Triangular Relationships in the Internationalized Market:the Mediating Role in Functional Labor Flexibility

Heung-Jun Jung(정흥준),Sung-Chul Nor(노성철) 중앙대학교 한국전자무역연구소 2015 전자무역연구 Vol.13 No.3

연구목적: 본 연구는 기업 재무성과에 영향을 미치는 국제화에 대한 탐색을 목적으로 한다. 또한, 성숙한 경제와 이머징 경제에서 노동 유연성이 국제화와 기업 재무성과 사이의 관계에서 어떤 역할을 하는지를 살펴본다. 논문구성/논리: 본 논문은 다음과 같이 구성된다. 고용관계의 맥락에서 국제화, 기능적 노동 유연성 그리고 기업성과사이에 삼각관계를 제시하며, 특히 글로벌화된 시장에서 경쟁 우위 관점에 주목한다. 한국 사업체 패널 조사 자료를 이용한 랜덤효과 모형을 바탕으로, 기업성과에 대한 국제화의 양적효과를 기능적 노동 유연성을 통하여 검증한다. 마지막으로, 결과의 의의 및 한계점을 논한다. 결과: 본 연구는 국제화와 기업성과의 관계에서 기능적 노동 유연성의 매개효과를 조사하였고, 국제화가 기능적 노동유연성을 통하여 성과에 긍정적인 효과를 나타냄을 보여준다. 독창성/가치: 국제화가 기업성과에 어떻게 영향을 미치는 지에 대한 연구는 많았지만, 국제 관계의 메커니즘을 고려한 연구는 거의 없었다. 그리고 국제화의 확장이 고용 관행에 있어서 상당한 변화를 가져올 것이고, 이는 기업 성과의 개선으로 이어진다는 것 을 보여주었다. 높은 경쟁하의 글로벌한 시장 상황에서 더 나은 재무성과를 얻기 위해서는, 경영자로 하여금 바닥을 향한 경쟁보다 인적 자원의 중요성을 깨닫는 것이 더욱 유용하다는 것을 보여준다. Purpose: The aim of the present study is to explore the effect of internationalization on firm financial performance. In addition, we seek to how labor flexibility in both matured and emerging economies plays a key role in the relationship between internationalization and financial performance. Composition/Logic: This paper is structured as follows. We propose the triangular relationships between internationalization, functional labor flexibility, and firm performance in employment relations contexts. We particularly focus on competitive advantage perspective in the globalized market. Using a random effects model of the Korean Workplace Panel Data, we then test the quantitative impact of the internationalization on firm performance through the functional labor flexibility. Finally, we discuss the implications and limitations of our results. Findings: We examined the mediating role of functional flexibility in the link between internationalization and firm’s financial performance. The results indicate that internationalization is positively and significantly related to functional flexibility. The results also show that the internationalization had a positive impact to performance through functional flexibility. Originality/Value: Although the previous studies have tested the effects of internationalization on firm performance, there is little study of the mechanism in international context. We found that the extension of internationalization is likely to lead significant changes in employment practices, which in turn improve performance. Given high competition, this finding suggests that managers need to understand ‘human asset’ is more useful than ‘race to the bottom’ in order to gain financial performance in the globalized market.

