공극 변류기의 2차 전류 보상 방법

박지연 전북대학교 대학원 2008 국내석사

공극 변류기는 코어에 남아있는 잔류자속의 양을 감소시키기 위해서 사용한다. 그러나 공극 변류기는 기존 철심 변류기에 비해 자화 인덕턴스가 작기 때문에 더 큰 과도오차, 비오차와 위상오차를 갖는다. 본 논문에서는 정상상태 뿐만 아니라 재페로를 고려한 사고상태에서 공극 변류기의 2차 전류를 보상하는 방법을 제안한다. 코어의 자속은 공극 변류기의 측정된 2차 전류로부터 계산을 하고 이를 오프라인에서 취득한 히스테리시스 루프에 대입함으로서 여자전류를 추정한다. 최종적으로 이 추정한 여자전류와 측정한 2차 전류를 더하면 정확한 1차 전류를 얻을 수 있다. 다양한 실험 결과들로부터 제안한 알고리즘은 공극 변류기의 정밀도를 향상시킬 수 있을 뿐만 아니라 공극 변류기의 단면적을 현격하게 감소시킬 수 있음을 알 수 있었다. 본 논문은 또한 실제 제작한 공극 변류기와 디지털 신호 처리를 가진 TMSC320C812 chip, 간략화된 전력 시스템을 통하여 진행한 실험 결과를 포함하고 있다. An air-gapped current transformer (CT) has been used to reduce a remanent flux in the core, particularly in the case of auto-reclosure. However, it causes larger transient, ratio and phase errors than the iron-cored CT because of the small magnetizing inductance. This paper proposes a compensation algorithm for the secondary current of the air-gapped CT during the fault conditions including auto-reclosure as well as in the steady-state. The core flux is calculated from the measured secondary current of the CT and inserted into the hysteresis loop to estimate the exciting current. Finally, the correct current is estimated by adding the measured secondary current to the estimated exciting current. Various test results clearly indicate that the proposed compensating algorithm can improve the accuracy of the air-gapped CT significantly and reduce the required core cross-section of the air-gapped CT significantly. The paper concludes by describing the experiment on the real air-gapped CT in the laboratory, using a TMSC320C812 chip on a digital signal processor and simplified real power system.

한국어 능력 시험 읽기 영역 분석과 효율적인 읽기 교육 방안 : 중급 한국어 학습자를 대상으로

박지연 청주대학교 2013 국내석사

ABSTRACT Analysis of Reading Section of TOPIK and Effective Teaching methods of Reading -Focusing on Intermediate Learners- Park Ji Yeon Majored in Korean Language Education Department of Korean Language & Literature Graduate School Chengju University Directed by Professor Kim Hee Sook The function of language use in instruction of Korean is implemented centering speaking, listening, reading and writing. The Korean instruction so far has emphasized the oral speaking and the aural listening chiefly which are concerned directly with communication. As the importance of speaking and listening has been accentuated, the comprehension part, reading has been neglected of the importance relatively. However, as the knowledge-oriented learners of Korean have been increased the importance of reading has been illuminated. In addition to this, as the system has been settled of the admission of entry to the interior universities to whom has the 3rd rate of Test of Proficiency in Korean(TOPIK), the learners of Korean is thinking that reading part of the parts of Test of Proficiency in Korean is hard for them to understand. The learners of Korean who got instruction centering oral and aural language feel the difficulty in understanding the whole contents of the reading text by the shortage of information in words of literary style, grammar and schema and most of the learners of Korean feel it a burden about reading. TOPIK (Test of Proficiency in Korean) from 1997 of the 1st time to 10, 2012 of the 28st time has become the test with public trust and by this each instructional institute adopts the system to admit the entry and the graduation to one who has the the 3rd rate of TOPIK. Therefore, the study on the reading part of TOPIK can be the methods of evaluation of reading proficiency in Korean and the data having the learner oriented in learning reading part of Korean as well. In chapter 1 and chaper 2, it was suggested the purpose and method of this study and previous studies regarding Korean language education method and teaching methods of Reading. In chapter 3, after analysis of the reading section of TOPIK, it is intended to classify the types of problems and analyze the subject and the contents analyzing past test questions of reading part of middle grade level of TOPIK from 21stt ime to 28st time. I would suggest the direction of word learning to the learners of Korean analyzing the words of index of the past test text and the words of frequency of mode expression using the frequency research program from the 9st time to 28st time. In chpater 4, it presented the effective methods of reading instruction and propose the actual lesson plan utilizing appropriate reading strategy to each case of the reading problem. The class proceeded according to the lesson plans, which consist of three problem types and based on the result of TOPIK reading section analysis. Finally, in conclusion the summary of analysis of reading section of TOPIK and effect of presented the actual class plan and Limitations of this study. As students had more lessons, students were more interested and adept at using reading strategy. this study was aimed to enable students to do active reading by making use of reading strategy using schema by designing problem type lesson plans for the students who prepare TOPIK reading section. And, it expected to have continual research and development to prove effects by applying complemented actual classes.

