수열합성법으로 제조한 흑색 자성안료의 Fe²⁺/Fe³⁺ 몰비에 따른 특성

정명호,장건익,Jung, Myung-Ho,Jang, Gun-Eik 한국전기전자재료학회 2017 전기전자재료학회논문지 Vol.30 No.12

$Fe_3O_4$ was prepared on the $TiO_2-coated$ natural mica substrate. The natural mica has an average particle size of $22{\mu}m$. The substrate was coated on $TiO_2$ thin films using hydrothermal synthesis at pH 1.5-2.5 at $75^{\circ}C$. The Fe precursor solution was prepared by mixing $FeSO_4$ (for $Fe^{2+}$ ion) and $FeCl_3$ (for $Fe^{3+}$ ions) with different molar ratios such as 1/2, 1/1, 2/1, 3/0, and $Fe_3O_4$ only. X-ray diffraction analysis shows that the crystal structure depends on the $FeCl_3-to-FeSO_4$ molar ratio. $Fe_3O_4$ crystal phase could be obtained at higher $FeSO_4$ contents.

密山君 恭孝公 朴仲孫의 雙墳 앞 長明燈에 대한 考察

鄭明鎬(Chung myung-ho) 한국문화사학회 1999 文化史學 Vol.- No.11·12·13

편집위원장 서언: 감사, 연대, 전진의 2년

정명호(Myung-Ho Chung) 한국인사조직학회 2018 인사조직연구 Vol.26 No.1

의학강좌 : 개원의를 위한 모범처방 ; 흉통의 진단적 접근

정명호 ( Myung Ho Jeong ) 대한내과학회 2010 대한내과학회지 Vol.79 No.4

집단성과 결정에 있어서 인적자본과 사회적 자본의 효과

정명호(Myung-Ho Chung),오홍석(Hongseok Oh) 한국인사조직학회 2007 인사조직연구 Vol.15 No.3

  현대 기엽에서 집단(팀)의 중요성이 날로 증가함에도 불구하고 집단성과를 설명하는 이론은 아직 충분히 발전하지 않았다. 본 연구는 전통적인 인적자본(human capital) 관점과 최근 주목을 받고 있는 사회적 자본(social capital) 관점을 종합하여 집단성과를 이해하고 예측하는 통합적 이론을 구축하고자 한다.<BR>  이를 위해 국내 11개 기업 60개 팀에서 획득한 네트웍 자료를 이용하여 안적자본과 사회적 자본 변수가 집단성과에 어떠한 영향을 미치는가를 고찰하였으며, 양요인의 가능한 상호작용 효과를 검증하였다. 인적지본 변수로는 가장 대표적인 교육수준과 조직 근속기간을 팀 수준에서 구하였으며, 사회적 자본 측면에서는 집단 구성원 간 관계강도(strength of tie)의 평균과 집단 내 관계의 중심화 정도(centralization)를 구하였다. 이러한 변수들이 집단성과에 미치는 독립적 효과와 상대적 중요도를 알아보았으며, 이들 변수의 가능한 상호작용을 검증하여 인적자본과 사회적 자본 요인의 관계를 파악하였다.<BR>  그 결과, 인적자본 변수는 집단성과에 유의적인 영향을 마치지 못했으며, 사회적 지본 중 관계강도가 집단성과에 긍정적 효과를 가지는 것으로 확인되었다. 아울러, 양 요인은 집단성과의 결정에서 대체로 매개관계(mediation)가 아닌 독립적인 효과를 가지는 것으로 나타났다. 한편, 양 요인의 상호작용(interaction) 분석에서 근속기간이 긴 경우 관계강도의 긍정적인 효과가 더 커지는 결과를 얻을 수 있었다. 이러한 연구결과에 근거하여 집단성과에 관한 이론적 및 실무적인 시사점을 논의하고 향후 연구방향을 제시하였다.   As the importance of work groups in the organization increases, the determinants of work group performance have become one of the most important topics in organization studies. Conventional group researches focused on human capital as a primary predictor of group performance. Along with mainstream organization behavior literatures which consider individual performance as a function of ability and motivation, human capital variables have been studied as basic sources of work group competitiveness.<BR>  However, social relationships among group members (or social capital) can playa pivotal role in determining group performance as well. Despite fundamental relational nature of work group, previous research on group performance has revealed a lack of network perspective. They simply assumed relationships among group members, or used proxy variables such as cohesiveness, conflict, etc. So we need to investigate actual relationships of group members with more objective and accurate perspective. With the help of social network theory (analysis), we can shed a new light on social relations within group as an antecedents of work group effectiveness. In this paper, we examined the effects of human capital, social capital, and their possible interactions on work group performance.<BR><BR>  Theory and Hypotheses<BR>  Drawing on human capital theory, we proposed that group members with higher education and longer tenure could produce greater performance. In the previous OB literature, intellectual ability, job knowledge and skill, and work experience, which can be acquired through higher education and longer tenure, have positive relationship with job performance. Of course, this positive effects on individual performance can be undermined by group level inhibitors such as social loafing and conflict. However, if other things being equal, we can say that greater human capital can bring greater work group performance. Based on these studies, we proposed two hypotheses about human capital and group performance.<BR>  H1: The higher the average education level of members in the group, the better performance the group achieves as a whole.<BR>  H2: The longer the average organizational tenure of members in the group, the better performance the group achieves as a whole.<BR>  Social capital is the another source of group performance. Group social capital is the set of resources made available to a group through group members" social relationships within the social structure of the group itself, as well as in the broader social structure of the organization. In this study, we focused two group social capital variables: tie strength among group members and the degree of centralization of the group"s network structure.<BR>  First, if group members have strong and dense relationships, they can enjoy high quality work-related information, effective knowledge flow, and even emotional supports. These, in tum, can have positive effects on group performance. Second, if a group"s network structure is centralized on certain focal member(s) of the group, the coordination and integration of the group will be more effective, and the possible conflicts between different cliques may be prevented. Based on these arguments, we proposed following hypotheses.<BR>  H3: The stronger the relationship among members in the group, the better performance the group achieves as a whole.<BR>  H4: The more centralized the relationship among members in the group, the better performance the group achieves as a whole.<BR>  Finally, we also examined the possible interactions of human capital and social capital. Though we could find several studies on the relationship of human and social capital, we could not determine theoretical model of this relationship because of insufficient previous studies. So, drawing on Merha et al. (2001), we tried to e

