• 공학교육연구
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• 제19권4호
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• pp.14-23
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• 2016

This study is to analyze the team interaction in accordance with the team size. Thereby, it is to reveal the team size for the attainment of the effective team interaction and the specific goals to achieve the purpose of this study are as follows. Firstly, the frequency and percentage of team interaction in accordance with the team size are presented. Secondly, the statistical verification of the team interaction in the social emotional area is conducted. Thirdly, the statistical verification of the team interaction in the task area is conducted. In order to do this study, we explain the purpose of study, confidentiality, and withdrawal right were described and then 32 persons who agreed to participate were selected as the subjects for the study. After that, the autonomous organization of team was induced and a total of 8 teams were organized - 3 teams comprised of 3 members, 3 teams of 4 members, 1 team of 5 members, and 1 team of 6 members. Further, Bales' (1950) Interaction Process Analysis (IPA) was used in order to analyze the team interaction, and Mangold INTERACT was used as a coding program. The results of study are as follows. Firstly, the highest frequency of the team interaction showed up in the case of five or six members and the lowest in the case of 3 members. Secondly, a statistically significant difference in the social emotional (positive) area showed up in accordance with the team size and the team organizations of three or four members were effective. Thirdly, a statistically significant value in the answer area showed up in accordance with the team size and the team organizations of five or six members were effective.

• 공학교육연구
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• 제19권5호
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• pp.13-24
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• 2016

The purpose of this research is to examine the characteristics of team interaction according to the creativity of team members. Research subjects to achieve this purpose included 28 students who are in engineering education in the College of Education at A University in Daejeon and have taken robot-related courses. Through first and second MBTI, and TTCT tests, the final homogeneous and heterogeneous teams were formed, and an experimental study was conducted by developing team design activity assignment. The major research results were as follows. In terms of a comprehensive view on interaction frequency, both homogeneous team and heterogeneous team suggested had the highest frequency in suggesting opinions. However, each of the team members in the homogeneous team had different communication frequency among each other while each team member in the heterogeneous team had almost similar frequency. A microscopic analysis of the communication process of homogeneous team showed that the team members' roles were divided among each other in communication. Next, according to the microscopic analysis of the heterogeneous team's communication process, the team members exchanged opinions in the beginning, talked to themselves in words that were hard to understand the meanings, and they stopped having conversations in the end. Due to such decrease in communication, two team members could not solve the confusing state of being unable to understand each other's opinions and failed to complete their assignments. The microscopic analysis demonstrated that the homogeneous team had a smooth interaction, because when one team member suggested an opinion during a conversation, other team members agreed with it through a discussion. However, the members in the heterogeneous team experienced confusion as they could not understand each other's conversation and could not overcome this problem, leading to lack of conversations.

• 디지털융복합연구
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• 제19권12호
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• pp.487-494
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• 2021

본 연구는 중학교 축구지도자의 리더십 유형과 운동 몰입 및 팀 분위기의 관계 알아보는 데 그 목적이 있으며 다음과 같은 결과가 나왔다. 첫째, 인구통계학적 특성에 따라 분석한 결과 연령에서는 팀 분위기의 동료 관계 특성에서, 지도자와의 생활기간에 따른 변인으로는 상호적 리더십이 유의한 차이가 있는 것으로 나타났다. 둘째, 중학교 축구지도자의 리더십 유형과 운동 몰입의 관계를 알아본 결과 리더십 유형 중 서번트 리더십은 운동 몰입의 모든 하위요인에, 변혁적 리더십은 행동몰입에 영향을 미치는 것으로 나타났다. 셋째. 중학교 축구지도자의 리더십 유형과 팀 분위기의 관계를 알아본 결과 팀 분위기의 하위요인인 역할특성에는 모든 리더십 유형이, 동료 관계 특성에는 서번트 리더십이, 팀 특성에는 상호적 리더십이 영향을 미치는 것으로 나타났다.

• 한국의류산업학회지
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• 제10권6호
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• pp.936-946
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• 2008

The purpose of this study is to analyze whether transactional leadership and transformational leadership have an effect on team empowerment and performance. To this end, a survey was conducted from August 1 to 30 in 2008, among team members of fashion companies. The data was collected with 586 subjects, the statistical analysis methods were frequency analysis, reliability analysis, factor analysis and multiple regression analysis. The results of this study were as follows; First, contingent reward of transactional leadership had an effect on team empowerment factors and team performance factors. Second, charisma, individualized consideration and intellectual stimulation of transformational leadership had an effect on team empowerment factors and team performance factors. Third, team potency, team autonomy and team meaning of team empowerment had an effect on team performance factors.

• 한국컴퓨터정보학회논문지
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• 제20권11호
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• pp.77-88
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• 2015

This study attempts to investigate the effect of team diversity on individual creativity and team members' creative activities such as exploration and exploitation. We have garnered 40 team data from 249 respondents who have been participating in the team learning activities during semester in a private university. They were asked by instructor to show their creativity, and exploration and exploitation activities. The 40 teams were made up of team diversity factors such as study hour and leisure activity. We used a multilevel analysis to analyze the effects of team diversity factors on team member's creativity, and exploration and exploitation. Results showed that in general, team diversity factors like study hour and leisure activities have significant effects on the individual creativity, and exploration and exploitation. Practical implications represent that teams need to be organized considering the team diversity factors in order to improve team member's creativity, and their exploration and exploitation activities.