우울·불안과 위축행동을 보이는 유아에 대한 모래놀이치료 효과

박지연 전남대학교 대학원 2008 국내석사

본 연구는 우울 · 불안과 위축행동을 보이는 유아의 부적응 행동을 감소시키기 위해 모래놀이치료를 실시하고 그 효과를 분석하였다. 연구대상으로는 어린이집 담임교사에 의해 선정된 우울 · 불안과 위축행동을 보이는 유아 중 아동 · 청소년 행동평가 척도(K-CBCL)에서 우울 · 불안 위축의 T점수가 65점 이상인 6명이 선정되었다. 이 중 실험집단 유아 3명을 선정하였고, 실험집단과 성별 및 연령이 동일하나 본 연구에 참여하지 못한 유아 3명을 통제집단으로 선정하였다. 모래놀이치료는 주 2회 40분씩, 총 15회기로 유아 3명을 각각 개별적으로 실시하였다. 아동의 행동변화를 살펴보기 위해 아동 · 청소년 행동평가척도(K-CBCL), 자아개념, 일상적 스트레스, 일상적 스트레스 대처방식을 사전 · 사후에 측정하여 비교, 분석하였다. 또한, 유아의 모래상자에서의 변화과정을 분석하여 기술하였고, 사회적 행동 변화를 보기 위해 언어적 의사표현, 질문하기, 제안하기, 지시하기를 회기별로 측정하여 비교하였다. 본 연구결과는 다음과 같다. 첫째, 실험집단 유아의 우울 · 불안과 위축행동의 변화는 아동 · 청소년 행동평가척도(K-CBCL) 사후검사 결과 감소하였으나 통제집단 유아의 사후검사 결과는 오히려 증가하였다. 둘째, 자아개념의 경우 실험집단 유아의 모래놀이치료 후 언어, 수학, 신체능력, 친구관계, 부모관계, 일반자아의 모든 하위 영역에서 자아개념이 향상되었다. 셋째, 일상적 스트레스의 변화에서는 사후검사 결과 일상적 스트레스 수준이 감소하였고, 스트레스 대처방식 또한 수동적인 ‘2차 대처방식’(감정 중심적 울음, 인지적 회피)과 ‘무 대처’에서 능동적인 ‘1차 대처방식’(직접적 문제해결과 문제 중심적 공격)으로 변화하였다. 넷째, 유아의 사회적 행동의 변화에서는 언어적 의사표현과 질문하기, 제안하기, 지시하기의 적극적 의사표현이 증가하였다. 본 연구는 우울 · 불안과 위축행동을 보이는 유아를 대상으로 치료방법을 제시하고 억압된 감정을 표출하여 자신을 통합해 나가는 모래놀이치료의 효과를 확인하는 계기가 되었다는 점에서 의의가 있다. This study presented that I practiced the sand play therapy to reduce the infant's unadaptable behavior whose infants have symptoms, the depression, anxiety, and the withdrawal behavior, analyzed the effects. I chose the objects of this study, six infants having symptoms, the depression, anxiety, and the withdrawal behavior, chosen by a homeroom teacher in the kindergarten, gotting a score, more than 65 points at T-test of the depression, anxiety, and the withdrawal in the K-CBCL(Korean Child Behavior Checklist). I chose three infants as the experimental group, the other three infants as the controlled group who have a same age and sex, but don't take part in this study. I practiced that the sand play therapy was checked up to each three infants individually, twice a week in 40 minutes in the total 15 times. I qualitatively analyzed K-CBCL(Korean Child Behavior Checklist), self-concepts, the ordinary stress, the coping way of the ordinary stress by measuring them on prior and post to look into changes in the infant's behavior. I gave an account of analyzing the course of infant's changes in the sand-box and compared verbal expressions, making questions, suggestions, instructions by measuring them on a term. The following is the result of this study. The first, the experimental group, infants' changes of the depression, anxiety, and the withdrawal behavior were reduced after the post-examination of K-CBCL(Korean Child Behavior Checklist), but the post-examination result of the controlled group, the other infants was preferably increased. The second, in a case of self-concepts, after the sand play therapy, the concept of themselves, the infants, the experimental group was improved on the language, mathematics, the ability of the body, friends' relationship, the relationship between parents, and every low area of the common ego. The third, in changes on the common stress after the post-examination, the common stress standard was decreased, in addition, the coping way of the stress was changed from the passive 'secondary coping' (focusing-emo tion cry, recognized avoidance) and the relinquished coping to the active 'primary coping' (the direct solution of the problem and the focusing-probl em attack). The fourth, in changes of infants' social behavior, verbal-intention expressions, making questions, suggestions and the positive-intention expressions of instructions are increased. This study is meaningful that because of a case study as the objects, three infants, it is a limit to be general the result of this study. However, I suggest the way of the remedy for the infants who have symptoms, the depression, anxiety, the withdrawal behavior and have an chance to confirm the effects of the sand play therapy which can unite oneself by exposing the restrained emotion.

