노동의 유연화와 정리해고에 관한 연구

구자경 대구효성가톨릭대학교 1998 연구논문집 Vol.58 No.1

Shake-up dismissal as a means of flexibility of labor has both affirmative and negative sides. Considering many scholars' researches, it appeared through measuring various guide posts that usually shake-up dismissal has a neutral effects. Rational schemes of shake-up dismissal are laid out as follows : First, shake-up dismissal should be carried out in the direction of maximizing its affirmative effect since shake-up dismissal has both affirmative side like curtailment of labor expenses and negative side like decline of employees' loyalty toward their enterprise. Second, shake-up dismissal should performed by mutual parties' agreement between labor and management according to law and fundamental rule. Third, rational and fair standard for dismissal should be established. Fourth, each enterprise should make every possible efforts to avoid dismissal of their employees before carrying out shake-up dismissal. Employment adjustment strategy through shake-up dismissal is the last plan which enterprises can introduce and so the best effort should be go first by enterprises to avoid shake-up dismissal.

집단간 갈등의 관리방안에 관한 연구

구자경 효성여자대학교 산업경영연구소 1995 경영경제 Vol.13 No.-

토러스 출력층을 갖는 SOM을 이용한 한국어 음소 인식

구자영,전경훈 단국대학교 1999 論文集 Vol.34 No.-

This paper proposes a new Self Organization Map(SOM) architecture with torus type output layer. The new SOM was applied to Korean phoneme reognition. An exeriment was performed and the result shows that the new architecture is better than the original one by Kohonen in terms of training time and cohesion of phonemes in the output layer.

目標管理의 理念과 그 適用可能性

具滋慶 효성여자대학교 산업경영연구소 1988 경영경제 Vol.5 No.-

Theoretically management by objective is now widely enjoying favorable response and reputation, and many business enterprises in Korea are introducing and putting is into practice, But in its actual excution despite many reports of successful cases experiences, some failure cases have also been reported so far. In regard to these phenomena, some scholars ascribe the faiture of management by objective to overlooking deep emotional elements of motives, and P. Hersey and some others point out as a cause of its failure the fact that the leader's roles have not been definitely defined to help lower-grade personnel achieve their object. In view of these facts, the following should be taken into consideration so that management by objective, which is comprehensive management technique, may prove successful. 1) One should try to stimulate the employees' motivation further by reconciling the objective of an individual employee with that of the organization. 2) One should prevent the confusion of system of objectives by properly adjusting differences in objectives between higher-grade and lower grade personnel through sufficient communication in the course of setting up objectives. 3) It is recommendable that management by objective should be applied not to all organization universally but to those whose adoption of management by objective will prove effective, and that the level of members of the organization be taken into consideration. 4) The leader's role to help subordinate personnel reach their objective should be definitely defined. 5) In order to excute management by objective successfully, it will facilitate the integration of objectives of the organization to conduct a company wide training in the company's sole and united objective and sensitivity training of the employees before its introduction. Although we still find considerable amount of criticism concerning the excution of management by objective, one can say that as P.F. Drucker points out, management by objective has contributed remarkably to improving the efficiency of organizations by decentralization of authority, wage-scale system based on business result and so on, to say nothing of lower-grade personnel's participation in decision-making. One can also say that the applicability of this theory is very high in such a country as Korea where economic growth is phenomenal and the educational and cultural level is relatively high. However, it goes without saying that further positive study is required because management by objective has a tendency to bear abundant fruits only when it is provided with accurate planning and proper excution.

協同的 勞使關係 시스템의 確立方案

具滋慶 대구효성가톨릭대학교 1984 연구논문집 Vol.29 No.1

The object of this research is a presentation that will be to be able to find a solution for a remedy about the problems related between labor and capital at many enterprises in Korea. The methods that must be established and organized for conciliation of labor and capital. I think indeed, are as followings. ① Establishing the mutual trust between labor and capital, and settling the view of labor and capital. ② Rising and improving of productivity, and equity of profit(fruit) sharing. ③ Enlarging of joint labor management system, and a reasonable settlement of grievance. ④ Strengthening and increasing of a policy for benefit and servce. ⑤ Administrative aid of the Government. When the above points are, indeed, solved, I hereby believe that we can approach well co-operative relation of labor and capital at enterprises in our country. But it is difficult, farthermore, impossible to apply and to establish the best labor and capital relation system in everywhere and every place in the world. Because every nation herself has her environments, culture, tradition. scales and kinds of enterprises, and conditions of location.

