디지털 시대의 병원 인사관리의 신경향

최수형 경성대학교 산업개발연구소 2002 산업혁신연구 Vol.18 No.2

중소기업의 진성리더십이 혁신행동에 미치는 영향 : 학습지향성 매개효과

최수형 한국전문경영인학회 2018 專門經營人硏究 Vol.21 No.4

This study focused on the impact of authentic leadership on innovation behavior of employees and the mediated effects of learning orientation in small and medium-sized enterprises. Based on theoretical considerations, this study established research theories and conducted empirical studies on the relationship between authentic leadership, learning orientation, and innovation behavior. The survey was conducted on employees of small businesses in Busan and South Gyeongsang Province for empirical study purposes, as the authenticity of leaders in the working environment of small businesses with active interaction with members compared to large companies can have a large impact on employees' perception and behavior. For empirical analysis, the validity and reliability of variables were verified and correlation analysis was performed. We verified the hypothesis with hierarchical regression. Most of the research theories were supported, and it was found that the authentic leadership has a significant impact on innovation awareness, innovation development and implementation, which is a sub-variable of innovation behavior. The two sub-variables of learning orientation, learning commitment and vision sharing, were also found to have a mediating effect on the relationship of authentic leadership and innovation behavior, respectively. Of the detailed theory, only the implications of sharing vision in the relationship between authentic leadership-innovation implementation and development were rejected and the rest were adopted. Implication points were derived based on the above findings and the limits of the study and subsequent research directions were presented.

닭腸筋의 Sympathomimetic Amine에 대한 反應

崔洙亨,曺景宇 全南大醫大 1973 전남의대학술지 Vol.10 No.1

조직구성원의 성격특성이 조직시민행동에 미치는 영향: 조직문화인식의 조절효과

최수형,강희경 한국전문경영인학회 2019 專門經營人硏究 Vol.22 No.4

The purpose of this study is to verify the effect of individual personality characteristics on organizational citizenship behavior and the adjustment effect of perceptions of organizational culture types in the relationship between the two variables. Major research variables and theories were derived based on prior research, and empirical studies were conducted based on them. In the empirical study, the validity, reliability, and correlation analysis were conducted on the measurement items of variables, and the hypothesis of study was verified through regression analysis. The study results are summarized as follows. First, personality characteristics are generally having a significant impact on organizational citizenship behavior and are found to vary from one specific feature to another. Second, the organizational culture type recognition variables were found to have personality characteristics and moderating effects of some types. The impact of conscientiousness on organizational citizenship behavior among personality characteristics was confirmed through empirical research results, which confirmed that innovative culture and hierarchical culture play a role in moderating the organization's cultural types. Based on the results of the empirical study above, it suggested that individual functions of personality characteristics are related to organizational citizenship behavior, and that the conscientiousness characteristics related to performance can be used as strategies to induce action in innovation and hierarchical culture.

몇가지 Sympathomimetic Amine 注入이 Angiotensin의 昇壓效果에 미치는 影響

崔洙亨 全南大醫大 1975 전남의대학술지 Vol.12 No.2

칭찬이 종업원의 직무만족과 이직의도에 미치는 영향: 자기효능감을 매개효과로

최수형 한국전문경영인학회 2016 專門經營人硏究 Vol.19 No.1

The purposes of this research are to examine the effects of praise in the field of management. For the purpose of this study 238 samples of firms's employees were analyzed, As a result of this study is as follows. First, verbal praise, gesture expression praise and visible praise have positive effects(+)on employees’ job satisfaction and self-efficacy. Verbal praise, gesture expression praise and visible praise have negative(-) effects on employees’ turnover intention. Second, employees’ self-efficacy has a positive(+)effect on job satisfaction and a negative(-)effect on turnover intention. Third, employees’ self-efficacy can mediate the relationship between the praise(verbal praise, gesture expression praise, visible praise) and job satisfaction, and employees’ self-efficacy can mediate the relationship between the praise(verbal praise, gesture expression praise, visible praise) and turnover intention. Fourth, relative to verbal praise and gesture expression praise, visible praise has more significant positive(+) effect on the employees’ job satisfaction. Verbal praise has more significant negative(-) effect on the employees’ turnover intention than gesture expression praise and visible praise. Verbal praise and visible praise have more significant positive(+) effect on employees’ self-efficacy than gesture expression praise.

