What is it about?
This paper considers the informal organization of Korean management in relation to formal organization. We suggest there are complementary overlaps and close integration between formal and informal organizational modes in Korean management.
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Why is it important?
Despite Korean companies’ efforts since then to change their HRM to a more western (US) style, much research indicates persistent challenges, both domestically and internationally. It is important to explain why such challenges.
Perspectives
South Korean human resource management (HRM), characterized by lifetime employment and seniority-based promotion, has been suggested as an important factor contributing to the growth of Korean companies. However, the Asian financial crisis in 1997, raised questions about these practices, and Korean HRM underwent drastic changes, mainly by adopting a more flexible labor market approach.
inju yang
EDC Paris Business School
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This page is a summary of: Formal and informal practices in contemporary Korean management, The International Journal of Human Resource Management, June 2017, Taylor & Francis,
DOI: 10.1080/09585192.2017.1342683.
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