• 대한후두음성언어의학회지
• /
• 제23권1호
• /
• pp.43-47
• /
• 2012

Background and Objectives : Laryngopharyngeal reflux disease (LPRD) originates from regurgitation of gastric contents to the laryngopharynx, and it is relatively common disease in otolaryngology. Proton-pump inhibitor (PPI) medication is frequently using treatment method in present time, but controversies exist regarding treatment for it. High-resolution manometry (HRM) system is a newly developed device that using 36 channels and pressure topography plotting program, checking the function and status of esophagus. The aim of this study was to evaluate clinical usefulness of HRM in LPRD patients who do not response to PPI medication. Materials and Method : From July 2009 to July 2010, a total of 99 patients who were suspected LPRD according to symptoms (Reflux Symptom Index >13) and laryngoscopic findings (Reflux Finding Score >7) were retrospectively enrolled in this study. Patients were consisted of 31 men and 68 women, the mean age was 51.8 years, the mean BMI was 22.46. Patients have taken PPI medication for 2 months, after medication, they performed HRM. Comparative analysis was performed with results of the difference in symptoms. Results : In 99 patients, 37 patients (37.4%) show not improvement of LPRD symptoms after PPI medication. Among them, 18 patients (48.6%) showed abnormal findings that were classified as Peristaltic dysfunction (38.9%), Diffuse esophageal spasm (11.1%), Relaxation impairment of LES (11.1%), Achalasia (5.6%), Hypotensive LES (11.1%), Relaxation impairment of UES (11.1%), Nutcracker esophagus (5.6%), Decreased resting pressure (5.6%). Other 62 patients (62.6%) show improvement of LPRD symptoms, 23 patients (37.1%) showed abnormal findings. Most common finding was Peristaltic dysfunction (43.4%) More prevalent abnormal findings of HRM were found in patients who revealed no response to PPI medication (48.6% vs. 37.1%), but it does not reach the statistical significance. Conclusion : Although statistical significances is not showed, the difference observed in the frequency of HRM abnormal finding between response and no response for PPI medication. It has been estimated that HRM may be used to determine differential diagnosis in patients with LPRD. Further studies in lager population containing normal controls will be needed to prove clinical usefulness.

• 대한후두음성언어의학회지
• /
• 제22권2호
• /
• pp.151-155
• /
• 2011

Background and Objectives : Laryngopharyngeal reflux disease (LPRD) originates from regurgitation of gastric contents to the laryngopharynx, and it is relatively common disease in otolaryngology. Proton-pump inhibitor (PPI) medication is frequently using treatment method in present time, but controversies exist regarding treatment for it. High-resolution manometry (HRM) system is a newly developed device that using 36 channels and pressure topography plotting program, checking the function and status of esophagus. The aim of this study was to evaluate clinical usefulness of HRM in LPRD patients who do not response to PPI medication. Subjects and Method : From July 2009 to July 2010, a total of 99 patients who were suspected LPRD according to symptoms (Reflux Symptom Index >13) and laryngoscopic findings (Reflux Finding Score >7) were retrospectively enrolled in this study. Patients were consisted of 31 men and 68 women, the mean age was 51.8 years, the mean BMI was 22.46. Patients have taken PPI medication for 2 months, after medication, they performed HRM. Comparative analysis was performed with results of the difference in symptoms. Results : In 99 patients, 37 patients (37.4%) show not improvement of LPRD symptoms after PPI medication. Among them, 18 patients (48.6%) showed abnormal findings that were classified as Peristaltic dysfunction (38.9%), Diffuse esophageal spasm (11.1%), Relaxation impairment of LES (11.1%), Achalasia (5.6%), Hypotensive LES (11.1%), Relaxation impairment of UES (11.1%), Nutcracker esophagus (5.6%), Decreased resting pressure (5.6%). Other 62 patients (62.6%) show improvement of LPRD symptoms, 23 patients (37.1%) showed abnormal findings. Most common finding was Peristaltic dysfunction (43.4%) More prevalent abnormal findings of HRM were found in patients who revealed no response to PPI medication (48.6% vs. 37.1%), but it does not reach the statistical significance. Conclusion : Although statistical significances is not showed, the difference observed in the frequency of HRM abnormal finding between response and no response for PPI medication. It has been estimated that HRM may be used to determine differential diagnosis in patients with LPRD. Further studies in lager population containing normal controls will be needed to prove clinical usefulness.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권8호
• /
• pp.599-611
• /
• 2020

