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  • Àü°ø   ¸Å´ÏÁö¸ÕÆ®
    Ph.D. University of Maryland
  • ¿¬±¸½Ç   °æ¿µ°ü 640
  • ¿¬¶ôó   02-2123-5482
  • À̸ÞÀÏ   emchang@yonsei.ac.kr

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1993 ¹Ú»ç University of Maryland
1987 ¼®»ç ¿¬¼¼´ëÇб³, °æ¿µÇÐ
1985 ÇÐ»ç ¿¬¼¼´ëÇб³, ¿µ¹®ÇÐ

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±³¼ö, ¿¬¼¼´ëÇб³ °æ¿µ´ëÇÐ, 2006-ÇöÀç
ºÎ±³¼ö, ¿¬¼¼´ëÇб³ °æ¿µ´ëÇÐ, 2004-2006
ºÎ±³¼ö, Çѱ¹¿Ü±¹¾î´ëÇб³, 2001-2004
Á¶±³¼ö, Michigan State University, 1999-2001
¿¬±¸À§¿ø, Çö´ë°æÁ¦¿¬±¸¿ø, 1996-1998

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Chang, E., Chin, H., & Kwon, J. (2023) Inclusive, supportive, and fair workplaces for all: workplace satisfaction of low-skilled migrant workers. International Journal of Human Resource Management. 34: 2202~2234.

Chang, E., Chin, H. & Lee, J. (2022) Pre-crisis commitment HRM and employees’ attitudes in a global pandemic: The Role of trust in the government. Human Resource Management. 61: 373~387.

Chang, E., Lee, J., & Chin, H. (2022) Employees striving for innovation in social enterprises: The roles of social mission and commitment-based human resource management. Business Ethics the Environment & Responsibility. 31: 702~717.

Chang, E., Chin, H., Lee, J., & Chung, K. (2020) More than money: The importance of social exchanges for temporary low-skilled migrant workers’ workplace satisfaction. International Migration. 58: 143~161.

Chang, E. & Chin, H. (2018) Signaling or experiencing: Commitment HRM effects on recruitment and employees’ online ratings. Journal of Business Research. 84: 175~185.

Chang, E., Chin, H. & Yae, J. (2014) Organizational work-family culture and affective commitment of working mothers: How career expectations matter. Human Resource Management. 53: 683~700.

Chang, E. (2011) Motivational effects of pay-for-performance: A multilevel analysis of a Korean case. International Journal of Human Resource Management. 22: 3929~3948.

Magoshi, E. & Chang, E. (2009) Diversity management and the effects on employees’ organizational commitment: Evidence from Japan and Korea. Journal of World Business. 44: 31~40.

Chang, E. (2006) Individual pay-for-performance and commitment HR bundle in South Korea. Journal of World Business. 41: 368~381.

Chang, E. & Hahn, J. (2006) Does pay-for-performance enhance perceived distributive justice for collectivistic employees? Personnel Review. 397~412.

Chang, E. (2005) Employees' overall perception of HR effectiveness. Human Relations. 58: 523~544.

Chang, E. (2003) Composite effects of extrinsic motivation on work effort: Case of Korean employees. Journal of World Business. 38: 70~79.

Chang, E. (2002) Distributive justice and organizational commitment revisited: Moderation by layoff in the case of Korean employees. Human Resource Management. 41: 261~270.

Chang,E. & Taylor,M.S. (1999) Control in multinational corporations : Case of manufacturing industry in Korea. Journal of Management. 541~565.

Chang, E. (1999) Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations. 52: 1257~1278.

¿À½Âö, ÀåÀº¹Ì, ±ÇÁö¹Î(2024) °í½Å·ÚÁ¶Á÷(HRO)°ú ¿À·ù°æÇè°øÀ¯: °ø±º Á¶Á¾»ç ´ë»ó ¿¬±¸, ÀλçÁ¶Á÷¿¬±¸. 32: 1~25.

ÀåÀº¹Ì, ±ÇÁö¹Î, ±èÁöÇö (2023) Á÷ÀåÀεéÀÇ ³ì»ö Çൿ¿¡ ´ëÇÑ ¿¬±¸: ½Ã±×³¯¸µ À̷аú ±â´ëÀ̷п¡ ±â¹ÝÇÑ °³ÀÎ ¼öÁØÀÇ ºÐ¼®. Á¶Á÷°ú Àλç°ü¸® ¿¬±¸. 47: 1~22.

