• The Journal of the Korea Contents Association
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• v.9 no.9
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• pp.313-324
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• 2009

This study purposes to analyze how the level of compensation system qualify(transparency, fairness, controllability) affects the satisfaction of employee concerned with compensation system and work efforts. To test above mentioned objectives, i conduct using the survey data directly survey and e-mail to the MBA students of university located In southeastern korea and analyze using the structural equation model. The results of this paper are as follows. First, the analysis results demonstrate a positive relationship between the level of compensation system qualify and the satisfaction of employee concerned with compensation system. Second, the level of compensation system quality positively affects employee' work efforts. Thirdly, the satisfaction of employee concerned with compensation system also positive effects on work effort. The above results mean that if the level of compensation system quality is higher, employee are satisfied with the compensation system, and increase the level of work effort.

• Journal of Distribution Research
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• v.13 no.1
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• pp.35-60
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• 2008

The objective of this research is to find out antecedents and consequences that would affect franchisee's fairness in a franchise system. The factors of antecedents include support, reward and communication, and those of consequences consist of commitment and profit. With a survey of the 120 stores of N franchise, the country's outstanding food service company, the results of structural equation model show that support and reward in its headquarters scheme had an effect on distributive fairness in franchisee's fairness sense, but did not influence procedural fairness. However, communication affected both distributive fairness and procedural fairness. On the other hand, distributive fairness and procedural fairness impacted relationship of a franchise system and commitment in variables. And only distributive fairness influenced profit.

• Journal of the Korean Society of Food Science and Nutrition
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• v.46 no.1
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• pp.132-139
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• 2017

The purpose of this study was to obtain data for contribution of job characteristics (workload, autonomy, reward, community, fairness, and value) to job burnout (emotional exhaustion, and cynicism), and job engagement (vigor, dedication, and absorption) in foodservice dietitians. Our survey was administered to 393 school foodservice dietitians in the Busan area on February 11, 2014. The mean scores of nutrition teachers were significantly higher for autonomy (P<0.01), reward (P<0.05), community (P<0.01), fairness (P<0.001), and value (P<0.001) than unlimited period contract dietitians. The mean scores of high school dietitians were significantly higher for emotional exhaustion (P<0.01) and cynicism (P<0.001) than elementary school dietitians and middle school dietitians. Workload (r=-0.609, P<0.001), reward (r=-0.417, P<0.001), and fairness (r=-0.394, P<0.01) correlated significantly with emotional exhaustion. Reward (r=-0.324) and value (r=-0.423) correlated significantly (P<0.01) with cynicism. Value correlated significantly (P<0.01) with vigor (r=0.493), dedication (r=0.480), and absorption (r=0.460). Workload (${\beta}=-0.521$, P<0.001) had the highest negative influence on emotional exhaustion, whereas value (${\beta}=-0.325$, P<0.001) had the highest negative influence on cynicism. Value had the highest positive influence on vigor (${\beta}=0.392$, P<0.001), dedication (${\beta}=0.443$, P<0.001), and absorption (${\beta}=0.444$, P<0.001). Based on the results of this study, school management should plan job characteristics strategies to reduce workload and increase value for school foodservice dietitians.

• Journal of Energy Engineering
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• v.10 no.4
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• pp.310-317
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• 2001

The instantaneous voltage drop is occurred when the fault is happened on the nearby feeders. The instantaneous voltage drop is continued during relatively short period. But, the effect of it can be very severe to some sensitive devices. That is, it can be the reason of restart or malfunction of some devices. And these phenomenons can cause the enormous economical damage and shorten the lifetime of the devices. In this paper the device which can compensate the instantaneous voltage drop, is studied. The device injects the voltage to the power system through the series transformer. The validity of the proposed algorithm using peak detection method is verified through the computer simulation and experiments.

