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중소기업의 R&D조직문화가 조직몰입과 조직시민행동에 미치는 영향에 관한 연구
이선규,이다정,이상록,정재규,Lee, Sun-Kyu,Lee, Da-Jung,Lee, Sang-Rok,Jung, Jae-Kyu 한국디지털정책학회 2009 디지털융복합연구 Vol.7 No.4
This paper aims to examine the impact of R&D organization culture(diversity, autonomy, redundancy and connectivity) to Organizational Commitment and Organizational Citizenship Behavior in Information Technology Companys. Hypotheses were tested by surveying 250 employees at R&D Gumi Industrial Complex. The findings of research are as follows : First, three factors of R&D organizational culture had a significant positive effect on the organizational commitment except redundancy. Second, two factors of organizational culture in R&D organizational culture had a significant positive effect on the organizational citizenship behavior except autonomy and redundancy. it is shown reliable criterion to effective organizational management in small and medium enterprises.
리더십 유형과 직무태도간에의 관계에 관한 연구 : 조직지원 조절효과를 중심으로
이선규,이웅희,조재완,Lee, Sun-Kyu,Lee, Ung-Hee,Cho, Jae-Wan 한국디지털정책학회 2007 디지털융복합연구 Vol.5 No.1
This study aims to examine the relationship between job attitude and leadership style perceived by employees in a hospital. This study has two purposes; 1) to investigate the relationship between leadership styles and job attitudes[Organizational Commitment and Turnover Intention], 2) to verify the moderate effect of organizational support on the relationship between leadership style and job attitude. We examined the effect of critical leadership styles on the job attitude of employees in hospital organization. Hypotheses on four factors were tested for 7 hospitals. In order to test these hypotheses, survey questionnaires were sent to employees of hospital organization in Gyungbuk. As a result, the 185 available data were collected. Correlation analysis and regression had been performed and the results supported hypotheses. The results indicated that it was significant difference between each leadership style and job attitude. Also, organizational support was found to be positively moderated on job attitude.
직무 임베디드니스가 조직시민행동과 직무성과에 미치는 영향에 관한 연구
이선규,이웅희,Lee, Sun-Kyu,Lee, Ung-Hee 한국디지털정책학회 2008 디지털융복합연구 Vol.6 No.2
This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 204 were analyzed through frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.
이선규,이웅희,전기상,한수덕,Lee, Sun-Kyu,Lee, Ung-Hee,Jeon, Ki-Sang,Han, Soo-Deok 한국산업경영시스템학회 2006 한국산업경영시스템학회지 Vol.29 No.3
This paper aims to examine the main factors of the organizational climate and analyze their effects on job involvement. To accomplish these purposes, the nam factors of the organizational climate such as diversity, autonomy, redundancy, connectivity and flexibility were found from the previous studies. The questionaries of 350 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 298 were obtained and 267 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for five constructs(diversity, autonomy, redundancy, connectivity and flexibility) using oblique rotation method that did not assume independence among the factors and main factors of knowledge management were grouped together by five factors. Second, it is shown that four main factors of organizational climate have a positive influence on the job involvement(p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.
이선규,송민정,은영규,이영찬,Lee, Seon-Gyu,Song, Min Jeong,Eun, Young-Gyu,Lee, Young Chan 대한후두음성언어의학회 2021 대한후두음성언어의학회지 Vol.32 No.1
More than half of patients presenting with hoarseness show benign vocal cord changes. However, in rare cases with benign mucosal lesions, it can be diagnosed as a malignant disease after histopathological examination. A 53-year-old man with a 30-pack-year smoking history was admitted for the evaluation of hoarseness, and using a laryngoscope, an enclosed, sac-like cystic lesion was detected on the midpoint of the right true vocal cord. The cystic lesion was deemed to be an intracordal cyst and treated with laryngeal microsurgery. However, pathological findings showed squamous cell carcinoma of the larynx arising in the intracordal cyst, which is exceptionally rare. Therefore, even if a benign lesion is initially suspected, a biopsy must be performed on a patient with smoking history to confirm the diagnosis. In conclusion, we report a case of squamous cell carcinoma of the larynx arising in the intracordal cyst.
이선규,이웅희,Lee, Sun-Kyu,Lee, Ung-Hee 한국디지털정책학회 2008 디지털융복합연구 Vol.6 No.1
Knowledge has been widely recognized as a critical resource for competitive advantage of the organization. However, little has been done in the literature regarding under what conditions that organizations should develop knowledge internally or acquire knowledge from outside. Therefore, the purpose of this study is to examine the effects of some key factors such as environment and organizational climate, on the organization's decision to knowledge sourcing. Our findings suggest that organizations are more likely to acquire knowledge from outside if the environment is complex, munificent and dynamic; if they possess higher levels of goal-oriented and autonomy.