M&A이후 통합행위에 대한 피인수기업 구성원의 지각이 조직지원인식을 매개로 성과향상활동에 미치는 영향

권인수(Kwon, In Su),최항석(Choi, Hang Suk),최영근(Choi, Yeong Geun) 한국인사관리학회 2011 조직과 인사관리연구 Vol.35 No.2

본 연구는 M&A에 대한 인적자원관리 관점에서 M&A이후 통합행위에 대한 피인수기업구성원의 지각이 조직지원인식과 성과향상활동에 미치는 영향과 이들 관계에 있어 조직지원인식의 매개역할을 살펴보았다. 통합행위에 대한 피인수기업 구성원의 지각은 고용안정성과 조직문화보존을 설정하였으며, 성과향상활동은 생산성향상활동을 설정하였다. 가설검증은 대기업에 인수된 피인수기업의 직원 200명을 대상으로 설문조사를 하였으며 분석에는 184개의 자료를 사용하였다. 분석결과 첫째, 고용안정성과 조직문화보존은 조직지원인식에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 조직지원인식은 생산성향상활동에 긍정적인 영항을 미치는 것으로 나타났다. 셋째, 조직지원인식이 고용안정성과 생산성향상활동간의 관계를 완전 매개하는 것으로 나타났으며, 조직문화보존과 생산성향상활동간의 관계에는 부분 매개 역할을 하고 있는 것으로 나타났다. This study examines employee’s perceptions on integration practices after M&A effects on perceived organization support and performance improvement activity. The study also analyze mechanism by which the independent variables affect the performance improvement activity through the mediating effect of perceived organization support. This study establishes a research model, including two independent variables of employee’s perception on integration practices such as job security and the preservation of organization culture, the mediating variable of perceived organization support, and the dependent variable of productivity improvement activity. This study tests the research model employing 184 survey data from a local conglomerate. The conclusions made by this research are following; First of all, employee’s perception on integration practices of job security and the preservation of organization culture turns out to be statistically effective and meaningful with regard to perceived organization support. Second, this study finds perceived organization support has a positive effects on employee’s productivity improvement activity. Finally, job security affected productivity improvement activity only through perceived organization support, but perceived organization support partially mediates the relationship between the preservation of organization culture and productivity improvement activity.

장교양성기관의 학생 멘토의 리더십 유형에 대한 프로테제의 지각이 학업만족과 이탈의도에 미치는 효과

권인수(In-Su Kwon),하민정(Min-Jung Ha) 한국인적자원개발학회 2011 인적자원개발연구 Vol.14 No.1

중국 기업 종업원의 마키아벨리즘이 인상관리에 미치는 영향

권인수(In-Su Kwon),서문교(Moon-Kyo Seo) 한국무역연구원 2017 무역연구 Vol.13 No.4

The purpose of this study is to investigate the mediating effect of perceptions of organizational politics and the influence of Machiavellianism tendency on Chinese employees. For the empirical analysis, 332 samples of Chinese enterprises employees were surveyed and the results were analyzed using structural equation modeling. Results indicated that, Machiavellianism showed a positive influence on perceptions of organizational politics. Second, perceptions of organizational politics have a positive effect on supervisor-focused impression management, but these perceptions do not affect job-focused impression management. Third, Machiavellianism influenced supervisorfocused impression management and perceptions of organizational politics have mediating effects. It was noted, however, that mediating effects did not appear when Machiavellianism was seen to influence job-focused impression management. The implications of this study are as follows: First, management of personality traits of employees should be done, but negative behaviors can be reduced. Second, extra caution should be exercised so that organizational institution and culture are not applied to political power. Third, employees’ Machiavellianism can lead not only to perception of organizational politics but also management of impressions related to supervisor. Finally, it was found that employees with strong Machiavellianism tend to receive political power through supervisor-focused impression management rather than being through job-focused impression management. As a result, it was analyzed that the management of employee’ characteristics should be prioritized in order to minimize the negative behavior of employees in Chinese enterprises.

심리적 임파워먼트 및 리더-부하 교환관계와 조직시민행동의 관계에서 조직지원인식의 매개효과

권인수(Kwon, In-Su),최영근(Choi, Young-Keun) 대한경영학회 2011 大韓經營學會誌 Vol.24 No.4

중국 기업 종업원의 개별근무협약이 심리적 임파워먼트, 자기효능감, 심리적 주인의식에 미치는 영향

권인수(In-Su Kwon),서문교(Moon-Kyo Seo) 한국무역연구원 2017 무역연구 Vol.13 No.5

The purpose of this study is to investigate the effects of idiosyncratic deals of Chinese employees on psychological empowerment, Self-efficacy and psychological ownership. For the empirical analysis, 277 Chinese enterprises employees were surveyed and the results were analyzed using structural equation modeling. Results indicated that, idiosyncratic deals showed a positive influence on psychological empowerment. Second, idiosyncratic deals have a positive effect on Self-efficacy. Third, psychological empowerment influenced psychological ownership. Fourth, Self-efficacy have a positive effect on psychological ownership. As a result of further analysis, idiosyncratic deals influenced psychological ownership; psychological empowerment and Self-efficacy have mediating effects. The implications of this study are as follows: First, utilizing idiosyncratic deals that reflect the work requirements of Chinese employees improves active in decision making. Second, we can create an organizational culture called ‘our company’ through Chinese employees’ empowerment and efficacy. In particular, there is a need for a way of empowering employees and confirming that they are doing their job well and successfully Finally, we confirmed that using an idiosyncratic deals that suggest individual requirements or work requirements rather than a compensation system like an existing pay raise could improve the efficiency of Chinese employees.

