企業의 集團的 政治活動에 관한 硏究

강성춘 空軍士官學校 1995 論文集 Vol.36 No.-

Among the many stakeholders of business, perhaps none is more important than government. Government, by having some control over an entire industry, can more readily influence the actions of all business. Government intervention increase unstability and unpredictability in the domains of business activity. Therefore for managers, how to respond to government policies to secure stability and certainty in their activity is of vital important. This study attempts to investigate corporate collective political action as the most direct strategy which business can use to control the uncertainty of political environment. Corporate collective political action is a strategy to influence public policy and the process of government through interfirm linkage and cooperation. This study focuses on business association which businesses in an industry interconnected in to manage common environmental uncertainty on coordination achieved through centralized structure by the network approach.

Ku Band 용 저잡음 증폭기의 설계 ( Design of Low Noise Amplifier for Ku Band )

강성춘,정근욱,박광량,김재명,정선종 한국통신학회 1992 한국통신학회 학술대회논문집 Vol.11 No.1

Opinion Leaders, Social Capital, and Innovations in Teams

강성춘,김태규 서울대학교 경영연구소 2009 Seoul Journal of Business Vol.15 No.2

The team-level innovation is critical for a team to consistently adapt to its changing environment by promoting its members’ creative ideas and behaviors. Relying on the social capital perspective, the current paper investigates team-level innovation and offers a theoretical framework to explain the interactive effects of individual and team-level attributes on team innovation. We argue that the team-level innovation will be affected by the opinion leaders’ social capital available from their external social relations and that such effects will be moderated by the team-level social capital that represents the cohesiveness and status similarity among team members.

위암환자에서 위절제후 체중변화

강성춘,오성태 大韓消化器病學會 1994 大韓消化器病學會誌 Vol.26 No.3

고성과작업시스템의 활용과 효과의 상황적합성

강성춘,윤현중 한국인사조직학회 2009 인사조직연구 Vol.17 No.4

Strategic Human Resource Management (SHRM) emphasizes the role of human recourses as a source of competitive advantage for the firm. SHRM scholars have noted that High Performance Work System (HPWS) can positively influence firm performance by helping the firm to develop distinctive human and social capital and reinforcing desirable employee behaviors within the firm (Huselid, 1995; Pfeffer, 1998). In this line, much SHRM research has been conducted to explore the antecedents and effects of HPWS on firm performance (Comb, Liu, Hall, & Ketchen, 2006). While several scholars have taken the universalitistic approach to HPWS–which suggests that HPWS is always effective for every organization and every situation–, the proponents of contingency approach have argued that the use and effects of HPWS are influenced by a firm’s contextual factors, such as environmental dynamism, competitive strategy, management philosophy, technical/structural change, and workforce diversity. In order to reconcile this seemingly conflicting view, we examine the effects of the five contingent factors on the use of HPWS, and their moderating effects on the relationship between HPWS and firm performance. Specifically, we hypothesized that the use of HPWS would be positively related to dynamic environments, competitive strategies of prospectors and analyzers (vis-à-vis defenders), HR-valued management philosophy, continuous change of technologies and structures, and workforce diversity. We also hypothesized that the effects of HPWS on firm performance would be moderated by those organizational contexts. To test these hypotheses, we analyzed the panel data collected by the Korea Research Institute for Vocational Education and Training in 2005(t1), and 2007(t2). We measured HPWS as an index of 17 practices, following Huselid (1995). The HPWS index achieved high internal consistency (α =.84). Firm performance herein was defined as labor productivity measured as sales per an employee. Environmental dynamism was measured as a variance of sales for the previous three years (2005~2007). All of other independent variables indicating contextual factors were measured from survey items. Specifically, we created two dummy variables for prospector and analyzer strategies with a base category of defender strategy. The five-item scale of HR- valued management philosophies was developed and achieved high internal consistency (α =.85). Continuous change of technologies and structures of a firm was measured with five items, which achieved high internal consistency (α =.75). Finally, workforce diversity was defined as the heterogeneity of workforce composition in terms of jobs, education level, and ranks. Three variables indicating workforce diversity were computed with a Blau’s index. Results from 253 large Korean manufacturing firms supported our hypotheses regarding the positive effects of managerial philosophy, continuous change of technologies and structures, and workforce diversity on the use of HPWS. With respect to moderating effects of contextual factors, our analyses of 192 firms supported the moderating effects of environmental dynamism and workforce diversity on the relationship between HPWS and firm performance. These results provide several valuable implications. First, this study provides an evidence to support both universalistic and contingency approaches in that while HPWS has positive main effects on firm performance, its effects are also moderated by some contingent factors. However, more in-depth analysis of the moderating effects reveals that the relationship between HPWS and firm performance is greater in a strong situation, suggesting that contingency approach is more valid than universalistic approach. Second, our empirical study shows that when contextual fit of HPWS is evaluated on two alternative models (antecedents and moderators), the results are not consistent. It suggests that the concept of fit in SHRM research bears theoret... 전략적 인적자원관리 분야의 대부분의 연구들은 고성과작업시스템이 기업내 독특한 인적자본과 사회적 자본을 개발하게 함으로써 경쟁우위의 원천이 될 수 있다고 주장한다. 그러나 이러한 보편론적 관점과 달리, 전략적 인적자원관리의 상황론적 관점은 조직상황에 따라 요구되는 인적자본과 사회적 자본의 특성이 달라질 수 있다고 파악하고 있다. 이러한 견해 차이는 고성과작업시스템의 상황적합성을 평가할 필요성을 제기한다. 이에 본 연구는 어떠한 조직 상황에서 기업들이 고성과작업시스템을 더욱 활용할 유인을 가지며, 어떠한 조직 상황에서 고성과작업시스템이 조직성과에 미치는 긍정적 효과가 더욱 증대될 수 있는 지를 실증 분석하였다. 구체적으로, 본 연구는 시장환경의 동태성, 경영전략, 경영자 철학, 기술 및 조직구조의 변화, 인력분포의 다양성이라는 다섯 가지 조직 상황요인들을 중심으로, 고성과작업시스템의 활용과 조직성과에 미치는 효과를 분석하고자 하였다. 국내 제조기업을 대상으로 한국 직업능력개발원에서 조사한 인적자본 기업패널 1차년도 조사 자료와 2차년도 조사 자료를 이용하여 일반 회귀분석을 실시한 결과, 다섯 가지 조직 상황요인들을 동시에 고려한 경우 경영자 철학, 기술 및 조직구조의 변화, 직군별 인력분포의 다양성만이 고성과작업시스템의 활용에 통계적으로 유의미한 관련성을 가지는 것으로 나타났다. 그리고 조직 상황요인의 조절효과와 관련하여 시장환경의 동태성과 직군별 인력분포의 다양성의 조절효과가 유의미한 것으로 나타났다. 구체적으로 시장환경의 동태성과 직군별 인력분포의 다양성이 높은 집단에서는 고성과작업시스템의 정의 효과가 더욱 확대되는데 반해, 시장환경의 동태성과 직군별 인력분포의 다양성이 낮은 집단에서는 부의 효과를 가지는 것으로 나타났다. 이러한 분석결과는 고성과작업시스템에 대한 상황론적 관점을 지지하는 경험적 증거를 제공한다. 이러한 분석결과에 근거하여 본 연구의 이론적 함의와 미래의 연구 방향에 대해 논의하였다.

