회원작품 - 어썸 845

이명주,Lee, Myeongju 대한건축사협회 2018 建築士 Vol.587 No.-

고성과 작업시스템과 조직성과간의 관계: 조직문화의 조절효과를 중심으로

이명주 ( Myeongju Lee ),최장호 ( Jang Ho Choi ),조봉순 ( Bong Soon Cho ) 한국생산성학회 2015 生産性論集 Vol.29 No.3

Most studies of SHRM have focused on testing the relationship between high performance work systems(HPWSs) and performances, and most have found a positive relationship between HPWSs and organizational performance. Some studies have argued that examining the mechanism of this relationship is critical to developing theory. The purpose of this paper is to examine the relationship between high HPWSs and the organization``s performance. Also, it attempts to show the moderating effects of organizational culture in the HPWSs-organization``s performance link. Prior studies have found a positive effect of HPWS on firm performance. Drawing on the AMO model, we hypothesized that three modes of HR systems differently contribute to organizational performances(sales, job satisfaction). Also, based on the prediction from CVF model, we expected the moderating role of organizational culture in relation to the HPWSs and organizational performance. To test the effects, we used HCCP data collected by the Korea Human Resources Development Institute Survey. HR managers were questioned on HRM practices and employees on job satisfaction and organizational culture. This study employed the 4th data for HR systems collected in 2011 and the 5th data for organizational performance collected in 2013. The result of the present study supported the hypothesized moderating effect of organizational culture in the HPWSs-performance relationship. Specifically, the result showed that motivation enhancing HR system and opportunity enhancing HR system were significant factors of organizational performance. Also, we could find some supporting evidences for moderating effect of organizational culture in HPWSs on performances. This paper highlights the importance of organization’s context in utilizing HR systems. The model we propose provides implication of the relationship between HPWSs and organizational performance by specifying how HPWSs influence the organizational context. This study offers critical insight into the mechanism of the HPWSs research field. From a theoretical perspective, this study emphasize the need to take the situational factors in organizations (i.e., culture) into SHRM literatures. Specifically, the result of the study suggests that organizational culture can influence the relationship between HPWSs and performance in significant degrees, thus provides a rationale to introduce organizational situational variables to SHRM studies. In practical senses, the result of the study can offer insights to the organizations which manage diverse arrays of HR systems. Also, the study highlights the importance of organizational culture in implementing HR practices. Limitations of this study are described in terms of reverse causality, sample representativeness, and measurement issues.

누가 스트레스에 더 취약한가? 직장에서 직무스트레스가 직무성과에 미치는 영향: 세대간의 차이를 중심으로

이명주(Myeongju Lee),김현옥(Hyunok Kim) 한국경영학회 2022 한국경영학회 통합학술발표논문집 Vol.2022 No.8

조직 내 노동인력의 다양성이 증가하고, 코로나19로 촉발된 사회경제적 변화는 일의 성격, 근무환경, 구성원 간의 상호작용, 인적자원개발 내용 및 방법 등 조직의 많은 부분을 빠르게 변화시키고 있다. 변화된 환경에 적응하는 과정에서 조직 내 근로자들의 직무스트레스가 이전보다 높은 상황이므로 직무스트레스에 관한 연구가 필요한 실정이다. 또한 무형식학습은 학습자주도로 배움이 일어난다는 측면에서 조직 내에서는 일상적인 역량개발 방법으로 정착되며, 그 중요성이 증가하고 있다. 본 연구의 목적은 첫째, 직무스트레스와 조직몰입의 관계에서 무형식학습의 효과를 검증하는 것이다. 둘째, 직무스트레스와 조직몰입의 관계에서 무형식학습의 조절효과가 세대 간 차이를 가지는지를 살펴보고자 하였다. 연구모형 검증결과, 직무스트레스와 조직몰입의 부적관계를 무형식학습이 부적으로 조절하는 것으로 나타났다. 즉, 무형식학습의 참여가 높은 경우 직무스트레스가 조직몰입에 미치는 부적효과가 감소하는 것으로 나타났다. 이러한 결과는 세대 간에 유의미한 차이가 있는 것으로 나타났다. 무형식학습 참여가 낮을 경우, 직무스트레스가 증가할수록 민주화세대와 자율화세대는 조직몰입의 감소가 유의하지 않지만, W세대는 직무스트레스의 증가에 따른 조직몰입의 감소가 두드러지게 나타났다. 반면, 무형식학습 참여가 높은 상황에서는 직무스트레스가 높은 경우 민주화세대의 조직몰입 감소가 가장 크게 나타나는 결과가 나타났다. 이 결과를 바탕으로 학문적·실무적 시사점을 논의하도록 한다.

