웅담·우황약침액이 다종의 각막염 유발균에 미치는 영향

한나영,서형식,Han, Na-Young,Seo, Hyung-Sik 대한약침학회 2010 Journal of pharmacopuncture Vol.13 No.2

Objectives : This experimental study was performed to investigate the effect of Fel Ursi & Bovis Calculus pharmacopuncture solution(FUBCPS) manufactured by using alcohol/water extraction method for identify ing the use of it as eyedrops. Methods: FUBCPS was manufactured by using alcohol/water extraction method. Measure the size of inhibition zone and MIC(Minimum Inhibition Concentration) after administering FUBCPS on bacterial species. Staphylococcus aureus. Staphylococcus epidermidis, Pseudomonas aeruginosa, Aspergillus niger, Fusarium oxysporum and Candida albicans, which cause keratitis. Administering cravit(Levonoxacin medicine) on bacterial species also performed to compare the anti-bacterial potency of this material, measured by using the size of inhibition zone Results : After administering FUBCPS on bacterial species(Staphylococcus aureus, Staphylococcus epidermidis, Pseudomonas aeruginosa, Aspergillus niger, Fusarium oxysporum, Candida albicans). there was no response to MIC and there was no anti -bacterial potency also. Conclusions : This study suggests that FUBCPS dose not have anti-bacterial effects on bacterial species which cause Keratitis. These study result recommends that we need to research more on herbal medicines of eye drop which have anti-bacterial effects on keratitis

비치(鼻痔)(Nasal polyp)의 외치법(外治法)에 대한 문헌적(文獻的) 고찰(考察)

한나영,서형식,Han, Na-Young,Seo, Hyung-Sik 대한한방안이비인후피부과학회 2009 한방안이비인후피부과학회지 Vol.22 No.3

Object : Understanding the importance of the external treatment of nasal polyps and let know the necessity of development of the effect of herb medicine to use in these days. Method : I investigated about 12 oriental medical texts which recorded the external treatment of nasal polyps. I separated them to three part (prescription, herb medicine, the way of making the external application) and check the frequency. Also compared the external treatment of oriental medicine and western medicine. Result : 1. Prescription: There are 48 prescriptions -Nyosasan is used 4 cases, Gwajungsan is used 2 cases and others only 1 case each. 2. Herb-med: There are 67 herb medicines - Herba Asari(細辛) is used 15 cases, Pedicellus Melo (瓜?) is used 11 cases, Alunite(白礬) is used 10 cases, Realgar(雄黃)is used 9 cases. 3. The way of making the external application: obstructive method is used 19 cases, attaching method is used 9 cases, blowing method is used 8 cases, plaster method is used 7 cases, pouring method is used 3 cases. 4. The treatment takes about 1day to 15days and the soften nasal polyps like a water can be expect the positive prognosis. Conclusion: The external treatment is very important to treat nasal polyps. So we need to research more on eliminating the toxicity of the herb medicine and develop the convenient way of using the external treatment.

