[일반논문] 상사에 대한 신뢰에 영향을 미치는 상사의 행동에 관한 탐색적 연구 : 정성적 접근

문형구(Moon Hyoung Koo),장용선(Jang Yong-Sun) 고려대학교 아세아문제연구소 2005 亞細亞硏究 Vol.48 No.3

One of the important issues in trust studies is that trust, a type of social capital, is effected greatly by the cultural situation in each country. Most studies on trust conducted in Korea, however, have been based on Western theories that are culturally very different. Therefore, there have been results from such studies that have been unsuitable to be applied or used to evaluate situations in Korea, and there is also the possibility that issues important to the Korean organization have been omitted. This study proceeds with awareness of such problems and, through qualitative and naturalistic inquiry, aims to find a way to approach and solve them. Among previously published trust studies, there is a relative lack of studies on how leaders can win the trust of their subordinates in the Korean organization. This study focuses on describing and understanding the actions of a leader that affect the formation of trust between a superior and a subordinate, as perceived by the subordinate. We have strived to identify and classify the various dimensions of superior behavior that bring about trust from the subordinates. We have found several dimensions of behaviors which are related with trust in superiors: Integrity, responsibility, ability to perform, provision of autonomy, ability to communicate, concerns for subordinates, consistencies in dealing with people, respect for subordinates, and intimacy. Directions for future research are suggested.

비영리·공공조직과 경영 마인드: 경영학적 접근 가능성의 모색

문형구(Hyoung-Koo Moon) 한국비영리학회 2003 한국비영리연구 Vol.2 No.1

본 논문은 비영리조직에 경영 미인드 혹은 효율적 경영이라는 개념을 도입 시행하여야 한다는 주장이 많은 논란을 수반하면서도 지속적으로 힘을 얻고 있다는 현실로부터 과연 비영리조직에 대한 경영학적 접근이 가능한지 혹은 필요한지 여부를 따져 물어볼 필요가 있다는 점을 논의의 출발점으로 삼고 있다 탐색적 연구로서 본 논문이 지적하고 있는 바는 다음과 같이 정리될 수 있다 첫째, 경영학적 접근의 본질을 정리하였다 둘째, 비영리 공공조직의 특성에 따라 경영학적 접근의 가능성 및 유용성이 달라질 수 있음을 지적하면서 비영리조직을 나눌 수 있는 방안의 예를 제시하였다 셋째, 경영학자에 의한 비영리조직 연구의 특징을 탐색적으로 살펴보았다 지금까지의 논의를 바탕으로 비영리조직에 대한 경영(학)적 접근의 유용성 및 가능성 연구의 미래 방향을 제시하면 다음과 같이 정리될 수 있다 ⑴ 비영리조직 연구에 있어서 내적 효율성을 높이는 방안에 관한 연구가 아직도 부족한 편이다 특히 민간단체의 경우 이제는 이념적 강조만으로는 조직의 존속이 어려워 질 가능성이 있다는 점에서 가치지향성(혹은 공공의 이익)의 확립과 더불어 조직 내부의 효율성을 제고하는 방안의 모색이 절실히 요구된다 ⑵ 시장지향성의 개념이 비영리조직에도 유용하게 적용될 수 있는지, 혹은 구체적 모습을 정의함에 있어서 영리조직과 비영리조직의 차이를 파악하여 다르게 적용되는지 등에 관련된 논의가 필요하다 ⑶ 영리조직과 비영리 공공조직의 차이점을 너무 강조하기보다는 유사점에 대해서도 같은 크기의 관심을 가지는 것이 필요하리라 여겨진다 Recently there has been much debate over whether or not Not-for-profit Organizations (NPOs) can benefit if they adopt and implement the concept of the "business mind" or "efficiency" Nonetheless, there still exist many ambiguities over the meaning of the "business mind" and the usefulness of the concept for NPOs Keeping this situation to mind, this paper of exploratory nature tries to answer the questions regarding (1) the meaning of managerial approach or the "business mind", (2) the nature of NPOs and how to classify them, and (3) what contributions, if any, have been made by the scholars in various business schools Observations and recommendations for the future research and practices are as follows. (1) More research on the improvement of internal efficiency is needed Nowadays, it is unlikely for the NPOs to survive with insufficient efforts in the area and heavily relying on the social causes as the major driving forces of the organizations (2) The concept of "market orientation" should be seriously taken into consideration in both research and practices for the NPOs (3) Attempts should be made to investigate both the differences and similarities between for-profit organizations and NPOs

