• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.1
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• pp.162-171
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• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Journal of the Korean Society of Marine Environment & Safety
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• v.17 no.1
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• pp.53-60
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• 2011

In this study, the priority was assessed and the compensation relationships were analyzed with regard to the issue of port development with conflicts among decision makers. First, the assessment factors were selected by the relevant literatures on port development, and fuzzy structure modeling was used to select assessment factors via structuralization analysis. Second, the local residents, port users, and local government were chosen as the main port-development related entities, and the analytic hierarchy process was used to calculate the total assessment value. Third, the justice based on majority power rule method was used as an assessment method that would minimize the amount of complaints according to the total assessment results and the alternative selection when a partnership was formed among the assessment entities. Moreover, the compensation issue according to the alternative selection was quantified, and the compensation relationships were analyzed. As a result, it was found that port development in Busan must be the top priority in terms of port development in South Korea, that awareness of environmental issues must be promoted among the port users, and that the local governments must promote environmental incentive policies for Environment-friendly port development.

• The Journal of Society for e-Business Studies
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• v.15 no.2
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• pp.107-135
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• 2010

Nowadays many telecommunication service companies try to enhance the quality of their service by providing customers with more specialized service for greater customer satisfaction. As this trend continues, the role that frontline employees play is getting more and more important because they are the ones who have direct influence on customers. For this reason, more than ever, the role of call center has become of paramount importance. Noting that a call center employee's job satisfaction critically affects the quality of service that a customer gets, this study was carried out in order to provide an insight on effective personnel and performance management which can boost up the job satisfaction of a call center employee, thereby enhancing the productivity of Call Center. Conclusively, it verifies that among job satisfaction influence factors, superior's support and compensation fairness indeed have a tremendous influence on job satisfaction of a call center employee. Furthermore, it verifies that if a call center employee is satisfied with his or her job, he or she tends to work more efficiently and hence increase productivity.

• The Journal of the Korea Contents Association
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• v.12 no.7
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• pp.415-424
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• 2012

This paper tried to identify the impacts of emotional labor on burnout and job satisfaction in the casino industry. Prepared questionnaires were distributed to 300 sample employees working in domestic casino, then used for data analysis 300. The results of this study are as follows: Firstly, surface acting have a positive effect on emotional exhaustion, lack of accomplishment and depersonalization. But deep acting have a negative effect on emotional exhaustion. And deep acting, emotion control have a negative effect on lack of accomplishment and depersonalization. Secondly, surface acting have a positive effect on job environment. Also deep acting, emotion control have a positive effect on rewards and value sharing. And emotion control have a positive effect on work environment. Thirdly, deep acting have a negative effect on job environment. Also, surface acting have a negative effect on rewards and value sharing.

• Culinary science and hospitality research
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• v.21 no.3
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• pp.212-231
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• 2015

This study aims to understand the relationships between antecedents (recognition, empowerment, fair rewards, procedural justice(PJ), perceived organizational support(POS) and consequence(turnover intention(TI) of job engagement in a super deluxe hotel's F&B departments. Based on a total of 402 useful samples obtained for the empirical research, this study reviewed reliability and fitness of the research model and verified total 6 hypotheses with through the use of the AMOS statistical program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=668.894$(p<.001), df=373, CMIN/DF=1.794, GFI=.901, AGFI=.877, NFI=.928, CFI=.967, RMSEA=.044. The model's fit, as indicated by these indexes, was deemed satisfactory, and thus provided a good basis for testing the hypothesized paths. The results show that recognition, empowerment, fair rewards, PJ, and POS had a positive significant influence on job engagement. In addition, job engagement had a negative significant influence on TI. Through this it was confirmed that an optimized organization(working) environment reduced employees' turnover intention by increasing their job engagement level. Therefore, it is suggested that F&B departments at super deluxe hotels design various internal marketing programs from the perspective of efficient human resource management. Implications and limitations, as well as future research directions are also discussed.

• Proceedings of the KIPE Conference
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• 2010.07a
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• pp.458-459
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• 2010

일반적으로 전력 품질을 저하시키는 여러 문제들 중에서 가장 빈도가 높고 민감한 부하를 가지고 있는 수용가에 많은 영향을 주고 있는 것이 순간적인 전압상승(voltage swell)과 전압 강하(voltage sag)인데, 순간 전압 강하는 짧은 시간 동안 공급 전압의 크기가 줄어드는 것으로 대부분 인접한 배전 선로에서의 사고가 그 원인으로 작용한다. 이러한 순간 전압 강하는 제조공정의 제어를 위한 자동화 기기 등의 오동작이나 작업정지 등의 문제를 유발하여 경제적으로 큰 손실을 일으키게 되는데 이러한 순간 전압 강하의 문제를 해결하기 위한 대표적인 전력 전자 기기로는 일반적으로 동적 전압 보상기(Dynamic Voltage Restore: DVR)가 있다. 본 논문에서는 새로운 3상 Quasi Z-소스 DVR을 제안하였다．

• Proceedings of the Optical Society of Korea Conference
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• 2001.02a
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• pp.142-143
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• 2001

Cell gap은 LCD(Liquid Crystal Display)의 중요한 파라미터들 중의 하나이다. cell gap이 LCD의 광학적인 성능에 영향을 주기 때문에 정확한 cell gap 측정방법은 제조공정을 향상시키는데 중요하다 특히 최근 고속 영상 디스플레이를 제공할 수 있는 장점 때문에 낮은 cell gap의 LCD가 요구되고 있는 시장 추세에 따라 낮은 cell gap을 측정할 수 있는 기술이 요구되고 있다. LCD의 cell gap 측정 방법들 가운데 가장 보편화되어 있는 것으로 회전편광자법(rotating polarizer method)[1, 2]과 위상보상법(phase compensation method)[3,4]을 들 수 있는데 낮은 셀갭을 정확히 측정하기가 어려우며 주기적인 해가 발생한다는 단점이 있다. (중략)

