• 농촌지도와개발
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• 제22권2호
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• pp.117-133
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• 2015

This study explored at marital conflict in multicultural families, a type of families formed through international marriages, from husbands perspectives. For the purpose of this study, in-depth interviews were used with husbands in multicultural families to ask about marital conflict, and then, conducted a qualitative case analysis. In summary, results of this study are as follows; First, among the decisive events that husbands in multicultural families often experienced in marital conflict with their wives were disrespect toward husbands and parents-in-law, husbands with a low level of trust, feelings of pressure due to financial support for wives' families and children and lack of practical sense about marriage. Second, development of marital conflict that husbands often experienced included aggravated cultural conflict between a couple and between members of the family, difficulty in managing blame and anger, signs of separation or divorce and wives leaving home and limitations in conversation and communication. Third, as to how husbands tried to deal with marital conflict, they tried to be patient and comfort wives, engage in economic activities together, find something that they could focus on, turn to religion or gatherings, use service from government organizations, have trust and develop rules and limit the range of their wives activities.

• 경영과정보연구
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• 제34권5호
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• pp.295-312
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• 2015

최근 기업에서는 지속적 경쟁우위를 확보하기 위해 조직 구성원들 간의 네트워크와 신뢰에 의해서 형성되는 사회적 자본을 중시하고 있다. 사회적 자본은 조직 내 다차원적인 요인들과의 상호작용을 통해 구성원들의 적응과 몰입을 유도하고, 의사소통 및 참여의 통로로서 협력적 행동을 유발하여 조직성과를 높이는데 기여한다. 본 연구는 조직 내 형성되어 있는 사회적 자본과 조직지원인식이 이직의도에 미치는 영향을 분석하였으며 나아가 사회적 자본과 이직의도와의 관계에서 조직지원인식의 조절효과를 살펴보았다. 이를 위해 부산 경남 소재 중소 제조업체를 중심으로 설문을 실시하고 위계적 회귀분석을 사용하여 실증 분석하였다. 실증 분석결과, 첫째, 사회적 자본의 구조적 차원과 관계적 차원이 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 특히 관계적 차원이 이직의도에 큰 영향을 미치는 것으로 나타나 조직 내 구성원들 간의 상호작용을 통한 신뢰형성이 중요함을 알 수 있다. 둘째, 조직지원인식이 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 이는 구성원 개개인들에게 조직차원의 관심과 전폭적 지원이 필요함을 알 수 있다. 셋째, 조직지원인식이 사회적 자본과 이직의도 사이의 관계를 조절하는 것으로 나타났다. 조직지원인식이 높을수록 사회적 자본의 관계적 차원만이 이직의도에 미치는 부(-)의 영향이 더욱 낮게 나타나는 것으로 확인되었다. 이러한 분석결과를 근거로 본 연구의 이론적 실무적 시사점과 향후연구 과제에 대하여 논의하였다.

• 지역사회간호학회지
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• 제13권1호
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• pp.124-136
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• 2002

In the present study we have attempted to explore the relationship between family support that young people receive and the level of Ego Identity that they develop. We started the present study with the purpose of providing parish nurses with some basic data for nursing intervention for family and school nursing, as well as for community health care. We conducted the present study during the period of October 15, 2001 through November 5, 2001. The objects of this study were Inmunge High School students chosen from a school in Daejon. The subject students were selected randomly from each grade in that school. The numbers of subjects selected were 120 boys and 113 girls (total: 233). The research tool that we used to measure perceived family support received by students was one that Ga Eon Lee revised for high school students on the basis of Cobb's theory. To measure the subject students' Ego Identity level we used Bong Yon Sho's 'Ego Identity Scale', that he revised from Dignan's 'Ego Identity Scale' for Korean high school students. Data were analyzed with SPSS Win 10.0 program using statistics of frequencies, percentage, t-test, ANOVA, and Pearson correlation coefficient. The findings of the present study indicate that: 1) The mean of family support that the subject students feel that they received was 39.99 on the family support scale, and the mean of the students on the Ego Identity scale was 186.16. 2) The support that the subjects received from their own family had a statistically significant correlation with their Ego Identity (r=.93, p=.00). 3) Various factors had a significant correlation with the level of family support perceived by the subjects: the subject's grade (F=3.35, p=.04), the subject's religion (t=6.39, p=.00), the family's economic situation (F=9.14, p=.00), the birth order (F=27.61. p=.00), the father's education (F=23.17, p=.00), the mother's education (F=28.70, p=.00), parental relationship (F=2657.03, p=.00), and the structure of the family (F=-9.65. p=.00). 4) Various factors had a significant correlation with the level of the subject's Ego Identity: the subjects religion (t=6.20, p=.00), the family's economic situation (F=12.56, p=.00), the birth order (F=22.85, p=.00), the father's education (F=10.37, p=.00), the mother's education (F=20.69, p=.00), parental relationship (F=938.73. p=.00), and the structure of the family (F=-8.74, p=.00). 5) Analyzing sources of support within the family, family members whom the subjects trust most (F=3.08, p=.03) and family members to whom they talk most (F=5.85, p=.00) showed the most significant differences. Analyzing sources of support within the family that affect the level of the subjects' Ego Identity, family members whom the subjects trust most (F=3.30. p=.02) and family members to whom they talk most also showed the most significant differences.