국내 조직공정성 연구의 동향과 향후 과제

문형구(Hyoung Koo Moon),최병권(Byoung Kwon Choi),고욱(Wook Ko) 한국인사조직학회 2009 인사조직연구 Vol.17 No.2

조직공정성은 모든 사회과학 분야에서 많은 관심을 쏟아 온 주제이다. 구성원이 지각하는 조직공정성의 정도가 조직 속 구성원의 태도와 행동에 커다란 영향을 끼치기 때문이다. 지난 15여 년간 조직공정성에 대한 국내 경영학계의 연구는 인사고과, 보상, 조직변화 등 다양한 상황 속의 조직공정성을 다루어 왔다. 국내 조직공정성에 관한 연구는 양적 측면에서 비약적으로 증가하였으나, 지금까지의 연구들을 돌이켜보고 미래의 연구방향을 고민하는 노력은 미흡한 편이다. 따라서 지난 15년간 이루어진 국내 조직공정성 연구들을 비판적으로 고찰하고 향후 연구 방향을 제시하는 것은 학문적으로 그리고 실무적으로 상당한 의미가 있다고 여겨진다. 본 연구에서는 국내 조직행동 및 인사ㆍ조직 분야의 학술지에 실린 총 62편의 조직공정성에 대한 연구들을 비판적으로 분석하였다. 분석의 구성은 전반적 연구현황, 이론ㆍ유형ㆍ연구형태 분석, 그리고 실질적 분석 등으로 이루어져 있다. 전반적 연구 현황에서는 국내 조직공정성 연구의 동향을 연구 편수, 연구 유형, 연구대상 등을 기술적으로 정리하였다. 이론ㆍ유형ㆍ연구형태 분석에서는 조직공정성의 이론 및 유형, 연구의 형태 그리고 연구방법 등과 관련한 이슈 및 한계점을 고찰하였다. 실질적 분석에서는 조직공정성의 선행요인과 결과변수, 조직공정성의 매개 및 조절 효과, 조직공정성 유형간의 상호작용 효과, 그리고 인구통계적 특성과 조직공정성 인식과의 관계 등을 중심으로 지금까지의 국내 실증 연구 결과들을 정리 분석하였다. 한국에서의 조직공정성 연구는 서구의 연구와 비교해 볼 때, 첫째 조직공정성 이론의 활용에 있어 특정 이론에 치우쳐 있다는 점, 둘째 조직공정성의 유형 중 분배공정성, 절차공정성, 그리고 상호작용공정성에 관한 연구는 활발히 이루어지 고 있으나 최근에 논의되고 있는 정보공정성에 관한 연구가 없다는 점을 지적할 수 있다. 또한 조직공정성의 선행요인과 결과변수에 관한 연구결과는 서구의 연구 결과와 비슷하게 나타나고 있다. 그러나 서구 연구에 비해 다양한 결과변수가 연구되지 못하는 것으로 나타났다. 본 연구에서는 국내 조직공정성의 향후 연구 방향을 다음과 같이 제안하고 있다. (1) 이론의 측면에서는 조직공정성에 관한 다양한 이론의 활용, 한국적 상황을 고려한 이론의 개발, 조직공정성 유형들 간의 인과관계에 대한 연구, 불공정성 에 대한 연구의 필요성 등을 제안하였다. (2) 조직공정성의 유형과 관련하여서는 조직공정성의 유형뿐만 아니라 조직공정성의 원천(공정성을 인식하는 대상, 즉 무엇에 대한 공정성인지)을 동시에 고려한 연구의 필요성, 정보공정성에 관한 연구의 필요성, 조직공정성 유형을 측정하는 도구의 개선을 제안하였다. (3) 연구형태 측면에서는 조직공정성 유형들간의 상호작용 효과에 대한 연구, 정성적 연구의 필요성, 분석수준의 확장 등을 제안하였다. (4) 마지막으로 실질적 분석에서는 조직 공정성의 다양한 결과변수에 대한 연구의 필요성(예를 들면 스트레스 혹은 직장 가정 갈등), 조직공정성의 선행 요인에 대해 더 많은 연구의 필요성, 조직공정성 인식 및 결과에 있어서 개인차와 감정의 역할을 다루는 연구의 필요성, 사회적 특성을 고려한 연구의 필요성을 제시하였다. 맺음말에서는 국내 조직공정성 연구의 향후 과제를 요약하고 본 연구의 한계점을 제시하였다. Organizational justice is a topic that has drawn much attention by all areas of social sciences. The great influence that perceived organizational justice has on the attitudes and actions of organization members is cited as the main reason for this heightened interest. For the last 25 years, domestic research has studied organizational justice in the context of many areas, such as performance appraisal, compensation and organizational change. Domestic literature has increased significantly in quantity, but has suffered some qualitative flaws. Specifically, there is an absence of research that critically reviews past studies to provide guidance for the future. Therefore, it is both academically and practically meaningful to critically examine the past 25 years of domestic research on organizational justice, and thus present a direction for further development in this field. In this study, we critically analyzed 62 studies on organizational justice, drawn from academic journals on organizational behavior and human resource management. Our system of analysis consists of a general overview of the research; an