekert (1987)'s strategy types. The findings are as follows First, Prospectors seem to be associated with Increased performance when they are utilizing a relationship selling strategy, In-ternal sales force, moderate levels of supervision, outcome~based control system and incentive-oriented compensation system Second, Analyzers seem to be associated with increased performance when they are utilizing a relationship selling strategy, internal sales force, outcome-based control system to deal with the instability in their strategic focus. Third, Low Cost Defender seem to be associated with increased performance when they are utilizing a relationship selling strategy, ex-ternal sales force, low levels of supervision, outcome-based control system and salary-oriented compensation system. Fourth, Differentiated Defenders seem to be associated with increased performance when they are utilizing a relationship selling strategy, high levels of supervision, balanced (outcome+behavior) control system and salary-oriented compensation system