WEAVING A HEALTHY DIVIDE: THE EFFECTS OF GROUP FAULTLINE AND SUBGROUP CROSS-DEPENDENCY

Myung-Ho Chung(정명호),Yumi Ko(고유미),Jee-Young Kim(김지영) 한국인사조직학회 2016 한국인사ㆍ조직학회 발표논문집 Vol.2016 No.2

This study examines a dualistic nature of group fautlines and subgroups. Though the negative effects of group faultlines are well known, we argue that certain relationships between subgroups may lead to positive team performance (i.e. healthy divide). Drawing upon power and mutual dependence theory, we develop the construct of cross-dependency which refers to the dependence between subgroups across different resources. Based on social network analysis, we explore conditions for the negative and positive aspects of group faultlines. Using data from 50 work teams in a manufacturing company, we tested the effects of cross-dependency as well as the negative effects of power imbalance and faultline strength. Contrary to previous studies, we found that faultline strength itself did not have a significant effect on team performance evaluated by upper-level managers. Instead, perceived power imbalance between two subgroups was negatively associated with team performance. Consistent with our expectation, cross-dependency between subgroups in task advice and friendship networks had a positive effect on team performance. Moreover, LMX differentiation exacerbated the negative effect of power imbalance and mitigated the positive effect of cross-dependency. We discuss the implications of these results in group diversity research.

u-Defense를 위한 유비쿼터스 기술 동향

정명호(Jung Myung Ho),김영조(Kim Young Jo),유승화(Yoo Seung Wha),노병희(Roh Byeong Hee),김기형(Kim Ki Hyung) 한국통신학회 2006 한국통신학회 학술대회논문집 Vol.2006 No.7

