주상복합건물 구조 전이시스템의 비교분석

박찬균,강석봉,박순규,김이두 대한건축학회 2001 대한건축학회 학술발표대회 논문집 - 계획계/구조계 Vol.21 No.1

The residential-commercial building was introduced into Korea early 1960's and has been developed variously because of the consumer's needs and high land prices. The building usually consists of underground parking lot, ground level stores, and residence in upper level. Rigid frame is usually adopted for stores and shear wall type structure for residence. The difference in structural system between upper wall and lower column needs structural transfer system in connecting part of store and residence. In this study, three types of structural transfer system, which are transfer girder system, transfer truss system, and transfer plate system, are investigated to find most economical and optimum structural transfer system for residential-commercial buildings.

Transformational Leadership and Employee Engagement from the HRD Perspective

박찬균 공주대학교 KNU 기업경영연구소 2019 기업경영리뷰 Vol.10 No.3

The purpose of this paper is to understand how transformational leadership and employee engagement, which is the area of recent concern in HR, is connected to the perspective of HRD. In particular, we have identified how we can relate to the training and development(T&D), career development(CD), organizational development(OD) perspectives, which are important areas of HRD. To do this, this study was conducted through the integrated literature review method, and for this purpose, the existing researches on transformational leadership and employee engagement, and HRD’s areas, such as T&D, CD, and OD, were attempted to integrate together. This paper first identifies the definitions, conceptualizations, major features, antecedents, and consequences of transformational leadership and employee engagement, and then, the relationship of transformational leadership and employee engagement, and a HRD area; T&D, CD, and OD. As a result, transformational leadership and employee engagement are closely related to each of the three areas of HRD, T & D, CD, and OD, and research implication was proposed at the practical and academic level in human resource development.

The Effects of Transformational Leadership on Employee Engagement : The Role of Korean Cultural Values and Psychological Empowerment

박찬균 대한경영학회 2019 大韓經營學會誌 Vol.32 No.10

The purpose of this study was to determine whether the characteristics of transformational leaders influence employee engagement in their jobs within Korean cultural values. To do so, this study first examined the relationship between transformational leadership and employee engagement. Then the study investigated whether Korean cultural values, such as power distance orientation and psychological collectivism, moderate the relationship between transformational leadership and employee engagement. In addition, the study examined the effects of transformational leadership on employee engagement, as mediated by psychological empowerment. Data from a survey were collected and analyzed from 265 employees with at least one year of experience in Korean for-profit organizations in South Korea. Statistical techniques including moderated multiple regression, and structural equation modeling were mainly used to test the seven hypotheses. The findings of this study indicated that transformational leadership, psychological collectivism, and psychological empowerment were identified as potential strong leverage points to enhance employee engagement. Specifically, transformational leadership and psychological collectivism positively predicted employee engagement. In addition, psychological empowerment fully mediated the influence of transformational leadership on employee engagement. However, power distance orientation did not significantly affect employee engagement, and both power distance orientation and psychological collectivism did not moderate the relationship between transformational leadership and employee engagement. The findings of this study could provide the conceptual basis for specific programs and HR interventions that are designed to promote employee engagement, transformational leadership, and psychological empowerment in organizations. Implications from both theoretical and practical standpoints were discussed and several recommendations for future research were presented as well.

폴리에틸렌 카누의 구조해석과 제조에 관한 연구

박찬균(Chan Kyun Park),백석흠(Seok Heum Beak),김민건(Min Gun Kim),조석수(Seok Swoo Cho) 대한기계학회 2010 대한기계학회 춘추학술대회 Vol.2010 No.4

폴리에틸렌 카누의 구조설계에 관한 연구

박찬균(C. K. Park),김남수(N. S. Kim),백석흠(S.H. Beak),조석수(S.S. Cho) 한국정밀공학회 2010 한국정밀공학회 학술발표대회 논문집 Vol.2010 No.5월

폴리에틸렌 카누의 구조해석과 제조에 관한 연구

박찬균(Chan Kyun Park),김민건(Min Gun Kim),조석수(Seok Swoo Cho) 대한기계학회 2011 大韓機械學會論文集A Vol.35 No.3

