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An Empirical Study on the Effects of Business Management Method Perception on Organizational Commitment - Tianjin, Qingdao, Shanghai, and Shenyang Regions -
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회사 경영관리방식에 대한 중국 근로자의 인식이 조직몰입에 미치는 영향 실증연구- 천진, 청도, 상해, 심양 지역을 중심으로 -

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Type
Academic journal
Author
Journal
한국인적자원관리학회 인적자원관리연구 인적자원관리연구 제20권 제4호 KCI Accredited Journals
Published
2013.1
Pages
19 - 36 (18page)

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An Empirical Study on the Effects of Business Management Method Perception on Organizational Commitment - Tianjin, Qingdao, Shanghai, and Shenyang Regions -
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The purpose of this study is to empirically analyze the Chinese workers' perception on management method perception in analyzing workers' organizational commitment. By applying regional classification to human resource management, this study provides managerial implications on regional human resource management in China and Tianjin, Qingdao, Shanghai, and Shenyang regions, in particular. Tools for empirical analysis utilizing SPSS, reliability, validity, correlation analysis, ANOVA analysis, MANCOVA analysis and multiple regression analysis was performed. to differentiate samples with college education and job-related attitudes of non-production workers(white colors) was analyzed. The analysis shows that there are regional differences in the level of workers' organizational commitment and the level of management method perception. In particular, such divergences were most apparent in the areas of worker participation and work direction. An analysis on the relationship between management method perception and organizational commitment shows that workers' perception of workers' stability had positive effect on emotional commitment and normative commitment. This shows that as Chinese workers feel more stable at work, their emotional and normative commitment also increase. In addition, individual job evaluation had positive effect on consistent commitment and normative commitment. This shows that western thought of when individual evaluation is reflected on performance, only then workers' organizational commitment will increase, is also taking hold in China. However, the study shows that there are no significant regional differences among the four regions in terms of workers' perception on management method perception and organizational commitment. The results of this study demonstrate that standardization in regional human resource management can be practiced in spite of regional cultural variances in China but also calls for further study.
#조직몰입 #경영관리방식 인식 #중국 지역 간 비교 #organizational commitment #preception of business management method #intra-china comparison

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/ / 대한무역투자진흥공사 google schola / / 한국수출입은행 google schola Child, J. / 1997 / Regional differences in China and their implications for Sino- Foreign joint ventures / Journal of General Management 23 : 65 ~ 86 google schola Douglas, Susan / 1977 / Looking at the cultural environment of international marketing opportunities / Columbia Journal of World Business (Winter) : 47 ~ 56 google schola Enright, Michael J. / 2005 / Regional powerhouse: the greater pearl river delta and the rise of China / John Wiley & Sons(Asia) Pte Ltd : 1 ~ 14 google schola

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