우리나라 中小企業의 바람직한 勞使關係 定立 方案

崔敎元(Choi, Kyo Won) 조선대학교 지식경영연구원 1993 기업과 혁신연구 Vol.16 No.1

지역 내 창업보육센터의 발전 방향에 대한 소고(小考)

문형주,최교원,홍기학,이기성,손창균,Moon, Hyung-Joo,Choi, Kyo-Won,Hong, Ki-Hak,Lee, Gi-Sung,Son, Chang-Kyun 한국벤처창업학회 2007 벤처창업연구 Vol.2 No.1

In this paper we investigated the organization of regional business incubation center itself and that of companies in center and scrutinized the problems and obstacles to take self-supporting administration for both of center and companies in it. We classified the companies operating inside the center into four types according to the formation of organizations analyzed them, and proposed some solutions to enhance their operating abilities to obtain elf- supporting administration.

운동부하심전도검사에서 있어서 ST / HR Slope 의 진단적 의의

이태일(Tae Il Lee),권준영(Jun Young Kwen),최교원(Kyo Won Choi),김영진(Young Jin Kim),신동구(Dong Gu Sin),김영조(Young Jin Kim),심봉섭(Bong Sup Shim),이현우(Hyun Woo Lee) 대한내과학회 1995 대한내과학회지 Vol.48 No.3

N/A closely related to changes in myocardial oxygen demand during higher exercise workloads, the ST/HR slope should more accurately reflect the balance of myocardial oxygen supply demand than does simple mearsurement of the amount, of exercise induced ST segment depression, For improvement the accuracy of exercise stress electrocardiogram for the identification of coronary artery disease, exercise stress test and coronary angiograpty were performed. Methods: Exercise stress test and coronary angiography were performed in 213 patients who visit Yeuneg-nam Universit.y Hospital due to chest pain. Results: 112 patints had normal coronary artery and 101 patients had coronary artery stenoses. Among 101 patients 64 patients had 1 vessel disease, 33 patients had 2 vessel disease, 4 patients had 3 vessel disease. The sensitivity of ST segment. change criteria was 60.4%, specificity 68.8%,. At cutpoint 1.1, 2.4, 3.0 and 6.0 μV/beat/min the sensitivity of ST/HR slope were 60.4%, 48.5%, 42.6%, and 20.8%, the specificity were 60.7%, 88.4%, 96.4%, 100%, and overall test accuracy were 60.7%, 69.5%, 70.9 % and 62.4%, respectively. The mean ST/HR slope was significant higher in coronary artery disease group than normal coronary artery group(0.9±l.l vs 3.2±4.0μV/beat/min, p< 0.05). Conclusion: In conclusion, ST/HR slope did not improve the diagnostic accuracy of the exercise test to identify the presence of coronary arytery disease but was useful for the identification of severity of coronary artery disease.

PLOP : IoT플랜트케어 서비스

김가람(Kim Ga Ram),김한빈(Kim Han Bin),최교원(Choi Kyo Won) 한국HCI학회 2019 한국HCI학회 학술대회 Vol.2019 No.2

혈청 anti - HCV 양성자의 역학 및 가족내 감염과 HBV 표지자에 관한 조사

이헌주(Heon Ju Lee),강호정(Ho Jung Kang),김기덕(Kee Duck Kim),박찬원(Chan Won Park),윤현대(Hyun Dae Yoon),전진종(Jin Chong Chun),최교원(Kyo Won Choi),최희진(Hee Jin Choi) 대한내과학회 1992 대한내과학회지 Vol.43 No.6