analysis of the theories, models and dimensions of organizational justice; and a substantive analysis. In the general overview, we describe a number of trends found in the past 25 years of research, according to quantity, research type, and subject of research. In the analysis of theories, models and dimensions, we consider the relevant issues and limitations regarding the theories, dimensions, study models and research methods for organizational justice. In the substantive analysis, we present a comprehensive analysis of the existing literature, focusing on aspects such as antecedents & consequences of organizational justice, mediating and/or moderating effects of justice, the interactive effects among different types of organizational justice, and the relationship between demography and perception of organizational justice. There are three major points that distinguish domestic organizational justice research from its Western counterpart. First, the research tends to focus on certain organizational justice theories, instead of covering a wider range. Second, among the different types of organizational justice, distributive justice, procedural justice and interactional justice are actively discussed, while there is virtually no mention of informational justice, which is highly relevant today. Third, while the research regarding antecedents and consequences of organizational justice have yielded similar results domestically and in the West, domestic studies on the consequences of organizational justice are relatively weak. In this study, we make the following suggestions for future research:1) Theory-utilize a wide array of organizational justice theories, develop theories that are tailored to domestic circumstances within Korea, analyze the causal relationships among different types of organizational justice models, recognize the need for research on organizational injustice; 2) Organizational Justice Types-conduct research that encompasses both organizational justice types and the sources of justice (that is, the subject of the justice inquiry), commence studies on informational justice, and improve the tools that are used to evaluate organizational justice models; 3) Research Models-conduct further research on the interactive effects among different organizational justice types, recognize the need for qualitative research, and expand the breadth of analysis; and 4) Substantive Analysis-recognize the need for research on the following topics:the various consequences of organizational justice (such as stress or work-family conflict), organizational justice antecedents, the effect of personal differences and emotions on perceptions of organizational justice, and the implications of societal characteristics on organizational justice. In conclusion, we summarize the issues that will need to be addressed in fu

