선천성 승모판협착증 치험 2례

성상현,노준량,Seong, Sang-Hyeon,No, Jun-Ryang 대한흉부심장혈관외과학회 1983 Journal of Chest Surgery (J Chest Surg) Vol.16 No.1

Congenital mitral stenosis is a rare cardiac lesion which frequently associated with other congenital anomalies of the heart and great vessels. There are many difficulties in its preoperative diagnosis and choice of adequate treatment. We present two cases of congenital mitral stenosis who have had operated in this hospital at March 1981 and January 1983. One was 13 years old female with isolated, type III mitral stenosis who had mitral valve replacement with Ionescu-Shiley bioprosthetic valve, the other was 2 years and 3 months old female with supramitral ring associated with VSD and PDA who had operation of resection of supramitral ring and repair of associated lesions. Postoperative course of both cases is excellent except one episode of sudden supraventricular tachyar-rhythmia on latter case and it was controlled by medical treatment.

경제위기와 남북 기업 활동의 협력 방안

성상현,이종건,Sung, Sang-Hyeon,Lee, Jong-Keon 한국벤처창업학회 2012 벤처창업연구 Vol.7 No.2

남북간 정치 군사적 갈등과 충돌로 인해 취해진 2008년 12.1조치와 2010년 5.24조치로 남북경협의 핵심 사업 중 남북한 철도 도로 연결과 금강산 관광사업이 중단되었고 개성공단 사업 역시 앞날이 불투명하다. 이 글에서는 남북관계 경색의 경제적 피해와 협력사업의 현황, 남북 현안 관련 국민의식을 살펴보고 향후 남북 기업 간 경제협력 방안에 대해 제시한다. 한반도의 경제외적 불안요인 최소화, 남북간 상생의 경제협력 추진, 남북경협에 선행되어야 할 완벽한 여건보장의 중요성, 국민적 합의에 기초한 남북관계 개선, 끝으로 남북 경제협력에서 미래지향적인 기업가적 관점에서의 신사업기회 모색의 필요성에 대해 논의하였다. The political conflicts and military collisions between the South-North Korea resulted in actions taken at 1 of Dec. in 2008 and 24 May in 2010. Those actions stopped the major economic cooperations such as the relink of a railroad line across the divided peninsula as well as Mt. Geumgang tourist trade, and cast shade on the Gaesung Industrial Complex. This article articulates the current situation of the economic damages, status quo of cooperation and the South Koreans' changed way of thinking about issues between the South and North which provoked by the conflicts. We emphasized the necessities of minimizing unstable non-economic factors on the Peninsula; continuing win-win economic cooperation between the South-and North corporations; guaranteeing safe business conditions; improving the relationship based on the national consensus. Also we suggested ideas on how to manage the economic cooperation and how to explore new business opportunities in the future based on entrepreneurial leadership.

현장연구조사 - 오리도체 처리유형별 저장기간에 따른 품질변화 연구

성상현,오석환,이재청,조철훈,Seong, Sang-Hyeon,O, Seok-Hwan,Lee, Jae-Cheong,Jo, Cheol-Hun 축산물품질평가원 2013 KAPE누리 Vol.197 No.-

내부 기고·컨설팅 1 - 장기냉동한 저장육과 신선육으로 제조된 훈제오리육 제품의 저장기간별 품질변화 연구

성상현,Seong, Sang-Hyeon 축산물품질평가원 2015 KAPE누리 Vol.231 No.-

대동맥판막 재이식술 -1예 보고-

성상현,성숙환,이영균,Seong, Sang-Hyeon,Seong, Suk-Hwan,Lee, Yeong-Gyun 대한흉부심장혈관외과학회 1982 Journal of Chest Surgery (J Chest Surg) Vol.15 No.2

We have experienced one case of Redo AVR which was performed 13 months after initial operation. The patient had received AVR [Bjork-Shiley disc valve] and MVR [Ionescu-Shiley tissue valve] because of ASI and MSI at March, 1981. During follow up through the OPD, he complained exertional dyspnea and progressive jaundice with hemolytic anemia was also noticed since 1 month prior to readmission. Cardiac catheterization and angiography revealed periaortic valvular leakage due to partial detachment of previously replaced prosthetic aortic valve. Re-replacement of prosthetic aortic valve with Ionescu-Shiley valve was performed and the patient was discharged at 17th POD without any complications.

