• 디지털융복합연구
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• 제12권10호
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• pp.145-156
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• 2014

본 연구의 주요 목적은 조직 내 다양성 관리, 종업원의 이직 의도, 그리고 지각된 조직 후원과의 구조적 관계를 살펴보는 것이다. 또한 조직 내 다양성 관리와 이직 의도 간의 관계에서 지각된 조직 후원의 매개적 역할에 대해서도 살펴보는 것이다. 연구 목적을 달성하기 위해 선행연구 리뷰와 설문지법을 이용한 실증적 분석을 실시하였으며, 연구결과 조직 내 다양성 관리와 종업원의 이직 의도와는 부(-)의 영향관계가 존재하지 않았으나, 다양성 관리가 지각된 조직 후원에는 정(+)의 영향을 미치는 것으로 나타났다. 지각된 조직 후원은 종업원의 이직 의도에 부(-)의 영향을 미치는 것으로 나타났다. 또한 지각된 조직 후원은 조직 내 다양성 관리가 종업원의 이직 의도에 미치는 영향 관계에서 매개역할을 하는 것으로 나타났다. 이러한 연구결과를 바탕으로 종업원의 이직 의도를 줄이고 최종적으로 성과 향상을 위한 방안에 대해 논의하고 시사점을 제시하였다.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.657-669
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• 2021

This study seeks to empirically investigate the impact of transformational leadership on employees' innovation with the mediating effect of technological diversity. Employees have evolved into leaders in organizing work within institutions over the last few decades. This shift presents new demands for leaders, who are forced to reinvent individual workers while also improving workplace innovation. This research proposes a conceptual model for considering transformational leadership and the impact of technological diversity on innovation. Structured questionnaire is used in the study and the analysis of the data from 633 employees of universities in the United Arab Emirates uses stratified sampling technique and hypotheses verified through Structural Equations Modelling (AMOS-21). According to the results, transformational leadership has a big effect on employees' innovation. Furthermore, in the relationship between transformational leadership and workforce innovation, technological diversity has a partial mediation impact. This research adds to the growing body of knowledge about how transformational leadership influences employees' innovation and how it affects employees' success, especially in the context of UAE-based universities. Overall, this research contributes to the previous studies wherein transformational leadership plays a critical role in influencing the innovative performance of employees and that, in turn, will promote diversification of technology in the organization.

• 산업노동연구
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• 제23권1호
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• pp.221-253
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• 2017

본 연구에서는, 기업 경영적 측면에서 청년 고령자 고용상생을 촉진하기 위한 구체적인 실천방안을 제시하고자 하였다. 이를 위해, 세대 간 고용상생을 위해 적극적으로 노력하고 있는 일본 기업의 고용상생 전략과 경영성과를 분석하였다. 경영전략은 인사조직 전략, 생산전략, 기술개발 및 인재육성 전략으로 구분하여 분석하였고, 경영성과는 균형성과평가 모델(BSC)을 활용하여 분석하였다. 청년 고령자 고용상생기업의 경영전략을 분석한 결과, 대부분의 기업에서는 청년 고령근로자의 협업과 유연근무제 도입, 기술개발을 위한 교육 프로그램을 적극적으로 실시하고 있었다. 또한, 균형성과평가(BSC)를 활용하여 경영성과를 분석한 결과, 매출액 증가 및 원가절감(재무 관점), 신규 거래처 증가 및 시장점유율 확대(고객 관점)와 같은 재무적 성과를 달성하고 있는 것으로 나타났다. 또한, 재무적 성과 외에도 제품 및 서비스 품질개선(내부프로세스 관점), 청년 고령근로자의 기술향상(학습과 성장 관점)과 같은 비재무적 성과를 달성하고 있는 것으로 나타났다. 이러한 연구결과를 바탕으로 향후 우리나라 기업의 청년 고령자 고용상생을 실천해 나가기 위한 구체적인 실천방안을 제시하였다.