• Proceedings of the KWS Conference
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• 2009.11a
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• pp.21-21
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• 2009

현장의 GMA 용접기는 일반적으로 용접기 본체로부터 와이어 송급장치까지의 거리가 약 50m 정도 떨어져 있고 송급장치로부터 토치까지의 거리는 약 3~5m 정도이다. 특히 국산 GMA 용접기의 와이어 송급장치는 DC 모터의 일종인 프린트모터를 사용하고 있으며 제어기는 오픈루프 제어를 하고 있다. 따라서 와이어 송급속도의 변동을 보상할 수 있는 어떤 수단도 장착되어 있지 않다. 또한 송급장치와 토치간 와이어를 안내하는 케이블 도관의 마찰 때문에 토치 끝단에서의 와이어 송급속도가 불규칙해질 수밖에 없다. 용접 시 와이어 송급속도의 순간적인 변동 때문에 용접부의 전류 파형이 매우 불규칙해지고 이 때문에 용융된 용적이 용융풀로 이행하지 못하고 스패터로 비산하는 현상을 발생시킨다. 본 연구에서는 이를 해결하고자 국산 SCR 용접기 및 인버터 용접기와 호환 가능한 디지털 제어형 와이어 송급장치와 Push-Pull 용접 토치를 개발하였다. 또한, 개발된 시스템을 이용하여 정 역 방향 제어기술을 적용하였고 아크 발생 시의 스패터 최소화 공정을 제안하였다. 실험은 SM490A 강재를 사용하여 BOP(Bead On Plate) 용접을 실행하였다. 용접 중 LabVIEW를 이용하여 아크 발생 초기 전류, 전압 그리고 와이어 송급속도를 측정하였고, 고속 카메라를 이용하여 용접현상을 분석하였다. 본 연구를 통해 아크 발생 초기의 스패터를 최소화하는 공정을 도출할 수 있었다. 용접공정 변수인 아크 발생 초기의 와이어 송급속도, 와이어의 역송급 진행거리 그리고 역송급 판단 시점의 용접 전류 값은 실험을 통해 얻을 수 있었다. 또한, 이 연구를 통해 개발된 시스템의 성능을 평가하였다.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.29 no.12A
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• pp.1380-1386
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• 2004

Future communication networks would consist of wired and wireless access networks where there would be various types of traffic services. To meet the QoS requirements of those various traffic services simultaneously, new QoS control schemes are required. Since they are simple to deploy, cheep to manage, and easy to support subscriber mobility, wireless access networks are considered here. In this paper, a wireless joint buffer management and scheduling (W-JoBS) scheme, which is a modified version of the original JoBS algorithm at error-prone wireless access networks, is proposed. W-JoBS scheme is for providing service fairness among traffic classes with service compensation and channel-state dependent packet scheduling schemes. With computer simulation, this proposed W-JoBS scheme is evaluated and the performance of W-JoBS is compared with that of the original JoBS.

• 한국경영정보학회:학술대회논문집
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• 2007.06a
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• pp.745-750
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• 2007

기업의 성과관리와 성과평가 분야에서 성과지표의 분류는 조직의 내부 구성관계 즉, 수직적 (vertical) 구조(전사-본부-팀)와 수평적 (horizontal) 구조(본부와 본부 혹은 팀과 팀간)의 공유에 따라 구분될 수 있으나 기존 연구(Lipe & Salterio 2000, Dilla & Stcinbart 2005)에서는 공통지표와 고유지표라고 하는 수평적인 측면만이 고려되고 수직적인 측면은 고려되지 않았다는 한계가 있다. 조직의 성과가 향상되기 위해서는 하부조직이 전사 전략에 집중 할 필요가 있으며 이를 위하여 전사의 비전을 위한 전략목표달성에 기여한 정도를 측정하여 보상과 연계하는 것은 성과관리제도가 추구하는 기본 방향이며 도입목적이기도 하다. 그런데 선행 연구에서 밝혀지지 않은 조직구성 관계의 수직적 측면에서 전사지표의 정렬(Alignment)을 통한 공유와 할당(Cascading)된 지표의 가중치를 고려해 볼 때 고유지표는 재 정의하여 세분화 할 필요가 있다는 점이다. 즉, 특정 부서의 지표 중에는 전사 혹은 상위부서에 반영되어 공유하고 있는 고유지표(이하 공유지표)와 전사 혹은 상위부서에는 반영되지 않고 해당 부서만 독점하고 있는 순수한 고유지표(이하 고유지표$^{1}$)로 구분되어야 하며 공유지표와 고유지표의 분류에 따라 가중치 설정이 달라져야 한다는 주장이 그것이다. 따라서 본 연구의 목적은 조직이 성과를 공정하게 평가하고 하부조직이 전사전략에 집중하도록 하기 위해 공통지표와 고유지표를 사용하고 있는데(Dilla & Steinbart 2005), 고유지표를 공유지표와 고유지표로 재 정의하고 분류하여 관리 할 필요가 있다는 점과 각각의 지표 분류에 따라 가중치 설정에 차이가 있는지에 대한 유의성을 검증해 보고자 한다.