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이철기(Lee, Cheol-Ki) 성균관대학교 법학연구소 2010 성균관법학 Vol.22 No.3
Supreme Court’s Decision No.2009Ma1311 states that a director retiring from office when there are more than minimum number of directors remaining in office as prescribed by Commercial Acts or by the articles of incorporation, the director naturally no longer has the rights and duties of a director as of the director’s resignation or expiration of his term of office, and in the case that the director retains the effective rights and duties of the position despite his resignation or the expiration of his term of office, a Provisional Injunction on Performing the Duties of a Director can be requested by way of claim to confirmation of non-existence of the rights and duties of the director. This finding is reasonable in light of Article 386 Section 1 of the Commercial Acts, which limits the instance of a retiring director to retain rights and duties of a director to when the directors remaining in office would otherwise become fewer than the minimum number prescribed by Commercial Acts or by the articles of incorporation. On the other hand, the Decision states that since Article 386 Section 2 of the Commercial Acts allows for the court to appoint a person who is to temporarily perform the duties of a director upon application if required, e.g. in case where it is impossible or inappropriate for a retiring director who retains the rights and duties of a director under Article 386 Section 1 of the Commercial Acts to retain the rights and duties of a director, a Provisional Injunction on Performing the Duties of a Director cannot be requested separately based on his resignation or expiration of his term of office or the fact that retiring director had a reason to be terminated. However, a Provisional Injunction on Performing the Duties of a Director, which is a form of a preservative measure, is different in its purpose and principle from “a person who is to temporarily perform the duties of a director” as prescribed in Article 386 Section 2 of the Commercial Acts, it is more reasonable to understand that the two measures are not mutually exclusive. There are no laws showing that one cannot request a Provisional Injunction on Performing the Duties of a Director when it is appropriate to appoint a person who is to temporarily perform the duties of a director, and the merit of a Provisional Injunction on Performing the Duties of a Director, which is the temporary and emergency nature of the measure, is of a far greater benefit in reality in providing immediate relief to those in need than the appointment of a person who is to temporarily perform the duties of a director. Therefore, in the special circumstance where it is determinable that the person who is exercising the rights and duties of a retiring director does not in fact possess the status or the rights of a retiring director, it is reasonable to assume that it is allowable to request a Provisional Injunction on Performing the Duties of a Director by way of claim to confirmation of non-existence of the rights and duties of the director.
서번트리더십과 인사관리 유형이 직무소진에 미치는 영향에 관한 다층분석
이철기(Choel-Ki Lee),표민호(Min-Ho Pyo),이동진(Dong-Jin Lee) 한국콘텐츠학회 2017 한국콘텐츠학회논문지 Vol.17 No.2
작업자의 직무소진은 팀 또는 조직의 공유구조와 집단심리 상태의 형성과 상호영향을 미치며, 따라서 직무소진을 이해하기 위해서는 시장환경에 따른 작업환경뿐만 아니라 팀 또는 조직의 사회적 상황에 대한 고려가 필수적이다. 본 연구는 직무요구-자원이론에 기반하여 구성원들의 직무소진에 미치는 직무요구와 직무자원의 효과를 다층분석하였다. 즉, 팀수준의 변수인 서번트리더십과 인사관리 통제방식이 개인수준의 작업부하와 감정노동과 직무소진의 관계에 조절효과를 검정하였다. 실증분석 결과, 첫째 작업자의 개인특성중 자기효능감이 높을수록 직무소진은 줄어드는데 반하여, 작업부하와 감정노동이 높아질수록 직무소진은 증가하였다. 둘째, 팀수준의 투입 및 결과중심 인사관리가 활발히 이루어지는 팀일수록 작업자의 작업부하와 직무소진의 정(+)의 회귀관계 강도가 줄어드는 것으로 나타났다. 또한, 서번트리더십이 발휘되는 팀일수록 자기효능감과 직무소진의 부(-)의 회귀관계 강도가 증폭되는 것으로 나타났다. In order to understand job burnout, it is necessary to consider not only the working environment according to the market environment but also the social situation of the team or the organization. This study analyzed the effects of job demands and job resources on job burnout based on JD-R theory. In other words, the team-level variables, servant leadership and HRM control types, were tested for the effect of moderating the individual workload, emotional labor and job burnout. The results of empirical analysis showed that the higher the self-efficacy, the less job burnout, whereas the higher the workload and emotional labor, the more job burnout. Second, the more positive the team level input and result oriented HRM are, the less positive regression relation of workload and job burnout is. Finally, it was found that the intensity of the regression relation of negative self-efficacy and job burnout was amplified in the team with servant leadership.
이철기 ( Lee Cheolgi ) 한국문법교육학회 2020 문법 교육 Vol.40 No.-
Over the past few years, a considerable number of studies have been made on inquiry-based language learning. These studies lay the groundwork for inquiry-based language learning can be understood as a cognitive process of thinking. Some studies named this cognitive process as Grammatical thinking. The purpose of this study was to demonstrate that Grammatical thinking is scientific thinking and scientific reasoning. I have revealed that the existing five-step of the inquiry-based learning process is based on Karl Popper's the hypothetico-deductive method. And I have revealed that Karl Popper's the hypothetico-deductive method is based on Charles Sanders Peirce's philosophy of science. Besides, the hypothetico-deductive method can be applied to inquiry-based language learning as well as inquiry in science and social studies. This study is intended to contribute to theoretically explain the e ssence of inquiry-based language learning. Based on this study, I look forward to designing inquiry tasks or activities about gramma r that can improve learners' ability to think grammatically.
사회적 교환이론의 관점에 입각한 노조몰입 및 노조참여 의도의 결정요인에 관한 연구
이철기(Cheol Ki Lee),이광희(Kwang Hee Lee) 한국산업경영시스템학회 2008 한국산업경영시스템학회지 Vol.31 No.3
The purpose of this study is to examine the determinants of union commitment and union participation intention based on the social exchange perspective and apply implications to union setting to improve union management. The results are as follows:Firstly, union commitment is the most direct predictors of union participation intention and mediates the relation both perceived union support and union instrumentality and union participation intention. Secondly, both perceived union support and union instrumentality are direct predictors of union commitment but perceived union support has more effect than union instrumentality on union commitment. Lastly, process related justices affect on perceived union support but interactional justice is a more important antecedent of perceived union support than procedural justice. Unexpected finding is that union instrumentality has direct relationship with not only union commitment but also perceived union support. This finding is needed further research in the future.