저온 분사 공정으로 제조된 Ti 코팅층의 미세조직 및 물성에 미치는 송급 가스의 영향

이명주,김형준,오익현,이기안,Lee, Myeong-Ju,Kim, Hyung-Jun,Oh, Ik-Hyun,Lee, Kee-Ahn 한국분말야금학회 2013 한국분말재료학회지 (KPMI) Vol.20 No.1

The effect of carrier gases (He, $N_2$) on the properties of Ti coating layers were investigated to manufacture high-density Ti coating layers. Cold spray coating layers manufactured using He gas had denser and more homogenous structures than those using $N_2$ gas. The He gas coating layers showed porosity value of 0.02% and hardness value of Hv 229.1, indicating more excellent properties than the porosity and hardness of $N_2$ gas coating layers. Bond strengths were examined, and coating layers manufactured using He recorded a value of 74.3 MPa; those manufactured using $N_2$ gas had a value of 64.6 MPa. The aforementioned results were associated with the fact that, when coating layers were manufactured using He gas, the powder could be easily deposited because of its high particle impact velocity. When Ti coating layers were manufactured by the cold spray process, He carrier gas was more suitable than $N_2$ gas for manufacturing excellent coating layers.

CRT용 GLASS 제조공정 이해

이명주,Lee, Myeong-Ju 한국정보디스플레이학회 2001 한국정보디스플레이학회지 Vol.2 No.5

창원지역 치과위생사의 직무스트레스와 직무만족에 관한 연구

이명주,권선화,구효진,Lee, Myeong-Ju,Kwon, Sun-Hwa,Goo, Hyo-Jin 한국임상보건과학회 2013 한국임상보건과학회지 Vol.1 No.3

Purpose. This study was performed on survey related dental hygienist job stress and job satisfaction, to improve the work efficiency of the dental hygienist and for dental hygienist to eliminate the cause of stress for health promotion and for management to be able to help to finding ways to provide basic data. Method. This survey is based on 235 people who are dental hygienists working in Changwon city from November 1 to November 30 2012, by statistical analysis of collected data using SPSS Win Program 20.0 version t-test, univariate analysis of variance (one-way ANOVA), correlation analysis that performed to determine statistical significance with a significance level of 0.05 was considered. Results. For correlation of job satisfaction and job stress, the job demands, job insecurity, and workplace culture shows a negative correlation. For Correlation of the physical environment, insufficient job control, interpersonal conflict, and organizational system is, lack of reward shows a positive correlation. The less job stress due to Insufficient job control, interpersonal conflict, organizational system, is, the higher job satisfaction due to job demands and workplace culture is.(p <0.05), The higher job stress is, the higher the job satisfaction is(p <0.05). Conclusions. Job satisfaction and job stress may be relevant each other, there fore several measures should be sought to solve insufficient job control, interpersonal conflict, organizational system and the lack of reward, consequently to increase the job satisfaction of dental hygienists.

임상치과위생사들의 감정노동에 영향을 미치는 요인

이명주 ( Myeong Ju Lee ),김영남 ( Young Nam Kim ),이소영 ( So Young Lee ) 한국치위생과학회 2015 치위생과학회지 Vol.15 No.2

This study was conducted to develop a plan for emotional labor of clinical dental hygienists by understanding the factors affecting their emotional labor. Self-administered questionnaires were distributed to 293 dental hygienists who worked in dental hospitals and clinics located in Busan and Gyeongsangnam-do from June to September in 2013. The questionnaire items used in this study consisted of 5 items of general characteristics, 2 items of characteristics related to turnover, and 9 items of emotional labor. t-test, ANOVA, and multiple regression analysis were performed using the SPSS Statistics ver. 17.0 for Windows program for data analysis. The average level of the study subjects was 69.85±12.82. With regard to the emotional labor according to the general characteristics, the frequency of emotional expressions (p<0.037) showed significant differences in the marital status. The workplace showed significant differences in the frequency of emotional expressions (p<0.001), attentiveness of emotional expressions (p<0.002), emotional dissonance (p<0.032), and total (p<0.001). The turnover intentions showed significant differences in the frequency of emotional expressions (p<0.001), attentiveness of emotional expressions (p<0.001), emotional dissonance (p<0.001), and total (p< 0.001). As a factor affecting emotional labor, turnover intention (p<0.001) and workplace (p<0001) had an effect on emotional labor. The results showed that turnover intention and workplace were associated with the emotional labor of dental hygienists. There is a need to develop an emotional education program to make it possible to effectively manage emotional labor of dental hygienists for providing high-quality medical services of dental institutions.

