연구논문 : 화이트헤드와 들뢰즈의 과정철학 -조직의 창조성과 실천적 프로네시스를 위한 새로운 문제 설정-

김상표 ( Sang Pyo Kim ),김영진 ( Young Gin Kim ) 한국동서철학회 2011 동서철학연구 Vol.59 No.-

화이트헤드와 들뢰즈는 초월성 보다는 내재성을 통해서 실재에 대한 이해를 탐구하였다. 내재성을 과정을 실재로 이해하는 것이다. 과정을 지성으로 이해한다는 것은 베르그손의 말대로 ``공간화``에 머물 수도 있다. 지성은 고체의 논리에 머물기 때문에 결코 지속을 파악할 수 없다는 것이 베르그손의 생각이다. 하지만 현대 과학의 발전과 연결된 철학은 연속성과 원자론이 결합된 과정철학을 전개할 필요가 있다. 화이트헤드와 들뢰즈는 생성의 양자론을 받아들인다. 새로움은 가능태가 아니라 잠재태 혹은 실재적 가능태에 대한 사유가 있어야 가능하다. 본질주의와 유형주의는 가능태와 현실태의 관계만 말하기 때문에 새로움이 나오는 것을 설명할 수 없다. 하지만 새로움이 반드시 긍정적인 의미만을 가질 수 없다. 오히려 조직의 지속적인 성장에 위해를 가져올 수 있다. 이를 극복하기 위해서는 실천적 프로네시스가 필요하다. 실천적 프로네시스는 진정한 긍정적인 차이를 생산하며. 그것만이 새로운 신체에 계승되는 힘을 가질 수 있다. 오늘날 조직이론에서 새로움에 대한 논의가 활발하게 진행되고 있지만 내재성의 장이 아니라 초월성의 저 주에 매몰되어 있는 경우도 많다. 이 점을 극복하는데 과정철학자인 들뢰즈와 화이트헤드의 존재론이 기여하는 바가 있을 것으로 보인다.

한국의 여성 창업성향 변화에 관한 실증분석

김상표 ( Sang Pyo Kim ),반성식 ( Sung Sik Bahn ),조동환 ( Dong Hwan Cho ),박종해 ( Jong Hae Park ) 한국중소기업학회 2010 기업가정신과 벤처연구 Vol.13 No.1

파형 변환,합성을 이용해서 한반도 주변 해역 지진 분석을 위한 신속 정확한 분석 기술

김소구 ( So Gu Kim ),박상표 ( Sang Pyo Pak ) 대한지질공학회 2006 지질공학 Vol.16 No.2

현재 한국의 지진 관측은 1905년도에 시작된 이후로 계속적인 지진 관측망 확충과 새로운 장비의 도입으로 선진국 못지않은 장비를 보유하고 있지만, 지진의 관측과 분석에 있어서는 그 수준이 미흡한 것이 현실이다. 특히, 동해안 지진원 인자 분석에 있어서 시간이 많이 소요되기 때문에 지진 정보나 지진 해일 경보를 발령하는데 어려움이 있다. 이번 연구에서는 일본에서 사용하는 지진 관측망(JMA), 한국 지진 관측망(KMA), 그리고 국제 관측망(IRIS) 지진 관측소의 파형포맷을 하나의 공통 파형 포맷으로 변환 합성하고 공유 분석 프로그램인 FESNET(극동 지진 관측망 분석 체계)를 구축하여 2004년 5월 29일과 6월 1일에 발생한 울진 지진과, 2005년 3월 20일에 발생한 일본 후쿠오카 지진의 분석에 응용하였다. 분석결과 어느 한쪽 관측망(KMA, JMA)을 사용하는 것보다 이들 모든 관측망을 활용하는 FESNET을 이용할 때 더 좋은 결과를 얻을 수 있다는 것을 알 수 있다. The seismological observation of Korea began in 1905, and has been run with continuous earthquake network of observation, expanding to the advanced country, but still has some problems in accuracy and speed for report. There are many problems to announce the early warning system for earthquakes and tsunami in the East Sea because most events in the East Sea occur outside the seismic network. Therefore multi-waveform data conversion and composition from the surrounding countries such as Korea, Japan and Far East Russia are requested in order to improve more accurate determination of the earthquake parameters. We used FESNET(Far East Seismic Network) technology to analyze the May 29 and June 1 Earthquakes, and the March 20, 2005 Fukuoka Earthquake in this research, using the data sets of KMA, Japan(JMA/NIED) and IRIS stations. It was found out that use of FESNET resulted in more better outputs than that of a single network, either KMA or JMA stations.

