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이강옥,노언필 한국생산성학회 2000 生産性論集 Vol.14 No.1
Super enterprises are extending in unlimited competition times of globalization causing W.T.O. emerging. In domestic conditions, our society is suffering from enterprises' structure reorganization under International Monetary Fund bailout program. We should get the clearness of the agreement of the three parts (workers, employers, government). Accordingly the implications of this study are followings : First, we discussed the priority of the introduction of procedural justice when we set up the personnel policy. Second, we studied the importance of prior acquisition of justice in wage, promotional system and labor-management relationship when we presently introduced procedural justice. Third, we empirically provided the acquisition of personnel management system's justice of Korean enterprises and the method to increase the efficiency. Fourth, to estabilish the personnel policy, we provided the basement of the trust on the enterprises' policy as obtained the clearness of policy, objectiveness, and consistancy, inducing procedural justice. As a result of this research, this study is to be more useful to introduce effective personnel system within an enterprise. Further research should investigate wages' system and promotion.
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송경용,노언필 東新大學校 2002 論文集 Vol.12 No.-
If the enterprise in Korea develop the recognition, the convention and the system and positively substitute New labor-Management Culture for labor-management relationship, Korea could be the knowledge powerful nation at 21C knowledge information age. The new economic paradigm in 21 century needs to establish new labor-management culture. Through this alteration, the purposes of this study are b elow: What create the the factors of forming new labor-management culture in the enterprises selected as advanced leader company of cooperating labor-management and contribute the meaning of labor-management through analysing. These results support this study hypothesis and prove the propriety of advanced leader company in labor-management relationship by Labor Cabinet. Therefore, here are the plans for new labor-management culture cored on the results showed above are below: Which the differentiative recognition of the labor-management relationship shows bigger distinction at the constructive style and aggressive/defensive style means that achievement, self-actualizing, humanistic-encouraging and affinitative are the most important variables. These pure human elements can be developed the different recognitions of labor-management relationship. For that, better working condition with easier communication system and human interests, better participating management system for decision making and purpose setting and opening management are needed. This paper has certain point views as below: This paper tried to view the solutions for how to reduce the gap existed in labor-management relationship and how to develop the quality of labor-management culture by modeling of the new labor-management culture advanced leader company.
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송경용,노언필 東新大學校 1998 論文集 Vol.10 No.-
Super enterprises are extending in unlimited competition times of globalization caused by W.T.O. emerging. In domestic conditions, our society is suffering from structure reorganization of enterprises under International Monetary Fund bailout program. We should get the clearness of the agreement of the three parts (workers, employers, government). In this study, employees' perception of justice criteria, employees' job satisfaction and employees' commitment degrees are investigated. So the employees' job satisfaction and employees' commitment degrees will be cleared and according to social balance, family satisfaction, and acceptance attitude in these procedures, we will see what kind of differences they demonstrate. We can summarize the results of the empirical analysis of this study as following ; First, the procedural justice is important to acquire justice as a method resulted from the improvement of our social injustice complying with the introduction of new personnel system and extended practice. Second, we absolutely get rid of decision makers' prejudice in personnel policy and external pressure and support to manage them fairly. Third, job satisfaction and employees' commitment are increasingly affected by the employees' perception of justice in evaluating their effort, performance, and ability by their enterprises. As a result of this research, this study is to be more useful to introduce effective personnel system within an enterprise. Further research should investigate system and promotion of wages.
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