사회적기업의 사회적 목적 실현성과에 영향을 미치는 요인

문형구(Moon, Hyung-Ku),홍정화(Hong, Jung-Hwa) 글로벌경영학회 2014 글로벌경영학회지 Vol.11 No.3

본 연구에서는 오늘날 사회적 경제(social economy)의 실질적인 주체로서 사회적 목표를 우선적 으로 추구하는 사회적기업의 목적(사회적기업 육성법 제1조)과 정의(동 법 제2조)에 근거하여 ‘사 회서비스 제공’, ‘일자리 제공’, ‘지역사회 공헌’ 등 ‘사회적 목적 실현성과’에 중요한 영향을 미치는 요인들을 연구하였다. 본 연구의 목적을 달성하기 위하여 전국의 사회적기업과 예비사회적기 업을 대상으로 인터넷과 우편 등을 활용하여 설문지 약 1,700부 배부하여 회수된 설문지 224부중 응답이 불성실하거나 연구대상자가 아닌 9부를 제외하고 215부를 통계적 분석에 이용하였다본 연구의 결과를 요약하면 다음과 같다. 첫째, 정부·지방자치단체 요인이 사회적 목적 실현성과에 미치는 영향력을 검증한 결과, 그 영향 력의 크기는 경영지원, 재정지원, 공공기관 우선구매 순으로 나타났다. 또한 재정지원과 경영지원은 통계적으로 유의한 영향을 미친 반면 공공기관 우선구매 통계적으로 유의한 영향이 없는 것으로 나타났다. 둘째. 전략적 요인이 사회적 목적 실현성과에 미치는 영향을 검증한 결과, 그 영향력의 크기는 유급근로자 고용, 의사결정구조, 자율경영공시 수준 순으로 나타났다. 의사결정구조와 유급근로자 고용은 통계적으로 유의한 영향을 미친 반면 자율경영공시 수준은 영향이 없는 것으로 나타났다. 셋째, 조세지원제도 요인이 사회적 목적 실현성과에 미치는 영향을 검증한 결과, 그영향력의 크기는 기부금 손금산입, 법인세 감면, 지방세 감면 순으로 나타났다. 또한 법인세 감면과 기부금 손금산입은 통계적으로 유의한 영향을 미친 반면 지방세 감면은 영향이 없는 것으로 나타났다. This study investigates the factors having significant influences on realization of the social purposes. To achieve the object of this study, questionnaires method was used. 1700 questionnaires were distributed and 215 copies were used for statistical analysis out of 224 collected survey questions. 9 questionnaires were ruled out owing to unreliable response. For basic analysis, this paper performed frequency analysis, descriptive statistics quantity, reliability analysis, significant analysis, and correlation analysis. As for hypothesis test method, multiple regression analysis was performed. The results of this study are as below. First, as a result of analysis for the central and local government factor effecting on realization of social purpose, the order of most influencing components was business support, financial aid, and public institution preferential purchase. Second, in consequence of analysis for the strategic factor effecting on realization of social purpose, the order of most influencing components was paid worker employment, decision making structure, and voluntary public announcement. Third, as a result of verification for the tax support system factor influencing on realization of social purpose, the order of most effecting elements was donation deduction, corporate tax reduction, and local tax reduction.

기업의 사회공헌활동 현황과 성과와의 관계

문형구(Hyoung Koo Moon),박태규(Tae kyu Park) 한국비영리학회 2005 한국비영리연구 Vol.4 No.2

  우리나라에서도 기업들의 사회공헌활동은 계속적으로 증가하고 있다. 하지만 이러한 기업들의 사회공헌 활동은 아직도 장기적인 계획에 의한 꾸준한 활동이라기보다는 상황에 따른 일회성 활동에 그치고 있다. 즉 기업 사회공헌활동의 양적인 팽창에도 불구하고 질적으로 미흡함을 보여주고 있다. 기업의 사회공헌활동이 증가함에 발맞추어 한국기업의 사회공헌활동에 관한 현황에 관해서 지금까지 학계와 경제계 등에서 많은 노력이 이루어져 왔다. 그러나 지금까지의 연구는 대체로 현황의 분석에 머무르고 있어 사회공헌활동의 여러 양상에 관한 현황조사뿐만 아니라 성과와의 관계 등 좀 더 체계적인 연구가 필요하다고 여겨진다.   본 논문은 사회공헌활동의 효과적이며 효율적인 시행의 성공요인을 파악하려는 연구의 한 부분으로서 기업이 왜, 어떻게 어느 영역에 얼마나 공헌활동을 하는가를 살펴보았다. 또한 사회공헌활동의 성과지표로서 조직 구성원의 만족도, 이해관계자 만족도 그리고 경영상의 성과를 측정하여 앞에서 살펴 본 요소들과의 관계를 살펴보았다.   In Korea, social contribution by companies and corporate giving is increasing continuously. These acts of contribution, however, are largely one-off events, directed by circumstances of the time, rather than steady contributions with long term plans and goals. That is to say, in spite of a quantitative increase in corporate giving, it is still lacking in quality. Thus, a study analyzing current trends in acts of social contribution by corporations and corporate giving and suggesting the course of direction corporations should take in the future was thought necessary.   This study, as a part of the project exploring the success factors of corporate giving activities, examined corporate giving in Korea regarding the total amount, motives, barriers, and areas of corporate giving. Also, the relationships of the above mentioned aspects of corporate philanthropy with performance were examined. Finally, future directions of research in corporate philanthropy were suggested.

