박노근 교수는 미국 Rutgers University에서 Industrial Relations and Human Resources 전공으로 박사학위를 받았다. 2013년부터 한국외대 경영대학 교수로 재직중이다. 조직행동, 인적자원관리, 조직민주주의 등을 강의하고 있다.

연구관심분야

• 자율성
• 의사결정참여
• 성과급
• 직원협동조합
• 조직민주주의

학력사항

• Ph.D. in Industrial Relations & Human Resources, Rutgers University
• M.S. in Economics, Korea University
• B.A. in Chemistry, Korea University

경력 및 활동

• 2016. 9. – 현재 한국외국어대학교 경영학부 교수
• 2014. 3. – 2016. 8. 한국외국어대학교 경영학부 부교수
• 2013. 3. – 2014. 2 한국외국어대학교 경영학부 조교수
• 2008. 3. – 2013. 2. 광운대학교 경영학부 조교수

멀티미디어

• 박노근(2020). 조직 민주주의: 참여와 노동자협동조합. 시대가치. 
• Kruse, D. Blasi, J., & Park, R. (2010). Shared capitalism in the U.S. economy. In Kruse, D., Freeman, R., & Blasi, J. (eds.), Shared Capitalism at Work: Employee Ownership, Profit and Gain Sharing, and Broad-Based Stock Options (pp. 41-75). The University of Chicago Press.
• Park, R. (2008). Employee ownership plans in Korea. In D. Binns (ed.), Employee Financial Participation: An International Survey (pp. 457-478). George Mason University.

주요논문

[해외 논문]

• Park, R., & Kim, J. (in press). Differential effects of autonomy on employee satisfaction and organizational performance depending on the type of financial incentives: Evidence from a four-wave panel of Korean companies. The International Journal of Human Resource Management.
• Park, R., Kim, M., & Beehr, T. A. (in press). The structure of ownership and control in organizations: Does organizational identification attenuate the relationships of work-to-family conflict and job strain with job search behavior? Asia Pacific Journal of Human Resources.
• Park, R. (2023). What if employees with intrinsic work values are given autonomy in worker co-operatives? Integration of the job demands-resources model and supplies-values fit theory. Personnel Review, 52(3), 724-744.
• Park, R. & Park, H. (2020). Employee-centered philosophy, high-commitment work practices, and performance: Moderating roles of market environments and Strategies. Asia Pacific Journal of Human Resource, 58, 247-267.
• Park, R. (2019). Responses to emotional exhaustion: Do worker cooperatives matter? Personnel Review, 48(2), 438-453.
• Park, R. (2018). Responses to job demands: Moderating role of worker cooperatives. Employee Relations, 40(2), 346-361.
• Park, R. (2018). The roles of OCB and automation in the relationship between job autonomy and organizational performance: A moderated mediation model. The International Journal of Human Resource Management, 29(6), 1139-1156.
• Park, R. (2017). Exploring the link between top-down information sharing and organizational performance: The moderating role of flexible manufacturing strategy. Human Resource Management Journal, 27(4), 598-613.
• Park, R. & Jang, S. (2017). Mediating role of perceived supervisor support in the relationship between job autonomy and mental health: Moderating role of value-means fit. The International Journal of Human Resource Management, 28(5), 703-723.
• Park, R. & Jang, S. (2017). Family role overload’s relationship with stress and satisfaction. Journal of Managerial Psychology, 32(1), 61-74.
• Park, R. (2016). Autonomy and citizenship behavior: A moderated mediation model. Journal of Managerial Psychology, 31(1), 280-295.
• Jang, S. J., Zippay, A., & Park, R. (2016). Family leave for employed women: Interaction effects of gender discrimination and household responsibilities in South Korea. International Social Work, 59(1), 99-114.
• Park, R. (2015). Employee participation and outcomes: Organizational strategy does matter. Employee Relations, 37(5), 604-622.
• Park, R., & Kruse, D. (2014). Group incentives and financial performance: The moderating role of innovation. Human Resource Management Journal, 24(1), 77-94
• Park, R., & Kim, J. (2013). Individual employees’ responses to group incentives: The moderating role of innovation. Journal of Business & Psychology, 28(2), 175-187.
• Park, R. (2012). Attitudes of group incentive participants: The moderating role of human capital level. Group & Organization Management, 37(5), 589-616.
• Park, R., & Searcy, D. (2012). Job autonomy as a predictor of mental well-being: The moderating role of quality-competitive environment. Journal of Business & Psychology, 27(3), 305-316.
• Park, R. (2012). Cognitive and affective approaches to employee participation: Integration of the two approaches. Journal of World Business, 47(3), 450-458.
• Park, R. (2012). Self-managing teams and employee attitudes: The moderating role of capital intensity. The International Journal of Human Resource Management, 23(4),714-730.
• Jang, S. J., Zippay, A., & Park, R. (2012). Family roles as moderators of the relationship between schedule flexibility and stress. Journal of Marriage and Family, 74(4), 897-912.
• Jang, S. J., Park, R., & Zippay, A. (2011). The interaction effects of scheduling control and work-life balance programs on job satisfaction and mental health. International Journal of Social Welfare, 20(2), 135-143.
• Park, R., Appelbaum, E., & Kruse, D. (2010). Employee involvement and group incentives in manufacturing companies: a multi-level analysis. Human Resource Management Journal, 20(3), 227-243.
• Park, R., Kruse, D., & Sesil, J. (2004). Does employee ownership enhance firm survival? Advances in the Economic Analysis of Participatory and Self-managed Firms, 8, 3-33.