충수돌기에 발생한 악성 선암 2예

강성춘,김경래,김경국,오성태,주영채 대한대장항문학회 1992 Annals of Coloproctolgy Vol.8 No.3

全社的 品質管理의 體制와 改善方案

강성춘 경기대학교경영학회 1983 경영논총 Vol.- No.1

특별세션 서언: 인적자원관리/고용관계 분야의 연구주제 확장을 기대하며

강성춘 한국인사조직학회 2017 인사조직연구 Vol.25 No.4

사회적 자본의 이론적 개념과 오류

강성춘,배종훈 한국인사조직학회 2007 인사조직연구 Vol.15 No.3

인사조직분야에서 사회적 자본에 대한 점차적인 관심에도 불구하고 그 개념에 대해서는 여전히 약간의 혼란이 존재하고 있다. 본 연구는 사회적 자본에서 나타나고 있는 몇 가지 중요한 이슈들을 정리하면서 사회적 자본의 이론적 개념을 명확히 하는데 그 목적이 있다. 이를 위해 본 연구는 먼저 사회적 자본이 문화 혹은 제도와 어떻게 차별화되는지를 고찰한다. 다음. 본 연구는 사회적 자본의 여섯 가지 핵심 특성을 도출한다. 구체적으로 1) 사회적 자본은 공공재가 아니며, 2) 사회적 자본은 둘 이상의 행위자간의 관계에 의해 정의되며, 3) 사회적 자본의 행위주체가 그들 자신의 목표를 달성하기 위해 활용하는 사회적 관계이며, 4) 사회적 자본은 다양한 목적을 위해 사용될 수 있고, 다양한 행위자들에게 이전될 수 있으며, 5) 사회적 자본에 대한 구조적 설명과 관계적 설명은 서로 독립적이며, 마지막으로 6) 사회적 자본은 성격상 다층모형을 통해 정의되며, 개인 행위자의 이해관계에 의해서 매개되는 특성을 가지고 있다. Despite increasing interests in social capital in the management field, there are still theoretical confusions about the concept of social capital. This review aims at clarifying the nature of social capital by addressing several important theoretical issues in the social capital research. In doing so, we distinguish social capital from culture or institution at the society level and from transaction-specific investments or interpersonal trust at the dyad level. We argue: 1) social capital is not the public good; 2) social capital should be defined on relations involving more than two persons; 3) social capital is a set of relations exploited by actors to realize their goals; 4) social capital is transferable across multiple goals and actors; 5) relational embeddedness or tie-strength based account of social capital cannot be a substitute for the structure-based account of social capital; and 6) social capital is multi-level in nature and should be always mediated by the realization of individual actors’ interests.

Ku Band 용 저잡음 증폭기의 설계

강성춘(S. C. Kang),정근욱(K. W. Chung),박광량(K. R. Park),김재명(J. M. Kim),정선종(S. J. Chung) 한국통신학회 1992 한국통신학회 학술대회논문집 Vol.1992 No.7