中小企業과 生産性向上

천명섭(Myoung-Sup Chun) 인하대학교 산업경제연구소 1989 경상논집 Vol.3 No.-

Small business firms have influenced on the growth of our national economy. by taking various roles of extending the opportunity of employment, encouraging the emergence of middle-income class as a social stability-seeking-group, and contributing to the development of local communities. cooperating with large scale business firms. Considering these important aspects of small business firms in Korea. this study is to analysis the various problems which small businesses confront with, and to invastigate the proper ways to improve productivity for the development of small business firms. The efforts to improve the productivity of small business firms in turn, can be resulted in a contribution to level up the quality of our industrial society. Nowadays the problems related with productivity is no longer regarded as the matters confined restrictively to the production activities, but recognized as a wide-spread spirit or belief prevailing from distribution. consumption and all the other economic activities to politic, cultural activities. The fundamental problems transmitted inherently in small businesses in Korea are as follows : Lack of managerial ability Unstable Labor-Management relationship Lack of financial planning and controlling ability Disadvantage of facility location Lack of awareness of the importance of productivity Subordinated relationship to large business firms Deterioration of profitibility To overcome these problems, it should be emphasized that small business firms give a major efforts to improve productivity first of all. For solving these problems. First, the cooperative relationships between labor and management have to be established. Second, it should be noted that without the improvement of productivity. nothing can be shared by or distributed to both sides of employee and management. Third, the organizing and coordinating is needed between the department dealing of the planning, coordinating, controlling of producivity improvement aggregately under the corperate level, and the departments charging of the actual operation for the stated goals. Forth, the effort for improving productivity should be proceeded through the proper methods of considering the various aspects of business firms, such as size of business, type of production, capability of production. Fifth, the managers of small business firms must give the continuous efforts to the rationalization of management for improving productivity. Improvement of productivity and rationalization of management have been pointed out as the one of essential problems for small business to overcome. The performance of productivity improvement cannot be done by a certain factor, but is resulted outcomes from the complex functioning between the various related factors to productivity.

중간관리자의 권력행사유형과 종업원의 직무태도

천명섭(Myoung-Sup Chun),장성철(Sung-Chul Chang) 인하대학교 산업경제연구소 2004 경상논집 Vol.18 No.1

In search of power base, macro research has focused potential organizational power, viewed as structure position and micro research has focused the use of power through behavioral tactics. Recently, study on power has exemplified each of perspectives and rganizational effectiveness. This study was to see the impacts of leader's powers on Subordinates' attitude such as job satisfaction and job commitment. Accordingly, this research was designed as follows. First, objectives of this study was to identify the correlation between leader' s powers and subordinates / job satisfaction and job commitment. According to study of French and Raven's five power bases, leader' s powers divided into five powers; legitimate power, reward power, coercive power, expert power, and reference power, as independent variables. According to study of Brayfield and Rothe's job satisfaction and Saleh and Hosek's job commitment bases, subordinates / attitude divided into two groups as dependent variables. Second, objective of this study was to identify relative difference between manufacturing organization and service organization of the impacts of leader's powers on subordinates' job satisfaction and job commitment. Major finding of this research summarized as follows: First, in study of the relation between leader's powers and subordinates' job satisfaction, between leader's coercive power and job satisfaction was negative correlation, whereas between leader's expert and reference power and job satisfaction was positive correlation. Second, in study of correlation between leader's power and subordinates' job commitment, between leader's coercive power and job commitment was positive correlation and between leader's reference power and job commitment was negative correlation. Third, in study of relative difference between manufacturing organization and service organization of the impacts of leader's powers on subordinates' job satisfaction and job commitment, there is different effect in two organizations between leader's legitimate power and coercive power and subordinates' job satisfaction and commitment. Finally, in study of the modulation effect of subordinate's self-efficacy on the correlation between leader's powers and subordinate' job satisfaction and job commitment, there is not any modulation effect of subordinate's self-efficacy on the correlation between leader's powers and commitment.