Monitoring of west nile virus and Japanese encephalitis virus infection in wild birds in Korea

박지연 Chonbuk National University 2017 국내석사

Birds and mammals are the major vertebrate hosts for West Nile Virus (WNV) and Japanese encephalitis virus (JEV) which belong to the family of Flaviviridae. The migratory birds which have a wide range of moving route are important factors for spreading viruses among countries. Therefore, it is necessary to monitor the possibility of WNV and JEV outbreaks in wild birds. Whole bloods and serum samples were collected from 169 individuals of 32 species in January 2016 to November 2016. WNV or JEV Antibodies were detected by a competitive WNV ELISA kit and 23 out of 119 serum samples were positive. Duplex real-time RT-PCR was conducted for the simultaneous detection of WNV and JEV and 3 out of 41 pooled samples were positive for JEV. Two positive samples were collected from a resident bird, Streptopelia orientalis and one sample was a migratory bird, Butorides striatus. Because resident birds have more chance to contact human than migratory birds, the risk of transmission of JEV to humans could be high.

월트 휘트먼의 Leaves of grass에 나타난 초월주의

박지연 조선대학교 2001 국내석사

Walt Whitman was born in the lower middle-class family in 1819. Because of his family's poverty, he couldn't continue his schooling since twelve just after graduating from grammar school. Walt Whitman was generally considered as a Transcendental and Romantic poet. His transcendentalism was based on the doctrines of European philosophers such as Kant, Carlyle and Goethe, and sponsored by Emerson. He expressed his view on the Characteristic of American poetry in the preface of Leaves of Grass in 1855: "American Poet's poetic expression is transcendent and new." Walt Whitman's major theme is cyclic immortality. Outside time, outside space he perceived that Life and Death are not the beginning and end, but rather ceaseless continuations like Nature's continuations. As for Whitman, Nature("a spear of summer grass")is the medium of revealing God as a universal Nature and of recognizing the self as an immortal being. He saw evidence of the Divinity in every part of nature and regarded man's soul and body as a unity comprising the basic spirit of freedom, equality and individuality. He finally perceives the grass as a simbol of the unity of all individuals in the higher world of spirit. Whitman's another major theme is democratic thought. He sings equality and Human love through his democratic thought. Whitman took over democratic and radical thoughts from both his paternal and maternal lines. Whitman was the equalizer of all men and all things. So Whitman reached the conclusion that all things in the Universe have same value and dignity. In the "Children of Adam"poems and the "Calamus" poems, Whitman exposed the heterosexual love called 'amativeness' and the comradeship called 'adhesiveness'. Finally, Whitman developed an extreme humanism and equalitarianism through comradeship in his Leaves of Grass. He successively pursued Romantic Transcendentalism in his Leaves of Grass.