ÀåÀº¹Ì, ±ÇÁö¹Î, ±èº¸°æ (2023) Á¶Á÷ ÆòÆÇÀ¸·Î¼­ÀÇ ESG ½Ã±×³Î: ±¸¼º¿ø ÀÌÁ÷Àǵµ ÀÎÁö¿Í µµ±¸¼º È¿°ú¿¡ °üÇÑ ¿¬±¸. ÀλçÁ¶Á÷¿¬±¸. 31: 1~24.

±è¿µÈ¯, ÀåÀº¹Ì, ±ÇÁö¹Î (2023) ±º¿¡¼­ÀÇ ÀÓÆÄ¿ö¸ÕÆ®¿Í ÃËÁøÀû ¹ß¾ð Çൿ: ÀýÂ÷Àû °øÁ¤¼º°ú ³»ÀçÀû µ¿±âÀÇ ¸Å°³È¿°ú. Á¶Á÷°ú Àλç°ü¸®¿¬±¸. 47: 87~112.

ÀÌÁ¤¿ø, ±ÇÁö¹Î, ÀåÀº¹Ì (2023) ÆÀ ³» ¹ß¾ð ±âȸÀÇ ÀüÀÌ È¿°ú: ±¸¼º¿øÀÇ »îÀÇ ¸¸Á·°ú »çȸÀû ¿µÇâ·Â ÀνĿ¡ ¹ÌÄ¡´Â ¿µÇâ ¿¬±¸. ±â¾÷°æ¿µ¿¬±¸. 30: 51~76.

±ÇÁö¹Î, ÀåÀº¹Ì (2022) °í¿ëÇã°¡Á¦ ÇÏÀÇ Àú¼÷·Ã ÀÌÁÖ±Ù·ÎÀÚµéÀÇ ÀÌÁ÷Àǵµ: ÀÓ±Ý Ãø¸é°ú ½É¸®Àû°è¾à Ãø¸éÀÇ ºñ±³ ºÐ¼®. ¿¬¼¼°æ¿µ¿¬±¸. 59: 25~54.

ÀåÀº¹Ì, ÁøÇö, ÃÖ¸¼À½ (2021) Empowerment effects on creative behaviors in a multiple project team membership context: An idividual-level analysis. ÀλçÁ¶Á÷¿¬±¸. 29: 25~57.

ÀåÀº¹Ì, ÁøÇö (2020) Failure and learning behavior: The role of supervisory support. ÀλçÁ¶Á÷¿¬±¸. 28: 33~60.

ÀåÀº¹Ì, ÀÌÁ¤¿ø (2019) ÀÏ¹Ý °í¿ëÇã°¡Á¦ Àú¼÷·Ã ÀÌÁÖ±Ù·ÎÀÚµéÀÇ Á¶Á÷½Ã¹ÎÇൿ: »çȸÀû Áö¿ø°ú ¹®È­Àû ÀûÀÀ ½Ã°¢ÀÇ Àû¿ë. Áß¼Ò±â¾÷¿¬±¸. 41: 107~128.

ÀåÀº¹Ì, ÁøÇö, ÀÌÁ¤¿ø (2019) °¡Ä¡ÀûÇÕ¼º ¶Ç´Â ½Ã±×³¯¸µ: »çȸÀû ±â¾÷ÀÇ ¼±¹ß°ú ÀÌÁ÷Àǵµ. ¿¬¼¼°æ¿µ¿¬±¸. 56: 77~101.

ÀåÀº¹Ì, ÁøÇö (2017) HR ¿É¼ÇÀ¸·Î¼­ÀÇ °³Àμº°ú±ÞÁ¦ : ¸®¾ó¿É¼Ç ÀÌ·ÐÀÇ Àû¿ë. °æ¿µÇבּ¸. 46: 315~340

ÀåÀº¹Ì, ÁøÇö (2016) ¸ôÀÔÇü ÀÎÀûÀÚ¿ø°ü¸®¿Í ±¸¼º¿øÀÇ È¸»ç¿¡ ´ëÇÑ Æò°¡: Á¶Á÷ Ư¼ºÀÇ Á¶Àý È¿°ú. »ê¾÷°æÁ¦¿¬±¸. 29: 1963~1995.

ÀåÀº¹Ì, ÁøÇö, Á¤±â¼± (2016) ÀÏ¹Ý °í¿ëÇã°¡Á¦ Àú¼÷·Ã ¿Ü±¹ÀÎ ±Ù·ÎÀÚÀÇ Á÷Àå ¸¸Á·°ú ÀÌÁ÷Àǵµ. Áß¼Ò±â¾÷¿¬±¸. 38: 1~23.