조직시민행동(OCB) 연구에 대한 비판적 고찰

문형구(Hyoung Koo Moon),김경석(Kyoung Seok Kim) 한국경영학회 2006 經營學硏究 Vol.35 No.2

Academic interest in, and systematic investigations of OCB(Organizational Citizenship Behavior) are recent phenomena in Korea. In fact, it is only ten years since the first study on OCB was published. Despite such a short history, the number of studies on OCB have dramatically increased in Korea.On the whole, however, OCB studies in Korea do not seem to show such a dramatic increase in quality. This can also be seen in the fact that the majority of existing studies have empirically investigated the antecedents of OCB, most of which have replicated the studies conducted in the West. Consequently, OCB studies in Korea are now faced with the challenges for the new stage. This study critically examines the previous OCB studies in Korea. We compare the studies in Korea with those from abroad and through careful analysis, identify the areas to be improved. The discussions on OCB consist of three aspects: the conceptual, the substantive, and the methodological. First, the conceptual part includes the definition of OCB and deals with its sub-dimensions. Second, discussion on the practical aspect covers the antecedents and outcomes of OCB. Finally, the methodological aspect of this paper deals with the methodological problems, which include OCB measures, sources of observation, and research design. Through a critical analysis of those three areas, this paper aims to provide a general survey of OCB research trends in Korea, and to make suggestions for future research. In comparison with research abroad, OCB studies in Korea in general show the following characteristics. First, there are not many studies that critically and comprehensively analyze the definition of OCB. Korean research covering the conceptual aspect are not only hard to find -- the studies that do are often superficial and merely give a definition of what OCB is. Most Korean studies cite Organ’s 1988 definition of OCB, and definitions of OCB sub-dimensions are also adopted from foreign papers. Even the Korean translation of OCB is a matter of debate -- various terms are used, and translation of sub-dimension terms are likewise inconsistent.Second, there have been a relatively wide variety of studies dealing with the practical aspect. Among such research, there are occasionally some theoretical papers that center only on theoretical hypotheses and propositions, but the vast majority are empirical studies that actually prove hypotheses in practice. Job attitudes and leadership behavior are the most commonly researched antecedents of OCB, and individual traits such as personality are also quite often dealt with. As for the consequences of OCB, the focus has been mostly on organizational performance, with hardly any research on individual performance.Lastly, in the methodological aspect, a considerable variety of research methods have been employed. Most empirical studies utilize the survey methods, but there have been notable attempts at longitudinal research, meta-analysis and experimental research. This merits a certain degree of attention, for it is difficult to find use of such methods even among the extensive OCB research abroad. There is, however, much room for improvement regarding the measurement of OCB. Aside from a few exceptions, most studies have relied on translated and modified versions of foreign OCB measures without any validity test. Moreover, most studies derive the material needed to prove hypotheses from a single source of observation through a method of self-report.

