• Science of Emotion and Sensibility
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• v.21 no.2
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• pp.43-60
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• 2018

The primary goal of this study is to investigate the effects of individual's subjective social status on meaning of work. We hypothesized that individual's subjective social status, defined as the respect and influence an individual has at her/his workplace, would promote meaning of work. Further, we hypothesized that individual's subjective social status would be more highly associated with meaning of work based on her/his occupation's subjective social status. Using two experimental studies, we found that individual's subjective social status increased meaning of work in American (Experiment 1) and South Korean working adults (Experiment 2). Participant's meaning of work was more influenced by individual subjective social status than occupation subjective social status (Experiment 1). Also, the results from Experiment 2 indicated that objective social status within an organization (i.e., rank) moderated the effects of individual subjective social status on meaning of work, such that the beneficial effects of individual subjective social status on meaning of work were found only for participants with low objective social status. In contrast, meaning of work in participants with high objective social status did not vary depending on subjective social status. We discussed the implications of these results, study limitations, and directions for future research.

• Journal of Navigation and Port Research
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• v.35 no.10
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• pp.829-836
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• 2011

This study aims to empirically identify how the antecedents of seafarers' social identity(i.e., socialization, social support, perceived organizational support, status in organization) affect turnover intention via social identity. In order to achieve this objective, this study conducted covariance structure analysis on the questionnaire data collected from 362 seafarers. The main results are as follows: First of all, as social identity of seafarers increases, their turnover intention decreases. Secondly, as socialization, social support, and perceived organizational support increases, seafarers' social identity also increases. Finally, while socialization and social support decrease turnover intention only through social identity, perceived organizational support decreases turnover intention both directly and indirectly via social identity.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.8 no.12
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• pp.97-106
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• 1985

개인의 탁월한 업적은 사회적 지위나 재산 등으로 평가되고 있지만 경영자의 경우는 자기 공헌이 조직내에서 매몰 되어 버리는 경우가 있다. 효율적인 경영자는 자기직무에 수행해 나가기 위해 혼자서 일하는 것이 아니고 조직의 구성원으로 일하지 않으면 안된다. 경영자는 조직을 약화시키는 관습들을 없애고 조직을 강화시키는 방법을 강구하여 조직구성원의 각자 상호의존성을 인식함으로써 조직의 유효한 구성원이 되어야 한다. 각 조직구성원은 조직전체의 직무과정이 원활히 수련될 수 있도록 자기 직무를 잘 인식해야 할 뿐 아니라 경영자는 조직을 강화시키는 전반적인 방법을 체득해야 할 책임을 져야한다.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.1-45
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• 2017

This study aims at explaining organizational mechanisms of inequality that has been rising rapidly alongside the proliferation of irregular employment in the post-crisis Korean labor market. It argues that inequality is not sufficiently explained by individual gap in human capital or widespread marketization as such. Social categories into which each individual worker falls seems more important as a source of labor market inequality. Employment types that are composed of regular and irregular employment do not simply indicate the different economic meanings of employment contracts but have rather been institutionalized as a social category of status in the context of inequality over the past two decades. They are also often matched with other social categories such as gender that have created and reproduced greater labor market inequality. We pay attention to the organizational practice of dominant incumbents who make claims for advantages of return based on their exclusive accessibility to limited organizational resources and explain how that particular practice plays a role to increase relational inequality between those insiders who achieve advantageous returns and outsiders mostly irregular workers who are excluded from those resources because of the social categories that they belong to. In this study, we identify seniority based pay as the key organizational practice that justifies categorical differences within the workplace and examine how that particular practice contributes to organizational level segmentation and income ineqaulity.

• Journal of the Korea Convergence Society
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• v.2 no.1
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• pp.37-44
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• 2011

In accordance with the analysis results on the questionnaires about the awareness of employees according to positions and educational backgrounds in a public health organization, this thesis suggests the basic data on the purpose of the efficient operation and improvement of working environment in a public health organization. Two answers of the questions that "there is a possibility for promotion in the organization" and "the unit section in organization which I work for has a well-designed structure of organization" showed respectively high points in the questionnaire. On the other hand, three questions like there is a resonable way to bind the organization up, completed mission and rewards are connected, and my salary is fit for the current mission showed high points among the questions about the awareness on the organization according to the positions.

• The Journal of the Korea Contents Association
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• v.20 no.9
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• pp.296-307
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• 2020

Compared to the quantitative increase in women's workforce, women's status in the organization remains poor. When it needs diverse perspectives and flexibility cope with the environment, it is an urgent challenge for companies to manage women in organizations. In this study, it is explored the internal factors of the organization that allow women managers to be more immersed in the organization. While previous researches have focused mainly on employment equality policies, this study expands the scope of existing research by considering the organization's internal support factors, such as mentoring, education and training, and organizational atmosphere. The female manager panel data showed that mentoring, education and training, and organizational climate all increase the leading influence of female. This leading influence affects organizational commitment and mediated between organizational internal factors and organizational commitment. In other words, it has been found that it is important for female managers to take the initiative in their position as well as the internal support of companies for female managers to immerse themselves in the organization. This study could contribute to solving the dilemma of the use of women's workforce by companies that fail to recover all investment costs such as recruitment, education, training, and compensation of excellent women's workforce.