• 벤처창업연구
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• 제13권2호
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• pp.51-61
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• 2018

우리 사회가 성숙해지면서 사회적 자본으로서 신뢰에 대한 관심이 커지고 있으며, 사회적 자본에 대한 연구가 시민사회와 국가경제 발전에 대한 사회학적 관심에서 출발하여 기업의 역량강화에 대한 관심으로 확산되고 있다. 특히 중소벤처기업의 경우 최소인원으로 핵심기능만을 조직화한 창업이 늘어나고, 핵심기능에 집중하는 부문별 Partner의 책임경영 체제가 강조되면서 기업의 가치창조를 결정하는 변인과 과정에 대한 관심이 커지고 있다. 본 연구는 중소벤처기업의 가치창조와 장기적 생존을 위하여 필수적인 구성원의 협력과 조직의 혁신행동을 달성하기 위한 변인과 과정을 알아보기 위하여 실증적 연구를 시도하였다. 기업조직의 수준에서 Nahapiet & Ghoshal이 제안한 사회적 자본의 3가지 차원 즉, 구조적 차원, 인지적 차원, 관계적 차원의 변수로서 조직공정성, 공유가치, 조직신뢰를 선택하고 기업성과의 선행변수인 직무만족을 거쳐 기업성과의 대용변수인 혁신행동에 긍정적 영향을 미칠 것이라는 가설을 수립하여 검정하였다. 기업의 조직구성과 운영은 사회적 계약관계이므로 조직공정성과 공유가치가 직무만족에 긍정적 영향을 미치고, 직무만족이 혁신행동에 긍정적 영향을 미치며, 조직신뢰는 직무만족과 혁신행동 사이의 관계에 매개효과를 갖는 인지적 과정과 조직적 맥락을 분석하였다. 구체적으로 직무만족이 혁신행동에 미치는 직접적 효과(69%)에 비하여 조직신뢰가 혁신행동에 미치는 간접적 효과(31%)가 작지 않게 나타났으며 상대적으로 중요한 변수로 관찰되었다. 구성원 30인 이하의 중소벤처기업의 경우에는 직접효과(36%)보다 오히려 간접효과(64%)가 더 큰 것으로 나타났으며, 이는 구성원의 직무만족을 높이기 위한 노력과 함께 조직신뢰를 최우선적으로 확보하여야 한다는 점을 보여준 것이다. 본 연구의 의의는 구성원 30인 이하의 중소벤처기업의 경우 조직신뢰가 조직공정성, 공유가치, 직무만족보다 더욱 큰 영향력을 갖는 변수라는 점을 실증적으로 확인하였다는 점에 있다. 추가적으로 혁신과 생존을 위하여 조직신뢰를 포함한 사회적 자본의 제반요소를 강화하기 위한 실행방안을 논의하였다.

• 한국엔터테인먼트산업학회논문지
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• 제13권1호
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• pp.157-166
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• 2019

본 연구는 G대학 내 보건계열학과학생들의 교수신뢰, 성취동기, 자기효능감 정도를 알아보고, 변수들간의 상관성 및 영향 요인을 분석하여 교수방법 및 학업성취도 개선의 기초자료를 제공하고자 하였다. 연구기간 및 대상은 2018년 5월 1일부터 30일까지 광역시 내 G대학교에 재학하고 있는 보건계열학과 대학생 276명으로 하였다. 설문조사는 연구자가 직접 조사 대상 학생들에게 연구 목적을 설명하고, 설문지를 배포한 후 회수하였다. 설문지는 교수신뢰 27문항, 성취동기 28문항, 자기효능감 24문항이었다. 연구결과, 교수신뢰는 학년이 낮고, 전공에 대한 만족도가 좋을수록 높았으며, 보건행정학부, 언어치료학과, 간호학과 순으로 교수신뢰가 높았다. 성취동기는 4학년보다 1학년이 높았으며, 전공에 대한 만족도가 좋을수록 높았다. 자기효능감은 고학년일수록 높았다. 교수신뢰, 성취동기, 자기효능감은 서로 상관성을 보였고, 성취동기 및 자기효능감은 교수신뢰에 영향을 미쳤다. 본 연구의 결과를 통해 대학 내 구성원들 간의 상호 신뢰를 바탕으로 대학생의 성취동기 및 자기효능감을 증진시킬 수 있을 것이라는 시사점을 제공한다.