• 한국산학기술학회논문지
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• 제15권5호
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• pp.2831-2843
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• 2014

팀을 기반으로 한 조직구조가 확산되면서, 많은 조직구성원들이 팀원으로서의 역할을 수행하고 있다. 이러한 상황은 조직구성원들에게 팀이라는 또 하나의 중요한 몰입대상을 제공했을 뿐만 아니라, 갈등의 경험가능성 역시 증가시켰다. 그러나 팀 내 갈등과 팀몰입 사이의 관계를 다룬 연구는 아직까지 많지 않다. 이에 본 연구는 과업갈등과 관계갈등이 팀몰입에 영향을 미치는 과정에서 팀효능감과 커뮤니케이션 만족도의 차별적인 매개효과를 검증하고자 하였다. 분석을 통해 확인된 결과는 다음과 같다. 첫 째, 과업갈등과 관계갈등은 팀몰입에 부정적인 영향을 미쳤다. 둘 째, 팀효능감은 과업갈등과 팀몰입 사이를 완전 매개하였다. 셋 째, 커뮤니케이션 만족도는 관계갈등과 팀몰입 사이를 완전 매개하였다.

• 공학교육연구
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• 제24권1호
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• pp.3-14
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• 2021

The purpose of this study is to analyze the characteristics of efficient problem-solving teams and inefficient problem-solving teams using SYMLOG. In this study, 35 college students majoring in engineering education at C university were organized into 7 teams and carried out technological problem solving projects over one semester. Based on the results of the team project, the top 2 teams were defined as efficient problem solving teams and the bottom 2 teams were defined as inefficient problem solving team, and analyzed the characteristics of the team using SYMLOG. The main results are as follows: First, an analysis of SYMLOG from efficient problem solving teams and inefficient problem solving teams showed that there was a difference between self-awareness and others' perception in terms of U(Upward)-D(Downward) dimension. Second, in the inefficient problem solving teams, there was a significant difference between self-awareness and others' in the F(Forward)-B(Backward) dimension. Third, there was no difference between self-awareness and others' in both efficient and inefficient teams at the P (Positive)-N(Negative) dimension. Fourth, an efficient problem-solving team had a clear leader, and there was a team member who supported the leader. On the other hand, the inefficient problem-solving team did not have a clear leader, or one person played the role of leader and there were no team members supporting the leader.

• 경영과학
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• 제32권2호
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• pp.111-124
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• 2015

In the management literature, it has been widely accepted among both researchers and practitioners that the level of team creativity is significantly related to the organizational performance. Besides, researchers posited with confidence that team diversity and task difficulty would affect team creativity through team members' activities of exploration and exploitation. However, empirical approaches to proving this belief suffered from lack of real data and proper methods as well. To tackle the research void like this, we propose a multi-agent simulation (MAS) mechanism. By adopting a set of parameters which validity were proven in the related literature, we conducted a series of experiments in the environment of the MAS platform named NetLogo. There sults suggest that managers can differentiate team diversity strategies according to task difficulty. In the case of a difficult task, managers need to increase team diversity so that their teams can maximize team creativity through rigorous exploration and exploitation. It is desirable to maintain an average level of team diversity when performing an easy task.

• Nutrition Research and Practice
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• 제6권6호
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• pp.491-498
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• 2012

Glycyrrhiza uralensis (or licorice) is a widely used Oriental herbal medicine from which the phenylflavonoids dehydroglyasperin C (DGC), dehydroglyasperin D (DGD), and isoangustone A (IsoA) are derived. The purpose of the present study was to evaluate the antioxidant properties of DGC, DGD, and IsoA. The three compounds showed strong ferric reducing activities and effectively scavenged DPPH, $ABTS^+$, and singlet oxygen radicals. Among the three compounds tested, DGC showed the highest free radical scavenging capacity in human hepatoma HepG2 cells as assessed by oxidant-sensitive fluorescent dyes dichlorofluorescein diacetate and dihydroethidium bromide. In addition, all three compounds effectively suppressed lipid peroxidation in rat tissues as well as $H_2O_2$-induced ROS production in hepatoma cells. This study demonstrates that among the three phenylflavonoids isolated from licorice, DGC possesses the most potent antioxidant activity, suggesting it has protective effects against chronic diseases caused by reactive oxygen species as well as potential as an antioxidant food additive.

• 인터넷정보학회논문지
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• 제18권5호
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• pp.113-121
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• 2017

Company A's core competency is IT internet security services. The Web diagnosis team analyzes the vulnerability of customer's internet web servers and provides remedy reports. Traditionally, Company A management has utilized a simple table format report for resource planning. But these reports do not notify the timing of human resource commitment. So, upper management asked its team leader to organize a task team and design a visual dashboard for decision making with the help of outside professional. The Task team selected the web security diagnosis practice process as a pilot and designed a dashboard for performance evaluation. A structural design process was implemented during the heuristic working process. Some KPI (key performance indicators) for checking the productivity of internet web security vulnerability reporting are recommended with the calculation logics. This paper will contribute for security service management to plan and address KPI design policy, target process selection, and KPI calculation logics with actual sample data.