기업윤리와 조직시민행동과 조직유효성의 관계

송석훈(Song Serk-hoon),박우봉(Park Woo-bong) 한국산업경영학회 2007 經營硏究 Vol.22 No.1

  이 연구에서는 효과적 윤리경영에 대한 구성원들의 인식과 적극적 기업윤리의식을 독립변인으로 설정하고, 직무몰입과 조직몰입을 종속변인으로 설정했다. 또한 기업윤리 위반의향과 기업윤리 준수의향을 1차적 매개변인으로 설정하고, 조직시민행동을 2차적 매개변인으로 설정했다.<BR>  먼저 기업체의 효과적 윤리경영에 대한 구성원들의 인식 및 적극적 기업윤리의식(독립변인)과 조직유효성(직무몰입 및 조직몰입)의 영향관계에 있어서 윤리적 행동의향의 매개효과를 파악하는데 목적을 두었다. 그리고 윤리적 행동의향과 조직유효성의 영향관계에 있어서 조직시민행동의 매개효과를 파악한 것이다.<BR>  독립변인들은 기업윤리 준수의향에 대하여 긍정적 영향관계를 제시했다. 또한 구성원들의 기업윤리의식은 기업윤리 위반의향에 대하여 부정적 영향을 나타냈지만, 조직의 효과적 윤리경영에 관한 인식은 오히려 업적달성을 위한 기업윤리 위반의향에 정(正)의 영향관계를 보였다. 독립변인들 과 직무몰입의 영향관계에 있어서 기업윤리 위반의향은 부정적 매개효과를 나타내고, 기업윤리 준수의향은 긍정적 매개효과를 나타내었다. 그런데, 독립변인과 조직몰입의 관계에 있어서 상황과 관련된 기업윤리 준수의향은 긍정적 매개효과를 제시했지만, 자신의 이해와 관련된 기업윤리 준수의향은 오히려 부정적 매개효과를 보였다. 그리고 윤리적 행동의향과 조직유효성의 영향관계에 있어서 조직시민행동은 긍정적 매개효과를 제시했다.   This study focused on analyzing the relationships among the corporate members" active ethical awareness and their recognition of effective performance based on corporate ethics (independent variables), ethical behavioral intentions and organizational citizenship behavior (mediate variables), and organizational effectiveness(dependent variable). The organizational effectiveness includes two factors such as job involvement and organizational commitment (dependent variables).<BR>  The findings of this study revealed that the stronger they recognize the active corporate ethical awareness and the effective performance based on corporate ethics, the stronger they have job involvement and organizational commitment. Moreover, their intentions to violate the corporate ethics had negative mediate effect in the relationships among the active corporate ethical awareness and the recognition of effective performance based on corporate ethics (independent variables) and organizational effectiveness such as job involvement and organizational commitment (dependent variables). But the negative mediate effects were not significant in the relationships between independent variables and dependent variables. And the intentions not to violate the corporate ethics that related specifically to others had positive effect in the relationships between independent variables and dependent variables. Their organizational citizenship behavior also presented positive mediate effect in the relationships between ethical behavioral intentions and organizational effectiveness.<BR>  The corporate members" active ethical awareness had negative influence on their intentions to violate corporate ethics, while it had positive influence on the intentions not to violate corporate ethics. But this seems to be opposite in the relationships between the recognition of effective performance based on corporate ethics and the intentions to violate the corporate ethics on account of performance-based judgement calls.

한국의 기업조성에 대한 생태학적 분석

송석훈(Serk - Hoon Song) 한국경영학회 1987 經營學硏究 Vol.17 No.1

This paper examined the increase and decrease of organizational populations in Korean firms. The results showed as follows. First, there was a positive association between the size of the urban area and organizational increasing rate. Second, the greater the organizational population, the higher the increasing rate in that population. Third, the negative impact of wage rate and energy cost was expected, but the hypothesis was to be rejected. Fourth, political turbulence and economic cycles appear to have little or no effect on the change of organizational populations over time. Fifth, from an ecological view, there are three major age groups in an organizational population : prereproductive, reproductive, and postreproductive. Under these conditions mining population appeared to be a bell or an urn-shaped age structure, and manufacturing population appeared to be a pyramid-shaped age structure. For this study, it is important to stress the need for longitudinal research. Therefore, from now on, it is necessary to collect and arrange the data throughly and continually.