• 유통과학연구
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• 제13권3호
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• pp.93-100
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• 2015

Purpose - Since the early 1990s, it has been observed that the number and substance of studies on female leadership have been increasing. One of the reasons for this development may be concerned with the increasing number of female labor market participants as well as the greater opportunities for them to take higher positions in various organizations. In addition to this, the transition from mechanistic organizational structures that emphasize authority, control, and efficiency toward organic ones that focus on environmental adaptability, equality, and trust has also encouraged research on female leadership. The research tendency is based on the assumption that male and female leaders tend to exhibit different leadership styles according to their gender differences. Recent research has cast doubt on this assumption, by showing that the sociological gender roles of men and women are independent such that some female leaders show authoritative and control-oriented leadership, which were once considered to be male leadership styles. Research design, data, and methodology - This research attempts to carry out an empirical study on the gender-related leadership styles of female leaders and to examine their effect on group performance in the K business organization. This study also focuses on leader attributes such as trust, and it aims to discover whether these attributes should be regarded as independent or as moderating variables between leadership styles and performance. For these purposes, this study generated four hypotheses based on a review of the literature and it tested them using a survey. Female workers in the sales departments of the K Company, all of whom are women, were asked to provide answers to the presented questionnaires. This study hypothesizes that the type of gender roles played by women leaders will affect the job satisfaction and organizational commitment among the members of the sales group, and that the level of trust that is garnered by women leaders will also affect the types of gender roles that they play as well as employee job satisfaction and organizational commitment. Results - The results of this study show that both androgynous and masculine leadership styles are superior to the feminine leadership style in terms of employee job satisfaction and organizational commitment. However, contrary to our expectations, this study fails to show the superiority of the androgynous leadership style over the masculine leadership style. Moreover, there are no significant differences between these two leadership styles with regard to group performance. Conclusions - This study shows that it is important that different attributes of leaders, such as how trusted they are, be treated as moderating variables between leadership and performance rather than as independent variables. Finally, as this is the first attempt to view the role of the gender in a new perspective, the managerial implications of this study for leadership research, as well as its limitations, are presented. Suggestions for future related research are also proposed.

• 지식경영연구
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• 제13권4호
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• pp.71-82
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• 2012

The purpose of this study is to investigate the effects of employees who attend graduate school on the expansion of the knowledge sharing network in their company. For this purpose, the researchers chose 10 worker-graduate students and 75 members of company 'A' that they belong to and 107 members of university 'B' that they belong to, 172 members in total. 10 overlapped employee-students were excluded. The results of this study are summarized as follow: First, the personal relations of the employee-students enhanced after they have entered the graduate school. The score for the question was 3.85 out of 5 points. Second, the employee-students played the role of the knowledge bridge between company's co-worker network and graduate school's classmate network. It was confirmed that the density of the company's network was higher than the density of the connected network of the company and the graduate school. The analysis result confirmed that the difference of the two groups was significant. This means that the company carried out exchange with more members and therefore gained various kinds of knowledge. Also, in all types of network, the structural hole of the company network was lower than that of the connected network of the company and graduate school. The ANOVA test using QAP procedure confirmed that the difference of two groups was significant (friendship network F=1.2856, p<0.05; information network F=1.278, p<0.05; and trust network F=1.23, p<0.05). It means that the company not only gained the newly acquired knowledge by the knowledge bridge of the employee-students, but also was able to share it more effectively with members. Third and lastly, the employee-students share various information related to the organization, duties and roles rest in the company throughout break time, working hours and direct inquiries. This means that the employee-students contributed to the innovation of knowledge sharing in the company by sharing knowledge that they gained from the graduate school within the company.

