의식적 호흡이 자율신경과 뇌파에 영향을 미치는 기전에 관하여

강승완,Kang, Seung Wan 서울대학교 간호과학연구소 2017 간호학의 지평 Vol.14 No.2

Purpose: Breathing can be controlled either unconsciously or consciously. In Asian countries, various conscious breathing-control techniques have been practiced for many years to promote health and wellbeing. However, the exact mechanism underlying these techniques has not yet been established. The purpose of this study is to explore the physiological mechanism explaining how conscious breathing control could affect the autonomic nervous system, brain activity, and mental changes. Methods: The coupling phenomenon among breathing rhythm, heart rate variability, and brain waves was explored theoretically based on the research hypothesis and a review of the literature. Results: Respiratory sinus arrhythmia is a well-known phenomenon in which heart rate changes to become synchronized with breathing: inhalation increases heart rate and exhalation decreases it. HRV BFB training depends on conscious breathing control. During coherent sinusoidal heart rate changes, brain ${\alpha}$ waves could be enhanced. An increase in ${\alpha}$ waves was also found and the synchronicity between heart beat rhythm and brain wave became strengthened during meditation. Conclusion: In addition to the effect of emotion on breathing patterns, conscious breathing could change heart beat rhythms and brainwaves, and subsequently affect emotional status.

Dry Sorbent Injection 에 의한 배가스 처리를 위한 흡착제 개발

강승완,이영수,김희택,류경옥,함성원,이용국 ( Seung Wan Kang,Young Soo Lee,Hee Taik Kim,Kyong Ok Yoo,Sung Won Ham,Yong Kook Lee ) 한국화학공학회 1996 화학공학의이론과응용 Vol.2 No.2

1인가구 홈퍼니싱을 위한 모듈형 가구 디자인 연구 - 주거환경 중심으로

강승완(Seungwan Kang),조정형(Jeong-hyeong Cho) 한국디자인학회 2022 한국디자인학회 학술발표대회 논문집 Vol.2022 No.11

