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부레옥잠을 이용한 Clostridium beijerinckii의 Biobutanol 생산
박봉제(Bong-Je Park),박혜민(Hye Min Park),윤현식(Hyun Shik Yun) 한국생물공학회 2016 KSBB Journal Vol.31 No.1
Biofuel has been considered as promising renewable energy to solve various problems that result from increasing usage of fossil fuels since the early 20th century. In terms of chemical and physical properties as fuel, biobutanol has more merits than bioethanol. It could replace gasoline for transportation and industrial demand is increasing significantly. Production of butanol can be achieved by chemical synthesis or by microbial fermentation. The water hyacinth, an aquatic macrophyte, originated from tropical South America but is currently distributed all over the world. Water hyacinth has excellent water purification capacity and it can be utilized as animal feed, organic fertilizer, and biomass feedstock. However, it can cause problems in the rivers and lakes due to its rapid growth and dense mats formation. In this study, the potential of water hyacinth was evaluated as a lignocellulosic biomass feedstock in biobutanol fermentation by using Clostridium beijerinckii. Water hyacinth was converted to water hyacinth hydrolysate medium through pretreatment and saccharification. It was found that productivity of water hyacinth hydrolysate medium on biobutanol production was comparable to general medium.
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참여적 리더십이 직무성과에 미치는 영향 : 조직동일시와 직무열의의 순차적 직렬다중매개효과
박봉제 ( Bong-je Park ),신제구 ( Je-goo Shin ) 한국생산성학회 2021 生産性論集 Vol.35 No.2
The purpose of this study is to validate the mechanism in which participative leadership affects job performance in order to obtain implications for the mechanism driving job performance, a change in the paradigm for performance management, and the newly required leadership role in a business environment with increasing uncetainty. To this end, it was intended to identify the direct effect between participative leadership and job performance, the indirect effect through each of organizational identification and job engagement, and the sequential serial multiple mediating effect through organizational identification and job engagement. This study attempts to explain the mechanism by which participative leadership influences employee’s job performance through the Social Exchange Theory. This study proposed a research model in which a leader exerts participative leadership, leading to changes in the attitudes and thinking of members through psychological motivation for the members, and ultimately affecting job performance. Since each member's inner psychology is different, the same leadership behavior of a leader can generate different mediating effects for each member. Therefore, this study attempts to verify the mediating effect of organizational identification and job engagement to clarify the mechanism by which participative leadership influences employee's job performance through parameters. The survey was conducted on employees working in various industries and analyzed using PROCESS macro (Hayes, 2013). The reliability and validity of the measurement tools were enhanced through preliminary survey, and the timing of the measurement of dependent variables was separated to overcome the common method bias. In addition, position, positive emotions, and negative emotions were applied as control variables. As a result of the study, direct effect was not significant between participative leadership and job performance. Second, participative leadership reinforces organizational identification and confirmed the indirect effect of improving job performance. Third, it was confirmed that participative leadership reinforces job engagement and improves job performance. Fourth, it was confirmed that the serial multiple mediating effect of participative leadership on job performance through organizational identification and job engagement sequentially was significant. In other words, it was found that participative leadership reinforces organizational identification, which in turn reinforces job engagement and has a positive effect on job performance. This work contributes to the expansion of existing leadership research by empirically identifying the mechanism between participative leadership and job performance. In the future study, it is possible to expand participative leadership research by expanding the application of various mediating and moderating variables, and it will be possible to contribute to enhancing the effectiveness of participative leadership through comparative studies between each variable. The theoretical and practical implications for the research results, limitations of the research, and future research tasks were presented.
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참여적 리더십이 구성원의 직무몰입에 미치는 영향: 심리적 임파워먼트의 매개효과와 이슈리더십의 조절효과
박봉제(Bong-Je Park),신제구(Je-Goo Shin) 한국콘텐츠학회 2021 한국콘텐츠학회논문지 Vol.21 No.6
본 연구는 참여적 리더십이 조직 구성원의 직무몰입에 영향을 미치는 영향력을 분석하고 심리적 임파워먼트의 매개효과와 이슈리더십의 조절효과를 규명하고자 하였다. 국내 다양한 업종의 기업에 근무하는 직장인들을 대상으로 설문을 실시하여 PROCESS macro(Hayes, 2013)를 활용하여 분석하였다. 사전 설문을 통해 측정도구의 신뢰성과 타당성을 검토하였고, 독립변수와 종속변수의 측정시기를 분리하여 동일방법편의를 극복하고자 하였다. 연구결과 첫째, 참여적 리더십과 직무몰입 간 직접효과가 유의한 것으로 확인되었다. 둘째, 참여적 리더십은 조직 구성원의 심리적 임파워먼트를 강화하고 이를 통해 구성원의 직무몰입이 향상되는 간접효과가 확인되었다. 셋째, 참여적 리더십과 심리적 임파워먼트의 관계에서 이슈리더십의 조절효과가 확인되었다. 넷째, 참여적 리더십이 심리적 임파워먼트를 경유하여 직무몰입에 미치는 효과가 이슈리더십에 의해 강화된다는 조절된 매개효과를 확인하였다. 본 연구는 참여적 리더십과 조직 구성원의 직무몰입 간 메커니즘을 실증적으로 규명함으로써 기존 리더십 연구의 확장에 기여한다. 또한 연구결과에 대한 이론적·실무적 시사점과 더불어 연구의 한계점 및 향후 연구 과제를 제시하였다. The purpose of this study was to analyze the influence of participative leadership on the job commitment of employees and to investigate the mediating effect of psychological empowerment and the moderating effect of issue leadership. A survey was conducted on employees working in various industries and analyzed using PROCESS macro (Hayes, 2013). The reliability and validity of measurement tools were reviewed through a preliminary survey, and the timing of measurement of independent variable and dependent variable was separated to overcome the common method bias. The results of the study are as follows. First, it has been confirmed that participative leadership has a positive influence on employee’s job commitment. Second, participative leadership strengthened the psychological empowerment of employees, and through it, the indirect effect of improving the employees job commitment was confirmed. Third, the moderating effect of issue leadership was confirmed in the relationship between participative leadership and psychological empowerment. Fourth, the moderated mediating effect was confirmed that the effect of participative leadership on job commitment through psychological empowerment is reinforced by issue leadership. This study contributes to the expansion of existing leadership research by empirically identifying the mechanism between participative leadership and employee’s job commitment. Implications regarding the results of the study, limitations of the study, and future study tasks were discussed.
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