기업문화 개발의 영향요인에 관한 탐색적 연구

차대운(Cha, Dae-Woon),박민생(Park, Min-Saeng) 대한경영학회 2000 大韓經營學會誌 Vol.24 No.-

대학경영자의 역할과 인적자원중심의 대학 발전전략

차대운 ( Dae Woon Cha ) 한국인적자원관리학회 2006 인적자원관리연구 Vol.13 No.1

The president of an university is the person who represents for and operates the organization, and plays a leading role to its essential functions such as education, research and service along with its pursuit of aim. Accordingly the role of president should include function as a fund raiser and bridge function between university and community. However, in order to enhance effectiveness to adapt to rapid environmental change like today among the functions even more important is the function as a change promotor suggesting a vision to lead its members toward aim oriented. The local university can be said an advanced one as it is acknowledged as a fine local university and one in the world in this age of localization and globalization. It is the very aim of development strategies for the local university. The achievement of aim is possible only when the human resources like professors, officers and students cause voluntary will of cooperation. Hence the development strategies of university for a local university should include the development strategy for a fine local university and for one in the world based on human resources.

개인적 특성이 조직몰입에 미치는 영향

차대운 ( Dae Woon Cha ),정영만 ( Young Man Jung ) 한국인적자원관리학회 2002 인적자원관리연구 Vol.5 No.-

대학경영의 특성과 경영자의 자질,역할 연구

차대운 ( Cha Dae Un ) 한국인적자원관리학회 2003 인적자원관리연구 Vol.7 No.-

MIS導入이 經營祖織構造에 미치는 影響分析 모델 開發에 관한 硏究

車大運 新羅大學校 1988 論文集 Vol.26 No.-

Modern industry is changing information-oriented society as the result of their complex business, violent competition and the increase of uncertainty. To meet this situation, the rational decision-making in each enterprise is said to be a main subject of modern management. For this reason, each enterprise needs correct and rapid data for infomation and the importance of MIS supporting those data is rec-ognized. As the introduction of MIS means the change of technology, we can expect tec-hnology and organization can affect the change of organization structure in terms of their interaction. In other words, the change of the content in job, members and formalization cause functional structure and the change of decision making authority, power and the span of control cause the structure of power(dominant structure) too. Taking these facts into consideration, this paper, attempted to aim at the study of orientation for the most proper design of management structure by setting and showing organezation structural effect model through the experimental analysis for how the introduction and practice and practice of MIS affect the organization stru-ctural variable. The variable system in this study is set as follows: MIS is set independent variable and basic variables such as complexity, centrailz-ation and fromalization repsesenting organization structure is set up dependent variable and the types of industry, the scale of business, the developing step of MIS and management strategy are set up as situation variables. So two more hyp-otheses are set up that one is on the effect on the operation of each variable, the standard of measurement and the introduction of MIS on the organization structure and the other is on the effect of situation factor on the organization structure. To verify these hypotheses this study was selected 150 enterpriese as a sampling and gave out questionnaires and the data returned from 82 enterprises.(rate of return: 54.67%) This study could find out the following facts through the analysis of the returned data. 1. The introduction of MIS increases the complexity, centralization, and formaliza-tion of organization structure enforces cotralization in it. 2. The introduction of MIS has little effect on the members of middle management but it has increased decision-making authority or job discretion. 3. The job volume, members and power in MIS departments are in creased. 4. It appeard that the canging degree of organization structrue by MIS introduct-ion is not influenced by the types of business, the scale of business and the developing stage of MIS. 5. It appeared that management strategy and manager support have effect on the changing degree of organization structure. 6. It is effective that MIS department exists in a position of general staff or committee system rather than in a subordinated position of an established depa-rtment. In conclusion, in the beginning of the introduction of MIS, MIS system tends to increase the complexity, centralization and further formalization. If the system is developed and deepened, it carrys out decentralization of power and will the make the organization structurue into vertical, organic and inflexible one.

지식경영의 성공요인에 관한 사례분석 연구

차대운 대한경영학회 2003 大韓經營學會誌 Vol.16 No.6

The purpose of this study is to analysis the key success factors of knowledge management by employing case study and existing researches. The following is a summary of the results of this study. First, continuous training and education of members about knowledge management. second, execution of knowledge management of the system unit which leads the operation of learning organization. Third, the efficient management and joint ownership of knowledge which leads the construction of knowledge management system. Fourth, ability and positive support of the top management against knowledge management. Fifth, execution of the knowledge management which leads the establishment of the knowledge management exclusive responsibility station. On that outside, motivation of employees through various award and compensation system and the evaluation which the knowledge property which leads the operation of estimation system is accurate.