인적자원관리의 전략적 통합과 위임수준 평가

천명섭(Chun, Myung-Sup),최병우(Choi, Byung-Woo) 대한경영학회 2001 大韓經營學會誌 Vol.27 No.-

교사들의 직업의식 변화에 관한 연구

천명섭(Myoung-Sup Chun),김민주(Min-Ju Kim) 인하대학교 산업경제연구소 1993 경상논집 Vol.7 No.-

커뮤니케이션 유형과 종업원의 직무 만족

천명섭(Myoung-Sub Chun),이원기(Yi Won-Ki) 인하대학교 산업경제연구소 2004 경상논집 Vol.18 No.2

An organization is composed of its members who join it with their own objectives to fulfill through their organizations. The organization has its own purpose to accomplish through their members. There should be cooperation between the two of them. To run the organization successfully, information and ideas have to run through the communication system in the organization. There are vertical communication and lateral communication. The vertical communication is divided into top-down communication and bottom-up communication. Of these communications, the bottom-up communication is of utmost importance. Employees tend to have complaints through their works in their production of goods and services. These complaints, if left alone, will dishearten employees either to sack the morale or to cause them to leave the organization. Then the organization will suffer. To prevent these unsavory incidents from happening, CEO will have to develop means to communicate with his employees to understand their hardships and alleviate them before eruption. The best way for the CEO to communicate with his employees is to take good care of them by reading their minds. Failing that, he should develop a sure and permanent system by which he can learn what are the complaints of employees in their works and how to solve the problem without delay. One recommendable method is to develop an anonymous recommendation system through which employees can express their complaints to CEO directly and the CEO answers and announces the corrective action taken to them. If these complaints are nipped in the bud, the employees then can upgrade their capability and will exert their utmost efforts for fulfillment of values for the organization. Thus, solution of employee complaints is the responsibility of CEO and it depends on the will and ability of CEO.

금융기관종업원들의 직무태도 변화에 관한 연구

천명섭(Myoung-Sup Chun),김민주(Min-Ju Kim) 인하대학교 산업경제연구소 1992 경상논집 Vol.6 No.-

White-collar workers accomplished their decisive roles in contributing to the national development. This study analyzes the job attitudes of bank employees that reresent white-collar workers in Korea. The purpose of this study is identyifying how their job attitudes have changed for last ten years. The surveys had been done in 1980, 1985 and 1990. The questionaire was used for data collection and investigated by convenience sampling method. An individual would satisfy with one's need through organization. Although job satisfaction is often regarded as a unitary concept, it is usually considered as a collection of related job attitudes that can be devided into a variety of job aspects. This method of job satisfaction data measures satisfaction is terms of five specific aspects of a job: pay, promotion, supervision, work itself and with co-workers. An employee can be obviously satisfied with some aspects of the job and, some time be dissatisfied with others. This study employed the broad definition, and measured job satisfaction through 13 variables-organizational commitment, salary, supervision challenge for work, needs for promotion, human relations, management policy, responsibility, job environment, work itself, prospective possibility, private life and social status. The analysing results show the affirmative response of respondents about most of variables except managament policy and job load. Especially, respondents considered responsibility is important. They were satisfied with their good human relations, private lives, salaries, prospective possibilities. Analysing the job attitudes change, there were stastically significant difference in most of variables but salary and human relations. This means job attitudes of bank employees have changed. These changes go on affirmatively. The response of working condition variable goes on negatively. Because most of financial institution maninly invest only customr's facilities, neglecting employee's benefits and services. Even though the response of working load has been improving, the satisfaction of it is not enough. And most of bank employee's think their job loads are heavy. These problems must be neccesarily improved to form desirable job attitudes in financial institution. Finally, Bank employees have good job attitude, and their job attitudes have changed affirmatively during these analysing periods. The stability of financial institution and the democratic change of organizational climate affect on causing these changes.

女性의 職業意識과 知覺된 職務環境에 관한 硏究-敎師와 銀行員을 中心으로-

천명섭(Myoung-Sup Chun),정승언(Seung-eon Jeong) 인하대학교 산업경제연구소 1991 경상논집 Vol.5 No.-

지방 공기업의 경영 개선 방안 - I시 공기업 사례를 중심으로-

천명섭(Myoung Sup Chun) 인하대학교 산업경제연구소 1995 경상논집 Vol.9 No.2

공정성(公正性) 지각(知覺)이 조직시민행동(組織市民行動)에 미치는 영향(影響)

윤두열,천명섭,Yoon, Du-Youl,Chun, Myung-Sup 대한산업경영학회 2005 산업융합연구 Vol.3 No.1

Considering the above points, this study has been conducted to find out the effects brought by perceived organizational justice towards organizational citizenship behavior, with focus on multi-dimension and multi-class nature of trust. With this objective, I researched the following. First, which type gives larger effect to organizational citizenship behavior, the type of distributive justice (that is lower dimension of organizational justice) or that of procedural justice. Second, what effects are given to the 5 types of trust, by distributive justice and procedural justice. Also, what effects are given to organizational citizenship behavior by the 5 types of trust. Third, which type of justice gives larger effect to organizational citizenship behavior when trust is served as a medium. Fourth, which items should be dealt in priority to lead members of organization towards a desirable direction. The research for this purpose was conducted on the basis of comprehensive analysis of variable including. socio-population variable.

지적자본(知的資本) 측정모형(測定模型)에 관한 연구(硏究)

이의현,천명섭,Lee, Eui-Hyun,Chun, Myung-Sup 대한산업경영학회 2005 산업융합연구 Vol.3 No.1

This study on intellectual capital which is in spotlight as an important factor has meaning that it provides information on intellectual capital to interested parties(stockholders, employers, employees, customers, etc.), suggests intellectual capital measurement indices for strategic management of human resources, and presents intellectual capital management process which is useful in companies practically by designing and verifying intellectual capital measurement models for effective management of intellectual capital.