최근 기업집단의 지주회사로의 전환추세는 최근들어 더욱 급증하고 있 는바, 이러한 추세로 미루어보면 향후에도 많은 수의 기업집단이 지주회 사로의 전환을 꾀할 것으로 보인다. 우리 회사법은 개별 회사를 기본단 위로 하여 규율되고 있기 때문에 지주회사 또는 기업집단의 특성을 반영 하지 못하고, 그로 인하여 이해관계인 보호의 문제가 미흡하다는 지적을 받아왔다. 이러한 배경에서 상법은 새로운 규정을 도입하거나 기존 제도 의 적용범위를 확대하는 방법 등으로 이러한 문제를 해결하려는 시도를 하였으나, 지주회사 체제 전체를 고려한 입법은 아니었다. 지주회사는 다른 회사의 주식을 소유함으로써 그 사업활동을 지배 또 는 관리하는 회사로서, 위험을 분산시킬 수 있고 기업경영에 효율적인 장점도 있지만, 경제력 집중을 초래하고 이해관계인 보호에 취약하다는 문제를 필연적으로 가져오게 된다. 지주회사는 자회사에 대한 최소지분 율의 요건을 구비하여야 하고 일정한 부채비율을 초과하지 않아야 하며 순환출자가 금지되는 등의 점에서 기업집단과 구별된다. 독점규제법에서 는 경제력 집중의 폐해를 방지하기 위하여 지주회사에게 각종 행위를 제 한하고 있지만, 이해관계인 보호문제는 기업집단과 마찬가지로 여전히 문제된다. 지주회사 체제에서, 지주회사의 주주와 종속회사의 주주는 서로 다른 이해관계에 놓일 수 있고, 또 종속회사의 주주라 하더라도 어느 종속회 사에 속하였는지에 따라 서로 다른 이해관계를 가질 수 있다. 경우에 따 라 각 회사에 속한 주주는 어느 회사에 속하였는지에 따라 이해를 달리 하게 되어, 그 지위는 불안정할 수밖에 없으므로 이들을 보호할 필요가 있다. 이 논문에서는 우리 상법상 자기거래, 회사기회의 유용금지, 업무집행 지시자등의 책임규정이 지주회사 체제에서도 여전히 이해관계인 보호의 역할을 충분히 수행할 수 있는지를 검토하였다. 이사의 자기거래규정에 서는 규제대상을 구체적으로 열거하는 방식을 취함으로써 이에 포섭되지 않지만 지주회사 체제에서 회사와의 거래를 제한할 필요가 있는 자가 제 외되는 문제가 발생하였고, 회사기회유용금지는 이사와 집행임원만을 대 상으로 하고 있어 그 범위를 확대할 필요가 있으며, 업무집행지시자등의 책임규정에서는 책임추궁방법에 실효성이 있을 것인지 문제되었다. 앞서살펴본 바와 같이 지주회사 체제로의 전환이 활성화되어 있는 현실을 감 안하면, 위와 같이 지주회사 체제를 전제로 하였을 때 발생가능한 공백 또는 실효성이 적은 부분에 대하여는 해석상 또는 입법상 보완이 필요할 것이다.

본 연구는 글로벌 기업의 인사관리 혁신에 바탕을 두고 S기업의 중동 건설현장에 근무 중인 제3국 인 력을 대상으로 표준 인사체계를 구축하여 적용한 사례 연구이다. 본 연구는 인사제도의 핵심 구성항목인 평가체계, 승격체계, 보상체계 및 직급체계에 대한 구축사례를 고찰하여 4가지 핵심 명제를 도출하였다. 글로벌 인사체계 내재화를 통해 성장경로, 직무만족, 고용안정과 Loyalty를 창출하고, 궁극적으로는 인력 운영의 최적화, 조직몰입과 생산성 제고, 우수인력의 확보를 통해 글로벌 경쟁력을 강화하는 방안을 조명 해 보고자 하였다. 명제 도출결과 첫째, 평가체계 구축에 있어서 기존의 연공서열에서 능력중심으로 평가방식을 전환하여평가의 객관성과 신뢰성을 높이고, 평가항목을 세분화하여 부진항목에 대한 역량개선을 통해 성과 향상 을 유도해야 한다. 둘째, 승격체계 구축에 있어 상위직급으로 승격할수록 보다 중요한 역할과 책임을 할당 하는 것은 구성원의 역량과 조직 신뢰를 높여 조직 충성도를 높게 한다. 셋째, 보상체계에 있어 지역별 상이한 임금의 격차를 수당으로 조정한 보상체계 구축은 인력의 지역이나 국가 간 이동에 대해서도 유연 성을 높인다. 이는 자연스런 연속근무를 유도하여 고용안정을 도모하게 된다. 넷째, 역할과 책임에 기반을 둔 직급체계 구축은 직급에 따라 요구되는 전문지식과 기술을 축적함과 동시에 성장에 대한 경로를 명확 히 제시해 줄 수 있다.

