대학생의 학교생활 만족도에 대한 관련 변인들의 상대적 영향력 분석

이덕로(Deog Ro Lee),손경애(Kyung Ae Son) 한국산업경영학회 2014 경영연구 Vol.29 No.2

본 연구의 목적은 NCSI 모형과 사회체제이론을 이론적 틀로 활용하여 대학생의 학교생활 만족도에 대한 관련 변인들의 상대적 영향력을 분석하는 데 있다. 이러한 목적을 달성하기 위하여 본 연구는 전국 32개의 4년제 대학의 학생 1,400명을 대상으로 대학생의 학교생활 만족도에 대한 설문조사를 실시하였다. 설문자료 분석 방법으로는 단계별 회귀분석을 활용하였다. 분석 결과, 본 연구에서 설정된 7개 하위변인들이 대학생의 학교생활 만족도 전체 변량의 60.3%를 설명하는 것으로 나타났다. 대학생의 학교생활 만족도에 대한 관련 변인들의 상대적 영향력을 각 영역별로 분석한 결과는 다음과 같다. 먼저, 환경 영역에서는 기업의 영향력이 가장 높았으며, 정부 정책과 학부형의 영향력이 유의미한 것으로 나타났다. 투입 영역에서는 등록금을 제외한 나머지 요인들의 영향력은 대체로 미미하거나 유의미하지 않았다. 과정 영역의 교직원 부문에서는 교수와 직원의 영향력이 모두 유의미하였으며, 학생 부문에서는 유일하게 선후배와의 모임의 영향력이 유의미한 것으로 나타났다. 한편, 과정 영역의 시설 부문에서는 기본, 지원, 복지후생 시설의 영향력이 대체로 미미하거나 유의미하지 않았다. 산출 영역에서는 교육만족도와 교육효과의 영향력이 유의미한 것으로 나타났다. 마지막으로, 피드백 영역에서는 어떤 하위변인도 유의미한 영향을 미치지 않는 것으로 나타났다. 이러한 결과는 대학생의 만족도가 단순히 대학에만 연관된 문제가 아니라 대학교육의 감독기관인 정부와 대학 졸업생들에게 취업 기회를 제공하는 기업과 밀접하게 연관되어 있음을 보여준다. 이와 관련하여 본 연구는 정부, 사회, 대학, 학생 차원에서 대학생의 학교생활 만족도를 제고하기 위한 시사점을 제시하였다. The purpose of this study is to analyze the influence of the related variables on the university students' school life satisfaction. The study utilized the NCSI model and social systems theory as theoretical frameworks. A nation-wide questionnaire survey was conducted for 1,400 students from 32 four year universities in Korea. Multiple regression analysis was utilized as a statistical tool. The study results showed that 7 sub-variables explained 60.3% of the total variance of university students' school life satisfaction. The relative influence of each variable on the university students' school life satisfaction was determined: First, among the environmental variables, enterprises had the most powerful influence. The influences of government policy and parents were also statistically significant. Among the input variables, except for tuition, the influences of other variables were weak or not significant. Among the process variables, both professors and staff in the faculty section, and only meetings between seniors and juniors in the student section were found to have statistically significant influences. In the facility section, the influences of all the basic, support, and welfare facilities were weak or not significant. Last, among the output variables, the influences of educational satisfaction and effect were statistically significant. The study results reveal that students' school life satisfaction is not only an issue related to the correspondent schools that provide their students with educational opportunities but also to government as the competent institution of higher education and enterprises that provide university graduates with job opportunities. The study suggests strategic alternatives for enforcing the university students' school life satisfaction at the levels of government, society, university, and students.

포항제철의 노사동반자관계 사례

이덕로(Deog-Ro Lee),김상표(Sang-Pyo Kim) 한국인적자원개발학회 2000 인적자원개발연구 Vol.2 No.1

직무만족과 이직의도와의 관계에 관한 연구: 고용형태의 조절효과를 중심으로

이덕로 ( Deog Ro Lee ),김찬중 ( Chan Jung Kim ) 한국인적자원관리학회 2006 인적자원관리연구 Vol.13 No.1

The main purpose of this paper is to examine the relationship between job satisfaction and turnover intention according to employment type in domestic. Concretely, employment types are classified into regular worker and contingent worker, and it is confirmed whether there is a difference job satisfaction and turnover intention level and there is a moderating effect according to employment types in job satisfaction influence on turnover intention in regular and contingent workers. As a result of this study, firstly, there is a significant difference in the job satisfaction and turnover intention. Concretely, a job satisfaction degree on pay, promotion, supervision, coworker variables is higher in regular workers rather than in contingent ones, and in the level of turnover intention, the regular workers is higher rather than contingent ones. Secondly, there is a moderating effect according to employment types in pay satisfaction influence on turnover intention in regular and contingent workers. Concretely in regular workers, it is confirmed that both work itself and pay satisfaction influence negatively on turnover intention. While in contingent workers, only work itself influence negatively on turnover intention.