ÀåÀº¹Ì, ÁøÇö, ¿¹ÁöÀº (2016) Á÷Àå¿¡¼­ÀÇ Çູ ¿¬±¸ : Á÷¹«¿Í Á¶Á÷ Ãø¸éÀÇ ºÐ¼®. ÀÎÀûÀÚ¿ø°ü¸®¿¬±¸. 23: 79~98

ÃÖ¸¼À½, ÀåÀº¹Ì, ÁøÇö (2016) °³ÀÎÀÇ ÇнÀ°ú ÆÀÀÇ ºÐÀ§±â: ´Ù¼öÁØ ºÐ¼®. ¿¬¼¼°æ¿µ¿¬±¸. 53: 147~173.

Á¤È­Çâ, ÀÌÁ¤¿ø, ÀåÀº¹Ì (2016) Á¶Á÷ ±¸¼º¿øµéÀÇ ¿¬ºÀÁ¦ ¼ö¿ë¼º: Á¤º¸±³È¯À̷еéÀÇ ½Ã»çÁ¡. Á¶Á÷°ú Àλç°ü¸®¿¬±¸. 40: 1~29.

ÀåÀº¹Ì (2008) ±¹³» ´Ù±¹Àû ±â¾÷ÀÇ ¸ôÀÔÇü ÀÎÀûÀÚ¿ø °ü¸® ¹æ½Ä¿¡ ´ëÇÑ ¿¬±¸. ±¹Á¦°æ¿µ¿¬±¸. 19: 1~25.

ÀåÀº¹Ì (2006) °í¼º°ú °ü¸® ¹æ½ÄÀÌ Á¶Á÷ ¸ôÀÔ¿¡ °®´Â Â÷º°Àû È¿°ú¿¡ °üÇÑ ¿¬±¸: Çѱ¹, Áß±¹, ÀϺ»ÀÇ ºñ±³ ºÐ¼®. Àλç°ü¸®¿¬±¸. 30: 115~145.

ÀåÀº¹Ì (2005) ¼º°ú±ÞÁ¦ÀÇ È°¿ë ¹× È¿°ú¿¡ °üÇÑ ¿¬±¸:Á¦µµÀ̷аú µ¿±âºÎ¿© ½Ã°¢ÀÇ multi-level ºÐ¼®. °æ¿µÇבּ¸. 34: 847~865.

Á¤±â¼±, ÀåÀº¹Ì (2005) °¡Á·Ä£È­Àû Á¤Ã¥ÀÌ Á¾¾÷¿øµéÀÇ Á¶Á÷ ¸ôÀÔ¿¡ ¹ÌÄ¡´Â È¿°ú. °¡Á·°ú ¹®È­. 17: 59~84.

ÀåÀº¹Ì (2003) °³Àμº°ú À§ÁÖÀÇ º¸»óÁ¦µµ°¡ Á÷¹« ¼öÇà ³ë·Â¿¡ ¹ÌÄ¡´Â ¿µÇâ¿¡ °üÇÑ ¿¬±¸: ÀÎÀûÀÚ¿ø °ü¸® ¹øµéÀÇ Á¶ÀýÈ¿°ú¸¦ Áß½ÉÀ¸·Î. Àλç·Á¶Á÷¿¬±¸. 11: 133~158

ÀåÀº¹Ì (1997) °æ·Â °ü·Ã º¯¼ö¿Í Á¶Á÷¸ôÀÔ ºÐ¼®: °æ·Â´Ü°è¿Í °æ·Â°æ·Î¿ÍÀÇ °ü°è. °æ¿µÇבּ¸. 26: 271~286.

ÀåÀº¹Ì (1996) Á¤±ÔÁ÷°ú ÀÓ½ÃÁ÷ÀÇ Á¶Á÷¸ôÀÔ¿¡ °üÇÑ ¿¬±¸. Àλç°ü¸®¿¬±¸. 19: 301~321.

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Çѱ¹ÀλçÁ¶Á÷ÇÐȸ ȸÀå (34´ë)
¿ì¼ö³í¹®»ó, ±â¾÷°æ¿µ¿¬±¸ Çѱ¹±â¾÷°æ¿µÇÐȸ, ¿¬¼¼´ëÇб³ °æ¿µ¿¬±¸¼Ò
Àú¼­ ¡ºµ¿±â: Çö»ó°ú ÀÌÇØ¡» ´ëÇѹα¹Çмú¿ø ¿ì¼öÇмúµµ¼­ ¼±Á¤
Best Paper Award of Japan Academy of International Business Studies 2009
Emerald Literati Network Awards for Excellence 2007
Distinguished Professor Award, Hankuk University of Foreign Studies 2002

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