직무소외적 행위와 그 수정방안에 관한 연구

송석훈(Serk - Hoon Song) 한국경영학회 1990 經營學硏究 Vol.20 No.1

본 연구는 사회학습론적 관점을 원용하여 단능생산직 근로자를 대상으로 직무소외와 관련된 요인들의 영향관계를 파악하고 종업원들의 직무소외적 행위를 수정하는 방안을 모색하는데 목적을 두었다. 이와 같이 사회학습론적 관점을 원용하기 때문에, 본 연구는 준실험적 연구설계 방법에 의존하여 1989년 6월∼8월에 예비조사와 본조사를 실시한 결과를 분석한 것이다. 여기서 분석된 결과를 요약하면, 직무소외감과 직무소외적 행위의향은 상호긍정적 영향관계를 나타냈으며, 전반적으로 종업원들은 다른 종업원의 직무소외적 행위에 대한 관리자의 조치결과에 따라 직무소외감이나 직무소외적 행위의향에 차이를 나타냈다. 그리고 단능개별직보다 단능집단직에 종사하는 종업원의 직무소외감이 상대적으로 더 높게 나타났고, 근속기간이 장기화될수록, 급여수준이 높을수록, 직분주의적 직무의식의 수준이 낮아지거나 사회적 욕구나 성장욕구의 수준이 높을수록 직무소외감이 더 낮아지는 관계를 나타냈으며, 이러한 결과로부터 직무소외적 행위에 대한 수정방안으로서 관리전략적 시사점을 제시했다.

직무소외적 요인과 부정적 행위의향의 인과관계분석

송석훈(Serk Hoon Song) 한국경영학회 1993 經營學硏究 Vol.23 No.1

The previous studies on alienation are deficient on several grounds. First, the researchers have typically treated the concept of alienation as a composite of various feeling components along several dimensions of job alienation and have attempted to identify the relationship of the aggregated feeling to alienative behavior such as tardiness, separation, and labor dispute. Second, the nature of relationships investigated in the previous studies have been a set of bivariate analyses without exploring the causlal relations among variables under study. Third, no studies on alienation to date has addressed the role of behavioral intention as a mediator between alienative feeling and alienative behavior. The present study is designed to remedy those deficiencies in alienation research. Specifically, the purpose of this study is two-fold: (1) to empirically identify the dimensionality of alienative feeling and of behavioral intention associatied with alienation among Korean workers, and (2) to investigate the causal relations of dimensions of alienative feeling and individual needs to various dimensions of behavioral intention among Korean workers. The data was collected by the questionaire from 697 employees at three Korean companies and the causal relations were estimated by LISREL procedure. The results reveal that different dimensions of job alienation tend to have different impact on behavioral intention of separation and of tardiness. Contarary to the expectation, neither growth and social needs nor various dimensions of alienation have causal relations to intention of labor dispute among Korean Workers.