[국내 논문]

• 박노근(2022). 자기효능감의 동기부여 역할: 직원협동조합과 자율성의 강화효과. 경영학연구, 51(1), 79-99.
• 최동철, 박노근(2022). 자기효능감과 직무만족, 직무태민: 직원협동조합의 조절효과. 대한경영학회지, 35(2), 239-260.
• 박노근(2017). 노동가치관과 직무만족, 직무헌신행동: 직원협동조합의 조절적 역할. 인사조직연구, 25(1), 109-128.
• 박노근(2014). 개별 근로자 직무성과의 예측자로서의 직무헌신행동: 직무몰입과 직무성과 사이의 관계에서 직무헌신행동의 매개적 역할. 대한경영학회지, 27(5), 801-816.
• 박노근(2010). 조직몰입과 조직시민행동의 선행자로서의 직무자율성: 기업 혁신성의 조절적 영향. 인사조직연구, 18(2), 67-96.
• 박노근(2009). 제안제도의 조직몰입에 대한 효과: 인적자본 수준의 조절적 영향. 조직과 인사관리연구, 33(2), 29-47.
• 박노근(2008). 그룹 인센티브가 근로자주도의 혁신과 기업성과에 미치는 효과: 시장전략의 조절적 영향. 대한경영학회지, 21(1), 279-296.

학회 주요 활동

• Park, R. (2017). Relationships of self-efficacy with job satisfaction and job neglect: Do worker cooperatives matter? SIBR Conference on Interdisciplinary Business & Economic Research, Osaka. SIBR Best Paper Award.
• Park, R. (2016). The moderating role of worker cooperatives in the relationship between self-efficacy and job satisfaction. BESSH Conference, Indonesia.
• Park, R. (2015). Information sharing as an HRM practice: The moderating role of flexible manufacturing strategy. International Business, Economics, Finance and Management Conference, Japan.
• 박노근・박현희(2015). 인적자원철학, 고몰입작업관행, 조직성과 사이의 관계: 경쟁적 시장환경과 시장전략의 조절적 역할. 대한경영학회.
• Park, R., & Jang, S. (2014). The moderating role of needs-means fit in the relationship between job autonomy and mental health. The 2014 WEI International Academic Conference. Antalya, Turkey.
• 박노근(2009). 직무자율성이 조직몰입과 조직시민행위에 미치는 효과 분석: 혁신성의 조절적 영향. 한국인사조직학회.
• 박노근(2008). Job autonomy as a predictor of organizational commitment and mental health: The influence of product market. 한국경영학회.
• Park, R. (2007). The effects of employee participation plans on employees and employers. LERA 59th Annual Meeting, Chicago. IL.
• Park, R. (2006). Effects of simultaneous participation on employee attitudes, behaviors, and firm performance. The 2006 IOOB Conference, Fairfax. VA.
• Park, R. (2006). Simultaneous participation, employee attitudes, behaviors, and firm performance. Canadian Industrial Relations Association Annual Meeting, Toronto, Canada.