내장형 위상자를 이용한 반사형 45˚ 비틀린 네마틱 액정 디스플레이의 전기광학 특성에 관한 연구

최민오,임영진,송제훈,장원근,이승희,Choi Min-Oh,Lim Young-Jin,Song Je-Hoon,Jang Won-Gun,Lee Seung-Hee 한국전기전자재료학회 2006 전기전자재료학회논문지 Vol.19 No.5

We have studied electro-optic characteristics of reflective $45^{\circ}$ twisted nematic liquid crystal display which implement the new LC orientation using of in-cell retarder film. For the embodiment of reflective liquid crystal display, essentially the optic compensation films was always needed and attached to the outside of glass substrate. In our study, these optic compensation film were not employed in reflective LC cell. On other hand we have employed the in-cell retarder to substitute the optic compensation film and were able to orient the LC molecules using this in-cell retarder. So we have developed the reflective LC cell that has good optical performances without any additional coating process on the in-cell retarder.

모바일 기기 활용이 일-가정 갈등과 직무 및 가정소진에 미치는 영향 : 요구-자원 이론과 일치영역(Matching Domain) 관점

최민오(Mino Choi),박상언(Sang-Eon Park) 한국인적자원개발학회 2020 인적자원개발연구 Vol.23 No.2

유전율 이방성이 양인 액정을 이용한 fringe-Field 구동형 반사형 Hybrid Aligned Nematic 액정 디스플레이의 전기-광학 특성

송제훈,최민오,임영진,이승희,Song, Je-Hoon,Choi, Min-Oh,Lim, Young-Jin,Lee, Seung-Hee 한국전기전자재료학회 2005 전기전자재료학회논문지 Vol.18 No.8

Electro-optic characteristics of reflective hybrid aligned liquid crystal (LC) cell driven by fringe field using a nematic LC with positive dielectric anisotropy have been studied. Optimized optical configurations are achieved by using a single polarizer, half-wave film and a cell with quarter-wave retardation. The simulation results shows an optimum cell retardation of $0.30{\mu}m$. This value may allow a practical cell gap larger than $3{\mu}m$, which makes it easy to control in the manufacturing process. Furthermore, this LC cell with optimized cell parameters shows low wavelength dispersion and the contrast ratio greater than 5 over exists about $100{\circ}$ in vertical direction and $160{\circ}$ in horizontal direction. Also, when using the LC with positive dielectric anisotropy rather than negative dielectric anisotropy, the display shows low power consumption and fast response time.

새정부 중소기업 인력 정책에 대한 대응방안

김진덕,최민오 충북연구원 2013 충북 FOCUS Vol.- No.72

가정친화제도의 효과성과 직장

박상언(Sang Eon Park),최민오(Min O Choi) 한국경영학회 2013 經營學硏究 Vol.42 No.2

Because of the changing demographics in the workforce such as the rise of female workers and dual earner employees, nowadays more individuals face the challenge of managing work and family responsibilities. And for this reason, the issue of balancing work and family lives becomes receiving more attentions from both academic fields and business domains. In the face of these changing realities, many organizations have now begun to offer family-friendly human resource(HR) policies such as flexible work arrangements, supports for child care, and other benefits that support worker`s personal well-being and career development. Up to date, there have been many researches that investigated the relationships between family-friendly HR policies and their effects on organizational effectiveness. To our knowledge, however, the intervening mechanisms in the relation between family-friendly policies and their consequential effects have not been fully explored. So, in the present study, we focused on the role of work-family interface, especially the role of work-family conflict and work-family enrichment that workers experience in the context of work and family lives. Last and most important, we proposed that work-family conflict and work-family enrichment may be two intervening mechanisms which mediate the effects of family-friendly policies to the psychological effectiveness of organizational members such as their job-related attitude and non-task behavior. Based on these theoretical and logical expectations, we intend to investigate empirically the effectiveness of family-friendly policies. Especially this study examines the relationship between employees` perceptions of the usefulness of family-friendly policies and their effects on the job attitudes and organizational citizenship behavior. In particular, this study also explores whether work-family conflict and work-family enrichment will mediate the relationship. The data are collected by surveying 293 respondents who are working in a manufacturing firm and a series of hierarchical regression analyses are used for the test of hypotheses. Findings are as follows. First, employees` perceptions of the usefulness of family-friendly policies were positively related not only to their job satisfaction and affective organizational commitment, but also to their organizational citizenship behavior as expectedly. In addition, we found that two directions of work-family enrichment (i.e., work-to-family and family-to-work enrichment) partly mediated the effects of family-friendly policies on affective organizational commitment and organizational citizenship behavior. In particular, work-to-family enrichment had more larger mediating effects on the job attitude variables such as job satisfaction and organizational commitment, whereas family-to-work enrichment had more mediating effects on the non-task behavior such as organizational citizenship behavior. Although two directions of work-family conflict (i.e., work-to-family and family-to-work conflict) did not mediate the relationships, instead they had direct negative impacts on the job attitudes such as job satisfaction and organizational commitment. We think that our research provides both theoretical and practical contributions to the literatures of family-friendly policies and work-family studies. Above all, we proposed and empirically verified that work-family enrichment may be one of the possible intervening mechanism in the relationship between family-friendly HR policies and their effects on the job attitudes and non-task behaviors of employee. In addition, this study answered the call to explore the positive side of work-family interface, which, at present, is underrepresented compared with work-family conflict. According to the present study, the perceived availability and usefulness of familyfriendly HR policies increase the work-family enrichment of organizational members, which in turn, relates not only to their higher job satisfaction