Physostigmine과 McN-A-343의 拮抗作用 : 흰쥐血壓에서의 實驗 A Study on the Rat Blood PressureS

崔洙亨,白永鴻 全南大醫大 1981 전남의대학술지 Vol.18 No.3

Guanethidine 및 Sympathomimetic Amine의 注入이 Norepinephrine, Epinephrine, Tyramine의 昇壓效果에 미치는 影響

崔洙亨 全南大醫大 1975 전남의대학술지 Vol.12 No.2

소셜미디어 상호작용이 조직기반 자존감을 매개로 조직 구성원의 성과에 미치는 영향

최수형,강희경,김예진 대한경영정보학회 2023 경영과 정보연구 Vol.42 No.3

본 연구는 소셜미디어 상호작용을 통한 조직 구성원의 유용성 및 쌍방향 감지와 조직 구성원의 성과 간의 관계를 규명하고 조직기반 자존감의 매개효과를 밝히는 데 목적이 있다. 구체적으로 본 연구에서는 조직 구성원의 유용성 및 쌍방향 감지가 조직기반 자존감에 유의미한 영향을 미치며 결과적으로 조직 구성원의 과업성과와 맥락성과에 긍정적인 영향을 미칠 것으로 가정하였다. 본 연구의 가설 검증을 위하여 중국 베이징, 상하이, 관둥, 후난지역에 위치한 공공기관, 대기업, 중소기업 종사자들을 대상으로 설문조사를 실시하였다. 설문조사는 온라인 설문지 링크를 공유하여 진행하였으며 오류를 가지는 응답을 제외하고 총 468부를 최종 분석에 사용하였다. 연구 분석은 SPSS 22.0과 AMOS 18.0을 활용하여 구조방정식으로 분석하였다. 가설 검증 결과를 살펴보면, 조직 구성원의 유용성 감지와 쌍방향 감지는 조직기반 자존감에 각각 정(+)의 영향을 미치는 것으로 나타났으며 조직기반 자존감은 조직 구성원의 과업성과와 맥락성과에 정(+)적으로 유의미한 영향을 미치는 것으로 나타났다. 또한, 조직기반 자존감은 유용성 감지와 쌍방향 감지가 각각 과업성과와 맥락성과에 미치는 영향에 있어 매개효과가 있음을 확인하였다. 이러한 실증분석 결과를 토대로 조직구성원의 성과를 향상시키는 영향 요인으로서 조직에서의 소셜미디어 사용에 대한 학문적 및 실무적 함의를 도출하였다. 조직은 구성원 간의 서통이 될 수 있는 소셜 미디어 플랫폼을 조성하거나 활동을 지원함으로 그들 간의 활동을 강화할 수 있으며 성과에 미치는 긍정적 효과를 유도할 수 있다. 즉, 소셜 미디어 활동은 조직 차원의 사회화 과정의 일부일 수 있으며 구성원 및 조직 차원의 성과를 가져오는 가치있는 수단으로 관리되어야 함을 보여준다. The purpose of this study is to identify the relationship between the usefulness and interactive detection of organizational members through social media interaction and the performance of organizational members, and to reveal the mediating effect of organizational-based self-esteem. Specifically, this study assumed that the usefulness and interactive detection of organizational members have a significant impact on organizational-based self-esteem, and as a result, it will have a positive effect on the task and context performance of organizational members. To test the hypothesis of this study, a survey was conducted on workers at public institutions, large companies, and small and medium-sized enterprises located in Beijing, Shanghai, Guangdong, and Honan in China. The survey was conducted by sharing the link to the online questionnaire, and a total of 468 copies were used for the final analysis, excluding the responses with errors. The research analysis was analyzed using structural equation model using SPSS 22.0 and AMOS 18.0. The results of the hypothesis test showed that organizational members' usefulness and interactive detection had a positive (+) effect on organizational-based self-esteem, respectively, and organizational-based self-esteem had a positive (+) significant effect on organizational members' task and context performance. In addition, organizational-based self-esteem was tested to have a mediating effect on the effect of usefulness detection and interactive detection on task performance and context performance. Based on the results of this empirical analysis, academic and practical implications for the use of social media in organizations were discussed as influencing factors that improve the performance of organizational members. Organizations can strengthen their activities and induce positive effects on performance by creating social media platforms or supporting activities that can be communication between members. In other words, it shows that social media activities can be part of the socialization process at the organizational level and should be managed as a valuable means of bringing about performance at the members and organizational level.

A reliability model for process systems under changing operating conditions

최수형 한국화학공학회 2018 Korean Journal of Chemical Engineering Vol.35 No.3

Reliability analysis of process systems, which is often based on a model of Weibull distribution, is semiquantitative at best because it uses constant parameters, requiring assumption of steady state operating conditions. A reliability model based on a variable scale parameter Weibull distribution is proposed in this work, in which a power law, the Arrhenius factor, and instantaneous amplitudes and frequencies of the operating condition variables are introduced. Numerical experiment indicates that when an operating condition variable fluctuates, the assumption of an average steady state operating condition can cause a serious error in reliability analysis. Therefore, the proposed method is expected to contribute to more quantitative risk assessment, and thus more rigorous safety analysis of process systems under changing operating conditions.