• 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.

• 대한후두음성언어의학회지
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• 제23권1호
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• pp.43-47
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• 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
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• 제22권2호
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• pp.151-155
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• 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.

• 생물환경조절학회지
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• 제30권4호
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• pp.359-366
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• 2021

본 연구는 대규모 온실에서 작업관리와 인력관리 및 병해충 모니터링을 위한 HRM 프로그램을 개발하여 현장적용 시험을 수행하였다. 작업자의 전용 앱으로 작업지시와 현장의 작업내용 및 병해충 발생에 대한 정보를 입력할 수 있다. 관리자는 작업자의 작업내용별 노동시간과 작업속도, 작업품질을 평가하여 기록하고 이를 토대로 작업별 작업속도 기준을 설정할 수 있으며, 작업일정 수립이나 작업 투입인원의 결정이 용이하게 될 것이다. 따라서 고용인원을 효율적으로 운용하면서 작업수행을 용이하게 할 수 있으며, 작업자의 수급계획을 세울 때도 용이하게 사용될 수 있다. 시기별 작업분석을 통해 고용인원의 적정성을 평가할 수 있고 정규인력과 비정규 인력에 대한 수급비율을 조정할 수 있게 할 것이다. 작업자의 실시간 작업성과를 공개하며 작업자 간 경쟁을 유도하고 기준작업량 이하를 달성하는 작업자의 재교육 및 작업방법 개선을 통해 작업효율의 상승이 가능하다. 실증현장에서 분석해본 파프리카의 작업은 순치기, 수확 및 유인작업이 모든 작업시간의 91%이상을 차지하며, 수확작업보다 유인 및 순치기 작업시간이 두배정도 더 많은 것으로 나타났다. HRM 프로그램을 도입하기 전과 도입한 이후 가장 노동부하가 높은 시기인 수확과 유인 및 순치기 작업이 동시에 진행되는 시기를 비교했을 때 HRM 프로그램의 도입으로 37%의 작업량 향상을 가져왔다.

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

• Asian-Australasian Journal of Animal Sciences
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• 제26권1호
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• pp.30-35
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• 2013

The myostatin (MSTN) gene, as a negative regulator of skeletal muscle growth, has been proposed to be associated with production traits in farm animals. In the present study, a T/C variant at -125 bp (relative to ATG start codon) of 5'regulatory region of rabbit MSTN was identified by direct sequencing. Two hundred and twenty two rabbits, which were randomly sampled from 3 breeds (Ira rabbits, Champagne rabbits and Tianfu black rabbits), were genotyped by high-resolution melting (HRM). Comparing the genotyping results of 47 samples with direct sequencing, the HRM showed high sensitivity (0.96) and high specificity (0.98). In the three rabbit breeds, the allele C was the predominant allele. The polymorphic site showed high heterozygosity (He = 0.48) and high effective number of alleles (Ne = 1.91). The genetic diversity was reasonably informative (0.25

• Asian Pacific Journal of Cancer Prevention
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• 제15권21호
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• pp.9327-9333
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• 2014

Breast cancer is the second most common cancer and second leading cause of cancer deaths in women. Phosphatidylinositol-3-kinase (PI3K)/AKT pathway mutations are associated with cancer and phosphatidylinositol-4, 5-bisphosphate 3-kinase catalytic subunit alpha (PIK3CA) gene mutations have been observed in 25-45% of breast cancer samples. Insulin growth factor binding protein-5 (IGFBP-5) can show different effects on apoptosis, cell motility and survival in breast cancer. We here aimed to determine the association between PIK3CA gene mutations and IGFBP-5 expressions for the first time in breast cancer patients. Frozen tumor samples from 101 Turkish breast cancer patients were analyzed with high resolution melting (HRM) for PIK3CA mutations (exon 9 and exon 20) and 37 HRM positive tumor samples were analyzed by DNA sequencing, mutations being found in 31. PIK3CA exon 9 mutations (Q546R, E542Q, E545K, E542K and E545D) were found in 10 tumor samples, exon 20 mutations (H1047L, H1047R, T1025T and G1049R) in 21, where only 1 tumor sample had two exon 20 mutations (T1025T and H1047R). Moreover, we detected one sample with both exon 9 (E542Q) and exon 20 (H1047R) mutations. 35% of the tumor samples with high IGFBP-5 mRNA expression and 29.4% of the tumor samples with low IGFBP-5 mRNA expression had PIK3CA mutations (p=0.9924). This is the first study of PIK3CA mutation screening results in Turkish breast cancer population using HRM analysis. This approach appears to be a very effective and reliable screening method for the PIK3CA exon 9 and 20 mutation detection. Further analysis with a greater number of samples is needed to clarify association between PIK3CA gene mutations and IGFBP-5 mRNA expression, and also clinical outcome in breast cancer patients.