교사클릭 : 우리부서를 자랑합니다 ; 쿵쾅쿵쾅 북부삼덕교회 유치부!

이명주 ( Lee Myeong Ju ) 장로회신학대학교 기독교교육연구원 2004 교육교회 Vol.323 No.-

비정규직 인식 이집 단조의직 몰사입회에구 조미적치 는상 황영에향 대한

이명주(Myeong ju Lee),조봉순(Bong soon Cho) 한국인사조직학회 2015 인사조직연구 Vol.23 No.3

최근 전체 노동 인구에서 비정규직 근로자가 차지하는 비중이 증가함에 따라 비정규직근로에 대한 학술적 연구도 증가하고 있는데, 많은 기존 연구들은 주로 거시적, 제도적 관점에서 현상을 설명하고 있다. 본 연구는 미시적 관점에서 비정규직 근로자 개인의 심리적 특성 및 행동을 살펴보고 있다. 사회정체성 이론에서는 낮은 지위의 집단에 소속되어 있는 개인은 부정적 사회정체성을 경험하는데, 이를 개선하기 위한 노력의 방향과 강도를 결정하는 요인으로 자신이 소속된 집단의 사회구조적 상황에 대한 인식이 중요함을 강조하고 있다. 사회구조적 상황에 대한 인식은 이동가능성, 지위 정당성, 그리고 지위고착성으로 설명된다. 비정규직 상황에서 이동가능성은 소속회사에서 정규직으로 전환가능성에 대한 지각, 지위 정당성은 조직 내에서 비정규직 지위 및 처우에 대한 정당성 지각, 그리고 지위 고착성은 비정규직 지위가 향후 사회적 및 경제적으로 개선될 수 있는지에 대한 지각을 말한다. 본 연구는 세 가지 사회구조적 특성이 직접적으로, 그리고 상호작용을 통해 비정규직 근로자의 조직몰입에 영향을 미칠 것이라는 가설을 설정하였다. 연구를 위해 2010년 한국 노동패널 제13차 데이터의 비정규직 근로자 323명의 응답을 분석하였다. 분석 결과 사회정체성 이론에서 제시하는 사회구조적 상황인 이동가능성, 지위 정당성, 그리고 지위 고착성이 비정규직 근로자의 조직몰입에 유의미한 영향을 미치는 것으로 나타났다. 구체적으로 현 조직에서 비정규직에서 정규직으로 이동가능성을 높게(β = .097, p < .10), 지위 정당성을 높게(β = .126, p <.05), 그리고 지위고착성을 낮게(β = -.195, p < .01) 지각하는 비정규직 근로자일수록 높은 조직몰입을 보였다. 가설과는 달리 이들 간의 상호작용 효과는 유의하지 않은 것으로 나타났다. 연구결과를 바탕으로 비정규직 근로자들의 조직몰입을 향상시킬 수 있는 실무적인 방안을 제시하고 연구의 한계점 및 추후 연구방향을 논의하였다. This study explores factors that may affect the organizational commitment of contingent workers, which previous studies have produced mixed findings. We argue that contingent workers' perception of social structural contexts can help explaining such inconsistency in research findings. Social identity theory (SIT) suggests that an individual's self-concept is shaped through his or her social identity. In association with our research problem, SIT provides the important prediction that the perceived social structural contexts of an organization's low-status members influence their attitudes and behaviors; individuals who belong to a low-status group will experience a negative social identity and will make efforts to improve their identities positively. The direction and intensity of such efforts are determined by perceived social structural contexts, status legitimacy, and status stability. Specifically, we hypothesized that contingent workers who perceive high on group permeability and status legitimacy, and low on status stability would show organizational commitment strongly. To test our research predictions, we used the 13th KLIPS (Korean Labor & Income Panel Study) data collected by the Korea Employment Information Survey (N = 323). The results of hierarchical regression analysis showed that group permeability, status legitimacy, and status stability were significant factors for determining organizational commitment. However, the interaction effects of the social structural contexts were not significant. This paper highlights the importance of social structural contexts to predict contingent workers' organizational commitment. We discuss the theoretical and practical implications of our study.

