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2000 ¹Ú»ç Pennsylvania State University °æ¿µÇÐ, Á¶Á÷ÀÌ·Ð/ Á¶Á÷Çൿ
1993 ¼®»ç ¿¬¼¼´ëÇб³ °æ¿µÇÐ, ÀλçÁ¶Á÷
1991 ÇÐ»ç ¿¬¼¼´ëÇб³ °æ¿µÇÐ
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2013-ÇöÀç ±³¼ö, ¿¬¼¼´ëÇб³ Á¶Á÷Çൿ
2007-2013 ºÎ±³¼ö, ¿¬¼¼´ëÇб³ Á¶Á÷Çൿ
2004-2007 Á¶±³¼ö, ¿¬¼¼´ëÇб³, Á¶Á÷Çൿ
2000-2004 Á¶±³¼ö, Hong Kong University of Science and Technology (È«Äá°ú±â´ë) Organizational Behavior
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¿ÀÈ«¼®, ±èžç, ±èº¸°æ (2024). Á¶Á÷ ¿ÜºÎ ³×Æ®¿öÅ©¿Í ³»ºÎ Ư¼ºÀ» ÅëÇؼ º» ¼Ò±Ô¸ð Àü¹®°¡ Á¶Á÷¿¡¼ Çõ½ÅÀÇ µµÀÔ.
°æ¿µ»ç¿¬±¸, 39(2): 5~31.
Kim, N., & Oh, H. (2023). The effects of workplace friendship network centrality on deep acting.
Frontiers in Psychology, June: 1-14. https://doi.org/10.3389/fpsyg.2023.1162086.
±è¹ÎÁ¤, ¿ÀÈ«¼®, ¹ÚÁöÇý (2023). Á¶Á÷ ±¸¼º¿øÀÇ ÀÌÁ÷ Àǵµ¿Í »çȸÀû ÁöÀ§°¡ ħ¹¬ Çൿ¿¡ ¹ÌÄ¡´Â ¿µÇâ.
°æ¿µÇבּ¸, 52(3): 649-678.
±èÁö¿µ, ¿ÀÈ«¼®, Á¤¸íÈ£ (2023). ½Å·Ú ¼öÇý¿Í Çõ½ÅÇൿ: ¾÷¹«¿ª·® ½Å·Ú, °ø°¨Àû ½Å·Ú, LMX Â÷º°ÈÀÇ È¿°ú¿¡ °üÇÑ ´Ù¼öÁØ ºÐ¼®. ÀλçÁ¶Á÷¿¬±¸, 31(2): 25-60.
¿ÀÈ«¼® (2022). ÆíÁýÀ§¿øÀå ¼¾ð: ÀλçÁ¶Á÷¿¬±¸ÀÇ °ú°Å, ÇöÀç, ¹Ì·¡. ÀλçÁ¶Á÷¿¬±¸, 30(3): 1-19.
Yang, H., Oh, H., Roh, H., & Ha, S. (2021). Pay-for-performance plans reconsidered from a social network perspective: A conceptual analysis. Yonsei Business Review, 59(1): 109-145.
¹ÚÁöÇý, ±è¹ÎÁ¤, ¿ÀÈ«¼® (2021). ħ¹¬ÀÌ ±ÝÀÏ ¶§: Ä£»çȸÀû ħ¹¬ÇൿÀÌ ÀÚ±âÈ¿´É°¨ ¹× ¸®´õ-±¸¼º¿ø ±³È¯°ü°è¿¡ ¹ÌÄ¡´Â ¿µÇâ ¿¬±¸. °æ¿µÇבּ¸, 50(2): 405-437.
¹ÚÁöÇý, ¿ÀÈ«¼® (2019). Á¶Á÷ ±¸¼º¿ø ħ¹¬ÇൿÀÇ »çȸ±¸Á¶Àû ¼±Çà¿äÀÎ. ÀλçÁ¶Á÷¿¬±¸, 27(2): 1-29.
¿ÀÈ«¼® (2017). ¸®ºä³í¹®ÀÇ Á߿伺: Á¶Á÷Çൿ ºÐ¾ß¸¦ Áß½ÉÀ¸·Î. ÀλçÁ¶Á÷¿¬±¸, 25(2): 7-14.
