자가보고 능력이 없는 중환자의 통증사정을 위한 한국어판 Critical Care Pain Observation Tool의 신뢰도와 타당도 검증

이희옥,김연수,이창옥,허성이,권인각,Lee, Hee Og,Kim, Yeon Su,Lee, Chang Ok,Hur, Sung Yi,Kwon, In Gak 한국중환자간호학회 2013 중환자간호학회지 Vol.6 No.1

Purpose: The purpose of this study was to examine the reliability and validity of a Korean version of the Critical Care Pain Observation Tool (CPOT) developed for assessment of pain in critically ill nonverbal patients. Methods: Data were collected from a convenience sample of 30 critically ill patients admitted to a medical ICU in a hospital. The CPOT was tested at before, during and 20 minutes after changing a position and suction. Upon establishment of content and translation equivalence between the English and Korean version of CPOT. Results: The interrater reliability was found to be acceptable with the kappa coefficients of .76-1. The construct validity of the pain scores were increased from 0.43 to 2.5 in changing a position (t=-8.60, p<.001)and 0.1 to 3.23 (t=-9.36, p<.001) in suctioning. The pain scores were decreased from 6.06 to 4.01 in changing a position (t=-10.19, p<.001) and 6.45 to 4.13 (t=-10.39, p<.001) in suctioning. The concurrent validity the correlations between pain scores and physiological indicators, and a increased in Heart rate before and after changing a position (r=.65, p<.001). Conclusion: The CPOT can be used as a reliable and valid measure to assess pain in critically ill nonverbal a medical ICU patients.

중국 국가대전략의 구상체계와 조건

이희옥 ( Hee Ok Lee ) 한국외국어대학교 외국학종합연구센타 중국연구소 2006 中國硏究 Vol.38 No.-

팀 공유감이 팀 성과에 미치는 영향 : 팀 응집성의 매개효과와 조직 지원 인식의 조절 효과

이희옥(Lee, Hee Ok),정동섭(Chung, Dong-Seop) 한국인적자원관리학회 2021 인적자원관리연구 Vol.28 No.5

급변하는 경영환경에서 기업들은 생존하기 위해 다양한 전략과 실천을 위한 노력을 하고 있다. 특히, 기술과 산업이 빠르게 변화하고, 복잡성과 불확실성이 증가하는 상황에서 기업들은 중요한 혁신의 원천으로 창의성을 중요하게 고려하고 있다. 이 가운데 조직차원의 창의성도 중요하지만 하위 단위부서인 팀 단위에서 팀 응집성, 팀 공유감과 팀 창의성(team creativity)에 대한 관심을 강조하고 있다. 팀은 팀원들의 다양한 경험과 다양한 지식을 공유하고 있기 때문에 개인보다 신속하고 효과적으로 문제를 해결할 수 있는 장점이 있어서 이에 대한 심층적 연구를 통해 개인연구나 조직연구가 제공하지 못한 다양한 결과들을 도출할 수 있다. 본 연구는 팀 연구 중, 기존 연구에서 많은 언급되었던 팀의 다양성 관점(diversity perspective)의 중요변수인 팀 응집성과 최근 연구되고 있는 팀 교환 관계적 관점(exchange perspective)의 변수인 팀 공유감을 통해 팀 성과의 관련성을 도출하고 이때 인지된 조직지원 상황적 관계를 찾아보고자 한다. 실증적 연구의 설계는 한국기업의 팀 조사에서 팀 공유감과 팀 응집성이 팀 성과에 어떠한 영향을 주고 있으며, 이때 인지된 조직지원이 이들 변수에 어떠한 조절효과를 보이는 지를 인과관계를 검증하고자 하였다. 가설검증을 위한 실증적 연구를 위해 팀 내 5-7명으로 구성된 84개 팀으로부터 432부의 설문지를 수거하여 이를 통계적 분석을 위한 표본으로 사용하였다. 실증적 분석결과에 의하면, 첫째, 팀 공유감과 팀 응집성은 팀 성과에 모두 정(+)의 영향을 미치는 것을 확인 할 수 있었다. 둘째, 팀 응집성의 매개효과가 존재하는지를 살펴본 결과, 팀 공유감과 팀 성과의 관계 부분매개효과를 보였는데, 이는 팀 응집성을 통해 팀 공유감이 팀 성과에 연결되어 있음을 확인할 수 있었다. 셋째, 팀 응집성과 팀 성과의 인과관계에서 인지된 조직지원이 조절효과를 보이는 지를 살펴보았는데 도출된 결과는 팀 응집성이 높고 인지된 조직지원이 높을 때 팀 성과에 매우 유의적인 정(+)의 결과를 지지하였다. In general, team shared mental and team cohesiveness had positive effect on the performance of team and organization, however some researches indicated the sign of mediation effect. Thus this study on the team relationships researched the mechanism of team cohesiveness between team shared mental and team performance which may be important factors for the achievement of organization. Also the purpose of this paper is to examine the effects of the consistency of perceived organizational support on team performance. The analysis of questionnaire filled up by the employees of formal organization rearrange team level. therefore to test these effects, 84 team unit sample was used by empirical analysis. The results of empirical analysis showed that mediation effect of team cohesiveness between team shared mental and team performance. Also, the results of the present study supported the hypothesized moderating effect of perceived organizational support of team cohesiveness-team performance relationship. Based on empirical evidence, we discussed the direction of suggestions and future research to clarify the significance of the study.

