한국 사회구성의 성격

김성국(金成國),서관모(서평자) 한국사회학회 1986 韓國社會學 Vol.20 No.SM

김경동의 사회학(II): 선생가외 불역락호(先生可畏 不亦樂乎)

김성국 동양사회사상학회 2022 사회사상과 문화 Vol.25 No.4

Kim Kyong-Dong is a world-famous Sociologist, establishing the foundation of academic sociology in the development of Korean sociology. This review extends the existing discussions on his sociology and appreciates his recent achievements in terms of his quest for building an East Asian theory of civilizational shift from Western modernity. In contrast to recent theories of multiple modernities, he continues to further develop modernization theory in broad terms of civilizational change from Western materialist culture to culturally matured advanced society. This review introduces and evaluates recent sociological studies provided by him in the following six chapters: (1) reconsideration of Kim’s acdemicism, (2) Kim’s humanist sociology in the era of post-humanism, (3) unfinished modernity and his theory of New Modernization, (4) foundation for East Asian theory of new civilization, and (5) succession of Kim’s theory of civilization. Kim Kyong-Dong’s quest for completing his theory of modernization in terms of new modernization has been fruitfully matured by his renewal of classic East Asian wisdoms such as the Book of Change, Buddhism, Taosim, and Confucianism and finally accomplished with his recent book, [Bright and Dark side of Seonbi Culture: Sociology of Intellectual Power Elite] as a model for new civilization based on Confucian moral values 김경동은 한국사회학사에서 아카데믹 사회학을 완성한 세계적 사회학자이다. 이 글은 김경동의 사회학에 관한 기존 논의를 보완하면서 그의최근 업적을 동아시아 문명론의 개척이라는 차원에서 그 의의를 논의한다. 이 과정에서 김경동의 주장을 뒷받침하기 위하여 필자의 관점인 하나논리를 틈틈이 활용한다. 제 1장 “김경동 아카데미즘의 재평가”는 아카데미즘을 상아탑에 안주하면서 현실 참여와 비판을 외면하는 학문이라고규정하는 통상적 고정관념을 비판한다. 김경동의 학문 활동에 나타난 비판적 현실 참여의 사례(1985년 “한국 발전과 종속문제” 국제학술대회와1989년 “80년대 한국사회와 비판적 인식의 전개‘라는 학술대회 조직)을 소개한다. 제 2장 “탈인간주의 시대의 인간주의 사회학”은 김경동의 사회학적 기축 이론인 인간주의 사회학이 오늘날 탈인간주의 시대에서 더욱 유용하다는 사실을 지적한다. 인간에 의한 인간의 비인간화, 인간중심주의에 의한 천지자연의 파괴, 인간의 폭력화와 같은 반인간적 세태를 인간주의 사회학은 교정할 수 있다. 제 3장 “미완의 근대화와 신근대화론”은 탈근대 문명의 도래와 함께 서구적 근대의 한계가 두드러지자 동아시아 정신문명을 활용하면서 미완의 근대를 완성시키고자 하는 김경동의 노력을부각시킨다. 제 4장 “동아시아 문명론 연구의 초석”은 김경동이 서구적근대나 근대화론에 머무르는 것이 아니라 본인 나름의 독창적인 “문화적교양으로 정화한 성숙한 선진사회”라는 개념과 함께 음양변증법에 기반한새로운 동아시아 문명론을 제시하고 있음을 검토한다. 김경동의 동아시아문명론을 위한 구체적 대안이라고 볼 수 있는 [선비문화의 빛과 그림자: 지식인 파워 엘리트의 사회학]을 북 콘서트에 참가한 여러 학자들의 토론내용을 소개하면서 집중적으로 고찰한다. 현대의 오도된 물질문명을 바로잡기 위해서는 선비문화의 재활성화가 매우 필요하다는 사실에 모두가 공감한다. 제 5장 “김경동 문명론 연구의 계승”에서는 김문조의 융합문명론, 김상준의 내장/팽창문명론 그리고 김성국의 하나논리가 앞으로 김경동의 문명론을 계승하고 발전시킬 수 있는 작업으로 평가한다.