본 연구는 ‘해운선사 안전관리 평가지표 개발에 관한 연구’의 후속연구로서 선행연구에서 도출한 ‘안전관리 평가지표’의 ‘안전가점’ 지수에 해당하는 안전경영 지표의 평가항목을 개발하고, 적정성을 평가하는데 목적이 있다. 이를 위해 해상화물운송사업장에서 일하는 안전관리 담당자를 대상으로 의견을 수렴하여 안전경영 지표별 11개의 평가항목을 개발하였다. 식별된 11개 평가항목에 대한 적정성 검토를 위해 설문조사를 실시하고, 사업형태별(내항해상화물운송, 외항해상화물운송), 사업규모별(보유선박수)로 응답자의 적정성 인식의 차이를 통계적 기법을 활용하여 분석하였다. 그 결과, 평가항목에 대한 적정성 인식의 차이는 사업형태와는 무관하였다. 그러나 사업규모에 따라서는 소(小)·중(中)·대(大) 3개의 그룹 간 평가항목의 적정성에 인식의 차이가 존재했다. 따라서 향후 안전경영지표를 활용하여 선사를 평가할 경우, 사업형태별로 동일하게 평가하되 사업규모별로는 보유선박수에 따라 그룹화하여 평가하는 것이 타당하다는 결론을 얻었다.

Companies build the factory automation system to improve management effectiveness and productivity as prime strategies for sustainable growth. But most companies undergo various trials and errors while carrying out the project without elaborate preparation stage for factory automation. In this study, we tried to verify what factors are critical to effectively building distribution automation system, which is a branch of factory automation system. A consulting model for setting up a Material Handling Automation System by utilizing the Stage-Gate Process, which is product development process was studied. 29 material handling automation projects carried out between the year 1990 to 2013 at K-Company were selected. Interviews with the project managers, operators and maintenance personnels, various records and current status of the projects were used as data for structural equations based on the Milan consulting model and existing researches of factory automation, CIM for material handling automation. Creating effective basis of production, material handling system and energy saving system with expert review, when preparing a material handling automation project, help promote the project planning thus contributing to the performance of the resulting system, which appears though rather weakly in our data. Also the effect of material handling automation can be enhanced through sufficient and effective links to the relevant environments such as production logistics management and automated warehouses. More detailed planning characteristics of project promotion or some time-series data of effective Material Handling Automation System could enhace furthur studies. We propose a consulting model for setting up an efficient material handling automation system.

This study examines the factors configuration management quality of the construction company, and to analyze the impact of these factors on Project Performance and Company Performance. That quality construction management configuration factors, chief executives, corporate strategy, organizational management, information technology, and partners five variables, Project Performance variables, process management, quality management, cost management, safety management, environmental management five variables, and Company Performance parameters of financial competence and organizational satisfaction, quality of work three variables, the overall causal relationship between the presence of specific activities and management quality, classified according to the size of the company were verified by the difference in impact between the two groups.

The study conducted questionnaire analysis on 607 host company employee and 404 subcontractor employee in order to examine the difference in the safety culture cognition of host company and subcontractor. As a result, host company had higher recognition in all safety culture factors compare to that of subcontractor, and there were bigger gap of cognition in the 'cognition in safety status and culture', 'accident and near-miss', 'immediate superior's concentration degree in safety and health' than that of other cognition factors. Furthermore, team leaders showed the highest cognition in both host company and subcontractor, and employees with above 20 year career had the highest cognition in both host company and subcontractor. There is high relationship between host company and subcontractor in the correlations in safety culture cognition factors. Through this study, we identified the difference in the safety culture cognition factor of host company and subcontractor.

