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- 저자 : 강혜련 ( Hye Ryun Kang ) (검색결과 89 건)
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강혜련(Kang Hye-Ryun) 한국체육과학회 2007 한국체육과학회지 Vol.16 No.3
Professional dancers belonging to the concerned institutions are groups that create art and encourage civilian sentiment through dancing as an occupation. Privatization of national and/or public art institutions is shrinking art activities of professional dancers. Hence professional dancers' status became private workers from government employees. Business atmosphere such as unstable status, labor-management conflicts, and the stress of commercial results affected on the creative artistic activities. Therefore, determinants of job satisfaction of professional dancers are needed to be investigated and resolved. In this study, factors affect the job satisfaction of professional dancers are to be explored and the most significant factor among determinants is to be suggested. To meet the purpose of the study, the questionnaire survey on the job satisfaction elements was carried out for 205 professional dancers. There are two research questions: 1) the job satisfaction factors of professional dancers are different from general workers; 2) what is the most significant factor among the determinants? According to the result of the analysis, job satisfaction of professional dancers is influenced by six categorized factors such as supervision factor, recognition factor, promotion factor, work factor, cash factor and company factor. Among the determinants, the recognition factor is revealed as the most significant factor and cash factor, supervision factor, promotion factor and work factor are following. The company factor was excluded in this model because it was not significant statistically.
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Severe cutaneous adverse reaction: current status and adverse drug reaction relief system in Korea
강혜련 ( Hye-ryun Kang ) 대한피부과학회 2021 대한피부과학회 학술발표대회집 Vol.72 No.2
Severe cutaneous adverse reaction (SCAR) is a life-threatening delayed hypersensitivity reaction. It includes Stevens-Johnson syndrome (SJS), toxic epidermal necrolysis (TEN), and drug reaction with eosinophilia and systemic symptoms (DRESS) syndrome. The incidence of SJS and TEN is estimated to be 1-6 and 0.4-1.2 per million people per year. In Korea, the reported incidence of SJS and TEN was 3.96-5.03 and 0.94-1.45 per million people per year. Previous studies estimated the occurrence of DRESS at 1 in 1,000 to 10,000 exposures, but it can vary depending on the causative drugs. SCARs can lead to death or long-term sequelae, and the delay in discontinuing the culprit drug leads to unfavorable clinical consequences. In patients with SJS and TEN, the mortality rate is 10 % and 30 %, respectively. In DRESS cases, the mortality rate is known to be 10 %, and the clinical course of DRESS appears to be more chronic. In addition, SCAR results in considerable medical and social costs. Based on the data of the Korean SCAR registry which assessed 745 SCAR cases (384 SJS/TEN cases and 361 DRESS cases) due to 149 drugs, the main causative drugs were allopurinol (14.0 %), carbamazepine (9.5 %), vancomycin (4.7 %) and antituberculous agents (6.3 %). A strong preference for SJS/TEN was observed in carbonic anhydrase inhibitors (100 %), nonsteroidal anti-inflammatory drugs (NSAIDs) (84 %) and paracetamol (83 %), while dapsone (100 %), antituberculous agents (81 %) and glycopeptide antibacterials (78 %) were more likely to cause DRESS. The mortality rate was 6.6 % (SJS/TEN 8.9 %, and DRESS 4.2 %). The median time to death was 19 days and 29 days in SJS/TEN and DRESS, respectively, and 89.8 % of deaths occurred within 60 days after the onset of the skin symptoms. A system for the relief of injury from adverse drug reactions were initiated in 2013 to protect all of the victims, the drug manufacturers and the medical suppliers from serious damages that can happen to anyone even with a very low possibility. SCAR is the most frequent adverse drug reaction which receives the most frequent relief from the system.
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강혜련(Hye-Ryun Kang),민현정(Hyun-Jung Min) 한국인사ㆍ조직학회 2002 한국인사ㆍ조직학회 발표논문집 Vol.- No.-
최근 인사조직을 연구하는 사람들에게 조직구성원 지식 창출과 공유문제는 새로운 이슈가 되고 있다. 이와 관련해 인지 심리학의 개념인 개인의 멘탈모델을 팀 차원에서 접근한 공유멘탈모델에 대한 연구가 최근 구미학계를 중심으로 진행되고 있다. 본 연구는 공유멘탈모델의 개념을 소개하고 아울러 이에 영향을 미치는 선행변인에 대해 알아보고자 하였다, IT관련 종사자들을 대상으로 공유멘탈모델을 측정하였으며, 기존의 이론모형을 기반으로 팀구성원 특성(능력요인ㆍ성격요인)과 팀과업 특성(과업 복잡성ㆍ과업 상호의존성)을 공유멘탈모델의 선행변인으로 선택하고 이들 요소와 공유멘탈모델간의 관계를 실증적으로 분석하여 보았다. 연구분석 결과, 팀구성원 능력요인인 T자형 스킬 및 A자형 스킬, 성격요인인 호감성이 공유멘탈모델에 정적인 영향을 미친 반면 팀과업 특성은 공유멘탈모델에 유의한 영향을 주지 못했다. 마지막으로 이러한 연구결과가 선발 및 훈련에 대해 갖는 시사점과 본 연구의 제한점 및 향후 연구 방향에 대해 논의하였다. The purpose of this research was to introduce the concept of Shared Mental Model and analyze predictors for it. Shared Mental Model" research has been conducted in U.S since 1990"s by Cannon-Bowers & Salas, etc. Shared Mental Models represent shared knowledge about the team and its objectives, as well as common information about team roles, behavior patterns, and interaction patterns. A Shared Mental Model is an appealing way to characterize the process by which team members share task information and mutual expectations for complementary task behavior. Research findings can be summarized as follows: Firstly, the effect of the teammate"s ability like T-shaped skill and A-shaped skill on shared mental model is positive. secondly, the effect of the teammate"s personality like agreeableness on shared mental model is positive. In this research, however, Openness was not analyzed because of inappropriate for aggregating individual data. Thirdly, the effect of the task characteristics like task complexity, task interdependence is not significant. However, this results call upon a careful interpretation.