The purpose of this study is to explore and empirically analyze the factors affecting the financial performance of Korean small- and medium-sized manufacturing companies, which are relatively insufficiently researched, in terms of human resource management (HRM). In particular, this study intends to examine the human resource management activities focusing on the individual influences of workers' attitudes on systems and policies as well as jobs and organizations. This study reviews previous research and discussions on the human resource management system, as well as the organization and job-related attitudes and financial performance of workers, for the formulation of two hypotheses. Among the HCCP data, the hypothesis was verified through reliability and correlation analysis and stepwise multiple regression analysis for small- and medium-sized manufacturing enterprises. The results show, firstly, that human resource systems and systems have the same effect, but there were differences in the degree of impact. Secondly, job satisfaction has a statistically significant influence on financial performance. Lastly, all worker/employee attitude determinants are statistically significant for both job satisfaction and organizational commitment. HRM, previously relatively overlooked, provided theoretical and practical implications by demonstrating the direct impact on financial performance and the impact of individual human resource management systems and policies.

• 한국콘텐츠학회논문지
• /
• 제13권2호
• /
• pp.412-419
• /
• 2013

차별화가 경쟁우위의 필수적인 요건으로 인식되고 있음에도 불구하고 기업이 운영하고 있는 인사제도의 측면에서 본다면 오히려 그 반대의 모습을 발견할 수 있다. 각 기업은 차이점으로 구분되기 보다는 동질적인 측면을 보다 많이 찾아볼 수 있다. 본 연구는 선행연구에서 제시된 개별 기업간 인사제도의 유사성에 대한 논의를 이론적인 차원에서 보다 면밀히 구조화하고자 하였다. 본 연구는 이론적 차원에서 동형화와 관련된 기존 논의를 구체적으로 제시하고, 이를 토대로 각 기업의 인사제도 도입에 따른 동학적 특성을 탐색적인 차원에서 분석하여 인적자원관리의 현실적인 시사점을 찾아보는 것을 목적으로 하였다. 본 연구는 선행연구에서 제시된 개별 기업간 인사제도의 유사성에 대한 논의를 탐색적 차원에서 보다 체계적으로 논의하였다. 또한 신제도주의적 관점에서 동형화와 관련된 기존 논의를 제시하고, 이를 토대로 각 기업의 서로 유사한 인사제도 도입에 따른 동학적 특성을 기존 연구를 바탕으로 분석하였다.

• 한국산학기술학회논문지
• /
• 제10권4호
• /
• pp.771-784
• /
• 2009

조직의 환경이 불확실성이 높고 동태적인 상황에서는 유형 자산 보다는 지식 기반의 무형 자신을 확보하여 차별적인 경쟁 우위를 먼저 확보하고 이를 유지할 수 있도록 하여야 할 것이다. 특히 서비스 산업에서의 인적 자원 관리는 매우 중요하다 하겠다. 본 연구에서는 선행 연구를 바탕으로 IT 기반의 정보 시스템으로서의 e-HRM 시스템에 대해서 도입 요인과 조직의 성과를 연구하였다. 연구 결과, 첫째, 정보 기술 요인 중 IS 성숙도는 조직 성과에 영향을 미치는 것으로 나타났으며, IS/IT 기반 구조는 재무적 성과에만 유의한 영향을 미치는 것으로 나타났다. 둘째, 환경 요인 중 경쟁 정도, 정보화 정도, 환경 불확실성 요인들은 재무적 성과에 영향을 미치는 것으로 나타났으나, 비 재무적 성과에는 영향을 미치지 않는 것으로 나타났다. 셋째, 조직의 규모는 정보 기술 요인 및 환경 요인과 조직성과 간에 부분적으로 조절적 역할을 하고 있음을 알 수 있었다. 따라서 서비스 산업에서는 조직의 규모가 큰 경우에는 e-HRM 시스템을 도입하는 것이 조직의 재무적 성과의 향상에 효과적이라는 결론을 조심스럽게 내릴 수 있었다.