기업윤리이행효과와 윤리적 행동의향의 관계 - 윤리의식의 매개 작용과 직무소외의 조절 효과 -

송석훈(Serk-Hoon Song),박우봉(Woo-Bong Park) 한국인사관리학회 2005 조직과 인사관리연구 Vol.29 No.2

이 연구는 관리자와 종업원들의 기업윤리이행효과 인식과 그들의 윤리적 의향의 영향관계를 파악하고, 그러한 기업윤리이행효과 인식과 적극적 윤리의식의 관계를 분석한 것이다. 그리고 그들의 기업윤리이행효과 인식과 윤리적 행동의향의 관계에 있어서 적극적 기업윤리의식의 매개적 효과를 분석하고, 기업윤리의식과 윤리적 행동의향의 관계에 있어서 직무소외의 조절 효과를 파악한 것이다. 여기서 분석한 결과는 기업윤리이행효과를 인식하는 수준이 높을수록 그들의 기업 윤리의식이 높아지는 관계를 나타냈다. 아울러 그들의 기업윤리의식은 기업윤리이행 효과에 관한 인식과 기업윤리를 위반하려는 의향 사이의 관계에 있어서 매개적으로 부정적 영향을 미치는 것으로 나타났다. 또한 기업윤리의식은 기업윤리의 효과적 이행에 관한 인식과 기업윤리를 위반하지 않으려는 의향 사이의 관계에 있어서 매개적으로 긍정적 영향을 미치는 것으로 입증되었다. 그들의 직무소외감은 기업윤리를 위반하려는 의향에 정(正의) 방향으로 영향을 미치며, 그들 자신과 관련된 이유로 기업윤리를 위반하지 않으려는 의향에 대하여 부정적으로 영향을 나타냈다. 기업윤리의식과 직무소외감의 상호작용적 조절효과는 기업 윤리를 위반하지 않으려는 의향에 대하여 부정적 관계를 나타냈다. 그리고 기업윤리 의식이 높을수록 기업윤리를 위반하려는 의향이 낮아지는 영향관계는 직무소외감이 높은 경우보다 낮은 경우에 더 강하게 나타나고, 기업윤리의식과 기업윤리 위반 거부 의향의 영향관계도 직무소외감이 높은 경우보다 낮은 경우에 더 강하게 나타났다. This study is on the relationships between the effective performance based on corporate ethics (independent variable) and the ethical behavioral intentions of managers and employees (dependent variable). And it analyzed the relationship between the independent variable and the active ethical awareness (mediate variable). It also analyzed the mediate effect of the relationships between independent and dependent variables, and it studied the moderate effect of job alienation based on the relationships between intermediate and dependent variables. The results in this study refer to the fact that the stronger they realize the effective corporate ethics performance in the organization, the stronger they have the active corporate ethical awareness. Moreover, their corporate ethical awareness has a negative mediate effect on the relationships between the effective performance based on corporate ethics and the intentions to violate the corporate ethics. And the awareness has a positive effect on the relationships between the effective performance based on corporate ethics and the intentions not to violate the corporate ethics. The job alienation of managers and employees has a positive influence on their intentions to violate corporate ethics, while it has a negative influence on the intentions not to violate corporate ethics. The alienation moderates the relationships between corporate ethical awareness and ethical behavioral intentions. Specifically, the higher the corporate ethical awareness is, the lower the intentions to violate corporate ethics are on the relationships between mediate and dependent variables. This trend was stronger when the job alienation is lower than when it is high. Also the relationships between the corporate ethical awareness and the intentions not to violate corporate ethics are stronger when the job alienation is lower than when the alienation is high.

組織論發展의 辯證法的 觀點과 그 理念的 背景의 槪觀 : 傳統的 理論부터 個體群生態學觀點까지

宋錫勳 慶尙大學校 1986 論文集 Vol.25 No.2

In intnetion Hegel's dialectic was rational and an extention of logical method, although the intention defied exact formulation. The divergent interests and values represented by thesis and antithesis are assumed to stand in a relaction of flat contradiction to each other. Each must be developed to its last consquences before the contradictions can be sublimited in the synthesis. Concilation and compromise occur indeed and emerge with the evolution of the idea. So the dialectic is a more inclusive perspective applicable to the concepts of progressive change and development of the organization theory. From this point of view, this article will suggest the evolution of organization theory from traditional views, through modifications of the behavioral and quantitative sciences, to the development of systems concepts and contingency views, and finally to the emergence of population ecology model. The organization theory emerging in a pattern of progressive logical development, is like a spiral that mounts as it turns. In the alte 1960s and 1970s, a central position in organization theory is that organizations must adapt to their environments if they are to survive. There is, however, some debates as to whether organizations do adapt. Some others suggest that organizations do not adapt but are selected out(the population ecology model idea). Others suggest that adaptation is a function of strategic choice and enactment. One explanation for the differences in these perspectives is that they have different assumptions about organizations' environments. Therefore, some other integrative framework would allow for both perspectives to exist simultaneously. In fact, the opposition is never absolute. As stated above, the destruction of one position in a controversial situation is never complete. Both sides are partly right and partly wrong, and when the rights and the wrongs have been properly weighed, a third position emerges which unites the truth contained in both.

