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정성한(Jeong, Sung Han) 한국군사회복지학회 2021 한국군사회복지학 Vol.14 No.2
본 연구는 병사의 조망수용능력을 측정하는 척도를 개발하고 타당화 하는데 목적이 있다. 이를 위해, 전문가 집단의 토의와 병사대상 설문을 거쳐 구성요인과 예비문항을 제작하였다. 다음으로 이 문항들에 대해 15인의 전문가를 대상으로 내용타당도 검증을 실시하여 60개의 예비문항을 개발하였다. 최종 척도 문항을 선정하기 위해 육군병사 302명을 대상으로 예비검사를 실시하여, 문항분석과 탐색적 요인분석을 실시하였다. 그 결과, 병사의 조망수용능력을 측정하는 3개요인(타인사고 이해, 탈중심화, 군 조직 이해), 총 14문항으로 구성된 최종 척도를 도출하였다. 다음으로 개발된 조망수용능력 척도의 타당화를 위해 육군병사 454명을 대상으로 본 검사를 실시하였다. 확인적 요인분석을 통해 적합도를 검증한 결과, 양호한 모형으로 나타났다. 또한 이 척도의 하위요인 간의 상관관계를 살펴본 결과, 하위요인들은 서로 유의미하게 정적상관을 나타내면서 조망수용능력을 측정하는 구성요소들임을 보여주었다. 척도의 수렴타당도 검증을 위해 공감 척도, 탈중심화 척도와의 상관관계를 살펴본 결과, 공감 척도, 탈중심화 척도와는 유의미한 정적 상관이 있는 것으로 나타났다. 변별타당도 검증을 위해 공격성 척도와의 상관관계를 살펴본 결과, 공격성 척도와는 유의미한 부적 상관이 있는 것으로 나타났다. 마지막으로 4주 후에 동일병사 124명을 대상으로 설문하여 양호한 검사-재검사 신뢰도를 확인하였다. 연구 결과에 기초하여 본 연구의 제한점 및 추후연구를 위한 제언을 제시하였다. The purpose of this study is to develop and validate a scale of perspective-taking for soldiers. For this purpose, following the review of the definition of perspective-taking and the previous research, and the first preliminary questionnaire for soldiers were produced through the distribution of a questionnaire by soldiers. And there was conducted content validity test on these questions with 15 experts to develop a second preliminary scale of 60 items. In order to get the final scale items, a questionnaire was administered with 302 military personnel, and a item analysis and a exploratory factor analysis were conducted. As a result, the final scale of the three factors (understanding other people s thoughts, decentering, understanding military organization), and a total of 14 questions were derived. Next, 454 Army soldiers were surveyed in order to validate the developed perspective-taking scale. The goodness of fit for the scale through confirmatory factor analysis showed that it was a useful model. As a result of examining the correlation between the sub-factors of the scale, the sub-factors, it was shown that significant positive correlation with each other, and that they are components that measure perspective-taking ability. As a result of examining the correlation with the sympathy scale and the decentering scale for verifying the convergent validity of the scale, it was found that there was a significant positive correlation with the sympathy scale and the decentering scale. As a result of examining the correlation with the aggression scale for verifying the discriminate validity, it was found that there was a significant negative correlation with the aggression scale. Finally, 4 weeks later, the same 124 soldiers were interviewed to confirm the reliable test-retest results. This scale was developed for soldiers and constituted sub-factor that were not presented by existing scales. Thus, it can be a concrete measure of the relationship between the overall factors and the sub-factors in the study of soldier subjects. It also reflected the environmental characteristics of the soldiers, including the subconscious concept of understanding military organization under which the soldiers were working. Use the scale to measure the ability of soldiers who are experiencing conflicts with the units and interpersonal relationships, such as superior and subordinate, who are experiencing incompatibility with communication difficulties, consultative interventions that can improve ability will help accommodate soldiers military life.
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정성한(Sung Han Jeong),김해룡(Hae Ryong Kim) 한국중소기업학회 2001 기업가정신과 벤처연구 Vol.4 No.2
As an exploratory research, this study attempts to identify success factors in Korean microbusiness startups. Based on prior studies, three types of success factors are focused : entrepreneur`s traits factor, financial factor, and managerial factor. The traits factor includes entrepreneur`s experience in startups, management, and industry and psychological variables such as need for achievement, locus of control, risk-taking propensity, and ambiguity tolerance. Total startup capital and source of financing are included in the financial factor. The managerial factor of business success includes financial control, planning, professional advice, and marketing. With the empirical data obtained by questionnaire survey, it is analyzed how these factors influence entrepreneur`s personal satisfaction and financial performance.
