문화적 차이의 이해정도와 협상결과의 만족도에 관한 연구

나기현 釜山外國語大學校 1997 外大論叢 Vol.17 No.1

The purpose of this study was concerned with ① finding the relationship between the degree of cultural difference understanding and the overall satisfaction of negotiation result ② assessing how the overall satisfaction of negotiation result is affected the by the degree of cultural difference understanding in the international business negotiation. In order to test present study, the following research hypotheses were formulated: hypothesis 1 : there is a significant relationship between the overall satisfaction of negotiation result and the degree of cultural difference understanding. hypothesis 2 : there overall significant of negotiation result is affected by the degree of cultural difference understanding. The major findings of this study were as below : 1. As the correlation analysis, the results of the test show that one factor (ability of language understanding) was not found to have significant relationship between the overall satisfaction of negotiation result and the degree of cultural difference understanding at the .05 level. According to the results, the hypothesis 1 was accepted for 12 factors on the 13 factors. 2. As the multi-regressional analysis, the overall satisfaction of negotiation result got influenced by the two factor in the degree of cultural difference understanding. The influence of the two factor to the overall satisfaction of negotiation result was explained as 4.6%(R²). According to the results, the hypothesis 2 was accepted for 2 on the 13 factors.

심리적 계약의 위약이 조직 몰입도에 미치는 영향에 관한 연구

나기현 釜山外國語大學校 1999 外大論叢 Vol.19 No.5

The present study was investigated that the impact of the violational degree of psychological contract on organizational commitment in order to understand their work situation and contribute to grope for making a rational and effective management strategy. The major findings of this study were as below: 1. The employees in organization were experienced that the violation of psychological contract between employer and employees about organizational duties which was influenced to organizational commitment. 2. As the correlation analysis, there were significant negative correlation between organizational commitment and the violational degree of psychological contract in 5 factors except an opportunity of self development in relational contract. Also, there was a significant positive correlation between organizational commitment and the violational degree of psychological contract in promotion level of transactional contract. The violational degree of transactional contract that was more correlated to the organizational commitment than the violational degree of relational contract. 3. As the multi-regression analysis, organizational commitment got influenced by the 3 factors (the mean of sum in three transactional contract factors, opportunity of self development, and job stability of relational contract). The influence of the 3 factor to organizational commitment was explained as 40%(R²).