연구논문 : 교육훈련특성과 상사의 리더십 유형이 교육훈련 전이에 미치는 영향

이희옥 ( Hee Ok Lee ),정동섭 ( Dong Seop Chung ) 한국인적자원관리학회 2012 인적자원관리연구 Vol.19 No.2

본 연구는 교육훈련 구성요인이 교육훈련 전이에 미치는 영향 및 리더십 유형의 조절효과를 연구하였다. 연구목적을 달성하기 위해 부산지역을 둔 근무자 100인 이상의 대형 콜센터 6군데를 선정하여 최근 6개월에서 1년 사이에 교육 훈련을 받은 텔레마케터 420명을 대상으로 설문지를 활용하여 자료를 수집, 분석 하였다. 연구결과, 교육훈련 구성요인이 교육훈련 전이에 정(+)의 영향을 미치는 것으로 나타났으며, 리더십 유형 역시 교육훈련 전이에 정(+)의 영향을 미치는 것으로 나타났다. 이에 따라 교육훈련 구성요인이 교육훈련 전이와 리더십 유형 간에 조절효과를 수행하는 것으로 나타났다. 본 연구는 이론적으로 조직적 상황특성이나 학습 전이에 대해 조절 변수에 따른 전이의 영향을 입증하였다. 이러한 연구결과를 바탕으로 시사점과 연구의 한계점 및 향후 연구방향이 논의되었다. The biggest challenge in training is the transfer of the skills and information learned in the training to the work place. In every company, Human Resources (HR) training in many employee-related and customer-related topics is mandatory, especially for managers and supervisors. "Transfer of training", as it relates to workplace training, refers to the use put by training participants of the skills and knowledge they learned to their actual work practices. Today, call center management is an increasingly important skill as the use of call centers becomes a popular method of centralizing communication services, streamlining order taking and providing valuable customer support. The skills required to successfully set-up and manage a call center encompass everything from staff recruitment and personnel management, to technical understanding of the options available, and the all-important customer relationship management. To keep up-to-date with the latest training skill on call center management techniques and how to develop successful customer relationship management, Many scholars have argued that employee training program can have positive effects on transfer behavior of training because it stimulates employee``s perception and individual performance. The purpose of this study were to understand the relationship between employee``s training program and transfer behavior of training, and to analyze the moderating effects of the leadership type on the training program components and transfer behavior of training. In this study, there are six hypotheses based on literature reviews and tested by the data from questionnaires, The sample were consisted in 339tele-marketers of call center in Korea, The collected data have been analyzed by using SPSSWIN 14.0 version, The result and conclusion acquired from this study were as follows; First, trainee characteristics, training program characteristics and organizational characteristics significantly influence transfer behavior after the training program. Second, trainee characteristics, training program characteristics and organizational characteristics differently influence transfer behavior according to the leadership style. These results imply that call center manager exert more efforts on building supportive trainee characteristics, training program characteristics and organizational characteristics to enhance transfer behavior and consider leadership style to suggest training action program. Thereby, this study stressed on importance of effectiveness of employee``s training program and moderating effect of leadership style.