經營組織理論의 發展過程에 관한 理論的 考察

차대운 新羅大學校 1997 論文集 Vol.44 No.2

Observing each course of changes of organization theory in summary, the common specific character of classical organization theory is to regard organization as if it were a machine and to pursue efficiency of an organization from a standpoint to think constituents of an organization as part of a machine. The scientific management theory was originally studied in the business management and the differential piece-rate plan was advocated for the first time, in which daily suitable amount of work is standardized through time study required to finish the work, and then high wages are paid to those who have accomplished the standard and low wages to those who have not done so. The human relations theory has it's specific character in emphasizing human factor of the organization compared that classical theory regarded organization as machine. Accordingly, human beings within the organization are not beings like parts of a machine, but we should have interest in informal group forming constituents of an organization voluntarily in order to attain the organization goal, and should consider that the social needs of them to be recognized and esteemed by others should be satisfied. It can be understood that the modern organization theory tried to integrate formal organization theory and informal organization theory by synthetically under studying by integrating both faces of pursuit of rationality by reasoning of human beings and unrationality by sentiment. However, the system theory ties to integrate mainly centered on structural view of organization, while the behavioral science theory tries to integrate mainly centered on human behavior or functional view of organization. The system theory has greatly contributed to the development of the organization theory of behavioral science to the interdisciplinary science centered on social science such as psychology, sociology and anthropology. The system theory has made to recognize community and interconnection between these learning and promoted to understand intercommunication between these fields. Particularly, the system theory presented fundamental viewpoint and study approach method required to research interconnection between individuals and groups and environments, and various factor variables acting to such, concerning concepts of hoism and interrelationship in the human behavior study, so it played a decisive role to develop behavioral science to systhetic learning. The heart of contingency theory is that as human beings are complicated beings with infinite latency and variability, it is thought to be impossible to find general principle to be applied to organization, and that understanding or prescription on organization should be attained by consideration of situation factors.

韓國 勞動組合員數의 變動推移와 그 要因에 관한 硏究

車大雲 新羅大學校 1988 論文集 Vol.25 No.-

Trade union is a kind of independent organization aimed at the improvement of labor's working conditions and their economic, social status. Therefore the continuous increase of the numbers of unionized workers and of the rate of the union organization is expected, but the numbers of unionized workers in korea has been decreased since 1980. The rate of trade union organization in Korea-12.4% is too low when compered to that of advanced countries-20∼50%. In view of the national policy as the improvement of industrial and labor relations and the construction of welfare state, this kind of low rate of trade union organization and the decrease of unionized workers should cause serious problems. My ponit of study in this paper is concentrated on the above mentioned problems(the transition of the numbers of trade union membership and it's factors) to solve them. I'd like to point out three main factors causing the problems. First factor of the problems was caused by the revision of labor relations and the labor policy of the government, that is, the abolition of union shop system, the prohibition of the third party's intervention, change from industrial union to enterprise union and the intervention of the state. Second factor causing the problems could be found in the employer's outdated view of union, that is, employers thought of trade union as an hostile relationship or a consumptive organization of business and intervened in the organization of trade union. Third factor causing the problems is attributed to the worker's noncooperation and disbelief to their employers, namely, workers distrust in the poor activity of trade union and resulted in their nonparticipation in the union. If the above mentioned three factors could be bettered with the promoting sound trade union, the industrial disputes which are on the rising these days would be terminated through the talk and compromise between workers and employers. And we may expect that industrial democratization and peace will be established.

從業員의 能力開發을 위한 OJT에 관한 硏究

車大運 新羅大學校 1987 論文集 Vol.22 No.-

For lasting technical innovation, established technique and knowledge in job are becoming out-of-dated, competition among enterprises deepening and enterprise surroundings changing. This change in business nakes it essential to develop the ability of each worker. This study aims at correct recognition for each worker's ability-development and it's importance, at recognition of right value on OJT (on the job training) as a means of the development, and at understanding practical method for the development, The development of abilitymeans the process of increasing or enlarging the performance of every worker's duties to accomplish the goal enterprises have set. The term “ability” here in this is a kind of comprehensive concept containing function, personality, expression, power of practice and ability of accumulation, but I have set five sorts of abilityin this paper; they are basic ability, emotional ability, professional ability, adaptation ability and strong desire for job respectively. The ability especially needed for worker is professional knowledge, skill and cooperation necessary for the performance of the job. OJT is one of trainings for developing worker's ability, and this is the most absic and central way of training. OJT is a kind of job-training, and it is through this training that a foreman makes his workers do their duties, teahces them necessary knowledge, functions and attitude for their job. OJT which is systematically concerned with self-development and off job training will be planned and practised in a way of effective ability-development. This study is suggest the following four stages for the effective practice of OJT. 1. The stage of letting worker prepare himself for the performance of his duties. 2. The stage of practicing and adapting worker to the job. 3. The stage of showing and directing worker the job. 4. the stage of after-work instruction. The above-mentioned OJT training is expected to bring the following effect; 1. General training effect. 2. Developing effect of ability for job performance. 3. Developing effect for the will to job, etc. In the light of the above-mentioned content, improvement direction of OJT in korean enterprises should abolish seminars and lectures from outside, and instead, self-development, off JT and job training centered on OJT should be practiced in ability-development base.

상업교과 직탐 문항개발을 위한 행동영역 분류에 관한 연구

차대운,김유리 신라대학교 교육과학연구소 2004 교육과학연구 Vol.- No.9