조직구성원의 조용한 사직에 미치는 영향요인에 관한 연구 : 이직의도의 매개효과를 중심으로

박지연 숙명여자대학교 대학원 2025 국내박사

This study aimed to investigate the direct effects of perceived overqualification, career growth opportunities, and work overload on quiet quitting and turnover intention among organizational members. It also examined the mediating effect of turnover intention and whether there are differences between groups in these relationships. The subjects of the study were members of domestic private organizations, public enterprises, and public institutions. Data was collected using a questionnaire, and a total of 600 responses were used in the final analysis. The main research results are as follows: First, perceived overqualification among organizational members was found to have a significant positive effect on both quiet quitting and turnover intention. Career growth opportunities had a negative effect on turnover intention but did not significantly affect quiet quitting. Work overload had a negative effect on quiet quitting and a positive effect on turnover intention. Turnover intention had a significant positive effect on quiet quitting. Second, the mediating effect of turnover intention in the relationship between the independent variables and quiet quitting was significant. Specifically, turnover intention positively mediated the relationship between perceived overqualification and quiet quitting. In the relationship between career growth opportunities and quiet quitting, turnover intention had a negative mediating effect. In the relationship between work overload and quiet quitting, turnover intention had a suppressing effect. Third, age-based difference analysis showed that for the group under 30, perceived overqualification had a significant positive effect on turnover intention and quiet quitting. Work overload positively affected turnover intention and negatively affected quiet quitting. For the group aged 40 or older, perceived overqualification and work overload positively affected turnover intention, while career growth opportunities negatively affected turnover intention. Additionally, turnover intention had a significant positive effect on quiet quitting. Notably, the direct effect on quiet quitting was significant only in the group under 30, while in the group over 40, perceived overqualification, career growth opportunities, and work overload significantly affected quiet quitting through the mediating effect of turnover intention. Based on the research results, the implications of this study are as follows: First, organizations should strive to match the qualifications (knowledge, skills, and abilities) of their members with their jobs and help members clearly understand the relationship between their abilities and their jobs. It is also necessary to establish an acceptable evaluation system through accurate job analysis and develop fair performance management techniques. Second, it is necessary to establish a customized career development support system for each individual by identifying the career motivations of each organizational member. Additionally, creating an environment where members can continue their careers stablely and continuously manner through suitable jobs and a reasonable compensation system is essential. Third, early management of work overload is important. Organizations should pursue strategies to reduce burnout and negative behaviors due to work overload, as well as provide customized support according to each individual's capabilities.Fourth, since the pattern of quiet quitting may differ depending on age within the organization, it is necessary to prepare customized human resource management plans for each generation. Suggestions for follow-up research are as follows: First, additional research is needed on various variables that affect quiet quitting. Second, there is a need to explore moderating variables to reduce quiet quitting. Third, more detailed examination of the relationship between turnover intention, quiet quitting, and turnover is required. Fourth, longitudinal research on quiet quitting is necessary to verify how organizational members' perceptions change and what effect this has on organizational performance. 본 연구는 조직구성원의 지각된 과잉자격, 경력성장기회, 업무과부하가 조용한 사직 및 이직의도에 미치는 직접효과와 이직의도의 매개효과를 규명하고, 그러한 관계에서 집단 간 차이가 있는지를 확인하는 것에 목적을 두었다. 연구의 대상은 국내 민간조직과 공기업 및 공공기관에 근무하는 조직구성원이며 설문도구를 활용하여 자료를 수집하였다. 이 과정에서 총 600부의 응답 데이터를 최종분석에 사용하였다. 주요 연구결과는 다음과 같다. 첫째, 조직구성원의 지각된 과잉자격은 조용한 사직 및 이직의도에 정적으로 유의한 영향을 미치는 것으로 나타났다. 경력성장기회는 이직의도에 부적인 영향을 미쳤으며, 조용한 사직에는 직접효과가 유의하지 않은 것으로 나타났다. 업무과부하는 조용한 사직에 부적인 영향을, 이직의도에는 정적인 영향을 미치는 것으로 나타났다. 이직의도는 조용한 사직에 정적으로 유의한 영향을 미치는 것으로 나타났다. 둘째, 독립변수와 조용한 사직의 관계에서 이직의도의 매개효과는 모두 유의한 것으로 나타났다. 구체적으로 지각된 과잉자격과 조용한 사직의 관계에서 이직의도의 매개효과는 정적인 매개효과가 있었고, 경력성장기회와 조용한 사직의 관계에서 이직의도의 매개효과는 부적인 매개효과가 있었다. 업무과부하와 조용한 사직의 관계에서 이직의도의 매개효과는 억제효과가 나타났다. 셋째, 30대 이하 집단과 40대 이상 집단의 연령별 차이분석 결과에서는 30대 이하 집단의 경우, 지각된 과잉자격은 이직의도와 조용한 사직에 정적으로 유의한 영향을 미쳤고, 업무과부하는 이직의도에 정적인 영향을, 조용한 사직에는 부적인 영향을 미치는 것으로 나타났다. 40대 이상 집단의 경우, 지각된 과잉자격과 업무과부하는 이직의도에 정적인 영향을, 경력성장기회는 이직의도에 부적인 영향을 미치는 것으로 나타났다. 또한 이직의도는 조용한 사직에 정적으로 유의한 영향을 미치는 것으로 나타났다. 특히, 조용한 사직에 미치는 직접효과는 30대 이하 집단에서만 유의한 것으로 나타났으며, 40대 이상 집단에서는 지각된 과잉자격, 경력성장기회, 업무과부하가 이직의도를 매개하여 조용한 사직에 유의한 영향을 미치는 것으로 나타났다. 연구결과를 토대로 본 연구의 시사점을 제시하면 다음과 같다. 첫째, 조직에서는 조직구성원의 자격(지식, 기술, 능력)과 직무를 일치시키기 위해 노력하여야 하며, 구성원 스스로 자신의 객관적인 능력과 업무 간의 관계에 대해서 명확히 이해할 수 있도록 도와야 한다. 또한 정확한 직무분석을 통해 수용 가능한 평가체계를 마련하고 공정한 성과관리 기법을 개발하는 것이 필요하다. 둘째, 조직구성원의 경력동기를 파악하여 개인별 맞춤형 경력개발지원 제도를 수립할 필요가 있다. 또한 적합한 직무와 합당한 보수체계를 통해 조직구성원이 안정적이고 지속적으로 조직에서 경력을 이어나갈 수 있도록 환경을 마련할 필요가 있다. 셋째, 업무과부하의 초기관리가 중요하며, 개인별 역량에 따른 맞춤형 지원과 업무과부하로 인한 조직구성원의 소진 및 부정적인 행동을 줄일 수 있는 개입의 전략을 함께 추구할 필요가 있다. 넷째, 조직 내에서 연령대에 따라 조용한 사직의 양상이 상이할 수 있음에 기인하여 세대별로 각기 다른 맞춤형 인력관리 방안을 마련할 필요가 있다. 본 연구의 후속연구를 위한 제언은 다음과 같다. 첫째, 조용한 사직에 영향을 미치는 다양한 변인에 관한 추가연구가 필요하다. 둘째, 조용한 사직을 줄이기 위한 조절변수를 탐구해 볼 필요가 있다. 셋째, 이직의도, 조용한 사직, 이직의 관계를 좀더 면밀히 검증해 볼 필요가 있다. 넷째, 조용한 사직에 관한 종단연구를 통해 조직구성원의 인식이 어떻게 변하는지, 그리고 조직성과에 어떠한 영향을 미치는지 검증해 볼 필요가 있다.