중국식 민주주의의 진화

이희옥(LEE Hee Ok) 한국국제정치학회 2014 國際政治論叢 Vol.54 No.2

중국의 대북한 동맹안보딜레마 관리대미인식과 북한지정학의 재구성을 중심으로

이희옥(Hee Ok Lee),박용국(Long Guo Piao) 한양대학교 아태지역연구센터 2013 중소연구 Vol.37 No.3

The purpose of this paper is to examine the revision of China's policy towards North Korea after North Korea`s second nuclear test from the perspective of the changing China-US relations. For this purpose, great power`s management of alliance dilemma with small power model is employed. Specifically, this paper analyses why China, after understanding the risk of entrapment, adjusted its policy towards North Korea at the time when North Korea conducted its first nuclear test, whereas it changed that policy at the North Korea`s second nuclear test. The reason for this is that the change happened in a situation where the nature of North Korea`s both nuclear tests was not significantly different, and also China-North Korea relations and China-US relations did not affected the conditions. From this prospective, this paper pays more attention to the perception and policy of China-US relations and the accompanying geopolitical value of North Korea. The 2008 financial crisis which was originated from the US was the crucial movement for this. After this crisis, China has changed not only its perspective about US`s global strategy, but also the fundamental perception about the US. Unlike the previous strategy in which China played a passive accommodation policy towards the US, it has now adopted an active perspective to cooperate with the US even in situation where conflicts prevail between the two. In this process, the risk of entrapment about the North Korea reduces, and a new relationship between North Korea and China which considers the geopolitical value of North Korea and China`s new strategy towards the US are emerging. Moreover, because China has learned ``the Dilemma of Influence`` from its experience in dealing with North Korea`s first nuclear test, it intends to deal North Korea through new engagement policy. At the same time, North Korea also intends to recognize that China`s balancing strategy towards the US can reduce its security burden, and that to match the strategic balancing in foreign relation with tethering China. In this way, international order of Northeast Asia are not situational;rather it is driven by the changing China-US relations. Therefore there is a high probability that the current North Korea-China relations will also continue. We can understand China's new series of offensive dialogue by considering this structural change.

중국적 길과 사회주의 담론의 변화

이희옥(Hee Ok Lee) 한양대학교 아태지역연구센터 2002 중소연구 Vol.25 No.4

경력계획이 경력만족과 경력몰입에 미치는 영향

이희옥(Hee Ok Lee) 한국무역연구원 2014 무역연구 Vol.10 No.6

Changes in the occupational environment have implications for career development in the future. This paper was framed to examine the relationship of career development planning with career development satisfaction and career development commitment behavior among Korean employees. Specifically, it delved on the proposed mediated model on perceived organizational support and leader-member exchange relationships. The empirical analysis focused on Korean organizational employees on a nationwide scale with data collected from 239 Koera companies. To test reliability and construct validity of variables, a reliability test and factor analysis were conducted in the process of testing the proposed hypotheses. The results of the study are as follows; First, career development planning has a positive influence on career development satisfaction as well as career development commitment. Second, the mediating effects of perceived organizational support and leader-member exchange between career development planning and the two outcomes(career development satisfaction and career development commitment) were partly accepted. Results suggest that when organizations make efforts to develop their managers, these managers become more committed to the organization and also are more likely to develop their employees. These results give some theoretical contributions to career development research literature relative to career theory generalization. In addition, the findings have a place in human resource policy making in organizations.