리더-부하 거리가 조직윤리 만족도에 미치는 영향

강승완(Seung-Wan Kang),박헌준(Hun-Joon Park) 한국인사조직학회 2012 인사조직연구 Vol.20 No.2

조직윤리 만족도는 회사의 윤리경영 시스템 및 윤리적 실천에 관하여 조직 구성원이 만족하는 정도를 의미한다. 본 논문은 직원들의 조직윤리 만족도에 대하여 리더-부하 거리가 어떤 영향을 미치는가를 탐구한 실증연구이다. 리더-부하 거리는 다차원적인 개념으로서, 본 연구는 Napier & Ferris(1993)의 구분에 따라, 구조적 거리에 해당하는 업무 접촉빈도와 심리적 거리에 해당하는 인지된 유사성을 독립변수로 설정하고, 조직윤리 만족도를 종속변수로 설정한 후, 이 둘 간의 관계를 연구하였다. 이를 위해서, 국내 제조업체 중 한 회사의 전체 팀을 설문조사 하여, 팀장-부하 182쌍 (팀장 182명, 부하 182명, 합계 364명)의 결과를 쌍 수준의 분석단위로 연구하였다. 분석 과정에서 동일방법편의 문제가 발생하지 않도록, 독립변수들과 종속변수 간의 응답원을 달리하였다. 다중회귀분석 결과, 상사와 부하 사이의 구조적 거리가 가까울수록, 즉, 업무 접촉빈도가 높을수록, 회사의 조직윤리에 대한 부하의 만족도가 유의하게 높아지는 것을 확인할 수 있었다. 그리고, 심리적 거리의 근접성, 즉, 인지된 유사성 역시 조직윤리 만족도에 대하여 정적으로 유의한 관계를 가지고 있었다. 이상의 실증 결과들이 가지는 이론적, 실무적 함의를 토론하였다. Recently, unethical behavior or immoral business practices have become more serious and scrutinized. Most business organizations emphasize organizational ethics more than before to cope with the social trend to regard ethics as their top priority. Organizational ethics literature states that the ethical fit between the organization and the individual decreases an employee’s turnover intention while increasing organizational commitment. An employee’s satisfaction of organizational ethics is one of the critical precursors to manage organizations effectively. Prior research argued that the leader-follower distance has a negative impact on the follower’s satisfaction of organizational ethics. The leader-follower distance should be studied as one of the precursors to increase follower satisfaction of organizational ethics. Currently, our study is the first to empirically research the effect of distance on a subordinate’s satisfaction. Thus, the objective of this research is how the leader-follower distance affects follower satisfaction regarding organizational ethics. Napier and Perris’ (1993) seminal paper on leader-follower distance categorized three different types of distance: psychological distance, structural distance, and functional distance. Napier and Ferris (1993) argued that the closer leader-follower distance, the higher the satisfaction of the follower. Accordingly, our study empirically tests their argument and relative to LMX theory, the leader-follower distance has a positive relationship with LMX which has a positive relationship with the overall satisfaction of the subordinate. Howell, Neufeld, and Avolio (2005) found that the physical proximity has a positive relationship with a subordinate’s performance. Previous empirical studies focused on physical distance while there has been a lack of empirical research on task interaction frequency (structural proximity) and perceived similarity (psychological proximity. To reduce the research gap and to contribute to leader-follower distance literature, we empirically examined leader-follower interaction frequency and perceived similarity. We first hypothesized that there will be a positive relationship between leader-follower structural proximity (task interaction frequency) and the satisfaction of organizational ethics. Next, we hypothesized that there will be a positive relationship between leader-follower psychological proximity (perceived similarity) and the satisfaction of organizational ethics. To test these two hypotheses, we surveyed a manufacturing firm in Korea. The unit of analysis was at the supervisor-subordinate dyadic level and the total valid sample was 182 dyads (182 supervisors, 182 subordinates, 364 individuals). The findings of the study are as follows. A follower with close leader-follower distance had higher satisfaction of organizational ethics and thus, the first hypothesis was supported thereby task interaction frequency was found to have appositive relationship with subordinate satisfaction. Further, the second hypothesis was also supported as perceived similarity was found to have a positive relationship with the subordinate’s satisfaction of organizational ethics. Our study results suggest the importance the leader-follower relationship in regard to follower satisfaction of organizational ethics. Therefore, leaders would be able to reduce the leader-follower distance by increasing task interaction frequency with their subordinates and increasing perceived similarity with their subordinates.