감정표현규칙의 명확성과 긍정적 정서전달 간의 관계

김상표(Kim, Sang Pyo),하환호(Ha, Hwan Ho) 한국서비스경영학회 2009 서비스경영학회지 Vol.10 No.3

사회적 교환, 수용자의 능력, 그리고 성과

김상표(Sang-Pyo Kim),전수욱(Su-Wook Jeon),김태열(Tae-Yeol Kim) 한국인사조직학회 2010 한국인사ㆍ조직학회 발표논문집 Vol.2010 No.2

본 논문은 조직에서 사회적 교환이 계속적으로 유지되기 위해서, 수용자의 능력이 중요한 역할을 할 것으로 가정하고, 이를 증명하기 위해 연구하였다. 구체적으로, 사회적 교환이 수용자의 능력인 행동의 자주관리에 미치는 영향과 행동의 자주관리가 성과에 미치는 영향, 그리고 행동의 자주관리가 매개효과를 발생시키는지 연구한 것이다. 연구자료는 경상북도와 경상남도에 위치한 기업을 대상으로 최고경영자의 양해를 구해 각 부서의 부서장이 부하와 직속상관에 대한 목록을 작성하여 수집했다. 총 배부된 설문지는 800부이고, 분석에 사용된 설문지는 610부이다. 구조방정식 모형을 사용하여 자료를 분석한 결과, 사회적 교환이 수용자의 능력인 행동의 자주관리에 정(+)의 영향을 주는 것으로 나타났다. 또한 행동의 자주관리가 조직의 성과변수인 직무만족, 조직몰입, 조직시민행동, 직무성과에 정(+)의 영향을 미치는 것으로 확인되었다. 사회적 교환은 대체로 조직의 성과에 직접적인 영향을 주지 않는 것으로 나타났으며, 행동의 자주관리를 매개로 하여 간접적으로 조직의 성과에 영향을 미치는 것으로 검증되었다. 이러한 연구결과를 바탕으로 연구의 시사점, 한계 및 추후연구 과제에 대해 논의하였다. Social exchange theory suggests that employees and their supervisors and organizations build social exchange relationships (i.e., supervisory and organizational social exchange, respectively) within which both parties continuously exchange socio-emotional benefits such as recognition and esteem (Cropanzano & Mitchell, 2005; Rupp & Cropanzano, 2002). Social exchange relationships are different from purely economic exchange relationships in that the obligations of the both parties in social exchange are unspecified. The open-ended obligations strengthen bonds of indebtedness and trust which trigger one exchange party to become committed to the other (Blau, 1964). As a result, employees in social exchange relationships tend to form a high degree of trust, a high level of investment and obligation, and a long-term orientation relationship with their supervisors and organizations (Rupp & Cropanzano, 2002; Shore, Tetrick, Lynch, & Barksdale, 2006). In addition, employees who enjoy the goodwill and caring of an organization will feel obligated to reciprocate with positive behaviors toward the supervisors and organizations. Current social exchange studies have contributed to enhance our understanding about the effects of social exchange relationships on employee outcomes. However, they paid little attention to examining how social exchange relationships influence employees’ intentions or abilities to reciprocate with behaviors and attitudes that benefit the supervisors and organization. Supervisory and organizational social exchange can be maintained if the receiver who gets the benefits (e.g., employees) can provide some intangible socio-emotional resources to the giver (e.g., supervisors or organizations), if the receiver harms the giver, the social exchange relationship can be broken (Gouldner, 1960). In general, the receivers in social exchange relationship are willing to improve their ability to benefit the giver because they would not like to break the trust with the giver and feel obligation to benefit the giver. In this study, we examined how supervisory and organizational social exchange influenced the receivers (i.e., employees)' behavioral self-management (i.e., ability) and how employees’ behavioral self-management affected their work attitudes and behaviors. We collected the data from three organizations in Republic of Korea (i.e., one air manufacturing, one hotel, and one telecommunication company). In the survey, employees assessed supervisory and organizational social exchange, their behavioral self-management, job satisfaction and organizational commitment. Supervisors reported their subordinates’ job performance and organizational citizenship behavior. We distributed 500 employee-supervisor pair surveys. Of 351 surveys collected (i.e., response rate = 70.2 %), we deleted 34 ones due to errors and missing values. The reliabilities of all the measures are great. The average of supervisory and organizational social exchange was 4.43 and 4.53, respectively, which is not high on a 7-point Likert-type scale. As expected supervisory and organizational social exchange significantly correlated with employees’ behavioral self-management. To test the research hypotheses, we used structural equation modeling and tested the mediation effects using Sobel (1982)’s test. Results revealed the positive effects of supervisory and organizational social exchange on employee’s behavioral self-management. Employees’ behavioral self-management was also significantly associated with their job satisfaction, organizational commitment, organizational citizenship behavior, and job performance. In addition, supervisory and organizational social exchange influenced employee outcomes (i. e., job satisfaction, organizational commitment, organizational citizenship behavior, and job performance) indirectly through employees’ behavioral self-management.