¿ÀÈ«¼®, À̱âÇö, Á¤¸íÈ£ (2015). ÆÀ °æ°è°ü¸®ÀÚÀÇ ³×Æ®¿öÅ© Ư¼ºÀÌ Á÷¹«½ºÆ®·¹½º¿¡ ¹ÌÄ¡´Â ¿µÇâ.
Á¶Á÷°ú Àλç°ü¸® ¿¬±¸, 39(3): 111-135.
Shin,I., Hur,W., & Oh,H. (2015). Essential precursor and effects of employee creativity in a service context:
Emotional labor strategies and official job performance. Career Development International, 20(7):733-752.
À̱âÇö, ½ÅÀοë, ¿ÀÈ«¼® (2013). Â÷»óÀ§ ¸®´õ¿ÍÀÇ °ü°è°¡ ÆÀ ±¸¼º¿øÀÇ ¼º°ú¿¡ ¹ÌÄ¡´Â ¿µÇâ. ÀλçÁ¶Á÷¿¬±¸, 21: 145-180.
Chung, M., Park, J., Moon, H., & Oh, H. (2011). The multilevel effects of network embeddedness on interpersonal
citizenship behavior. Small Group Research, 42(6): 730-760.
¹èÁ¾¼®, ±è¹Î¼ö, ±è¾ç¹Î, ¹èÁ¾ÈÆ, ¿ÀÈ«¼® (2009). °æÀïÀû Æз¯´ÙÀÓ°ú ÀλçÁ¶Á÷¿¬±¸: ÀÚÀ¯ÁÖÀÇ¿Í °øµ¿Ã¼ÁÖÀǸ¦ Áß½ÉÀ¸·Î.
ÀλçÁ¶Á÷¿¬±¸, 17: 17-93.
Oh, H., & Kilduff, M. (2008). The ripple effect of personality on social structure: Self- monitoring origins of
network brokerage. Journal of Applied Psychology, 93: 1155-1164.
¿ÀÈ«¼® (2008). »çȸÀû ³×Æ®¿öÅ©, »çȸÀû ÀÚº», ±×¸®°í Á¶Á÷·Ð ¿¬±¸. ½Åµ¿¿± (ÆíÀú). 21¼¼±â ¸Å´ÏÁö¸ÕÆ® ÀÌ·ÐÀÇ
´ºÆз¯´ÙÀÓ: 232-293. À§Áî´ýÇϿ콺.
Kim,T., Shin,D., Oh, H., & Jeong,Y. (2007). Inside the iron cage: Organizational political dynamics and institutional
changes in presidential selection systems in Korean universities,1985-2002.
Administrative Science Quarterly, 52: 286-323.
Kilduff, M., & Oh, H. (2006). Deconstructing diffusion: An ethnostatistical examination of Medical Innovation
Network Data Reanalyses. Organizational Research Methods, 9: 432-455.
Kim, T., Oh, H., & Swaminathan A. (2006). Framing interorganizational network change: A network inertia
perspective. Academy of Management Review, 31: 704-720.
Oh, H., Labianca, G., & Chung, M. (2006). A multilevel model of group social capital. Academy of Management
Review, 31: 569-582.
Á¤¸íÈ£, ¿ÀÈ«¼® (2005). ÈÞ¸Õ³×Æ®¿öÅ©¿Í ±â¾÷°æ¿µ. »ï¼º°æÁ¦¿¬±¸¼Ò.
Oh, H., Chung, M., & Labianca, G. (2004). Group social capital and group effectiveness: The role of informal
socializing ties. Academy of Management Journal, 47: 860-875. (The summary of this article, “The ties that blind,” published in Harvard Business Review, October 2004).
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ºÎ ÆíÁýÀ§¿øÀå, ÀλçÁ¶Á÷¿¬±¸, 2008-2010³â/ 2014-2016³â
ÆíÁýÀ§¿ø, Academy of Management Review/ British Journal of Management/ °æ¿µÇבּ¸
Ad hoc reviewer for Administrative Science Quarterly, Academy of Management Journal,
Organizational Behavior and Human Decision Processes, and Human Relations
Member, OMT Division Research Committee, Academy of Management, 2008 – 2016
K-Management Çõ½Å³í¹®»ó ¿ì¼ö³í¹®, Çѱ¹°æ¿µÇÐȸ, 2023³â
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