성과주의와 지각된 서비스성과

정흥준(Jung Heung jun),유병홍(Yoo Byung Hong) 한국인사관리학회 2015 조직과 인사관리연구 Vol.39 No.1

성과주의가 긍정적인 성과창출로 이어질 수 있을 것이라는 기대와 달리, 성과주의로 인한 폐해도 적지 않다. 본 연구는 공기업을 대상으로 조직변화의 구체적인 결과로써 성과주의와 서비스성과 간의 관계를 살펴보았다. 성과주의는 업무과부하와 대인관계 스트레스를 통해 서비스성과에 부(-)의 관계를 가질 수 있으며 이 과정에서 공공서비스동기의 조절효과를 분석하였다. 동일업종 2곳의 공기업에 근무하는 341명의 구성원들을 대상으로 분석한 결과, 업무과부하와 대인관계 스트레스는 성과주의와 지각된 서비스성과간의 관계를 매개하는 것으로 나타났다. 나아가 공공서비스동기의 조절적 역할을 분석했을 때, 공공서비스동기가 업무과부하와 대인관계 스트레스에 대한 성과주의의 효과를 조절하는 것으로 확인되었다. 이를 종합하여 조절적 매개효과를 분석한 결과, 성과주의가 대인관계 스트레스를 통해 서비스성과에 이르는 경로는 공공서비스동기에 의해 조절되는 것으로 나타났다. 그러나 예상과 달리, 성과주의가 업무과부하를 통해 서비스성과에 이르는 경로는 공공서비스동기에 의해 조절되지 않는 것으로 나타났다. 본 연구의 결과는 공기업에서 성과주의로의 정책변화가 어떻게 지각된 서비스성과에 영향을 미치는지를 통합적으로 살펴보고 성과주의의 부정적 효과가 공공서비스동기에 의해 상쇄될 수 있음을 규명한 점에서 기존연구와 차별적이다. As service industry has expanded, the previous literatures have paid attention to service quality by employees as organizational performance. Such new business trend has been applied in both private organizations and public enterprises to meet service expectation of customers. Related to service performance, there is a curious question whether performance-based policies can contribute to service performance. In particular, some researchers argue that performance-based policies without appropriate supports results in psychological resistance of employees. In fact, commentators criticize that organizations often ignore the internal processes related to justification during adaptation of a new policy. At least recent works conducted in individual level try to explain reasons of the failure of organizational change in terms of employee psychological aspects. In this line, reactions of employee on a new policy may be important antecedent to predict employee's behaviors. The aim of paper is to find the integrative mechanism between service perfor-mance and employee's psychological reactions in public sector. First, we focus on the mediating role of work overload and interpersonal stress in the relationship between performance-based policy and perceived service performance. Furthermore, we examine the moderating role of public service motivation in the relationship among performance-based policy, work overload, interpersonal relationship. We predict that public service motivation may play a key role in recovery of resources because public service motivation embedded in organization institute emphasizes commitment to public interests beyond self-interests or organization interests. Taken together, we propose the moderated mediation in the same relationship. Most hypotheses of this paper are supported by data. Our results demonstrate the paradoxical relations between performance-based policies and actual performance. Also, the moderating role of public service motivation may provide several theoretical and practical implications. First, the results may expand research by testing the mechanism of service performance in the organizational change contexts. Second, our findings suggest the effectiveness of the public service motivation as useful means to mitigate the negative effect of workload and performance-based policies.

근로감독관의 업무특성과 직무성과

정흥준 ( Jung Heung-jun ),장홍근 ( Chang Honggeun ),송민수 ( Song Minsu ) 한국산업노동학회 2016 산업노동연구 Vol.22 No.3

As labor market has changed, both scholars and practitioners have paid attention to the governmental regulation for a labor protection. As well known, to reduce discrimination among workers, a labor policy by government is very important for forming social balance. Yet, there is little research on labor inspectors who play a key role in protecting labor rights. In this sense, we investigate on labor inspectors’ job performance which is not just limited in individual performance but relates to social performance. Specifically, this study explores the role of work overload and role conflict on job performance. Using the mixed methods, we have conducted on a qualitative study and quantitative data analysis. Our findings in a case study indicate that there are many difficulties in performing labor inspection. Among them, we identified two distinctive difficulties: work overload and role conflict. Based on this finding, we proposed that both work overload and role conflict may deteriorate job performance. Our analysis(N=575) supported the proposed hypotheses in this paper. The results were still significant after controlling the effects of job satisfaction on job performance. Overall, the results of this study suggests that policy-makers have to modify roles of labor inspectors in order to enhance their social contributions on labor rights.