피부 편평상피세포암과 기저세포암에서 p16INK4A 유전자의 이상 검색

김창덕 ( Chang Duk Kim ),김창욱 ( Chang Wook Kim ),서성일 ( Sung Il Suh ),김상표 ( Sang Pyo Kim ),이규석 ( Kyu Suk Lee ) 대한피부과학회 2004 대한피부과학회지 Vol.42 No.7

전략수립과정과 중소기업의 성과 사이의 관계

김상표 ( Sang Pyo Kim ),신진교 ( Jin Kyo Shin ) 한국중소기업학회 2006 中小企業硏究 Vol.28 No.1

사회적 교환, 수용자의 능력, 그리고 성과

김상표(Sang-Pyo Kim),전수욱(Su-Wook Jeon),김태열(Tae-Yeol Kim) 한국인사조직학회 2011 인사조직연구 Vol.19 No.1

이 논문은 조직에서 사회적 교환이 계속적으로 유지되기 위해서 수용자의 능력이 중요한 역할을 할 것으로 가정하고, 이를 증명하기 위해 연구하였다. 구체적으로, 사회적 교환이 수용자의 능력인 행동의 자주관리에 미치는 영향과 행동의 자주관리가 성과에 미치는 영향, 그리고 행동의 자주관리가 매개효과를 발생시키는지 연구한 것이다. 연구 자료는 경상북도와 경상남도에 위치한 기업을 대상으로 최고경영자의 양해를 구해 각 부서의 부서장이 부하와 직속상관에 대한 목록을 작성하여 수집했다. 총 배부된 설문지는 800부이고, 분석에 사용된 설문지는 610부이다. 구조방정식 모형을 사용하여 자료를 분석한 결과, 사회적 교환이 수용자의 능력인 행동의 자주관리에 정(+)의 영향을 주는 것으로 나타났다. 또한 행동의 자주관리가 조직의 성과변수인 직무만족, 조직몰입, 조직시민행동, 직무성과에 정(+)의 영향을 미치는 것으로 확인되었다. 사회적 교환은 대체로 조직의 성과에 직접적인 영향을 주지 않는 것으로 나타났으며, 행동의 자주관리를 매개로 하여 간접적으로 조직의 성과에 영향을 미치는 것으로 검증되었다. 이러한 연구결과를 바탕으로 연구의 시사점, 한계 및 추후연구 과제에 대해 논의하였다. Social exchange theory suggests that employees and their supervisors and organizations build social exchange relationships(i.e., supervisory and organizational social exchange, respectively) within which parties continuously exchange socio-emotional benefits such as recognition and esteem(Cropanzano and Mitchell, 2005; Rupp and Cropanzano, 2002). Social exchange relationships are different from pure economic exchange relationships in that the obligations of parties in social exchange are unspecified. An open-ended obligations strengthen bonds of indebtedness and trust which trigger one exchange party to become committed to the other(Blau, 1964). As a result, employees in social exchange relationships tend to form a high degree of trust, a high level of investment and obligation, and a long-term orientation relationship with their supervisors and organizations(Rupp and Cropanzano, 2002; Shore, Tetrick, Lynch, and Barksdale, 2006). In addition, employees who enjoy a goodwill and a caring of an organization will feel obligated to reciprocate with positive behaviors toward supervisors and organizations. Current social exchange studies have contributed to enhance our understanding about the effects of social exchange relationships on employee outcomes. However, they paid little attention to examining how social exchange relationships influence employees’ intentions or abilities to reciprocate with behaviors and attitudes that benefit supervisors and organizations. Supervisory and organizational social exchange can be maintained if the receiver, who gets the benefits(e.g., employees), can provide some intangible socio-emotional resources to the giver(e.g., supervisors or organizations). On the other hand, if the receiver harms the giver, the social exchange relationship can be broken(Gouldner, 1960). In general, receivers in social exchange relationship are willing to improve their ability to benefit the giver and maintain the trust. In this study, we examined how supervisory and organizational social exchange influence receiver’s(i.e., employees) behavioral self-management(i.e., ability) and how employees’ behavioral selfmanagement affect their work attitudes and behaviors. We collected the data from three organizations in Republic of Korea(i.e., one air manu-facturing, one hotel, and one telecommunication company). In the survey we provided, employees assessed supervisory and organizational social exchange, their behavioral self-management, job satisfaction and organizational commitment. Supervisors reported their subordinates’ job performance and organizational citizenship behavior. We distributed the survery to 500 employee-supervisor pair. Of 351 surveys collected(i.e., response rate = 70.2 %), we deleted 34 due to errors and missing values. All measures had high reliabilities. The average of supervisory and organizational social exchange was 4.43 and 4.53, respectively, which are not high based on a 7-point Likerttype scale. As expected, correlations between supervisory and organizational social exchange and employees’ behavioral self-management were statistically significant. To test the research hypotheses, we used structural equation modeling and tested the mediation effects using Sobel’s(1982) test. Results revealed positive effects of supervisory and organizational social exchange on employee’s behavioral self-management. Employee’s behavioral self-management was also significantly associated with their job satisfaction, organizational commitment, organizational citizenship behavior, and job performance. In addition, supervisory and organizational social exchange indirectly influenced employee outcomes(i. e., job satisfaction, organizational commitment, organizational citizenship behavior, and job performance) through employees’ behavioral selfmanagement. This study provides several theoretical and practical implications.