N/A Background: Transfusion is a well-known source of hepatitis C virus (HCV) infection but over half of the hepatitis C patients do not have any suspicious source of infection. Epidemiological survey and serological test for HBV marks were done among anti-HCV positive chronic liver disease patient and their family members. Method: 74 cases of anti-HCV postitive chronic liver disease patients were evaluated for the evident source of HCV infection and 188 of their family members were consulted for the infection of HCV. To compare the mode of HBV infection with HCV, serum HBsAg, anti-HBc and anti-HBs were checked in 43 of HBsAg positive chronic liver disease patients, 190 of their family members, 64 anti-HCV postive chronic liver disease patients and 239 of normal control persons. Results: 35cases (47.3%) of 74 anti-HCV positive chronic liver disease patients had no suspicious source of infection and only 16 cases (21.6%) had the history of past transfusion. No family members except 3 (one infant, one IV drug abuser and one wife) in 3 families among 74 families were anti-HCV positive. 29 of 43 (67. 4%) families of HBsAg positive chronic liver disease patients had at least one of HBsAg positive member. Characteristically, HBsAg was positive in almost all cases of offsprings born to mothers of HBsAg and HBeAg positive chronic liver disease. 2 of 64 (3.1%) serum anti-HCV positive patients had HBsAg in their sera. Anti-HBs positive cases were 11 of 64 (17.2%.) anti-HCV positive chronic liver disease patients and isolated anti-HBc positive cases were 40 of 64 (62.5%). On the other hand, in normal control, the positive rate of anti-HBs and isolated anti-HBc were 57,4% and 24.3%(> in each (p<0,005, in both). Conclusion: In Korea, vertical transmission was the main source of HBV infection but HCV disease might be horizontal and sporadic. No remarkable difference in HBV infection rate between anti-HCV positive chronic liver disease patients and control persons. Superinfection of HCV on person who already was exposed to HBV may occur but this assumption could be depend on accurate testings for HBV and HCV. Some derangement in immune system and reaction or interaction between HBV and HCV should be considered in anti- HCV positive patients but before, isolated serum anti- HBc positive sera of chronic liver disease patients should be examined by confirmatory tests. To reduce the number of HCV patients, defining the evident source of the sporadically infected HCV cases could be helpful.

中間管理者의 行態類型에 따른 勞使關係 認識度에 관한 硏究 : Searching for a Typology of Middle Management Styles

崔敎元,朴健實 東新大學校 1994 論文集 Vol.6 No.-

The labor-management relations, having been changed radically after the 6.29 Declairment in 1987, shows that the manager needs to change his viewpoint of the leadership. Most of all, finding the way to solve the labor management recognition gap is essential for the settlement of the labor management problems. Because the labor management conflict comes from the difference of the recognition and attitude between the labor and the manager. For boiling down this gap, management system itself needs to be turned over in a democratic, opening, and trustworthy way. The role of the middle manager is very important, when one wants the labor management relations to be balanced. The reason is these; the middle manager interlink and accelerate the communication between the top management and the lower management. he acts as an assistant and creator for the top management, and has a role to coordinate the lower management. This study is based on the recognition that middle manager's role becomes significant in accordance with the management specialization and it is made so that the relations of the middle manager's role, function, responsibility, and authority may be clear and the middle manager's role be built up concretely as a coordinator and negotiator, linking the upper part with the lower part, not as a mere supervisor. In the emperical study, I verified, with the managerial approach of the labor management relations, what influence the role of it gave on the industrial relations, on the basis of the role and functional importance of the middle manager. And I also made a confirmation that the settlement of labor management problem can start from the examination and Improvement of the management system, which is a means of the diminution of the labor management recognition gap and a means of Buffer. For achieving the purpose of the emperical study, this study has analyzed which differences are there of an issue in dispute or negotiation and of the satisfaction with the result of the negotiation.

기업문화 격차분석을 활용한 조직성과 분석

최교원,박건실 東新大學校 1997 論文集 Vol.9 No.-

Main concerns of this study are to compare Behavioral Corporate Culture with Conscious Corporate Culture through Corporate Culture Gap Analysis and to analyze organizational performance. Therefore, this study focuses on the establishment course of Ideal Corporate Culture. The major reference on which this study is based on is Park's(1994) Strategic Corporate Culture Model, which proved that the main instrument of Corporate Culture Gall Analysis is useful. 455 questionnaire papers were adopted to 6 manufacture business and 7 financial business in Kwangju and Chonnam Area. Major hypotheses to be tested in this study are based on the Park's(1994) Strategic Corporate Culture Model. Statistical Analysis System was used for data analyses. To verify hypotheses, various statistical method (t-test, regression analysis and correlation analysis) were used. The results of this study are as follows. First, In the emperical study, I verified Behavioral Corporate Culture and Conscious Corporate Culture differential according to type of enterprise. Second, a smallor Gap Group of Behavioral Corporate Culture and Conscious Corporate Culture showed a better organizational performance. Third, organizational factor and environmental factor have a great influence on the Organizational Performance. Finally, this study focuses on suggesting a desirable change direction of corporate culture through the cultural gap analysis of Behavioral Corporate Culture and Conscious Corporate Culture