직무열의의 선행요인과 심리적 조건의 매개효과에 관한 연구

권인수(Kwon, In Su),최영근(Choi, Young Keun) 한국인적자원관리학회 2011 인적자원관리연구 Vol.18 No.4

본 연구는 직무열의에 영향을 미치는 선행요인으로 직무중요성, 상사-부하 교환관계의 질, 자기효능감을 제시하고 실증분석하였다. 특히 Kahn(1990)이 제시한 심리적 의미성(meaningfulness)·안정성(safety)·가용성(availability)의 세 변수를 선행요인이 직무열의에 미치는 영향을 동기적 관점에서 설명하는 매개 요인으로 사용하였다. 분석 결과, 직무중요성은 구성원들이 인지하는 자신의 직무에 대한 의미성에 강한 영향을 주고 있음을 보여 주고 있다. 특히 심리적 의미성은 직무열의와도 긍정적인 영향을 미치고 있음을 보여주고 있고, 매개분석에서도 심리적 의미성은 직무중요성과 직무열의를 완전매개하고 있음을 나타냈다. 다음으로 상사-부하 교환관계의 질은 심리적 안정성에 긍정적인 관계를 보여 주고 있다. 그러나 Kahn(1990)이 제시한 이론적 예측과는 달리 심리적 안정성이 직무열의와의 관계가 유의하지 않았으며, 상사-부하 교환관계의 질이 직무열의에 미치는 직접적인 영향도 나타나지 않았다. 자기효능감은 심리적 가용성에 긍정적인 관계를 보여 주고 있다. 그러나 심리적 안정성과 더불어 심리적 가용성이 직무열의와의 관계도 유의하지 않은 것으로 나타난 반면, 포화모델에서는 자기효능감이 직무열의에 미치는 직접적인 영향을 보여주고 있다. This study suggests job significance, leader-member exchange Quality, self-efficacy as the antecedents of job engagement and empirically investigate them. Especially, we use psychological meaningfulness, safety, availability as mediating variables to explain in the motivational perspective the relationship between the antecedents and job engagement. In the results, job significance is shown to be positively associated with meaningfulness. And meaningfulness positively influences job engagement and fully mediates the relationship between job significance and job engagement. Second, leader-member exchange quality is positively associated with safety. Although Kahn(1990) suggested theoretical model, safety has no relationship with job engagement and leader-member exchange quality has no direct effect on job engagement Self-efficacy is positively associated with availability. While availability as well as safety has no effect on job engagement, integral model shows that self-efficacy directly influences job engagement.

기업의 가시성이 환경성과에 미치는 영향

권인수(In Su Kwon),박헌준(Hun Joon Park),신현한(Hyun Han Shin) 한국경영학회 2007 經營學硏究 Vol.36 No.1

중간관리자의 이슈 챔피어닝: 인적자원관리 이슈를 중심으로

권인수 ( In Su Kwon ),이덕로 ( Deog Ro Lee ) 한국인적자원관리학회 2007 인적자원관리연구 Vol.14 No.4

This study examines how middle managers convince organizational members to turn human resources management issues into strategic agenda. It focuses on the two activities of packaging and selling action on HRM issues in an organization. A framework was built to explain the championing HRM issues. The hypotheses were tested using survey data from a sample of 175 human resource managers. The results showed that the urgency framing and selling with cooperation from coworkers and other departments are positively related with task force formation. Using public channel and selling with cooperation from coworkers and other departments were positively with support of influential departments. The opportunity framing and using public channels are successful in choosing issues. This study shows that using public channel and inducing other people`s cooperation are critical factors involved in successfully championing human resource management issues.

학술연구 : 벤처기업윤리 연구의 현황과 향후 연구과제

권인수 ( In Su Kwon ) 한국중소기업학회 2008 기업가정신과 벤처연구 Vol.11 No.1

중국기업에서 윤리적 리더십이 심리적 주인의식에 미치는 영향에 대한 연구 -개인적 자율성의 매개작용-

권인수 ( In Su Kwon ),최명철 ( Myeong Cheol Choi ) 고려대학교 중국학연구소 2015 中國學論叢 Vol.50 No.-

The purpose of this study is to investigate the relationships among Ethical Leadership, Individual Autonomy and Psychological Ownership as well as to test the mediating effects of the Individual Autonomy in China. The study can be summarized as follows: First, the Ethical Leadership is significantly related to Individual Autonomy in China. Second, the Ethical Leadership is significantly related to Psychological Ownership in China. Lastly, the Individual Autonomy exhibit positive mediating effect in the relationships between Ethical Leadership and Psychological Ownership. The results of this paper should be noted, in the case of a company to enter China and Chinese company. At the end of this article, implications and future research directions are also discussed.