• Journal of the Institute of Electronics Engineers of Korea SD
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• v.45 no.2
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• pp.21-27
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• 2008

This paper describes a CMOS 16:1 binary-tree multiplexer(MUX) using $0.18-{\mu}m$ technology. To provide immunity for wide frequency range and process-and-temperature variations, the MUX adopts several delay compensation techniques. Simulation results show that the proposed MUX maintains the setup margins and hold margins close to the optimal value, i.e., 0.5UI, in wide frequency-range and in wide process-and-temperature variations, with standard deviation of 0.05UI approximately. These results represent that these proposed delay compensations are effective and the reliability is much improved although CMOS logic circuits are sensitive to those variations. The MUX is fabricated using $0.18-{\mu}m$ CMOS process, and tested with a test board. At power supply voltage of 1.8-V, maximum data-rate and area of the MUX is 1.65-Gb/s and 0.858 $mm^2$, respectively. The MUX dissipates a power of 24.12 mW, and output eye opening is 272.53 mV, 266.55 ps at 1.65-Gb/s operation.

• Korean Business Review
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• v.19 no.2
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• pp.23-46
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• 2006

In modern economic societies, individuals are governed by organizations and they managed their daily lives in one way or another. through such organizations. All activities of the organizations are carried out by the job performance of individuals. Job is a very important factor for both individuals and organizations. The study is the explore. the effect of job characteristics and organizational characteristics on the job satisfaction in the small- and medium- sized firms in Namdong und Banwool Area. Job characteristics and organizational justice were hypothesized to be positively related to job satisfaction. To examine the influence of job characteristics and organizational justice on job satisfactions, data were collected from 320 employees of the small- and medium- sized manufacturing companies in Namdong und Banwool Area. This research took independent variables as the core job characteristics of the job characteristic theory such as skill variety, job stagnation, job importance, autonomy, feed back, and organizational justice as distributive and procedural justice. As a result, I can make the following suggestions. First, The Results show that job characteristics and organizational justice were significant and important predictors of job satisfaction. Secondarily, to raise the job desire of organizational members, job must be designed in such a way that the members can highly recognize their job characteristics.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7648-7655
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• 2015

Nursing service quality can vary depending on the work attitude and behavior of nurses. Nursing attitude and behavior that can be described as voluntary and proactive organizational citizenship behavior(OCB). OCB affects the work performance of nurses in clinical practice is very important and organizational justice is an important influencing factors of OCB. The purpose of this study was to determine the influential factors of organizational justice on OCB of nurses. The descriptive-correlational method was applied. The study was carried out less than a 500-bed hospital. Participants of the study included 230 nurses working in secondary hospitals. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient and multiple regression with the 18.0 SPSS/Window program. Considering the components of organizational justice, there was a significant positive correlation(r=.172~.540, p=.000) between OCB and distributive, procedural and interactional justice. Also, Total organizational justice explained 29.1% of total OCB with influencing factor (${\beta}$=.540) and was statistically significant(F=93.777, p=.000). The influencing factors to OCB were distributive justice(${\beta}$=.283) and interactional justice(${\beta}$=.249) except procedural justice. The findings suggest that strategies of nursing management are needed to focus on distributive justice for compensation and interactional justice for social relationship in order to induce nurses' organizational citizenship behavior.

• Korean Journal of Optics and Photonics
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• v.17 no.5
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• pp.420-429
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• 2006

In the zoom lens of digital still cameras with the variation of the image plane generated by various symmetric error factors such as curvature, thickness and refractive index error of each lens surface about the optic axis, we induce a theoretical condition to fix constantly the image plane by translating the compensator group of the zoom lens by using the Gaussian bracket. We confirm the validity of this condition by using three examples of general zoom lens types with 3, 4, and 5 groups, respectively. When these error factors are randomly changed within the range of tolerance according to the Monte Carlo method, we verify that the distributions of the degree of moving of the compensator are normal distributions at three zoom lens types. From capability analysis using these results, we theoretically propose the method estimating the standard deviation, that is, sigma-level, as a function of the maximum movement of the compensator.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.369-383
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• 2011

The purpose of this study was to investigate the determinants of intent to leave among IT industry employees, based on the Price's structural model of employee turnover. The sample used in this study were composed of 370 employees from 10 IT firms located in Seoul and Gyeonggi-Do. Data were collected with self-administered questionnaires and analyzed using structural equation modelling technique. This study found that four task reward variables(job variety, job autonomy, job challenge, and role ambiguity), two social reward variables (supervisory support and coworker support), three organizational reward variables(promotional chances, job security, and distributive justice) and one environmental variable(job opportunity), had significant effects on IT industry employees' intent to leave in terms of total effects and his directions of those significant effects were consistent with theoretical predictions; and that two mediating variables, job satisfaction and organizational commitment had the most important effects on IT industry employees' intent to leave in terms of total effects. The theoretical and practical implications of the research findings were discussed and the directions for future research were suggested.