융합연구개발 성공사례에서 파악한 중소기업 융합유형

한나영,홍재범,Han, Na-Young,Hong, Jae-Bum 한국벤처창업학회 2012 벤처창업연구 Vol.7 No.2

본 연구는 중소기업 융합개념과 융합유형을 명확히 정립하고 중소기업 융합 사례를 유형별로 파악하여 융합을 통한 중소기업 경쟁력 증대에 도움이 되고자 하였다. 중소기업 융합유형은 Deloitte(2009)에서 제시한 기술과 산업, 가치개선과 창출 2가지 차원을 수용하여 기술은 투입, 산업은 산출의 차원에서 정의하여 중소기업 융합을 기술개선-시장확대형, 기술개선-시장창출형, 기술창출-시장확대형, 기술창출-시장창출형 4가지로 나누고 중소기업 융복합기술개발사업 우수사례집('11년 8월)에 소개된 기업들을 중심으로 융합유형을 분류하였다. 그 결과, 전체 13개의 사례 중 기술개선-시장확대형 5개, 기술개선-시장창출형 4개, 기술창출-시장확대형 3개, 기술창출-시장창출형 1개 순으로 나타나 중소기업의 경우 기술창출 보다는 기술개선에, 시장창출보다는 시장확대에 초점을 두고 융합이 이루어지고 있었다. 이러한 중소기업 융합 유형별 사례분석을 통해 파악할 수 있는 것은 중소기업이 융합을 통한 신기술이나 신시장을 창출하는 것이 매우 어렵다는 것이다. 따라서 중소기업은 기술개선을 통한 시장확대를 융합의 목표와 결과로 생각하고 있는 것으로 추정된다. 국가의 신성장동력을 육성하기 위해서 신기술이나 신산업 창출도 중요하지만 중소기업의 현실을 고려한 정책지원도 함께 고려해야 한다. This study clearly defined the idea of convergence of small and medium companies and convergence types and understood convergence case of small and medium companies for each type in order to help enhancement of competitiveness of small and medium companies. The convergence type of small and medium companies accepted two levels including technology and industry and value improvement and creation suggested by Deloitte(2009) and it was classified into technology improvement-market expansion type, technology improvement-market creation type, technology creation-market expansion type, and technology creation-market creation type based on the companies introduced in the excellent casebook of convergence and integration technology development business of small and medium companies(August 2011). As a result, it was shown as 5 cases of technology improvement-market expansion, 4 cases of technology improvement-market creation, 3 cases of technology creation-market expansion, and 1 case of technology creation-market creation among the total 13 cases. Therefore, small and medium companies are focusing on technology improvement than technology creation and market expansion than market creation. What we can understand through cases analysis on convergence types of small and medium company is that it is very difficult for small and medium companies to create new technology or new market through convergence. Thus, small and medium companies consider market expansion through technology improvement as the objective and result of convergence. It is important to create new technology or new industry to cultivate new growth engines of the nation, but policy support that cares about reality of small and medium companies must be considered at the same time.

녹용중의 Gangliosides 분리 및 분석

한나영,전길자 ( Na Young Han,Gil Ja Jhon ) 생화학분자생물학회 1994 BMB Reports Vol.27 No.5

To determine contents of gangliosides in deer antler, we separated glycolipid from deer antler according to Folch-Suzuki partition method. The glycolipid was then purified by Sephadex G-50 column chromatography and dialysis. The gangliosides were purified from the separated glycolipid by solvent extraction, 2DHPTLC, and DEAF-Sephadex A-25 chromatography. We found that GM3 and GM4 were major gangliosides and GM1 and GM2 were minor gangliosides in 70% ethanol extract from deer antler. However, GM1 was major ganglioside in chloroform/methanol extract from deer antler. The amount of ganglioside-bound sialic acid was 0.437 μ㏖/30 g deer antler.

녹용중의 Gangliosides 분리 및 분석

한나영,전길자,Han, Na-Young,Jhon, Gil-Ja 생화학분자생물학회 1994 한국생화학회지 Vol.27 No.5

본 연구에서는 녹용중에 존재하는 gangliosides 성분을 조사하였다. Folch-Suzuki 분배법에 의해 수용액층으로 분배된 당지질 성분을 Sephadex G-50 column chromatography와 투석으로 정제한 후 용매추출법을 이용하여 ganglioside 성분만을 분리하였다. DEAE-Sephadex A-25 column chromatography와 HP-TLC로 분석한 결과 녹용의 70% 에탄올 추출액에는 GM3, GM4가 주요 ganglioside이었으며 GM1과 GM2가 소량 존재하였으나, chloroform/methanol 추출물에는 GM1이 주요 ganglioside이었다. 녹용 30g중에 $0.437{\mu}mol$의 ganglioside-bound sialic acid가 존재하였다. To determine contents of gangliosides in deer antler, we separated glycolipid from deer antler according to Folch-Suzuki partition method. The glycolipid was then purified by Sephadex G-50 column chromatography and dialysis. The gangliosides were purified from the separated glycolipid by solvent extraction, 2D-HPTLC, and DEAE-Sephadex A-25 chromatography. We found that GM3 and GM4 were major gangliosides and GM1 and GM2 were minor gangliosides in 70% ethanol extract from deer antler. However, GM1 was major ganglioside in chloroform/methanol extract from deer antler. The amount of ganglioside· bound sialic acid was $0.437{\mu}mol$/30g deer antler.