내면연기는 항상 유익한 것일까?:

박상언(Park, Sang-Eon),김학수(Kim, Hack-Soo),최민오(Choi, Min-O) 한국인사관리학회 2017 조직과 인사관리연구 Vol.41 No.3

그간 감정노동의 대표적인 두 가지 수행전략인 표면연기와 내면연기의 효과성을 검증해 온 많은 선행연구들이 있어 왔다. 그 결과, 감정노동 수행자의 심리적 안녕이나 직무성과 등에 대해 표면연기는 비교적 일관된 부정적 효과가 있음이 확인되어 온 반면, 내면연기는 혼재된 결과 많아 일반화하기 어려운 경우가 많았다. 본 연구는 그간 감정노동 영역에서 많이 채택되지 않았던 역할 외적인 차원의 성과행동인 동료 간 도움행위를 종속변수로 삼아, 표면연기와 내면연기의 효과성을 재검증해 보고 있다. 특히 본 연구에서는 자원보존이론(the conservation of resources theory)에 기반하여, 내면연기의 경우 동료 간 도움행위와 비선형적인 영향관계에 있을 가능성을 가설화하고 이를 실증해 보았다. 또한 본 연구는 감정노동 관련 연구에서 다루지 않았던 LMX의 조절효과도 함께 확인해 보았다. 본연의 간호업무 수행과 더불어 감정노동을 병행하는 대표적인 전문서 비스직인 392명의 간호사들을 대상으로 획득한 설문자료를 분석한 결과, 표면연기는 동료 간 도움행위에 부정적인 영향을 미침을 확인할 수 있었다. 또한 내면연기는 동료 간 도움행위와 역U자형의 비선형적 영향관계에 있음을 확인하였다. 이러한 본 연구의 분석결과는 장기적이고 지속적인 내면연기가 항상 유익할 수만은 없으며, 그간의 선행연구들에서 내면연기의 효과성이 일관되게 확인되지 않았던 한 이유를 설명해 주는 것으로 해석되었다. 또한 LMX는 표면연기가 동료 간 도움행위에 미치는 부정적인 영향을 완화시키는 조절효과가 있음이 확인된 반면, 내면연기와 동료 간 도움행위 간의 비선형적 영향관계를 조절하는 효과는 확실하게 관찰되지 않았다. 이러한 분석결과가 함의하는 경영관리적 시사점과 함께, 본 연구의 한계점이 토론되었다. Up until now, most studies have dealt with the effectiveness of surface and deep acting as two typical forms of emotional labor strategies. According to these previous studies, surface acting consistently showed negative effects on the emotional laborer’s psychological well-being, job performance and so on. But, these studies had failed to produce consistent results on the relationships between deep acting and outcome variables such as satisfaction, behavior, and performance. This study has revisited the effects of surface and deep acting especially on helping behaviors in coworker relationship, a kind of out-role performance behavior, which has been rarely dealt in the domain of emotional labor as an outcome variable. Based on the conservation of resource theory, we proposed and inquired into two research questions. First, this study examined a curvilinear effect of deep acting on nurse’s helping behaviors in coworker relationship. Second, this study investigated a moderating effect of LMX, which is in nature both a job resource and job demand factor, on the relationship between emotional labor and helping behaviors in coworker relationship. This study collected data from 392 nurses. The results showed that nurse’s surface acting has negative effect on helping behaviors in coworker relationship. Instead, deep acting has inverted U-shape effect on helping behaviors in coworker relationship as expected in the hypothesis. In addition, LMX showed the positively moderating effect on the relationship between nurse’s surface acting and helping behaviors in coworker relationship, but not for the nonlinear relationship between deep acting and helping behaviors in coworker relationship. We discussed various research implications of this study and suggested future research directions.

내면연기는 항상 유익한 것일까?: 감정노동의 비선형적 효과성과 LMX의 조절효과

박상언(Sang-Eon Park),김학수(Hack-soo Kim),최민오(Mino Choi) 한국인사조직학회 2018 한국인사ㆍ조직학회 발표논문집 Vol.2017 No.3

구성원의 조직기반 인식이 심리적 소유감과 직무열의에 미치는 영향

임헌경(Hun Gyung Lim),박상언(Sang-Eon Park),최민오(Mino Choi),배혜정(Hye Jeong Bae) 한국인적자원개발학회 2016 인적자원개발연구 Vol.19 No.2