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Tyrosinase Inhibitory Xanthones from Cudrania tricuspidata
오상석,서은진,김회영,류영배,이진환,갈상완,박기훈,Oh, Sang-Seok,Seo, Eun-Jin,Kim, Hoi-Young,Ryu, Young-Bae,Lee, Jin-Hwan,Gal, Sang-Wan,Park, Ki-Hun Korean Society of Life Science 2007 생명과학회지 Vol.17 No.4
꾸지뽕나무(Cudrania tricuspidata(Carr.) Bureau) 뿌리껍질에서 3종의 xanthones 화합물을 분리하였으며, 분광학적인 자료를 바탕으로 cudraxanthone L (1), cudraxanthone D (2), 그리고 cudraxanthone M (3)으로 구조동정되었다. 분리된 화합물을 L-tyrosine이 기질로 작용할 때 tyrosinase 저해 활성을 측정한 결과 cudraxanthone M (3)의 $IC_{50}$ 값이 $16.5{\mu}M$로 가장 높은 저해 효능을 보였으며, kinetic type은 uncompetitive inhibition로 저해 상수($K_i$)는 $1.6{\mu}M$로 측정되었다. 또한 이 화합물은 $20{\mu}M$의 농도에서 lag time이 310초로 측정 되어 대조화합물인 kojic acid와 유사한 저해능을 나타내었다. The methanolic roots bark extract of Cudrania tricuspidata (Carr.) Bureau was chromatographed, which yielded three xanthones 1-3 by tyrosinase inhibitory activity-guided fractionation. The structures were fully characterized by analysis of physical and spectral data. Among them, furano prenylxanthone 3, never reported as tyrosinase inhibitor, showed potent activity with $IC_{50}$ value of $16.5{\mu}M$, and appeared to inhibit the polyphenol oxidase activity of tyrosinase in an uncompetitive inhibitor($K_i=1.6{\mu}m$) when L-tyrosine was used as a substrate. Moreover, potent inhibitor furano prenylxanthone 3 had an extended lag time of 310 sec at $20{\mu}M$, while lag time of kojic acid as positive control was prolonged with 350 sec at the same concentration.
조직분위기, 임파워먼트, 조직지원인식이 조직몰입에 미치는 영향에 관한 연구
오상석(Oh, Sang-Suk),김경봉(Kim, kyeoung-Bong),이용창(Lee Yong-Chang) 동아대학교 경영문제연구소 2011 經營論叢 Vol.32 No.-
Amid rapid environmental changes in the 21st century, businesses should develop and implement positive strategies towards their sustainable growth and development. To make an organization wholly changed requires changes in its individual members’ ways of thinking and behaving. Such changes on part of organizational members depend on their organization’s roles in relation to internal climate, empowerment and supports to organizational members. Here, the researcher surveyed workers from businesses located in Gyeongsang province to determine the effects of those workers’ perceptions of organizational climate and empowerment and organizational supports to organizational commitment and then tried to find how to improve such perceptions towards higher organizational commitment. Results of the survey indicate that organizational members’ perceptions of internal climate and empowerment and organizational supports to them have significant effects on their organizational commitment. Thus, orienting changes with new ideas and difficult challenges, allowing investments in re-education for career development and helping maintain friendly relations among organizational members should be integrated into the aspects of organizational climate. This would contribute to promoting organizational members’ positive attitudes. The job placement of organizational members needs to be made in accordance with their attitude, test results. This would help them perform tasks better with their own sense of purpose.
신입직원 이직의 전염효과가 조직성과에 미치는 영향 : HR기능의 전략적 지향성의 조절효과
오상석(Sangsuk Oh),이지운(Jiwoon Lee),박오원(Owwon Park) 한국인사관리학회 2021 조직과 인사관리연구 Vol.45 No.3
신입직원 이직과 관련된 선행연구에서는 신입직원 이직의 선행요인에 연구의 초점을 두고 연구를 진행하여 왔다. 그러나 신입직원 이직은 조직 내 기존 직원들에게 부정적인 영향을 미치고 궁극적으로 조직성과에도 부정적으로 작용할 수 있다. 따라서 신입직원 이직이 조직수준 이직을 촉진하는지 그리고 그러한 부정적인 효과가 조직성과의 하락으로 이어지는 지에 대한 연구는 중요한 의미를 가진다. 이에 본 연구는 이직전염이론을 기반으로 신입직원 이직이 전체 조직수준의 이직으로 전염되고 이를 통해 조직성과에 부정적인 영향을 가져옴을 실증 분석하고자 한다. 또한 신입직원 이직과 조직수준 이직간의 관계를 완화시키는 HR기능의 전략적 지향성의 조절효과를 살펴보고자 한다. 인적자본기업패널의 331개 기업을 표본으로 하여 실증 분석한 결과 신입직원 이직은 조직 수준 이직으로 전염이 되며 더 나아가 기업성과에도 부정적인 영향을 미치는 것으로 나타났다. 그리고 HR기능의 전략적 지향성 수준이 높은 경우 낮은 경우 보다 신입직원 이직이 조직 수준 이직으로 전염이 되는 효과가 완화되는 것으로 나타났다. Previous studies related to newcomer turnover focus on the antecedents of new employee turnover. However, newcomer turnover can send a negative signal to other employees in the organization and ultimately decrease organizational performance. Therefore, studying whether newcomer turnover promotes turnover behavior at the organizational level and whether such negative effects lead to a decline in organizational performance is significantly important. Based on turnover contagion theory, this study aims to empirically analyze that newcomer turnover is spread to the overall organization-level turnover and negatively affects firm performance. In addition, this study examines the moderating effect of the strategic orientation of the HR function to alleviate the relationship between newcomer turnover and organizational-level turnover. As a result of the empirical analysis using 331 companies in the Human Capital Corporate Panel, empirical results showed that newcomer turnover leads to the overall organizational-level turnover and further negatively affects firm performance. In addition, when the level of the strategic orientation of the HR function is high rather than low, the positive relationship between newcomer turnover and overall organizational-level turnover is mitigated.
기계부품 제조 공정의 데이터기반 4M 최적화를 위한 FOM방법론 적용
오상석(Sang Suk Oh),양해성(Hae Sung Yang),배병성(Byung Seong Bae),김수영(Su Young Kim) 한국생산제조학회 2021 한국생산제조학회지 Vol.30 No.6
To meet the requirements for smart production systems to secure stable production processes that can accommodate increasing complexity, shorter product life cycles, product diversification, improve quality and productivity, and secure a competitive advantage in a rapidly changing manufacturing environment, 4M optimization is required for productivity. Accordingly, as an example, data from a cold forging process was analyzed and increased production efficiency was predicted through simulations using FOM, which was then verified and proposed as a solution for 4M optimization. Thus, many factories can achieve optimization of 4M-based smart manufacturing sites and create a foundation for smart factory operations and productivity improvements through loss factor analysis and production forecasting.