市民社會의 成長과 소련의 改革 : 시민사회의 성장과 소련의 개혁

김성국 부산대학교 1991 中國問題硏究 : 論文選 Vol.17 No.-

노인장기요양 실천현장의 사례관리 사정도구로서의FIMㆍFAM 척도 적용 가능성

김성국 한국통합사례관리학회 2013 한국케어매니지먼트연구 Vol.10 No.-

본 연구는 FIM and FAM 척도가 국내 노인 장기요양 대상자의 사정도구서의 적용이 가능한지를 검증하 기 위한 것이다. 이를 위해 노인 장기요양 1-3등급 및 등급 외 대상자 296명을 2013년 1월부터 2월 사이 에 FIM and FAM 측정도구를 적용하여 사정을 실시하였다. 척도의 적용 가능성을 검증하기 위해 국내․외 선행연구들을 분석하였고 본 연구 자체의 신뢰도 및 타당도를 분석하였다. 척도의 신뢰도는 Cronbach's α=.96으로 높게 나타났다. 타당도는 이미 해외의 여러 선행연구들에서 타 당도가 검증되었기에 본 연구에서는 구성타당도(construct validity)의 탐색적 요인분석만을 검증하였고 그 결과 개별 문항의 부하량은 .591-.845로 적절한 수준임이 검증되었다. FIM and FAM 척도의 신뢰도 및 타당도를 검증한 결과 노인 장기요양 현장에 적용은 일부 문항에 있어 문화적 차이 등이 있고 문항 간 중복 가능성도 나타나기는 하였지만 실무에 적용하는데 적절한 것으로 검증되었다. Objextives : This study assesses FIM(Funtional Independence Measure) and FAM(Funtional Assessment Measure) to assist with effective assessment for Long Term Care practice in Korea. Methodes : Using these scales, data were collected by a total 296 community-dwelling long-term care older adults, grades 1 to 3. Previous research were analyzed to explore its reliability and validity for application to Long-Term Care practice. Results : 1) The reliability of the scale was relatively high with Cronbach's α = .96, 2) With other abroad studies' validity, exploratory factor analysis of construct validity in this study showed the appropriate loading level of individual items from 0.591 to 0.845 Conclusion : Despite cultural differences and duplication in items, the results suggested that these measures can be applied to long-term care practice.

정보화 사회의 구현을 위한 이론적 검토와 경험적 분석

김성국 부산대학교 사회조사연구소 1987 사회 조사 연구 Vol.6 No.1

조직유연화 전략으로서 매트릭스 조직에 관한 연구

金聲國 梨花女子大學校 法政大學 1993 社會科學論集 Vol.13 No.-

13. 국제화-지방화시대의 시민문화 형성

김성국 인제대학교 인문사회과학연구소 1994 인문사회과학논총 Vol.1 No.1

公正한 報償이 企業의 組織有效性에 미치는 效果

金聲國 이화여자대학교 한국문화연구원 1992 韓國文化硏究院 論叢 Vol.60 No.2

Conflict over distributive and procedural justice in allocating scarce resources is widespread in organizations. Distributive justice refers to the perceived fairness of the amounts of compensation employees receive ; procedural justice refers to the perceived fairness of the means used to determine those amounts. Two frequently used criteria concerning distributive justice(especially in labor-management disputes) are equity and equality. Some researchers hypothesize that equity will be the basis for distributing outcomes in the economic sphere of social activity, whereas equality will be the dominant principle of distributive justice when the goal is to foster or maintain good interpersonal relations. There are, of course, other bases of distributive justice(e.g. need), but equity and equality seem to be the two major solutions to the distributive justice problem. This study investigates the relationship between distributive/procedural justice and organizational effectiveness. Organizational effectiveness was operationalized as a composite of job satisfaction, organizational commitment, job involvement and perceived performance of employees. Research on individual difference suggests that a number of demographic and psychological variables affect how individuals react to inequitable treatment. Based on the new perspective on equity theory "equity sensitivity" by Huseman / Hatfield / Miles (1987), this paper investigates individual differences in reactions to inequity. The equity sensitivity construct proposed in this paper suggests that individuals react in consistent but individually different ways to both perceived equity and inequity because they have different preferences for (i.e., different degrees of sensitivity to) equity. According to Huseman et al., there are three classes of individuals represented along the continuum of these preferences (a) Benevolents, those who prefer their outcome/input ratios to be less than the outcome/input ratios of the comparison other ; (b) Equity Sensitives, those who, confirming to the traditional norm of equity, prefer their outcome/input ratios to equal those of the comparison others ; and (c) Entitleds, those who prefer their outcome/input ratios to exceed the comparison others. The equity sensitivity construct was believed to pose a number of implications for equity research in organizations. Thus, under this new perspective, this paper set forth to enhance the utility of equity theory as a framework for understanding and predicting attitudinal outcomes of employees. A major purpose of the study was to test the following hypotheses : Hypothesis 1 : There will be a positive relationship between perceived equitable compensation(distributive justice) and the organizational effectiveness of a firm. Hypothesis 2 : There will be a positive relationship between perceived procedural justice, concerning a firms compensation policy and practices and the organizational effectiveness of a firm. Hypothesis 3 : Employees of the investigated firm will show themselves as "Equity Sensitives", that is, they will be subscribe to the norm of equity and feel distress when either overrewarded or underrewarded. Hypothesis 1 and 2 were partially confirmed, whereas hypothesis 3 was not supported. Equity Sensitives are most content when their outcome/input ratios equal those of the comparison other. In fact, respondents of the questionnaire were identified as typical "Entitleds", who have much, but want and expect more, based on the assumption that is rightfully his or hers. One of the important managerial implications, which can be extracted from the results of this study, is as follows : employees want a compensation system that they perceive as being just, unambiguous, and in line with their expectations. When compensation fairly reflects job performance and community pay standards, then job satisfaction, organizational commitment, job involvement, and perceived performance are likely to result. The essential linkage of compensation to organizational effectiveness is not the absolute amount one is paid ; rather, it is the perception of fairness. Furthermore, the equity sensitivity construct poses another implication for managers of those organizations involved in this study. As an individual difference variable, equity sensitivity is proposed as a means to moderate relationship between an individuals perceptions of equity and organizational outcome such as job satisfaction.

