조직변화 유형과 Appreciative Inquiry(AI) 기반 조직변화모델에 관한 연구

장석인 ( Sug-in Chang ) KNU기업경영연구소 2021 기업경영리뷰 Vol.12 No.3

Today’s business environment faces many challenges due to rapid changes in knowledge and technology than in the past. Many companies are choosing the team system as an organizational structure that enables maximiza-tion of organizational efficiency. For organizations in the 21st century that are affected by changes and situations that are difficult to solve with existing tools or methods, the model based on deficit is not suitable as an organiza-tion development method mainly used in the industrialization era. As an alternative to this, today’s companies are paying attention to the organizational change model of Ap-preciative Inquiry (AI) called positive search or positive revolution. Organizational Change Model based on Ap-preciative Inquiry is a means to improve the present organization and envision a future vision. This model is an approach that asks members of the organization questions that remind them of their best experiences within the organization, success stories, and positive outcomes. The purpose of this study is to explore organizational change and the Organizational Change Model based on Appreciative Inquiry. In order to achieve the purpose of this study, first, the types of organizational change and organizational change models are to be investigated. Second, the principle and process of the Appreciative In-quiry Model will be reviewed, and finally, research results and implications will be drawn.

㈜영광YKMC와 장관섭 대표의 기업가정신

장석인 ( Sug-in Chang ) K·기업경영연구원 2022 Cogent K 기업인 Vol.1 No.1

1989년 부천에서 ‘영광금속‘으로 시작해 2009년 아산에 ㈜영광YKMC이라는 이름으로 또 하나의 둥지를 튼 이유는 글로벌기업으로 더 큰 성장을 위한 시작이라 하겠다. 1976년 금오공고 금속공학과에 재학할 당시 표면처리 과목에 흥미를 느낀 장관섭 대표는 이 분야의 기술을 연마해 사업을 다짐한 이후, 40년의 세월을 거쳐 연구개발에 매진한 결과, 표면처리분야에 새로운 혁신을 불러일으킬 ‘아노다이징’ 기술을 개발하는 데 성공하였다. 노다이징 외에도 반도체 및 디스플레이 챔버 같은 설비를 완성품 형태로 생산하는 시스템을 갖춘 ㈜영광YKMC은 국내하청만으로는 미래가 없고 국내시장만으로는 부족하다고 판단해 해외 기업을 상대로 한 경영전략을 추진하였다. 특히 2020년 글로벌 환경의 불경기 속에 약 200억원을 투자해 아산 제2공장을 준공한 금속가공·표면처리 전문업체 ㈜영광YKMC가 충남 아산에 연암캠퍼스(제2공장)를 증설한 이후 뿌리산업 업체 중 드물게 스마트 팩토리 도입 등 작업환경과 근로조건 개선에 나서 다시 한번 주목받고 있다. The reason why it started as ‘Youngkwang Metal’ in Bucheon in 1989 and established another nest in Asan in 2009 under the name of Yeonggwang YKMC is the beginning for greater growth as a global company. In 1977, while attending the Department of Metallurgical Engineering at Geumoh Engineering High School, CEO Chang-seop Jang, who was interested in the subject of surface treatment, honed his skills in this field and decided to start a business. As a result of focusing on R&D after 40 years, we succeeded in developing an ‘anodizing’ technology that will bring new innovation to the surface treatment field. Youngkwang YKMC Co., Ltd., which is growing from a company specializing in surface treatment to a one-stop production company from processing to assembly, is also a company that believes that the growth of its employees is the company's capability and future value. In addition to anodizing, Yeonggwang YKMC, equipped with a system that produces finished products such as semiconductors and display chambers, decided that domestic subcontracting alone would not have a future and the domestic market alone was insufficient, so it pursued a business strategy for overseas companies. This strategy was just right for overseas companies that demand a higher level of quality than price. In particular, Youngwang YKMC, a company specializing in metal processing and surface treatment, which completed the construction of the 2nd Asan Factory by investing about 20 billion KRW in 2020, expanded the Yeonam Campus (2nd Factory) in Asan, Chungcheongnam-do. Yeonggwang YKMC, which has been focusing on metal surface treatment and semiconductor and display manufacturing equipment production through the first plant, plans to focus on the aircraft surface treatment business through the second plant to reduce dependence on specific industries. To this end, Yeonggwang YKMC, which has added specialized business areas such as obtaining the National Aerospace & Defence Contractor Accreditation Program(NADCAP), is expanding its scope of activities to the medical device surface treatment business.