유한킴벌리-NGO 파트너십에 관한 사례연구

이덕로 ( Deog Ro Lee ) 한국인적자원관리학회 2006 인적자원관리연구 Vol.13 No.4

개인창의성에 영향을 미치는 변수에 관한 연구 -창의적 성격, 기술다양성 및 팀 특성의 상호작용효과를 중심으로-

이덕로 ( Deog Ro Lee ),김태열 ( Tae Yeol Kim ) 한국인적자원관리학회 2009 인적자원관리연구 Vol.16 No.3

유머감각이 조직 내 성과에 미치는 영향

이덕로(Deog Ro Lee),김태열(Tae Yeol Kim) 한국경영학회 2009 經營學硏究 Vol.38 No.3

Humor long has been recognized as a mechanism for dealing with life’s problems and situational difficulties. Specifically, researchers have found that a sense of humor provides health benefits by generating social laughter, psychological benefits by venting anger and frustration and coping with stressful situations, social benefits by building sense of intimacy and community with others, and cognitive benefits related to problem solving such as generating creative ideas by humor. Recently, as several management researchers and business leaders regard a sense of humor as an important factor in strategic management, the effects of a sense of humor on organizational performance have been actively examined. Although these studies have extended our understanding about how a sense of humor influences individual and organizational outcomes, several important issues need to be addressed. First, most of them have focused on examining the relationships between as sense of humor and individual creativity. Another important issue unresolved in humor research is the process by which a sense of humor is associated with individual outcomes although sociability and self-esteem as well self-efficacy can be intervening variables between them. In addition, studies on a sense of humor in South Korea have been mainly conducted in nursery, psychology, education, and advertisement as a coping mechanism for stressful situations. Researchers have paid little attention to examining the relationships between as sense of humor and individual outcomes, especially in management area. To address these issues, we examined how a sense of humor influenced a various kinds of performance at work and how self-efficacy mediated the relationships between them. We collected data from 20 various kinds of companies in terms of size and industry in South Korea 20 surveys were distributed to each company, a total of 400 surveys. Respondents were limited to middle managers regardless of regions and departments since one of the dependent variable (i.e., career performance) requires a certain level of work experiences. Of 201 surveys collected (i.e., response rate = 50.3%), we deleted 20 ones due to centralization tendency and missing values. The average of a sense of humor was 3.56, which is not high on a 5-point Likert-type scale. However, it was a little bit higher than those reported in the United States (i.e., 2.91 in Thorson and Powell(1991); 2.90 in Thorson et al.(1997)). As expected, a sense of humor was significantly correlated with self-efficacy and self-efficacy was significantly correlated with various kinds of performance at work. To test the research hypotheses, we used a regression analysis and Baron and Kenny’s(1986) approach. Results revealed the positive effects of a sense of humor on job, career, creativity, and team performance. In addition, self-efficacy significantly mediated the relationships between a sense of humor and job, career, creativity, and team performance. This study provides several theoretical and practical implications. First, the study can contribute to humor research theoretically and empirically by showing that a sense of humor significantly influences various kinds of performance at work beyond individual creativity(e.g., career and team performance). In addition, this study theorized and empirically tested the mediating effects of self-efficacy on the relationships between a sense of humor and various kinds of performance at work. Given that most current humor research ignored the underlying processes by which a sense of humor influences individual and organizational performance, this study is advanced. Future research needs to examine other psychological mechanisms that link between a sense of humor and employee outcomes beyond self-efficacy. For example, individuals with a high sense of humor can develop a better sociability that can help them build interpersonal relationships which in turn can influence individual and organizati