Leadership 유형의 이론에 관한 고찰

송석훈 경상대학교 경남문화연구소 1981 慶南文化硏究 Vol.4 No.1

1. Introduction Leadership styles directly affect an organization's climate. Leadership is a behavioral process performed by leaders who are human beings who steer and guide the efforts of other human beings. Chronologically, early management theorists emphasized traits, whereas modern theories of leadership stress the situational approach, because it incorporates and then explain systematically the directing function in terms of traits of the leader, characteristics of the followers, characteristics of the task, characteristics of the organization, and characteristics of the external environment. In this study the main purpose is to suggest the determination process of the effective leadership styles through analyzing anal synthesizing leadership styles sysematically on the basis of mangerial philosophies and situational approaches. 2. Leadership styles Managerial philosophies and leadership styles explain established leadership relations. Particularly, leadership style refers to a manager's specific mode, fashion, and distinctive manner of administrative performance and conduct. McGregor's theoryX represents the old authoritarian style and his theory Y represents the enlightened, humanistic style of leadership. Argyris's immaturity-maturity model of personality is specifically directed to the study and analysis of organizational behavior, and his value systems or his behavior patterns(A&B) are related to theories X and Y. Blake and Mouton's managerial grid idea is a better concept then McGregor's theories X and Y, because theories X and Y are usually associated, perhaps mistakenly, with only a concern for production or people, but the management grid concept vividly points out that is not an either-or situation. Blake and Mouton grid identifies the style of a manager but does not directly relate it to effectiveness. Reddin has added the third dimension of effectiveness to his model. It is emphasized that leadership styles per se can be effective or ineffective depending on the situation. Hersey and Blanchard also incorporate all three theoretical bases (leader, follower, and environment) and stresses that the leader should have an adaptive style that leads to effectiveness. Fiedler developed not only a unique operational technique to measure leadership style but also what he called a contingency model of leadership effectiveness. This model contained the relationship between leadership style and the favorableness of the situation: the leader-member relationship, the degree of task structure, the leader's position power. Likert has proposed four basic systems or styles of organizational leadership. Davis also attempted to synthesize and integrate much of the current management literature pertaining to leadership styles into a fourfold classification system. None of these approaches spell out exactly low a leader should act or what decision should be made in given situation. Vroom and Yetton attempted to provide a specific, normative model through applying decision tree that a leader could actually use in making effective decisions. Many other leadership style classification systems exit, but they are either more dated, not as comprehensive, or less popular than the proceeding styles. Variations in managerial philosophies and leadership styles exist both theoretically and operationally. A more and more popular practical suggestion today is that a leader should adapt and alter his leadership style and probably even his managerial philosophy if the situation dictates such a change. 3. Conclusion In this study, the results of leadership styles analysis suggest the following conclusions to us. First, leadership theories have been developed from trait theory to situational theory. Second, leadership styles have been expanded from closed system to open system by the limit of application. Third, leadership styles should be studied from single dimension to multiple dimensions. Fourth, leadership styles should be understood by the interrelated set-systems of continuum. Fifth, leadership styles should be determined by the simultaneous consideration of decision quality and subordinate acceptance. Therefore, the determination process of leadership styles on the basis of the synthetic, situational theory, could be suggested as the following figure. Leader, chief, colleague, follower, organization-task and external environment are interrelated factors of contingent leadership. The systems approach to the determination process of the effective leadership styles should be thought as an integration of these factors. As shown in figure, these contingent leadership causes are seen as collective inputs that interact in a systematic framwork of objective, function, structure and wholeness to produce effective leadership styles. The systems interaction set framework is the area in which these causes overlap, intermingle, and become synthesized to collectively produce effective leadership outputs. [Determination process of the effective leadership styles] ※그림※

