조선족 근로자의 사회적 자본이 문화적응과 직무만족에 미치는 영향

이금희(Jinxi Michelle Li),유양(Yang Liu),정동섭(Dong Seop Chung) 한국인적자원관리학회 2016 인적자원관리연구 Vol.23 No.1

오늘날 한국사회가 국제화 시대에 진입하면서 한국에 있는 외국인 근로자수의 수가 대폭 증가하고 있다. 하지만 이들은 열악한 근무환경과 저임금, 임금체불, 문화적응 등으로 많은 어려움을 겪고 있다. 본 연구는 외국인 근로자들의 사회적 자본의 특성인 사회적 네트워크와 사회적 지원이 그들의 문화적응과 직무만족에 미치는 영향을 분석함으로써 이들을 고용하는 기업들과 이들을 지원하는 사회복지 단체에 실무적 시사점을 주고자 한다. 이를 실증적으로 검증하기 위하여 중국 조선족 근로자 191명에 대한 설문조사를 근거로 하여 가설을 검증하고 이론적이고 실무적인 결과를 제시하고자 하였다. 실증적 연구결과는 다음과 같다. 외국인 근로자의 사회적 자본 중 가족지원, 한국인 지원, 모국인 지원 및 한국인 네트워크 등 모든 변수가 매개변수인 문화적응에 정(+)의 영향을 미치고 있음을 확인하였고, 문화적응은 직무만족에 정(+)의 영향을 미치는 것으로 나타났다. 그리고 매개변수인 문화적응은 가족지원과 직무만족의 관계, 모국인 지원과 직무만족의 관계, 그리고 한국인 네트워크와 직무만족 간의 관계에서 완전매개의 역할을 하는 것으로 나타났다. 또한 문화적응은 한국인 지원과 직무만족 간의 관계에서 부분매개의 역할을 하는 것으로 나타났다. With the gradual impact of globalization, the number of foreign workers in South Korea is increasing rapidly. But the workers are suffering from a lot of difficulties such as bad working conditions, lower income, unpaid wages, cultural adaptation, etc. This paper aims to investigate how the social capital factors (social network and social support) influence cultural adaptation and job satisfaction. In addition, the paper aims to provide practical guidelines for social welfare organizations and enterprises which support and recruit them. The sample of our respondents was 191 Korean-Chinese workers in Korea. We used SPSS 21.0 for statistical analysis. The results are as follows: Korean network, family support, Korean support and native support have a significant effect on cultural adaptation. Moreover, Cultural adaptation significantly affects job satisfaction. Furthermore, cultural adaptation was found to mediate the relationship between Korean network and job satisfaction as well as between Korean/family/native support and job satisfaction.

한국과 중국 인사관리제도의 비교

이금희(Jinxi Michelle Li),정동섭(Dong Seop Chung),왕상(Shuang Wang) 한국인사조직학회 2020 한국인사ㆍ조직학회 발표논문집 Vol.2020 No.3