• Korean Journal of Construction Engineering and Management
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• v.24 no.2
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• pp.50-58
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• 2023

Bid-rigging is a common issue in public construction projects, and appropriate sanctions are required from the relevant authorities. This study analyzes the need for an optimal enforcement model to prevent bid-rigging by considering both civil and criminal aspects. Recently, there have been overlapping sanctions under the Fair Trade Act, such as fines imposed by the Fair Trade Commission and civil lawsuits filed by the client for damages. The purpose of this study is to evaluate the effectiveness of penalty surcharges and compensation systems for preventing bid-rigging, and to consider the possibility of overlapping sanctions in public construction projects. It was found that overlapping sanctions under the Fair Trade Act can be helpful in improving the system. However, in cases where the state is the plaintiff for damages in a lawsuit, it is necessary to consider the penalty surcharge and sentence, reduce the penalty surcharge for joint acts, refund the surcharge after a final judgment, and consider the damage compensation system when imposing a surcharge. This study contributes to the development of an efficient enforcement model to suppress bid-rigging in public construction projects by analyzing the improvement effects of sanctions and compensation.

• Korean Security Journal
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• no.54
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• pp.57-75
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• 2018

The purpose of this study is to provide basic data to improve the working environment of industrial security workers by analyzing the effects of organizational fairness of workers in industrial security work on silence in workplace and will to adhere to security policy. The data used in this study consisted of a total of 190 respondents. Statistical analysis of correlation and multiple regression analysis was performed using the SPSS 18.0 statistical program, The results of the study are as follows. First, it can be seen that the more silent the workers in the industrial security work are not being treated fairly, the higher the silence in the workplace. Second, the factors of distribution and interaction fairness affect the will to comply with the security policy, so fair distribution and fair treatment of the compensation can increase the willingness of the industrial security worker to adhere to the security policy. Third, it was found that the dominant silent factor influenced the will to adhere to the security policy, and the more the silence about the organization and its job, the lower the will to adhere to the security policy. The results of this study show that organizational fairness and silence in the workplace directly and indirectly influence the willingness to adhere to the security policy.

• Journal of Legislation Research
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• no.44
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• pp.435-464
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• 2013

의료민사소송은 그동안 의료행위가 지니고 있는 전문성, 밀실성, 폐쇄성 등의 여러 가지의 특수성으로 인하여 소송이 장기화되고 경제적 비용이 상당하게 소모되었다. 또한 법원의 판결이 이루어지더라도 당사자들이 이를 신뢰하지 못하는 등의 이유로 신속성과 공정성에 문제점이 지적되었다. 이 때문에 소송 대체적 분쟁해결제도로서 의료사고 피해구제 및 의료분쟁 조정 등에 관한 법률상의 의료분쟁조정 및 중재 절차가 탄생하게 되었다. 그러나 의료분쟁조정법 제27조 제8항에서 피신청인이 14일 동안 의사를 표명하지 않는 경우 거부의사로 간주되고, 이 경우 한국의료분쟁조정중재원장이 각하결정을 하여야 한다고 규율함으로써, 조정의 개시 조차 순탄치 않은 것이 현실이다. 본고에서는 우리나라 의료분쟁의 최근 현황을 확인해 본 후, 의료분쟁조정법상 조정의 신청에 관한 조문인 제27조에 대한 입법안을 비교 점검한 후 다른 ADR 관련 법률이나 민사소송법상의 조문과 비교하여 불합리한 점이 있는지를 검토하고, 동조의 개선방안을 제시하고자 한다. 또한 2013. 4. 8.부터 시행이 되고 있는 불가항력적 산과 사고에 대한 무과실보상제도와 관련하여 동조가 미치는 영향 등에 대해서도 논의하고자 한다.

• The Journal of the Convergence on Culture Technology
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• v.8 no.5
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• pp.409-421
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• 2022

The purpose of this study is to understand the flow of personnel management in the Joseon Dynasty through Dasan Jeong Yak-yong's Mokminsimseo, and to understand how it is being used not only in modern administrative organizations but also in social welfare organizations. As a result, first, first, among the human resource management areas of the Joseon Dynasty, the area occupied the most was related to integrity. These are the contents that are widely used in evaluation methods and scope, value standards, and use of evaluation today. Second, regarding the recruitment and recruitment of talents in the Joseon Dynasty, various methods were presented to enhance the appropriateness, fairness of hiring, and the effectiveness of hiring human resources. This has significant implications even today as it specifically mentions the appropriate appointment and scale of human resources, emphasizing that personnel is everything. Finally, This is different from the human resource management of the Joseon Dynasty in that it is being converted to a compensation paradigm rather than discipline as a way to inspire the motivation of workers today and increase work efficiency. In addition, professionalism was emphasized in the education and training of public officials, and the maintenance of dignity and leadership in body and mind is emphasized, showing that even today, the virtues required of workers in public organizations, including social welfare organizations, are being maintained.

• The Journal of the Korea institute of electronic communication sciences
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• v.11 no.11
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• pp.1053-1060
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• 2016

This paper proposes an adaptive equalizer with the digitally controlled active variable capacitor. An equalizing amplifier consists of a main amplifier and a source degeneration RC filter which is implemented using the digitally controlled active variable capacitor for area efficiency and linear loss compensation. The active capacitor changes its capacitance by the amplifier gain control, which is based on miller effect. In the simulated results, the proposed equalizer compensates the high frequency loss and extends the data eye width from 0.31 UI to 0.64 UI.