• ETRI Journal
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• v.14 no.4
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• pp.97-105
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• 1992

본 고에서는 TDX-1A 시스팀의 고장데이타를 신뢰도 측면에서 분석하여 운용중 발생하는 부품의 평가고장률을 도출하였다. 또한 도출된 평가고장률을 MIL-HDBK-217방법에 의해 구한 예측고장률과 비교 분석함으로써, TDX-1A 시스팀 신뢰도 예측시 적용했던 MIL-HDBK-217 예측방법이 실제 운용데이터보다 높게 나타나고 있음을 제시하였다. IC 부품에 대해 외국의 부품고장률 계산식을 살펴보고, 그에 따른 고장률 계산결과를 살펴봄으로써, 운용데이터를 이용한 운용환경에 적합한 부품고장률 예측식의 설정 연구가 필요함을 아울러 제시하였다.

• Proceedings of the Korean Society of Crop Science Conference
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• 2022.10a
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• pp.93-93
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• 2022

• Proceedings of the Korean Society of Crop Science Conference
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• 2022.10a
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• pp.94-94
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• 2022

• Proceedings of the Korean Reliability Society Conference
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• 2001.06a
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• pp.245-255
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• 2001

원전 가동전/가동중검사 결과의 신뢰도(reliability)는 원전 배관기기의 건전성에 직결되는 것으로써 결함 발견 시 적용되는 파괴역학해석(FMA)은 비파괴검사 결과에 대한 100%의 신뢰를 전제하고 있다. 그러나 비파괴검사가 어느 정도 신뢰성을 가지고 있는지에 대한 평가가 국내에서는 거의 수행된 바가 없었다. 따라서, 본 연구에서는 원전의 비파괴검사 규제 요건의 기술적 근거를 확보하고, 원전 기기 건전성 평가 및 안전성 향상을 위한 합리적 규제지침을 수립하기 위하여 국내 원전 가동중검사(ISI)에 적용되거나 일반 산업계에 적용되고 있는 초음파탐상검사에 대하여 기량검증 Round Robin Test에 의한 통계적 신뢰도를 평가하고자 한다. 이를 위해 초음파검사 PD-RRT 결과의 통계적 신뢰도 평가 모델을 고찰하고, 결함검출성능 평가, 결함크기 측정 평가, 팀 오차 분석 등 초음파검사 PD-RRT 결과의 통계적 신뢰도를 평가하였다.

• 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.

• Proceedings of the Korea Society of Information Technology Applications Conference
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• 2007.11a
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• pp.73-73
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• 2007

• KAPE Magazine
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• s.251
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• pp.4-6
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• 2017

그는 여러모로 겸손하다. 자신에 대한 특별한 업무능력보다는, 항상 나보다 팀을 우선시하고 나보다 선후배를 먼저 생각하며 상호간 신뢰도 형성을 가장 중요하게 생각하는 언제나 배려심 넘치는 충북지원의 유응수 차장을 만났다.

• Knowledge Management Research
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• v.25 no.2
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• pp.95-114
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• 2024

Because it is difficult to respond to a constantly changing environment with individual ability and creativity alone, many organizations are forming teams and seeking ways to make the teams more active. Team learning behavior allows team members to and create better performance based on such accumulated knowledge and experience within a team. In particular, the process of team learning not only explicit and formalized knowledge but also implicit and informal experiences is important from the perspective of knowledge management. However, there were limitations in utilizing research results on team learning behavior because the concepts were fragmented and the measurements were different for each researcher. In this study, an integrated model was presented by examining concepts related to team learning behaviors. Moreover, the measurement model of team learning behaviors was validated for the Korean context. The measurement model consisted of five factors: sharing and elaboration, constructive conflict, team reflection, team activity, and storage and utilization. This tool was confirmed through exploratory factor analysis and confirmatory factor analysis. The results of this study are expected to have implications for team researchers and practitioners who diagnose and improve the level of team learning behavior within an organization.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.325-333
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• 2019

The current study aims to address the relationships among conflict, person-organization fit, and workers' turnover intention. Specifically, it aims to examine whether person-organization fit mediates the relationship between conflict in team and turnover intention, also trust in leader moderates the relationship between person-organization fit and turnover intention. The empirical analysis shows that conflict is positively associated with turnover intention and have a negative impact on objective-value fit. The relationship between conflict and turnover intention is mediated by the person-organization fit. Trust in leader moderates the relationship between person-organization fit and turnover intention. The findings address the issue in terms of the mechanisms between conflict-turnover intention and the importance of trust in leader for an effective management of conflict in work teams.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.2
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• pp.1073-1083
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• 2015

As an empirical study focused on how transactive memory concept influence the four processes of knowledge growth, this study aimed at explaining the function of transactive memory in the dynamic process of knowledge growth. To verify the research model, this study carried out a path analysis of 130 team memebers and as a result, part of the team transactive memory measurements does affect the knowledge growth. Consequentially, transactive memory especially based on team level, is relevant with knowledge growth. According to team level, this study targeted at the team members, and by adopting the team transactive memory concept in Cognitive Psycology, theoretically explained and analysed how to approach personal knowledge in internal organizations. To accelerate the knowledge process, the work should be modified collaboratively by trusting the team members' duty relations more than specialized knowledge. Furthermore, managers had better assign team members the work where they can make the most of their personal knowledge, and this study presented that the whole team performance could be improved by doing that.