• Journal of Korea Trade
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• 제26권4호
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• pp.63-82
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• 2022

Purpose - Drawing on relational institutional theory, we explored how demographic similarity between board members of a firm and newly emerged political elites led to firms' increased financial resource acquisition such as leverage ratio and decreased export intensity amidst the Asian financial crisis. We also studied how a firm's leverage ratio and export intensity can further affect firm profitability and financial credit rating. Design/methodology - We revisited and explored a unique, unprecedented crisis that affected most Korean firms: the Asian financial crisis that coincided with a governmental shift from a conservative to a liberal party. We collected demographic information from 432 listed Korean firms' board members and 43 political elites of the Blue House from 1998-2000 to create a demographic similarity measurement. We collected firms' financial information, built panel data, and used ordinary least squares regression to test our theory. Findings - Our results showed that demographic similarity between a firm's directors and newly emerged politicians had a positive association with a firm's leverage ratio but a negative association with a firm's export intensity. A firm's leverage ratio had a negative relationship with firm performance measured by firm profitability and financial credit rating. A firm's export intensity showed a positive effect on firm performance. Originality/value - We highlighted that during an economic crisis that coincided with a governmental shift and change of leading political actors, firms exerted efforts to survey the environment and build new external stakeholder relationships to cope with the changing landscape. We proposed that in an emerging market like Korea where low levels of trust and favoritism are prevalent across society, one of the relational institutional strategies that firms can employ is the selection of directors with similar demographic characteristics to political elites based on factors including birthplace and school affiliations. We examined the efforts of firms to build political networks with newly empowered political elites during a financial crisis, and the consequences of establishing such networks. We highlighted that during a financial crisis, the demographic similarity between a firm's board members and newly emerged politicians can provide firms with access to financial resources but can also result in poor management and reduced effort to enhance its international competitiveness.

• 한국심리학회지 : 문화 및 사회문제
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• 제11권spc호
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• pp.21-55
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• 2005

이 글의 주된 목적은, 한국인의 신뢰의식에 나타난 토착심리를 탐색하는 것이다. 이를 위해, 한국인의 신뢰의식과 관련된 경험 과학적인 연구들에서 밝혀진 결과들을 종합적으로 재분석함으로써, 그 심층에 자리잡고 있는 한국인의 토착심리를 규명하고자 하였다. 이 글은 크게 다음과 같은 세부분으로 구성되었다. 첫째, 이 글의 서론에 해당하는 '탐색을 시작하며 던지는 질문들'에서는, 한국의 가정 학교 직장 사회에서의 신뢰와 관련하여, 다음과 같은 몇 가지 질문을 하였다: 1) 한국의 가정은 흔들리고 있는가? 2) 한국의 학교는 무엇을 가르치는가? 3) 한국의 직장은 무엇을 목표로 하는가? 4) 한국 사회에 신뢰가 존재하는가? 둘째, '한국인의 신뢰의식에 나타난 토착심리: 경험 과학적 탐구'에서는, 한국인의 신뢰의식에 대한 통찰을 제공하는 경험 과학적 연구 결과들을 종합 정리함으로써, 한국인의 신뢰의식 저변에 자리 잡고 있는 토착심리를 세 가지 특성으로 정리하여 논의를 시도하였다: 1) 관계문화의 뿌리: 신뢰형성에서 우리 관계의 중요성 2) 정서적인 유대관계의 중요성 3) 능력보다는 도덕성: 끊임없이 자기수양 하는 인격자에 대한 인정과 역할 충실의 중요성. 셋째, 이 글의 결론에 해당하는 '앞으로의 과제'에서는, 선행연구 결과들의 종합을 토대로, 발전적 한국 문화의 창조를 위해 보완해 나가야 할 세 가지 내용을 제안하였다: 1) 신뢰형성과정에서 가족관계의 확대와 외집단에 대한 개방적 태도 2) 합리와 정서의 조화 및 공과사의 분별 3) 신뢰의 기준으로서 자기조절과 더불어 환경 통제 및 객관적인 능력의 균형.

• 한국IT서비스학회지
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• 제15권1호
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• pp.131-152
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• 2016

Group social capital can be defined as an intangible asset that promotes knowledge sharing and social interaction. It is posited here that the group social capital raised and nurtured among group members positively influences on team performance in IS (Information Systems) development projects. And communication effectiveness is selected as a critical antecedent and its detailed relationships with the dimensions of group social capital are analyzed. Effective communication plays important role in ISD project teams by integrating knowledge from different areas. Moderating effects of project phase between the sub-dimensions of social capital and project performance are investigated. Hypotheses are tested using data from 131 project teams of 85 manufacturing firms. The results indicated that Communication effectiveness positively impacted sub-dimensions of social capital (social ties, trust, and shared vision). Moreover, the team performance is influenced by shared vision and trust, leaving social ties as a leading subcontract, as theoretically proposed in prior research. The project phase moderates the impact of shared vision on team performance.