통풍성 관절염의 임상적 고찰

윤채중,정승문,김영학,김동규,허광식,김태원,배학연,정종훈,이승일,김평남 朝鮮大學校 附設 醫學硏究所 1997 The Medical Journal of Chosun University Vol.22 No.2

통풍은 Purine 대사의 이상으로 발생하는 질환으로, 고뇨산혈증인 사람의 전부가 통풍으로 발현되지 않고 증상의 출현 양상이 다양하여 진단과 치료에 주의가 필요하며, 조기에 적절한 조치를 한다면 충분히 조절이 가능한 질환이다. 본대학 내과학교실에서는 통풍으로 치료한 32명의 환자에서 임상양상, 병력과 검사소견을 분석하여 다음과 같음 결과를 얻었다. 1. 32명 모두 남자이며, 최초 발병 시기는 24세에서 72세로 평균 43.8±11.9세이었으며, 30대에서 40대까지가 19명(59.4%)으로 대부분을 차지하였다. 내원 당시 나이는 27세에서 75세까지로 평균 52.3±10.4세였으며, 내원시 까지 평균 유병기간은 8.5±6.8년으로 나타났다. 2. 동반 질환으로는 고지혈증 12례, 신장질환 10례, 고혈압 12례, 비만 8례, 당뇨 2례 등이었다. 3. 이환된 관절은 단관절 침범이 19례(59.4%), 다관절 침범이 13례 이었으며, 최초 이한된 관절은 족무지 중족골지골 관절로 19례(59.4%)로 가장 많았고, 통풍 결절은 20례(62.5%)에서 관찰되었으며, 유병기간이 10년 이상된 12례중 11례 (91.7%)에서 결절이 관찰되었다. 4. 평균 혈중 요산치는 9.17±1.75 ㎎/dl이었으며, 8.0 ㎎/dl에서 9.9 ㎎/dl 사이가 19명으로 전체의 59.4%를 차지하였다. Objective: The gout is a heterogeneous group of diseases resulting from tissue deposition of monosodium urate or uric acid crystals from extracellular fluids supersaturated with respect to this end product of human purine metabolism. The clinical manifestations are such as hyperuricemia, gouty arthritis, gouty nephropathy, uric acid nephrolithiasis. We analyze of clinical manifestations and associated factors in gout. Method: We have reviewed the medical records, radiologic findings and clinical results of thirty-two patients admitted at our department from April 1996 to July 1997. Result: 1) All patients were male. The mean age at initial attack was 43.8 years old, ranging from 24 to 72 years old. 2) The mean level of serum uric acid was 9.17mg/dl on admission. 3) The first metatarsopharyngeal joint was involved in 19 cases (59.4%). Tophus was observed in 20 cases (62.5%). 4) Hyperuricemia was associated with hypertension, obesity, nephrolithiasis and hyperlipidemia.

성인 IgA 신병증의 임상적 고찰

김영학,권용은,허경무,윤채중,김종인,김건영,배학연,정종훈 조선의대 1998 The Medical Journal of Chosun University Vol.23 No.1

대전·충남지역 고등학교 1학년생의 풍진 항체보유율과 백신접종 후의 항체형성률

오성균,김수영,여경오,김윤태,최명한,이석구,조영채,이동배,이태용 충남대학교 의과대학 지역사회의학연구소 1998 충남의대잡지 Vol.25 No.2

For the purpose of investigating the positive rate of rubella antibody and sero-conversion rate after rubella vaccination, 863 high school students of the two regions were studied from April 21st, 1996 to September 20th, 1996. The main results were as follows; 1. Positive rate of IgG in male was higher than in female, and the rate of IgM was also higher in male than in female. 2. Positive rate of IgG by blood type was similar, but positive rate of IgM was higher in AB type than the others. 3. Positive rate of IgG by vaccination was similar to all groups, but positive rate of IgM was higher in which was not vaccinated group. 4. Positive rate of IgG and IgM, having vaccination card, was less than which was not having vaccination card. 5. Those who were vaccinated acquired IgG(+) regardless of an existence of IgG antibody, and 28.3% of IgG(-), IgM(+) male who was not vaccinated became IgM(+), IgG(+) after 3months later. As a result positive rate of male was higher than female. The author conclude that vaccination is necessary to prevent from rubella for them.