소명의식이 직무태도에 미치는 영향: 개인-환경 적합성의 매개효과

오계택 ( Oh Kyetaik ),이명주 ( Lee Myeongju ) 한국생산성학회 2017 生産性論集 Vol.31 No.1

The purpose of this study is to explore the effect of calling on the job attitudes such as organizational citizenship behavior and intention to turnover. Especially, it proposed and examined the mediating role of person-environmental fit such as person-job fit and person-organization fit. Even though previous researches on calling have focused on the effect of calling on the job attitudes, they had limitation that did not explain a process in which calling influences the job attitudes. Nowadays, interests and concerns on the calling have been increased in Korean society, especially after the disaster event in a couple of years ago. However, the academic research on the calling has been in the early stage and little study has been conducted especially in the business administration area. Most of studies on the calling have been conducted in the psychology or theology areas and the calling has been treated as having a meaning of religious connotations. However, there has been some changes in the understanding on the calling and scholars started to consider the calling as one of important values in the vocational world. In the vein, some studies started to treat the calling in the organizational studies and personnel management fields. The calling can be interpreted one example of applying positive psychology to organizational environments. In this approach, the calling has been studied to have an impact on a variety of job attitudes. However, there has been little research on why and how the calling influences job attitudes. This study examines and focuses on the process of this effect and pays special attention to the role of person-environment fit such as person-job fit and person-organization fit. Especially, it presents the mediating effect of person-job fit and person-organization fit in the relationship between the calling and turnover intention and organizational citizenship behavior. To test this research model, we analyzed survey of the 513 newly employed employees in about 300 Korean domestic companies. According to the results of this study, the calling was found to have a positive effect on organizational citizenship behavior, but not for turnover intention. We also found statistically significant partially mediating effects of person-job fit between calling and organizational citizenship behavior. However, person-organization fit did not show statistically significant mediating effect in the relationship between calling and organizational citizenship behavior. In addition, person-job fit and person-organization fit had fully mediating effects in the relationship between calling and turnover intention. Based on the results of this study, we discuss theoretical and practical implications for research on calling. We also pointed out limitations of the study and presented directions for future research.

성과주의 보상제도가 직무만족에 미치는 영향 : 임금분산의 조절효과

김현옥(Kim, Hyunok),조봉순(Cho, Bongsoon),이명주(Lee, Myeongju) 한국인사관리학회 2017 조직과 인사관리연구 Vol.41 No.3

Although the effects of companies’ pay for performance systems have been examined extensively, the effects of such systems on employee attitudes have rarely been studied. The purpose of this paper is to examine pay for performance systems’ effects on employee job satisfaction. It attempts to show the link between employee job satisfaction and the moderate role of pay dispersion within a company using a pay for performance system. In addition, we test a hypothesis that strengthens the relationship between pay for performance systems and job satisfaction when a company’s actual pay gap is large according to performance. We used Human Capital Corporate Panel (HCCP) data. This study employed the fourth data collection in 2011 and the fifth data collected in 2013 for analysis, a total of 201 firms and 3924 employees’ responses. Using Hierarchical Linear Modeling, we found that pay-for-performance systems (organizational level) affect employee job satisfaction (individual level), and we also found that pay dispersion (organizational level) within organizations has weak to moderate effects. The results of the present study support the hypothesized moderating effect of pay dispersion on employee job satisfaction within an organization using a pay-for-performance system. Based on the results, we suggest recommendations related to the adoption and implementation of pay-for-performance systems. The study’s limitations are included. 성과주의 보상제도가 기업과 개인에게 긍정적인 영향을 미치는지, 그리고 어떠한 조건하에서 그 효과가 강하게 나타나는지는 학문적으로 뿐만 아니라 실무적으로도 중요한 주제이다. 본 연구는 기업에서 실시되는 성과주의 보상제도가 개인의 직무만족에 어떠한 영향을 미치는지를 다층모형을 통해 살펴보았다. 또한 기업에서 실제 성과에 따른 임금분산이 있을 때 성과주의 보상제도와 직무만족간의 관계를 강화시키는 가설을 설정하였다. 본 연구에서는 가설을 검증하기 위하여 한국직업능력개발원의 인적자본기업패널 2011년, 2013년 자료를 사용하여 총 201개 기업, 3924명의 근로자의 응답을 최종분석 사용하였다. 독립변수인 성과주의 보상제도는 조직수준의 성과급제도로 측정하였고, 임금분산은 조직수준의 조직 내 임금격차를 임금함수의 추정을 통해 측정하였다. 종속변수인 직무만족은 개인수준에서 측정하여 조직수준의 성과주의 보상제도가 개인수준인 근로자의 직무만족에 미치는 영향을 다층모형을 통해 살펴보았다. 연구결과는 성과주의 보상제도가 근로자들의 직무만족에 긍정적인 영향을 미치며, 기업 내에서의 임금분산이 두 변수간의 관계를 조절하는 것으로 나타났다. 마지막으로 이러한 연구결과를 바탕으로 기업에서 성과주의 보상제도 도입 및 실행에 관련한 시사점을 제시하였다.

직무 수행 강화를 위한 해외 세종학당 한국어 교원의 표준 직무 분석 연구

노정은 ( Noh Jung-eun ),김수은 ( Kim Su Eun ),공하림 ( Kong Harim ),이명주 ( Lee Myeongju ),최유진 ( Choi Yu-jin ) 한국언어문화교육학회 2021 언어와 문화 Vol.17 No.2

The purpose of this study is to set the standard job duties of King Sejong Institute teachers by analyzing the work status of teachers dispatched to King Sejong Institute and local teachers. The job analysis of King Sejong Institute teachers can contribute to not only pursuing work efficiency by clearly defining the work of teachers, but also to establish the identity of teachers and to establish the direction of retraining. To this end, in this research, the work of King Sejong Institute teachers was primarily analyzed through a preliminary survey, and in this study, the standard duties of King Sejong Institute teachers were derived based on the jobs derived through the preliminary survey results. As a result of the survey, job categories such as ‘Korean class preparation, class preparation and evaluation, online-based Korean class, educational material development and research, student management, administrative work, student counseling, teacher meetings and seminars, cultural classes, and King Sejong Institute events’ were derived, and detailed duties were able to be derived accordingly. In addition, this study examined the possibility of variation in standard job duties according to the type of King Sejong Institute. The standard job analysis of King Sejong Institute teachers derived in this study will contribute to the improvement of the equal quality of King Sejong Institute education and provide a reference point for the job setting of teachers at overseas Korean language education institutions. (Hansung University· Gwangju University· Gyeongsang National University· Korea University)