• 가족자원경영과 정책
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• 제12권2호
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• pp.141-152
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• 2008

This study reviews a family-friendly system of companies from the viewpoint of family resource management. The concept of a family-friendly system in the workplace means that the strategy 'supports the family' or 'is sensitive to the family life' and recognizes a need for balance between work and family. The suggestions proposed in this study were as follows: First, the direction of a family-friendly system must reflect the needs of the family members positively and recognize diversity. Second, it must consider efficient methods relating to the matter of the gender because a corporate culture enabling men to use childcare leave has not grown, even in family companies. Third, the directions to check the present developing process of our society and to develop the suitable way to each company must be shown. This study has proposed that the subjects must solve immediately in the future with understanding the contents and looking around the status of the enforcement at the inside and outside of the country for a family-friendly system to handle the balance between work and family in the workplace. The problems were the context of the introductions and the results of balancing between work and family no matter whether the introduction of the system by company or not.

• 한국산학기술학회논문지
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• 제12권1호
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• pp.110-124
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• 2011

단일민족으로 오랫동안 지내왔던 한국사회의 구성원들이 급속하게 다양화되면서 앞으로 한국 조직 내 인적자원관리에서 다양성이 차지하는 비중은 늘어날 것이다. 본 연구에서는 한국노동연구원 사업체패널자료를 활용하여 다양성 친화적인 인적자원관리가 조직의 인력구성에 미치는 영향을 분석하였다. 실증분석에 따른 주요결과들로는 여성인력에 대한 훈련비중이 높으면 여성인력 구성비율이 증가되며, 임금에서 이익분배와 집단성과급제도가 차지하는 비중이 높은 기업은 장애인 비율이 높고, 다수의 모집제도를 활용하는 기업에서는 외국인 근로자 비율이 증가하는 것으로 나타났다. 하지만 인력다양성 확대를 억제할 가능성이 있는 인적자원관리제도(핵심인력관리제, 연봉제, 인사고과제)에 비하여 다양성 친화형 인적자원관리제도는 기업의 재무성과에 유의한 영향을 미치지 못하는 것으로 나타났다. 따라서 기업은 처해진 경영상황과 조직문화에 따라 인력구조의 다양성과 경쟁력을 효과적으로 관리하는 인적자원관리제도를 구상하여야 할 것이다. 본 연구는 다양성 친화형 인적자원관리제도를 형성하는데 있어서 경영성과에 근거하여 주요 세부제도들이 어떻게 효과적으로 형성되어야 할 것인지에 대한 시사점을 주는데 의의가 있다.

• Educational Technology International
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• 제7권2호
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• pp.69-92
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• 2006

The research question in this study was to see whether there were similarities and differences in HR practices of IT-based companies in Korea. Interviews with 12 HR executives and a survey of 51 IT-based companies showed that there were IT industry-specific HR practices, but no group differences except one. The only one difference between two groups (small- and medium-sized firms versus multinational corporations) indicated that the latter was better positioned in various HR practices. Four HR themes emerged from analyses of interviews and a survey data: business environment, workforce management, HR practices, and HR for competitive advantage. The fact that none from large companies was found to have female HR executive calls for an in-depth study of what is occurring and what could be done to better the workplace in terms of diversity. A large-scale study using diverse methods in the future will produce more meaningful findings on HR practices in IT-based firms in Korea.

• 대한안전경영과학회지
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• 제16권3호
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• pp.9-22
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• 2014

Constructions sites are affected by Diversity workplace, complexity of construction, Change of place, Mobility of workers and so on. In a single establishment, Prime contractors and subcontractors have to conduct their work at the same time. There are a lot of unpredictable risks when the construction is running, coordination between contractors is very important to do a risk assessment under the condition. Large Construction companies were investigated by previous studies. Survey research is applied to the risk assessment. In the writing, Risk assessment of the entire lower level. Because of the low level of risk factors to find. Also, There was a limit to investigate accidents. Confirmed that Effort to derive a risk factors were desperately of the risk assessment. Results were obtained through previous studies. The PCM is several experts should be joined. Experts Site Manager, Supervisor, Safety Manager, Director Contractor, Work team leader is required to participate. Construction plans, Process Planning to the risk find beforehand. And Determines how the operations and the control. Also, Made it into the database. and PCRA can be used in the risk assessment was developed.

