직무 불안과 심리적인 직무 적응간의 관계에 관한 연구

기호익 ( Ho Ik Ki ),김하연 ( Ha Yeon Kim ) 韓國生産性學會 2009 生産性論集 Vol.23 No.3

연구논문 : 환경의 불확실성과 전략적 선택이 학습조직 구축과 조직성과에 미치는 영향

기호익 ( Ho Ik Ki ) 한국인적자원관리학회 2008 인적자원관리연구 Vol.15 No.4

임금만족의 4요인이 근속몰입에 미치는 영향 -중국 산동성 소재 사기업들을 대상으로-

기호익 ( Ho Ik Ki ),저가가 ( Jia Jia Chu ) 한국인적자원관리학회 2013 인적자원관리연구 Vol.20 No.3

중국은 오늘날 사회 경제 전 분야에서 비약적인 성장을 이루고 있다. 이러한 성장을 지속하기 위해서 기업들도 종업원들의 조직에 대한 충성도 제고와 유지관리에 필요한 HR정책을 실행하는데 많은 노력을 기울이고 있다. 본 연구는 종업원의 소속 조직에 대한 몰입을 설명하는데 있어서 현재 중국 근로자들의 임금의 특성을 반영할 수 있는 임금만족의 4요인과 근속몰입의 관계를 검토한다. 개념 간의 관계들은 선행연구에 근거하여 가설화되었으며, 중국 산동성에 소재를 둔 15개 사기업에 근무하는 193명의 종업원들부터 설문을 통해 검증되었다. 다중회귀분석을 실시한 결과 임금수준만족, 복리후생만족, 임금체계만족이 근속몰입에 긍정적인 영향을 미치는 것으로 나타난 반면, 임금인상만족은 유의하지 않는 것으로 나타났다. 따라서 사기업이 유능한 인력을 유지하기 위해서는 직접적인 임금수준에 대한 만족도 관리와 함께 적합하고 효용성 있는 복리후생의 관리가 필요하다는 것, 그리고 임금결정 기준과 절차에 대해 공정성이 요구되며 종업원들이 잘 이해할 수 있도록 임금체계에 대한 정보를 공유하는 것이 필요하다는 것 등이 시사점으로 논의된다. The purpose of this study was to investigate the effects of 4 factors of pay satisfaction(pay level satisfaction, benefits satisfaction, pay raise satisfaction, and pay system satisfaction) on continuance commitment. After hypothesizing the theoretical relations among the concepts based on the previous literature, we have verified the surveys from 193 workers (83.2% return rate) who work for the private firms in Shan Dong province, China. As a result of multiple linear regression analysis, it is demonstrated that the pay satisfaction, benefits satisfaction and pay system satisfaction have positive effects on the continuance commitment, but pay raise satisfaction has no effect on it. Suggestions based on the result of the study are as following: in order to maintain competent workforce, 1) private enterprises need to manage a direct and monetary compensation by the pay level; 2) private enterprises need a suitable and effective benefits management; 3) private enterprises need sharing the information on the standards and procedures for determining the pay as well as the pay system with workers.

조직특성이 지식경영활동과 지식경영성과에 미치는 영향 분석

기호익(ho-ik Ki),박영규(Young-kyu Park) 국제e-비즈니스학회 2012 e-비즈니스 연구 Vol.13 No.5

조직에서의 호혜성과 커리어몰입 및 이직의도

기호익 ( Ho Ik Ki ),이대건 ( Dae Gun Lee ),강대석 ( Dae Seok Kang ) 한국생산성학회 2011 生産性論集 Vol.25 No.2

This study investigates the influence of two reciprocal variable, perceived organizational support (POS) and leader-member exchange (LMX) quality, on the career commitment in organization and intention to turnover. It also examines whether career commitment is a significant correlate of turnover intention. Relationships among the constructs are tested using survey result from 192 employees working in five corporations of the financial sector in South Korea. Structural equation modeling (SEM) shows that perceived organizational support is a key predictor in career commitment and turnover intention whereas leader-member exchange quality is not. Results also indicates career commitment is unrelated to turnover intention. Based on these findings, the implications and limitations of the study are discussed.