作業動機賦與에 對한 職務特性 Model

宋錫勳 慶尙大學校 1984 論文集 Vol.23 No.2

The purpose of the present study is to experience firsthand the job characteristics approach to job design, in this case through the Hackman-Oldham Job Diagnostic Survey and get personal feedback on the motivating potential of individual present of past job and identify and compare its critical characteristics. the job characteristic model proposed by Hackman and Oldham focuses on five core job dimensions that are hypothesized to be related to key psychological states and to various personal and work outcomes. The major focus of the model concerns dynamic relationships among objective job characterics, perceptions of chacteristics, and job-related attitudes and behaviors. In this paper the theoretical background of job design is considered before hypotheses, and then the job characteristic model is analyzed emprically by the results of questionaire method. The results were indicated as follows. First, individuals who describe their jobs with high MPS were proved to display high job satisfaction, high job performance, high job involvement, and to report low trunover. Second, high growth need individuals tended to respond to cues provided by their enlarged jobs and organic organizational cues. Third, if the employees had high growth needs, their job satisfaction, job performance, job involvement were higher than low growth need employees, and their turnover rates were inverse. Fourth the relation and responses were almost waving or inter-independent in the environmental or demographic factors and job characteristic model related variables of outcome variables. These hypothpotheses were analyzed through not only convenience samping but also only questionaire method. Therefore the various research methods should be randomly applied to broader subjects for increasing generalizability of the results.

韓國의 證券市場의 株價變動에 關한 技術的 分析 : 投資指標의 圖解를 中心으로

宋錫勳 慶尙大學校 1981 論文集 Vol.20 No.2

The difference between investment and speculation is only a matter of degree of risk. But modern world is an exceedingly complex and dynamic one in which many forces affect the value and productivity of investments. Careful investors try to identify these forces and profit from them, if they can, or at least avoid losses from them. The business risks inherent in the enterprise naturally fall with full force on the stock holder who bears them because he may also hope for the extraordinary gains which success may bring him. The market risk i obviously high in stock ownership. In fact the stock market is notorious for wide and almost irrational variation in stock prices. Although careful investors find it convenient to sellect stocks for investment by comparing price-earnings ratio, yields, and asset values per share in the light of available information on quality, growth, and market factors, many investors as usual seem more concerned with the volatile behavior of stock prices than with the normal values the stocks represent. These market factors are put emphasis on by the technical analysts, even if the fundamental analysts lay stress on the internal value of a business. There is quite possibly some truth in each creed. As a matter of fact, vertical-bar, point&figure and line charts on either arithmetic or semilogarithmic scales are widely used by all types of investors and speculators. They can depict the trends of earnings, dividends, stock prices, short interest, or any other factors capable of numerical expression. The analysis reported here is a study on the nature and forecasting of stock price movements in the Korea stock market. The method in this analysis was to compare the graphic techniques of a few investment indexes with the degree of bullishness or bearishness in the Korea stock market, from 1972 until about 1980. In this paper the best-known investment indexes adapted for the technical analysis were Korea composite stock price indexes(day-to-day, week-to-week, month-to-month), volume of trading stocks, key statistics for listed stocks, and Korea stock market indicators: on-balance volume, advance-decline line, moving average line, ratios of day-to-day indexes to 25 or 75 days average indexes of composite stock prices, and ratio of money loans to stock loans, etc. According to applying these indexes or indicators in the Korea stock market, the results of technical analysis suggested the following conclusions to us. First, in vertical-bar charts distribution patterns have shown clearly within 1-2 months upper sloping up, but they have been ambiguous for long-term up trends in stock prices. Second, moving average long term lines have represented in the capacity of warning indexes at peaks and troughs pretty clearly rather than vertical-bar charts. Third, ratios of day-to-day indexes to 25 or 75 days average indexes of composite stock prices have been correct to predict timing of distribution or accumulation better than any other indexes. From August, 1979 until July, 1980, these correct predictions were 11 reversal points through 25 days average, 5 reversal points through 75 days average. Fourth, since advance-decline line has been moving almost similar with stock price fluctuations, it couldn't be drawn respecting the extent and timing of market changes. Fifth, looking into the relationship of volume of trading stocks, stock price movements, and unbalance volume, they have indicated manipulative short-term phenomena in accumulation and distribution. And also because volume of trading stocks has been the increase in the Korea stock market, OBV analysis could be used appropriately in forecasting only a stable and individual short-term stock price movement but a general long-term trend. Sixth, ratio of money loans to stock loans couldn't be made practical application of significant indexes on account of unbalance between money loans and stock loans in the Korea stock market. Seventh, there was the intermediate-term tendency, presumably conforming to business cycle stages in normal times, for the market to move in a general upward or downward direction for 3 years to 4 years at a time. Bull markets appeared in 1972-1973(July), 1974(October)-1976(January) and 1977(July)-1978(August), bear markets appeared in 1973(July)-1974(October), 1976(January)-1977(July) and 1978(August)-1981. Therefore, we have to grasp stock market movements through technical analysis in relation to fundamental analysis. That's we have to carefully determine what to select and when to buy or sell in considering all the following factors-stock market credit conditions, speculative psychology, changes in the tax laws, labor legislation, foreign relations, the distribution of national income, the level of prosperity, etc-which affect the supply and demand for all stocks. Particularly, in technical analysis stock price movements could be forecasted correctly by grasping all the investment indexes and indicators totally, systematically and synthetically.