오늘의 글로벌 환경에서 인적자원관리가 기업경영의 핵심 경쟁력으로 부상되고 있다. 1992년 수교이후 한중 양국은 활발한 물적 및 인적 교류를 해왔으며 경제공동체로서 상대방 국가로의 비즈니스 진출도 활발해 지고 있다. 하지만 90년대 이후 중국진출 한국기업의 대략 80%가 사업실패와 함께 인적자원관리가 그 실패의 원인으로 지적되고 있다. 그리고 인적자원관리가 기업의 핵심 경쟁력으로 부상되고 있으면서 비즈니스 진출에 성공하려면 상대방의 인사관리제도를 이해하는 것이 필수이다. 하지만 기존 연구들은 대부분 한중 양국의 인사관리제도를 단편적으로 언급한데 지나지 않았고, 특히 양국의 인사관리제도를 비교분석한 연구는 전무하다. 이에 본 연구는 한중 양국의 인적자원관리시스템을 시대별고 비교분석하고 양국의 대표기업인 삼성과 화웨이, LG와 하이얼의 사례를 통해 공통점과 차이점을 구체적으로 조명해 보고자 한다. 연구결과, 중국은 사회주의와 공산주의 체제하에서 정부의 통제와 참견이 많아 조직문화, 교육훈련, 평가, 노사관계 등 인사관리 전반에 걸쳐 정치적 색채가 짙었지만 한국은 자본주의와 자유시장체제로서 정부의 통제나 간섭이 별로 없어 인사관리제도에 정치적 색채가 없었다. 이러한 정치적 간섭은 중국의 인사관리 발전에 큰 장애가 되기도 했지만, 다행히도 중국이 점차 서방의 선진적인 인사관리 시스템을 도입하면서 성과주의 인사관리시스템으로 전환하여 현재는 한국의 인사관리제도와 큰 차이가 없게 되었다. 그 구체적인 증거가 바로 삼성과 화웨이, LG와 하이얼 등 한중 대표기업의 사례비교이다. 하지만 90년대 중반까지 중국의 인사관리제도는 정부의 간섭이나 통제로 인해 정치적 색채가 농후하였기에 그 역사적 잔재가 지금도 중국기업의 곳곳에 남아있을 수 있어 정부와 기업의 적극적인 관리와 대처가 필요할 것으로 예상된다. In today s global environment, human resource management becomes a core competitiveness of corporate management. Since the diplomatic relations in 1992, Korean and China have actively engaged in various exchanges, and as an economic community, business expansion to the other country has also become more active. However, about 80% of Korean companies entering China since the 1990s have experienced business failure due to the lack of skills in human resource management. As human resource management has become a core competitiveness of a corporate management, it is essential to understand the other country s HRM systems for the success in business expansion. However, previous studies have dominantly addressed the HRM systems of the either countries and have neglected the comparison of the HRM systems of the two countries. Thus, this study aims to compare and analyze the HRM systems of both countries by 3 time periods and to investigate the commonalities and differences through the cases of Samsung and Huawei, LG and Haier that are representative companies of both countries. As a result of this study, China has a strong political color in the overall HRM systems including organizational culture, training and development, appraisal and labor relations due to the high level of government control and interference under the socialist and communist systems. On the contrary, Korea has no government interference and thereby no political colors in the HRM systems due to its capitalist and free market systems. Such political interference has been a major obstacle to the development of human resources management in China, but it is fortunate that China gradually introduced advanced Western HRM systems and switched to performance-based HRM systems. Thus, there is no significant differences in HRM systems between Korea and China nowadays. The concrete evidence for the similarities of HRM systems between Korea and China is the comparative case analysis of the leading companies of the two countries such as Samsung and Huawei, LG and Haier. However, China s HRM systems had a rich political color until the mid-1990s due to government intervention or control, so its historical remnants may still remain in various aspects of Chinese companies. Thus, Chinese government and relevant companies including foreign subsidiaries should actively manage and deal with such remnants or political culture.