악성 체강삼출액의 세포학적 분석

김상표,배지연,박관규,권건영,이상숙,장은숙,김정숙,Kim, Sang-Pyo,Bae, Ji-Yeon,Park, Kwan-Kyu,Kwon, Kun-Young,Lee, Sang-Sook,Chang, Eun-Sook,Kim, Chung-Sook 대한세포병리학회 1995 대한세포병리학회지 Vol.6 No.2

Eighty cases of malignant effusion were cytologically studied to elucidate the incidence of primary tumor site and cytologic characteristics of each tumor types. Eighty fluid specimens were composed of 43 ascitic, 35 pleural, and 2 pericardial effusion and primary tumor site had been confirmed by histology. The frequent primary sites were stomach(22 cases, 28%), lung(21 cases, 26%), ovary(11 cases, 14%), liver(7 cases, 9%), and breast (4 cases, 5%). The principal malignant tumors were adenocarcinoma (56 cases, 70%), squamous cell carcinoma (7 cases, 9%), liver cell carcinoma (7 cases, 9%), small cell carcinoma (4 cases, 5%), and non-Hodgkin's lymphoma (4 cases, 5%). The distinctive cytologic findings according to primary tumor types were as follows; the gastric adenocarcinomas were mainly characterized by isolated cells and irregular clusters sometimes with signet ring cells. Papillary serous cystadenocarcinoma of ovary showed frequently papillary clusters and occasional psammoma bodies. Breast carcinoma of ductal type showed cell balls with smooth margins. Colonic adenocarcinoma showed rather irregular clusters or palisading pattern of cylindrical cells. Metastatic squamous cell carcinoma, liver cell carcinoma, small cell carcinoma, and non-Hodgkln's lymphoma showed also characteristic features. These findings Indicate that the cytological features observed in the great majority of malignant effusion are similar to those of primary tumor types, which are very helpful to indentify the primary tumor site.

원발성 중추신경계 림프종의 치료전략

김일만,이창영,손은익,김동원,임만빈,김상표,Kim, Il-Man,Lee, Chang Young,Son, Eun Ik,Kim, Dong Won,Yim, Man Bin,Kim, Sang Pyo 대한신경외과학회 2001 Journal of Korean neurosurgical society Vol.30 No.3

Objective : We have currently changed treatment strategies to methotrexate(MTX)-based preirradiation chemotherapy with subsequent planned radiation for the initial therapy of primary central nervous system lymphoma (PCNSL). The aim of this study was to evaluate the results of treating PCNSL with chemotherapy plus radiotherapy (CRT) or radiotherapy(RT) alone. Method and Material : This study involved 10 females and 3 males patients with a mean age of 54.2 years. All patients underwent surgery, open(8 cases) or stereotactic biopsy(5 cases) for histological diagnosis. Eleven tumors were diffuse large B-cell lymphomas. Tumor volume change in the follow-up images and survival time were evaluated in patients treated with CRT and RT alone. In the beginning, two patients received ProMACE-Cytabom chemotherapeutic regimen, but did not complete the course and died of progressive tumor 8 and 9 months after diagnosis, respectively. One patient died at 6 months before chemotherapy. These three were excluded from the survival analysis. Five patients(RT group) completed full courses of cranial irradiation with or without boost. For the current combined modality treatment, high-dose MTXbased chemotherapy(systemic and intrathecal MTX, IV vincristine, and oral procarbazine) followed by whole brain irrdiation to 45Gy to tumor was introduced in 5 patients of CRT group. Result : A complete response was achieved in three of five who received RT only and in all of five who received CRT. All patients in CRT groups are in disease free status at a mean 23 months following therapy. The RT group patients refused any additional salvage therapy at tumor relapse and survived at mean 20 months from diagnosis. The Karnofsky performance status improved in eight of ten patients with treatment. The treatment toxicity included leukoencephalopathy in RT group and severe leukopenia, transient hepatitis, avascular necrosis of femoral head, hearing loss, and amenorrhea in CRT group, respectively. Conclusion : The combined modality therapy of MTX-based chemotherapy plus radiotherapy for PCNSL may enhance tumor response and improve patient survival. The patients who received CRT should be carefully followed up because of the higher risk of treatment-induced late neurotoxicity.