• Journal of the KSME
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• v.32 no.6
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• pp.496-503
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• 1992

상사실험법(analogous experimental method)이라 함은 물리적현상을 다른 물리적현상으로 변환 하여, 후자를 실험적으로 측정하여 전자의 제반 물리량을 얻는 과정을 말한다. 이 때 두 물리량 사이에는 수학적 상사관계, 특히 미분방정식 상의 유사관계가 성립함을 전제로 한다. 일반적으로 임의형상의 내부응력을 실험적으로 해석하는 데는 탄소성 변위를 직접 전기적저항으로 바꾸어 측정하는 방법(strain gauge method)이나 광파의 간섭무늬(fringe)로 가시화하는 광탄성 법(photoelastic method), 또는 전자계산기를 이용하여 분할요소해석의 연계집적으로서 얻는 유 한요소법(F.E.M) 등이 널리 사용되고 있으나, 이들은 다같이 그 나름대로의 장단점을 지니고 있다. 전기저항식은 변형을 직접 측정할 수 있어 측정의 오차를 줄일 수 있고, 특히 실물측정과 동하중 해석에는 큰 강점이 있으나, 점해석(point by analysis)이기 때문에 전시야적인 분포를 파악하기 어렵다. 또한 광탄성법은 명료한 전시야적 분포를 얻을 수 있지만 모형해석(model analysis)이기 때문에 정밀한 모형제작의 어려움이 수반되며, F.E.M.(B.E.M.도 포함)은 복잡한 형상에서의 요소분할이 매우 어렵고, 경계조건의 정확한 설정에 문제가 있다. 따라서 여러 실험적 방법은 실측대상에 따라 그 장단점을 감안하여 선택되어야 하며, 이 글에서 논술하고자 하는 상사실험법에 의한 응력해석도 이러한 관점에서 지금까지의 일련의 연구결과를 종합하여 그 효 용적인 용도, 응용 및 그 전망과 더불어 장차 해결하여야 할 2,3의 문제를 제시하고자 한다.

• Journal of the military operations research society of Korea
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• v.36 no.3
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• pp.113-134
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• 2010

The purpose of this study is to investigate the moderating effects of psychological contract violation and self-control on the relationship between abusive supervision and subordinates' work-related attitudes. Results show that abusive supervision was positively related to subordinates' turnover intention, whereas it was negatively related to their organizational commitment. Futhermore, it is surprising that the moderating effects of psychological contract violation and self-control showed an unexpected pattern. Implication of these results as well as strengths, limitations, and avenues for future research are discussed.

• Korean Business Review
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• v.19 no.2
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• pp.47-67
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• 2006

This paper examined the relationships between LMX, perceived use of power and conflict handling references. The empirical study was made by questionnaire survey. The sample was consisted in 615 office workers of 25 large corporations in Korea. Results of analysis of t-test indicated that LMX was significant difference in outcome variables such as perceived use of power and perceived conflict handing references. The limitation and future directions of the study were suggested.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.6
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• pp.123-130
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• 2016

This study examined the effects of Leader-member exchange (LMX) on psychological empowerment and job performance, the mediating role of psychological empowerment in the relationship between LMX and job performance, and the moderating role of supervisory trust in the positive relationship between LMX and psychological empowerment. Data were collected from 290 employees in Korean Banks. Results of this study indicated that LMX was positively related to psychological empowerment and job performance, and that psychological empowerment was positively related to job performance. Results also indicated that psychological empowerment partially mediated the relationship between LMX and job performance. Especially, supervisory trust moderated the positive relationship between LMX and psychological empowerment such that the relationship was stronger when supervisory trust was high than it was low. Finally, theoretical and practical implications of the results were discussed.

• Management & Information Systems Review
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• v.35 no.4
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• pp.185-211
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• 2016

This study examined the impact of learning organization activities on burnout and the moderating effect of supervisor trust in a learning organization. The results of the study shows that among the activities of a learning organization, independent variables in this study, promoting inquiry and dialogue as well as encouraging collaboration and team learning affect burnout. In other words, the dedication of an organization to creating a culture in which various learning approaches are experimented through questioning and giving feedback as well as collaborative learning that can reinforce the effective use of team resources have an impact on reducing emotional exhaustion, which is considered to be at the core of burnout. Plus, these factors reduce impersonalization, which is activated to prevent further emotional exhaustion by dealing with customers, colleagues and jobs in a cold, negative and perfunctory way. In this study, the dimensions of promoting inquiry and dialogue as well as encouraging collaboration and team learning were found to reduce the decline in personal sense of achievement of an employee with a negative assessment of himself or herself derived from a lack of achievement in his or her job. Supervisor trust (integrity, benevolence and ability) had a moderating effect on the relationship between strategic learning leadership and impersonalization/emotional exhaustion. This suggests that the trust of supervisor helps mediate and moderate the emotional exhaustion and impersonalization of organizational members by encouraging leaders to drive change and take the organization to a new direction. The study has provided implications that communication plays an important role in reducing burnout in the learning context such as positive, appreciative inquiry and feedback analysis to identify strength, and that supervisor trust is critical in order to ensure strategic learning leadership exerts greater influence on the organization.

