• 한국시뮬레이션학회논문지
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• 제22권3호
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• pp.55-69
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• 2013

기업의 전략은 환경 변화에 따라 변화하며 전략의 변화에 따라 최적화된 인적자원관리 제도를 도입 및 실행해야 경영성과 극대화를 달성할 수 있다. 그러나 실질적으로 기업의 자원 및 시간은 한정되어 있기 때문에 활동들 간의 상대적 중요도를 고려하여 우선순위에 따라 단계적으로 추진해야한다. 본 연구는 "CART 앙상블" 분석을 통해 제조업에서의 보편적 관점 및 기업규모 및 전략유형에 따른 상황적 관점에 따라 HR제도 중에서 기업성과를 가장 잘 설명할 수 있는 제도를 찾고 분석결과를 통하여 고성과를 위해 우선적으로 도입해야 할 HR제도의 우선순위를 탐색하였다. 분석결과 보편적 관점에서 기업은 최우선적으로 전략과 인사부서의 통합정도를 높이는데 힘써야 하며, 경영 의사결정 참여도를 높이는 것과 업무속도/방법에 대한 자율재량을 높이는 것이 중요한 것으로 나타났다. 상황적 관점에서도 공통적으로 전략과 인사부서의 통합정도를 높이는 것이 중요하게 나타났으나 그 외의 사항들은 다양한 양상으로 나타났다. 본 연구는 기업의 다양한 상황에 따른 HR제도 우선순위를 파악하는데 주요한 결과를 제시하였다.

• 동아시아경상학회지
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• 제9권4호
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• pp.1-15
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• 2021

Purpose - In a difficult time for a firm, it seems impossible to change circumstances by a firm. Nevertheless, the firm must do whatever it can do by however it can do. Therefore, the purpose of this study is to analyze the effect of HRM practice on organizational effectiveness with the status quo of the firm as a moderator. Based on the result of this study, the managerial implication could be suggested as a contextual response to each status quo of the firm in improving and managing organizational effectiveness by HRM practice. Research design, data, and methodology - This study measured organizational effectiveness with employee satisfaction and organizational commitment. HRM practice includes two HR management areas, HR system, and HR attitude. HR system includes education & training and additional wage welfare. HR attitude includes employee stress and empowerment. As for the status quo of the firm, this study considered three construct; firm feature, strategic feature, environment change feature. This study analyzed 397 employees of 24 company data from the 7th HCCP of KRIVET. Result - Hypothesis 1 through Hypothesis 3 were partially supported. The results of this study suggest that to increase organizational effectiveness(job satisfaction and organizational commitment), employee stress and education & training participation need to be managed. And circumstance of an organization as given the Status Quo of the firm needs to be managed differently like firm size, environment change in demand, and technology. Conclusion - This study suggests best-practice implications based on the result between HRM practice and organizational effectiveness. And also suggest differentiation in management to increase the best-fit in management.

• The Journal of Asian Finance, Economics and Business
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• 제8권7호
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• pp.357-364
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• 2021

This study examines the role of effective human resource practices and work-life balance in various organizations and their relationship with employee engagement. The data for this study were obtained from 723 employees from various industries in Java. The result suggests that human resource practice alone did not influence employee engagement. However the human resource policy helps develop a sense of WLB for an employee, which in the long run will affect the level of engagement. Thus, work-life balance enables the relationship between employees and their workplace. This study also encompasses current literature regarding huan resource policies in understanding employee engagement through work-life balance. This study provides exploratory findings regarding HR function practices, WLB, and employee involvement in service organizations. It proved that participants from four organizations reported very positive impressions about HR practices and they were also very involved in their work and organization. While their balance still needs to be improved, this may imply that the participants are not happy with their work lives. The main finding of this study is that WLB plays a mediating role in the relationship between HR practices and employee engagement. This means that organizations need to find ways to help employees achieve a better WLB.

