Formal and informal practices in contemporary Korean management
这篇概念性论文探讨韩国人力资源管理在1997年亚洲金融危机后从终身雇佣和年资晋升转向更灵活模式时面临的挑战，提出需考虑正式与非正式组织的互补与整合，并用本土亚洲观念解释对立平衡。
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. 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. In an attempt to explain the challenges, we argue, in this conceptual paper, that it is necessary to consider 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. We fill a gap in the literature on the role of informal organization with indigenous Asian notions supporting the balance of opposition.