• 무역상무연구
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• 제56권
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• pp.101-120
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• 2012

Changes in the global business environment continue at an accelerated pace. The 21st century maybe remarked, perhaps, for its hot issues on globalization and diversity. Diversity may arise in terms of ethnic, gender, age and culture. Cultural diversity out of all stands out in front in modern times as more multinational companies operate internationally resulting more people to start living abroad and work with people from different cultures. In recent years, these multinational companies realized the important roles human resource management play in international trade since cultural diversity is very influential on their work performance. A well-managed human resources will ensure organizations' success to a great extent. This paper touches the field of cultural diversity and introduces human resource management of international trade as a way to handle diversity matters faced by international organizations.

• 헤리티지:역사와 과학
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• 제52권4호
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• pp.4-17
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• 2019

남북관계의 진전을 위한 수단이자 한반도의 역사와 문화를 연구하는 데 필수적인 자료라는 점에서 남한 사회에서 북한 문화유산에 대한 관심이 점차 높아지고 있다. 그에 따라 북한 소재 문화유산 자체를 넘어 그것의 관리 상황을 파악하고자 하는 시도가 꾸준히 이루어지게 되었다. 그러나 기존 연구의 대부분은 주로 법령을 통해 북한 문화유산의 관리양상을 파악하고자 했는데, 법령만으로는 북한의 문화유산 관리 현황을 파악하는 것은 한계가 있다. 따라서 그에 접근하기 위해서는 기본적으로 법령이 실제로 어떻게 적용 및 준수되는지, 그리고 법령에서 규정하지 않는 여러 부분들이 실제로는 어떻게 운영되고 있는지에 대해 면밀한 조사가 이루어져야 한다. 따라서 본 연구는 현행 <민족유산보호법>을 통해 북한의 문화유산 관리 체계를 검토하고, 비교적 최근까지 북한에서 역사유적감독원으로 근무하였던 탈북 인사를 섭외하여 인터뷰를 진행하였으며, 이를 통해 확인된 문화유산 관리 조직의 편제, 인력, 업무, 예산 등을 <민족유산보호법>의 내용과 비교함으로써 북한의 문화유산 관리의 실제에 접근하고자 하였다. 그 결과, 본고는 법령에서 확인할 수 없는 지방의 문화유산 관리 조직의 편제나 업무 등을 파악함과 동시에 내용이 모호했던 일부 조항의 시행 양상도 확인하였다. 그 과정에서 북한 문화유산의 열악한 관리 환경도 확인할 수 있었다. 다만 본 연구는 특정 지역 및 역사유적에 한정된 북한의 문화유산 관리 사례라는 점에서 이를 북한 전체로 확대 적용하는 것은 곤란하다. 따라서 북한 문화유산 관리 현황을 보다 객관적이고 정확하게 파악하기 위해서는 다양한 층위의 자료를 수집하고 종합 및 교차 검증하는 것이 요구된다.

• Journal of Korea Trade
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• 제25권2호
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• pp.46-57
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• 2021

Purpose - In terms of human resource management, many Korean enterprises in China have experienced problems such as frequent resignations of Chinese employees and labor disputes. This can be mainly attributed to the fact that Chinese employees are not consistent with Korean vertical management methods, which is closely related to the national culture theory proposed by Hofstede, specifically the dimension of power distance and long- versus short-term orientation (LTO). Therefore, this research aims to investigate cultural differences between Korea and China from these two dimensions, and the impact on the human resource management of Korean-invested enterprises in China. Design/methodology - This research first utilizes the latest data (Wave 7) of the World Values Survey (WVS) to verify the difference in power distance and long- versus short-term orientation between Korean and Chinese cultures using responses from Korea and China, and then uses case analysis to analyze the impact of this cultural difference on the human resource management of Korean enterprises in China. Findings - Our main findings can be summarized as follows. Korea and China have significant differences in power distance and long- versus short-term orientation. In terms of power distance, Korean respondents show higher power distance compared to Chinese respondents. In the dimension of long- versus short-term orientation, it was found that Chinese respondents showed a shorter-term orientation, whereas Korean respondents showed a longer-term orientation. Originality/value - Previous studies put focus on the power distance and individualism-collectivism dimensions to explain cultural differences between Korea and China, and generated contradictory results. This research further confirms the cultural differences between Korea and China from the dimensions of power distance and long-versus short-term orientation using secondary data. The comparative studies from this perspective have long been underexplored and lack empirical confirmation.

• 국제학술발표논문집
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• The 1th International Conference on Construction Engineering and Project Management
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• pp.1216-1222
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• 2005

A shortage of construction field workers has been a serious problem, both in the developed and in the developing countries. As a solution for conquering this problem, these countries import foreign laborers from nearby less-developed countries. While this contributes to lessening the labor deficiency, foreign workers are relatively inefficient in productivity and are often exposed to the cross-cultural risks due to cultural differences, communication difficulties, different work ethics and customs, etc. Despite these facts, construction firms do not well address these issues and are lagged in establishing an appropriate management strategy against it. This paper presents a practical management plan for foreign construction workers through Focus Group Interviews (FGI) and survey investigation. On this basis, this study examines the level of awareness and important managerial aspects of the issue of foreign laborers. Finally, it suggests a cross-cultural and ready-to-use practical human resource management plan for facilitating the foreign worker's productivity.

