노사간 정보공유와 단체교섭에 관한 연구

유병주,성을현 한국생산성학회 1996 生産性論集 Vol.11 No.1

정신지체인의 성인교육을 위한 Paulo Freire 교육철학의 의의

유병주 국립특수교육원 2000 특수교육연구 Vol.7 No.-

정신지체인들은 그들이 존재하고 있는 사회에서 종속과 소외당하고 있는 사회 불이익자들이다. 우리 사회를 지배하고 있는 규범과 도덕은 건강하고 아름답고 능력 있는 이상가치를 만들어 이 가치에 따라 정신지체인들에 대한 평가를 내리고 있다. 따라서 그들에 대한 정으는 <지능>과 <재능>에 근거를 두어 전 생활 영역에서 교육과 사회참여의 축소주의로 이끈다. 이러한 단일화된 가치는 비장애인들로 하여금 <장애인>과 <장애 됨>에 대해 두려움을 갖게 하며 장애인들에게는 신체적, 심리적 그리고 사회적 고통을 느끼게 한다. <장애인 임>, <장애 자녀를 갖는 것>은 해당한 사람에게 고통이다. 그들의 개인적 비극에 대해 공감대 없는 특별 대우는 그들에게 더 큰 고통이다. 정신지체인들이 우리 사회에서 조화롭고 고통에서 해방된 삶을 살아갈 수 있도록 자신의 현실을 직시하고 다각적인 사회 인식의 변화에 기여할 수 있는 의식 교육이 필요하다. The mentally retarded are people with many social disadvantages who are dependent and isolated in our social system. The social norm and moral make such an ideal value that only an healthy, beautiful and competitive person is a real human. Therefore, the definition on the mental retardation uder such a value results in reduction of education in all sphere of life only on the basis of <intelligence> and <talent>. Such a narrow-minded standard of value makes that the non-handicapped are afraid of <the Handicapped> and <Handicap>, and the handicapped feels physical, psychological and social pain on the other hand. <Being Handicapped> and <having a handicapped child> are a extreme sorrow according to this value for the appropriate person and his or her parents. The special service without solidarity only makes their life more tragic. That's great pain of them. Thus, the mentally handicapped will have harmonious life without social prejudice, so that they can face up to the reality, and our community must be changed into a multicultural society as well. First of all, they need a emancipatory education for them.

여성근로자들을 위한 협의체 구성에 관한 연구 : 그룹홈종사자혐의체 구성에 대한 욕구조사

유병주 서울여자대학교 여성연구소 2001 여성연구논총 Vol.16 No.-

The number of group homes has beon suddenly increasing froln mid-nineties arter they had experienced its development for 10 years. So, tile grcup holne is now valued as tile most developed cornprehensive welfare service rortile handicapped adults. But there are many firf4culties not only for tile institutions, which is directly managing tile grcup homes, but also for tile weB'keB's wBlo is in tirect charge of education and training for those who are using tile group homes because it is lack of the unified and obiective theories and systelns on tile grcup home We can enumerate too long vorking hours, smah pay of tile vorkers, and deficiency of undei·standing of tile head tile institutions as tile trpical reason forit Therefore, tilea#of·kers are eagerIy hoping tile building of association fortile grcup holne workers as selr-help measure in which they can share and solve theirown Problems and wishes. They want that tile association can play such a role firstly; as a bodrof feringeducational information for tile groilp homes and their occupants, secondly; as a pressure grcup for tile welfare and botter treatment of tile workers, thirdly; as a place where tile workers can exchange information for their own development. But the most important filing is that tile workers can botter recognize and increase their own understanding on their prof ession and self-help ability through tile association of tile group tlome workers. For turning this plan into reality, we rleed absolute understanding and cooperation of tile head and middle manager, Through such efforts, tile profession of tile group home workers should the acknowledged as one of tile independent professional fields, and tfle working condition should be improved for tile professional workingwomen. The association for tile group home workers wih be able to contribute systematicahy and effectively to achieve common desires and aims of such workers.

