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人材開發 戰略이 組織 커미트먼트에 미치는 影響에 관한 硏究 원문보기
(A) Study of the Effect of Human Resource Development Strategy to the Organizational Commitment

  • 저자

    김영준

  • 학위수여기관

    창원대학교 경영대학원

  • 학위구분

    국내석사

  • 학과

    경영학과 경영학전공

  • 지도교수

  • 발행년도

    2003

  • 총페이지

    iii, 107p.

  • 키워드

    인재개발 인적자원개발 조직커미트먼트 교육훈련;

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T9168154&outLink=K  

  • 초록

    The development of globalized human resource is not a selective object, but a essential to improve management profit in the global competition age. To have and manage human resource effectively, a development strategy of human resource shall be used to systematically to maintain closer relationship between a person and their organization. Organizational commitment is an index of those relationship. (A strategy of human resource development is very important to a company.) This study is investigated the relationship between the strategy of human resource development and the organizational commitment. In the study, the effect of a strategy of human resource development to the organizational commitment are studied with core parameters of human resource such as loyalty to their organization, consistency of a value system between the organization and a person. In this study, independent and dependent variables are conducted. Organizational commitment of the members(loyalty, consistency and work intention), are used as dependent variable and development program of human resource including Education/training is selected as independent variable which are affects to the organizational commitment. The development program of human resource is divided into its strategy, consistency with management strategy, degree of self development and developing circumstances. The education and training is also divided into its circumstances, understanding of management environment and satisfaction degree of education/training. The effect of strategy of human resource development according to the characteristics of population statistics are also considered on the organizational commitment. The study model is reviewed below. Questionnaires are distributed to 9 companies include foreign invested company. 249 questionnaires are analysed to define the relationship. others are revealed large fluctuation of the answers. The results shows that the strategy of human resource development is influenced to the organizational commitment strongly. The level of organizational commitment is enhanced with education/training frequency, higher degree of self development. The academic background of the members have a little effect on the closer relationship between organizational commitment and strategy of human resource development. From the results, the strategy of human resource development is conducted for organizational needs, not for the self development. According to the results, the strategy of human resource development should be derived not only to organizational needs, but also self development of the organizational members.


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