무례행동의 구조적 및 인지적 선행요인에 관한 통합적 연구 : 부정적 관계, 정서적 신뢰, 집단 정체성의 영향과 관계갈등 지각의 조절효과

정명호(Myung-Ho Chung),유니나(Nina Yoo) 한국인사조직학회 2021 인사조직연구 Vol.29 No.2

최근 조직 내 무례행동(workplace incivility)에 대한 사회적 관심이 증대됨에 따라 그선행요인을 밝히고 대안을 모색하려는 학문적 노력이 계속되고 있다. 본 연구는 무례행동 실행자와 대상자의 개인적 특성에 초점을 맞춘 기존 연구와 달리 사회적 상호작용(social interactionist) 관점과 희생자 촉발 이론(victim precipitation theory)을 기반으로 무례행동의 원인을 규명하고자 하였다. 구체적으로, 구성원 간 구조적 교환관계와 인지적 요인이 어떻게 통합되어 무례행동 경험에 영향을 미치는지 살펴보았다. 먼저, 구조적 요인으로 부정적 네트워크 내 위치와 정서적 신뢰관계가 무례행동에 영향을 미칠 것으로 예상하였다. 특히, 호혜성 규범과 관련된 정서적 신뢰관계의 비대칭성(asymmetry)이 무례행동 경험에 미치는 효과를 살펴보았다. 다음으로, 구성원의 집단 정체성과 무례행동의 관계를 검증하였다. 아울러, 구성원별 갈등지각의 편차(비대칭성)가 구조적 및 인지적 요인과 무례행동의 관계를 어떻게 조절하는지 분석함으로써 통합적 연구모형을 구축하고자 하였다. 가설검증을 위해 국내 한 제조기업 직원 96명을 대상으로 네트워크 자료를 수집하여 분석한 결과, 1) 부정적 관계 중심성(centrality)은 무례행동 경험을 높이는 것으로 확인되었다. 2) 정서적 신뢰 비대칭성 역시 무례행동 경험과 정(+)의 관계를 보였다. 3) 집단 정체성이 높을수록 무례행동 경험이 낮아지는 완충효과가 있었다. 4) 예상과 달리, 부정적 관계 및 정서적 신뢰와 집단 정체성의 상호작용 효과는 유의하지 않았다. 5) 부정적 관계 중심성과 집단 정체성이 무례행동에 미치는 효과는 관계갈등 지각 비대칭성에 의해 조절되었다. 구체적으로, 관계갈등 지각이 높은 경우, 부정적 관계와 무례행동 간 정(+)의 관계는 약화되었고, 집단 정체성과 무례행동 간 부(-)의 관계는 강화되었다. 이러한 결과를 바탕으로, 몇 가지 이론적 및 실무적 시사점을 논의하고 향후 연구방향을 제시하였다. Workplace incivility is a common and constantly recurring phenomenon in organizations. The central tenet of this study is that incivility is the outcome of structural and cognitive exchanges between instigators and targets, and can be better understood by where they are, how they feel, and what they think. Instead of focusing on individual characteristics, we adopted social interactionist and victim precipitation perspectives that explore interpersonal relationships and the content of these social exchanges. First, we hypothesized that the central position in negative relationships of a group increased the experience of incivility. Second, we investigated the impacts of affective trust asymmetry and group identity. Third, we examined the possible interactions of structural and cognitive antecedents of incivility. In addition, the moderating effects of relationship conflict asymmetry were also examined. Social network data was collected from 96 employees from a Korean manufacturing firm. Our results revealed that negative network centrality increased the experience of incivility, whereas the level of group identity was negatively associated with incivility. Further, affective trust asymmetry showed a positive impact on incivility. Contrary to our expectations, the three main predictors showed no significant interaction effects. However, individual conflict asymmetry moderated the relationships among negative ties, group identity, and incivility. Higher conflict asymmetry mitigated the facilitating impact of negative centrality, but exacerbated the buffering effect of group identity on incivility. We finally discuss the theoretical and practical implications and some directions for future research.

