ScholarWorks@Hanyang University: Lee, Sang Min

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Lee, Sang Min (이상민)

SCHOOL OF BUSINESS (SCHOOL OF BUSINESS ADMINISTRATION)

Research Area: 인적자원개발, 노사관계

Tel 02-2220-2791
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Compassion:3||Local HRD Strategy:2||Local Production System:2||Employment Stability:2||WorkLife Balance:2||Working Time Account:2||Working Time Autonomy:2||Networks of SMEs:2||HighPerformance Work System:2||Holdup:2||보상:2||Human Resource Development:2||Income Stability:2||Evaluation:2||Anxiety:2||FamilyFriendly Management:2||R&:2||Recruitment:2||Internal Flexibilization:2||주재원:2||Collective Voice:2||Corporate Social Responsibility:2||D Investment:2||Dual Agenda:2||Shareholderism:2||Social Legitimacy:2||참여적 작업관행:2||Stakeholderism:2||Labor Productivity:2||채용:2||Labor Union:2||Efficient Contract:2||The Korean Journal of Human Resource Management:2||HR system:2||Training Institute:2||평가:2||이직:2||Tripartite:2||인사관리연구:2||Turnover:2||인사시스템:2||인적자원개발:2||Compensation:2||Selfesteem:1||Selfregulation:1||Shorttime working scheme:1||Sympathy:1||Technology innovation:1||Tertius iungens oriented:1||Training:1||Unfreezing:1||Value/Uniqueness of Human Capital:1||Variety of Capitalism:1||Work sharing:1||Workplace deviance:1||alumni outreach activities:1||amo framework:1||attribution theory:1||boomerang hiring:1||chief executive officer:1||congruence:1||contingent configurational perspective:1||contingent labor:1||contingent work:1||corporate governance:1||creative behavior:1||crosscultural motivation:1||curvilinear relationship:1||dual labor market:1||employee voice:1||expatriate:1||expatriate managers:1||firm financial performance:1||goal orientation:1||highinvolvement work practice:1||highperformance work system:1||horizontal pay dispersion:1||host country national employees:1||human resource management systems:1||individual creativity:1||industrial relations competencies:1||innovation:1||integrated negotiation:1||international boundary spanning:1||job demands:1||labor market:1||labor market flexibility:1||learning goal orientation:1||lowperformance management practice:1||middle old age worker:1||organization innovation:1||organizational commitment.:1||organizational creativity:1||organizational identification:1||overall layoff fairness perception:1||parttime work:1||perceived distributive justice:1||performancebased pay system:1||relationship conflict:1||residual affective commitment:1||retirement:1||salary peak system:1||small and mediumsized enterprises:1||social corporatism:1||sports industry:1||subcontract relationship:1||task conflict:1||taste and distinction:1||tertius iungensoriented coordination:1||trait activation theory:1||transnational strategy:1||turnback intention:1||work adjustment:1||work environment:1||work family enrichment:1||work life interaction:1||workplace bullying:1||가족친화경영:1||가족친화기업:1||경계관리:1||고불안:1||고성과 작업시스템:1||고성과작업시스템:1||고용 내부화/외부화:1||고용안정:1||곡선적 관계:1||공감:1||공공부문 노사관계:1||공공서비스동기:1||과업갈등:1||관계갈등:1||교육훈련:1||국제경계관리:1||귀인이론:1||근거이론 접근법:1||근로시간 유연화:1||근로시간계좌제:1||근로시간단축제도:1||근로시간선택권:1||근로자 동기부여:1||근로자 발언 기구:1||근로자발언기구:1||근로환경조사:1||긍정정서:1||긍정정서 확장 및 형성 이론:1||기능적 유연화:1||기술혁신:1||기업 경영체제:1||기업의 사회적 책임:1||기업혁신:1||내부적 유연화:1||노동생산성:1||노동시장 유연성:1||노동조합:1||노사관계 경쟁력:1||노사관계 시스템:1||다국적기업:1||듀얼아젠다:1||목표지향성:1||부메랑 고용:1||분배공정성 지각:1||불안:1||비공식학습:1||비정규직 고용:1||사회적 정당성:1||사회적 협의:1||상황 구성적 관점:1||성과연봉제:1||소득안정:1||수평적 임금격차:1||시간제 관리자:1||시간제 근로:1||시간제근로:1||업무적응:1||연구개발투자:1||연구방법론:1||영국의 경제위기:1||원하청관계:1||유연근로시간 제도:1||이문화 동기부여:1||이중노동시장:1||이해관계자모형:1||인사관리특성:1||인적자본의 가치성/독특성:1||일가정 증진:1||일과 가정의 상호작용:1||일과 삶의 조화:1||일자리나누기:1||임금피크제:1||자본주의 다양성:1||잔여 정서적 몰입:1||재결빙:1||재무적 성과:1||재입사 의도:1||저불안:1||저성과자 관리관행:1||전반적 해고 공정성:1||정년:1||조절효과:1||조직몰입:1||조직성과:1||조직의 학습지원:1||주주모형:1||중고령인력:1||직무순환:1||직무요구:1||직업훈련:1||직장 내 괴롭힘:1||집단적 발언:1||창의적 성과:1||창의적 행동:1||초국적 전략:1||테르티우스융겐스:1||통합적 협상:1||퇴직자 네트워킹 활동:1||특성활성화 이론:1||학습 전이 시스템 모형:1||할인점 캐셔:1||해빙:1||혁신:1||호울드업:1||AMO:1||효율적 협약:1||Annualised Hours:1||Anxietyabsent:1||Anxietypresent:1||Boundary spanning behavior:1||Broadenandbuild model of positive emotion:1||Burnout:1||Cashier of Discount Store:1||Concept:1||Corporate Performance:1||Economic crisis in Britain:1||Empathy:1||Expatriate:1||Familyfriendly company:1||Flexible Working Time:1||Flexible working hours system:1||Flexible working time:1||Functional flexibility:1||Ground theory:1||HRM characteristics:1||High Involvement Work Practices:1||Informal Learning:1||Intention to quit:1||Interaction Effect:1||Internalization/Externalization of Employment:1||Job Sharing:1||Job rotation:1||Job training:1||Korea Working Conditions Survey:1||Labormanagement relations:1||Labour Flexibility:1||Learning Transfer System Model:1||Motivation:1||Nonstandard employment:1||Organizational Performance:1||Organizational learning support:1||PSM:1||Parttime manager:1||Parttime work:1||Public Sector Industrial Relation:1||Refreezing:1||Research Method. Industrial Relation System:1||Selfefficacy:1||

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