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      • KCI등재후보

        ‘관용표현’의 사전학적 연구-‘관용구 사전학’의 정립을 위하여-

        이희자 국어학회 2003 국어학 Vol.41 No.-

        A lexicographical Study on the ‘idiomatic expressions’ -In order to establishing ‘Phraseographie’-, [Lee Heeja] ‘관용표현’의 사전학적 연구 -‘관용구 사전학’의 정립을 위하여-, [이희자] This paper addresses the topic of ‘idiomatic expressions’ in terms of lexicography. First, some major terminologies such as idiomatic phrase, phraseme, phraseology/Phraseologie, Phraseographie, idiomatic expression are redefined in order to make this research field more systematic. Then, in the case of ‘learning dictionary’ as an expression dictionary, some problems related to dictionary description which we have looked over are pointed out, especially with regard to registering words for concepts and idiomatic expressions. Finally, some ways of resolving these problems are discussed. 이 글은 국어의 ‘관용표현’ 문제에 대해 사전학적으로 조명한 것으로서 우선 이 연구 분야의 체계화를 위하여 ‘관용구’{(idiomatic) phrase}, ‘관용구소’ (phraseme), ‘관용구론’(phraseology/Phraseologie), ‘관용구 사전학’(Phraseographie), ‘관용표현’(idiomatic expression) 등 이 분야의 주요 용어들을 정리해 보았다. 둘째, 표현사전으로서의 ‘학습 사전’의 경우에 개념어와 이의 관용표현 등재와 관련하여 그 동안의 사전 기술에 있어서 간과되어 온 사실을 지적하고 이를 기술해 줄 필요성과 그 방안에 대해 살펴보았다.

      • 자발적 조직행동에 관한 개념적 고찰

        이희자 배화여자대학 1998 培花論叢 Vol.16-17 No.-

        To manage the work behavior of employees is essential for creating effective organizations. Work behavior includes several different kinds of employee behavior, and may be classified into in-role behavior and extra-role behavior. It is commonly accepted in the management literature that organizations need employees who are willing to exceed their formal job requirements. This kind of work behavior goes beyond traditional job performance and is necessary for long-term organizational effectiveness. In the last decade, many terms have been used to describe such behavior including organizational citizenship behavior (OCB) (Graham, 1991; Organ, 1988, 1990; Schnake, 1991), prosocial organizational behavior (Brief & Motowidlo, 1986; ), extra-role behavior (Van Dyne & Cummings, 1990; Werner, 1994), and organizational spontaneity (George & Brief, 1992). Nearly three decades ago, Katz (1964) identified three basic types of behavior essential for a functioning organization: attracting and holding people in the system, dependable role performance; and innovative and spontaneous behavior. Concerning this third category, Katz noted, "An organization which depends solely upon its blueprints of prescribed behavior is a very fragile social system"(p.132). Roethlisberger and Dickson (1964) noted that cooperation refers to something other than productivity. Productivity is regarded as a function of the formal organization (the authority structure, role specification, technology) and the "logic of facts". Cooperation, on the other hand, refers to acts that serve more of a maintenance purpose, to "maintain internal equilibrium." Cooperation thus includes day-to-day spontaneous prosocial gestures of individual accommodation to the work needs of others (e.g., co-workers, supervisor, clients in other departments (Smith et al., (1983) p.653). Every factory, office, or bureau depends daily on a myriad of acts of cooperation, helpfulness, suggestions, gestures of goodwill, altruism and other forms of organizational citizenship behavior. Substantively, citizenship behaviors are important because they lubricate the social machinery of the organization. They provide the flexibility needed to work through many unforeseen contingencies; they enable participants to cope with the otherwise awesome condition of inter-dependence with each other. Recently organizational citizenship behavior has received a great deal of research attention. Despite the growing acceptance of the OCB construct, however, some researchers have raised questions about how OCB is theoretically defined and measured (George & Brief, 1993; Graham, 1988). The Purpose of this study is to examine the construct of OCB by reviewing the theoretical and empirical literature. The contents of the study is to review the concept of organizational citizenship behavior, to compare with similar constructs, to investigate the trends of OCB and predictors of OCB.

      • 交換關係의 類型과 構成員의 自發的 組織行動間의 關聯性에 관한 硏究

        李喜子 배화여자대학 2000 培花論叢 Vol.19 No.-

        Organizational citizenship behavior(OCB) is a class job related behaviors which have been suggested as a fruitful addition to traditional conceptions of job performance. OCB is defined as those behaviors which are discretionary, are not formally recognized by the organizational reward system, and in the aggregate, promote organizational effectiveness. By including OCB in definitions of job performance, researchers may describe more fully the behaviors that lead to job effectiveness and a facet of performance which is more likely under the personal control of the employee. This study examines the categories of OCB and the typology of organizations based on the type of contract. This research also explores how the characteristics of typology of organizational effects on the OCB. Research findings can be summaries as follows : (1) Has the outcome variable traditionally called job performance adequately described the range of behaviors exhibited by an employee which would advance the welfare of the organizational? Their answer was clearly no. Organ(1988) instead proposed that job performance should be expanded to include behaviors that were not so directly linked, yet were still important. This research suggested that including OCBs as performance would offer a more complete conception of the behaviors needed to forward the welfare of the organization. (2) Graham and Organ(1993) proposed a typology of organizations based on the type of contract that binds organizational participants. The typology consists of three organizational types: transactional, social exchange, and covenantal organizations. Varieties of OCB are possible on all three cases. In transactional agreements, the parties are unlikely to engage in helpful"innovative and spontaneous behavior" not specified in the agreement. By contrast, the parties to social exchange agreements are likely to volunteer helpful but unrequired behavior, and to be patient and forgiving of organizational shortcomings. On the other hand, they expect the organization to return the favor, that is, to tolerate there occasional mistakes, and to offer them secure employment. Covenantal partners are even involved than those in social excange agreements because they share responsibility for upholding and/or pursuing transcendent values. This minimizes the need for close supervision or other costly behavioral control systems. Therefore OCB is expected to social excange agreements and covenantal organization.

      • KCI등재

        대구지역 인슐린저항성증후군의 생활습관 및 영양섭취상태 비교

        이희자,윤진숙 대한지역사회영양학회 2001 대한지역사회영양학회지 Vol.6 No.3

        The purpose of this study was to figure out the characteristics of dietary habits and lifestyles related to the development of insulin resistance syndrome(IRS). The participants in this study were 595 adults with one or more abnormal data from a health examination and 215 normal adults. When IRS was defined as a condition in which the subjects have 2 or more abnormalities among obesity, hyperlipidemia, hypertension and hyperglycemia, the prevalence rate was 37.8%. We classified the 595 adults by the number of components of IRS components they had, the higher age and obesity index they had. Total cholesterol and glucose levels in the blood were also positively related to the number of IRS components. IRS subjects tended to practice less habitual drinking and more exercise and weight control. Coffee consumption and dining out frequency were also lower in the IRS group. An analysis of food habits by odds ratio indicated that total food score was better in the IRS group. However, it appeared that food habits such as \"frequent snacking\" and \"never rejecting offered foods\" need to be improved in IRS subjects. Other undesirable food habits were related to the consumption of eggs, dairy products, fried foods, garlic and onion. Dietary intake of Ca, Fe, riboflavin, Vit A, and energy were less than 75% of the Korean recommended allowance for more than half of the subjects. Nutrient intake was lower, Ca/P ratio from food intake was worse in the IRS group. Our results indicated that nutrition counseling for IRS need to be focused on balanced food intake to supply sufficient amount of each nutrient.nt of each nutrient.

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