• The Korean Journal of Coaching Psychology
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• v.6 no.2
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• pp.45-73
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• 2022

The purpose of this study was to determine the mediating effect of negative feedback-seeking behavior in the relationship between the effect of coaching leadership on performance appraisal effectiveness and coaching leadership's performance appraisal effectiveness, and the moderating effect of psychological safety in the effect of coaching leadership on negative feedback-seeking behavior. is to reveal For this purpose, data from 300 office workers in various domestic companies were collected through an online survey, and the data were analyzed using SPSS 25.0 and Macro. The results of this study are as follows. First, the mediating effect of negative feedback seeking behavior was confirmed in the relationship between coaching leadership and performance appraisal effectiveness. Second, it was verified that psychological safety had a moderating effect in the relationship between coaching leadership and negative feedback-seeking behavior. Third, the moderated mediating effect was found to be insignificant. Finally, in this study, the academic significance, implications, limitations, and suggestions for future research were discussed.

• 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.

• The Journal of the Korea Contents Association
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• v.20 no.3
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• pp.542-559
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• 2020

This study was conducted to derive theoretical and practical implications in situations where innovation of the business is desperate in the face of the emergence of agile organizations and digital transformation. To do so, we tried to verify the correlation between negative feedback-seeking behavior and innovative behavior and whether the learning goal orientation of these two variables has a moderated mediating effect by coaching leadership. It analyzed the collected questionnaire from 381 members working in domestic companies; SPSS 25.0, AMOS 25.0, and Process Macro 3.0 were used. The analysis result showed that the negative feedback seeking behavior had a positive effect on the learning goal orientation, and the leader's coaching leadership found to have a moderating effect between the negative feedback seeking behavior and the learning goal orientation. Learning goal orientation has been found to have a moderated mediating effect between negative feedback seeking behavior and innovative behavior. This study is significant in the sense that it reveals the process of how members seeking negative feedback in the organization could be led to innovative behavior and shows the necessity of organizational support for coaching leadership for the vitalization of innovative behavior.

• The Transactions of The Korean Institute of Electrical Engineers
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• v.58 no.8
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• pp.1572-1579
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• 2009

In this dissertation ultra-broadband power amplifier(UPA) was designed and fabricated using negative feedback technique. UPA was made of pre-amplifier, drive amplifier and power amplifier. Negative feedback technique was used to achieve ultra-broadband performance. Designed power amplifier has 30dB gain and 2W output power. The load-pull data of power amplifier for optimal power matching was extracted from the measured S-parameter. Fabricated PCB material, permittivity is 4.6 and thickness is 0.8mm, is FR4 and UPA was fabricated 3 modules for comparison of the simulated and measured results. Size of the fabricated pre-amplifier and drive amplifier module is 40mm'50mm'16mm. And from the experimental results, gain of the pre-amplifier module is 9.87dB at 2GHz and flatness is 0.63dB. Experimental result of the drive amplifier module is 10.97dB at 2GHz and flatness of that is 0.26dB. Test result of the power amplifier module is 10.71dB at 2GHz and flatness is 0.72dB. Total size of the power amplifier is 45mm'134mm'16mm. According to the test results, gain of the UPA is 28.98dB at 2GHz and flatness is 1.68dB. Output power was 32.098dBm at 2GHz, 32.154dBm at 1GHz and 31.273dBm at 100MHz.

• Journal of the Korea Convergence Society
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• v.11 no.8
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• pp.369-379
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• 2020

This convergent study aimed to verify the mediating effect of organizational silence and manager's inclination to reject negative feedback in the relationship between organizational justice and turnover intention of Clinical Nurses. Participants were 250 nurses working at general hospitals with 300 hospital beds or more. Examination of the mediating effect of organizational silence showed a mediating effect of acquiescent silence when procedural justice affected turnover intention. Additionally, when interactional justice affected turnover intention, prosocial and acquiescent silence mediated it. Examining the moderated mediating effect of manager's inclination to reject negative feedback showed moderated mediation effect when procedural justice mediated the acquiescent silence and affected the turnover intention. Interactional justice had a moderated mediating effect when the mediation between prosocial and acquiescent silence affected turnover intention. Therefore, it is necessary to efficiently regulate the manager's inclination to reject negative feedback when organizational justice affects organizational silence and turnover intention.

