인사고과 제도의 개선방안에 관한 연구 : K은행을 중심으로 The case study of K bank

최교원,김태균 東新大學校 2002 論文集 Vol.12 No.-

The purpose of this study is to find the situations and problems of performance appraisal system in korean corporations, and to improve the problems of system. The study method was used by method of literature review. The references of study were included the survey data and eight corporation's performance appraisal data (4 cases were those of Korean corporations, and others were those of American/Japanese corporations). The finding problems of performance appraisal system in Korean corporations are as follows: 1) Application limitation of performance appraisal results, it could not be useful tools for developing the employee's performance ability and improving the achievements in their company. 2) Current performance appraisal system was turned out as low incentive system, incurring low productivity and weakness of international competitiveness. 3) The system was majorly used as only control tools of employees. 4) The system was founded not effective tools for employee's accurate performance ability or achievements, but was used as forced assignment method. 5) The results did not open for employees. Thus, the employees couldn't be reliable the objectivity and accuracy of the results. 6) Training for appraisors or development of appraisal skills was not executed. It's problem was liable to be lack of objective or accurate appraisal ability or skills. 7) The performance appraisal tools are considerably abstract or extremely comprehensive. To improve the above problems of performance appraisals, the following recommendations should be accomplished in Korean corporations. 1) Understanding of performance appraisals should turn around toward application of essential informations to decide the employees wages. 2) The results of appraisals should be opened. 3) Appraisals by the purposes should be implemented, not by the uniformity. 4) Absolute appraisals, not relative appraisals by forced assignment method, should be employed to evaluate the accurate job performance ability or output. 5) Opportunity for participating by employees should be enlarged. 6) Training or skill education for appraisors should be strengthened to gurantee the objective and accurate appraisals.

우리나라 中小企業의 바람직한 勞使關係 定立 方案

崔敎元 조선대학교 경영경제연구소 1993 經營經濟硏究 = Management and economics research Vol.16 No.2

多面評價制度의 效用的 構築方案 硏究 : K社를 中心으로

최교원,정민혁 東新大學校 2003 論文集 Vol.13 No.-

The objectives of this study are to investigate current status and problems about multilateral evaluation system. The researcher focused on the public Corporation ( K public Corporation) and evaluated the formation of evaluator's group, selection method of evaluator, evaluation method, evaluation items, and security devices such as objectiveness and fairness, feedback of evaluation results, and assistance of updating problems. Research target area is limited on the abstract of "K" public Corporation, and results of 2001 year evaluation, and evaluation feedback of this system. The summary of this study is as follows; First of all, the safety of evaluation should be considered. Social emotion, organization's particularity, the degree of evaluator's preparation should be considered. The design phase should be consisted of introduction period, extension period, and stable period so that trial and error could be minimized. Secondly, the necessity and objectiveness should be cleared. Temporary social phenomena and system acceptance of outside influence may bring about negative influence. Thirdly, accepted system should be carried out consistently. One time of multilateral evaluation cannot get general support afterwards. At fourth, the outcome of multilateral evaluation should be applied effectively. Fifthly, the maintenance of evaluator and system should be well preserved. Evaluator's anonymity should be guaranteed. Training for the evaluator should be provided to minimize the evaluation's error. Sixthly, evaluation items and the composers of evaluator should be balanced. Evaluation items should be focused according to one's ability in case of promotion while items should be carried out according to one's ability and accomplishment in case of monetary compensation Seventhly, multilateral evaluation system should be recognized widely. Without understanding of this system may bring about unnecessary disharmony and anxiety so that advertizement and education about the importance of carrying this system should be well informed.

全般管理者로서 中間管理者의 役割 定立과 課題

崔敎元,崔永萬,宋京用 東新大學校 1998 論文集 Vol.10 No.-

In today's enterprises, the complexity and enlargement of the field of the work has led the organization to be specialized, and it makes the communication and the unity more difficult between the posts. Furthermore, the overflowing of informations and knowledges, which is caused by the sudden change of the industrial society, has had an important and direct affect to the manager's behavior and decision. We can see the importance of the middle manager's position in that (1) he has to harmonize not between the top manager and workers so much as between the other middle managers accomplishing their other parts. (2) he has to exchange and hold in common the other part's information and knowledge in the process of the harmonization. (3) he has to make a diagnose and develope the plan for the solution of it, as an organization integrator. In addition to these, the middle manager's job requires the persuading, negotiating, and adjusting skill for other people's action. Therefore, this study is based on the recognition that middle manager's role becomes significant in accordance with the management specialization and it is made so that the relations of the middle manager's role, function, responsibility, and authority may be clear and the middle manager's role be built up concretely as a coordinator and negotiator, linking the upper part with the lower part, not as a mere supervisor. But the responsibility and duty of this class is really unclean. The unbalance between its responsibility and authority gives rise to many problems. The condition of the middle manager is risky, which is caused by the change of the organization This ultimately acts as a cause of impediment and gives a serious effect on the growth of enterprises. So the key manipulating the effectiveness of the organization is correcting the role and function of the middle manager, not only as the bridge of the top management and the lower management but also as a responsible person who contributes to the development of the enterprise with the subordernite's ability concentrated.