퀘백(Quebec)의 하이브리드(hybrid) 협동조합에 관한 연구

장석인 ( Sug-in Chang ),한경섭 ( Kyung-suep Han ),김영탁 ( Tak-young Kim ) 산업혁신경영연구원 2023 산업혁신경영연구 Vol.4 No.2

With the advent of the 4th industrial revolution, the principles of sharing, solidarity, and participation in digital platforms are being integrated into the concept of cooperatives in local communities. At the same time, new hybrid cooperatives and knowledge communities based on a voluntary and efficient sharing economy centered on people are emerging. These hybrid organizations value both intention and results, and the most representative methodology for this is Pro Bono. Networking and bridging between people with passion and creativity for social change exert the power to lead social change. Through this hybrid method, social economies such as social enterprises and village enterprises can be grown through mutual solidarity within local communities. As the capitalist market changes, various limitations and inefficiencies of the market and government are revealed. This study seeks to examine the meaning of community for people living in a specific region and the differences between general businesses. In addition, this study aims to contribute to the growth and practical development of the local community by analyzing the characteristics of hybrid cooperatives and cases of regional revitalization measures in Quebec City of Canada.

임신 생식관련인자와 비만위험

장기홍,권혁찬,이득주,유희석,이은주,한인권 대한비만학회 1995 The Korean journal of obesity Vol.4 No.1

It is thought Omt there is a close relationship between obesity and pregnancy, but there are not any concrete studies in Korea. Therefore, a retrospective study was conducted to evaluate how factors surrounding pregnancies affect the body mass index. 385 women who had no history of disease or medication as a cause of obesity were randomly selected, and factors vlated to pregnancy vi ere compared between a normal body mass index group and a group where the body mass index was more thsn one standard deviation from the average. The average age of the study group was 44,25 years(S.SS) and the average body mass index was 23.09 kg/m2(3.00). 4 the obese group the average age was statistically higher, the level of education was statistically lower, but there was no statistica] difference with regard to smoking, alcohol consumption and exercise. Age showed to be statistically significant positive correiation with body mass index, but the level of education showed negative correlation. The age of first pregnancy, age of first delivery, and the mterval between menarche and first pregnancy showed statistieally significant negative correlation with the body mass index, whereas the duration of lactation, total number of pregnancies showed statistically significant positive correlation with body mass index. There was statistical1y significant more deliveries in the group where the body mass index was more than one standard deviation frvm the average, the risk for obesity was 2.5 times higher in women who had three or more deliveries compared to those who had less than three deliveries, and the risk was 1.5 times higher in women who had their first delivery before the age of 25 years compared to those over the age of 25 years. But other factors were found not to be different between the two study group and were independent of age, level of education, aleohol consumption and smoking. It can be seen from these results that pregnancy related factors are related to obesity, and that especially age, level of education, alcohol consumption and smoking independantly increase the risk for obesity. Also those women who have had more than three deliveries or who had their first pregnancy before the age of 25 years were at risk, and there should be a formulative plan for these women. It is hoped that in-depth study of pregnancy factors contributing to obesity be determined with further study and research.

기업의 친환경 녹색경영 활동과 유형에 관한 연구

장석인 ( Sug-in Chang ),이승성 ( Seung-seong Lee ) K·기업경영연구원 2020 KBM Journal(K Business Management Journal) Vol.4 No.1