유한양행 노사파트너십의 사례연구

이덕로(Lee, Deog Ro),박광진(Park, Kwang Jin) 한국인적자원관리학회 2010 인적자원관리연구 Vol.17 No.1

노사파트너십은 혁신적인 형태의 노사관계로 미국과 영국이나 독일과 같은 유럽제국에서 새로운 노사관계 모형의 중심으로 자리매김을 해왔다. 노사파트너십의 중요성은 노사관계의 질을 개선하고 양 당사자에게 상호이익을 주기 위한 한 방법으로 강조되고 있다. 한국기업들은 산업갈등으로부터 엄청난 비용을 지불해왔다. 안정적인 노사관계를 확립하기 위하여 한국정부는 최근 새로운 형태의 노사관계를 구축해왔다. 이 새로운 형태의 노사관계는 협력적인 노사관계와 노사 모두의 상호이익을 달성하려고 하는 노사파트너십에 강조점을 두고 있다. 1926년 창업이래 80여년동안 유한양행은 유일한 박사의 창업정신을 실현하기 위하여 인류의 건강을 증진시키는데 헌신해왔다. 고객들로부터 신뢰를 얻고 사랑을 받으며 사회적 책임을 다하기 위하여 애써온 유한은 한국의 가장 존경받는 기업 중의 하나이다. 많은 연구자들은 유한양행의 지속적인 성장은 노사 파트너십을 통해 실현될 수 있었다고 주장한다. 이러한 맥락에서 본 연구의 목적은 열린 경영,교육훈련에 대한 투자,공정한 보상,고용안정 등과 같은 유한양행의 노사파트너십의 내용과 그 결과,그리고 한국기업에의 시사점 등을 살펴보는 데 있다. Labor-management partnership is an innovative form of industrial relations and has been placed at the center of new industrial relations models in the USA and the European countries, such as the UK and Germany. Its importance has been emphasized as one of ways to improve organizational performance and to become basis of company competitiveness. Recently there has been also much attention to the partnership from managers, trade unionists and labor policy makers in Korea. Korean companies have paid huge social costs stemmed from industrial conflicts. In order to establish stable industrial relations, the Korean government has built a new form of industrial relations, which is called in the different terms, such as new industrial relations, innovative industrial relations, and new labor management culture. The new form of industrial relations puts an emphasis on labor-management partnership, which aims to achieve cooperative industrial relations and mutual gains to both sides of employers and employees through the successful business. For more than 80 years of long history since our foundation in 1926, Yuhan Corporation has strived to improve the health of mankind to realize the spirit of foundation of the founder Dr. IIwan New who is respected as a dedicated entrepreneur, pioneer educator, independence activist, and a dedicated social worker. Yuhan, earned trust from and beloved by the customers and endeavoring to uphold the social responsibility is one of the most admired companies in Korea. Many researchers say that the continuous growth of Yuhan Corporation could be realized through labor-management partnership. In this connection the main purpose of this paper is to examine contents of labor- management partnership of Yuhan Corporation such as employment security, investment in training ,fair financial rewards, management participation, its outcomes, and then to review its implication to korean companies.

한국기업의 경영특성에 관한 종단적 연구

이덕로(Deog Ro Lee),서도원(Do Won Suh) 한국경영학회 1998 經營學硏究 Vol.27 No.4

This study is to identify the managerial characteristics of korean firms, putting emphasis on a longitudinal study between 1987 and 1997. To accomplish this research objective, more than 100 large manufacturing firms were selected and surveyed with Questionnaire. The results of the study are summarized as follows: In managerial environment, market variety, market competitiveness, market change, labor mobility, and stakeholder`s influence in 1997 were found to be significantly different when compared to 1987, while others were found not to be significantly different. In managerial objectives, in 1987 expansion in market share was no.1. Next order were new product development, increase in ROI, and sound financial structure. In 1997 expansion in market share also was no.1, but, the second was increase in ROI. In business strategy, diversification, internalization, conflicting competition, cost effectiveness, and information gathering were found to be significantly different, while others including strategic organization operation were found not to be significantly different. Centralization, information behavior and value behavior, compromise, self-regulating control and performance control, and internal promotion were found to be significantly different, while formalization and decision making style were found not to be significantly different. Finally, in manager`s individual characteristics, planning·organizing ability and performance or experience variables were found to be significantly different, while others including general manager characteristics were found not to be significantly different.

인사고과의 특성이 피고과자의 고과결과 수용에 미치는 영향

이덕로(Deog Ro Lee),김한제(Han Je Kim) 한국경영학회 2000 經營學硏究 Vol.29 No.1

This research emphasizes on the two relationships regarding performance appraisal. The first object is to investigate the relationship between an independent variable of the performance appraisal characteristics and dependent variable of the ratees` acceptance of performance appraisal result. The other object is to measure the moderating effect of situational variables on the relationship between the independent variable and the dependent variable. To accomplish this research objective, 695 employees from 38 manufacturing firms were randomly selected and surveyed with questionnaire method. The results of the study are summarized as follows: The analysis of the first subject indicated that the performance appraisal characteristic variables of employee participation and information validity and the relevance to compensation were positively related to the ratee`s acceptance of performance appraisal result. However, the relevance to compensation variable had no direct relationship to the ratees` performance appraisal acceptance. And the analysis of the second subject on the moderating effect indicated that the performance appraisal characteristics of information validity and relevance to compensation were more positively related to appraisal acceptance when raters had a large span of control, were not closely monitored and ratee had much trust in the rater.

변혁적,거래적 리더십이 조직시민행동에 미치는 영향

이덕로(Deog Ro Lee),서도원(Do Won Suh),김용순(Yong Soon Kim) 한국경영학회 2003 經營學硏究 Vol.32 No.2

The purpose of this study is to find the effect of transformational·transactional leadership on organizational citizenship behavior - focusing the mediating variables of trust -. To accomplish this research objective, this study collected data from 679employees in 50 luxury hotels in Korea and surveyed with questionnaire method. The result of this empirical study is summarized as followings. First, transformational leadership has a positive affect on organizational citizenship behavior, but transactional leadership has no effect on organizational citizenship behavior. Second , transformational leadership is more closely related with organizational citizenship behavior than transactional leadership. Third, transformation at leadership has more effort on organizational citizenship behavior with the intermediary variable of trust, but transactional leadership has no effect on the organizational citizenship behavior. The results of this study indicate that, as a motivation for the organizational citizenship behavior, development of transformational leadership and trust building between a leader and members of organization are very critical.