• Journal of Legislation Research
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• no.44
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• pp.211-239
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• 2013

In 2012, the Korean government has hosted the AFoCO Secretariat in Seoul. The AFoCO Secretariat is established by Agreement between the Governments of the Member States of the Association of Southeast Asian Nations and the Republic of Korea on Forest Cooperation (AFoCO Agreement) which is initiated by the Korea. The Korea government, however, does not have any laws and regulations to regulate the matter of legal status and legal personality of nationally hosted international organizations including the AFoCO Secretariat. Therefore, the legal status and legal personality of AFoCO Secretariat in international and domestic arena are still not clear. To articulate such issues and to propose some answers, this article analyzes the international and domestic legal theory and practice about the status and legal personality of public international organizations. As a result, it is common in the literature to delimit international organizations by some standards. One characteristic is that international organizations are usually created between states. A second characteristic is that they are established by means of a treaty. And as a third characteristic, international organizations must possess at least one organ which has a will distinct from the will of its members. According to those criteria, the AFoCO Secretariat can be categorized as a public international organization. It means that the AFoCO enjoys certain privileges and immunities as a public international organization and must confer legal capacity in Korea even there is no domestic laws and regulations conferred the status and legal personality to it. It, however, will be a better way to confer domestic legal personality on the AFoCO Secretariat through a domestic act like an "Act on the Assistance of International Organization Attraction". This act will stipulate the legal status of international organization in Korea including the privileges and immunities as well as the matter of assistance of hosting international organizations.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.514-523
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• 2017

This study examined the effects of work-family spillover on the organizational attachment of female managers. The 4th and 5th data sets of Korean Women Manager Panel Survey established by the Korean Women's Development Institute were merged and the 5th data set for female managers was analyzed. The findings reveal that work-family support relationship is an important factor for strengthening the organizational attachment on the part of female managers. For working women, organizational support and family support is the most significant driving force for retaining their career. Second, negative spillover from family to work rather than that from work to family had a stronger impact on the organizational attachment of female managers. This finding suggests that women are not free from their status in the family, and that conflict relationships originating from the family ha a stronger impact on women's organizational attachment than that generated from work. Third, the third stage model incorporates the interaction terms of work-family spillover and organizational culture. The results showed that the interaction effect alone remains. In particular, family-work positive spillover exerts positive (+) effects on the organizational attachment only if a rational organizational culture is in place. Work-family negative spillover, however, shows negative (-) effects under rational organizational culture. Family-work negative spillover combined with rational organizational culture reinforces the organizational attachment, but has negative (-) effects under traditional organizational culture. The implications might be that women may experience negative family to work spillover, which may weaken their organizational attachment and that a rational organizational culture can reverse the spillover effect and increase the organizational attachment of female managers. No interaction effect of organizational culture appears for work to family negative spillover. A differential effect by the direction of spillover requires further study. In addition, more study will be needed to develop a more integrative model with the relevant variables not included in this study and sub-group analyses will be needed to ascertain the differences within female managers.

• Management & Information Systems Review
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• v.32 no.4
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• pp.53-79
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• 2013

Social enterprises can be identified roughly as social purpose-oriented business ventures. They often fill the gaps left by governmental and commercial ventures in providing for certain vulnerable sectors of society. Though social enterprises often adopt market mechanisms in their organizational structures, their emphasis on particular social outcomes means that they intentionally pursue double/triple-bottom lines, thus distinguishing them from many traditional for-profit businesses. Among the Korean laborers, women have been hardest hit by the global economic crisis. As the movements have substantially been taken to strengthen women's economic activities in the recent years, many policies are formulated with these trends, connecting women's employment with social enterprises. This study focused on analyzing social enterprises to be friendly and to provide decent work to women. Data were collected from 491 social enterprises and 830 workers. The main results are as follows. First, the women's employment in social enterprises has accounted for a relatively high rate and the women's wage also is similar to men's one. Second, as for work conditions and types, most women have preferred irregular and non-managerial work. Thus, social enterprises have showed a positive response for the women's job opportunities, while social enterprises have had a negative one for enhancing the women's status at the labor market. In conclusion, social enterprises should institutionalize how to provide more stable working condition to women and to improve their's capacity.

• Korean small business review
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• v.42 no.4
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• pp.173-212
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• 2020

Interest in sustainable management based on the stakeholder perspective is expanding not only within an organization but also across the supply chain. For large companies that have established networks, sustainability management of the supply chain is now a factor that not only determines the social performance of the company as a whole, but also determines its long-term competitive position. Despite these changes in the business world, especially the proliferation of the sustainable supply chain management (SSCM) system, systematic research on SSCM has been lacking. In particular, there was a lack of empirical analysis on which factors promoted the establishment of the SSCM system for large companies and what's the effects of SSCM. In this regard, this study analyzes i) the impact of the social responsibility pressure of customers as external stakeholders and the CSR orientation of purchasing managers as internal stakeholders on supply chain transparency and partnership cooperation respectively, and ii) whether supply chain transparency and partnership cooperation can enhance corporate reputation. The samples used in this study were 69 large companies representing Korea. The results showed that the social responsibility pressure of customers and the purchasing manager's CSR orientation were positively related to the transparency of the supply chain. However, for partnership cooperation, only the purchasing manager's CSR orientation was found to have a positive and significant effect. Meanwhile, both supply chain transparency and partnership cooperation were positively related to the corporate reputation. At the end of the study, discussions on the implications of the results and future research directions will be presented.