• 가족자원경영과 정책
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• 제13권3호
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• pp.85-101
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• 2009

The Multi-cultural Family Support Center provides various educational programs and services for multi-cultural families. However, there are controversies regarding integration and assimilation, ethnic identity and ethnocentrism, and state-sponsored multi-culturalism. From the home economist's perspective, it was necessary to explore the direction of integration of family life culture in the multi-cultural society. This study concluded that there is a necessity to accept foreign culture and create a new culture while still maintaining their and our own cultural identity respectively. For this purpose, integration and assimilation must progress side by side to maintain the cultural identity and stability of multi-cultural families. But, women migrants are to adapt in their everyday life, they need to attend a Korean-language course and take part in a traditional Korean culture program such as having an assimilational characteristics. Also for the happiness of multi-cultural families ultimately not for the confronted problems, it requires sometimes education of changing migrants' own traditional customs and life culture partly. In this sense, educational and cultural programs held by Multi-Cultural Family Support Center are meaningful and their importance in adapting into everyday life must be recognised by all of us.

• 가족자원경영과 정책
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• 제20권3호
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• pp.95-113
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• 2016

This study investigates the potential for multi-cultural youths, given their innate bilingual and dual culture, to be trained as the competent ODA professionals. For the purpose of collecting information, we organized two different kinds of FGI in 2015. The first FGI was conducted with a group of 10 expert participants from August 17 to September 25. The second FGI was conducted four times, from October 5 to October 23, with 13 adolescents from multi-cultural families from Russia, Mongolia, Vietnam, India, Indonesia, Japan, and China. The semi-structured interview items were passed through a formal review process of the Institutional Ethics Committee. Furthermore, with the participants' pre-consent to recording, all recorded data were categorized through the transcription process. The results are as follows. While the potential for nourishing bilingual and dual cultural capabilities are high for the adolescent children of multi-cultural families, the expert group also emphasized the negative aspects of these capabilities being suppressed due to the relatively oppressed family environment. The expert group therefore suggests the following: building parent awareness of ODA human resources, developing an educational career transition roadmap, and providing institutional incentives for ODA. In addition, to some extent, the researchers were able to detect some positive self-esteem among the adolescent children of multi-cultural families as a result of the bilingual and dual cultural competencies required to be ODA personnel. In sum, the research provides insight into the need for national social support for the adolescent children of multi-cultural families, so that their strengths are not extinguished, in order that they might grow up as competent ODA personnel.

• 가족자원경영과 정책
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• 제19권1호
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• pp.23-47
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• 2015

The purpose of this study was to investigate social workers' personal experiences providing social support to multi-cultural family in a multi-cultural family center. The data were collected through in-depth interviews with 14 social workers at the multi-cultural family center, and were analyzed using a phenomenological research method. The major findings were as follows : The social workers' personal experiences with and understanding of social support were classified as 4 categories : 'source of emotional support to the multi-cultural family', 'diverse and systematic educational support', 'excessive demands on material support', and 'daily life support and connection with community network'. The social workers recognized emotional and educational support as essential factors in providing social support to multi-cultural family. However, the social workers' perceptions of material support derived from negative personal experiences stemming from excessive demands and misunderstanding for material support. These results showed that social workers at the multi-cultural family center provided multi-cultural families with social support and that they interacted with community support system and multi-cultural families to increase their satisfaction.

• 가족자원경영과 정책
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• 제19권3호
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• pp.1-16
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• 2015

The purpose of this study was to synthesize the results of studies on the effects of multi-cultural education program for Korean children. Using the author's own selection criteria, 17 studies were finally selected and 31 effect sizes were calculated from these studies and used for meta analysis. The overall effect size for all studies on the random effect model was .802, and it was positive and high. Given the heterogeneity among the effect size, subgroup analysis was conducted. According to the analysis, effect sizes significantly differed depending on program goal, concerned multi-cultural higher than others. Result also showed that the high scored effect sizes were the general family, pre-school age children group, and the program were 11-20 children group in size, and 11~20 times in frequency of education.

• 가족자원경영과 정책
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• 제17권3호
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• pp.81-103
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• 2013

Under the influence of globalization, South Korea has seen a sharp rise in interracial families. South Korean society faces various difficulties since it has not prepared for the stable settlement of families. Therefore, it is necessary to initiate marital education for the settlement of multi-cultural families in a healthy and democratic way. This researcher has developed a marital education program for multi-cultural families. To reflect the special characteristics, this work required the investigation of multi-cultural families in Gyeongsangbuk-do. The purpose of this work is to improve conjugal relations among multi-cultural families in a formative period of family relations to help those families to settle down early. The program consisted of four steps and 12 sessions. It featured an increase in application flexibility to an actual site by session, and includes a worksheet applicable to an actual site to understand the absence of communication and cultural differences in multi-cultural families during a formative period of family relations. In so doing, it was designed to easily perform nonverbal education. This work is expected to contribute to an improvement in conjugal relations of multi-cultural families in a formative period of family relations and help those families to settle down in a stable way.

• 가족자원경영과 정책
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• 제15권3호
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• pp.63-81
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• 2011

This study examined social integration policies for multi-cultural families in Korea and the United States through a literature review and internet research. Because the United States has developed and maintained its own culture, this was an appropriate country to compare to Korea in terms of social integration policy. There were four main results. First, both countries enforce assimilation policies for multi-cultural families. Second, most social integration programs and services for multi-cultural families in Korea are carried out by the Multi-cultural Family Support Centers, which are supported by the national and local governments in Korea. However, because the U.S. government has preserved a laissez-faire approach to policies for immigrant families, there are no government-based support centers for multi-cultural families in the United States. Third, both countries focus on the assimilation of multi-cultural families. Nevertheless, the U.S. government promotes a balance between ethnic identity and U.S. citizenship. Fourth, the U.S. government strongly supports second-generation education and development programs that recognize the second generation as a human resource for the future of society. In summary, even though there were some cultural differences between the two countries, the United States' assimilation policies based on ethnic identity would be useful for Korean integration policies. In addition, it is very important to offer opportunities for mutual integration in everyday life between Korean families and multi-cultural families.