다양성관리가 조직인력구성과 재무성과에 미치는 영향

성상현(Sung, Sang-Hyeon),김대룡(Kim, Dae-Lyong) 한국산학기술학회 2011 한국산학기술학회논문지 Vol.12 No.1

단일민족으로 오랫동안 지내왔던 한국사회의 구성원들이 급속하게 다양화되면서 앞으로 한국 조직 내 인적 자원관리에서 다양성이 차지하는 비중은 늘어날 것이다. 본 연구에서는 한국노동연구원 사업체패널자료를 활용하여 다양성 친화적인 인적자원관리가 조직의 인력구성에 미치는 영향을 분석하였다. 실증분석에 따른 주요결과들로는 여 성인력에 대한 훈련비중이 높으면 여성인력 구성비율이 증가되며, 임금에서 이익분배와 집단성과급제도가 차지하는 비중이 높은 기업은 장애인 비율이 높고, 다수의 모집제도를 활용하는 기업에서는 외국인 근로자 비율이 증가하는 것으로 나타났다. 하지만 인력다양성 확대를 억제할 가능성이 있는 인적자원관리제도(핵심인력관리제, 연봉제, 인사 고과제)에 비하여 다양성 친화형 인적자원관리제도는 기업의 재무성과에 유의한 영향을 미치지 못하는 것으로 나타 났다. 따라서 기업은 처해진 경영상황과 조직문화에 따라 인력구조의 다양성과 경쟁력을 효과적으로 관리하는 인적 자원관리제도를 구상하여야 할 것이다. 본 연구는 다양성 친화형 인적자원관리제도를 형성하는데 있어서 경영성과에 근거하여 주요 세부제도들이 어떻게 효과적으로 형성되어야 할 것인지에 대한 시사점을 주는데 의의가 있다. Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly-based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.

다양성이 프로젝트 팀의 성과에 미치는 영향

성상현(Sang-Hyeon Sung),이종건(Jong-Keon Lee),박헌준(Hun-Joon Park) 한국인사조직학회 2007 인사조직연구 Vol.15 No.2

