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김태규(Tai Gyu Kim),이주환(Joo Hwan Lee) 한국IT서비스학회 2009 한국IT서비스학회지 Vol.8 No.4
Content services for silver users on the ubiquitous technologies are getting attention as a new business model, monitoring users in real-time on the real-world and/or cyber-world. A lot of business and service model have been developed to apply silver or elder user. This study explained a state-of-the-art silver IT service to innovative services for users, ranging from home and finance to support for healthcare and living. Due to the variation of subtle terminologies, this study was conducted to restructure an adaptive terminology including some definitions. Current silver IT service model has been evaluated from the technical, functional, and business analyst, and its suitability has also been expressed in a proposed model and service. The purpose of this study was to propose a systematic approach of new IT service business model for silver users. A proposed model was described to explain the feasibility of the silver IT industry.
김태규 ( Tai Gyu Kim ),고예운 ( Yewoon Kauh ) 한국협상학회 2020 협상연구 Vol.23 No.2
The majority of actual negotiation settings are inevitably characterized by power asymmetry between two negotiators. This study questions the taken-for-granted assumption that since power is determined objectively, the powerless is always at a disadvantage to the powerful. Does the low-power negotiator always lose negotiation? We contend that these negotiators can use power tactics to deceive the powerholder’s perceived true power between parties. Because power is emergent through interactive dynamics, we suggest that this power manipulation will benefit the low-power negotiator. Thus, this study examines the following statements: 1) Faking dominance by exhibiting dominant behaviors help the low-power negotiator increase individual gain, 2) This positive relationship between faking dominance and individual outcome of the low-power negotiator is mediated by the change in perception of power sensed by the high-power negotiator. 3) However, this correlation weakens when the receiver of dominance tactics is internally oriented, rather than externally oriented on a continuum of locus of control.
한국인 건선 환자에서의 IL-1B (-511, +3954)와 IL-1RN 유전자의 다양성 조사
김양겸,표철우,김태윤,김태규,Kim, Yang-Kyum,Pyo, Chul-Woo,Kim, Tae-Yoon,Kim, Tai-Gyu 대한면역학회 2003 Immune Network Vol.3 No.3
Background: Psoriasis is an inflammatory skin disorder that is characterized by a marked proliferation of keratinocytes, vascular dilation and leukocyte infiltration. Cytokines play important roles in the pathogenesis of inflammatory disorders. An overexpression of proinflammatory cytokines was characterized in psoriasis plaque. Among these cytokines, IL-$1{\beta}$ is major pro-inflammatory cytokine synthesized during the infection and inflammatory process. The IL-1 receptor antagonist (IL-1Ra) competes for the same IL-1 receptor for $IL-1{\alpha}$ and $-1{\beta}$, which prevents activation of the target cells. Three single nucleotide polymorphisms (SNPs) in the IL-$1{\beta}$ gene have been reported at position -31, -511 and +3954. Within the IL-1Ra gene (IL-1RN), there is a variable number of tandem repeats (VNTR) of an 86 bp length in intron 2. These polymorphisms related to cytokine production and associated with various diseases. Methods: We investigated the polymorphisms of IL-1B (promoter -511 and +3954) and IL-1RN on 114 psoriasis patients and 311 healthy normal controls in Korean. We performed PCR-RFLP on single nucleotide polymorphisms (SNPs) of IL-1B (promoter -511 and +3954) and fragment analysis on IL-1RN 86 bp VNTR polymorphism. Results: The frequency of IL-1B $-511^*1$ allele (patients vs. controls; 50.0% vs. 42.3%, RR=1.4) was significantly increased and IL-1B $-511^*2$ allele (patients vs. controls; 50.0% vs. 57.7%, RR=0.7) decreased in psoriasis patients compared to normal controls. We also analyzed the IL-1B -511 polymorphism according to patients' characters (age of onset, sex and family history). The IL-1B -511 alleles were significantly associated in patients with male and family history than health normal controls. There were no significant associations of IL-1B +3954 and IL-1RN polymorphisms with psoriasis patients. Conclusion: These results suggest that the polymorphism of IL-1B -511 could be genetic susceptibility to psoriasis in Koreans.
외국인 전문 인력과 조직 혁신성과간의 관계 및 다양성 친화형 인적자원관리의 조절역할에 대한 연구
이진규 ( Jin Kyu Lee ),김태규 ( Tai Gyu Kim ),김학수 ( Hack Soo Kim ),이준호 ( Jun Ho Lee ) 한국지식경영학회 2013 지식경영연구 Vol.14 No.2
In an ever-tougher competitive environment caused by globalization, domestic companies are increasingly adopting business strategies aimed at continuously securing competitive advantage by taking advantage of globally-competitive foreign professionals. Despite a persistent rise of such trend, domestic researches regard migrant workers as the socially underprivileged, and delve into the issue of migrant workers from the policy, welfare, and ethical perspectives. With a growing need to deal with migrant professionals from the strategic viewpoint ? to acquire professional talent in an era of global competition, it becomes essential to verify the real effectiveness of migrant professionals. Yet, there has been relatively little discussion of it. This study assumes that based on th137e integration-learning perspective on diversity, the greater the number of foreign professionals, the greater the effect on organizational innovative performance. Also could be effective in managing diversity is diversity-friendly HRM which involves eliminating discrimination against migrant professional workers and treating them fairly. Based on the data collected from 72 domestic companies, this study conducted an empirical analysis of the impact of the percentage of foreign professionals in the total workforce on organizational innovative performance and of the moderating role of diversity-friendly HRM. The results show that the proportion of foreign professionals in the entire workforce has had no significant impact on organizational innovative performance, and that the proportion of foreign professionals in the total workforce and diversity-friendly HRM have had a interaction effect on organizational innovative performance. Based on these research results, the study attempted to interpret the significance of the proportion that migrant professionals make up of the total workforce and of diversity-friendly HRM in relation to organizational innovative performance, and their implications for diversity management.