회복적 대화모임 진행자들의 활동 경험에 관한 현상학적 연구

박지연 경상국립대학교 대학원 2024 국내석사

The purpose of this study is to explore the intrinsic meaning of the activity experience of restorative circle keepers. It aims to explore the experiences of the restorative circle keepers in connecting the parties to meet and communicate in person in the event of school violence. As the research problem, the first is to study the experience as the restorative circle keeper, and the second is to study the meaning of the continued participation experience of the restorative circle keeper. In this study, the participants were 5 restorative circle keepers currently active in the field, and data was collected through in-depth interviews. This study was conducted by phenomenological research method among qualitative research methods, and the data was analyzed using the method by Colaizzi (1978). By comparing and analyzing these statements, 20 semantic units were grouped to extract 9 subtopics and 4 upper topics. The experience structure of the study participants was ‘the start of restorative circle,’ ‘the gap between the ideal and reality of restorative circle,’ ‘the desire as the restorative circle keeper,’ and ‘the driving force to sustain as the restorative circle keeper.’ As the composition element, first, it started with a restorative circle by an unfamiliar way of sitting in a circle and trying to have a conversation, which is different from the conventional way, with curiosity and half-hearted expectations. Second, it was the gap between the ideals and reality of the restorative circle. During the restorative circle, it was difficult to continue the process, training, and education as an activist due to the disappointment and discomfort coming from the relationship between personal capabilities and colleagues. Third, it was the desire as a restorative circle keeper. There was a desire for the participation of restorative circle keepers in various activities and the establishment of the circle from everyday life to culture, expanding to the smooth network formation of restorative circle keepers. Fourth, it was the driving force behind sustaining as the restorative circle keeper. The restorative circle keepers suffered realistic difficulties, but they discovered their inner self in the difficult process, experienced a sense of mission and introspection as keepers, and experienced a change in perception toward others as a restorative circle keeper. In the results of these studies, restorative circle keepers were able to face the inner aspects of themselves that they did not want to reveal, and they began to learn about the changes in their perception of others. As practical experience accumulated, it became an opportunity to discover the ‘self’ that they wanted to grow, and their slowly growing and changing discovery was also the driving force behind the continuation of the restorative circle. Although there is a general lack of public awareness as a practical area of civil society, the restorative circle keeper conducting the restorative circle for the prevention and solution of school violence is considered to be a positive study for the solidarity of the public sphere and civil society. Key words: Restorative justice, restorative circle, restorative circle keepers, school violence, phenomenological study