대장 톱니샘종의 β-catenin, hMLH1, p53, Bcl-2, Bax 및 COX-2 단백 발현

최교원,장병익,은종렬,이정훈,배영경,김태년 대한소화기내시경학회 2007 Clinical Endoscopy Vol.34 No.1

Background/Aims: Serrated adenoma of the colorectum is a recently proposed entity that is characterized by a saw-toothed structure of hyperplastic polyp and also the cytologic atypia of conventional adenoma. In contrast to conventional adenomas, the molecular features of serrated adenomas have been poorly studied. Methods: The expression of β-catenin and the DNA mismatch repair protein hMLH1, apoptosis regulating protein Bcl-2, Bax, p53 and COX-2 were analyzed in 28 serrated adenoma specimens and 28 tubular adenoma specimens. Results: No differences were observed in the frequency of β-catenin loss in the cell membrane between the serrated and tubular adenoma specimens. The frequency of hMLH1 loss was significantly higher in the serrated adenomas than in tubular adenomas (p<0.05). The frequency of p53 overexpression was not significantly different between the serrated and tubular adenoma specimens. The frequencies of the Bax and Bcl-2 overexpressions were significantly lower in the serrated adenomas than in the tubular adenomas. The COX-2 levels were not different between the serrated and tubular adenomas. In the serrated adenoma specimens, the frequency of Bax overexpression was reduced in the older age group (>60 years old). In the tubular adenoma specimens, the frequency of p53 overexpression was increased in the dysplastic epithelium. Conclusions: The expressions of hMLH1, Bax and Bcl-2 were decreased in the serrated adenoma than in the tubular adenoma. Our data suggest that the serrated adenoma and tubular adenoma may have different pathway in their development. However, further studies including normal mucosa, hyperplastic polyp and cancer specimens are needed. (Korean J Gastrointest Endosc 2007;34:19-27) 목적: 톱니샘종(serrated adenoma)은 대롱샘종(tubular adenoma)에 비하여 어떤 분자유전학적인 특징이 있는지 알아보고자 하였다. 대상 및 방법: 2002년 1월부터 2003년 10월까지 영남대학병원에서 폴립절제술을 시행하여 얻은 대장 샘종 조직 56예 중 톱니샘종, 대롱샘종 각각 28예를 대상으로 β-catenin, hMLH1, p53, Bcl-2, Bax, COX-2의 발현정도를 면역조직화학 염색을 이용하여 조사하였다. 결과: 톱니샘종군 28예에서 나이, 성별, 폴립 크기, 이형성 정도, 폴립의 분포와 β-catenin, hMLH1, p53, Bcl-2 및 COX-2의 발현은 모두 상관 관계가 없었으나 Bax의 발현은 60세 이상에서 의미있게 저하되어 있었다. 대롱샘종 28예에서 나이, 성별, 폴립의 크기, 이형성 정도, 폴립의 분포와 β-catenin의 세포막 소실, hMLH1의 소실과 Bax, Bcl-2 및 COX-2의 발현은 유의한 차이가 없었다. p53의 과발현은 이형성의 정도에 따라 발현이 증가하였다(p<0.05). 톱니샘종군과 대롱샘종군을 비교하였을 때 hMLH1의 소실은 톱니샘종군에서 46.4%, 대롱샘종군에서는 14.3%로 톱니샘종군에서 유의하게 높았다(p<0.05). Bcl-2의 발현은 톱니샘종군에서 낮았고, Bax도 톱니샘종군 35.7%, 대롱샘종군 67.9%로 톱니샘종군이 낮았다(p<0.05). β-catenin의 세포막 소실과 p53 및 COX-2의 발현을 grade 1 이상의 발현을 양성으로 하였을 경우 두 군 간에 유의한 차이는 없었다. 결론: 톱니샘종은 대롱샘종에 비해 hMLH1, Bcl-2, Bax의 발현이 낮았고, β-catenin, p53, COX-2의 발현은 차이가 없었다. 이러한 결과로 톱니샘종과 대롱샘종은 성장에 서로 다른 경로를 가질 것으로 생각한다. 그러나 톱니샘종과 대롱샘종의 관계를 보다 명확히 하기 위해서는 정상 대장점막, 증식폴립, 암종을 포함한 추가연구가 필요하다.