人力效用을 爲한 勞動移動의 多次元的인 統制方案

宋錫勳 慶尙大學校 1982 論文集 Vol.21 No.3

Labor turnover is inevitable or desirable to some degree. But excessive turnover is wasteful in money, human values, and friction within and between business organizations, and insufficient turnover can sap its vitality and stultify the needs of individual members. Excessive or insuffcient turnover represents not only a loss to the employer but also is often a loss to the worker or society as a whole. The purposes of the present research are to analyze the causes and problems of turnover(accession and separation) in conjunction with several personal characteristics(age, education, and tenure, etc) and to design more effective control policies and practices of turnover. To achieve the purposes of this paper, I used some existing data and interviews. So the results are as follows in Korea. First, in depression turnover rates have been generally lower and separation rates have been relatively higher than accession rates. Therefore I could forcast shortage of man-power in prosperity and unemployment in depression. Second, age has demonstrated fairly consistent negative relationships with turnover, but education was expected to relate positively to voluntary turnover. Third, as one is in and organization longer, one is less likely to leave voluntarily. But within two years almost workers have separated and organization because of inadequacy and dissatisfaction. Fourth, nepotism could be a matter of difficulty, because a large percentage of employees have been entered profession by a relative. For the reasons mentioned above, I considered multi-dimensional counterplans to control turnover effectively. They are divided according to fields of problems. In business organization it's important to apply HRA for getting out of nepotism and laying stress on performance and also improve QWL for maintenance of competent-man-power. And then it's increasingly necessary that employer put to the multilateral tests for selection before applying the age-limit system in order to eliminate incompetent-man-power. Socially, employment security offices have to be closely connected with business organizations and workers to reduce normal unemployment, and they have to be done with training and development agencies to meet technical or structural unemployment. Moreover it's necessary to implement unemployment insurance not only to stirup the consciousness of coexistence and coprosperity between society, enterprises and workers but also th get rid of unemployment and utilize manpower. Systematically enterprises have to send information of man-power plan to employment security agencies that ought to function as lease systems of man-power, and if there were technical gaps between supply and demand of man-power they would have to coordinate the gaps with the agencies in charge of training and development. Therefore all the agencies and departments of business organization, with relation to demand and supply of man-power, would keep in close relationship reciprocally and cooperate each other to control effectively as a whole, synthetically, and multidimensionally.