대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행 및 직업적 자기효능감의 관계

박지연 서울대학교 대학원 2024 국내박사

The purpose of this study is to examine the relationship between coworker feedback environment, self-development motivation, informal learning, job performance, and occupational self-efficacy of production engineers in large corporations. To accomplish the objectives of the study, the specific research aims are as follows. First, to establish a causal model between coworker feedback environment, self-development motivation, informal learning, and job performance of production engineers in large corporations. Second, to establish the direct influence relationship between coworker feedback environment, self-development motivation, informal learning, and job performance of production engineers in large corporations. Third, to test the mediating effects of self-development motivation and informal learning on the relationships among coworker feedback environment, self-development motivation, informal learning, and job performance of production engineers in large corporations. Fourth, to examine the moderating and moderated mediating effects of occupational self-efficacy on the structural relationships among coworker feedback environment, self-development motivation, informal learning, and job performance of production engineers in large corporations. The population size is approximately 81,981, which is the estimated number of production engineers in large corporations in 2023, and the required sample size was 400. The survey instrument was a questionnaire, which included questions on the demographic characteristics of the participants along with the research variables of coworker feedback environment, self-development motivation, informal learning, occupational self-efficacy, and job performance. The instruments for each observable variable were selected or adapted from previous studies, with theexception of the job performance instrument. The job performance instrument was constructed based on the results of previous studies and surveys on the job performance of production engineers in large corporations, and the preliminary survey items were tested for content validity and face validity with experts and engineers, and reliability and validity were secured through a preliminary survey. Data collection was conducted online between April 29 and May 17, 2024, resulting in 453 data sets. Of these, 404 were used for data analysis after excluding incorrect participants, outliers, and non-respondents. Data analysis was conducted using SPSS 29.0 for Windows to analyze the reliability of measurement items, descriptive statistics, correlation analysis by observation variables, and multicollinearity diagnostic analysis. Mplus 8.11 was used to conduct confirmatory factor analysis and structural equation model analysis. The statistical significance level (p-value) was set at 0.05. The main findings of the study are as follows. First, the fit of the structural model established to elucidate the structural relationship between coworker feedback environment, self-development motivation, informal learning, and job performance of production engineers in large corporations was generally good, confirming the validity of the relationship between the variables. Second, it was found that coworker feedback environment, self-development motivation, and informal learning had direct positive effects on job performance of production engineers in large corporations, and there were direct positive effects between coworker feedback environment and self-development motivation, coworker feedback environment and informal learning, and self-development motivation and informal learning. Third, the mediating effects of self-development motivation and informal learning and the dual mediating effects of self-development motivation and informal learning on the relationship between coworker feedback environment and job performance were confirmed. Finally, occupational self-efficacy had a significant moderating effect on the relationship between coworker feedback environment, self-development motivation, informal learning, and job performance, but the moderating effect of self-development motivation and informal learning was not significant. Based on the findings, the conclusions of this study are as follows. First, the structural model fit of coworker feedback environment, self-development motivation, informal learning, and job performance established in this study is generally good, and the relationships among the variables are valid. Second, it was confirmed that the creation of a friendly coworker feedback environment is helpful to improve the job performance of production engineers in large corporations, and it is important to secure an organizational climate that emphasizes communication among colleagues and a sense of psychological safety to improve the coworker feedback environment. Third, the results of this study verified the mediating effects of self-development motivation and informal learning on the relationship between coworker feedback environment and job performance. Therefore, to effectively promote the job performance of production engineers in large corporations, it is necessary