일반적으로 카누는 목재나 FRP 등으로 제작된다. 그러나 소비자들은 기존의 재료에 비하여 염가이면서 친환경 재료를 선호한다. 특히, 선진국에서는 일부 선박에 대하여 FRP 선체 제조를 금지하는 법안을 발표하고 이에 따른 국제협약을 제정하였다. 폴리에틸렌은 식료품 용기나 의료용 용기로 널리 사용되는 재료로서 리사이클 가능한 재료이다. 본 연구에서는 카누 선체 재료로 폴리에틸렌으로 선정하였으며 선형설계는 상용 선형 설계 프로그램인 3D Boat Design을 이용하여 수행하였다. 카누 구조하중은 우선 ANSYS CFX R12.1을 이용하여 선체에 작용되는 압력 분포를 구하고 이것을 ANSYS WORKBENCH R12.1로 넘겨 선체 압력 하중과 패들러 하중을 동시에 고려하였다. 카누 각 치수를 설계변수화하여 응력과 무게를 최소화하는 최적화 과정을 반응표면방법과 만족도 함수를 이용하여 수행하였다. 개발된 카누는 운항시험에서 직진성이나 안정성은 우수하나 운반성과 선회성 및 속도는 보통인 것으로 판단된다. Canoes are usually made from wood or FRP. However, today environment-friendly materials are preferred, and hulls made of FRP are prohibited in some countries. Polyethylene can be recycled and so is suitable for synthetic canoe construction. We used 3D Boat-Design to determine the hydrostatic properties of the canoe. Flow-structure coupled analysis was performed using ANSYS Workbench R12.1. The hull pressure and passenger weight were considered as canoe loading factors. The key parameters for the canoe are the design variables. The constraints are as follows: (1) The maximum stress must not exceed 50% of the polyethylene yield stress; and (2) the canoe weight must not exceed 50 kg. The optimal structural conditions were obtained by the response optimization process. The components of the canoe hull were manufactured from polyethylene pipes and joined by thermal fusion methods. Tests showed that the polyethylene canoe had better performance than existing canoes.

레져용 카누의 구조설계와 제조에 관한 연구

박찬균(Chan Kyun Park),김민건(Min Gun Kim),조석수(Seok Swoo Cho) 대한기계학회 2010 대한기계학회 춘추학술대회 Vol.2010 No.5