청년세대의 정규직 전환 가능성 인식과 도움행동

정흥준(Heung-Jun Jung),최용득(Yongduk Choi) 한국경영학회 2016 경영학연구 Vol.45 No.6

고용조정유형이 회사몰입과 노조몰입에 미치는 영향

정흥준 ( Heung Jun Jung ),송민수 ( Min Su Song ),허인 ( In Her ),김윤호 ( Yoon Ho Kim ) 한국산업노동학회 2015 산업노동연구 Vol.21 No.3

The present study explores the relationship between restructuring, organizational commitment, and union commitment. Specifically, we have identified firm’s restructuring policy into two different concepts, direct restructuring of regular workers on the one hand, and indirect employment adjustment through contingent workforce on the other. In the current study. Before establishment hypotheses, we have conducted individual interviews with 10 workers for understanding of organizational contexts such as industrial relations, restructuring trends, corporate commitment, and union commitment. With 767 responses collected by survey, we have tested the proposed hypotheses. The results present while both types of restructuring regardless employment contract may reduce corporate affective commitment, indirect employment adjustment is significantly associated with union commitment. This result suggests that regular worker can recognize indirect employment adjustment as a signal of the future job insecurity. We discuss theoretical contributions and practical implications of our outcomes in the discussion section.

노동운동의 새로운 시도 혹은 제도적 포섭? 비정규노동센터의 성과와 과제

노성철 ( Noh Sung-chul ),정흥준 ( Jung Heung-jun ),이철 ( Lee Cheol ) 한국산업노동학회 2018 산업노동연구 Vol.24 No.2

To reduce labor market discrimination, there are lively discussions about the role of extant labor regime based on labor unions. It includes both the critical perspective on extant labor movement and the necessity of new actors for resolving discriminations within labor market. Among new actors, the present study focuses on contingent labor centers. Specifically, we have investigated on the development and identity of contingent labor centers as coalition of local government-labor organization. The core content of this study is to reconstruct the activities and strategies of contingent labor centers throughout the longitudinal approach. From many evidences, we can confirm that contingent labor centers have evolved via three phases such as differentiation, de- politicizing, and networks. This finding also provides insights about inside relationships between contingent labor centers and outside tensions between contingent labor center and extant labor organizations. We finally discuss on the theoretical implications of contingent labor center as new actor for contingent worker movement.

복수노조 통합 사례 연구: 사업장단위 노조의 대응과 상급단체의 전략부재

유병홍 ( Byung Hong Yoo ),정흥준 ( Heung Jun Jung ) 한국산업노동학회 2015 산업노동연구 Vol.21 No.2

We investigate on the recent cases of unions’ merger with the various purposes. Specifically, the current study explores of why unions pay attention to integrating, what process exists during the combination, and what is unions or members’ benefits from the merger. With four cases, we found the reason, process, and benefits of union’s merger. Our findings indicate that the primarily aim of integration is to overcome the present union crisis, low density, and weak power; the merger process follows democratic rules(e.g., member vote) based on unions’ regulation but leaders’ decision-making for integration is very significant; the effects of merger is tentatively positive to unions in several way, including increasing members, improving contracts, and increasing power. The most interesting finding is the role of industrial unions as a upper organization for local unions. Unlike our expectation, we did not find meaningful impact of industrial unions in the process of affiliated unions’ merger. Given union crisis, the results of this study suggests while industrial unions weakly intervene, local unions strongly respond to unions’ merger.