국내신뢰 연구의 동향과 향후 연구방향에 대한 제언

문형구(Hyoung Koo Moon),최병권(Byoung Kwon Choi),내은영(Eun Young Nae) 한국경영학회 2011 經營學硏究 Vol.40 No.1

It has been well recognized that trust has a favorable influence on employee attitude, behavior, and performance, as well as organizational effectiveness. Accordingly, studies on trust have long flourished in various academic fields. In Korea, however, studies on trust started only around 2000, with a steady increase since then. However, previous studies on trust have rarely been systematically reviewed. Hence, the main purpose of our study is to summarize the existing research and to provide suggestions for future research through a comprehensive review of 96 studies on trust that have been published in major academic journals in the field of organizational behavior and human resource management. Our study comprises two sections. The first section is intended to summarize the results of in-depth analysis of topics such as trends and limitations, and the second section contains our suggestions for future research on trust in Korea. The findings regarding trends and limitations can be summarized as follows: First, conceptual analysis has demonstrated that, similar to studies in the West, most studies in Korea have researched trust using a psychological state approach, where trust is defined as the willingness of a party to be vulnerable to others (Mayer et al., 1995). Additionally, trustworthiness, which is defined as the characteristics that inspire favorable expectations of others, also has been researched as a concept synonymous with trust. However, although studies with a multi-dimensional concept of trust have increased, studies on the interrelationships among sub-dimensions of trust, such as developmental patterns an configurational characteristics, have not yet been conducted. Second, in terms of measurement analysis, we found that 51 trust measures were used, and approximately 70% of those measures (36) were used only once. This means that trust measures are extremely diverse, and thus there is little consistency in their use. Even so, most of these measures have been generally consistent with the definition of trust in each study; however, some studies did not operationalize trust measures in accordance with their definition of trust. Taken together, the use of diverse trust measures and the issues of inconsistency between trust measures and definitions seen in Korea are similar to those frequently seen in Western studies. Third, our analysis of empirical findings revealed that both transformational and transactional leadership have been studied primarily as antecedents. In most studies, job satisfaction, organizational commitment, and organizational citizenship behavior have been addressed as consequence of trust in most studies. In contrast, studies dealing with job and/or organizational characteristics and trustors` personal characteristics (e.g., personality) as antecedents of trust have been lacking. In addition, the moderators that affect the relationship between antecedent and trust have not been fully addressed. Empirical findings in Korea are similar to findings in Western studies in that trust has a strong relationship with employees` attitude, behavior, and performance in sequence. However, Korean findings differ in that procedural justice has a stronger relationship with trust in an organization than trust in a leader. Fourth, our analysis of research methods found that most studies in Korea have been empirical studies based on survey. In terms of research type, many studies have addressed trust in the context of vertical relationships between leader or management and employees rather than horizontal relationships among co-workers. In addition, most studies on trust have been conducted in the context of interpersonal relationships rather than inter-group or inter-organization relationships. Based on the above discussion, we suggest directions for future research on trust in Korea. First, a more diverse approach toward trust that incorporates factors such as personality and behavior is needed. To this end, n

제7분과 : 인사 / 조직 : The Effect of Feedback Sign and Diagnosticity of Self - efficacy and Goal Change

문형구 ( Hyoung Koo Moon ) 한국경영학회 1993 추계학술연구발표회 발표논문집 Vol.- No.-

집단간 지식공유의 영향요인에 관한 연구

박문수 ( Moon Soo Park ),문형구 ( Hyoun Koo Moon ) 한국지식경영학회 2004 지식경영연구 Vol.5 No.2

한국투자기업의 현지종업원 조직몰입도 및 그의 결정요인 - 인도네시아 및 중국을 중심으로 -

신만수,문형구 ( Mann Soo Shin,Hyoung Koo Moon ) 한국국제경영학회 1997 國際經營硏究 Vol.8 No.1

This study is about the organizational commitment of the workers employeed by large Korean firms and their overseas subsidiaries in Indonesia and China. The two subdimentions of the organizational commitment, affective and continuance commitment were analyzed, using Allen and Meyer`s 24 item measure. The organizational commitment of 806 workers has been found to be significantly different depending on their nationalities. The affective commitment of Chinese and Indonesian workers was found to be significantly higher than that of Korean workers, whereas the continuance commitment of Indonesian and Korean workers was higher than that of Chinese workers. Among various factors determining the level of organizational commitment, nationality, formalization, centralization, skill variety, and task autonomy were found to be significant in explaining the organizational commitment of workers.