• 아태비즈니스연구
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• 제3권2호
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• 한국산학기술학회논문지
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• 제14권12호
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• pp.6373-6386
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• 2013

본 연구는 MBTI 성격유형과 심박변이도의 관계를 조사하기 위해 시도된 연구이다. 충청남도 C 시에 소재 한 N대학교 일개 응급구조학과 재학생들을 대상으로 학교 내에서 안정상태로 측정한 심박변이도와 병원 임상실습 중 2주째와 4주째에 측정한 심박변이도를 비교분석하였다. 자료수집기간은 2013년 6월 21일부터 7월 23일까지였으며, MBTI 성격유형에 따른 안정 및 실습기간의 심박변이도의 변화에서 네 가지 성격유형별 분포도에 따른 안정 및 실습기간의 HRV에서는 nHF와 SDNN에서 유의한 차를 보였다. 전체 지표별 선호 분포도에 따른 안정 및 실습기간의 심박변이도의 변화에서 nLF는 T-F, J-P 그룹, nHF에서는 T-F, J-P 그룹, SDNN에서는 S-N, mHR에서는 J-P 그룹에서 유의한 차이가 있었다.

• The Journal of Korean Physical Therapy
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• 제26권4호
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• pp.234-239
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• 2014

Purpose: The purpose of this study is to use P300 latency to determine whether methods of motor learning in terms of massed and distributed practice can affect motor sequential learning in healthy adults. Methods: Twenty-four healthy subjects participated in this study. They were randomly allocated into three groups: a 10 minute, a 12 hour, and a 24 hour group. In the SRT task, eight numbers were adopted as auditory stimuli. During an experiment, participants were instructed to press the matching key as quickly and accurately as possible when one of the eight numbers was presented randomly. The subjects practiced for three sessions, each of which comprised five blocks of 40 serial reaction time tasks. While they practiced during these three sessions, P300 latency was measured. The data were analyzed using ANCOVA. Results: The P300 latency of Fz, Cz, and Pz decreased in all groups except for the Fz area of the 10 min group. Overall, the P300 latency of the 10 min group showed a smaller decrease compared with the 12 hr and 24 hr groups. Statistically, no significant differences in the Fz and Cz areas were observed among the three groups. The P300 latency in the Pz area of the 10 min group showed a significantly smaller decrease compared with the other groups. Conclusion: These findings suggest that short-term sequential motor training can alter brain functions such as the P300 latency. We also found that better acquisition of a motor skill was obtained with distributed practice of a task than with massed practice.

• Journal of Forest and Environmental Science
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• 제30권1호
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• pp.107-112
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• 2014

The productivity and cost of clear cutting operations were examined to broaden our knowledge on the harvesting system in a Larix leptolepis stand of Korea. The harvesting system was divided into tree operations which were chainsaw (STIHL MS440) felling, tower yarder (Koller301-4) yarding and harvester (WOODY H50) processing. The average cycle time of felling, yarding and processing were 98 s/cycle, 245 s/cycle and 150 s/cycle. The total stump-to-pile operational productivity was 43.07 $m^3/hr$. The highest production activity was the felling 17.93 $m^3/hr$, followed by the productivity of processing 15.62 $m^3/hr$ and then by the productivity of yarding 9.52 $m^3/hr$. In addition the total stump-to-pile operational cost was 24,086 $won/m^3$. The highest cost activity was the yarding 14,557 $won/m^3$ (60.4% of the total cost), followed by the costs of processing 8,461 $won/m^3$ (35.2%) and then by the costs of felling 1,068 $won/m^3$.