리더-부하 적하효과(trickle-down effect)에 대한 탐색적 연구

강승완(Seung Wan Kang) 한국인사조직학회 2014 인사조직연구 Vol.22 No.2

적하효과(trickle-down effect)는 "조직 내 한 구성원(주로 상사)의 인식이 다른 구성원(주로 부하)의 인식에 미치는 영향"을 의미하는 것으로, 최근에 조직행동 연구에 도입된 새로운 관점이다. 적하효과에 관한 연구동향을 소개하고, 조직의 윤리기준의 명확성에 대한 리더의 인식이 부하에게 전달되는 적하효과를 실증하였다. 추가적으로, 이 둘 사이의 관계를 조절하는 상황변수로서 사회적 책임 인식수준의 상호작용 효과를 검정하였다. 국내 대기업 제조업체 한 곳을 대상으로 설문조사 하여 관리자-종업원 150쌍(합계 300명)의 응답결과를 분석하였다. 동일방법분산의 문제를 줄이기 위하여 독립변수에는 팀장의 응답을 사용하고 종속변수에는 팀원의 응답을 사용하였다. 다중회귀분석 결과, 첫째, 리더의 조직윤리기준 인식 명확성과 부하의 조직윤리기준 인식 명확성은 정적인 방향으로 유의한 관계를 가지고 있었다. 둘째, 부하의 사회적 책임 인식수준은 조직윤리기준 인식 명확성과 정적인 방향으로 유의한 관계를 가지고 있었다. 셋째, 리더의 조직윤리기준 인식 명확성과 부하의 조직윤리기준 인식 명확성 간의 정적인 관계는 사회적 책임 인식수준이 낮은 부하일수록 더 강하게 나타났다. 이상의 실증결과들이 가지는 이론적, 실무적 함의 및 한계와 향후 연구 방향을 토론하였다. Ethics programs, such as the installation of a code of ethics, are commonplace in today's business world, with many companies adopting ethics programs in response to the social pressure for more transparent corporate integrity. The success of any ethics program does not lie simply in the establishment of the program itself, but instead is predicated on the employees recognizing and following the ethical standards reinforced by the program. In other words, it is critical for employees to clearly understand the ethical standards of the organization. Trickle-down research is a field of study that investigates the influence of leaders on followers, in particular whether certain values and behaviors observed in a leader can also be seen among followers. The term trickle-down refers to the transfer of a certain variables from a leader to a follower. It signifies the delivery of the same values, perceptions and behaviors from the top of the organizational hierarchy to the bottom. The trickle-down phenomenon suggests a simple but important managerial implication to the field. It is that if a supervisor expects a follower to perform a certain act, the supervisor should do it first to induce the same behavior from the follower. In the beginning, trickle-down research was actively carried out in relation to organizational justice. Masterson (2001) stated that the organizational justice recognized in American university lectures increased the lectures' organizational commitment, which in turn influenced the justice perception as perceived by students. Tepper and Taylor (2003) reported that the procedural justice perceived by a higher-ranking officer in the US military influenced the officer's own organizational citizenship behavior, which in turn affected the follower's awareness of procedural justice and their organizational citizenship behavior. Aryee et al. (2007) tested a trickle-down model in which the interactional justice of an organization perceived by a supervisor reduced the supervisor's own abusive behavior and affected followers' perceptions of interactional justice, consequently influencing their organizational citizenship behavior and organizational commitment. Recently, research into the trickle-down effect has expanded from organizational justice to other domains such as ethical leadership and abusive supervision. Mayer et al. (2009) investigated the ethical leadership of CEOs and middle managers at companies located in the southeastern United States. In addition, Ruiz et al. (2011) studied ethical leadership between CEOs and middle managers at Spanish banks and insurance companies, and Park and Go (2009) surveyed Korean military and non-commissioned officers regarding superior officers' abusive supervision of those immediately beneath them. In terms of organizational ethics research, many previous empirical studies have focused on the ethical behavior of the leader; our study, on the other hand, focuses on the degree to which the perception of a leader influences the perception of followers. This paper investigates the relationship between the perceived salience of organizational ethical standards for supervisors and that for subordinates. We surveyed 150 employees and their supervisors (a total of 300 persons) at a manufacturing company in Korea. The research was designed to prevent a common method bias by separating the response sources for the dependent and independent variables. The results of OLS regression analyses are presented to test our hypotheses. The first hypothesis was that there is a positive relationship between the importance of the ethical standards as perceived by a supervisor and that perceived by his or her subordinates. In other words, when supervisors have a more salient perception of a company's ethical standards, the subordinates will also have a more salient perception of the company's ethical standards. The empirical results supported the first hypothesis. The second hypothesis

이동 IP 환경에서 인터넷 차별화 서비스 제공을 위한 정책기반 네트워크 관리 구조

강승완(Seung-Wan Kang),김태경(Tae-Kyung Kim),유상조(Sang-Jo Yoo) 한국멀티미디어학회 2004 멀티미디어학회논문지 Vol.7 No.5