21세기 경제성장을 위한 세계적인 녹색 뉴딜정책은 새로운 경제성장 모델로서 기존의 경제성장 모델에서 친환경적인 녹색경영으로의 전환을 가져왔다. 한국의 저탄소 녹색성장 기본법에서는 기업의 녹색 경영활동 과정에서 자원과 에너지의 효율적인 이용과 절약을 권장하고 있다. 본 연구는 녹색 경영활동이 기업의 성과에 어떤 영향이 있는지 알아보는 데 목적이 있다. 첫째, 녹색경영의 개념과 한국 기업의 녹색경영 실태 및 사례를 탐색하고자 한다. 둘째, 녹색경영을 실천하는 방법과 전략을 살펴보고, 셋째, 기업의 친환경적인 녹색경영 실행 방법과 유형을 모색하고자 한다. 따라서 본 연구는 다음과 같은 결론과 시사점을 제시하였다. 첫째, 글로벌 환경변화에 따라 기업이 지속적인 경쟁우위를 갖기 위해서는 단순한 관리와 통제가 아니라, 녹색경영전략을 적극적으로 수립하는 것이 필요하다. 둘째, 기업은 녹색경영을 전략적 아이콘으로 삼아서 친환경 경영활동에 적극적으로 활용해야 한다. 셋째, 정부 주도로 녹색경영을 위한 실천방안과 지침을 개발해 제시하고 있으나, 이에 대해서 경영자나 조직구성원들의 인식이 요구된다. The global green new deal for economic growth in the 21st century has brought about a transition from the existing economic growth model to eco-friendly green management as a new economic growth model. The Korean Framework Act on Low Carbon, Green Growth recommends efficient use and saving of resources and energy in the process of green management activities by companies. The purpose of this study is to find out how eco-friendly green management activities affect corporate performance. First, I would like to explore the concept of green management and the actual conditions and examples of green management of Korean companies. Second, it looks at methods and strategies for implementing green management, and third, it tries to find ways and types of eco-friendly green management practices by companies. Therefore, this study presented the following conclusions and implications. First, it is necessary to actively establish a green management strategy, rather than simple management and control, for a company to have a continuous competitive advantage in response to global environmental changes. Second, companies should take green management as a strategic icon and actively use it for eco-friendly management activities. Third, the government has developed and suggested practical plans and guidelines for green management, but the recognition of managers and members of the organization is required.

Das seutsche Mitbestimmungsmodell als ein Vorbild zur Problemlosung industrieller Arbeitsbeziehungen in Korea - Institutionelle Ansatze

Sug-In Chang 한독사회과학회 2005 한독사회과학논총 Vol.15 No.1

오늘날 급격하게 전개되는 기업환경의 변화는 기업에게 적응과 경영의 새로운 패러다임을 요구하고 있다. 노사관계에서도 이는 예외는 아니다. 근로자경영참여는 노동소외로부터의 해방, 산업민주주의의 성취, 무권력으로 권력소유 등의 근로자의 지위 향상의 입장에서 그 목표가 출발되었다. 근로자경영참여제도의 여러 가지 부정적인 측면에도 불구하고 오늘날 독일에서의 공동의사결정제도는 전후 독일경제의 성장과 안전에 견인차 역할을 해왔다고 평가되고 있다. 독일의 노사관계는 약 150년 이상의 사회적 갈등과 극복의 경험 속에서 나온 산물이지만 그 중에서도 법체계로 정립된 근로자경영참여제도는 독일 노사관계를 특정 짓는 모델이다. 독일은 근로자경영참여를 엄격히 법으로 제도화하고 있다. 독일의 근로자경영참여제도는 1920년 직장평의회법이 제정됨으로써 제도적인 근거를 갖게 되었다. 그 이후 경영조직법에 의한 사업장 차원의 근로자경영참여제도와 신공동결정제도에 의한 기업조직 참가제도로 구분되는데 이는 제 2차 세계대전 후 제도화 되었다. 1951년 독일은 몬탄공동결정법이 제정되었고 1952년에는 경영조직법이 도입되었다. 1972년 사업장 공동결정법이 성립하였으며 이후 1976년에 2.000인 이상을 고용하고 있는 대기업에 적용되는 신공동결정법이 제정되었다. 또한 1988년 제정된 대표위원회법(Sprecherausschußgesetz)에 따라 10인 이상의 간부급 사무직 사원을 가진 공장 또는 기업에서는 간부급 사무직 사원들의 공동결정권이 보장되고 있다. 독일에서는 근로자경영참여제도는 일반적으로 직장에서의 공동결정, 사업장 수준에서의 공동결정, 기업수준의 공동결정 그리고 산업수준에서의 공동결정 등 네 가지 수준에서 이루어지고 있다. 사업장 수준의 공동결정은 직장평의회(Betriebsrat)를 통하여 노동조건에 대해 공동결정을 하는 것이며 기업수준의 공동결정은 최고경영평의회(Aufsichtsrat)에의 경영참여를 통해 경영의 일반적인 상항에 대한 경영전략 수립에 참여하는 것이다. 우리나라는 1963년 개정된 노동조합법 제 6조에서 노사협의회제도의 도입을 처음으로 규정한 뒤 1980년 12월 31일 노사협의회법을 독립입법으로 만들었으며 1997년 3월 13일에는 “근로자 참여 및 협력중진에 관한 법률"로 경영참여제도를 더욱 강화 발전시켜 나가고 있다. 한국의 근로자경영참여제도는 노사협의회제도와 단체교섭제도로 구분되는데 단체교섭제도의 기능은 노사협의회제도보다 약하다. 이론적 및 법제도적으로는 단체교섭이 근로조건의 유지 및 개선에 관한 사항을, 노사협의회가 생산성 향상, 근로자의 복지증진, 노사분규의 예방 등을 다루도록 되어 있으나 실제로는 양자의 구분이 잘 되지 않고 있는 실정이다. 본 연구는 제도적 접근에서 독일의 근로자경영참여제도를 분석하여 한국의 근로자참가제도와 비교함으로써, 한국의 노사관계 문제점의 해결방안으로 독일의 공동의사결정 모델을 도입할 경우 이에 대한 문제점과 시사점을 제시하고자 한다. Institutional organizations have both within the businesses and outside of the businesses formed themselves. The industrial relations refer to individual and collective of conditions between the employer and employee side and form complicated effect structures within its. In no country employee participation is as comprehensively legally regulated as in the enterprises in the Federal Republic of Germany. The continuous processes of the economic development and democratization in Korea strengthen the demands both after participation in decision-making rights of the employees and after more humanization of the work. If the arguments correctly is, that the German System is looked at a desired example in Korea to the constructive collaboration between capital and work, the central of arguments of this work assumes that it is recommendable, to introduce the German participation model. Therefore in this work the attempt will undertake to analyze the present situation of employee participation in Korea critically and to consider the further development of employee participation in light of the experience of German participation