가축분뇨로부터 생성되는 매탄개스의 이용방안

나기현 대한양계협회 1980 월간 양계 Vol.12 No.4

심리적 계약의 위약이 직무만족도와 이직의도에 미치는 영향에 관한 연구

나기현 부산외국어대학교 국제통상연구소 2001 國際經營論集 Vol.16 No.-

The present study was investigated that the impact of the violation degree of psychological contract between employer and employees about organizational duties on job satisfaction and intention to turnover in order to understand their work situation and contribute to grope for making a rational and effective management strategy. The eight research hypotheses were formulated to test present study. The major findings of this study were as below: 1.As the correlation analysis in hypothesis 1, the results of the test show that three factors and the mean of sum in three transactional contract factors were found to have significant negative relationship between the violation degree of transactional contract and job satisfaction at the .05 level. According to the results, the hypothesis 1 was accepted for 3 factors on the 3 factors and the mean of sum in three transactional contract factors. 2.As the correlation analysis in hypothesis 2, the results of the test show that three factors and the mean of sum in three transactional contract factors were found to have significant positive relationship between the violation degree of transactional contract and intention to turnover at the .01 level. According to the results, the hypothesis 2 was accepted for 3 factors on the 3 factors and the mean of sum in three transactional contract factors. 3.As the correlation analysis in hypothesis 3, the results of the test show that three factors except opportunity of self development factor and the mean of sum in four relational contract factors were found to have significant negative relationship between the violation degree of relational contract and job satisfaction at the .01 level. According to the results, the hypothesis 3 was accepted for 3 factors except opportunity of self development factor on the 4 factors and the mean of sum in four relational contract factors. 4.As the correlation analysis in hypothesis 4, the results of the test show that three factors except opportunity of self development factor and the mean of sum in four relational contract factors were found to have significant positive relationship between the violation degree of relational contract and intention to turnover at the .01 level. According to the results, the hypothesis 2 was accepted for 3 factors on the 4 factors and the mean of sum in four transactional contract factors. 5.As the multi-regression analysis, job satisfaction got influenced by the wage factor and the mean of sum in three transactional contract factors in the violation degree of transactional contract. The influence of the two factors to the job satisfaction was explained as 41%(r2). According to the results, the hypothesis 6 was accepted for 1 factor(the wage) on the 3 factors and the mean of sum in three transactional contract factors. 6.As the multi-regression analysis, intention to turnover got influenced by the promotion and increase in pay factor and the mean of sum in three transactional contract factors in the violation degree of transactional contract. The influence of the two factors to the intention to turnover was explained as 23%(r2). According to the results, the hypothesis 6 was accepted for 1 factor(the promotion and increase in pay) on the 3 factors and the mean of sum in three tansactional contract factors. 7.As the multi-regression analysis, job satisfaction got influenced by the occupation stability factor, opportunity of training factor, and the mean of sum in four relational contract factors in the violation degree of relational contract. The influence of the three factors to the job satisfaction was explained as 53%(r2). According to the results, the hypothesis 7 was accepted for 2 factors on the 4 factors and the mean of sum in four relational contract factors, 8.As the multi-regression analysis, intention to turnover got influenced by the occupation stability factor, opportunity of training factor, organizational support factor, and the mean of sum in four relational contract factors in the violation degree of relational contract. The influence of the four factors to the intention to turnover was explained as 39%(r2). According to the results, the hypothesis 8 was accepted for 3 factors except opportunity of self development factor on the 4 factors and the mean of sum in four relational contract factors.

협상의 단계별 준비정도와 협상결과의 만족도에 관한 연구

나기현 釜山外國語大學校國際通商硏究所 1998 國際經營論集 Vol.13 No.-

The purpose of this study was concern with ① finding the relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result ② assessing how the overall satisfaction of negotiation result is affected by the degree of preparation for negotiation in the buginess negotiation. In order to test present study, The following research hypotheses were formulated: Hypothesis 1: there is a positively significant relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result. Hypothesis 2: the overall satisfaction of negotiation result is affected by the degree of preparation for negotiation The major findings of this study were as below: 1. As the correlation analysis, the results of the test show that 10 factors were found to have positively significant relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result. But 2 factors on the 12 factors were found to have negartively significant relationship between the degree of preparation for negotiation and the overall satisfaction of negotiation result. According to the results, the hypothesis 1 was accepted for 10 factors on the 12 factors that were predicted for the degree of preparation for negotiation. 2. As the multi-regressional analysis, the overall satisfaction of negotiation result got influenced by the 2 factors in the degree of preparation for negotiation. The influence of the two factor to the overall satisfaction of negotiation result was explained as 76%(r²). According to the results, the hypothesis 2 was accepted for 2 factors on the 12 factors that were predicted for the degree of preparation for negotiation.

통제의 위치와 임파워먼트가 조직몰입에 미치는 영향에 관한 연구

나기현 부산 외국어 대학교 2004 外大論叢 Vol.29 No.-

The present study was investigated that the impact of the locus of control and empowerment on organizational commitment in order to understand their work situation and contribute to grope for making a rational and effective management strategy. The major findings of this study were as below: 1. There was a significant relationship between psychological empowerment and perceived organizational empowerment in employees. 2. As the correlation analysis, 1) there were significant positive correlation between organizational commitment and psychological empowerment in employees. 2) there were significant positive correlation between organizational commitment and perceived organizational empowerment in employees. 3) there were significant negative correlation between organizational commitment and locus of control in employees. 3. As the multi-regression analysis, A statistically significant relationship(p<.0001) was found among all three predictors--locus of control, psychological empowerment, and organizational empowerment--with the criterion variable, organizational commitment. The influence of the three predictors to organizational commitment was explained as 62%(r²). Organizational empowerment predicted more than twice the variance in organizational commitment than the other two predictor variables.