  본 연구는 62개의 프로젝트 팀을 대상으로 팀의 다양성이 팀성과에 미치는 영향에 대하여 실증분석을 하였다. 분석결과, 연령 다양성은 팀성과에 대하여 부정적 영향을 미치는 반면, 주기능 다양성과 리더의 개인내 기능적 다양성은 팀성과에 대하여 긍정적 영향을 미치는 것으로 밝혀졌다. 다음으로, 다양성 변수들의 상호작용이 팀성과에 대하여 유의적인 영향을 미치는 것으로 나타났다. 근속기간 다양성과 팀의 개인내 기능적 다양성의 상호작용은 팀성과에 대하여 긍정적 영향을 미치며, 교육배경 다양성과 리더의 개인내 기능적 다양성의 상호작용도 팀성과에 대하여 긍정적 영향을 미치는 것으로 나타났다. 마지막으로, 연구결과에 대한 이론적ㆍ실무적 시사점에 대하여 논의하였다.   We explored the direct and interactive effects of diversity variables on project team performance. Six variables were used to measure team diversity: age, tenure (service year), dominant function, intrapersonal functions among team members, team leader’s intrapersonal functions, and educational background.<BR>  Our hypotheses are as follows. Age diversity of team members will be negatively related to team performance (Hypothesis 1). Tenure diversity will be positively related to team performance (Hypothesis 2). Dominant function diversity will be positively related to team performance (Hypothesis 3). Intrapersonal functional diversity of team members will be positively related to team performance (Hypothesis 4). Intrapersonal functional diversity of team leader will be positively related to team performance (Hypothesis 5). Educational background diversity will be negatively related to team performance (Hypothesis 6). Along with testing these hypotheses, we further analyzed the effects of interaction among diversity variables.<BR>  Data were collected from 62 field project teams that operated for four years consecutively in a think tank affiliated to a large Korean company. Specifically, diversity and performance data were collected from the personnel records and documents of the company. The team performance data were collected from the actual results of performance ratings systematically done through the evaluation processes of the company. This study controls several variables that might affect the hypothesized relationships, including team type (consulting or research), team size (the number of team members), and the length of operation of the team.<BR>  Results indicate that age diversity is negatively associated with team performance, while we could not find any significant association between tenure diversity and team performance. Interaction among some diversity variables also have positive effects on team performance. More specifically, interaction between tenure and intrapersonal functional diversity is positively associated with team performance. Interaction between educational background diversity and leader"s intrapersonal functional diversity is also positively associated with team performance.<BR>  Our results have several implications for both researchers and practitioners. First, the project team has horizontal organization structure and thus team members should cooperate with each other based on the expertise to achieve the common goals of the team. This means that age diversity could bring about negative effects on team performance. In the social, cultural context respecting seniority like in Korea, it is commonly accepted for seniors to expect to be respected only because of their own seniority regardless of their own capability. The social identity and similarity-attraction theory supports the result. Age difference often functions as a crucial social category in Korean culture and can have a negative impact on organizational cohesiveness, integration and communication, often resulting in lowering team performance.<BR>  Second, the amount and variety of the task-related ability, information, and skill could depend on the length and variance of the service year of the team members. These variances can help generate new perspectives and enhance performance in doing the task of project team which requires high level of creativity. Even with this assumption, we could not find significant influence of tenure diversity in the Korean context. The tenure might be recognized like age difference in the organization, but the negative effect can be diluted due to the task-relatedness of tenure, so the trade-off makes no significant effect on the performance.<BR>  Third, dominant function diversity of a team and leader’s intrapersonal functional diversity are associated with positive team performance. The dominant function diversity

정년연장 시대의 저성과자 관리

성상현(Sung, Sang-Hyeon),박희준(Park, Hee-Joon),안종태(Ahn, Jong-Tae) 대한경영학회 2013 大韓經營學會誌 Vol.26 No.12

여성과학기술인의 일‧가정 양립과 리더의 역할

성상현(Sang Hyeon Sung),윤동열(Dong-Yeol Yoon),김명희(Myung Hui Kim),김희경(Hee Kyung Kim),민대숙(Dai Sook Min),켈리아시하라(Kelly Ashihara),최아란(Ah Ran Choi) 대한리더십학회 2014 리더십연구 Vol.5 No.4

과학기술분야 업무는 빠른 변화 속도와 높은 혁신 빈도 및 난이도로 인해 업무강도가 강하고 장시간 근무와 높은 스트레스를 겪는 직무 특성을 가지며 퇴직률도 높은 것으로 알려져 있다. 여성과학기술인은 다른 직업군의 여성들과 마찬가지로 일․가정 갈등이 나 육아 등을 이유로 경력단절을 경험하는 보편성을 갖는 동시에, 한번 경력을 단절하면 복귀가 어렵다는 특수성(L자형 경력곡선)을 갖고 있어 인적자본 투자의 손실 또한 큰 분 야이다. 이러한 중요성을 갖는 여성과학기술인의 일 가정 양립에 있어 진성 리더십의 역할을 실증분석한 결과 비교적 위계적인 사회질서, 상사에 대한 존중 문화를 가진 한국 기업과 조직의 입장에서 리더의 역할이 중요하다. 단기업적에 의해 자신의 성과가 평가 되고 직업적 성패가 갈리는 입장에서는 장기적 관점의 관리가 필요한 일‧가정 양립은 일상 경영활동에서 쉽게 실행하기 어렵다. 따라서 최고경영자나 오너 등 최상위 리더가 먼 저 문제점을 인지하고 개선의 필요성에 공감해야 할 것이며 직속상사가 진정성 있는 리더십을 발휘해야 한다. General labor market inflexibility, lack of company policies and industry specific characteristics further limit mid-career reentry, resulting in an L-shaped career curve. Women who later choose to reenter the workforce often return to positions outside of science, engineering and technology (SET) industries at lower wages. Reconciliation of work and family life requires leadership and commitment from CEOs and company owners. Such findings were also supported in field research and interviews with HR managers and women scientists. Currently, the hierarchical structure of company and society cultivates organizational cultures based on respect with performance tied to an individual employees relationship with their supervisor. Emphasis on short-term performance positions work-life balance in a conflict with company goals. Fundamental change is required at the CEO and company leader level to institute a culture that reconciles Korean style working culture with work-life balance priorities. Reward systems and corporate values need to prioritize and value the importance of communication between levels for individual employee satisfaction.