The social responsibility of fashion companies has become a crucial factor considering company image and awareness. Businesses have thus increased their CSR activities. However, few studies have shown clear and consistent results regarding the effectiveness of CSR activities. Therefore, this study focuses on the evaluation of the direct effect of CSR on trust and corporate reputation including its moderation by consumer's perceived fit and motivation. A total of 284 completed questionnaires were obtained from adult consumers in the fashion market with promotional leaflets for CSR activities as stimuli. The results were as follows. First, the dimensions for CSR activities were categorized as follows: Social welfare responsibility, environment protection, economic responsibility, social regulation compliance, customer protection, and culture and arts support. Further social regulation compliance, and economic and social welfare responsibilities positively affected corporate trust and reputation. Second, the main effect of perceived CSR activities and fit on corporate trust and reputation was significant, and the interaction effects of the social welfare, environment protection, and culture and arts support of CSR activities and fit were significant. Finally, the interaction effect of perceived CSR activities and motivation on corporate trust and reputation was not significant, but the main effect was significant. Implications of how to manage and enhance the effectiveness of CSR activities are offered.

Fashion brands are influenced by multiple identities. Even though, for example, the brand name might still be associated with one or more creative founders (Gucci, Prada, Chanel, Hermès, Adidas, Joop) the brand image, and moreover the overall brand reputation are influenced by many different identities. For instance, a specific product identity (e.g., Gucci’s Bamboo Bag), the identity of the city or country of origin (Florence, Italy), the identities of well-known key customers as brand ambassadors (Sophia Loren, Vanessa Redgrave, Lady Diana, Naomi Watts etc.). Of course, also fashion brands who are not directly associated with the name of creative founders are composed of the effects of several identities. In the case of e.g. Nike especially successful athletes (Steve Prefontaine, Michael Jordan etc.), specific sports and sport events, and product lines tailor-made for them did help to build a strong brand reputation. All in all, it seems to be expedient to understand fashion brands as more of less complex systems composed of several identities. To deal in more detail with such “brand systems” is becoming particularly important against the background of several strategic challenges – e.g., when fashion brands are growing older and the creative founders lose their specific gravitational power, when in the process of internationalization new countries gain more and more importance who’s citizens might not have a strong access to the existing brand reputation drivers, or simply when in the context of the growing global competition the fashion brand needs to be “refreshed”. Against the background of cultural differences, or even - as within countries - lifestyle differences between different groups of customers, it can also be quite possibly that very different reputation drivers account for the success of a brand. Thus, it is necessary to identify, in different contexts, the relevant reputation drivers, and to analyze which interplay of those drivers might be particularly promising. Is it the creative founder, the corporate heritage, the country and/or city of origin, a special designer, a specific corporate culture, an outstanding product design, attractive key customers etc.? Which combination of such identity factors leads to what kind of success (e.g., brand loyalty, brand trust, price premium)? Will, for instance, heritage especially lead to brand trust, whereas an outstanding product design and specifically attractive key customers create the readiness for a higher price premium? And, is it necessary to create sub-brands to especially highlight specific identities in the process of building a brand system (e.g., the sub-branding of a Michael Jordan product line in the case of Nike)? Or is sufficient to only communicate an alignment with the brand (e.g., ads showing Naomi Watts wearing a Gucci Bamboo Handbag)? In other words, which kind of brand system, and which kind of brand communications has to be designed to attract specific target groups and to sustain competitive advantages? The present contribution aims to present a conceptual framework for analyzing “brand systems” in the fashion industry. Concomitantly, an approach of measuring such brand systems will be presented. Furthermore, a concept for analyzing the impact of several sub-identities on the development of the overall brand reputation and brand success against the background of existing contingencies will be outlined. With the introduction and discussion of such a conceptual framework it especially is intended to initiate the launching of an international research project which attempts to find an answer basically to the following question: Which via an integrated branding and brand systems communication carefully crafted composition of sub-identities might be how successful under what kind of situational conditions?