공무원의 당위와 현실간의 부조화가 조직몰입도에 미치는 영향에 관한 연구

나기현 부산외국어대학교 사회과학연구소 1991 社會科學論叢 Vol.6 No.-

The present study tried to destermine the predictors of organizateonal commitment in public organization in order to understand the work situation and contribute to making a rational management strategy in motivational terms. Organizational commitment and the discrepancy between should be and reality were measured from 833 public employees(308 employees in central public organization and 525 employees in local public organization). The major findings of this study were as below : 1) Korean public employees experienced discrepancy between should be and reality from 46%(variety on the job) to 83%(salary) in 18 job factors. 2) Korean public employees perceived high behavioral commitment, while they perceived low attitude commitment than median. Also, in demographic data, there were siginificant difference in organizational commitment except educational level. 3) There was negatively significant correlation between organizatioal commitment and discrepancy in 18 job factors. Also, there was negative correlation 17 job factors in attitude commitment, while there was positive correlation 12 job factors in behavioral commitment. 4) The degree of organizational commitment gets very much influenced by the 6 factors (opportunity to use own ability and idea, class, interesting work, charge of other people, social recognition of public work, relationship with boss). In attitude commitment, 5 factors(feeling of accomplishment, salary, class, autonomy .and responsibility, interesting work) were important. However, in behavioral commitment, 8 factors(salary, working year, relationship with boss, social recognition of pulic work, class, fair public policy, charge of other people, working condition) were important. The researcher could get some meaningful conclusions from this study. First, public administrators try to change their leadership style and to develop managerial ability for motivating their employees. Second, public administrators try to develop new personnel promotion system and salary that depends on the harmony between ability and seniority. Third, public administrators try to reinforce spiritual education programs for their employee and them besause these programs related to psychological and behavioral commitment.