7종 야생초의 식용화를 위한 조리방법에 관한 연구 : 관능검사를 중심으로

구성자,이경희,이혜정 한국조리과학회 1994 한국식품조리과학회지 Vol.10 No.3

The object of this study was investigation of the appreciable cooking condition in seven wild grasses, an evening primerose(Oenothera lamarckiana Seringe, S₁), a spiderwort(Commelina Communis L. S₂), the flower of a convolvulus(Calystegia Ja-ponica form Vulgaris gaea, S₃), So Ru Jaeng Yi(Portulaca Oleracea, S₄), Shoe Bi Rum(Portulacae Oleracea L, S_5), O Yi Pul(Sanguisorb aOfficinalis, S_6), Jip Sin Na Mul(Agrimonia poisa var. Japonica Nakai, S_7), in order to find out the importance as an useful vegetable. In this work 7 wild grasses with different soaking solutions and boiling conditions were examined to investigation the preference factors by sensory evaluation. Results of sensory evaluation for samples showed a significant difference at 1% and 5% level There were high significant differents in samples boiled for different time about astringent taste, bitter taste, perfume, green color and grassy smell at 1% and 5% level. In cooking methods of 7 samples, Namul was liked best and Guk, Salad and Fritter were followed. The condiments which were used for seasoning Namul were Gochujang, Soy Paste, Salt. Gochujang was most preferred.

환경변화에 따른 상황적합적 조직구조

구자경 대구효성가톨릭대학교 1997 연구논문집 Vol.55 No.1

In this study, some structures of organization suitable according to circumstantial changes will be presented at the angle of contingency theory that the most suitable structure of organization to every circumstances doesn't exist. First, divisional organization is more desirable than functional structure of organization when the organization chooses diversified strategy. In addition this organization acts to the utmost under the circumstances both not very complex and not very dynamic. Second, Adhocracy is a organization suitable for the diversified strategy, strategy for changes, risky stragety and so on. Suitable circumstances to adhocracy should be dynamic and complex. Third, entrepreneural organization is suitable as a organizational type to improve enterprise's originality and innovation by accelerating innovative and creative attitudes of the constituent members and integrating advantages of small-to-medium sized and large enterprises.

우리나라 企業에 있어서 勞使紛糾의 現況과 對策

具滋慶 효성여자대학교 산업경영연구소 1991 경영경제 Vol.8 No.-

유산균 발효액의 항균특성에 관한 연구

구자경,조남준 한국기술교육대학교 2006 論文集 Vol.13 No.1

The antimicrobial properties of fermentation products of lactic acid bacteria such as L. mesenteroides, L. citreum and P. pentosaceus have been investigated with using the minimum inhibitory concentration (MIC) method and the challenge method. The fermentation products of lactic acid bacteria contain bacteriocins and organic acids that show antimicrobial activities. The antimicrobial properties of metabolic products produced from three lactic acid bacteria were compared with that of the synthetic antiseptics such as methylparaben and triclosan. The antimicrobial substances produced from L. mesenteroides, L. citreum and P. pentosaceus have shown strong antimicrobial activities against P. aerugionosa, and B. subtilis, E. coli, S. aureus. Their antimicrobial activities are similar or superior to that of methylparaben or triclosan. However, their antimicrobial activities were relatively weak against C. albicans compared with that of the synthetic antiseptics, methylparaben or triclosan. The antimicrobial substances produced from L. mesenteroides, L. citreum and P. pentosaceus could be promising preservatives for cosmetics, pharmaceutical products and foods in future.

刺戟賃金制와 業績과의 關聯性 硏究

具滋慶 효성여자대학교 산업경영연구소 1989 경영경제 Vol.6 No.-

This study aims at surveying the importance of wages and the effects which take place in case wages sre linked with employees' performance. Usually wage incentive plan is a system by which rewards are linked directly or indirectly with both or either of productivity and earnings. The object of such a wage incentive plan lies in reducing personnel expenditure by raising productivity and in motivating employees' willingness to cintribute more to the benefit of the organization they work for by giving them higher wages. We cannot deny, however, that the plan has some negative sides in its excution, such as lowering the quality of achievements or the difficulty of standardization. Despite numerous problems caused by the plan, we can cite its favorable effects resulting from its excution as follows: First, in the case of individual incentive plan, it brings about increased motivation and the rise in achievements by linking individual's performance with pecuniary rewrd. Second, group incentive plan proves most effective when co-operation between employees is emphasized and rewards for the co-operation are needed or when it is difficult to distinguish between individual performance and group performance. Third, the companywide incentive plan which links wages and performance has proved to lead to employees' higher productivity than fixed wage plan. Fourth, none of the bove wage plans prove universally effective in every case but vary in efficiency according to circumstances.