• Journal of the Institute of Electronics Engineers of Korea SD
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• v.48 no.12
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• pp.23-30
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• 2011

This paper presents a Single-Inductor Multiple-Output (SIMO) DC-DC Converter with a negative feedback selection circuit to improve a regulation property at light load and to generate independent multiple outputs. The conventional SIMO DC-DC converter with a fixed negative feedback circuit cannot regulate correctly at light load. The SIMO DC-DC converter with the proposed negative feedback selection circuit has been designed in 0.35um 2-poly 3-metal BCDMOS. This converter is dual output boost converter with the 1.5V input and 2.5V, 3.0V output. The power conversion efficiency varies from 59% at 10mA loads to 85% at 50mA loads.

• The Bulletin of The Korean Astronomical Society
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• v.44 no.1
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• pp.36.2-36.2
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• 2019

Using VLT/MUSE and ALMA data, we present a spatially-resolved analysis of the central part of NGC 5728. We find enhanced star formation (${\sim}1.8M{\odot}/yr/kpc2$) at a region where AGN gas outflows intersect the star formation ring. In contrast, significantly weaker CO emission (~3.5 times) is found at the same region compared to other regions in ring, suggesting positive AGN feedback on star formation. On the other hand, we detect gas outflows outside of the spiral arms, implying that the inflowing gas in the arms is removed (i.e., negative feedback). Even though the positive and negative feedback are expected at the central part of NGC 5728, the impact of the AGN feedback in galaxy scale may be insignificant.

• The Journal of Korean Academic Society of Nursing Education
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• v.25 no.2
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• pp.186-196
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• 2019

Purpose: This study was conducted to identify types of peer feedback in nursing skills performance training and to investigate emotional response, perceived quality of feedback and self-efficacy for learning from peer feedback. Methods: A total of 110 second-year nursing students attending fundamentals of nursing classes at a university participated in 2017. Participants received peer feedback from one selected colleague who observed their skills performance, and completed a questionnaire. Contents of peer feedback video recordings were transcribed and classified into seven types of feedback. Data were analyzed using an independent t-test, ANOVA and Pearson correlation. Results: Participants mostly received feedback of 'correcting' and 'providing information.' Positive emotional responses from peer feedback were above medium, and negative emotional responses were low. The perceived quality of peer feedback was moderate and self-efficacy for learning was high. Quality of feedback correlated with negative emotional response (r=-.24, p=.014), and self-efficacy for learning (r=.35, p<.001). Self-efficacy for learning correlated with intimacy with peers (r=.24, p=.011) and positive emotional response (r=.21, p=.028). Conclusion: The results suggest that peer feedback in skill training could be used in terms of emotional response and self-efficacy for learning.

• Journal of the Korean Society of Earth Science Education
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• v.3 no.3
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• pp.198-208
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• 2010

This work describes a preliminary investigation to a learning model based on cybernetics and radical constructivism. To achieve this purpose, main ideas of cybernetics, i.e., negative feedback, difference, self-regulation, equilibrium, and purpose-directed behavior was analysed under radical constructivism. Powers' model, which consists of hierarchically arranged negative feedback systems, is introduced into this work. This was based on the claim that living organisms behave to control perceptions. By adding the notion of scheme from the view of radical constructivism, a learning procedure, which consists of six steps, was suggested in this work.

• Nuclear Engineering and Technology
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• v.50 no.1
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• pp.80-87
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• 2018

Consideration is given to the possibility to use changes in buoyancy as a negative reactivity feedback mechanism during temperature transients in heavy liquid metal fast reactors. It is shown that by the proper use of heavy pellets in the fuel elements, fuel rods could be endowed with a passive self-ejection mechanism and then with a negative feedback. A first estimate of the feasibility of the mechanism is calculated by using a simplified geometry and model. If in addition, a neutron poison pellet is introduced at the bottom of the fuel, then when the fuel element is displaced upward by buoyancy force, the reactivity will be reduced not only by disassembly of the core but also by introducing the neutron poison from the bottom. The use of induced buoyancy opens up the possibility of introducing greater amounts of actinides into the core, as well as providing a palliative solution to the problem of positive coolant temperature reactivity coefficients that could be featured by the heavy liquid metal fast reactors.