to encourage individual self-development motivation and informal learning, and provide institutional and cultural support. Fourth, since the moderating effect of professional self-efficacy on the relationship between coworker feedback environment and self-development motivation of production engineers in large corporations has been demonstrated, providing training or success experiences for employees to enhance their professional self-efficacy can improve the effectiveness of the coworker feedback environment. Based on the results of this study, the following suggestions for future research are made. First, further research should be conducted to validate the relationship between coworker feedback environments, self-development motivation, informal learning, and job performance of production engineers in large corporations by specifying demographic variables. Second, it is necessary to consider the national cultural factors of the organizations of production engineers in large corporations. Third, further research should be conducted to verify whether the same findings hold true for other engineering occupations besides production engineers in large corporations. The following practical suggestions are also made. First, it is necessary to promote peer-to-peer feedback by considering the following components of the coworker feedback environment: feedback reliability, feedback context, positive feedback, negative feedback, and feedback activation. Second, it is necessary to actively promote informal learning to enhance the effectiveness of the coworker feedback environment and improve job performance. Third, it is necessary to develop training or counseling programs to improve the professional self-efficacy of production engineers in large corporations. Finally, it is suggested that the job performance measurement instrument developed in this study should be used to obtain basic data for diagnosing the effectiveness of talent selection, education, and training programs. Key words : Engineer, coworker Feedback Environment, Self-development Motivation, Informal Learning, Job Performance, Occupational Self-efficacy, Structural Equation Modeling Student Number : 2009-30285 이 연구의 목적은 대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행 및 직업적 자기효능감의 관계를 구명하는 것이다. 연구의 목적을 달성하기 위한 구체적인 연구 목표는 다음과 같다. 첫째, 대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행 간 인과모형을 설정한다. 둘째, 대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행 간 직접적인 영향관계를 구명한다. 셋째, 대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행 간의 관계에서 자기개발 동기와 무형식학습의 매개효과를 검증한다. 넷째, 대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행 간의 구조적 관계에서 직업적 자기효능감의 조절효과 및 조절된 매개효과를 검증한다. 모집단의 크기는 2023년 기준 대기업 생산 엔지니어의 인원수로 추정되는 81,981명이며, 표본크기는 400명으로 설정하였다. 표집은 기업체의 협력자에 기반한 유의 표집을 활용하였다. 조사 도구는 설문지가 이용되었는데, 설문지에는 동료 피드백환경, 자기개발 동기, 무형식학습, 직업적 자기효능감, 직무수행 등의 연구 변인들과 함께 참여자의 인구통계학적 특성에 관한 문항이 포함되었다. 각 관찰변인의 측정도구는 직무수행 측정도구를 제외하면 선행연구에 사용된 측정 도구를 선택하거나 일부 수정하여 작성하였다. 직무수행 측정도구는 대기업 생산 엔지니어의 직무수행에 관한 선행 연구 및 조사 결과를 바탕으로 구성하여 전문가 및 엔지니어를 대상으로 내용타당도 및 안면타당도를 검증하여 예비조사 문항을 구성하였고, 이후 예비조사를 통해 신뢰도와 타당도를 확보하였다. 자료 수집은 온라인을 통해 2024년 4월 29일부터 5월 17일까지 이루어졌으며, 453개의 데이터가 수집되었다. 이 중 잘못된 참여자가 응답한 데이터, 이상치 및 불성실 응답자의 표본을 제외하고 총 404부를 자료 분석에 활용하였다. 자료 분석은 SPSS 29.0 for Windows 프로그램을 사용하여 측정문항의 신뢰도 분석, 관찰변인별 기술통계 및 상관 분석, 다중공선성 진단 분석을 시행하였고, Mplus 8.11 프로그램을 사용하여 확인적 요인분석 및 구조방정식 모형 분석을 시행하였다. 통계적 유의수준(p-value)은 0.05이었다. 주요 연구 결과는 다음과 같다. 첫째, 대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습 및 직무수행의 구조적 관계를 구명하기 위해 설정한 구조모형의 적합도가 대체로 양호한 것으로 나타나 변인 간의 관계가 타당하게 확인되었다. 둘째, 대기업 생산 엔지니어의 동료 피드백환경, 자기개발 동기, 무형식학습은 직무수행에 직접적인 정적인 영향을 미치는 것으로 나타났으며, 동료 피드백환경과 자기개발 동기, 동료 피드백환경과 무형식학습, 자기개발 동기와 무형식학습 간에도 직접적인 정적인 영향이 있는 것으로 확인되었다. 셋째, 동료 피드백환경과 직무수행의 관계에서 자기개발 동기와 무형식학습의 매개효과와 자기개발 동기와 무형식학습의 이중매개효과가 확인되었다. 마지막으로 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행 간의 관계에서 직업적 자기효능감은 동료 피드백환경과 자기개발 동기 간의 관계에서 유의미한 조절효과를 가지지만, 자기개발 동기와 무형식학습에 대한 조절된 매개효과는 유의미하게 나타나지 않았다. 연구 결과에 기반한 본 연구의 결론은 다음과 같다. 첫째, 본 연구에서 설정한 동료 피드백환경, 자기개발 동기, 무형식학습 및 직무수행의 구조모형 적합도가 대체로 양호하며, 변인 간의 관계가 타당한 것으로 확인되었다. 둘째, 대기업 생산 엔지니어의 직무수행 향상을 위해서는 우호적인 동료 피드백환경의 조성이 도움이 되는 것으로 확인되었으며, 동료 피드백환경을 개선하기 위해 동료 간 소통을 강조하는 조직 분위기 및 심리적 안전감의 확보가 중요하다. 셋째, 본 연구 결과는 동료 피드백환경과 직무수행 간의 관계에서 자기개발 동기와 무형식학습의 매개효과를 검증하였다. 따라서, 대기업 생산 엔지니어의 직무수행을 효과적으로 증진시키기 위해서는 구성원 개개인의 자기개발 동기와 무형식학습을 장려하는 것이 필요하며, 이를 위한 제도적, 문화적 지원이 필요하다. 넷째, 대기업 생산 엔지니어의 동료 피드백환경과 자기개발 동기 간의 관계에서 직업적 자기효능감이 가지는 조절효과가 입증되었으므로, 기업에서 구성원들이 직업적 자기효능감을 향상시킬 수 있는 교육이나 성공경험을 제공하는 것이 동료 피드백환경의 효과성을 향상시킬 수 있다. 본 연구의 결과를 바탕으로 후속 연구를 위한 제언을 제시하면 다음과 같다. 첫째, 대기업 생산 엔지니어의 동료 피드백환경과 자기개발 동기, 무형식학습, 직무수행 간의 관계를 인구통계학적 변인으로 구체화하여 추가 검증하는 후속 연구가 필요하다. 둘째, 대기업 생산 엔지니어가 속한 조직의 국가 문화적 요소를 고려한 연구가 필요하다. 셋째, 대기업 생산 엔지니어 외에 다른 엔지니어 직군에서도 동일한 연구가 나타나는지 추가로 검증하는 연구가 필요하다. 또한, 본 연구의 결과를 바탕으로 다음과 같은 실천적 제언을 제시하였다. 첫째, 동료 피드백환경의 구성요소인 피드백 신뢰성, 피드백 제공맥락, 긍정적 피드백, 부정적 피드백, 피드백 활성화를 고려하여 동료 간의 피드백을 촉진할 필요가 있다. 둘째, 무형식학습을 적극적으로 장려하여 동료 피드백환경의 효과성 제고 및 직무수행의 향상을 도모할 필요가 있다. 셋째, 대기업 생산 엔지니어의 직업적 자기효능감을 향상시키기 위한 교육이나 상담 프로그램을 개발할 필요가 있다. 마지막으로, 본 연구에서 개발한 대기업 생산 엔지니어의 직무수행 측정도구를 인재 선발, 교육 및 훈련 프로그램의 효과성 진단을 위한 기초자료를 확보하기 위해 활용할 것을 제안한다. 주요어 : 엔지니어, 동료 피드백환경, 자기개발 동기, 무형식학습, 직무수행, 직업적 자기효능감, 구조방정식 학 번 : 2009-30285

