• Proceedings of the Acoustical Society of Korea Conference
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• autumn
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• pp.139-142
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• 2004

훈련 과정과 인식 과정사이의 주변 잡음과 채널 특성으로 인한 환경의 불일치는 음성 인식 성능을 급격히 저하시킨다. 이러한 차이를 극복하기 위해 다양한 전처리 방법이 제안되어 왔으며, 최근에는 스테레오 데이터와 잡음 음성의 Gaussian Mixture Model(GMM)을 이용하여 보상벡터를 구하는 SPLICE 방법이 좋은 성능을 보여주고 있다. 하지만 차원별로 특징벡터를 보상해주는 추정된 보상벡터는 underestimation되는 경향이 있으며, 그 정도가 각각의 차원마다 달라짐이 관찰되었다. 본 논문에서는 SPLICE 방법에 기반하여 추정된 보상벡터와 실제 보상벡터 사이의 관계를 관찰하여 차원별로 다른 가중치를 적용하는 차원별 가중 보상 방법을 제안하였다. 제안한 방법은 Aurora2 Clean-condition인 경우 baseline 실험 결과에 비해 $68\%$의 높은 상대적인 인식 향상율을 얻었다.

• Proceedings of the Korea Information Processing Society Conference
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• 2011.04a
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• pp.1608-1609
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• 2011

국토해양부에서는 건설사업의 생산성을 향상시키고 건설사업의 효율성을 제고하기 위해 건설기술관리법 제15조의 2에 따라 건설공사지원통합정보체계의 구성.운영에 관한 법률을 마련하고 1998년부터 건설사업정보화(Continuous Acquisition Life-Cycle Support : CALS)를 추진중에 있다. 건설사업정보화의 일환으로 건설공사비의 상당부분을 차지하고 개인의 소유권과 관계되어 있어 민원 소지가 많은 보상자료를 관리하기 위해 용지보상시스템이 기 개발되어 운영중에 있으나 보상비 지출의 핵심과정인 지급단계가 국가재정정보시스템과 별도로 운영중에 있어 체계적인 보상자료 관리 및 보상비 지급의 이력관리가 제대로 이루어지 지고 있지 않다. 이는 곧 부적절한 보상비 집행으로 인한 국고예산 낭비의 소지가 있고 보상비 집행에 대한 대민 신뢰도 저하로 인해 다수의 소송으로 이어질수 있다. 이에 기존의 보상비 집행업무 프로세스 개선 및 건설CALS 용지보상시스템과 디지털예산회계시스템의 연계를 통해 보상비 집행의 투명성을 확보하고 민원인들에게 대민행정에 대한 신뢰도를 높일 수 있는 방안을 제시하고자 한다.

• Journal of Labour Economics
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• v.37 no.1
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• pp.59-85
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• 2014

This paper analyses an impact of wage scheme and transparency of performance evaluation on the productivity. The main findings in this paper are as follows: First, the effect of wage scheme based on seniority system on the productivity is worse off than the performance pay. Second, there is a positive relationship between an incentive and the productivity, but, in the case of firms which individually informs the results of performance evaluation to their workers, it shows the hump-shaped relationship. Third, though the wage scheme is based on the performance, if the evaluation system is not transparent, the impact of incentive on the productivity is disappeared. Consequently, this paper implies that the appropriate incentive and the transparent performance evaluation system are required so as to improve the productivity.

• 한국벤처창업학회:학술대회논문집
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• 2021.11a
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• pp.135-142
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• 2021

20년 3월부터 본격화된 코로나 팬데믹은 전세계경제에 큰 충격으로 불확실성은 더욱 커져 경제생태계 대변혁의 시대를 맞이하고 있는 가운데 고령 인구의 증가, 생산인구의 감소와 더불어 20년 12월 기준 직장의 폐업과 정리해고, 경영부진 등 비자발적인 일자리를 떠난 사람이 19년 대비 48.9%(2020 통계청) 증가, 직장인의 퇴직 평균연령도 51.7세로 직장인 의지와 관계없이 조기 은퇴가 불가피한 상황이다. 한편 직장 근로자 10명중 8명은 창업할 의지가 있는 것으로 나타나 이제는 직장인의 창업은 선택이 아닌 필수로 인식하고 있다. 본 연구의 목적은 직장인의 기업가정신과 지속학습, 보상만족, 고용가능성이 창업의지와 어떠한 상관관계를 가지고 있는가를 조사하고 혁신행동이 매개역할을 하는지에 대해 분석하는데 있다. 본 연구에서는 직장 재직자의 기업가정신과 직장생활 과정에서 지속학습, 보상만족, 고용가능성이 창업의지에 미치는 영향에 관한 연구를 혁신행동의 매개효과를 중심으로 진행하였다. 따라서 본 연구에서는 재직자의 기업가정신과 지속학습, 보상만족, 고용가능성이 혁신활동을 증가시키고, 증가된 혁신활동이 창업의지에 영향을 미칠 것이라는 인과적 경로를 검증하고자 한다. With Corona의 불확실한 경제여건에서 조직은 생존을 위한 끊임없는 변화를 추구함에 따른 재직자의 고용불안은 가중될 것이며, 100세 시대를 준비해야 하기에 창업은 필수적 상황으로 창업의지를 종속변수로 설정하여 본 연구를 진행하였다.