Cold Flow Simulation of SF₆ Puffer Circuit Breaker

Chae-Yoon Bae,Hyun-Kyo Jung,Sang-In Shin,Oh-Hyun Rho 대한전기학회 2001 KIEE International Transactions on Electrical Mach Vol.11B No.4

The Differential Effects of Transformational Leadership and Organizational Justice on Work Engagement

Chae-Yoon Bae(배채윤),Je-Goo Shin(신제구) 한국콘텐츠학회 2017 한국콘텐츠학회논문지 Vol.17 No.1

본 연구는 변혁적 리더십과 조직 공정성이 심리적 계약위반 및 직무열의에 미치는 차별적 영향을 규명하여 실무적 시사점을 제시하는데 목적이 있다. 본 연구는 직무와 조직에 공헌한 투입과 거기에서 얻은 산출의 관계를 인식하는 형평성이론, 구성원과 조직사이의 교환관계를 설명하는 사회교환이론 및 직무요구와 직무자원을 함께 보는 직무요구-자원모형을 배경으로 하였다. 제조업, 유통업, 금융업등 다양한 업종의 18개 기업의 277명을 대상으로 실증 연구를 진행하였고, 동일방법편의(common method bias) 문제점을 제거하기 위하여, 종속변수는 동료평가를 활용하여 측정하였다. 연구결과, 변혁적 리더십과 조직 공정성은 모두 구성원들의 직무 열의에 유의적인 정(+)의 영향을 미쳤고 심리적 계약위반에는 유의적인 부(-)의 영향을 미쳤다. 또한, 심리적 계약 위반은 변혁적 리더십 및 조직 공정성과 직무열의와의 관계에서 각각 부분매개역할을 하였다. 본 연구의 함의는 조직공정성이 직무열의와 심리적 계약위반에 대하여 변혁적 리더십보다 강한 영향력을 보이므로, 조직은 리더교육은 물론 공정성 확보가 필요하다는 것이다. The purpose of this study is to identify the differential effects of transformational leadership and organizational justice on psychological contract breach and work engagement, and to suggest practical implications. To this purpose, this study theoretically references equity theory which recognizes the relationship between organizational input and output, social exchange theory which explains the exchange relationship between members and organization, and job demand-resource (JD-R) model that combines job demands and job resources. A empirical study was conducted on 277 employees at 18 companies of diverse industries including manufacturing, distribution, and finance, and to eliminate the common method bias problem, the dependent variable was measured using peer evaluation. The results of this study showed that: 1) both transformational leadership and organizational justice had a significant positive effect on work engagement and significant negative effect on psychological contract breach; and 2) psychological contract breach played a partial mediating role in the relationship between transformational leadership and work engagement as well as between organizational justice and work engagement. Therefore, this study suggests that, as organizational justice has stronger influence on work engagement and psychological contract breach than transformational leadership, organizations should not only train its leaders but also guarantee fairness.

A Study on the Relationship Between Transformational Leadership and Job Crafting: Focusing on the Mediating Effect of Organizational Identification and the Moderating Effect of Organizational Justice

( Chae-yoon Bae ),( Je-goo Shin ) 한국생산성학회 2016 生産性論集 Vol.30 No.4

This study investigates the mechanism through which transformational leadership affects the job crafting behavior of employees from the perspective of organizational identification (personal and social identification) by analyzing the relationships among transformational leadership, organizational identification, and employee`s job crafting. It also examines if organizational justice (procedural and interactional justice excluding distributive justice) acts as a moderator for transformational leadership. For analysis, a survey was conducted on 360 employees of diverse business areas to gain 277 valid responses. To improve the objectivity of the survey, job crafting, the dependent variable, was surveyed by coworkers of the respondents. Statistical analysis was performed using SPSS/WIN 22.0 and AMOS 22.0 statistics packages. The results showed that, first, there is a positive relationship between transformational leadership and organizational identification; second, that transformational leadership had a positive effect on job crafting; third, that organizational identification was a partial mediator when transformational leadership affected the job crafting behavior of employees; fourth, that organizational justice (procedural and interactional justice excluding distributive justice) moderated the relationship between transformational leadership and organizational identification. These results demonstratively show that transformational leadership positively affects job-crafting behavior among employees and that the degree in which employees identify with the organization becomes more important in the relationship between transformational leadership and job-crafting behavior when they have a greater sense of organizational justice. The study further discusses the limitations of the present research and proposes future research directions.

