근로생활의 질이 구성원의 조직몰입에 미치는 영향에 관한 연구

이종법,이만규,정윤희 東亞大學校 大學院 2005 大學院論文集 Vol.30 No.-

The purpose of this study is to investigate the relation between quality of working life (QWL) and organizational commitment and to determine QWL influences on organizational commitment with a view to improving QWL and organizational commitment. The subjects of the research were 200 workers sampled from seven manufacturing industries and five service industries in Busan and Kyungnam areas. All of them were given a questionnaire consisting of 30 items. Their responses were then analyzed by means of the correlation and regression methods. The results are as follows: Firstly, it is proved that there exists a correlation between QWL and organizational commitment, and that significantly related to organizational commitment are companies' contribution to the society, promotion, human relation in the organization, working environment, and welfare benefits; Secondly, pay is the least influential for working, while promotion is an important factor for high wage workers and long-term employees. This means merit system based on an objective evaluation is necessary. third, harmony with private life has negative influences, and companies' contribution to the society is the most important factor on organizational commitment. Thirdly, service industry rather than manufacturing industry is more affected by QWL factors. This indicates that the collection of members' opinions, their participation in decision making, and sufficient conference are essential to setting up company's goal and managing service industry.

집단응집력과 조직유효성의 관계에 관한 연구

이종법,양재생 한국인적자원관리학회 2005 인적자원관리연구 Vol.12 No.2

근로자의 조직몰입에 관한 연구

이종법 東亞大學校 1998 東亞論叢 Vol.35 No.-

As “organizational commitment" is a potential variable predicting job satisfaction along with turn over, absenteeism from work, and performance, it is receiving much attention from the academic and practitioner circles. A survey was conducted on 970 workers in the Pusan, Kyongnam and Kyongbuk area to ① review the individual differences in organizational commitment, ② determine the influential factors on organizational commitment and ③ research the correlation between organizational commitment and outcome behavior by questionnaire research. The results of this survey were used as the basis to present a guideline to improve organizational commitment.

우리나라 製造業의 生産性 向上方案 : 人的資源 要素의 側面에서 In Terms of Human Resource Management

李鍾法 東亞大學校 經營問題硏究所 1993 經營論叢 Vol.14 No.-

The Korean economy has continuously been showed a balance deficit for the past four years and the economic growth rate indicate a crisis by falling to a 4% level last year(1993). Although various elements contribute together in making this economic crisis occur, the loss of international competitiveness resulting from the reduction of productivity can be said to be one of the most visible and important element. This study looks at the causes of the reduction in productivity in term of human resource management by concentration on ① the will to work, ② the degree of rationality of the constituents, ③ the achievment motivation level, ④the difference in thinking between generations, ⑤the organizational socialization, and ⑥ the ability to dissolve conflict. The solution of improvement presented on the basis of the results of the problem are as follows : First, the managers should use warm feelings instead of logic as the tool for establishing and maintaining human relationship between the employees and managers in order to restore the deterioated workers' will to work and reduce the generation gaps. An employee-centered management policy must also be explored and executed for this purpose. Second, internal training must concentrate on promoting rationality and achievment motivation in order to increase the rationality and achivement motivation of the constituents of an organization, and successfully execute organizational socialization. This training should be conducted as a long-term, in the form of discussions, and the trainees must be the both employees and the managers. Third, reinforcers conforming to incentives should be provided along with the induction of a ratio method in order to successfully execute organizational and increase the productivity of employees. Fourth, the most appropriate method should be selected from among the various methods such as competing, collaborating, compromising, avoiding and accommodating, and used depending on the importance of the issue in order to dissolve the negative conflcit affecting the productivity. Fifth, the workers must try their best to recognize the critical situation of the Korean economy, observe the work logic, establish the right concept of edmocratization, rationalize, the decision marking, discard the feeling of comparative poverty, and voluntarily develop abilities, and skills.

上·下級者間의 對人關係 改善

李鍾法 동아대학교 경영대학 1987 經營硏究 Vol.- No.-

This research paper was written on the premise that R.Likert's study "on the nature of highly effective group" which indicates the members can and do exercise substantial amounts of influence on the group s values and goals in the highly effective group, and the purposes of this study are being useful partially to solve the present problems of labor-employer relationship and to improve the effectiveness of organizations of korear by introducing interpersonal skills to be developed. An experimental study finds that ① subordinates dislike the kinds of manager who is not honest, who doesn't keep cosistency in his behavior, who ingratiate himself with his superiors too much, who has a very weak sense of responsibility, and ② subordinates like the kinds of manager who has a strong "affiliative intrest", who has a reliability, who has job knowledge, who possess a capacious mind. Considering the finding of research, the manager should improve the following skills and characters for the effective interpersonal relationship with employees. First, manager should improve communicational skill by reducing the attitude of defensive communication such as evaluation, control, strategy and superiority. Second, manager should reinforce his(her) affiliaive intrest by enlarging pubic-area and adult, ego states while reducing critical parent ego state. Third. manager should try to keep consistency in his(her) behavior by understanding defensive aspects of social perception fully and by reducing cognitive dissonance. Finally, manager should improve abilities of group performance by exercising group building roles properly while reducing nonfuctional group behavior.