직장 내 괴롭힘이 직무태도에 미치는 영향

조규준(Kyujun Cho),정흥준(Heung-Jun Jung),신민주(Minju Shin) 한국인사조직학회 2023 인사조직연구 Vol.31 No.1

직장 내 괴롭힘은 상사의 권위적 업무처리 방식과 관련되어 있으며 오랫동안 조직의 고질적 문제로 여겨져 왔다. 정부는 직장 내 괴롭힘으로 인해 구성원의 이탈이 잦고 사회적으로도 자성의 목소리가 높아짐에 따라 2019년 괴롭힘 금지법을 제정하여 조직 내 괴롭힘 가해자를 두둔하고 피해자를 방치해온 관행을 금지하였다. 그러나 아직까지 그 실효성은 미미하며 여전히 많은 직장에서 직장 내 괴롭힘을 둘러싼 갈등이 많다. 직장 내 괴롭힘은 개인에게 분노, 두려움, 슬픔, 죄책감 등을 느끼게 하고 조직에는 반생산적 업무 행동을 유발하여 업무성과에 부정적 영향을 미친다. 이에 본 연구는 콜센터 상담사 1,932명을 대상으로 직장 내 괴롭힘에 따른 직무태도, 자아존중감, 노조지원인식을 분석하였다. 먼저, 직장 내 괴롭힘이 높을 경우, 직무태도에 부(-)의 관계가 있을 것으로 예상하였다. 직장 내 괴롭힘이 높을 경우, 개인의 자아존중감이 훼손돼 직무태도에 부(-)의 관계가 있을 것으로 예상하고 자아존중감의 매개적 역할을 가설로 제안하였다. 마지막으로 노조지원인식이 높을 경우, 노조가 지원군 역할로써 인식돼 직장 내 괴롭힘에 노출되더라도 직무태도에 미치는 부(-)의 관계를 완화할 수 있을 것으로 보았다. 분석 결과, 제안된 가설들이 지지되었다. 본 연구는 직장 내 괴롭힘을 제어하는 상황 요인으로서 노동조합의 의미 있는 역할을 확인한 점에서 시사점이 있다. 직장 내 괴롭힘에 대해 일터에서 해결방안을 마련하기 위해 오랫동안 논의가 이어져 왔음에도 불구하고 인사조직 측면의 시도는 다소 제한적이었는데, 자아존중감과 노조지원에 초점을 두어 미래과제를 제시한 점에서 학문적 시사점을 가진다. Bullying in the workplace has long been regarded as an endemic problem in organizations and not just as an individual's exceptional or deviant behavior. Bullying in the workplace causes individuals to experience anger, fear, sadness, and guilt, and it increases counterproductive work behavior in an organization, which negatively affects both work and non-work performance. Given these contexts, we analyzed job attitudes, self-esteem, and perceptions of union support according to workplace bullying among 1,932 call-center counselors. To summarize the analysis results, first, when the occurrence of workplace bullying was high, it was expected that there would be a negative (-) relationship with job attitude. In addition, when the occurrence of workplace bullying is high, individual self-esteem is damaged, and it is expected that there will be a negative (-) relationship with job attitude, and the mediating role of self-esteem is proposed as a hypothesis. Lastly, if the awareness of union support is high, it can be expected that the union will be recognized as occupying the role of a supporter and that, even if exposed to workplace bullying, the negative relationship with job attitude can be alleviated. As a result of the analysis, the proposed hypothesis was supported, and the results were discussed in the research implications.

고객불량행동과 돌봄노동자의 직무만족: 감정부조화의 매개효과와 인지된 감정노동자 보호조치의 조절효과

조규준(Kyujun Cho),정흥준(Heung-Jun Jung) 한국경영학회 2023 경영학연구 Vol.52 No.6

APR1400용 국산 RCP 50 시간 성능검증시험

전우진(Woo Jin Jeon),김석(Seok Kim),배병언(Byoung-Un Bae),조윤제(Yun Je Cho),김연식(Yeon-Sik Kim),정흥준(Heung-Jun Chung),정장환(Chang-Hwan Chung),윤영중(Young-Jung Youn),박종국(Jong-Kuk Park),최해섭(Hae Seob Choi),김복득(Bok-Deuk K 대한기계학회 2015 대한기계학회 춘추학술대회 Vol.열공학 No.-