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자원보존 관점의 조직배태성이 구성원의 듀얼아젠다에 미치는 영향
강혜련(Hye-Ryun Kang),전영은(Youngeun Jeon) 한국인사조직학회 2018 인사조직연구 Vol.26 No.3
일(직장)과 삶(가정)의 두 영역에 대한 가치관은 구성원의 성장배경 그리고 이들이 처한 시대적 상황과 밀접한 관계를 갖는다. 특히 오늘날 직장인들의 가치관은 ‘궁극적 가치’ 로서의 일과 삶의 조화 그리고 이를 실현할 ‘도구적 가치’로서의 경력성공(혹은 경력몰입) 이라는 이중적 목표 즉 ‘듀얼아젠다’를 지향하고 있다. 구성원들의 이러한 균형욕구가 충족되기 어려운 것은 두 영역 모두 자원의 소진과 밀접한 연관성을 갖기 때문이다. 즉 개인이 보유한 자원과 에너지는 한정되어 있으므로 자신의 경력에 몰입하면서 동시에 가정생활의 균형을 추구하기 위해서는 직장에서 소진되는 자원이 지속적으로 보충되어야할 것이다. 이에 본 연구는 구성원들의 듀얼아젠다 성취를 자원이론의 관점에서 접근해 보고자하며 구체적으로 직장영역에서 근로자에게 자원을 보충해주는 기제로서 조직 배태성 개념을 다루고자 한다. 조직에 잘 배태된 구성원은 자원의 고갈을 막고 지원적인 업무환경을 유지할 수 있기 때문에 그들의 업무를 보다 효율적으로 수행할 수 있고 이로 인해 갖게 되는 여력은 직장-가정 갈등을 완화시켜줄 수 있기 때문이다. 구체적으로 구성원의 조직배태성 수준이 직장-가정 갈등과 부(-)의 관계를 갖는지 그리고 이들 관계에서 경력몰입이 조절효과를 발휘하는지에 대해 가설을 설정하였다. 아울러 본연구에서는 조직배태성의 구성개념과 측정에 대해 제기된 학자들 간 접근방식의 차이를 깊게 논의하였고 측정방법으로 조직배태성 개념의 3가지 차원(적합성, 관계연결성, 및이직 시 손실)에 동등한 가중치를 부여하는 합성적 척도와 함께 대안적 방법으로 조직 배태성의 차원을 별도로 구분하지 않는 포괄적 척도를 사용하였다. 국내 모그룹 5개 계열사 근무자 263명을 대상으로 자료를 수집하였으며 회귀분석을 통해 가설을 검증 하였다. 분석 결과, 구성원의 조직배태성 수준은 직장-가정 갈등 지각과 부(-)의 관계를 갖는다는 가설이 지지되었고 조직배태성의 이러한 완화작용은 경력몰입이 높은 구성원에게더 크게 나타나는 것으로 밝혀졌다. 다만 추가적으로 포괄적 척도를 사용한 결과에서는 경력몰입의 조절효과 검증은 지지되지 못하였다. 마지막으로 이러한 연구결과가 학술적 측면과 실무적 차원에서 주는 시사점과 아울러 본 연구가 지니는 한계점과 향후 연구방향에 대해 논의하였다. Work and family are the two dominant domains for employee lives. Radical changes in the role and nature of families and the workforce have resulted in an increase in time spent by employees on family. However, employees are also dedicated to their careers as they must ensure their survival and success in the current tight job market. These two goals, resulting in a dual agenda, are difficult to simultaneously achieve since there are limits on the resources available to employees. According to the conservation of resource (COR) theory, in order to sustain the level of available resources, employees must acquire, invest and retain resources, and organizational embeddness enables them to do just that. As employees become increasingly embedded in an organization, they have a higher degree of fit with their organization, develop more connections with their peers, and have a higher degree of outcome involvement. Consequently, highly embedded employees may perform their job more efficiently and focus on compensatory resources when confronted with resource deficiencies such as work-family conflicts. In this study, we hypothesized that organizational embeddness would be associated with lower work-family conflict. We further proposed that career commitment serves to moderate the relationship such that the buffering effect will be stronger for employees with a higher level of career commitment. In addition, to measure organizational embeddness, we studied two values, the composite measure and the global measure. We then tested the hypotheses using an equally weighted composite measure and additionally used a global gestalt measure in an efforts to make comparisons. Data were collected from several companies affiliated with a large corporation in South Korea and hypotheses were tested using multiple regression analysis (total N = 263). We found that organizational embeddness has a negative effect on work-family conflict and that this effect is even stronger for employees with higher levels of career commitment. Testing the moderating effect using a global measure, however, is not supported. The implications of our study and directions for future research are also discussed in this study.
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