CAU Scholar's Space: Hahn, Juhee

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Hahn, Juhee (한주희)

경영경제대학 (경영학부(서울))

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Tel 02-820-5540
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내재적 동기:7||스트레스:7||직무만족:6||조직몰입:6||Stress:6||변혁적 리더십:5||intrinsic motivation:5||외재적 동기:5||Organizational Commitment:4||stress:4||extrinsic motivation:4||Job Satisfaction:4||LMX:4||직무성과:3||마음챙김:3||성격:3||심리적 웰빙:3||Transformational leadership:3||corporate social responsibility:3||Trust:3||organizational citizenship behavior:3||expertise:3||안전리더십:3||정서적 몰입:3||안전동기:3||팀 몰입:3||workfamily conflict:3||Job satisfaction:3||HLM:2||Job Crafting:2||Role ambiguity:2||Affective Commitment:2||selfefficacy:2||job stress:2||Role conflict:2||직무특성:2||집단응집력:2||집단잠재력:2||안전분위기:2||Job Performance:2||service satisfaction:2||loyalty:2||Product variety:2||Human Resource Development:2||기업의 사회적 책임:2||ethics:2||역할갈등:2||역할모호성:2||Intrinsic motivation:2||moral identity:2||motivation:2||Organizational Citizenship Behavior:2||multilevel analysis:2||Team commitment:2||동기:2||IT Workforce:2||organizational identification:2||인적자원개발:2||Positive psychological capital:2||무동기:2||문화예술 인력:2||Cynicism:2||AHP:2||안전행동:2||pay for performance:2||pay risk:2||자기결정이론:2||Delphi:2||Organizational commitment:2||게임몰입:2||자기효능감:2||personality:2||positive psychological capital:2||Psychological Empowerment:2||prosocial motivation:2||전략적 인적자원개발:2||psychological wellbeing:2||relationshiporientation:2||전문대학:2||Millennials:2||전문성:2||Mindfulness:2||Selfdetermination Theory:2||조직 동일시:2||Curriculum:2||LeaderMember Exchange:2||safety leadership:2||셀프리더십:2||조직시민행동:2||safety motivation:2||insurance solicitor:2||Intrinsic Motivation:1||Introjected Motivation:1||Job Autonomy:1||Job Characteristic:1||Job Characteristics:1||Job Commitment:1||Job DemandsResources model:1||Job complexity:1||Job conflict:1||Job insecurity:1||Knowledge Sharing Practice:1||Korea:1||LMX(leadermember exchange):1||Leadermember exchange:1||Leadership:1||Leisure:1||LoHAS attitude:1||LoHAS behavior:1||LoHAS values:1||Management Program:1||Marketing proficiency:1||Meaning of Work:1||Meaningfulness:1||Members' Service Performance:1||Moral disengagement:1||Moral identity:1||Motivation:1||NPD (New Product Development) structural features:1||Negative emotions:1||New Product Development.:1||New Product Performance:1||New product development proficiency:1||Nonmainstream performances:1||Orchestra:1||Organizational Justice:1||Organizational Modularity:1||Organizational Trust:1||Organizational citizenship behavior:1||Organizational identification:1||PLS:1||Participation:1||Participation in Decision Making:1||Pay Risk:1||Pay for performance:1||Perceived ease of use:1||Perceived usefulness:1||Performance based reward systems:1||Performing arts:1||Personjob fit:1||Personorganization fit:1||Personality:1||Planning Proficiency:1||Planning field.:1||Platform / Derivative projects:1||Process planning proficiency:1||Professionalism:1||Professor at a college:1||Psychological WellBeing:1||Psychological capital:1||Pychological Satisfaction:1||Quality of college life (QCL):1||Quality of life:1||Rational motivation:1||Rehearsal:1||Role cognitive dissonance:1||Role overload:1||SEM (structural equation modeling):1||SK Energy:1||SK에너지:1||SOC theory:1||SOC 이론:1||Safety Climate:1||Safety Leadership:1||Safety Organization:1||Satisfaction:1||Selection factors of performing arts:1||Self esteem:1||SelfDetermination:1||SelfEfficacy:1||Selfconstrual:1||Selfdetermination:1||Selfefficacy:1||Selfgoal setting:1||Selfleadership:1||Selfrespect:1||Self－leadership:1||Senior Workforce:1||Service Employee:1||Service