국제 협상결과의 만족도 증진방안에 관한 연구

나기현 부산 외국어 대학교 2000 外大論叢 Vol.21 No.1

The purpose of this study was concerned with ① finding the degree of cultural difference understanding and finding the degree of preparation for negotiation and the overall satisfaction of negotiation result ② assessing how the overall satisfaction of negotiation result is affected by the degree of cultural difference understanding and the degree of preparation for negotiation in the international business negotiation. The ten research hypotheses were formulated to test present study. The major findings of this study were as below: 1.As the correlation analysis in hypothesis 1, the results of the test show that one factor(ability of language understanding) was not found to have significant relationship between the overall satisfaction of negotiation result and the degree of culture difference understanding at the .05 level. According to the results, the hypothesis 1 was accepted for 4 factors on the 5 factors. 2.As the correlation analysis in hypothesis 2, the results of the test show that three factors were not found to have significant relationship between the overall satisfaction of negotiation result and the degree of nonverbal communication understanding at the .05 level. According to the results, the hypothesis 2 was accepted for 2 factors on the 5 factors. 3.As the correlation analysis in hypothesis 3, the results of the test show that four factors were found to have significant relationship between the overall satisfaction of negotiation result and the degree of preparation for vertical negotiation at the .05 level. According to the results, the hypothesis 3 was accepted for 4 factors on the 4 factors. 4.As the correlation analysis in hypothesis 4, the results of the test show that three factors were found to have significant relationship between the overall satisfaction of negotiation result and the degree of preparation for internal negotiation at the .05 level. According to the results, the hypothesis 4 was accepted for 3 factors on the 4 factors. 5.As the correlation analysis in hypothesis 5, the results of the test show that four factors were found to have significant relationship between the overall satisfaction of negotiation result and the degree of preparation for horizontal negotiation at the .05 level. According to the results, the hypothesis 5 was accepted for 4 factors on the 4 factors. 6.As the multi-regressional analysis in hypothesis 6, the overall satisfaction of negotiation result got influenced by the two factors in the degree of cultural difference understanding. The influence of the two factors to the overall satisfaction of negotiation result was explained as 46%(R2). According to the results, the hypothesis 6 was accepted for 2 factors on the 5 factors. 7.As the multi-regressional analysis in hypothesis 7, the overall satisfaction of negotiation result got influenced by the two factors in the degree of nonverbal communication understanding. The influence of the two factors to the overall satisfaction of negotiation result was explained as 31%(R2). According to the results, the hypothesis 7 was accepted for 2 facers on the 5 factors. 8.As the multi-regressional analysis in hypothesis 8, the overall satisfaction of negotiation result got influenced by the 1 factor in the degree of preparation for vertical negotiation. The influence of the one factor to the overall satisfaction of negotiation result was explained as 36%(R2). According to the results, the hypothesis 8 was accepted for 1 factor on the 4 factors that were predicted for the degree of preparation for vertical negotiation. 9.As the multi-regressional analysis in hypothesis 9, the overall satisfaction of negotiation result got influenced by the 2 factors in the degree of preparation for internal negotiation. The influence of the 2 factors to the overall satisfaction of negotiation result was explained as 33%(R2). According to the results, the hypothesis 9 was accepted for 2 factors on the 4 factors that were predicted for the degree of preparation for internal negotiation. 10.As the multi-regressional analysis in hypothesis 10, the overall satisfaction of negotiation result got influenced by the 2 factors in the degree of preparation for horizontal negotiation. The influence of the 2 factors to the overall satisfaction of negotiation result was explained as 43%(R2). According to the results, the hypothesis 10 was accepted for 2 factors on the 4 factors that were predicted for the degree of preparation for horizontal negotiation.

종업원의 기대와 현실간의 부조화가 직무만족에 미치는 영향의 고찰

나기현 釜山外國語大學校貿易經營硏究所 1990 貿易經營論集 Vol.6 No.-

The purpose of the present study was investigated the impact of discrepancy between employees' expectations and experience on employee job satisfaction for the effective management or optimizing human resources. Present study was answered about question of Yukl(1971), "what happens when discrepancies arise between expectation and reality?", as below: The discrepancy between expectation and experience on the job was caused directly one of the employee dissatisfaction. There are several symptoms of job dissatisfaction as below: influence demotivation and poor human relation, produce organizational conflict and internal stress of employee, and affecting higher probability of early turnover, tendency to withdraw from organization, high level of tardiness and absenteesim as problem behaviors so on. This study suggested several methods to decrease discrepancy between expectation and experience on the job for the effective management and optizing human resources in organization. 1. Employer (organization) must have to assess objectively what psychological needs employees seek to fulfill in their work-what their job expectations are. Also, employer must be considered the level of expectations, from assessing what their expectation are, that did not have the same effect on satisfaction for employees who had high level of expectations as it did for employees with average level of expectation. 2. For estabilishing realistic job expectation, employer must explain to all of employees some of the generalities about what life present openly and honestly the realities of the jobs under conditions. 3. Employer selects only those job candidates with realistic job expectation, and recognizes the importance of matching people jobs and organizations. Person-job matching should be involves matching individual abilities(developed and potential) with job required abilities and matching employee needs with need satisfaction potential of an organization. 4. Employer considers to change the job itself to better match what is expected by employees with changing the work experience of employees through the change a job's content, context, and career opportunities. 5. Employer (organization) must understand psychological contract, exactly and does get renegotiated frequently by both of employer and employee with changing organizational environment for mutual coexistence and coprosperity.

새마을 運動에 대한 分析的 考察 : 大學生의 參與意識을 中心으로

나기현 충남대학교 교지편집위원회 1975 寶雲 - 충남대학교 Vol.- No.5