국내 최대 인삼 재배지인 충남 금산군 소재의 인삼류(백삼, 홍삼) 제조업체 3곳을 대상으로 하여 수삼, 용수 등의 원부재료와 공정별 인삼류, 그리고 작업도구, 제조설비,작업장 환경 및 작업자 개인위생에 대해 미생물 오염도를 조사하였다. 먼저 원료수삼과 제조 공정별 인삼의 경우 일반세균은 1.8~4.9 log CFU/g, 대장균군은 1.2~3.0 log CFU/g, 곰팡이는 0.8~4.1 log CFU/g으로 검출되었고, 병원성 미생물은 일부 시료에서 B. cereus만 미미한 수준으로 검출되었다. 특히 일반세균의 경우는 공정을 거치면서 오염도가 감소되어 완제품인 백삼에서는 2.7 log CFU/g, 홍삼에서는 1.8 log CFU/g으로 검출되었고, 곰팡이의 경우 홍삼 제조과정 중 증숙 후에 오염도가 증가하였다가 이후 공정에서 다시 감소하는 것으로 확인되었다. 제조설비와 작업 도구에서는 일반세균 1.7~4.7 log CFU/100 cm², 대장균군0.4~4.0 log CFU/100 cm², 곰팡이 0.9~4.2 log CFU/100 cm² 의 수준으로 검출되었으며, 흙과 이물의 잔존할 가능성이 높은 세척기와 탈피기에서 비교적 높은 수치로 검출됨을 확인하였다. 작업자의 개인위생에서는 일반작업자가 실 묶음 작업자에 비해 미생물 오염도가 대체로 높은 것으로 확인되었고, 일부 작업자의 손에서는 S. aureus가 0.2~0.7 log CFU/hand 수준으로 검출되었다. 공중낙하균은 일반세균, 대장균군, 곰팡이만 미미한 수준으로 검출되었다. 따라서 인삼류 제품의 미생물 오염을 방지하기 위해서는 인삼류의 가열 또는 건조 시 적절한 온도와 시간의 준수, 제조시설의 청결 관리가 필요할 것으로 생각된다.

This study is about implementing an job matching web service system based on the Job seeker’s company assessment model proposed by the researchers. Basically, the Job seekers’ company assessment model is based on the concept that each job seeker can evaluate the recruitment company candidates using job seekers’s own major consideration factors. Using the implemented information system, each job seeker’s main considerations in job searching process are evaluated and stored and compared to those of other job seekers’ or groups’ characterized by sex, job experience residential area and etc. by finding out and listing up the companies in the order of the preference of job seeker own or belonging groups, job seekers can be helped to find suitable companies which fit well to themselves.

The purpose of this study was to investigate the relationship between working environment and quality of life of fashion vendor company workers by using working environment variables such as job stress, job burnout, job satisfaction, and turnover intention. Preliminary test was conducted by interviewing fashion vendor company workers in order to find out factors that were more suitable for their working environment. Main survey was conducted to 200 fashion vendor company workers and 194 responses were analyzed. The results of correlation analysis showed that job stress, job burnout, job satisfaction, turnover intention, and factors of quality of life had significant relationships. Boss stress, role stress, achivement decrease, and personal condition satisfaction showed a significant relationship with turnover intention. The results of path analysis showed that job stress had a positive relationship with job burnout and job burnout had a negative relationship with job satisfaction. Both job stress and job burnout had a positive relationship with turnover intention, whereas job satisfaction had a negative relationship with turnover intention. Also, the results showed that job burnout and turnover intention had a negative relationship with quality of life of fashion vendor company workers, whereas job satisfaction had a positive relationship with quality of life of fashion vendor company workers.

Numbers of successful companies in the world develop The core values of action in order to produce effective human resource management and organization culture. Core values are belief, and values that are shared by all members to maintain organization. Also, The core values function as to inspire motivation and decision making for organization's identity and assist to settle their own unique culture. Therefore, this study is to figure out the effect of core values to the members of organization and management performance from small and medium company that is comparatively less focused to settle their own core values.

This study is conducted to suggest ways to mitigate the mismatch phenomenon between job seekers who want to find right company for themselves and companies looking for appropriate new employees. For this purpose, this study improves the company assessment framework reflecting job seekers interests by using fuzzy analytic hierarchy process. The improved evaluation framework is a three-level hierarchical structure, where there are 4 groups at the top level, 12 factors at the intermediate level and 36 indexes at the bottom level. For the empirical analysis of the applicants preferences based on the improved model, a survey for F-AHP analysis is carried out to university students and then priorities of components in the evaluation model are calculated. Moreover, the differences of priority of the company assessment framework are analyzed for different genders, college years, and major divisions. The results show that job seekers’ most concerning factors are wages, stability, working environments, and labor deal, which are ranked highly in this order and the differences in preferences for each type of job seekers (genders, college years, and major divisions) are obvious. The results also show that the male prefers wages to environment, on the other hand female does working environment to wages.