• 한국산업보건학회지
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• 제6권1호
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• pp.144-155
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• 1996

During the 1990s the workplace has grown more complex and business competition has increased world-wide. All organizations, whether for-profit or non-profit have been forced to respond to market changes. More advanced information and technology, greater product diversity, shorter product life cycles, increased quality requirements, more regulation oversight, decreasing productivity, more competitors, and increasing overhead costs have motivated organizations to focus on ways to deliver products cheaper, better, and faster. Many organizations are searching for ways to reduce costs through downsizing, reengineering business processes, implementing quality management, outsourcing, and improving cost management. Support departments that provide services internal to an organization such as human resources, legal, and environmental, safety, and health (ES&H) are often the first organization targeted for cost reduction and cost control initiatives because these functions are part of a rapidly increasing overhead cost. Recently, ES&H functions are incresingly being integrated into the business of business to contribute value to organization beyond mere compliance with ES&H regulations. The discussions and development of the ISO compatible Environmental Management Standards or Occupational Safety and Health Management Standards is another impetus to integrate ES&H function into the business of business. Thus, ES&H professional need new skills to analyze the cost of their function and communicate the value of the products and services they provide. In recent years, the need for and the importance developing cost management and business skills by ES&H professionals have been emphasized in the literature. Communicating with decision makers in terms of cost and value to the organization, and by using business language and business arguments is the first step toward effectively integrating ES&H activities into the business of business. Activity-based costing (ABC) is a cost management method that measures the cost of a product or service based on the actual use of resources by activities, and based on the actual amount of activities used to produce a product or service. ABC is recommended as a tool for managers of ES&H organizations to determine the cost of developing and providing ES&H products within a for-profit firm or non-profit agency. This paper discusses the trend of integration of ES&H functions into the mainstream of business activities within an organization. The general principles of treditional cost accounting are presented as a bases for understandging why and how ABC will provide more accurate estimates of cost. The principles and concepts of ABS are presented as a tool for determining more accurately the true cost of ES&H products and services.

• 가정과삶의질연구
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• 제24권4호
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• pp.51-73
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• 2006

The purpose of this study is to introduce the evolution of corporate family-friendly policies and programs, a recent business issue throughout the world. In addition, this study suggests implications for a corporate reference guide to work-family policies and programs by providing a comparative analysis of the typical stages of development of U.S. corporate family-friendly policies and programs, and by presenting model initiatives of Korean and American family-friendly companies. Just as technological changes at the time of the Industrial Revolution altered the relationship between workers and their work, more recent technological advances have again transformed this relationship, offering the promise of a society in which work demands a smaller portion of the worker's time and permitting the worker more freedom and control over work conditions. These new work arrangements have the promise of producing a new paradigm for work and family, based on which many industrialized nations have developed family-friendly policies already. Family-friendly policies and programs can be grouped into four discernable stages in the evolution of a corporate work-family agenda. According to these stages, most companies in Korea are in the predevelopment stage or stage 1. Development of scales to assess company family-friendliness is needed to create a family-friendly workplace environment, policies, and programs. It is critical that companies have champions who have the vision to step out in kent, and the determination to ensure that the family-friendly programs are solidly grounded. Companies should develop their work-family initiatives as an integral part of a program for managing diversity focusing on needs of women and minority employees.

• 아태비즈니스연구
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• 제12권4호
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• pp.193-209
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• 2021

Purpose - The purpose of this study is to specify the relationship between demographic cohesion and firm performance by examining the roles of HR practices, such as job rotation and flexible work arrangement. Design/methodology/approach - This study samples 1,093 firms in Korea and collects their data between 2007 and 2017 from Workplace Panel Survey, a database from Korea Labor Institute. The demographic cohesion is measured using the Herphindal-Hershman index and the firm performance is measured with net incomes. This study employs a fixed-effects model for the estimation of firm performance with respect to demographic cohesion, job rotation, and flexible work arrangement. Findings - There is a positive relationship between demographic cohesion and net incomes. And the relationship is positively moderated by job rotation. However, flexible work arrangement shows a mixed moderation. Research implications or Originality - Differentiated from the studies on demographic diversity, this study shows that demographic cohesion has a mixed impact on firm performance. While demographic cohesion can improve firm performance through trust building, in-group favoritism, and collective identity it entails internal conflicts. However the link between demographic cohesion and firm performance is moderated by job rotation and flexible work arrangement. While there is a positive moderation of job rotation, there is a negative moderation of flexible work arrangement.