경피적 관동맥 성형술시 풍선 크기와 관동맥의 협착 형태가 혈관 탄성반도에 미치는 영항

최교원,권준영,김영진,이태일,신동구,김영조,심봉섭,이현우 대한순환기학회 1995 Korean Circulation Journal Vol.25 No.2

職務適合性에 관한 硏究

崔敎元 東新大學校 1991 論文集 Vol.10 No.-

Job Fitness is viewed as a key variable to determine the level of Job Satisfaction and Organizational Performance. In Particular, Job Characteristic and Personality Characteristic are the major factor of Job Fitness. In general, Personality represents a distinctive set of characheristics that tend to remain the same across similar situations and are relatively stable over time. Accordingly, each person has some attributes in commom with all other human beings, attributes similar to the characteristics of people around us, and other totally unique qualities. The purpose of this research is to examime the relationship between Job and Person in industrial organizations. This study also attempts to the influence of Job Fitness as well as the increasing methods to the relationship between Job Satisfaction and Organizational Performance. These findings should be considered to contribute theoretical background of Job Satisfaction and Organizational Effectiveness. Therefore future research should be attempts to connect Job and Person in various industrial organizations. For this purpose need to empirical study.

中間管理者의 行態類型에 따른 勞使關係 認識度에 관한 硏究 : Searching for a Typology of Middle Management Styles

崔敎元,朴健實 東新大學校 1994 論文集 Vol.6 No.-

The labor-management relations, having been changed radically after the 6.29 Declairment in 1987, shows that the manager needs to change his viewpoint of the leadership. Most of all, finding the way to solve the labor management recognition gap is essential for the settlement of the labor management problems. Because the labor management conflict comes from the difference of the recognition and attitude between the labor and the manager. For boiling down this gap, management system itself needs to be turned over in a democratic, opening, and trustworthy way. The role of the middle manager is very important, when one wants the labor management relations to be balanced. The reason is these; the middle manager interlink and accelerate the communication between the top management and the lower management. he acts as an assistant and creator for the top management, and has a role to coordinate the lower management. This study is based on the recognition that middle manager's role becomes significant in accordance with the management specialization and it is made so that the relations of the middle manager's role, function, responsibility, and authority may be clear and the middle manager's role be built up concretely as a coordinator and negotiator, linking the upper part with the lower part, not as a mere supervisor. In the emperical study, I verified, with the managerial approach of the labor management relations, what influence the role of it gave on the industrial relations, on the basis of the role and functional importance of the middle manager. And I also made a confirmation that the settlement of labor management problem can start from the examination and Improvement of the management system, which is a means of the diminution of the labor management recognition gap and a means of Buffer. For achieving the purpose of the emperical study, this study has analyzed which differences are there of an issue in dispute or negotiation and of the satisfaction with the result of the negotiation.

영남대학교 의과대학 부속병원에서의 이차성 고혈압의 유병율

이형우,이현우,윤경우,권준영,심봉섭,김영조,신동구,최교원 영남대학교 의과대학 1994 Yeungnam University Journal of Medicine Vol.11 No.1

이차성 고혈압은 일차성 고혈압에 비해 빈도가 매우 적지만 그 원인 인자를 교정했을때 정상 혈압으로 완치가 되거나 증상의 완화를 보일 수 있기 때문에 이차성 고혈압을 시사하는 소견들이 있을 때에는 원인을 조사하여 그에 맞는 적절한 치료를 하는 것이 매우 중요하다. We studied the incidence and results of treatment of secondary hypertension in Yeungnam University Hospital. Nineteen hundred fifty patients with hypertension were included from march 1990 to march 1994. We analysed the prevalence of secondary hypertension and results of treatment. The incidence of secondary hypertension in Yeungnam University Hospital was six percent. The most common underlying causes of secondary hypertension was renal parenchymal disease. Patients with three forms of potentially reversible secondary hypertension, namely, renovascular hypertension, endocrine disease, exogenous hormone, were assed to determine whether surgery or withdrawal of the exogenous hormane had led to an improvement in blood pressure control. The incidence of secondary hypertension in Yeungnam University Hospital was low(6%), but some of these are curable. Thus it is very inportant that evaluate the secondary hypertension.

우리나라 中小企業의 바람직한 勞使關係 定立 方案

崔敎元(Choi, Kyo Won) 조선대학교 지식경영연구원 1993 기업과 혁신연구 Vol.16 No.1