quality:1||StimulusOrganismResponse (SOR) paradigm:1||Strategic Human Resources Development:1||Strategic Orientation:1||Team:1||Team Productivity.:1||Teamlevel Personjob Fit:1||Teamlevel Personorganization Fit:1||Team’s task flexibility:1||Technical proficiency:1||Technologybased startups:1||The professional identity:1||Theory of reasoned action:1||Training System:1||Transformational Leadership:1||Turnover Intention:1||UCC (usercreated content):1||Value diversity:1||Ventures Performance:1||Viewing intentions:1||Virtual conference app:1||WellBeing:1||Work Engagement:1||academic performance:1||accommodation learning style:1||affective wellbeing:1||amotivation.:1||assimilation learning style:1||attitude:1||autocommunication theory:1||autonomy:1||career related variables:1||characteristic:1||circumscription and compromise theory:1||classical music:1||commentaries:1||community college:1||companies:1||competency:1||competency model:1||complexity:1||counterproductive work behavior:1||creative process engagement:1||cultural and artistic activity:1||curriculum:1||customer citizenship behavior:1||department chair:1||distinction:1||diversity:1||emotion:1||emotional labor:1||employee environmental performance:1||employees:1||entrepreneurship:1||environmental awareness:1||environmentalism:1||ethical behavior:1||ethical climate:1||ethical leadership:1||evaluation model:1||external:1||extrinsic:1||game flow:1||green HRM:1||green climate:1||green creativity:1||green innovation behavior:1||green restaurant consumers&#8217:1||green transformational leadership:1||group cohesion:1||group efficacy:1||healthy social narcissism:1||hospital’s works:1||hrd program.:1||identified:1||identity attractiveness:1||individual environmental awareness:1||individual green performance:1||innovative behavior:1||innovative effort:1||internal motivation:1||intrinsic:1||introjected:1||job performance:1||leader motivating language:1||learning Organization:1||major satisfaction:1||meaning of work:1||mecenat:1||middleaged woman:1||millennials:1||motivation on job effort:1||multilevel analysis:1||music concert:1||new employee:1||online class environment:1||organizational change:1||organizational commitment:1||organizational justice:1||organizational socialization:1||outputoriented feedback:1||performance anxiety:1||performance appraisal:1||performance related pay:1||pride:1||psychological capital:1||regulation:1||resultoriented:1||sacrifice:1||safety attitude:1||safety behavior:1||safety climate:1||safety compliance:1||safety participation:1||saleswomen:1||selfactualization:1||selfconstrual:1||selfcontrol:1||selfdetermination:1||selfleadership:1||selftranscendence:1||service quality:1||service value:1||social learning theory:1||social network centrality:1||social supports:1||socioeconomic constraints:1||storytelling:1||strategic human resource development:1||sustainability:1||team commitment:1||technology acceptance model:1||training program:1||user intention:1||value:1||web site:1||work effort:1||work volition:1||workrelated variables:1||가상회의 앱:1||가족친화제도 이용용이성:1||가치지향동기:1||갈등해결유형:1||감성지능:1||감정:1||감정노동:1||개별배려:1||결과중심:1||결과피드백:1||경력:1||경력관련 변수:1||경쟁:1||고성과 인적자원관리:1||고용형태:1||공연예술:1||공연예술작품 선택 특성:1||과제난이도 선호:1||관계지향성:1||관람 의도:1||관람동기:1||교육 프로그램:1||교육과정:1||교육운영:1||교육체계:1||교육커리큘럼:1||교육형태:1||교육훈련:1||교차수준:1||교향악단:1||구성원서비스성과:1||규범적 동기:1||규범적동기:1||그린소비자:1||긍정심리자본:1||긍정적 피드백:1||기능 간 협력:1||기술창업기업:1||기업성과:1||기업의 사회적 책임(CSR):1||기획 분야:1||내재적동기:1||냉소주의:1||냉소주의 성향:1||네트워크 중심성:1||다수준 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84, Heukseok-ro, Dongjak-gu, Seoul, Republic of Korea (06974)02-820-6194

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