The purposes of this study was to identify the level of satisfaction with the food quality in a company cafeteria located in Daejon. 400 people were given questionnaires, of which 341 questionnaires were returned for analysis (90.25% response rate). Our results show, 85.63% of customers eat at the cafeteria more than 3~4 times per week. 48.68% of people surveyed chose their meal based on the proximity when they enter the cafeteria. 39.59% said the most important factor for eating at the cafeteria was taste. 33.72% said it was quality. The type of food that was leftover the most was ‘Guk’ (soup). 52.20% said ‘Guk’ was leftover due to the awful taste. Food quality (34.60%) and taste (34.02%) required the most improvement according to those surveyed. Additionally, we divided food quality into 3 factors: ‘sanitation & service’, ‘food’, and ‘menu composition’. People who marked down ‘no other place to eat’ was the reason they ate at the cafeteria also had the lowest satisfaction scores across all items (p<0.001). Improving the ‘Guk’ and ‘meat’ was rated as the most important criteria to improve satisfaction with leftover food. Unsurprisingly, the ‘taste’ of leftover food had the lowest satisfaction scores. Those who had the lowest quality satisfaction scores also wanted to improve ‘taste’, ‘quality’ and ‘sanitation’ the most (p<0.001). Based on these findings, the foodservice manager can increase the overall satisfaction with the cafeteria food by focusing on improving the taste, quality and sanitation of the food that it serves.

The importance of Human Resource Management is big issue in business management recently. However, employ's job satisfaction is appeared as low. In this study, surveys were conducted among those long-term employs. The importance of job satisfaction is prioritized by AHP analysis based on results of survey to compare to the results of previously studied research. And this study will contribute to improvement of job satisfaction by comparing the facts in two different groups of occupation.

본 연구는 미국기업에서의 체험서사를 담은 한 디지털 내러티브가 네티즌들의 뜨거운 반향을 불러 일으켰다는 점에 주목하였다. 내러티브는 사람들이 듣고 싶어 하는 이야기를 포함할 때 활발히 유통되고 소비된다. 내러티브, 즉 서사물이 많은 사람에게 읽혀지고 있다는 것은 그 서사물이 사회 구성원의 욕망과 결핍, 이데올로기와 관념을 잘 담아내고 있고 사회적 시대상을 반영하고 있기 때문이다. 요즈음에 많은 사람들이 읽고 뜨거운 반응을 보였던 디지털 내러티브에 대한 연구를 통해 우리는 동시대인의 의식과 정서에 대해 더 깊이 이해할 수 있다는 문제의식을 배경으로. 본 연구는 한국사회에서 인기를 끌었던 한 디지털 내러티브에 대한 탐색적 연구를 통해 그것이 가진 서사적 특성을 규명하고 그 내용을 고찰하고자 한다. 디지털 내러티브의 주요 내용은 이야기의 저자이자 주인공이 한국기업과 다른 미국기업의 문화를 접하면서 당황했던 경험과 타자로서 차츰 미국기업의 문화를 이해하게 된 과정에 대한 체험적 서사이다. 주인공은 특히 미국기업의 문화가 정을 중시하는 한국기업의 문화와는 차이가 커서 내내 낯설었던 경험에 대해 말하면서 이런 점들은 미국사회의 합리적이고 개인주의적인 문화를 반영하는 것이라고 이야기하고 있다. 저자의 체험서사에 대한 독자들의 댓글을 분석한 결과, 독자들은 저자보다 훨씬 더 미국기업의 문화가 가진 합리성에 공감하는 반응을 보이고 있는데 이런 점이 이 내러티브가 디지털매체 상에서 많이 읽히고 뜨거운 반응을 불러 일으킨 배경이라고 할 수 있다. 가정과 개인생활이 존중되며 접대가 허용되지 않는 투명한 비즈니스 거래, 나이를 따지지 않는 미국기업의 문화에 대한 체험서사가 독자인 네티즌 사이에서 커다란 반향을 일으켰다는 사실은 이 내러티브가 동시대 한국사회 직장인들의 결핍된 주체로서의 욕망과 갈증을 채워주는 서사적 의미를 가졌음을 시사한다.