녹용에서 당 함유 물질의 분리 및 분석

한나영,전길자 ( Na Young Han,Gil Ja Jhon ) 생화학분자생물학회 1992 BMB Reports Vol.25 No.5

The major component of glycolipids in antler was investigated by Folch-Suzuki partition method, Sephadex G-50 chromatography, DEAE-Sephadex A-25 chromatography, HPLC, and FAB-MS. Glycolipids, extracted in aqueous phase by chloroform-methanol-0.88% KCl aqueous solution, were analyzed on Sephadex G-50 column and most glycolipids containing band 1 were eluted in void volume because of the formation of micelles. The major fractions pooled from Sephadex G-50 column were eluted before gradient elution on DEAE-Sephadex A-25 column due to neutral property. Band 1 extracted from HPTLC plate was injected on HPLC column(μ-Bondapak NH₂ column) and four peaks were separated. The fractions containing major peak(3.17 min, 48.5%) were pooled and analyzed by negative-ion FAB-MS. As the result, it has been identified that the molecular weight of major component is 1058 and structural fragments is 98-98-142-98-142-98-142-98-142 or 98-240-240-240-240.

감정노동전략이 감정부조화와 직무불만족을 이중매개로 파괴적인 반응행동에 미치는 영향에 관한 연구

한나영(Han Na Young),배상욱(Bae Sang Wook) 한국인적자원관리학회 2018 인적자원관리연구 Vol.25 No.1

최근 전체산업에서 차지하는 서비스분야의 비중이 높아짐에 따라 자신이 실제 느끼는 감정과는 다른 표현을 하며 일해야 하는 감정노동자들의 고충이 사회적 이슈로 부각되고 있다. 이러한 감정노동자들은 고객들에게 심한 모욕과 비인격적인 대우를 받아도 조직이 정한 감정규칙을 준수하여 항상 친절한 응대와 태도를 유지하도록 요구받고 있다. 이로 인해 감정노동자들은 심한 심리적 불안과 스트레스에 직면하고 있으며 이는 각종 질환에 노출되게 한다. 이러한 상황에서 감정노동자들의 직무불만족으로 인해 이직률이 증가하고 있는 실정이다. 이에 본 연구에서는 서비스 종사원의 감정노동전략을 표면행동과 내면행동으로 구분하여 감정부조화에 미치는 영향을 살펴보고, 감정부조화가 직무불만족에 미치는 영향과 직무불만족이 파괴적인 반응행동인 태만행동과 이탈행동에 미치는 영향을 살펴보고자 한다. 또한 감정표현규칙 몰입이 감정노동과 감정부조화의 관계를 어떻게 조절하는지를 살펴보고자 한다. 이를 위해 서비스업에 종사하는 감정노동자들을 대상으로 설문조사를 실시하였으며 총 380부의 설문지가 배포되었고, 불성실한 응답을 제외한 377부의 설문지가 분석에 활용되었다. 실증분석 결과는 다음과 같다. 첫째, 표면행동은 감정부조화에 정(+)의 유의적인 영향을 미치고 내면행동은 감정부조화에 부(-)의 유의적인 영향을 미치는 것으로 나타났다. 둘째, 감정부조화는 직무불만족에 정(+)의 유의적인 영향을 미치며 셋째, 직무불만족은 태만행동과 이탈행동에 모두 정(+)의 유의적인 영향을 미치는 것으로 나타났다. 넷째, 감정노동이 감정부조화와 직무불만족을 이중매개로 태만행동과 이탈행동에 영향을 미치고 있음이 확인되었다. 마지막으로, 감정표현규칙 몰입이 높을수록 내면행동은 감정부조화에 미치는 효과가 유의하게 나타났으나 표면행동은 유의하게 나타나지 않아 감정표현규칙 몰입의 조절효과가 일부만 확인되었다. 이러한 연구결과를 토대로 이론적 및 실무적 시사점과 향후과제를 제시하였다. With the recent expansion of the service sector in the whole industries, the distress of emotional laborers, who are required to express emotions in the workplace they do not genuinely feel, has come out as a serious social issue. In these situations, the emotional laborers are forced to comply with emotional rules defined by their organizations such as always maintaining a kind responsiveness and attitude towards customers regardless of any insults or rude treatment expressed to them. This leads to immense psychological anxiety and severe stress for emotional laborers, thus exposing them to certain illnesses. Not surprisingly, the turnover rate in these situations tends to increase due to intense job dissatisfaction felt by emotional laborers. Accordingly, this study aims to examine (1) the effect of emotional labor strategy, both surface and deep acting, on emotional dissonance, (2) the effect of emotional dissonance on job dissatisfaction, and (3) the effect of job dissatisfaction on destructive respondent behaviors including neglect behavior and exit behavior. This study also aims to examine the moderating effect of commitment to emotional display rules on the relationship between emotional labor and emotional dissonance. A survey was conducted on emotional laborers in the service industry with 380 questionnaires actually being distributed and 377 questionnaires excluding insincere ones being used for the purposes of this analysis. The results of the survey are as follows. First, surface acting showed a significant positive(+) effect on emotional dissonance, while deep acting showed a significant negative(-) effect on emotional dissonance. Second, emotional dissonance had a significant positive(+) effect on job dissatisfaction. Third, job dissatisfaction was found to have significant positive(+) effects on both neglect behavior and exit behavior. Fourth, emotional labor was found to have a double mediating effect through emotional dissonance and job dissatisfaction on the relationship between neglect behavior and exit behavior. Finally, the moderating effect of commitment to emotional display rules was only partially found based on the fact that the effect of deep acting on emotional dissonance was significant with increasing commitment to emotional display rules but the effect of surface acting was not. Based on these results, the study provided valuable theoretical and managerial indications and directions for future research.