한국에서의 이문화 교육훈련 개선방안에 관하여

이금희 ( Jinxi Michelle Li ),김성국 ( Seong Kook Kim ) 한독경상학회 2014 經商論叢 Vol.32 No.1

본 연구는 최근 그 수가 증가되고 있는 삼성, LG, 현대그룹과 같은 우리나라 대기업의 외국인 근로자와 다문화 가족들의 한국 문화 적응을 돕기 위한 이문화 교육의 실태를 분석하고 개선 방안을 제시하는 데 그 목적이 있다. 본 연구에서는 볼튼(Bolton)이 제시한 이문화 교육훈련의 방법론에 비추어 우리나라 기업의 이문화 교육훈련이 어떤 차이를 보이고 있으며 어떤 문제점이 있는지를 살펴보고 우리나라 기업에 적용할 수 있는, 바람직한 이문화교육의 모형에 대한 논의와 함께 개선방안을 제시하고자 한다. 볼튼이 제시한 4가지 이문화 교육훈련 방법을 살펴 본 결과 1) 일반문화-강의방식에서 가장 편리하고도 효과적으로 적용될 수 있는 테크닉은 Hofstede의 문화모델을 이용한 세미나이고, 2) 특정문화-강의방식에서 특정문화 동화장치, 세미나, 외국어학습, 사례분석 등은 모두 효과적으로 사용될 수 있으며, 3) 일반문화-경험방식에서 자기평가설문은 문화이해의 가장 효과적인 방법이고 상호문화소통 워크숍은 여러 가지 다문화 축제의 형태로 진행될 수 있으며, 4) 특정문화-경험방식의 대부분 훈련방법, 이를테면 이중문화 소통워크숍, 지역 시뮬레이션, 역할연기, 형장방문 등은 모두 효과적으로 사용될 수 있다. 한국에서의 이문화 교육훈련의 개선방안은 다음과 같다. 1) 이문화 교육프로그램은 그 성과를 정기적으로 측정해야 하며, 반응척도 뿐만 아니라 학습척도와 행동척도를 고려한 다양한 평가방법을 활용해야 한다. 2) 국내외의 우수한 교육프로그램과 source를 적극적으로 활용해야 한다. 3) 외국인들과 함께 일하거나 생활할 한국인(고용주, 노동자, 배우자, 학생)들을 위한 이문화 교육도 필요하다. 4) 될수록 이면 개개인의 수준과 요구에 맞는 맞춤식 교육이 필요하다. 5) 이문화 교육은 실제 사례에 기초한 다양한 훈련기법 (예를 들어 강의방식과 경험방식의 혼합)을 사용해야 한다. The purpose of this paper is to present current cross-cultural training (CCT) programs in Korea, including programs for expatriates in large corporations as well as programs for foreign workers, multi-cultural family members, and students. The two main themes of this paper are to 1) apply Bolten`s cross-cultural training methods to current CCT programs in Korea, and 2) make recommendations for improving such CCT programs in Korea. Upon applying Bolten`s CCT methods to current CCT programs in Korea, we found that 1) seminars using Hofstede`s cultural dimensions might be the most convenient and effective training methods amongst the General Intellectual Training methods; 2) Culture-specific assimilators, seminars, language training, and case studies were all applicable amongst the Specific Intellectual Training methods; 3) of the General Experiential Training methods, self-assessment surveys were the most effective in understanding culture while intercultural communication workshops in the form of various multi-cultural festivals were also found to be effective; 4) most methods falling under the category of the Specific Experiential Training methods that included bicultural communication workshops, area simulations, role plays, and field trips were all applicable for CCT programs in Korea. Recommendations for improving CCT programs in Korea should 1) conduct regular assessments using a diverse range of assessment tools, 2) benchmark other successful programs and utilize useful resources found overseas, 3) provide training for Koreans who either work or live with foreigners, 4) provide customized training programs for individual trainees, if possible, and 5) use various training techniques based on authentic data.

한국과 중국 근로 대학생들의 직무태도에 영향을 미치는 변인들과 자발성, 민족의 조절효과 분석

이매결(Meijie Li),이금희(Jinxi Michelle Li),권순식(Soonsik Kwon) 한국산업경제학회 2014 한국산업경제학회 정기학술발표대회 논문집 Vol.- No.춘계

중국인 유학생-노동자들의 긍정심리자본이 직업적응에 미치는 영향: 문화적응의 매개효과를 중심으로

김권수(Kwon-Su Kim),이금희(Jinxi Michelle Li) 한국인적자원개발학회 2021 인적자원개발연구 Vol.24 No.2

산업민주화의 한 모형-프랑스 근로자 생산협동기업(SCOP)에 관한 고찰

김흥길 ( Heung-gil Kim ),이금희 ( Jinxi Michelle Li ) 아시아.유럽미래학회 2017 유라시아연구 Vol.14 No.2