• Journal of Digital Convergence
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• v.9 no.3
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• pp.117-131
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• 2011

This study aims to examine the impact of Self-leadership(behavior- focused strategies, natural reward and constructive thought pattern to Technology Innovation. Hypotheses were tested by surveying 306 employees at Gumi Industrial Complex. The findings are as follows : First, two factors of Self-leadership had a significant positive effect on the product innovation except constructive thought pattern strategies. Second, two factors of Self-leadership had a significant positive effect on the process innovation except constructive thought pattern strategies.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.314-321
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• 2009

This study investigates how the external factors of police organization, such as organizational environments, job characteristics, and compensations can influence job satisfaction and organizational commitment. Especially, this study considers what kind of organizational culture is dominant and what kind of compensation influences job satisfaction and organizational commitment in Korea. The purpose of this study is to find out the ways to maximize compensation and job satisfaction of police officers and to improve organizational commitment. The results are as follows: First, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction, whereas the more perceived work environment, the lower job satisfaction. Second, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction. However, the perceived work environment does not influence the job satisfaction. Third, the higher job satisfaction, the higher organizational commitment. Fourth, organizational cohesion, financial compensation and organizational environment have an effect on organizational commitment mediated by job satisfaction.

• Proceedings of the KIEE Conference
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• 2001.11c
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• pp.115-118
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• 2001

일반적으로 반도체 제조 공정은 매우 복잡하고 다양한 공정들로 구성된다. 이러한 공정 중 Stage 부분은 웨이퍼에 회로 패턴을 기입하기 위하여 웨이퍼를 미리 지정된 위치로 이송하는 공정으로 매우 높은 정밀도가 요구되고 있다. Stage에 대해서는 x, y, z축 뿐아니라 각 축에 대한 회전까지도 고려한 6축 제어가 수행되어야 한다. 본 논문에서는 stage에 대한 정밀제어의 기반기술로서 선형 BLDC 모터를 이용하여 1축 위치제어 시스템의 제어에 관하여 연구하였다. 선형 BLDC 모터의 이동 중 발생하는 추럭리플을 보상하여 제어기 설계시 선형 시스템으로 고려하여 제어기를 설계할 수 있도록 하는 방법을 제안하였으며 실험을 통하여 1[${\mu}m$]의 해상도를 갖는 위치검출 엔코더를 이용하여 5[${\mu}m$]의 정밀도를 얻을 수 있었다.

• Journal of the Korean Society for Precision Engineering
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• v.19 no.3
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• pp.137-143
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• 2002

This paper presents the In-process compensation to control cutter runout and improve the machined surface quality. Cutter runout compensation system consists of the micro-positioning servo system with piezoelectric actuator which is embeded in the sliding table to manipulate radial depth of cut in real-time. Cutting force feedback control was proposed in the angle domain based upon repetitive learning control strategy to eliminate chip load variation in end milling process. Micro-positioning control due to adaptive actuation force response improves the machined surface quality by compensation runout effect induced cutting force variation. This result will provide lots of information to build-up the preciswion machining technology.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.254-264
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• 2018

The study aims were to verify the influences of job environment factors and work attitude on turnover intention of school foodservice employees, and then to verify the mediating effect of organization commitment between six areas of worklife and turnover intention so that organizations can intervene to reduce the turnover intentions of employees. The subjects were 205 employees who were working in the school foodservice field. The job environment factors were measured by six areas of worklife (workload, control, reward, fairness, community, value) and the organizational commitment was measured by two types of commitments (affective, continuance). The results were as follows. First, workload, reward, community and value of six areas of worklife reduced affective commitment, control and fairness increased continuance commitment, and affective commitment reduced turnover intention. Second, only reward and community showed direct effect on turnover intention, but all six areas of worklife had a statistically significant indirect effect on turnover intention through affective commitment. These results showed that job environment factors had both direct and indirect effect on employees' behavior through employees' affection. These findings imply that organizations can control employees' turnover intention by providing education or social support to maintain their affective commitment even when organizations cannot change job environment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.3
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• pp.1255-1262
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• 2012

Look into the nuclear power plant of Wolsong currently, it is controlled in order to required operating pressure with PI controller. PI controller has a simple structure and satisfy design requirements to gain setting. However, It is difficult to control without changing the gain from produce changes in parameters such as loss of the valves and the pipes. To solve these problems, the dynamic change of the PI controller gain, or to compensate for the PI controller output is desirable to configure the controller. The aim of this research and development in the parameter variations can be controlled to a stable controller design which is reduced an error and a vibration. Proposed PI/NN control techniques is the PI controller and the neural network controller that combines a parallel and the neural network controller part is compensated output of the controller for changes in the parameters were designed to be robust. To directly evaluate the controller performance can be difficult to test in real processes to reflect the characteristics of the process. Therefore, we develope the simulator model using the real process data and simulation results when compared with the simulated process characteristics that showed changes in the parameters. As a result the PI/NN controller error and was confirmed to reduce vibrations.