심리적 임파워먼트와 조직시민행동의 관계에 대한 성취욕구의 조절효과 검증 : 부산지역 특급호텔 종사자를 중심으로

한나영(Na-Young Han),김영조(Young-Joe Kim) 한국인사·조직학회 2011 인사조직연구 Vol.19 No.1

본 연구는 호텔 직원들을 대상으로 심리적 임파워먼트가 조직시민행동의 수행에 어떠한 영향을 미치는지, 그리고 구성원의 성취욕구가 이들 관계에 대해 어떠한 형태의 조절효과를 갖는지 분석하는 것을 목적으로 하고 있다. 부산 지역 6개 특급 호텔을 대상으로 설문조사를 실시하여 275부의 설문지가 회수되었으며, 이중에 설문응답이 불성실한 21부를 제외한 후 254부의 자료를 실제 분석에 활용하였다. 연구결과, 인구통계변수들은 조직시민행동을 유의하게 설명하지 않는 반면, 심리적 임파워먼트는 유의하게 설명하는 것으로 나타났다. 특히, 과업의미성(meaning)은 조직시민행동의 다섯 가지 차원들 중에 적극 참여행동, 양심적 행동과 비불평 행동에 유의적인 영향을 미치고 있고, 영향력(impact)은 적극 참여행동에만 유의적인 영향을 미치는 것으로 나타났다. 한편, .10의 유의수준을 기준으로 했을 때는 과업의미성은 다섯 차원의 조직시민행동 모두에 유의한 영향을 미치고 있고, 효능감(competence)은 이타적 행동, 배려적 행동과 비불평 행동을 유의하게 설명하는 것으로 나타났다. 반면에, 자율결정권은 다섯 가지 차원의 조직시민행동과 모두 유의적인 관계를 보이지 않고 있다. 다음으로, 성취욕구가 강한 구성원일수록 조직시민행동을 더 적극적으로 수행하는 것으로 나타났고, 성취욕구의 조절효과에 대한 분석결과 과업의미성과 성취욕구의 상호작용 항목만이 조직시민행동(이타적 행동과 양심적 행동)을 유의하게 설명하는 것으로 나타났다. 구성원의 성취욕구가 강할수록 조직시민행동에 대한 심리적 임파워먼트의 긍정적 효과가 확대되어 나타날 것이라고 가설을 설정하였는데, 가설에서 예상한 것과 반대로 성취욕구가 강한 구성원들은 과업의미성과 조직시민행동이 유의적인 관계를 갖고 있지 않는 반면, 성취욕구가 약한 구성원들은 과업의미성이 높아질수록 조직시민행동을 더 적극적으로 수행하는 것으로 나타났다. 이러한 연구결과가 갖는 시사점에 대해 논의하였다. This study is aimed to examine a positive impact of psychological empowerment of employees on their organizational citizenship behaviors(OCBs), and moderating effect of the need for achievement(nAch) on relationship between psychological empowerment and OCBs. Because empowered employees believe that they are competent and autonomous and regard their tasks as important and valuable, they are more likely to be motivated to proactively perform OCBs and to show job responsibilities. Thus, we hypothesize that psychological empowerment is positively related to OCBs(H1). Meantime, psychological empowerment may not affect all employees in the same way. We suggest that the need for achievement can enhance positive impact of psychological empowerment on OCBs. Therefore, we hypothesize that nAch moderates the relationship between psychological empowerment and OCBs(H2). Specifically, we expect correlation between psychological empowerment and OCBs will be stronger amongst individuals with high nAch than amongst individuals with low nAch. To test the hypotheses proposed, data were obtained from a sample of customer-contact employees working for six luxury hotels in Busan Metropolitan City. 275 out of 330 questionnaires were returned from the six hotels(response rate 83.3%). After excluding 21 unusable cases which had unacceptable level of missing data, 254 cases were used for analysis. The survey consisted of nine measures: four dimensions of psychological empowerment, five dimensions of OCBs, and need for achievement. Psychological empowerment was defined and measured with four dimensions using Spreitzer’s(1995) scales: meaning, competence, self-determination, and impact. Podsakoff et al.’s(1990) scales were used to measure five dimensions of OCBs: altruism, courtesy, sportsmanship, conscientiousness, and civic virtue. Need for achievement was conceptualized as an employee’s tendency to strive to overcome obstacles and to accomplish challenging goals and measured with 5 items. In addition, we controlled for four demographic variables such as age, gender, length of service, and position. The results supported the hypothesis that the dimensions of psychological empowerment are positively related to the OCBs of service workers. Meaning had a significant positive impact on civic virtue, conscientiousness, and sportsmanship out of five dimensions of OCBs, and impact had a positive influence on only one dimension of OCBs(i.e., civic virtue). Competence was a significant predictor of altruism, courtesy, and sportsmanship at .10 significance level, but self-determination was not related to any dimensions of OCBs. These results imply that meaning and competence are more powerful predictors of OCBs than other types of empowerment. Therefore, empowered employees, especially those who feel their job is meaningful and believe they have the capacity to perform work activities with skills, are more actively engaged in the OCBs. It was found that the need for achievement had not only a direct impact on the OCBs but also a moderating effect on the relationship between meaning and OCBs. Contrary to the hypothesis that expected a stronger relationship between empowerment and OCBs among individuals with higher nAch, the result showed the that the impact of meaning on altruism and conscientiousness was significant and positive among employees with low nAch while it was not significant among employees with high nAch. This result implies that psychological empowerment plays a vital role in encouraging employees with low nAch to perform OCBs, but not necessarily for employees with high nAch since achievement-oriented employees tend to overcome obstacles and strive for challenging goals. These findings suggest that not only psychological empowerment but also employees’ need for achievement is important to induce employees to perform OCBs. The results have implication for human resource management policies as well as organizational interv