비정규직의 HRM 관행이 조직성과에 미치는 영향에 관한 연구

유병주,남기섭 한국기업경영학회 2009 기업경영연구 Vol.16 No.1

As the uncertainty for the employment increases among workers due to dramatic change in the business environment, the Human Resource Management(HRM) practices of contingent workers is more likely to increase than before. The impact of HRM practices on firm performance and organizational performance is an important topic in the fields of business administration. Till now, theoretical and emplirical research has been devoted to investigating the effect of HRM practices on organizational performance. But the outcome of HRM practices was mostly evaluated by financial measures, the object was permanent worker, not contingent workers. This study focuses on how HRM practices of contingent workers affects organizational performance. We consider whether careerism plays a moderating role in the effect of HRM practices of contingent workers on the organizational performance. The HRM practices of this study measures five independent variables-wage, fringe benefits, training, job stability and procedural justice. Organizational performance measures organizational commitment and turnover intention. The result of this study shows as follows: First, Wage, fringe benefits and procedural justice of HRM practices of contingent workers was related positively to is organizational commitment. Second, HRM practices of contingent workers shows a significant positive impact, indicating that the higher the wages, to the lower turnover intention. Third, this study considers the moderating effect of careerism with regard to the effect of HRM practices of contingent workers on the organizational performance. The study reveals that the careerism has a moderating effect on the relationship between wage, fringe benefits and procedural justice of HRM practices and organizational commitment, but the moderating effect of careerism with regard to the effect of HRM practices on the turnover intention was not supported. Finally implications of these results are discussed. 최근 고용환경 변화로 인해 비정규직 근로자의 수가 급격히 증가함에 따라 비정규직을 활용하고 있는 기업의 경우 인사관리 전반에 대해 변화가 불가피하게 되었다. 비록 비정규직 근로자라고 하더라도 기업들이 이들에 대한 인적자원 계획을 세우고 이들을 비용개념이 아닌 자산의 개념으로 보고 동기화시킨다면 오히려 정규직에 비해 직무만족이나 직무태도가 더 높을 수가 있다. 따라서 본 연구에서는 비정규직 근로자를 대상으로 HRM 관행 즉, 임금수준, 부가급부 수준, 훈련, 직무안정성 및 절차공정성이 조직몰입이나 이직의도에 어떠한 영향을 미치는지를 살펴보았다. 또한 조직과의 고용관계를 어떻게 생각하고 있는가를 나타내는 경력주의를 투입하여, 비정규직의 HRM 관행이 조직성과에 영향을 미치는데 있어서 조절효과가 있는지를 시도하였다. 연구 결과, 비정규직의 경우 임금수준, 부가급부 수준, 절차공정성이 높을수록 조직몰입은 높아지는 것으로 나타났다. 또한 임금수준이 높다고 지각할수록 이직의도는 낮아지는 것으로 나타났으며, 나머지 4가지 인사관행과는 관련성이 없는 것으로 나타났다. 한편 HRM 관행이 조직몰입에 미치는 영향에 있어서 경력주의의 조절효과 분석에서는 급여수준, 부가급부 수준 및 절차공정성에서 조절효과를 보였으며, 이직의도에 대해서는 조절효과가 없는 것으로 나타났다

「타일랜드」의 債金實態에 관한 硏究

柳炳胄 충남대학교 경상대학부설 경영경제연구소 1987 경영논집 Vol.3 No.1

호프(Hop) 노균병의 생태와 방제 -발병실태와 대책-

유병주 한국작물보호협회 1985 자연과 농업 Vol.6 No.7

經濟的 聯關效果測定에 關한 小考

유병주 牧園大學校 1980 論文集 - 牧園大學校 Vol.3 No.-

The "Associated economic effects" should be viewed not by the micro-economic aspect but by the macro economic aspect. To measure it is important for bost country to ad-opt the foreign direct investment and joint ventures. There are various methods to measure the "associated economic effects." I select thee methods in this study I-O Table (Input-Output Table), SMP(Social Marginal Productivi-ty), 'DRC (Domestic Resources Cost). Eut for the above meauring models, there are many problems to apply to the individual investment project. So, occasionally, the var-iables in the original measuring models must be modified. In conclusion, though the return on investment of respective investment project turned out unacceptable by the measuring Models-IRR (Internal rate of return), NPV(Net pre-sent value) or B/C ration (Benefit-Cost ratio), it must be selected when the associated economic effects of the project can be acceptable.

經歷轉換에 관한 硏究

柳炳胄 충남대학교 경상대학부설 경영경제연구소 1985 경영논집 Vol.1 No.-

職務滿足의 槪念定義 및 測定에 관한 硏究

柳炳胄 충남대학교 경상대학부설 경영경제연구소 1982 경영논집 Vol.4 No.1

중국인의 근로가치관

유병주,방진방 충남대학교 아시아지역연구소 1998 아시아지역연구 Vol.2 No.-