Cold Flow Simulation of $SF_{6}$ Puffer Circuit Breaker

Bae, Chae-Yoon,Jung, Hyun-Kyo,Shin, Sang-In,Park, Oh-Hyun The Korean Institute of Electrical Engineers 2001 KIEE International Transactions on Electrical Mach Vol.11B No.4

Numerical schemes for the simulation of the cold gas flow in the SF6 puffer type circuit breaker is presented. The governing equation is axisymmetric compressible Euler Equation and FVM is used to analyze the behavior of flow. The upwind scheme is used to avoid numerical instability and MUSCL is used to obtain high order accuracy. For the efficient calculation, AF-ADI scheme is used. The simulation result shows good agreement with the experimental data.

변혁적 리더십이 직무열의에 미치는 영향

배채윤(Chae-Yoon Bae),신제구(Je-Goo Shin) 한국콘텐츠학회 2016 한국콘텐츠학회논문지 Vol.16 No.11

본 연구는 변혁적 리더십이 구성원들의 심리적 계약위반과 조직 아노미 상황을 매개로 직무열의에 미치는 영향에 관한 효과성을 검증하는데 목적이 있다. 변혁적 리더십과 직무열의간 심리적 계약위반과 조직 아노미의 매개효과는 사회교환이론, 사회정보처리이론 및 직무요구-자원모형을 바탕으로 이론적 접근을 시도하였다. 본 연구에서는 동일방법편의(common method bias) 문제점을 제거하기 위하여, 종속변수는 동료평가를 활용하여 측정하였다. 제조업, 유통업, 금융업등 다양한 업종의 18개 기업들을 통하여 획득된 277부의 설문지가 분석에 사용되었다. 연구결과, 변혁적 리더십은 구성원들의 직무 열의에 유의적인 정(+)의 영향을 미쳤고 심리적 계약위반 및 조직 아노미에는 유의적인 부(-)의 영향을 미쳤다. 또한, 심리적 계약위반 및 조직 아노미는 변혁적 리더십과 조직 구성원의 직무열의와의 관계에서 부분매개역할을 하였다. 본 연구 결과가 함의하는 바는, 조직의 리더들이 변혁적 리더십을 통해 구성원들의 심리적 계약 위반이나 조직아노미와 같은 부정적인 요인을 극복하게 한다면, 직무 열의가 향상된다는 것이다. The goal of this study was to verify that effectiveness of transformational leadership in impacting work engagement with the psychological contract breach among members of the organization and organizational anomie as mediating factors. The mediating effect of psychological contract breach and organizational anomie on the relationship between transformational leadership and work engagement was explored using a theoretical approach based on Social Exchange Theory, Social Information Processing Model and Job Demands- Resources Model. To avoid common method bias, the dependent variable was surveyed using employee peer review. 277 surveys were collected from 18 companies in diverse industries including manufacturing, distribution, and finance. The results of the analysis showed that transformational leadership has a significant positive effect on employees’ work engagement, while having a significant negative effect on psychological contract breach and organizational anomie. In addition, psychological contract breach and organizational anomie were found to act as partial mediators in the relationship between transformational leadership and employees’ work engagement. Overall, this study showed that if leaders at organizations can assist employees to overcome negative factors such as psychological contract breach and organizational anomie through transformational leadership, it is possible to improve employees’ work engagement.

초고압 가스 차단기용 노즐 용삭 특성

배채윤(Chae-Yoon Bae),정영우(Yong-Woo Jung) 대한전기학회 2009 대한전기학회 학술대회 논문집 Vol.2009 No.7

SF. 차단기의 열가스 수치해석

배채윤(Chae-Yoon Bae),김홍규(Hong-Kyu Kim),정현교(Hyn-Kyo Jung) 대한전기학회 2000 대한전기학회 학술대회 논문집 Vol.2000 No.7