SCOP(Societe Cooperative Ouvriere de Production), an organizational form of the cooperative enterprise of workers, has contributed significantly to the national economy of France where a variety of political ideologies and systems coexisted. As of 2015, there are 51,500 employees in 2,855 SCOPs, which made a great contribution to job creation and industrial democracy. The SCOPs in France are mainly divided into three types. The first is Ex-nihilo type, in which workers establish production cooperatives by themselves and operate independently. The second is Transformation type where small- and medium- sized manufacturers are acquired by employees and managed independently. The third is Reanimation type in which employees operate and manage companies acquired through bankruptcy buyout. Some SCOPs temporarily exist and disappear due to internal conflicts and limitations, but the number of SCOPs has been steadily increasing. In average, 100 to 150 SCOPs are increasing every year. It is also noteworthy that the steadily increasing social cooperative, SCIC(Societe Cooperative d`Interet Collectif), has been included in the SCOP analysis since 2012. This study aims to explore the history and developmental process of SCOP as well as to examine its operating systems, principles and socio-economic performance. SCOP has been considered as a model of industrial democracy. The investigation of SCOP can provide useful implications for establishment and operations for employee buyouts and social cooperatives in Korea. The SCOPs in France have gone through many trials and errors in the past 170 years and created their own “uniqueness” and “competitiveness(core competence)”. As such, SCOPs have contributed a great deal to socio-economic performance such as improving quality of work life, respect for humanity and the realization of industrial democracy. In the 1970s, Korea achieved a remarkable economic growth along with various attempts at social reforms. This periods of time is called “Economic Revolution” or “Transitional Periods”. In the process, however, qualitative aspects such as solidarity and equality between labor and management, democratic operation of organizations, and overcoming labor marginality through participation have been neglected. Korean government has focused only on quantitative performance in the process. As can be seen from the quantitative data, the number of SCOPs in the CGSCOP has been steadily increasing. In the meantime, some SCOPs exist only for a short period of time due to their internal conflicts and limitations. Nevertheless, average of 100 to 150 SCOPs are increasing per year. As may be seen from this figure, voluntary participation of employees and their challenging spirits could contribute significantly to the creation and maintenance of employment as well as to the realization of industrial democracy. Therefore, investigation of SCOPs in France could help search for alternatives in more proactive establishment of industrial democracy in Korea. It is expected that more broad range of data collection, literature and case studies may trigger more systematic analysis and studies on SCOP systems in France.