인사제도 실행의 일관성이 조직성과에 미치는 영향

이명주(Lee Myeong ju),이경환(Lee Gyeong hwan),조봉순(Cho Bong soon) 한국인적자원관리학회 2017 인적자원관리연구 Vol.24 No.1

본 연구는 기업에서 도입한 인사제도를 얼마나 일관성 있게 실행하는 지가 조직성과에 미치는 영향을 살펴보았다. 기존 연구들은 어떠한 인사제도가 또는 인사제도의 번들이 기업성과에 미치는지, 그리고 어떠한 과정을 거쳐 이러한 성과가 나타나는지를 주로 살펴보았다. 본 연구는 인사제도의 운영과정 상의 특징에 주목하여, 인사제도 실행이 지속적으로 이루어지는 것이 중요하다는 입장에서 인사제도의 비일관성이 높으면 기업성과에 부정적인 영향을 미치며, 이러한 효과는 종업원들의 회사에 대한 신뢰가 높은 경우 약화된다는 가설을 설정하였다. 한국직업능력개발원의 HCCP 데이터를 활용하여 이상의 가설을 검증하였는데 2009년(3차년도)부터 2013년(5차년도)년도의 제조업체를 대상으로 총 202개 기업, 연도-기업 관측치는 446개를 최종 분석에 포함되었다. 인사제도의 일관성은 2009, 2011, 2013년 3회의 조사기간에 걸쳐 실행된 인사제도 수의 변화와 도입 및 폐지된 인사제도의 수를 기준으로 측정하였다. 분석결과는 본 연구의 주요 가설을 지지하는 것으로 나타났다. The purpose of this paper is to examine the effects of the consistency of human resource (HR) practices on organizational performance. It also attempts to show the moderating effects of trust as it relates to HR practices and organizational performance. To test these effects, we used Human Capital Corporate Panel (HCCP) data collected through the Korea Research Institute for Vocational Education and Training. This study employed the third-wave data collection in 2009 through the fifth-wave data collected in 2013. We tested our model based on a sample of 202 companies (446 samples of year-company) in Korea. The results of the present study supported the hypothesized moderating effect of organizational trust in the consistency of HR practices–performance relationship. Specifically, the findings showed that inconsistency in HR practices negatively influences organizational performance. We also found supporting evidence for a moderating effect of organizational trust in consistency of HR practices on performance. However, when the employees level of trust level was high, the consistency of HR practices had a weak negative impact on corporate performance. This study advanced our understanding of the mechanisms linking HR practices to organizational performance by focusing on consistency in human resource management. Based on empirical evidence, we discussed the direction of suggestions and future research to clarify the significance of the study.

임플란트 시술에 대한 환자의 기능별 만족도

이명주 ( Myeong Ju Lee ),한경순 ( Gyeong Soon Han ),최준선 ( Jun Seon Choi ) 한국치위생과학회 2008 치위생과학회지 Vol.8 No.2

M대학 비교과 프로그램에 대한 재학생 인식에 관한연구

이명주(Myeong-Ju Lee),구효진(Hyo-Jin Goo),김정남(Jeong Nam Kim) 한국구강보건과학회 2019 한국구강보건과학회지 Vol.7 No.2

Objectives: This study has an aim to operate the Exter-Curricula Program in a more efficient way through a survey of students perception of the Exter-Curricula Program. Method: A survey was conducted for students at M University. A total of 1,800 questionnaires were distributed and 1,713 copies were analyzed using the SPSS 20.0 statistical program. Results: In the Exter-Curricula Program participation experience, 83.1% of students participated and 16.9% of non-participants participated. In the Exter-Curricula Program participation type, the number of students who participated in lecture type was the most. The motivation to participate in the Exter-Curricula Program was surveyed to need a variety of experiences for employment. In addition, the preferred Exter-Curricula Program topics were career, employment and start ups-related the Exter-Curricula Program. In the Exter-Curricula Program recognition system, it was thought that it would be the most helpful to get a job after obtaining certification. Conclusion: The results of this study suggest that various Exter-Curricula Program development and operation related to employment that require the most attention for students are needed.

보건계열 비보건계열 학생의 자기구강위생 관리에 관한 지식수준 및 신념과 태도, 행위

이명주 ( Myeong Ju Lee ) 한국치위생학회 2003 한국치위생학회지 Vol.3 No.2