블록체인 기술을 통한 디지털 협력경제에 대한 전망

김정은,박찬균 한국경영정보학회 2021 한국경영정보학회 학술대회논문집 Vol.2021 No.6

채용도구로서 NCS의 타당성 검토: 직업기초능력 영역을 중심으로

조성준,박찬균 한국인력개발학회 2020 HRD연구 Vol.22 No.2

This study The purpose of this study is to prove the validity of Basic Job Competencies exam in the National Competency Standards (NCS) system as a hiring tool for so called "Blind-based Hiring” system which has been adopted by the government to raise the fairness and suitability of recruitment. The data collected from the 474 students, who were taking NCS related courses in G University in metropolitan area of South Korea for three years (2017-2019). They were asked to take tests whose questions were developed based on actual NCS tests. This study focuses on the most frequently used sub-areas such as communication ability(CA), mathematical ability(MA), and problem solving ability(PA). As a result of analyzing the difficulty index and discriminant index of the test questions, the area of CA was the easiest and the least discriminant. On the other hand, the discriminant index of MA area was the highest. As a result of analyzing the total score of Basic Job Competency scores and score for each area by gender and major, significant differences in MA area from the other areas by both gender and major field all were found. In the area of MA, the students of science and engineering related majors had higher scores compared to other majors, and the area was found be more favorable for men than women. This result raises concerns that Blind-and NCS-based hiring which could offer fair opportunities regardless of gender and major, may have discriminatory results. Additionally, there was a high degree of correlations between the three areas (CA, MA, and PA) and other areas and students' GPAs. This fact indicates that NCS, like other written exams that test cognitive abilities, would inevitably have limitations in verifying diverse capabilities such as creativity and convergence capabilities, that companies need in the volitile environment. 본 연구는 채용의 공정성과 적합성을 높이기 위해 정부에서 도입한 블라인드 채용에서 널리 활용되고 있는 국가직무능력표준(NCS) 직업기초능력에 대해 채용도구로서의 타당성을 검증하는 것을 목적으로 하였다. 이를 위해 본 연구는 수도권 G대학에서 진행된 NCS 관련 강좌 수강생 474명을 대상으로 3년간(2017-2019) 실제 기출문제 및 기출문제를 응용한 문항들을 활용한 시험 결과를 분석하였다. 채용현장에서 가장 많이 활용되는 의사소통능력, 수리능력, 문제해결 능력을 대상으로 문항의 난이도와 변별도를 분석한 결과 의사소통능력 영역이 가장 쉬웠으며, 변별도가 가장 떨어지는 것으로 나타났다. 반면 수리영역은 변별도가 가장 높은 영역이었다. 직업기초능력영역의 전체점수 및 각 영역별 점수를 성별과 전공계열별로 분석한 결과, 수리영역의 성별에 의한 차이와 전공계열별 차이가 유의하게 분석되었다. 수리영역은 특히 이공계 수강생들의 점수가 다른 전공계열에 비해 높았으며, 여성보다는 남성들에게 유리한 것으로 나타났다. 이는 성별과 전공에 관계없이 공정한 기회를 제공해 준다는 블라인드 채용과 NCS 채용에서도 차별적인 결과가 나타날 수 있다는 우려를 자아낸다. 또한 위의 3개영역 및 기타영역에서도 학점과의 상관성이 높은 것으로 나타났는데, 이는 NCS 역시 여타의 인지능력을 검사하는 지필고사와 마찬가지로 창의성이나 융합능력과 같이 미래의 기업조직에서 요구하는 역량을 검증하는 데에는 한계를 가질 수밖에 없다는 점을 시사한다.

HR과 IT기술: 진화와 미래전망

조성준,박찬균 공주대학교 KNU 기업경영연구소 2022 기업경영리뷰 Vol.13 No.4

Since the late 1990s, as the Internet and information and communication technology expanded quickly, efforts to apply ICT to HR work have persisted, and many firms are implementing HRIS or e-HRM. Additionally, in the context of the COVID-19 pandemic, the use of information and communication technology for organizational and human resource management, including telecommuting and virtual teams, has grown widespread. Despite its expanded practical application, HR technology has not been much studied. By synthesizing 121 research documents extracted from the systematic literature review method, this paper recognized the issues and trends that were important in HR Tech research, and reviewed external factors in the organization that influence HR Tech’s introduction and the results of HR tech introduction. This study also examined the outcomes of the adop- tion of HR technology. The literature review revealed that the CEO’s function is crucial in introducing HR Tech. HR operations now operate more effectively and provide higher-quality services thanks to the adoption and application of HR tech. It was discovered that the strategic function of HR had improved, which eventually had raised the organization’s capacity for innovation. Future problems and study areas involving HR technology were mentioned. 인터넷과 정보통신 기술이 비약적으로 발전한 1990년 후반 이후, HR 업무에 정보통신 기술을 접목하려는 시도는 지속되어져 왔고, 많은 조직에서 HRIS나 e-HRM를 도입하고 있다. 또한 코로나 팬데믹 상황에서 재택근무, 가상팀 등 정보통신기술을 활용한 인력과 조직관리가 보편화 되었다. 이렇듯 실무 영역에서의 높은 활용도에도 불구하고 HR테크를 주제로 진행된 연구는 그리 많지 않다. 본 논문은 체계적 문헌고찰 방법론을 활용하여 추출된121개의 해외연구문헌들의 내용을 종합하여 HR테크 연구에서 중요하게 다루어진 이슈 및 동향을 인식하였고, HR테크의 도입에 영향을 미치는 조직 내 외부의 요인들과 HR테크 도입에 따른 결과를 고찰하였다. 문헌연구 결과, HR테크를 도입하는데 있어 최고경영자의 역할이 중요하다는 점을 발견하였고, HR테크의 도입으로 인해 HR 기능의 운영효율성과 서비스의 질이 높아졌으며, HR 아웃소싱이 활성화 되는 한편, HR의 전략적 기능이 강화되고 궁극적으로 조직의 혁신역량이 높아지는 효과를 거두었음을 알 수 있었다. HR테크와 관련한 앞으로의 이슈와연구주제에 대해 논의하였다.