• Journal of the Korea Society of Computer and Information
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• v.20 no.3
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• pp.177-184
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• 2015

This study aims to identify the effects of job factors related to children's teachers on job satisfaction and present suggestions through an analysis of the modulating effects according to the type of institute. In order to achieve this purpose, this study set up a cause and effect model on teacher's efficacy, emotional intelligence, friendship, and a reward system as factors of job satisfaction and analysed them based on interviews using a questionnaire. To look into the results of the analysis, it was discovered that a reward system had the greatest effect on job satisfaction for the subjects, followed by emotional intelligence, friendship, and teacher's efficacy. In an analysis of modulating effects according to the type of institute, the effect of emotional intelligence differed significantly depending on kindergartens and day care centers. Teacher's efficacy, friendship and a reward system were not significantly different. Based on the results above, this study provides basic data for the development of strategies for children's teachers to effectively achieve job satisfaction.

• (The) Korean Journal of Advertising
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• v.28 no.6
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• pp.35-54
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• 2017

The importance of utilizing an effective reward program has been emphasized as a tool for promotional strategies to acquire and retain customers. When consumers participate in a reward frequency program, they tend to focus more on points or mileage than the actual reward itself. This phenomenon is what Hsee, Yu, Zhang, and Zhang (2003) called "medium maximization." In this article, we hypopthesize that the medium effect may disappear when there is a close relationship between the product and the reward as it evokes the correlation of the two directly. The results of the current research show that the medium effect disappears in a strong relation condition while it does exist in a weak relation condition. Furthermore, we found that these results cannot be explained under an alternative "evaluability hypothesis" as Hsee, Loewenstein, Blount, and Bazerman (1999) and Hsee (1996) claimed. Even when we provided price range information as well as medium information, the medium effect still occurred. In this article, we explored boundary conditions for the medium effect and demonstrated the moderating effect of the relationship between products and rewards. Practical implications of the findings were also discussed for designing separate reward programs.

• The Journal of the Korea Contents Association
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• v.10 no.2
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• pp.452-461
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• 2010

This paper is to investigate the correlation between leadership and organizational culture, and is to find out the influence of leadership and organizational culture on employee's job attitude in hotel industry based on the survey data from 274 hotel employees working in 13 deluxe hotels in Seoul. As a result of empirical analysis, all leadership attributes(charisma/inspiration, service/consideration, reward) were correlated with organization culture factors(group oriented, stratified oriented, innovative oriented, rational oriented). And reward, service/inspiration were significantly influenced on employee's job attitude. As a whole reward based on compensation was more important attribute than other leadership attributes on organizational culture factors, employee's job attitude. And group oriented, stratified oriented culture were positively influenced on employee's job attitude.

• Asia Marketing Journal
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• v.1 no.3
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• pp.109-119
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• 1999

서비스마케팅에 있어서 종업원의 행동통제와 결과통제에 대한 중요성이 증대하고 있다. 그 중에서 행동통제를 보다 효율적으로하기 위하여 많은 연구가 진행되고 있다. 본 연구는 마케팅조직 종업원의 행동통제 지각이 조직내 종업원이 행동에 어떠한 영향을 주는지를 조사하였다. 종업원이 느끼는 통제지각, 상사의 피드백, 비금전적 보상 그리고 종업원의 역기능 행동 간의 다섯가지 관계에 대하여 가설이 설정되었다. 병원간호사 120 명의 설문응답에 근거하여서 가설검증을 하였다. 다섯 개의 가설중 세 개는 지지되었고, 두 개의 가설은 현재의 자료로는 지지되지 않았다. 가설검증 결과에 근거하여서 시사점과 결론이 제시되었다.

• Information Systems Review
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• v.12 no.1
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• pp.59-79
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• 2010

According to resource based view, knowledge is regarded as a salient factor to improve an organization's efficiency in the current fast-changing business environment. Knowledge management (KM) may encourage employees to share and exchange knowledge in the organization in order to improve and sustain a competitive advantage over other companies. The proposed research model examines the impacts of KM performances' antecedents on an employee's absorptive capacity. This study identifies KM performances as employee's satisfaction about KM and shared knowledge quality. This study considers KM performances as the major determinants that enhance his/her absorptive capacity. This study also investigates the key antecedents of KM performances. The research model posits extrinsic reward, intrinsic reward, and relational reward as the KM performances' antecedents. Furthermore, this study examines the difference of the antecedents' effects in terms of firm's type. The proposed research model was tested by using survey data collected from 1,103 employees of 2 public enterprises and 907 employees of 5 private enterprises. The findings of this study showed that employee's satisfaction about KM and shared knowledge quality play a significant role in enhancing employee' absorptive capacity. Extrinsic reward only significantly influences employee's satisfaction about KM, whereas both intrinsic and relational rewards serve as the salient antecedents of improving both KM performances. The results also shed light on the moderating role of firm's type. Theoretical and practical implications of this study are discussed.

• Fire Science and Engineering
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• v.31 no.2
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• pp.89-100
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• 2017

This study compared the activities satisfaction factors between volunteer firefighters and general volunteers in Sejong City. For this purpose, 112 volunteer firefighters and 227 general volunteers working in Sejong City were surveyed. In the questionnaire, the independent variable was the motivations, the interpersonal relationships, and the rewards and the dependent variable was the activities satisfaction. The reliability of the survey data in questionnaire design was analyzed by the SPSS 20.0 win program. The factor of the motivations, interpersonal relationships, and rewards had a significant positive influence on the activities satisfaction of volunteer firefighters and general volunteers (<0.05). The activities satisfaction of the volunteer firefighters was influenced in the order of the motivations, rewards, interpersonal relationships, and activities satisfaction of the general volunteers was influenced in order of the motivations, interpersonal relationships, and rewards.