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Volume-Controlled Mode의 기계환기시 동일환 I:E Ratio하에서 Inspiratory Pause가 기도압 몇 가스교환에 미치는 영향
최원준,정성한,이정아,최강현,Choi, Won-Jun,Jung, Sung-Han,Lee, Jeong-A,Choe, Kang-Hyeon 대한결핵및호흡기학회 1998 Tuberculosis and Respiratory Diseases Vol.45 No.5
연구배경: Volume controlled ventilation(VCV)시 inspiratory pause의 사용은 흡기시간을 연장하여 평균기도압을 상승시키고 가스교환을 호전시키는 것으로 알려져 있다. 그러나 같은 흡기시간을 유지하더라도 inspiratory pause를 사용하였을 경우 평균기도압과 가스교환의 변화에 대하여는 잘 알려지지 않았다. 방 법: 저자들은 VCV으로 기계호흡을 받는 12명의 환자를 대상으로 흡기산소농도, 상시호흡량, 호흡수 및 I : E ratio(1 : 3)는 변화시키지 않고 5%의 pause를 사용한 경우와 사용하지 않은 경우의 기도압 및 가스교환의 변화를 관찰하여 비교하였다. 결 과: 동맥혈 이산화탄소분압은 pause를 사용한 경우 $38.6{\pm}7.4$ mmHg로 시용하지 않은 경우의 $41.0{\pm}7.7$ mmHg보다 유의하게 낮았다 (p<0.01). 동맥혈 산소분압은 pause를 사용한 경우 $94.4{\pm}23.2$ mmHg로 사용하지 않은 경우의 $91.8{\pm}19.7$ mmHg보다 높은 경향이 있었으나 (p=0.054), 폐포-동맥혈 산소분압차$(P(A-a)O_2)$는 pause 유무에 따른 차이가 없었다 ($185.3{\pm}86.5$ mmHg vs. $184.9{\pm}84.9$ mmHg, P=0.766). 평균기도압은 pause를 사용한 경우 $9.7{\pm}4.0\;cmH_2O$로 사용하지 않은 경우의 $8.8{\pm}4.0\;cmH_2O$보다 유의하게 높았다 (p<0.01). Pause를 사용했을 때의 pause pressure와 pause를 사용하지 않을 때의 최고흡기압의 차이는 호흡기계의 저항과 역상관관계를 보였으나 (r=-0.777, p<0.01), pause가 없을 때의 최고흡기압에서 pause를 사용했을 때의 최고흡기압으로의 증가는 호흡기계의 저항과 정상관관계를 보여 (r=0.811, p<0.01), 평균기도압의 차이는 호흡기계의 저항과 유의한 정상관관계를 보였다(r=0.681, p<0.05). 평균기도압의 변화는 $PaCO_2$의 변화와 상관관계를 보이지 않았다. 결 론: Volume control ventilation시 동일한 1:3 의 I:E ratio하에서라도 5%의 inspiratory pause를 사용하는 것이 평균기도압을 더 높게 유지할 수 있으며 폐환기를 호전시킬 수 있는 것으로 사료되었다. 또한 호흡기계의 저항이 증가되어 있을수록 평균기도압의 상승이 많았으나 평균기도압의 상승 정도는 폐환기의 변화와 상관관계를 보이지 않았다. Background : In volume-controlled ventilation, the use of inspiratory pause increases the inspiratory time and thus increases mean airway pressure and improves ventilation. But under the same I : E ratio, the effects of inspiratory pause on mean airway pressure and gas exchange are not certain. Moreover, the effects may be different according to the resistance of respiratory system. So we studied the effects of inspiratory pause on airway pressure and gas exchange under the same I : E ratio in volume-controlled ventilation. Methods: Airway pressure and arterial blood gases were evaluated in 12 patients under volume-controlled mechanical ventilation with and without inspiratory pause time 5%. The I : E ratio of 1 : 3, $FiO_2$, tidal volume, respiratory rate, and PEEP were kept constant. Results: $PaCO_2$ with inspiratory pause was lower than without inspiratory pause ($38.6{\pm}7.4$ mmHg vs. $41.0{\pm}7.7$ mmHg. p<0.01). P(A-a)$O_2$ was not different between ventilation with and without inspiratory pause $185.3{\pm}86.5$ mmHg vs. $184.9{\pm}84.9$ mmHg, p=0.766). Mean airway pressure with inspiratory pause was higher than without inspiratory pause ($9.7{\pm}4.0\;cmH_2O$ vs. $8.8{\pm}4.0\;cmH_2O$, p<0.01). The resistance of respiratory system inversely correlated with the pressure difference between plateau pressure with pause and peak inspiratory pressure without pause (r=-0.777, p<0.l), but positively correlated with the pressure difference between peak inspiratory pressure with pause and peak inspiratory pressure without pause (r=0.811, p<0.01). Thus the amount of increase in mean airway pressure with pause positively correlated with the resistance of respiratory system (r=0.681, p<0.05). However, the change of mean airway pressure did not correlated with the change of $PaCO_2$. Conclusion: In volume-controlled ventilation under the same I : E ratio of 1 : 3, inspiratory pause time of 5% increases mean airway pressure and improves ventilation. Although the higher resistance of respiratory system, the more increased mean airway pressure, the increase in mean airway pressure did not correlated with the change in $PaCO_2$.
