낙동강 방어선 중 마산 서부지역 전투의 재조명

하순복 ( Sun-bok Ha ) 경남대학교 인문과학연구소 2022 人文論叢 Vol.59 No.-

오늘날 많은 사람들은 6·25전쟁이라는 우리나라의 비극적 역사를 잊어가고 있으며, 그 중 낙동강 방어선에서 치러진 많은 전투들의 경우에는 각각 그 의의를 지니고 있음에도 불구하고 소수의 일부 지역에 대한 연구들만이 주(主)를 이루고 있다. 이러한 상황에서 본 연구는 낙동강 방어선에서 상대적으로 많이 부각되지 못한 미군 주축의 서부 및 남부지역에 초점을 맞추었으며 그 중에서도 특히, 1950년 8월에서 9월간 미 제25사단이 임시수도 부산의 관문인 마산을 사수하기 위해 북한군 제6 · 7사단에 맞서 싸운 마산 서부지역 전투에 중점을 두었다. 먼저, 전투의 전개과정을 당시 피·아의 상황과 더불어 3단계로 구분하여 살펴보았다. 이후 이를 토대로 마산 서부지역 전투의 의의 및 중요성을 고찰한 다음 그럼에도 불구하고 현재까지 제대로 평가 받지 못한 이유에 대해 논하였다. 마지막으로 이 전투의 중요성을 고려한 제안을 하였다. 이러한 재조명을 통해 6·25전쟁사에서 다른 전투들에 비해 상대적으로 덜 알려진 마산 서부지역 전투를 제대로 알리고, 그 의의와 중요성을 재고(再考)해봄으로써 다른 전투들만큼 의미 있는 하나의 전투였다는 것을 지역사회를 비롯한 전 국민들에게 인식시키고자 노력했다. 이와 같이 잊힌 전투들을 발굴해서 기억해 나갈 때 우리나라를 지키고자 했던 호국영령들의 숭고한 정신이 다음 세대에 까지 이어질 수 있을 것이다. Today, many people are forgetting our tragic history of the Korean War, and although many of the battles on the battle lines around the Nakdong River each have its meaning, only studies on some areas are the main ones. In this situation, this study focused on the western and southern regions led by the U.S. military, which were relatively unknown on the battle lines around the Nakdong River, and among them, this study paid attention to the defensive battle of Masan between August and September 1950 when the 25th U.S. Division fought against the 6th and 7th North Korean People’s Army(NKPA) Divisions to defend Masan, the gateway to the temporary capital Busan. First, the process of the defensive battle of Masan was divided into three stages(reconnaissance battle in the west of Masan, counterattack operation by the Kean Special Task Forces, and battle in the northwest of Masan during the September offensive of NKPA) and examined them. And then this study examined the characteristics and importance of the defensive battle of Masan in three aspects(geographical characteristics, fierce mountain battles, and combined operations) and also thought about why it did not receive relatively much attention compared to other battles. Finally, this study made a proposal that considered the importance of this battle. Through this re-examination, this study attempted to properly inform the defensive battle of Masan, which is relatively less known than other battles in the history of the Korean War, and by reconsidering the significance and importance of the battle, this study tried to make the community and other people aware that it was as meaningful as other battles. When discovering and remembering these forgotten battles, the noble spirit of the patriots who wanted to protect the country will continue to the next generation.

리더의 나르시시즘이 조직 구성원의 직무열의에 대하여 미치는 영향 : 조직 내 갈등의 조절효과를 중심으로

하순복 ( Sun-bok Ha ) 한국생산성학회 2020 生産性論集 Vol.34 No.1

In many previous studies, the leader’s narcissism has been treated as a factor that has negative consequences for the organization due to its negative personality characteristics, but in recent studies, narcissism has been analyzed to have both negative and positive aspects. On the other hand, this study examined whether the leader's narcissism would have a negative or a positive effect on the subordinate’s job engagement, which has recently been noted as a result of the emergence of positive psychology. And job engagement can play an important role in improving the productivity of the organization. Because in an organization with a high level of job engagement to the task of its members, members are willing to make the necessary efforts to help the organization succeed, the organization can improve productivity and profitability, which makes it more likely to achieve their strategic goals. In addition, the mediation effect of team commitment was verified to determine what mechanisms the leader's narcissism affected the subordinate’s job engagement. And this study examined how the leader’s narcissism affects the subordinate’s team commitment according to the situation factor called conflict between the leader and the subordinate. So, it was conducted an empirical study on 158 pairs of leader and subordinate of military organizations. In the military, other factors(such as environment, age, differences in experience within the organization, etc.) except for personality(Narcissism) that may affect individual behavior are relatively well-controlled and can positively work to improve the internal validity of research. And for this reason, many studies have made military organizations a major study in relation to leadership. And the results showed that the leader’s narcissism had a significant positive effect on the subordinate’s job engagement, and their relationship was completely mediated by team commitment. Also, when the conflict between the leader and the subordinate is low, by confirming that the leader’s narcissism has a positive influence on the subordinate’s team commitment, this study supported past studies there can be both bright and dark sides in narcissism and the narcissism could be expressed in a positive or negative way depending on the contextual factors. In addition to this point, this study also provides the following implications. First, we could see that even narcissism of the same leader could have a different effect on the team commitment of the subordinate by verifying the mediation effect of team commitment in mechanisms from the narcissism of the leader to the attitude and behavior of the subordinate. Second, by identifying the moderation effect of conflict in the relationship between leader narcissism and subordinate's job engagement, we will be able to expand the existing study of moderating factors on narcissism's influence. Third, each corporate will need institutional efforts to recognize the existence of narcissist leaders and enable them to function positively in the organization. For example, it may be more appropriate to find ways that can contribute to the organization by using a variety of methods, such as 360 degree feedback and assessment centers, rather than ostracizing leaders with strong narcissistic tendencies. Finally, considering his performance and relationships with members when evaluating narcissist leaders at the organizational level, appropriate assessments and rewards could motivate the narcissist leader to have a positive relationship rather than a conflict with the subordinate, and consequently the narcissist's leadership could have a positive effect on the subordinate.