영남대학교 의과대학 부속병원에서의 이차성 고혈압의 유병율

이형우,이현우,윤경우,권준영,심봉섭,김영조,신동구,최교원 영남대학교 의과대학 1994 Yeungnam University Journal of Medicine Vol.11 No.1

이차성 고혈압은 일차성 고혈압에 비해 빈도가 매우 적지만 그 원인 인자를 교정했을때 정상 혈압으로 완치가 되거나 증상의 완화를 보일 수 있기 때문에 이차성 고혈압을 시사하는 소견들이 있을 때에는 원인을 조사하여 그에 맞는 적절한 치료를 하는 것이 매우 중요하다. We studied the incidence and results of treatment of secondary hypertension in Yeungnam University Hospital. Nineteen hundred fifty patients with hypertension were included from march 1990 to march 1994. We analysed the prevalence of secondary hypertension and results of treatment. The incidence of secondary hypertension in Yeungnam University Hospital was six percent. The most common underlying causes of secondary hypertension was renal parenchymal disease. Patients with three forms of potentially reversible secondary hypertension, namely, renovascular hypertension, endocrine disease, exogenous hormone, were assed to determine whether surgery or withdrawal of the exogenous hormane had led to an improvement in blood pressure control. The incidence of secondary hypertension in Yeungnam University Hospital was low(6%), but some of these are curable. Thus it is very inportant that evaluate the secondary hypertension.

職務適合性에 관한 硏究

崔敎元 東新大學校 1991 論文集 Vol.10 No.-

Job Fitness is viewed as a key variable to determine the level of Job Satisfaction and Organizational Performance. In Particular, Job Characteristic and Personality Characteristic are the major factor of Job Fitness. In general, Personality represents a distinctive set of characheristics that tend to remain the same across similar situations and are relatively stable over time. Accordingly, each person has some attributes in commom with all other human beings, attributes similar to the characteristics of people around us, and other totally unique qualities. The purpose of this research is to examime the relationship between Job and Person in industrial organizations. This study also attempts to the influence of Job Fitness as well as the increasing methods to the relationship between Job Satisfaction and Organizational Performance. These findings should be considered to contribute theoretical background of Job Satisfaction and Organizational Effectiveness. Therefore future research should be attempts to connect Job and Person in various industrial organizations. For this purpose need to empirical study.

全般管理者로서 中間管理者의 役割 定立과 課題

崔敎元,崔永萬,宋京用 東新大學校 1998 論文集 Vol.10 No.-

In today's enterprises, the complexity and enlargement of the field of the work has led the organization to be specialized, and it makes the communication and the unity more difficult between the posts. Furthermore, the overflowing of informations and knowledges, which is caused by the sudden change of the industrial society, has had an important and direct affect to the manager's behavior and decision. We can see the importance of the middle manager's position in that (1) he has to harmonize not between the top manager and workers so much as between the other middle managers accomplishing their other parts. (2) he has to exchange and hold in common the other part's information and knowledge in the process of the harmonization. (3) he has to make a diagnose and develope the plan for the solution of it, as an organization integrator. In addition to these, the middle manager's job requires the persuading, negotiating, and adjusting skill for other people's action. Therefore, this study is based on the recognition that middle manager's role becomes significant in accordance with the management specialization and it is made so that the relations of the middle manager's role, function, responsibility, and authority may be clear and the middle manager's role be built up concretely as a coordinator and negotiator, linking the upper part with the lower part, not as a mere supervisor. But the responsibility and duty of this class is really unclean. The unbalance between its responsibility and authority gives rise to many problems. The condition of the middle manager is risky, which is caused by the change of the organization This ultimately acts as a cause of impediment and gives a serious effect on the growth of enterprises. So the key manipulating the effectiveness of the organization is correcting the role and function of the middle manager, not only as the bridge of the top management and the lower management but also as a responsible person who contributes to the development of the enterprise with the subordernite's ability concentrated.