30대 직장인 여성의 소도구 필라테스 운동이 자기효능감과 직무만족도에 미치는 영향

박지연 국민대학교 스포츠산업대학원 2024 국내석사

본 연구는 8주 동안 주 2회 총 16회 소도구 필라테스 운동 프로그램을 시행하였으며, 소 도구 필라테스 운동 프로그램을 통해 자기효능감과 직무만족도에 어떠한 영향을 미치는지 파악하였다. 자기효능감 측정 도구로는 Bandura가 개발하고 김아영, 차정은이 번안하여 사용한 설문지를 사용해 자신감 7문항, 자기조절효능감 11문항, 그리고 과제난이도 6문항, 총 24문항으로 본 연구의 목적에 맞게 수정 보완하여 구성하였으며, 직무만족도 설문지는 Hackeman & Lawler, Hackeman & Oldham가 개발한 직무진단 측정 설문지(Job Diagnostic Survey)를 기초로 정동근이 번안한 것을 수정, 보완하여 직무만족도 6가지 하 위 요인인 일반적 직무만족 3문항, 구체적 직무만족 7문항, 내적작업동기 4문항, 직무몰입 2문항, 이직성향 2문항, 마지막 자기평정성과 2문항으로 총 20문항으로 구성하여 본 연구 설문지로 활용하였다. 본 연구의 설문지는 리커트 척도(Likert Scales)로 1점 ‘전혀 그렇 지 않다’로부터, 5점 ‘매우 그렇다’ 까지로 측정하였으며, 사전 검사 결과 설문의 응답 내용 이 불성실하거나 설문조사 문항 일부가 누락된 설문지 제외한 총 20명의 대상자를 대상으 로 소도구 필라테스 운동 그룹과 통제 그룹 각각 10명씩 무작위로 배정하여 진행하였다. 소 도구 필라테스 운동 프로그램은 8주 동안 일일 50분, 주 2회 총 16회를 진행하였고, 사후 에 자기효능감과 직무만족도 설문지를 통해 측정하였다. 본 연구의 일반적 특성은 빈도 분 석 및 기술 통계 분석을 사용하였으며, 동질성 검증은 범주형 변수일 때 Chi Square Test, 연속형 변수였을 때는 독립 표본 T-test로 분석하였고, 자기효능감과 직무만족도에 정규분포 여부 검증을 하기 위해 Kolmogorov-Smirnov로 분석하였다. 분석 결과 소도구 필라테스 운동 그룹에서만 자기효능감과 직무만족도에 유의한 증가를 보였다. 따라서 소도구 필라테스 운동 프로그램이 자기효능감과 직무만족도에서 긍정적인 효과를 미치는 것으로 나타났으며, 30대 직장인 여성의 자기효능감과 직무만족도 개선을 위한 운 동 프로그램으로써 활용할 수 있을 것으로 사료된다. This study Pilates-with-Props exercise program twice a week for 8 weeks, totaling 16 sessions, to determine the impact of the Pilates-with-Props exercise program on self-efficacy and job satisfaction. The self-efficacy measurement tool was modified and supplemented for the purpose of this study based on a questionnaire developed by Bandura and translated by Ayoung Kim and Jeongeun Cha. 7 self-confidence questions, 11 self-regulation efficacy questions, 11 self-regulation efficacy questions, and 6 task difficulty questions. The job satisfaction questionnaire was based on the job diagnostic survey developed by Hackman & Lawler and Hackman & Oldham, adapted by Jung Dong-geun. Through modifying and complementing these surveys, this study will utilize newly organized surveys which are consisting of 20 questions across six sub-factors: 3 questions on general job satisfaction, 7 questions on specific job satisfaction, 4 questions on intrinsic work motivation, 2 questions on job involvement, 2 questions on turnover tendency, and 2 questions on self-evaluation performance. The survey used in this study was measured on a Likert scale ranging from 1point which means 'Not at all' to 5 point indicating 'Very much.' Based on the pre-test results, surveys with insincere responses or incomplete items were excluded total of 20 participants were randomly assigned to the Pilates-with-Props exercise group and the control group, with 10 participants each. The Pilates-with-Props program was run for 50 minutes per day, twice a week for 8 weeks, totaling 16 sessions, and self-efficacy and job satisfaction were measured through surveys after the program. The general characteristics of this study were analyzed using frequency analysis and descriptive statistics, and homogeneity verification was conducted using the Chi-square test for categorical variables and the independent sample t-test for continuous variables. Plus, the normal distribution of self-efficacy and job satisfaction was verified using the Kolmogorov-Smirnov test. The analysis results showed a significant increase in self-efficacy and job satisfaction only in Pilates-with-Props exercise group. Therefore, Pilates with props exercise program was found to have a positive effect on self-efficacy and job satisfaction, and it is considered to be an effective exercise program for improving the self-efficacy and job satisfaction of working women in their 30s.

사회적기업의 사회적 가치 실현이 기업이미지와 구매의도에 미치는 영향 : 자기감시성의 조절효과를 중심으로

박지연 조선대학교 일반대학원 2025 국내석사

The Impact of Social Value Realization by Social Enterprises on Corporate Image and Purchase Intention: Focusing on the Moderating Effect of Self-Monitoring Jiyeon Park Advisor : Prof. Jongchul Park Ph.D. Department of Business Administration Graduate School of Chosun University This study empirically analyzed the impact of the social value realized by social enterprises on consumers' corporate image and purchase intention and examined whether self-monitoring acts as a moderating variable in this relationship. The results revealed that the social value of social enterprises (social and welfare values, and environmental and health values) positively influenced corporate image, which, in turn, played a significant role in enhancing purchase intention. However, self-monitoring did not show a significant moderating effect. By systematically analyzing the influence of social value realization by social enterprises on consumer behavior, this study addresses a gap in the research on social enterprises and contributes to the development of effective marketing strategies for conveying social value in practice. Furthermore, the study highlights the importance of integrated marketing strategies based on collaboration among social enterprises and the management of corporate image from the consumer perspective.