심리적 계약과 조직몰입에 관한 연구 : 미국 기업을 중심으로 Focus on American company

나기현 부산 외국어 대학교 2002 外大論叢 Vol.25-2 No.-

Work motivation theories launched a new series of explorations of individual needs and expectations from work. The proposed work motivation relationship links individuals and organizations together and creates the psychological contract. This new paradigm in work motivation was hypothesized to affect the level of organizational outcomes. The present study was investigated that the relationship between psychological contract and organizational commitment in United States of America 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 that no statistically significant relationship was found between the strength of the psychological contract and the organizational commitment level of employees. In contrast, there were statistically significant relationship was found between the strength of the psychological contract and the organizational commitment level of managers. The conclusion reached was that the psychological contract influences the level of commitment in an organization; however, other variables should also be taken into consideration for achieving an understanding of work motivation.

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).

Fuzzy 개념을 이용한 RC도로교의 건전성평가 모델 개발

나기현,박주원,이증빈,정철원,Na, Ki-Hyun,Park, Ju-Won,Lee, Cheung-Bin,Jung, Chul-Won 한국구조물진단유지관리공학회 1998 한국구조물진단유지관리공학회 논문집 Vol.2 No.2

In this study, an attempt is made to apply the concept of fuzzy-bayesian theory to the integrity assessment of RC highway bridge, and uncertainty states are represented in terms of fuzzy sets which define several linguistic variables such as "very good", "good", "average", "poor", "very poor", etc. Especially, the concept of fuzzy conditional probability aids to derive a new reliability analysis which includes the subjective assessment of engineers without introducing any additional correction factors. The fuzzy concept are also used as reliability indexes for the condition assessment based on the proposed models, the proposed fuzzy theory-based approach with the results of visual inspection and extensive field load tests are applied to the integrity assessment of a new RC highway bridge, namely, Jichok bridge.

국제 협상결과의 만족도에 문화적 차이의 이해정도가 미치는 영향에 관한 연구

나기현 한국기업경영학회 1998 기업경영연구 Vol.5 No.2

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 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: the overall satisfaction 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 explainded as 46%(R^2). According to the results, the hypothesis 2 was accepted for 2 factors on the 13 factors.

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.

코칭리더십과 직무성과 간의 영향관계 : 심리적 임파워먼트의 매개효과

나기현 한국전문경영인학회 2020 專門經營人硏究 Vol.23 No.4

본 연구의 목적은 조직 내 리더 및 관리자의 코칭리더십 행동이 구성원들의 직무성과에 영향을 미치는 경로를 연구함에 있어서 구성원들 심리적 임파워먼트의 매개효과를 확인하 는 데 있다. 또한 본 연구의 의의는 조직 내 리더 및 관리자의 코칭리더십 행동에 대하여 구성원들이 긍정적으로 인식하고, 이로 인해 심리적으로 임파워먼트가 되어서 그들의 태도 및 행동에 강하게 영향을 미치는 적합관계를 갖게 될 때 직무성과로 연계되는 통합적 인 틀을 제시하였다는 데 있다. 본 연구의 대상은 부울경 지역에 소재하는 제조 및 서비스 관련 중소업체에 근무하는 구성원들이며, 유효표본 220개를 수집하여 분석한 연구의 결 과를 다음과 같이 요약할 수 있다. 첫째, 코칭리더십의 4가지 구성요소들 중 오직 방향제 시 요소에서만 직무성과에 직접적으로 영향을 미치고 나머지 요소들(개발, 피드백, 관계 형성)에서는 직접 영향을 미치지 않는다는 것이다. 둘째, 코칭리더십의 구성요소들 중 방향제시와 개발요소에서만 구성원의 심리적 임파워먼트에 직접 영향을 미치는 것으로 나타났다. 셋째, 구성원의 내적동기를 유발하는 심리적 임파워먼트는 직무성과에 직접 아주 강하게 영향을 미친다는 것이다. 넷째, 코칭리더십의 구성요소들 중 방향제시 그리고 개발요소에서 직무성과와의 영향관계에 구성원의 심리적 임파워먼트가 매개효과가 있는 것으로 나타났다는 것이다. 이러한 검증결과는 조직 내 리더 및 관리자의 코칭리더십 행동이 어느 상황에서나 효과성을 발휘하는 것이 아니라 최소한 구성원들의 내적동기를 유발하는 심리적 임파워먼트와 적합한 관계를 가질 때, 구성원들의 직무성과를 유도할 수 있다는 것이다. 따라서 연구결과를 토대로 조직 내 리더 및 관리자들의 코칭리더십 역할행동을 위한 실용적 측면에서의 시사점을 제시하였다. The purpose of this study was to examine the effects of 4 elements of coaching leadership on job performance. Futhermore, the mediating effects of psychological empowerment in this relation was examined. Data were collected from 220 employees who had worked in manufacturing and service industry that located at East-South Area in Korea. The results showed as below: First, In 4 elements of coaching leadership, only the suggesting direction has effect directly on his or her job performance. Second, In 4 elements of coaching leadership, suggesting direction and providing development have an effect on his or her psychological empowerment. Third, psychological empowerment has an effect strongly on his or her job performance. Fourth, suggesting direction and providing development were mediated by psychological empowerment in the effect of 4 elements of coaching leadership on job performance. Theoretical and practical implications, limitations, and future research are discussed. Regardless of the limitation, The major contribution of this study was to suggest an integrative framework that leader's coaching leadership leads to his or her psychological empowerment, and that psychological empowerment lead to job performance.

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.

가축분뇨로부터 생성되는 매탄개스의 이용방안

나기현 대한양계협회 1980 월간 양계 Vol.12 No.4

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.

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.