• The Korean Journal of Coaching Psychology
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• v.7 no.1
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• pp.1-31
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• 2023

The purpose of this study is to verify the mediating effect of adaptive cognitive emotion regulation and the moderating effect of supervisor's emotional regulation in the relationship between the emotion recognition and negative feedback acceptance of employees. The data was collected from 273 non-managerial workers in various domestic companies. Confirmatory factor analysis was conducted with AMOS 22 to verify the reliability and validity of the measurement tool, and the mediating and moderating effects were examined using SPSS Process Macro to verify the hypothesis. The results of this study are summarized as follows. First, emotion recognition of employees indirectly affects the acceptance of negative feedback through adaptive cognitive emotional regulation. Second, the effect of emotion recognition on negative feedback acceptance is moderated by supervisor's emotion regulation. Specifically, it was confirmed that when the supervisor's emotional control is low, the relationship between emotional recognition and negative feedback acceptance becomes stronger. Based on the results of the study, it was confirmed that the level of awareness of oneself and others' emotions was psychological process of accepting performance-related feedback, and the importance of supervisor's emotional regulation in positively accepting negative feedback. Finally, based on the research results, the academic significance of this study, implications in coaching practice, limitations, and future research were discussed.

• Proceedings of the Plant Resources Society of Korea Conference
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• 2018.04a
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• pp.82-82
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• 2018

본 연구는 국내에 자생하는 자원식물들의 살초활성을 조사하여 식물생장억제물질을 활용한 환경친화형 제초제 개발에 요구되는 기초 자료를 확보하기 위해 수행되었다. 국내 자생 식물 101종을 식물체 부위별로 나누어 MeOH로 추출하여 획득된 시료 129점에 대해 돌피(Echinocholoa crus-galli P.B. var. formosensis Ohwi)를 이용한 살초활성 검정을 실시하였다. 시료를 소량의 methanol로 녹여 직경 5.5cm petri dish 상의 Whatman No. 2 여지에 균일하게 흡착시킨 후, fume hood 내에서 용매를 제거하고 1mL의 증류수를 첨가하였다. 돌피 종자를 15립씩 3반복으로 파종하여 $28^{\circ}C$, 5,000lux의 growth chamber에 치상하고, 7일 후 시험구 당 균일하게 자란 10개의 유묘를 선발해 초장 및 근장을 조사하였으며, 살초활성 평가를 위해 대조구 개체의 초장과 근장에 대한 생장억제율을 산출하였다. $1,000{\mu}g/mL$ 농도에서 101종 129점 MeOH 추출물들의 돌피 유묘 뿌리 생장에 대한 억제율을 조사한 결과, 80% 이상을 나타낸 식물 시료는 가죽나무 줄기, 누린내풀 지상부, 단풍취 뿌리, 두릅나무 지상부, 백양꽃 전초, 백양꽃 지하부, 병조희풀 경엽부, 산사나무 잎 가지, 삽주 뿌리, 상사화 전초, 상사화 지하부, 석산 뿌리, 애기송이풀 전초 등 17점이었다. 이들 중 90% 이상 고활성을 나타낸 단풍취 뿌리, 두릅나무 지상부, 백양꽃 전초, 상사화 지하부, 석산 뿌리 유래의 추출물에는 새로운 환경친화형 제초제 개발소재로써 활용할 수 있는 살초활성물질들이 함유되어 있는 것으로 생각된다.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.571-579
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• 2017

The main purpose of this research is to investigate the impact of compensation on job satisfaction. The study is designed to determine whether perceived internal equity acts as a mediation role in affecting the relationship between compensation and job satisfaction. This study also aims to explore the role of supervisor support in affecting employees' perception of equity toward the compensation. A total of 157 samples was obtained for the data analysis as a quantitative approach. The results of the data analyses revealed that both extrinsic and intrinsic rewards are positively correlated with job satisfaction. The results also showed that perceived internal equity acts as a mediating role in predicting variables of compensation and job satisfaction. The supervisor support does not moderate the relationship between compensation and perceived internal equity. It is suggested that management's efforts must be made in compensation management in order to increase employees' job satisfaction and to improve employees' perception of equity.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.350-363
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• 2016

The purpose of this study was to examine the relationships between emotional intelligence and job performance. Also, the study explore the effects of self-efficacy as a mediating variable and person-supervisor fit as a moderating variable on the mentioned relationships. In order to verify the assumptions related to this research, a survey of 173 sales representatives working in various organizations was conducted. Survey results supported the assumption that higher emotional intelligence resulted in higher job performance. And another assumption that job performance could be predicted more precisely through mediating effect of self-efficacy. Finally, results revealed that the relationships between emotional intelligence and self-efficacy became stronger when the scores of person-supervisor fit were higher. Theoretical and practical implication were reviewed and limitations of the study and suggestions for future research were discussed.

• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.221-233
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• 2021

This study empirically examined the relationships among ethical leadership, supervisor identification(SI), affective commitment(AC), and unethical pro-supervisor behavior(UPSB) based on social learning theory and social exchange theory. The data were collected by conducting a survey of 339 workers and analyzed using SPSS25 and SPSS Process Macro (v3.5). The results were as follows. First, ethical leadership directly negatively influences UPSB. Ethical leadership indirectly positively influences UPSB mediated by SI. Second, ethical leadership, completely mediated by AC, indirectly positively influences UPSB. Third, ethical leadership has an indirect positive effect on AC mediated by SI. This study showed how ethical leadership works in organizations through social learning theory and social exchange theory. Also, it suggested implications on how to use ethical leadership in field.