외재적 보상과 내재적 보상이 조직유효성에 미치는 영향: 중국 국유기업과 사유기업의 경우

유류 ( Liu Liu ),이금희 ( Jinxi Michelle Li ) 아시아.유럽미래학회 2017 유라시아연구 Vol.14 No.1

After the implementation of reform policy in 1978 and the successful transition of planned economy to a market economy in 1992, China has established various types of enterprises including state-owned enterprises, collective ownership enterprises, private enterprises and foreign-funded enterprises. Among them, state-owned and private enterprises are significantly different in terms of size, organizational structure, human resources management, employment stability and compensation. This study aims to investigate the effects of extrinsic(money, benefits) and intrinsic(job) rewards on organizational effectiveness(job satisfaction and work effort) among the private and state-owned enterprises in China. Moderating roles of enterprise types(state-owned and private enterprises) and distributive justice between the two types of rewards and organizational effectiveness were also examined. Survey data from 403 Chinese employees(215 private firms, 188 state-owned enterprises) were tested using hierarchical regression analysis, which confirmed significant effects of extrinsic and intrinsic rewards on both job satisfaction and work effort. Intrinsic rewards had a stronger effect than extrinsic rewards on both job satisfaction and work effort. Furthermore, enterprise types were found to moderate the relationship between intrinsic rewards and job satisfaction, extrinsic rewards and work effort as well as between intrinsic rewards and work effort. Specifically, extrinsic rewards had a stronger effect on work effort in state-owned enterprises(than private firms), intrinsic rewards had a stronger effect on job satisfaction in state-owned enterprises(than private firms), and intrinsic rewards had a stronger effect on work effort in private firms(than state-owned enterprises). Moreover, distributive justice moderated the relationship between extrinsic/intrinsic rewards and organizational effectiveness. To be specific, extrinsic rewards had a stronger effect on both job satisfaction and work effort among the group with high distributive justice, while intrinsic rewards had a stronger effect on work effort among the group with low distributive justice. Distributive justice is about extrinsic rewards such as pay, thus the group with high distributive justice is more likely to be attracted by extrinsic rewards, while the group with low distributive justice tends to be motived by intrinsic rewards. Therefore, intrinsic rewards could maximize work effort in the case of low distributive justice. According to cognitive evaluation theory, extrinsic rewards such as pay will reduce intrinsic motivation in a work. In other words, when people are paid for work, it feels less like something they want to do and more like something they have to do. Thus, intrinsic rewards couldn`t function well in the case of high distributive justice because of the extrinsic rewards and the effect of intrinsic rewards on work effort will decrease accordingly. This study implies that Chinese enterprises need to provide intrinsic rewards as well as extrinsic rewards. The intrinsic rewards that fit Chinese reality are the establishment of learning organization and psychological awards such as “advanced workers”, “technical expertise”, “innovation award”, and “energy-saving award”. State-owned enterprises were inferior to private firms in rewards, distributive justice and work effort. These are all due to the equal reward systems in state-owned firms, and this “average prize” refers to the Chinese Confucian ideology “Do not suffer from oligopoly and suffer from uneven, not suffering from poverty and suffering from anxiety”. State-owned enterprises should increase pay level(extrinsic rewards) for top talents to avoid their turnover. Furthermore, state-owned enterprises need to use scientific indicators to evaluate the performance of CEOs and to select qualified CEOs who used to be dispatched by Chinese government.

민족정체성 유지행동이 심리적 웰빙과 직무만족에 미치는 영향: 미얀마와 베트남 노동자를 대상으로

조창권 ( Chang Kwon Cho ),이금희 ( Jinxi Michelle Li ) 아시아.유럽미래학회 2016 유라시아연구 Vol.13 No.3

The increased number of foreigners in Korea (now more than 1.8 million) has necessitated understanding, analyzing and interpreting the immigration issues in order to solve the foreign workers` social problems. This paper aims to investigate how the behavior aspects of ethnic identity (using home-country media, maintaining religious traditions, hanging around with homeland people) influence psychological well-being and job satisfaction. In addition, the paper aims to provide practical guidelines for social welfare organizations and enterprises which support and recruit them. The sample of our respondents was 146 foreign workers (90 Myanmar workers and 56 Vietnamese workers) in Korea. We used SPSS 21.0 for statistical analysis. The results are as follows: using home-country media and maintaining religious traditions significantly influence both psychological well-being and job satisfaction. Furthermore, psychological well-being was found to mediate the relationship between home-country media and job satisfaction as well as between religious traditions and job satisfaction. This study highlighted and demonstrated the importance of maintaining heritage culture in Korean multicultural policies. Integration has been considered as the most desirable acculturation strategy, but Korean multicultural policies have predominantly emphasized the assimilation aspect of integration only and have neglected another dimension of integration, which is maintaining heritage culture. Therefore, multicultural policies in Korea should help foreigners maintain their own home culture as well as help them adjusted to Korean culture. To do this, Korean government and other relevant agencies such as social services need to help foreigners easily access to home country media, help them connect to the relevant religious groups to maintain their own religious tradition, and establish social or cyber communities for the members from their own home countries.

중국인 근로자의 ERG 요인이 직무만족과 직무적응에 미치는 영향: 문화적응의 매개효과를 중심으로

김권수(Kwon Su Kim),이금희(Jinxi Michelle Li) 한국인사조직학회 2017 한국인사ㆍ조직학회 발표논문집 Vol.2017 No.2