• 경영과학
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• 제10권2호
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• pp.145-161
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• 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.

• 토지주택연구
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• 제7권3호
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• pp.137-145
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• 2016

본 연구의 목적은 공기업 조직에서 성과주의 인적자원관리가 조직유효성에 미치는 영향을 실증분석을 통해 확인해 보는 것이다. 독립변수로는 '성과중심 채용', '성과중심 평가', '성과중심 보상'으로 하였고, 종속변수는 '직무만족'과 '조직몰입'으로 하였다. 실증분석 결과, 최근 정부와 공공부문에서 적극 도입확산되고 있는 '성과중심(직무능력) 채용'이 '직무만족'과 '조직몰입'에 모두 긍정적인 영향을 주었으나, '성과중심 보상'은 직무만족'과 '조직몰입'에 모두 긍정적 영향을 주지 못했다. 또한 '성과중심 평가'와 '성과중심 보상'은 '조직몰입'에 모두 긍정적인 영향을 주지 못하는 것으로 나타났다. 반면, '성과중심 평가'는 '직무만족'에는 긍정적인 영향을 주었다. 본 연구의 실증분석에서 성과주의 인적자원관리의 조직유효성에 대한 긍정적인 효과는 부분적으로 확인되었다. 이러한 결과는 조사대상 공기업이 처한 특수한 상황에서 기인했을 것으로 판단된다. 해당 공기업은 2009년 통합 이후 성과주의 인적자원관리의 다양한 제도와 시스템 도입을 추진하고 있는 반면, 경영정상화 차원에서 자구노력의 일환으로 임금동결과 반납 등 어려운 시기를 겪어왔기 때문에 이러한 조직적 상황이 정상적인 성과주의 인적자원관리의 효과 검증에 영향을 미쳤을 것으로 판단된다.

• Journal of Plant Biotechnology
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• 제48권2호
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• pp.71-76
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• 2021

당귀는 약용으로 널리 사용되는 대표적인 다년생 식물이다. 다양한 당귀 계통의 유전적 다양성에 대한 정보는 당귀의 유전자원의 발굴 및 보존의 차원에서 매우 중요하다. 당귀는 현재 한국에 등록 된 중요한 약용 식물 종이지만, 다른 나라의 다른 유사한 종과 구별 할 수 있는 분자표지가 없는 실정이다. 그러므로, 본 연구에서는 HRM 분석을 통해 국내 토종 당귀계통인 참당귀를 식별하기 위해 유전체 염기서열의 핵리보솜 DNA 내부(ITS)영역에서 단일염기다형성(SNP) 분자 표지를 개발하였다. 본 연구에서는 또한 5가지 당귀계통들의 혼합된 염색체 DNA 시료를 이용하여 HRM 분석을 수행하였으며, 최종적으로는 혼합된 염색체 DNA의 다양한 비율을 사용하여 혼용되는 대표적인 당귀계통인 참당귀와 중국 당귀를 재료로 HRM 분석을 진행하였다. 그러므로, 본 연구에서 개발된 SNP 분자표지는 다양한 지역 또는 국가에서 서식하는 당귀 계통들의 신속한 확인을 위해 매우 유용하게 이용될 것으로 생각된다.