4차 산업혁명시대 유망직업 탐색·발굴을 위한 수요 조사에 관한 연구: 대전 산업특성을 중심으로

장석인 ( Sug-in Chang ),김문준 ( Moon-jun Kim ),김진경 ( Jink-yung Kim ),황윤성 ( Yoon-seong Hwang ) KNU기업경영연구소 2021 기업경영리뷰 Vol.12 No.1

This study is a study on the demand survey for exploration and discovery of promising jobs in the ‘4th industrial revolution era’ reflecting the industrial characteristics of Daejeon. For this purpose, information production workers, smart factory managers, and IT solution support workers were derived by referring to key words and key topics for each major industry in 17 areas of the 4th industrial revolution era. Representatives and personnel of Daejeon-si major industries and 4th industrial revolution industries from October 26 to November 6, 2020 by randomly extracting 12,861 (50%) out of 25,722 companies in the major industries of Daejeon City An online survey was conducted for employees in charge. As a result of the survey, a total of 504 valid data were used to establish promising occupational groups required in the era of the 4th industrial revolution in Daejeon. In other words, current manpower and new manpower required for information production workers (lower 4 job groups), smart factory management jobs (lower 3 job groups), IT solution support jobs (lower 6 job groups), required education, required skills, average monthly salary level And the like were analyzed and presented. In addition, it emphasized the importance of creating specialized jobs in Daejeon, re-education of human resources, and nurturing human resources. In other words, in order to improve the flexibility of the labor market, various deregulation policies need to be re-established, and the need for more accurate forecasting of the outlook for manpower supply and demand by major industry and job and the need for high-quality information sharing was emphasized. In order to cope with changes in the labor market according to the era of the 4th industrial revolution, it was necessary to change the quality of education to improve common and general abilities. For this, Daejeon City needs job segmentation in high-tech fields such as big data, artificial intelligence, IoT, and virtual reality that are leading the 4th industrial revolution. In addition, the establishment of a strategy for fostering new occupational groups and consistency in policy execution was required as the demand for the relevant manpower increased.

해외 스마트 팩토리(smart factory)의 정책 비교 연구: 독일, 미국, 일본, 중국을 중심으로

장석인 ( Sug-in Chang ) KNU기업경영연구소 2021 기업경영리뷰 Vol.12 No.2

In recent years, the establishment of a smart factory to overcome low growth and this has become a hot topic around the world. In 2016, the Davos Forum discussed what kind of changes the future technological revolution will bring to society and future generations under the theme of’Understanding of the Fourth Industrial Revolution’ as a way to solve low growth. This study aims to examine the concept of a smart factory, four tasks, and the importance of a smart factory in relation to technological innovation in the manufacturing industry through a smart factory. And it is to present the construction stage and expected effects of a smart factory. Second, to cope with smart factories, we want to compare policies between countries such as Germany, the United States, Japan, and China. In this study, the following results and implications are presented. First, before constructing a smart factory, the Korean government should be researched as a prerequisite for the establishment of a smart factory through a government-private-academic consultative body. Third, before building a smart factory, laws or systems that can protect large enterprises and SMEs must be prepared. Fourth, SMEs in particular need to think about how to operate a smart factory.