• Asian Pacific Journal of Cancer Prevention
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• 제15권8호
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• pp.3801-3804
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• 2014

Background: The prognostic significance of the neutrophil-to-lymphocyte ratio for progression free survival in patients with metastatic renal cell carcinoma is unclear. Materials and Methods: We retrospectively reviewed 45 patients diagnosed with metastatic RCC previously treated with tyrosine kinase inhibitors from two centers, Akdeniz University Hospital and Afyon Kocatepe University. The prognostic value of the pretreatment neutrophil-tolymphocyte ratio, and other clinical and laboratory parameters were assessed by univariate and multivariate analysis. Results: Median progression free survival (PFS) was 13.9 months [95% CI for HR (6.88-20.91)] and overall survival figure of 16.6 months [95% CI for HR (7.23-26.03)] Univariate analysis revealed that PFS was significantly affected by hemoglobin level [p=0.013 (95% CI for HR (0.71-0.96))], eosinophil count [p=0.031 (95% CI for HR (0.20-0.92))], ratio of neutrophil lymphocytes (NLR) [p=0.007 (95% CI for HR (1.47-11.74))] and calcium level [p=0.006 (95% CI for HR (0.15-0.73))]. However, only NLR [p=0.031 (95% CI for HR (1.15-18.1))] and calcium levels [p=0.018 (95% CI for HR (0.20-18.1))] retained significance with multivariate analysis. Median PFS was 23.9 vs 8.6 months in patients with NLR ${\leq}2$ vs NLR >2 (Log rank; p= 0.040). Conclusions: This study showed that increased pretreatment NLR is an independent prognostic factor for patients with metastatic RCC using tyrosine kinase inhibitors.

• 화약ㆍ발파
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• 제38권1호
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• pp.30-37
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• 2020

본 연구에서는 암석의 인장강도를 측정하는 데 터진고리(split ring; SR) 형태의 시편(NX 코어)을 이용하는 굽힘시험법의 적용성을 검토하였다. SR 시험법은 반고리(half ring; HR) 형태의 시편을 이용하는 HR 시험법(Choi et al., 2019)과 개념적으로는 동일하지만 파괴면이 하중방향과 직교하는 특징이 있다. 이 직교성 때문에 SR 시험법은 HR 시험법보다 더 높은 정확성을 발휘할 수 있을 것으로 예상되었다. HR 시편과 마찬가지로 SR 시편은 균일단면을 가진 굽은 각봉이다. 이 특수한 각봉의 이론적 인장강도는 재료강도학의 굽힘이론으로부터 계산할 수 있다. 일련의 LS-DYNA 수치해석을 수행한 결과, 예상대로 인장형 및 압축형 SR 시험법의 강도오차는 1% 및 5%로서 HR 시험법의 오차(12%)에 비해 매우 낮게 나타났다. 두 SR 시험법의 성능을 확인하기 위하여 실내실험을 실시하였다. 비교를 위하여 HR 시험과 Brazilian 시험도 함께 수행하였다. 실험 결과, Brazilian 강도에 대한 인장형 및 압축형 SR 시험의 강도비는 각각 1.2~1.4 및 1.1~1.2로 나타났는데, 이는 통상적인 굽힘시험의 경험치에 비해 너무 작은 수치였다. 결과적으로 SR 시험은 NX 코어로 성형한 암석시편에 대해서는 실용성이 없는 것으로 판단하였다. 반면, HR 시험의 강도비는 선행연구와 본 연구를 통해 1.7~2.0의 범위에 속하여 높은 일관성을 보였다.

• Journal of Forest and Environmental Science
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• 제33권2호
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• pp.147-153
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• 2017

The purpose of this study was to examine productivity and cost of tree-length harvesting using cable yarding system in a larch (Larix leptolepis) clear-cutting stand located in Pyeongchang-gun, Gangwon-do. We used tree-length harvesting method using cable yarding system with a tower yarder HAM300. The productivity was $17.6m^3/hr$ for felling, $12.4m^3/hr$ for delimbing, $4.2m^3/hr$ for yarding, and $8.1m^3/hr$ for processing. The total cost of the harvesting system was $48,381won/m^3$, which was majorly composed of yarding operation cost, at $40,169won/m^3$ (79.3%), while felling had the lowest cost at $1,154won/m^3$ (4.1%). Major factors affecting felling and processing productivity was tree volume and the number and thickness of branches for delimbing productivity. In addition, we suggest that training and education for machine operators were critical to improve yarding productivity.