노란 피부, 흰 가면

정명호(Myung-Ho Chung) 한국인사조직학회 2010 인사조직연구 Vol.18 No.4

본 논문은 포스트식민주의 이론(postcolonial theory)에 기초하여 베트남 진출 한국기업의 인사관리를 비판적으로 고찰하였다. 포스트식민주의는 식민주의적 사고와 인식에 반대하는 사고방식/관점을 말한다. 해외진출 한국기업들은 피식민자의 종속적 위치와 식민자의 우월성이라는 이중성을 동시에 갖고 있다는 점에서 흥미로운 연구대상이 될 수 있다. 본 연구는 베트남 진출기업 경영자 대상의 구조화된 인터뷰, 현지인 근로자에 대한 면담과 방문관찰, 그리고 기타 담론자료에 대한 비판적 분석(critical analysis)을 통해 베트남 진출 한국기업들의 인사관리 특성과 문제점을 질적인 방법으로 분석하고 가능한 대안을 모색하였다. 분석결과, 한국기업들의 인사관리는 현지 근로자를 저임금의 생산도구로 타자화 하는 도구적 관점, 현지인과 현지문화를 주변적이고 비합리적이며 열등한 것으로 보는 이분법적인 인식(오리엔탈리즘), 현지인의 다양성을 파악하지 못하는 단선적 문화관에 기초해 있었으며, 이러한 인식과 관점이 인사관리의 핵심인 동기부여의 혼선, 현지화의 빈곤, 전근대적인 통제로 연결되고 있었다. 서구와 베트남을 전혀 다르게 대하는 한국기업의 모순적 이중성은 인사관리에 대한 현지인의 수용도를 저하시키며, 창조적인 혼성적 경영방식을 방해하는 요인이다. 포스트식민주의가 제도적 정당성을 부여받고 하나의 자원으로 인식되는 최근의 경영환경에서, 한국기업들은 과거의 식민주의적 경영방식을 모방하는 퇴행적인 모습을 벗어나서 혼성적 경영지식과 실무에 기반 한 새로운 인사관리를 모색해야 한다. 혼성적 정체성의 창조, 문화의 탈맥락화, 경영방식의 혼성화가 하나의 대안이 될 수 있다. 이러한 연구결과가 조직연구와 국제경영 분야에 미치는 함의를 논의 하였다. Over the past several decades, the discourse of postcolonialism has been widely disseminated into various disciplines such as literary critics, politics, sociology, feminism and media studies (Calás & Smircich, 1999). Postcolonialism is a term coined to describe a period of time that resists political and philosophical constructions of colonialism. It focuses attention on the marginalized voices, suppressed identities, the situations of colonized people, the emergence of hybrid identities, and the decontextualization of culture. It also has ideological and theoretical affinity with postmodernism. In this sense, postcolonial analysis is useful in unveiling the persistent imprint of colonialist ways of thinking in international management (IM) and multinational corporation (MNC) studies (Prasad, 2003). However, it has rarely been introduced to IM and organizational studies. Recently, a new breed of MNCs has emerged from ex-colonized countries like Korea and India. MNCs in these countries are different from conventional (colonial) MNCs in their basic duality and ambivalence:once the inferior, ‘ex-colonized’ by the developed Western countries, but wanting to become ‘colonizer’ to the developing countries. In this paper, I draw on postcolonial discourse to capture the characteristics of human resource management (HRM) of Korean firms in Vietnam and suggest possible alternatives to current HRM theory and practices. This paper has three methodological orientations. First, I employ qualitative research method of case analysis. Instead of testing hypotheses using empirical data, I analyze seven cases of Korean firms in Vietnam. Second, this paper is based on critical perspective that tries to reveal hidden ideology, structure, and power relations in work practices and management theories (Alvesson & Deetz, 2000). Third, it focuses on discourse and discursive data-structured interview with CEOs and HR managers, group interview with local employees, analyses of company documents, etc. The author visited Vietnam in 2007 and collected various discursive data from seven companies in Ho Chi Minh City. The research sites (firms) include various industries such as textile, shoes, electronics, transportation vehicle components, construction, etc. As a theoretical background, I considered three major elements of postcolonial theory suggested by Edward Said, Homi Bhabha, and Gayatri Spivak-mimicry, hybridity, and the third space. Western colonialism attempted to subjugate its colonies in the realm of culture and ideology. Colonial discourse sought to encourage the ‘colonized’ to adopt the culture, values, and assumptions of the ‘colonizer.’ This is the process of mimicry whereby the elite among the ‘colonized’ imitate the values, beliefs, and cultural practices of their colonizers. However, this mimicking process is not perfect. It is “almost the same, but not quite” (Bhabha, 1994). The mimicry of the ‘colonized’ is therefore both a site for the creation of new hybridity and a potential source of instability and ambivalence in postcolonial discourse. Likewise, MNCs of ex-colonized countries (i.e., subaltern MNCs) tend to imitate the conventional multinational corporations with contradicting emotions, both envy and hatred, toward imperialist MNCs at the same time. They even enthusiastically pursue “reverse colonization” of ex-colonizer countries. This duality or ambivalence raises very interesting questions:Are the subaltern MNCs simply the victims of false identity entrapped with epistemological dichotomy of West/Non-West and core/periphery? Or can they be a fertile ground for creative heterogeneity coming from hybrid identity? My research question is as follows:to what extent are Korean firms in Vietnam sites for the ambivalent discourse of postcolonialism? Given the decontextualization of culture, what is the role of the these firms in the emergence of cultural hybridity?

급성 심근경색증 환자에서 치료 시간 지연을 줄일 수 있는가? -한국인 급성 심근경색증 등록 연구의 경험-

정명호 ( Myung Ho Jeong ) 대한내과학회 2010 대한내과학회지 Vol.78 No.5

Time delay between medial contact and treatment in symptomatic patients with acute myocardial infarction (AMI) is the most important factor in the prediction of short and long-term mortality. The incidences of AMI have been increased in Korea rapidly. According to Korea Acute Myocardial Infarction Registry (KAMIR), pre-hospital delay is longer in Korean patients compared with Western patients, especially in patients with non-ST elevation myocardial infarction and in elderly female patients. Prompt seeking medical care in patients with suspected symptom of AMI can be achieved through patient and patient`s family education, active transportation system of ambulance, and good cooperations of regional emergency centers. Shortening time delay in treatment of AMI will save patient`s life and reduce medical costs in the future, especially in Korea. (Korean J Med 78:582-585, 2010)