감정노동이 반생산적 과업행동에 미치는 영향에 관한 연구

한나영(Han, Na-Young),배상욱(Bae, Sang-Wook) 한국산학기술학회 2015 한국산학기술학회논문지 Vol.16 No.10

본 연구는 의료기관 종사자들의 감정노동과 직무만족, 조직몰입 및 반생산적 과업행동 간의 관계를 통합적으로 살펴 보기 위하여 의료기관 종사자들을 대상으로 설문조사를 실시하고 공변량 구조방정식모형을 통해 실증분석을 하였다. 실증분 석 결과 첫째, 감정노동 차원 중 감정표현빈도는 직무만족에 유의적인 영향을 미치지 않는 것으로 나타났으나 감정표현주의 정도, 감정부조화는 직무만족에 부(-)의 유의적인 영향을 미치는 것으로 나타났다. 둘째, 직무만족은 조직몰입에 정(+)의 유의 적인 영향을 미치는 것으로 나타났으며 셋째, 조직몰입은 개인·조직 대상 반생산적 과업행동 모두에 부(-)의 유의적인 영향을 미치는 것으로 나타났다. 본 연구결과는 의료기관 종사자들이 직무를 수행하는데 있어 감정노동이 부정적인 결과를 초래하 기 때문에 그들이 업무수행 중에 겪게 되는 감정노동을 경감시킬 수 있는 방안에 관심을 가질 필요가 있다는 것을 보여주고 있다. This research conducted a survey of the workers in medical institutions and carried out empirical analysis through covariance structure equation modelling in order to examine the relationship among emotional labor, job satisfaction, organizational commitment, and counterproductive work behaviors of medical institution workers. The results of the empirical analysis are as follows; First, the frequency of emotional expression, one of the dimensions of emotional labor, did not have a positive influence on job satisfaction, but both the degree of emotional expression attentiveness and emotional dissonance had a negatively significant effect on job satisfaction. Second, job satisfaction had a positively significant effect on organizational commitment. Third, organizational commitment had a negatively significant effect on counterproductive work behaviors toward both individuals and organizations. This research result shows that it is necessary to pay attention to drawing a plan to reduce emotional labor that workers in medical institutions experience since emotional labor causes them to get negative results while they are performing their duties.