한반도문제와 중국역할: 의미와 한계

이희옥 ( Hee Ok Lee ) 경남대학교 극동문제연구소 2004 한국과 국제정치 Vol.20 No.2

중국의 부상과 한중관계의 새로운 위상

이희옥 ( Hee Ok Lee ) 경남대학교 극동문제연구소 2012 한국과 국제정치 Vol.28 No.4

이 논문은 중국의 부상에 따라 국제질서의 독자성이 한중관계에도 영향을 미치고 있고, 또한 중국의 한반도 인식이 복합적으로 변화 하면서 한중관계에 영향을 준다는 것을 분석 했다. 즉 한미동맹을 강화하면 중국이 한반도의 지정학적 가치를 주목할 것이라는 전제, 한미관계와 한중관계를 동시에 발전시켜 북한의 변화를 유도할 수 있다는 논리는 한계가 있다고 보았다. 또한 새로운 환경 변화는 한미동맹 조정과 남북관계 개선만으로 한중관계를 발전 시킬 수 없다고 보았다. 그 이유로 한반도 문제는 미중관계라는 구조와 동아시아의 하위 국제체계 그리고 남북관계라는 유기적인 관계속에서 작동하고, 한중관계도 여기에 영향을 받는 매우 복합적인 구조가 미중 간 상호헤징과 중국의 한반도에 대한 인식구조 때문이라고 분석했다. 특히 북중관계에 비해 한중관계는 안보 자율성이 취약하다는 점을 동시에 고려해야 한다고 보았다. 따라서 향후 한중 간 전략적 협력동반자 관계의 내실화를 위해서 거리두기(distance), 관계 격하(downgrading), 중립(neutrality) 등은 현실적이지 못하며, 한국형 위험분산전략(hedging strategy)도 힘을 배분하여 투사하는 것이 쉽지 않다는 점에서 효과적이지 않다고 보았다. 한국의 대중국 외교의 중심성을 확보하기 위해서는 국제적으로 존중받는 국가의 건설, 역진 불가능한 남북관계를 통한 한반도의 지정학적 가치 제고, 다양한 지역협력체제를 구축하여 위험을 분산하는 시도를 동시에 접근해야 한다는 점을 제시했다. This article will revolve around the new dynamics that with the rise of China, the autonomy of the international order is exerting some influence on Korea-China relations, and that China`s perception on the Korean Peninsula, while transforming comprehensively, are also having an influence on the relations. This will demonstrate the limitations within the argument that by enhancing Korea-U.S. alliance, we can compel China to appreciate more the geopolitical values of the Korean Peninsula, and that it is possible to induce changes in North Korea by simultaneous developing Korea-U.S. relations and Korea-China relations. It, however, is also going to analyze the standpoint that Korea-China relations cannot be deepened only through the adjustment of Korea-U.S. alliance and the improvement of inter-Korean relations. The Korean Peninsula issues have been evolving within the bigger framework of Sino-U.S. relations, the sub regional international system, and the inter-Korean relations. Especially, we have to take into account that Korea-China relations are more fragile than Sino-North Korea relations on the autonomy of security. Based on these facts, this article would argue that in order to materialize the ``Strategic Cooperative Partnership`` between South Korea and China, it is not realistic to adopt the strategies such as keeping distance, downgrading, neutrality, and Korean type hedging strategy. It has suggested the centrality of Korea`s policy on China as following. First, in order to grow into a respectable state in international society, we need to carry out good democracy and achieve national consensus. Second, we are supposed to develop inter-Korean relations into an irreversible system and promote the Korean Peninsula`s geopolitical values. Third, it will be necessary to advance and participate in regional communities positively and consequently hedge national risks.