윤리적 리더십과 기업의 사회적 책임에 대한 종업원 태도 간의 관계

강승완(Seung-Wan Kang) 한국콘텐츠학회 2013 한국콘텐츠학회논문지 Vol.13 No.12

본 연구는 직속상사의 윤리적 리더십, 기업의 사회적 책임(CSR)에 대한 부하직원의 태도, 상사의 성과에 대한 부하직원의 평가 간의 관계를 실증적으로 분석한 논문이다. 국내 대기업 제조업체 한 곳의 종업원 196명의 설문조사를 분석하였다. 다중회귀분석 결과, 직속상사의 윤리적 리더십과 부하직원의 CSR 태도는 유의하게 정적인 관련을 가지고 있었다. 즉, 상사의 윤리적 리더십이 높을수록 부하의 CSR에 대한 긍정적인 태도가 높았다. 그리고 상사의 성과에 대한 부하의 평가는 상사의 윤리적 리더십과 부하의 CSR 태도 사이의 관계를 정의 방향으로 조절하고 있었다. 즉, 부하직원으로부터 높게 평가받는 상사일수록 상사의 윤리적 리더십이 부하직원의 CSR 태도에 미치는 긍정적인 영향력이 더욱 강하게 나타났다. 이상의 실증결과들이 가지는 이론적, 실무적 함의를 토론하였다. This research is an empirical study to analyze the relationship among the ethical leadership of supervisor, CSR attitude of subordinate, and supervisor’s performance evaluated by subordinate. A survey was conducted for the employees of a large manufacturing company in Korea, and 196 questionnaires were analyzed. Results of multiple regression analyses showed that the relationship between the ethical leadership of supervisor and the CSR attitude of subordinate was positively significant. That is, the supervisor’s ethical leadership leads the subordinate’s positive CSR attitude. And, supervisor’s performance evaluated by subordinate positively moderated the relationship between ethical leadership and CSR attitude. That is, when subordinates assesses the supervisor’s performance as high, the positive relationship between supervisor’s ethical leadership and subordinate’s CSR attitude becomes relatively stronger. Theoretical and managerial implications of these empirical results were discussed.

실족사후 자발적 탈출이 가능한 기능성 소파블록 연구 – 한국형 테트라포드 디자인

강승완(Seungwan Kang),조정형(Jeong-hyeong Cho) 한국디자인학회 2022 한국디자인학회 학술발표대회 논문집 Vol.2022 No.5

Apache Spark, Kafka 및 Cassandra를 이용하는 Lambda Architecture 기반 빅 데이터 분석 플랫폼 기술

강승완(Seung Wan Kang),윤영석(Young Seog Yoon),이현우(Hyun-Woo Lee) 한국통신학회 2017 한국통신학회 학술대회논문집 Vol.2017 No.11

문제 행동을 가진 초등학생의 영양 상태와 모발 미네랄 함유량

강승완 ( Seungwan Kang ),김진영 ( Jin Young Kim ),조상운 ( Sang Woon Cho ),박유경 ( Yoo Kyoung Park ) 대한영양사협회 2012 대한영양사협회 학술지 Vol.18 No.2

This study was performed to assess the nutritional status and hair mineral content of children with behavioral problems and compare the values with a gender, age-matched control group. The subjects were recruited from S elementary school children in Seoul, Korea. Students scored higher than 60 points were diagnosed with behavioral problems according to the Korean-Child Behavior Checklist. Nutritional assessment of the two groups (behavior problem group: male n=15, female n=24; 9.6±1.6 years, control group: male n=16, female n=18; 9.5±1.9 years) was performed using a nutritional survey and by measuring hair mineral contents. In the results, food frequency questionnaire analysis showed that the intakes of anchovy (P<0.05), soybean curb (P <0.01), radish (P<0.05), bean sprouts (P<0.05), spinach (P<0.05), carrot (P<0.05), pumpkin (P<0.05), lettuce (P<0.05), cabbage (P<0.01), apple (P<0.05), and milk (P<0.01) were higher in the control group than the behavior problem group, whereas intakes of ramyeon (P<0.05), cookies (P<0.05), and coke (P<0.01) were higher in the behavior problem group than the control group. Intakes of most nutrients such as plant-derived protein (P<0.05), fiber (P<0.05), plant-derived calcium (P<0.05), phosphorus (P<0.05), plant-derived iron (P<0.05), vitamin B2 (P<0.05), vitamin B6 (P<0.05), vitamin C (P<0.01), vitamin E (P<0.05), and folate (P<0.05) were significantly higher in the control group than the behavior problem group. Hair analysis showed that the levels of arsenic (P<0.05), mercury (P<0.001), uranium (P<0.05), iron (P<0.001), boron (P<0.01), and germanium (P<0.001) were lower, but the levels of phosphate (P<0.05), chromium (P <0.001), sodium (P<0.05), and sulfur (P<0.001) were higher in the behavior problem group than the control group. Conclusively, behavioral problems constitute a complicated condition in which nutritional factors may play major roles. However, it is still under investigation as to whether or not modification of dietary habits or nutritional supplementation can improve children`s behavior, since symptoms require a broad understanding of the environmental and genetic interactions.