사회적 자본이 직무만족을 매개로 협력행동에 미치는 영향에 관한 연구

한나영(Han Na Young),배상욱(Bae Sang Wook) 한국인적자원관리학회 2016 인적자원관리연구 Vol.23 No.4

자본 집약적 환경에서 지식 집약적 환경으로 전환하면서 많은 기업들은 무형의 자본에 막대한 규모의 투자를 하고 있으며, 인간관계 중심의 경제 네트워크인 사회적 자본은 더욱 중요시 되고 있다. 조직의 무형 자본이 진정으로 경쟁우위의 원천이 되는 자원이라면 조직 내의 사회적 자본이 성과에 미치는 영향이 어떠한지 밝힐 필요가 있다. 기존의 연구 대부분이 조직의 보유자원이 성과에 영향을 준다는 것에 관해서는 공통된 의견을 나타내고 있지만, 사회적 자본이 어떻게 성과로 연계되는지에 관해서는 논의의 여지가 존재한다. 따라서 사회적 자본이 성과로 연결되는 경로를 인지하기 위해서는 사회적 자본이 어떻게 작용하는 지에 관한 운영 프로세스가 분명하게 밝혀져야 한다. 본 연구는 사회적 자본 차원들인 구조적 차원(예; 유대강도), 인지적 차원(예; 공유된 가치 및 규범), 관계적 차원(예; 구성원들 간의 신뢰) 간의 인과적 관계와 조직 내 구성원들의 사회적 자본과 직무만족, 협력행동 간의 관계를 통합적으로 살펴보기 위하여 중소 제조업체 종사자들을 대상으로 설문조사를 실시하고 공변량 구조방정식모형을 통해 실증분석을 실시하였다. 실증분석 결과 첫째, 사회적 자본 중 구조적 차원이 관계적 차원에 정(+)의 유의적인 영향을 미치는 것으로 나타났으며 사회적 자본 중 인지적 차원 역시 관계적 차원에 정(+)의 유의적인 영향을 미치는 것으로 나타났다. 둘째, 구조적 차원, 인지적 차원, 관계적 차원 모두 직무만족에 정(+)의 유의적인 영향을 미치는 것으로 나타났으며 셋째, 직무만족은 협력 행동에 정(+)의 유의적인 영향을 미치는 것으로 나타났다. 본 연구결과는 사회적 자본 3가지 차원의 인과관계를 확인할 수 있었으며 조직 내 구성원들의 긍정적인 행동인 협력행동을 이끌어내기 위해서 사회적 자본 형성에 관심을 가질 필요가 있다는 것을 알 수 있다. With a shift from a capital-intensive environment to a knowledge-intensive environment, many companies are making a huge investment on intangible capital, and social capital of an economic network based on human relationship is more and more emphasized. If the intangible capital of an organization is truly the dimension that becomes the source of competitive advantage, it is necessary to clarify the influence of social capital on the performance of an organization. While most existing studies agree that the resources an organization owns influence its performance, there is a room left to discuss how social capital is connected to performance. Therefore, the operational process on how social capital works must be clarified clearly to perceive the path connecting social capital with performance. This study conducted a survey on workers in small and medium-sized manufacturing companies and carried out an empirical analysis through a covariance structural equation model. Its purpose was to examine the causal relationship among structural dimension(e.g. strength of bond), cognitive dimension(e.g. shared values and norms), the relational dimension(e.g. trust among members), which are social capital dimensions, as well as the relationship among the social capital, job satisfaction, and the cooperation behavior of members in an organization. According to the empirical analysis results, first, structural dimension and cognitive dimension among social capital had a positive(+) significant effect on relational dimension. Second, structural dimension, cognitive dimension, and relational dimension all had a positive(+) significant effect on job satisfaction. Third, job satisfaction had a positive(+) significant effect on cooperation behavior. The study results could confirm the causal relationship of the 3 dimensions of social capital, and implied it was necessary to pay attention to the formation of social capital to draw cooperation behavior, namely a positive behavior of organizational members.