심장조직판막치환: 7 년간의 술후 장기성

이상호,성상현,서경필,Lee, Sang-Ho,Seong, Sang-Hyeon,Seo, Gyeong-Pil 대한흉부심장혈관외과학회 1983 Journal of Chest Surgery (J Chest Surg) Vol.16 No.4

Six hundred fourteen consecutive cases of bioprosthetic cardiac valve replacement performed during the period from March 1976 through December 1982 were reviewed. A total of 748 tissue valves [534 Ionescu-Shiley valves, 144 Hancock valves, 46 Angell-Shiley, and 24 Carpentier-Edwards] were implanted in 610 patients. Of these, 477 had single valve replacements [403 mitral, 60 aortic, and 14 tricuspid] including three REDO MVR and one REDO AVR. The remaining 129 had double valve replacements [95 AVR and MVR and 34 MVR and TVR] and 8 had triple valve replacement.592 cases were evaluated. Overall early mortality rate [within 30 days of operation] was 7.1% [6.2% in single valve replacement, 10.2% in double valve replacement, and 16.7% in triple valve replacement]. Leading causes of mortality were low cardiac output or myocardial failure and ventricular arrhythmias. The follow-up period was from one month to 7 years with a cumulative follow-up of 906.6 patient-years [mean 1.53 years]. The late mortality was 1.6%, 3.9%, 0%, 2.6%, 6.6% and 2.0% per patient-year for MVR, AVR, TVR or triple valve replacement, AVR+MVR, MVR+TVR and total, respectively. Actuarial analysis of late results including early mortalities indicates an expected survival rate of 87.6+1.8% at 3 years and 85.92.4% at 7 years for all cases. We also analyzed actuarial survival rate between groups of each valve replacement [AVR, TVR, Double valve, and Triple valve] and the tissue valve groups in MVR. We experienced 7 cases [0.77% per patient-year] of confirmed endocarditis, two of which were fatal. Valve failure-free rates calculated according to the confirmed cases were 97.5% at 4 years, 87.5% at 7 years, and 88.3% at 6 years for Ionescu-Shiley, Hancock and Angell-Shiley valves, respectively. The occurrence rate of thromboembolism was 2.0% per patient-year in total cases, although almost all the patients were given anticoagulant therapy for one year. The occurring rate in MVR was 1.5% and 2.7% per patient-year for Ionescu-Shiley and Hancock valve groups, respectively. The difference in actuarial rate free from thromboemboli between Ionescu-Shiley and Hancock groups was statistically significant [P value less than 0.001]. Thromboembolic events beyond the period of anticoagulation therapy mainly occurred in patients with atrial fibrillation. The actuarial thromboemboli free survival was 95.71.4% at 3 years and 80.17.3% at 7 years. The incidence of hemorrhagic complications was 1.2% per patient-year [fatality 0.55% per patient-year] for anticoagulated patients. Although our clinical data favorably compares with results from other reports, our results suggest that anticoagulant therapy be given on a short-term basis or not at all to hemodynamically stable patients. Long-term therapy with antiplatelet drugs is probably inevitable with patients who have thromboembolic risk factors [such as atrial fibrillation].