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최교원,박건실 東新大學校 1997 論文集 Vol.9 No.-
Main concerns of this study are to compare Behavioral Corporate Culture with Conscious Corporate Culture through Corporate Culture Gap Analysis and to analyze organizational performance. Therefore, this study focuses on the establishment course of Ideal Corporate Culture. The major reference on which this study is based on is Park's(1994) Strategic Corporate Culture Model, which proved that the main instrument of Corporate Culture Gall Analysis is useful. 455 questionnaire papers were adopted to 6 manufacture business and 7 financial business in Kwangju and Chonnam Area. Major hypotheses to be tested in this study are based on the Park's(1994) Strategic Corporate Culture Model. Statistical Analysis System was used for data analyses. To verify hypotheses, various statistical method (t-test, regression analysis and correlation analysis) were used. The results of this study are as follows. First, In the emperical study, I verified Behavioral Corporate Culture and Conscious Corporate Culture differential according to type of enterprise. Second, a smallor Gap Group of Behavioral Corporate Culture and Conscious Corporate Culture showed a better organizational performance. Third, organizational factor and environmental factor have a great influence on the Organizational Performance. Finally, this study focuses on suggesting a desirable change direction of corporate culture through the cultural gap analysis of Behavioral Corporate Culture and Conscious Corporate Culture
中間管理者의 行態類型에 따른 勞使關係 認識度에 관한 硏究 : Searching for a Typology of Middle Management Styles
崔敎元,朴健實 東新大學校 1994 論文集 Vol.6 No.-
The labor-management relations, having been changed radically after the 6.29 Declairment in 1987, shows that the manager needs to change his viewpoint of the leadership. Most of all, finding the way to solve the labor management recognition gap is essential for the settlement of the labor management problems. Because the labor management conflict comes from the difference of the recognition and attitude between the labor and the manager. For boiling down this gap, management system itself needs to be turned over in a democratic, opening, and trustworthy way. The role of the middle manager is very important, when one wants the labor management relations to be balanced. The reason is these; the middle manager interlink and accelerate the communication between the top management and the lower management. he acts as an assistant and creator for the top management, and has a role to coordinate the lower management. This study is based on the recognition that middle manager's role becomes significant in accordance with the management specialization and it is made so that the relations of the middle manager's role, function, responsibility, and authority may be clear and the middle manager's role be built up concretely as a coordinator and negotiator, linking the upper part with the lower part, not as a mere supervisor. In the emperical study, I verified, with the managerial approach of the labor management relations, what influence the role of it gave on the industrial relations, on the basis of the role and functional importance of the middle manager. And I also made a confirmation that the settlement of labor management problem can start from the examination and Improvement of the management system, which is a means of the diminution of the labor management recognition gap and a means of Buffer. For achieving the purpose of the emperical study, this study has analyzed which differences are there of an issue in dispute or negotiation and of the satisfaction with the result of the negotiation.