88 올림픽 이후 지속적으로 증가한 국내 외국인수는 현재 200 만 명에 달하며 한국은 다문화 사회로 진입하고 있다. 하지만 한국에 근무하는 외국인 근로자들은 대부분 열악한 근무환경과 저임금 , 임금체불, 문화적응 등으로 많은 어려움을 겪고 있다. 본 연구는 Alderfer(1972)의 ERG 이론을 프레임으로 한국어 능력(Existence needs), 근로조건(Existence needs), 사회문화적 거리(Relatedness needs), 권력거리(Relatedness needs) 및 성취욕구(Growth needs) 등 ERG 요인들이 문화적응 (수준 1 차원, 통합 2 차원)과 직무만족 및 직무적응에 미치는 영향, 그리고 문화적응의 매개효과 및 민족의 조절효과를 분석함으로써 이들을 고용하는 기업들과 이들을 지원하는 사회복지 단체에 실무적 시사점을 주고자 한다. 이를 실증적으로 검증하기 위하여 중국인 근로자 181명 (조선족 106명, 한족 75명)에 대한 설문조사를 토대로 Amos를 이용한 구조방정식 모형분석을 실시하였다. 실증적 연구결과는 다음과 같다. 한국어 능력은 문화적응 수준 및 문화통합에 모두 유의한 정 (+) 의 영향을, 근로조건은 문화적응 수준, 문화통합, 직무적응 및 직무만족에 모두 유의한 정 (+)의 영향을, 사회문화적 거리는 문화통합 및 직무적응에 모두 유의한 정 (+)의 영향을, 권력거리는 직무적응에 유의한 정 (+)의 영향을, 성취욕구는 문화적응 수준, 문화 통합, 직무적응 및 직무만족에 모두 유의한 정 (+) 의 영향을 미치는 것으로 나타났다. 그리고 문화적응 수준은 한국어 능력과 직무적응 / 직무만족의 관계 및 성취욕구와 직무적응 / 직무만족의 관계를 매개하는 것으로 나타났다. 문화통합은 근로조건과 직무적응 / 직무만족의 관계, 사회문화적 거리와 직무적응 / 직무만족의 관계, 그리고 성취욕구와 직무적응 / 직무만족의 관계를 매개하는 것으로 나타났다. 또한 두 민족 집단은 근로조건→직무만족, 권력거리→문화적응수준, 문화통합→직무적응, 문화통합→직무만족, 한국어 능력→직무적응, 권력거리→직무만족 등 6개 경로에서 유의한 차이가 나타났다. Since the Olympics in 1988, the number of foreigners has increased to 2 million now and Korea is entering a multicultural society. However, most foreign workers in Korea are suffering from poor working conditions, low wages, delayed payment of wages, and cultural adaptation.  The variables, duly sorted by different human needs under ERG theory, were assumed to predict the work and cultural adjustment as well as job satisfaction, and included Korean language skills(Existence needs), work conditions(Existence needs), power distance(Relatedness needs), social-cultural distance (Relatedness needs), and achievement needs(Growth needs). The sample of our respondents was 181 Chinese workers(106 Han-Chinese and 75 Korean-Chinese). The empirical results are as follows. Korean language skills positively affected acculturation level and cultural integration, while social-cultural distance negatively influenced cultural integration and work adjustment. Power distance had a positive(+) impact on work adjustment. Work conditions and achievement needs both significantly influenced all the outcome variables including acculturation level, cultural integration, work adjustment and job satisfaction. Acculturation level was found to mediate the relationship between Korean language skills and work adjustment/job satisfaction as well as between achievement needs and work adjustment/job satisfaction. Cultural integration was found to mediate the relationship between working conditions and work adjustment/job satisfaction, social-cultural distance and work adjustment/job satisfaction as well as between achievement needs and work adjustment/job satisfaction. In addition, the two ethnic groups were significantly different in the following paths: working conditions → job satisfaction, power distance → acculturation level, cultural integration → work adjustment, cultural integration → job satisfaction, Korean language skills → work adjustment, and power distance → job satisfaction.

Low-level Visual Feature 를 이용한 실시간 보행자 검출

임환규(Hwangyu Lim),이금희(Jinxi Li),심다슬(Daseul Shim),김은이(Eunyi Kim) 한국정보과학회 2019 한국정보과학회 학술발표논문집 Vol.2019 No.12