유전자 조작에 의한 Lactobacillus acidophilus 의 항생제 저항성균주의 개선에 관한 연구

김성국,박상교,이삼빈,김동신 한국낙농학회 1994 韓國酪農學會誌 Vol.16 No.2

A new strain of L. acidophilus which had been electroporated with an antibiotic resistant plasmid, pGKV259, was to tolerate much higher concentrations of antibiotics with decrease in the ability of acid production and reproduction function than the intact cells in MRS broth medium at 37℃. Freeze-dried concentrates of both transformants and intact cells of L. acidophilus were prepared in lyophilization media which containing six cryoprotecive agents and examined for their ability to afford protection to cultures against freezing, freeze drying and storage. The organisms lost considerable viability during storage. Monosodium glutamate afforded greatest protection to both transformants and intact cells during the period of storage at room temperature. The lyophilized transformants even after 12weeks of storage still showed much the same antibiotic tolerance as non freeze-dried cells. 항생물질 저항성 plasmid pGKV259가 electroporation기법에 의하여 숙주균 Lactobacillus acidophilus에 전이되었음이 plasmid분리 및 항생배지 성장에서 확인되었다. 변형된 Lactobacillus acidophilus는 숙주균주보다 훨씬 높은 항생물질 농도의 MRS배지에서 성장하였으나 산생성 능력과 생장기능이 저하하였다. 숙주균 Lactobacillus acidophilus 및 변형균의 냉동건조는 여섯 종류의 냉동보호제를 첨가한 냉동건조배지에서 시행하여 냉동, 냉동건조, 그리고 저장에 따라 각 냉동보호제의 능력을 조사하였다. 균들은 저장하는 동안 상당히 생존력을 상실하였으며, 숙주균 및 변형균을 상온에 저장하는 동안 monosodium glutamate가 가장 좋은 보호제로 나타났다. 냉동건조된 변형균 역시 냉동건조 하기 전과 마찬가지로 항생제에 대한 내성을 보였다.

우리나라 해외지사 인력개발에 관한 실증적 연구 : 독일지사를 중심으로

金聲國 이화여자대학교 한국문화연구원 1991 韓國文化硏究院 論叢 Vol.59 No.2

This study deals with problems concerning the Human Resources Development (HRD) of overseas expatriates of Korean firms, especially in Germany. It focused on the HRD problems of expatriate managers and employees and furthermore to find appropriate solution strategies for such problems. As in many transfer cases to foreign countries, expatriates to Germany are confronted with different environmental requirements and challenges as they operate. In this regard, the human resource management for overseas assignment should be conducted differently from that of parent country. This study assumes that an effective human resources development for expatriates will result in successful overseas operation. Considering such views, this study concentrated on developing effective HRD for the overseas expatriates. Thus, the purposes of this study can be summarized in this manner: (1) to analyze the status quo of human resource development activities of Korean firms in Germany. Through this analysis, problems can be detected. (2) to derive appropriate solutions or proposals for existing problems. These proposals are aimed in setting desirable orientation for the overseas expatriates sent from the headquarter of Korean firms. With a view to fulfilling the goals of this research, overseas human resource development were classified into four major categories: (1) training and education activities which include, preparing training programs of expatriates before transferring to an overseas branch (2) promotion and career development programs (3) repatriation of expatriates to headquarters after their mission in Germany (4) expatriates opportunities for their personal and occupational development and intention to leave A questionnaire was developed to study the selected HRD activities of Korean firms for overseas expatriates. Respondents were mainly expatriate managers of Korean firms in Germany. Along with the questionnaire, interviews were conducted in order to gather detailed information regarding the theme of this study. Respondents indicated that the overall existing programs prepared by headquarters were weak. Especifically preparing program for effective adaptation of those transferred to a branch in Germany, was not sufficient enough. Also the training program during the operation in German branches were not sufficient enough. Also the training program during the operation in German branches were not being systematically conducted. Furthermore, re-adjustment programs for the repatriates were not effective. There was a definite negative association between the degree of satisfaction with the opportunities for personal and occupational development and expatriates intention to leave in Germany. This study shows the importance of assessing comprehensive HRD programs for expatriates of an international firm. This includes not only the intense preparation for personnel about to go abroad, but also on-site support for them, once they are there and then dealing with any reentry problems when the officials return.