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Transformation of Korean HRM based on Confucian Values
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Choi, Jongtae | - |
dc.date.accessioned | 2009-03-04 | - |
dc.date.available | 2009-03-04 | - |
dc.date.issued | 2004-06 | - |
dc.identifier.citation | Seoul Journal of Business, Vol.10 No.1, pp. 1-26 | - |
dc.identifier.issn | 1226-9816 | - |
dc.identifier.uri | https://hdl.handle.net/10371/1785 | - |
dc.description.abstract | This study aims to find out the role of the Confucian family value in
the process of the transformation of Korean HRM and IR in a hypercompetition period. I analyzed the characteristics and the transformation of Korean companies HRM as well as the core value system of Confucian familism. I suggest that a successful transformation of HRM in Korean companies requires an interplay between two factors. First is the genetic factor based on traditional Confucian culture of Korea (i.e., the DNA of Korean HRM), of which its advantages must be respected and preserved. Second factor is an adaptation ability, which modifies its own core competency and routine through an interaction with the environment. Korean HRM stands at a turning point now. The Korean economy is facing a hyper-competition in the global market. To survive, Korean companies have to improve their competitiveness. Also they must solve the problem of seniority-based HRM of Confucian values that hinders their competitiveness. To confront an inevitable transformation of the management system, Korean companies tried to solve the problem by bringing in a rapid growth process of North American HRM practices. But, unanticipated side effect has occurred in this process. As American HRM was uniformly adopted, traditional teamwork, organizational loyalty, and the advantages of traditional Korean companies were damaged. So many companies have shown a problem of decreased organizational effectiveness. In the case of employment relations, the rapid layoff and an increase of temporary workers via organizational restructuring have caused an increase of transaction cost of labor because of union resistance. These kinds of mistakes were caused by a culture clash between Korean corporate reality based on a Confucian tradition and American management policies. But some companies, which have maintained traditional HRM characteristics, maximized the advantages of Confucian ideology and at the same time have adopted HRM policies based on performance in their own way. These companies succeeded in the transformation of HRM with less conflict with their labor union. Therefore, we need to pay an attention to the genetic factors of Korean HRM practices in order to understand and achieve successful transformation of Korean HRM practices. | - |
dc.language.iso | en | - |
dc.publisher | College of Business Administration (경영대학) | - |
dc.subject | Confucian familism | - |
dc.subject | transformation | - |
dc.subject | genetic factor | - |
dc.subject | adaptation ability | - |
dc.title | Transformation of Korean HRM based on Confucian Values | - |
dc.type | SNU Journal | - |
dc.contributor.AlternativeAuthor | 최종태 | - |
dc.citation.journaltitle | Seoul Journal of Business | - |
dc.citation.endpage | 26 | - |
dc.citation.number | 1 | - |
dc.citation.pages | 1-26 | - |
dc.citation.startpage | 1 | - |
dc.citation.volume | 10 | - |
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