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박동수(Dong Soo Park),정성한(Sung-Han Jeong),김기남(Kee-Nam Kim) 영남대학교 산경연구소 2005 영상저널 Vol.13 No.-
본 연구는 기존 중소기업지원체계와 관련 기관들을 심도있게 분석하고 대구 경북 지역의 중소기업지원기관들에 대한 고객만족도를 조사함으로써 효과적이고 효율적인 중소기업지원체계를 구축하기 위한 기초 지식을 마련하고자 하였다. 본 연구를 통해 몇 가지 재미있는 결과들을 도출할 수 있었는데, 대체로 여러 중소 기업지원기관들이 다양한 지원기능 또는 업무를 수행하고 있었지만 이들 기관이 제공하는 대부분의 지원들이 중소기업의 기대에 부합하지 못하고 있었다. 정도의 차이는 있지만 대부분 지원분야에서 중소기업의 기대수준과 만족도간 격차가 상당 부분 존재하고 있었다. 이러한 결과들은 중소기업지원체계와 각 지원기관들이 어떻게 지원서비스를 제공해야 할지에 대한 규범적 방향을 제시해준다. This study attempts to build a knowledge base in establishing an effective support system for small and medium businesses. We evaluate the effectiveness of those supportive institutions by comparing the level of satisfaction reported by small business enterprises which have been helped in one way or another by those existing supportive institutions: regional office of small and medium business, regional headquarter of small business corporation, and Daegu-Kyungbuk local government's service bureau for small and medium businesses. The result, among others, shows that there are some gaps in meeting the expectation of the small business enterprises across those three institutions. This implies that there should be some normative guidelines for those supporting institutions to go about implementing their functions in formulating an effective support system for small business enterprises.
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쌍방관계에서의 리더행동과 리더십유효성간 관계의 상황조절변수
박동수(Dong Soo Park),정성한(Sung Han Jeong) 한국경영학회 1999 經營學硏究 Vol.28 No.1
This research focused on the roles of dyadic duration and growth need strength in leadership dynamics. Specifically, this study empirically examined dyadic duration and growth need strength as moderators of the relationships between supervisory leadership behavior and subordinates` attitudes and behavior in the dyadic exchange process. The findings suggest that dyadic duration or growth need strength may play roles in the relationships between leader behaviors and follower performance or satisfaction with work itself. Thus, the results imply that the longer a subordinate works for the same supervisor or the lower growth need strength he or she has, the less impact the supervisor`s leadership behavior has on performance or satisfaction with work. Conversely, the shorter a subordinate works for the same supervisor or the higher growth need strength he or she has, the more impact the supervisor`s leadership behavior has on performance or satisfaction with work. In conclusion, this study provides at least two implications. First, for managerial practices, one can take advantage of tracking dyadic duration and growth need strength as the omnibus indicators of the supervisory approach to particular supervisor-subordinate dyads. Second, for the theoretical development of leadership effects, this study suggests that it should be important to consider not only the characteristics of the leader or follower, but the temporal aspects of their relationship and subordinate`s needs for leadership.
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