• Journal of Korean Society of Transportation
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• v.26 no.1
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• pp.65-78
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• 2008

After the railway reform in 2004, Korea National Railroad was divided into two separate organizations. The Korea Railway Network Authority is responsible for the construction of new line. Korea Railroad corporation is a public-owned railway operator. The compensation for the loss of rail operator from the Public Service Obligation(PSO) observance is specified in the Law of Rail Industry Development No.32, No.33. However, it is necessary to revise the compensation criteria of PSO after the actual enforcement of the law for more efficient rail operation. This study aims for revising compensation criteria of PSO. In this study, we suggested a revised compensation criteria. The scope of compensation for the loss of regional line operation was adjusted by new criteria considering the characteristics and the business results of the line. The compensation rate is linked with the actual business results of the line for giving motivation to the rail operator.

• 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 Korean Academy of Nursing Administration
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• v.13 no.4
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• pp.492-500
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• 2007

Purpose: The purpose of this paper was to identity the effects of distributive justice and procedural justice on job satisfaction and organizational commitment in hospital personnels. Method: The subjects were 181 employee who were working at 4 hospitals in Daegu and Gyeongbuk. Data was collected using structured questionnaire from Oct 4 to 24, 2007. The collected data were analyzed using the SPSS WIN 12.0 program for descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression. Result: The mean score of distributive justice was 3.24, procedural justice was 3.05, job satisfaction was 2.73 and organizational commitment was 2.65. The distributive justice(37.5%) and gender(1.6%) explained 39.1% of the variables in the job satisfaction. The organizational commitment was significantly influenced by distributive justice(27.8%), age(8.9%), procedural justice(2.8%) and gender(2.4%). These factors explained 41.8% of the variables in the organizational commitment. Conclusion: The distributive justice is the most important factor in promoting job satisfaction and organizational commitment. Therefore, It is necessary to operate proper compensation system based on fair performance evaluation of workers in hospital.

• Journal of the Institute of Electronics Engineers of Korea SD
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• v.46 no.8
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• pp.79-85
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• 2009

In this paper, an accurate current reference using temperature and process compensation current mirror (TPC-CM) is proposed. The temperature independent reference current is generated by summing a proportional to absolute temperature (PTAT) current and a complementary to absolute temperature (CTAT) current. However, the temperature coefficient and magnitude of the reference current are influenced by the process variation. To calibrate the process variation, the proposed TPC-CM uses two binary weighted current mirrors which control the temperature coefficient and magnitude of the reference current. After the PTAT and CTAT current is measured, the switch codes of the TPC-CM is fixed in order that the magnitude of reference current is independent to temperature. And, the codes are stored in the non-volatile memory. In the simulation, the effect of the process variation is reduced to 0.52% from 19.7% after the calibration using a TPC-CM in chip-by-chip. A current reference chip is fabricated with a 3.3V 0.35um CMOS process. The measured calibrated reference current has 0.42% variation for $20^{\circ}$C${\sim}$100$^{\circ}$C.

• Defense and Technology
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• no.6 s.268
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• pp.34-49
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• 2001

최근 국방예산의 공개와 투명성 확보를 요구하는 사회적 관심이 고조되어 투자 우선순위 조정 및 합리적인 제도 운영을 통한 예산의 효율적 집행이 중요시되고 있다. 쌍방독점의 형태를 가지는 방산물자의 조달에 있어서는 단순히 국가예산의 절약 뿐만 아니라 국방 목적을 위하여 품질과 성능 등 제품의 신뢰성에도 중점을 두어야 한다. 그러나 예산의 절약과 제품 신뢰성의 확보는 서로 상충되는 특성을 가지고 있다. 그러므로 방산물자와 관련된 원가계산 및 이윤산정에 관한 규정은 이러한 상충되는 목표를 적정하게 달성할 수 있도록 기업과 정부양측에게 공정한 가격의 설정을 지향하여야 한다.

• 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.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.211-219
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• 2020

The purpose of this study is to examine the moderating effects of perceived organizational justice on the associations between personal job-organizational fit and job loss perceived by social workers. The survey was conducted on social workers in Gwangju. This study conducted descriptive statistics, correlation analysis, hierarchical multiple regression analysis using SPSS 24.0 as an analysis method to verify the main assumptions of this study. The analysis showed that First, The degree of personal job-organizational fit was shown to be slightly higher than normal. perceived organizational justice was investigated as two sub-factors, and distributive justice was shown to be slightly lower than normal and procedural justice to be higher than normal. The degree of job loss was also investigated at a lower level than normal. Second, personal job-organizational fit had negative(-) effects on job loss and the effects were moderated by perceived organizational justice.

• Proceedings of the Korea Information Processing Society Conference
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• 2021.11a
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• pp.334-336
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• 2021

허가형 블록체인 기반 데이터 공유 시스템은 분산 환경에서 신뢰 수준을 구축하고 일관된 메시지를 기록 및 공유함으로써 서비스의 상호 운용성을 가능하게 한다. 그러나 허가형 블록체인은 종종 탈중앙화, 보안 및 상호 운용성과 충돌한다. 이는 중앙 집중식 시스템으로 돌아가거나 데이터의 독점 및 남용 및 오용으로 이어질 수 있다. 따라서 CAP (Consistency, Availability, Partition tolerance)에 이론 검증에 따라 메시지 공유, 비잔틴 내결함성 및 메시지 일관성을 고려하고 적용해야 한다. 기존의 PBFT(Practical Byzantine Fault Tolerance) 합의 알고리즘는 노드의 증가시, 장애내성을 갖기위해 계산되어야 할 합의 처리시간이 증가하며, DPOS(Delegated Proof of Stake) 알고리즘은 보상, 리더 선출의 공정성 문제 등에 따라 허가형 블록체인에서의 적합한 방식이 연구되고 있다. 본 논문에서는 서비스의 상호 운용성과 과제에 대해 논의하고 허가된 블록체인의 합의 개선을 통한 데이터 공유 시스템을 제안한다.

• Korean Journal of Construction Engineering and Management
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• v.4 no.2 s.14
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• pp.74-81
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• 2003

In the construction industry, projects are becoming increasingly large and complex, involving multiple subcontractors. Traditional centralized coordination techniques used by the general contractors become less effective as subcontractors perform most wok and provide their own resources. When subcontractors cannot provide enough resources, they hinder their own performance as well as that of other subconractors and ultimately the entire project Thus, construction projects need a new distributed coordination approach wherein all of the concerned subcontractors can reschedule a project dynamically. To enable the distributed coordination framework of project schedule changes, the author developed an agent-based compensatory negotiation methodology, which allows intelligent software agents to simulate negotiations on behalf of their human subcontractors. In addition to this theoretical work, 1 designed and implemented a prototype to demonstrate the effectiveness of the framework. Thus, this research formalizes the necessary steps that would help construction project participants to increase the efficiency of their resource use, which in turn will enhance successful completions of whole projects.

• 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.