고용형태에 따른 조직태도와 조직시민행동에 관한 연구

기호익(Ki, Ho-Ik) 대한경영학회 2010 大韓經營學會誌 Vol.23 No.4

새로운 리더쉽에 관한 소고 : 카리스마 리더쉽을 중심으로

기호익 경기전문대학 1997 京畿專門大學 論文集 Vol.- No.25

태도의 본질과 직무만족에 관한 연구

기호익 京畿專門大學 2001 京畿專門大學 論文集 Vol.- No.29

The efficient achievement of the company's aim requires the management which enables employees, one of the important human resources, to feel satisfied in their work. Currently it is considered that the employees' thoughts about their job such as job satisfaction or the quality of life in their workplace are of much important in the business management. Therefore for the efficient business management it is needed to know the difference between what gives employees job satisfaction and much how much they feel satisfied in their jobs. The essential conditions of the efficient business management can be explained as followings. First, the reasonable improvement of the promotion or pay system is demanded in relation to the management policies of the company. Second, as for the interpersonal relationships, employees are required to make better their relationships with their boss and coworkers. Third, it is requisite for employees to take pride in their work. Lastly, employees need to change their work attitude in order to increase their job satisfaction and the efficiency of business management. In addition, the manager is required to provide employees with the opportunity of continuous re-education or train so that they can adjust to the ceaselessly changing circumstances of business.

한국 기업의 연봉제 도입에 관한 연구

기호익 京畿專門大學 1999 京畿專門大學 論文集 Vol.- No.27

본 연구의 목적은 기업환경에 대응하는 인사정책을 개혁하기 위하여 우리의 체질에 맞는 신인사제도로서 능력주의, 업적주의 및 가점주의 인사를 단계적으로 도입하고 있는 바, 기업 체질에 맞는 한국형 신인사제도의 도입이 시급하다. 특히 이와 같은 시대적 요청에 의하여 많은 기업에서 직능급과 연봉제를 도입하고 있으며 연봉제 도입은 인사제도와 임금체계의 대개혁이므로, 철저한 준비와 실시가 필요하며 또한 그 도입의 이념은 높은 업적에 도전하게 하여 의욕을 높이고 성과에 따른 높은 보상체계를 확립하기 위하여 기업경영 환경을 고려하여 실천해야 할 것이다. 그러므로 연봉제 도입의 기본 방향은 우리나라의 기업 특성과 경영 환경을 고려하되 한국형 연봉제 도입을 고려할 필요가 있다. 즉, 기업이 처한 경영환경에 따라 연공주의와 능력주의를 가미하여 점진적으로 능력의 비중을 확대해 나가는 한국형 연봉제 도입이 바람직할 것이다. The aim of this study introduces ability principle, achievements principle as a new personal system suitable to our situation step by step and is to help in introducing a new personal system of korean style in order to revise the personal policy confronting to the enterprise environment. Especially by the demands of the times, many enterprises are in the situation to introduce an annual salary system and they must prepare and practice about the introduction of it because its introduction is a great reformation of personal system and a wage system and the ideology of its introduction heightens our will by challenging to the great achievements and the enterprises should consider the environment of enterprise management to establish a high compensation system according to the result. So, the basic direction of the introduction of an annual salary system should consider korean enterprise's feature and management environment. That is, the introduction of korean annual salary system should be enlarged according to the experience and the ability of the employees in their management environment.

한국기업 노동조합의 정책에 관한 연구

기호익 京畿專門大學 2000 京畿專門大學 論文集 Vol.- No.28

The labor and management relations problem in modern industry is not limited only to two parties of employees and employers and it needs right recognition and understanding of politics, economics, society, culture and the other conditions in the dimension of national concern and in the more macroscopic viewpoint. In the premises of recognizing that the labor and management relationship is complicated and comprehensive, the belief between the two parties is more important than any other one to build cooperative labor and management relationship. In this study, the direction of government's labor policy through comparison and analysis of labor market & hiring policy, wage, labor union policy as well as the union policy from developed countries will be presented. The policy of labor union to cultivate healthfully and vitalize our country's labor union must bea policy of new labor and management culture which employees, corporations and government can have coexist with cooperation and trust. In sum we must perceive that setting up desirable labor and management relationship is the core factor to strengthen national competitiveness and must present the right direction to harmonize the flexibility of labor market and hiring stability and develop human resources that companies demand.