LMXSC와 조직시민행동: 전반적 조직공정성의 매개효과

하순복(Sun-Bok Ha),이수진(Soojin Lee),변국도(Gukdo Byun) 한국인적자원개발학회 2020 인적자원개발연구 Vol.23 No.3

신들의 황혼

방호진(Ho-Jin Bang),하순복(Sun-Bok Ha) 한국경영사학회 2018 經營史學 Vol.87 No.-

본 연구는 IMF구제금융 기간 중 쌍용그룹의 분해 과정에서 탄생한 STX그룹과 창업주인 강 덕수 회장의 성공과 쇠락에 대한 사례연구이며, 특히 기업전략 분야에서 중요한 성장전략으로 제시되고 있는 다각화(diversification) 전략의 실제 경영현장에서의 적용사례를 통하여 실무적ㆍ이론적 시사점을 도출하였다. 2001년 창업 이후 9년 만에 우리나라 재계순위 12위로 성장한 STX그룹은 기업전략에서 제시하는 수직계열화 전략의 완벽한 사례라 할 수 있으며, 이러한 수직계열화는 최고경영자의 과감한 의사결정을 통한 M&A 과정을 통해 진행되었다. 2003년 이후 급등한 해운운임지수는 이렇게 조선ㆍ해운업을 중심으로 수직계열화되어 있던 STX그룹의 급격한 성장에 원동력이 되었다. 그러나, 성장기의 과도한 투자는 2009년 이후 해운시장 쇠퇴과정에서 큰 부담으로 작용 하였고, 기존의 과감한 투자는 과도한 투자로 전락하게 되었다. STX그룹의 성공요인과 실패요 인을 논의하고, 향후 관련 연구에 대한 시사점을 제시하였다. This study is an example of the success and decline of STX Group and its founder, Kang Deok-soo, who were born during the process of disassembling Ssangyong Group during the IMF bailout. In particular, practical and theoretical implications were derived through actual cases of application of diversification strategies, which are presented as important growth strategies in the field of corporate strategy. STX Group, which has grown to 12th place in the business sector in nine years since its inception in 2001, is a perfect example of its vertical integration strategy in corporate strategy. This vertical integration was carried out through the M&A process through bold decisions made by CEO. The BDI index, which has soared since 2003, has been a driving force behind rapid growth of STX Group, which has been vertically integrated with the shipbuilding and shipping industries. However, excessive investment in the growth period was a huge burden in the course of the decline of the shipping market since 2009, and the previous bold investment has degenerated into excessive investment. This study discussed STX’s success and failure factors and provided implications for future studies.

부하의 리더십 개발을 위한 셀프리더십의 선행요인과 결과요인에 관한 실증 연구

임유신 ( Yoo Shin Im ),이민수 ( Min Su Lee ),하순복 ( Sun Bok Ha ) 한국인력개발학회 2010 HRD연구 Vol.12 No.3

최근에 조직들은 구성원들이 자율성과 함께 자기 통제감을 느끼고, 스스로 자신의 행동이나 사고를 관리하고 발전시킬 수 있는 셀프리더십의 개념을 도입·적용하고자 한다. 본 연구는 부하의 셀프리더십 발휘에 영향을 주는 선행요인으로서 상사의 리더십과 동료의 특성, 그리고 결과요인으로서 직무만족, 조직몰입, 조직시민행동에 미치는 영향을 실증하는 것을 목적으로 하였다. 이러한 목적을 달성하기 위하여 육군의 8개 부대에서 병사로 복무 중인 459명을 대상으로 설문조사에 의한 실증 연구를 실시하였다, 분석결과, 상사의 임파워링 리더십이 부하들의 셀프리더십에 유의한 영향을 미치는 것으로 나타났다. 그리고 병사들의 셀프리더십이 높을수록 자신의 직무에 대해 더 만족하고, 조직에 대해 몰입하며, 조직 및 다른 구성원을 위한 조직시민행동을 더 많이 발휘하는 것으로 나타났다. 끝으로 연구결과에 대한 시사점과 한계, 추후 연구방향에 대하여 제시하였다. In recent years, the organizations make efforts to introduce and apply the concept ``self-leadership`` that members can feel self-control, manage and develop their behaviors and thoughts. The purpose of this study is to find out the antecedents as like officer`s leadership and coworker`s social loafing of soldier`s self-leadership and do an empirical research about the positive outcomes as like job satisfaction, organizational commitment, and organizational citizenship behaviors of self-leadership. To achieve the objectives, the empirical study has been done by survey of eight different military camps, 459 soldiers. According to the analysis, the senior officer`s empowering leadership have a significantly positive effects on self-leadership. It was also found that the subordinate`s self-leadership has significantly positive effect on his job satisfaction, organizational commitment, and organizational citizenship behaviors. Finally, suggestions and implications have been made for the policies in leadership.