Cross-national Divergence and Convergence in international Business Strategy

Sug-In Chang 한독사회과학회 2005 한독사회과학논총 Vol.15 No.2

본 연구는 세계화와 글로벌화가 다국적기업의 HRM/IR 기능에 미치는 영향에 관한 연구이다. 미국의 노사관계 프렉티스의 확산이나 새로운 생산 콘셉트 문제 등 최근 국제경영 비교연구에서 산업사회의 HRM/IR 프렉티스의 수렵 및 발산에 관한 논의가 고조되고 있다. 어떤 요소가 프렉티스의 확산을 촉진하고 저해하는가? 왜 이런 프로세스가 일어나고 있는가? 본 연구는 가령 자원의 점유와 교환, 경제주체의 형식적인 권한 행사, 기업문화를 통한 이해관계의 구조화 등 산업사회의 조직의 힘에 관한 분석이다. 이것은 비교국가의 구체적 이전 메커니즘을 설명함으로써 다국적기업의 기능적 힘을 논의하고 있다. 조직의 방법과 이론이 문화적 한계에 속하는가 아니면 여기에서 벗어나는가? 미국의 프렉티스를 다른 나라로 전이 될 수 있는가? 가장 선공적인 국가의 경영 프렉티스와 관련해서 다국적기업이 수렴의 힘으로서 행동하고 있는가? 이런 문제는 비교 국가의 조직연구에서 이론적 명로함의 필요성을 강조하고 있다. 미국경제 헤게모니의 쇠퇴와 독일 다국적기업의 급부상에 힘입어 비교 국가의 학습과 확산에 관한 새로운 논제에서 국제 HRM 프렉티스의 수렴과 발산의 성향을 재조명하고자 한다. This article examines the impact of internationalization and globalization on the role of the HRM/IR function in multinational enterprise (MNE). Recent comparative studies of international management, debates on the diffusion of American working practices, and problem around “new production concepts” have highlighted the competing pressures of convergence and divergence in industrial societies. What factors promote or retard the process of diffusion? How does this process occur? This article illustrates aspects of organizational power such as the possession and exchange of resources, the exercise of formal authority and the structuring of interests through corporate culture. It examines the functioning of MNE power structures by illustrating one concrete mechanism of cross-national transmission. Are organizational methods and theories culture- bound or culture free? Can supposedly American practices transfer to other societies? How far do MNEs act as forces for convergence around the practices of the most successful national business regimes? These questions highlight the need for theoretical clarity in cross-national organizational research. They also suggest that tensions between divergence and convergence are reinvented and repeated in the new discourse of cross-national learning and diffusion largely inspired by the decline of American economic hegemony and the spectacular growth of German MNE.

사회적기업 종업원의 서비스지향성이 친사회적 서비스행동에 미치는 영향 -휴먼서비스 산업을 중심으로-

장석인 ( Sug In Chang ) 한국인적자원관리학회 2014 인적자원관리연구 Vol.21 No.1

In modern society, the human service field in social enterprise makes efforts to provide new products and better service to meet the diverse needs of client according to their increasing expectations for economic and social utility. The purpose of this research was to examine the status and working environment of social enterprise which has become popular for solution of human services, specially, to investigate the relationships between service orientation, job satisfaction, service commitment and pro-social service behavior. This research had 275 employees of social enterprises certified by Ministry of employment and labor located in Seoul, Gyunggi, Chungnam from 5nd of August to 20nd of September in 2013 for survey. For the statistical analysis, SPSS/PC Ver. 20.0 were used, factor analysis and other analysis such as reliability analysis, frequency analysis, correlation analysis and linear regression analysis accordingly were performed. Proven research result through these analysis are as follows: (a) service orientation was positively related to pro-social service behavior. In particular, the psychological empowerment influences pro-social behavior. In other words, employee’s empowerment in social enterprises influence service satisfaction of client and increases pro-social behavior. (b) job satisfaction and service commitment was positively related to pro-social service behavior. In particular, this study investigated the mediating effect of job satisfaction on the causal relationships between service orientation and pro-social service behavior. A critical review of available literature on the issues were presented and specific attention was paid to the mediating effect of job attitudes such as job satisfaction which might work in between service orientation and pro-social behavior. In this research, the higher the service orientation, increases the level of pro-social behavior.