• 한국벤처창업학회:학술대회논문집
• /
• 한국벤처창업학회 2007년도 춘계학술대회
• /
• pp.35-64
• /
• 2007

중소기업의 기술혁신 역량을 강화하기 위한 각종 정부 정책과 투자의 지속적인 확대에도 불구하고 우리나라의 산학연 협력 수준은 선진국에 비해 아직도 상당히 미홉한 것으로 평가되고 있다. 또한 기술혁신성과에 영향을 미치는 기업 내부요인에 대해 다양한 요인이 제시되고 있지만, 산학연 기술협력과 기술혁신성과 간의 관계에 대한 기존 연구에서는 산학연 기술협력과 성과 간의 직접적인 영향(상관)관계만을 고려하고 있으며, 기업 내부요인들에 의해 그 효과가 어떻게 달라지는지는 분석하고 있지 않다. 따라서 본 연구에서는 산학연 기술협력이 중소기업의 기술혁신 성과를 높이기 위해서 어떤 중소기업을 지원해야 하며, 증소기업들이 어떤 내부적인 노력을 해야 하는가를 우리나라 증소제조업을 대상으로한 실증분석을 통해 규명하고자 한다. 분석 결과, 산학연 기술협력과 흡수 능력 중 혁신적 인적자원관리 시스템이 기술혁신성과에 정(+)의 영향을 끼쳤다. 또한 산학연 기술협력과 혁신적 인적자원관리 시스템 간에 정(+)의 상호작용 효과가 존재하는 것으로 나타났다. 이 연구는 정책적으로 산학연 기술지원을 할 때 기업의 기술개발강도만을 갖고 판단할 것이 아니라 기업 내부적으로 혁신 창출을 위한 노력, 즉 혁신적 인적자윈관리 시스템이 갖추어져 있는지 고려해 볼 필요가 있음을 시사한다. 경영 측면에서는 중소기업에 내부 자원과 능력의 한계가 존재하므로 외부자원을 충분히 활용함으로써 기술혁신성과를 높이는 것이 중요하다는 시사점을 제공한다.

• 통상정보연구
• /
• 제8권3호
• /
• pp.385-396
• /
• 2006

The successful knowledge and information based companies facilitate to restructure the industry and strengthen the national competitiveness in the future. The advent of information age provides us new challenge because the information breakthrough can play a pivotal role in terms of knowledge transfer in the human resource management. Executive officer must present long term vision in order to expand enterprise continuously and establish long term management goal and strategy which are appropriate for key organizational skills of future management environment (Pfeffer, 1998). Also, long term talent management based on vision, goal and strategy and talent development strategy and employment management must be established (小池, 1994)). American HRM system's reformation cannot be defined without scientific management policy. However, currently widely discussed Japanese HRM system's reformation cannot be defined without organizational commitment focused Japanese employment system. (津田, 1992 ; 太田, 1994). Japan's development of the following policies are behind comparing to Europe : (1)Skill based talent management regardless of age, sex, nationality, race and academic background (2)Consideration of retirement age of 64 (3)Creativity and freedom promoting talent management policy. Also, there are problems to be solved. Solutions will be searched for by establishing new wage policy based on tasks and individuals in the basis of lifetime employment system.

• 경영과학
• /
• 제10권2호
• /
• pp.145-161
• /
• 1993

Human Resource Management (HRM) performs numerous activities in organizations including employee recruitment, selection, placement, job analysis, training and development, and labor relations. POSCO (Pohang Steel Company) has concerned with employee management related to job placement and analysis among these activities because of the problems of over-complexity of placement precedures for the variety of recruits, the frequency of selection, a large amount of job descriptions / specifications, and their changes. This study, as a phase of developing the entire HRM systems in the organization, briefly summarizes the preliminary information related and describes an implementation of expert system as a means for effective job placement based on the principle of right-person-in-right-place with identifying aptitudes and personalities of employees. Thus, a new approach for developing a job description/specification using a formal specification language like Z is also proposed. The result of this study will cultivate the performance of personnel, prevent conflicts between labor and management, promote overall productivity of organization, as well as helpfully verify job analysis.

• 한국병원경영학회지
• /
• 제14권2호
• /
• pp.75-98
• /
• 2009

As the organizational environments are changing, organizational innovation has become a critical success factor for the healthcare organizations. Although there are lots of successful innovation cases in other industries, healthcare organization's management innovation cases are rare in Korea. This case study is focused on successful change process of a Maeumsarang psychiatric hospital. Main findings are: (a) virtuous cycle of healthcare service innovation and organizational innovation, (b) intensive training and learning, (c) usage of external resources, (d) high commitment HRM system, (e) CEO leadership, and (f) synchronization of planning and execution. Based on these findings, managerial implications are derived and future research directions are proposed.

• 품질경영학회지
• /
• 제47권2호
• /
• pp.295-314
• /
• 2019

Purpose: This study aims to investigate the factors affecting productivity performance for Korean SMEs of manufacturing which had obtained the certification of Productivity Management System(PMS) that is a Korean assessment program for enhancing maturity of company's management systems. Methods: The proposed model is based on the PMS model. The valid 759 data registered from 2010 to 2018 year was analyzed using SEM analysis for testing hypotheses. Results: The results are as follows. First, Leadership affects the five core sub-system processes positively, but doesn't a significant Business Performance directly. Secondly, HRM, Customer & Market Analysis, and Process Management excluding Productivity Development and Measurement Analysis and Knowledge Management have a significant effect on Business Performance. Lastly, when examining the mediation effect, Process Development, Customer & Market Analysis, and HRM have indirectly effect between Leadership and Business Performance. Conclusion: This study results suggest not only the role of leadership to improve productivity performance of SME, but also which core processes are focused and differentiated.