탐색적 데이터 분석과 기계학습을 통한 상부 요로감염 환자 Ciprofloxacin 항생제 내성 예측 연구

이종법,이현규 한국정보과학회 2023 정보과학회논문지 Vol.50 No.3

Emergency medicine physicians use an empirical treatment strategy to select antibiotics before clinically confirming an antibiotic resistance profile for a patient with a urinary tract infection. Empirical treatment is a challenging task in the context of concern for increased antibiotic resistance of urinary tract pathogens in the community. As a single-institution retrospective study, this study proposed a method for predicting antibiotic resistance using a machine learning algorithm for patients diagnosed with upper urinary tract infection in the emergency department. First, we selected significant predictors using statistical test methods and a game theory based SHAP (SHapley Additive exPlanation), respectively. Next, we compared four classifier performances and proposed an algorithm to assist decision-making in empirical treatment by adjusting the prediction probability threshold. As a result, the SVM classifier using predictors selected through SHAP (65% of the total) showed the highest AUROC (0.775) among all conditions used in the experiment. By adjusting the predictive probability threshold in the SVM, we achieved classification accuracy with a specificity that was 3.9 times higher than empirical treatment while preserving the sensitivity of the doctor's empirical treatment at 98%.

團體交涉을 위한 效果的 管理에 관한 硏究

李鐘法 東亞大學校 經營問題硏究所 1986 經營論叢 Vol.9 No.-

The purpose of this study is to increase the effectiveness of the negotiators who, participate in collective bargaining particularly those who run international buiness's in America or united kingdom, by presenting a systematic methodology for barganing, and a step-by-step way of preparing for and carrying on barganing to provide the link between imformation and use. The methodology, is an adaption of william F.Glueck's "Model of Strategic Management", "Management by Objectives" and "contingency theory"to the colletive barganing process. The key to this methodology includes ordinary tasks that have to be done to be effective in colletive barganing, placed within a systematic and easily followed framework. Collective barganing , a term introduced by Beatrice potter webb in 1891, has traditionally been associated with the trade union. In effect this study reviewed the evolution of collective barganing in America from the begining, to the presert, in chaperⅡ of this paper, to provide a historical framework, within which the remainder of the paper may be more clearly understood. To facilitate the understanding of the process of historical change, this paper examined the significant development in collective barganing, their nature, extent, and identification of environmental forces responsible for change in colletive barganing as labor movement's progressed chronologically, and reached the following conclution; the employee arganization ① must win public support by rejecting destructive activities, ② must have sufficient treasury to provide ample funds for lobbying and strike, ③ activities of the organization must limit to pursuing strict business goals, to attain superiority over management in colletive barganing process. Colletive barganing in labor-management relations usually reference two areas of activities; the negotiation of the terms of the agreement, and the administration of these terms during the life of the agreement. Thus, in chapterⅢ, this paper presents the strategy, tactics, techniqgues of preparing nesotiation's in terms of identifying the barganing items, establishing priorities, and deciding on a range of achieveable obtectives. Then, in chapterⅣ, presents all the activities that would, would not be done during the negotiation and contract process, for effective collective barganing. The method that is introduced in this paper has many advantages for negotiators, expertienced or inexperienced, in providing a systematic and purposeful approach to negotiations. This methodology is not a complete answer to positive and successful negotiation at the barganing table, but combined with personal experience and knowledge, provides the most efficient framework within which to ensure success.

製造業과 서비스業 從事者間의 職務滿足에 관한 硏究

李種法 동아대학교 경영대학 1994 經營硏究 Vol.- No.8

The purpose of this study is to compare the job satisfaction between two groaps, the employees in the manufacturing industry and the service industry and to use the results to improve the job satisfaction. The, Fulfillment, Discrepancy and Critical Incident Approach was the method used to achieve this purpose and while the Job Descriptive Index, Brayfield-Rothe Index, Porter Instrument, and the General Motors Face Scale were the instruments used. 1,269 workers of the manufacturing industry and the service industry in the Kyungnam and Kyungbuk region were the subject of this study. The following discoveries were made from the study: (1) 40% of the Korean workers were dissatisfied with their present job while only 20% were satisfied. Out of the total satisfaction rate of 7 points (7 being very satisfied), the average came out to be 3.67 points, (2) the satisfaction rate increased with their rise in position (higher the position, higher the satisfaction), (3) the satisfaction rate increased with the increase in income where salaries were closely related to job satisfaction (especially in the service industry), (4) the male workers were more satisfied with their job than the female welters in the manufacturing industry, (5) people in their 30s had the lowest job satisfaction rate while the people in their 40s had the highest rate in the service industry, (6) education levels and job satisfactory rates were very closely related. Workers with Middle School education or less had relatively high rates while the workers with Jr. College level education had the lowest rate, (7) members of the labor union had lower job satisfaction rates than the non-members, and (8) informations such as marital status personal life, company size, technology level, and employment period had little or no relation to the job satisfaction rates. In addition, the motivator factors and the hygiene factor claimed by Herzberg are not of two different groups but they both influence satisfaction and dissatisfaction. It was also discovered that the motivator had more influence on job satisfaction than the hygiene factor. Therefore, it is recommended that in order to increase the job satisfaction rate of employees, the managers should (1) manage the material awards the lower level employees more effectively, (2) implement the incentives based on results merit system as soon as possible, (3) improve the treatment of female workers and workers with Jr. College education levels, (4) try harder to improve the individual relationship among the people in the work area as the Korean workers consider personal relationships to be the most important and (5) give more attention to factors such as human relationships, recognition, wore itself, supervision, security etc. that have a strong affect on both the satisfaction and dissatisfaction.

연구논문 : 중,고교 교사의 직무만족의 변화에 관한 연구

이종법 ( Jong Bub Lee ),정윤희 ( Yoon Hee Jeong ) 한국인적자원관리학회 2004 인적자원관리연구 Vol.11 No.-

연구논문 : 보상공정성에 대한 인식이 조직유효성에 미치는 영향에 관한 연구

이종법 ( Jong Bub Lee ),이만규 ( Man Kyu Lee ) 한국인적자원관리학회 2005 인적자원관리연구 Vol.12 No.2