• 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.

• Korean Journal of Forensic Psychology
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• v.11 no.2
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• pp.135-153
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• 2020

Identifiable victim effect refers to the tendency of greater sympathy and helping behavior to identifiable victims than to abstract, unidentifiable ones. This research tested whether this tendency also affects third-party's punishment and compensation judgments in jury context for public's legal judgments. In addition, through the Identifiable victim effect in such legal judgment, we intended to explain the effect of 'the bill named for victim', putting the victim's real name and identity at the forefront, which is aimed at strengthening the punishment of related crimes by gaining public attention and support. To do so, we conducted experiments with hypothetical traffic accident scenarios that controlled legal components while manipulating victim's identifying information. In experiment 1, each participant read a scenario of an anonymous victim (unidentifiable condition) or a nonanonymous victim that included personal information such as name and age (identifiable condition) and made judgments on the degree of punishment and compensation. The results showed no effect of identifiability on third-party's punishment and compensation judgments, but moderation effect of BJW was obtained in the identifiable condition. That is, those with higher BJW showed greater tendency of punishment and compensation for identifiable victims. In Experiment 2, we compared an anonymous victim (unidentifiable condition) against a well-conducted victim (positive condition) and ill-conducted victim (negative condition) to test the effects of victim's characteristics on punishment for offender and compensation for victims. The results showed lower compensation for an ill-conducted victim than for an anonymous one. In addition, across all conditions except for negative condition, participants made punishment and compensation judgments higher than the average judicial precedents of 10-point presented in the rating scale. This research showed that victim's characteristics other than legal components affects third-party's legal decision making. Furthermore, we interpreted third-party's tendency to impose higher punishment and compensation with effect of 'the bill named for victim' and proposed social and legal discussion for and future research.

• 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.

• Journal of Energy Engineering
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• v.9 no.3
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• pp.157-162
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• 2000

기존의 IGCC의 장점인 고효율 플랜트의 특성을 살리기 위해 고온정제를 적용하는 경우 조건변화에 따른 플랜트 성능의 영향을 관찰하고자 본 연구를 수행하였다. IGCC에 고온정제 공정을 적용하여 구성한 모델은 연구 목적에 알맞은 범위의 건전성을 가진 것으로 나타났으며 기타 조건을 동일하게 설정한 경우 저온 정제 공정(MDEA amine) 적용에 비해 플랜트 효율이 약 2.7% 가량 상승하였다. 한편 동일한 고온정제 공정이라도 적용하는 흡수제를 zinc titanate에서 zinc ferrite로 달리 하는 경우 탈황제의 화학 반응상 특성 및 차이점으로 인해 연료가스의 발열량 변화를 유발하므로 결과적으로 약 0.5%의 플랜트 효율 손실이 발생함을 알 수 있었다. 또한 탈황 온도 350~$650^{\circ}C$ 사이의 온도범위에 대해 민감도 분석을 실행하였으며 민감도 분석 결과 전제 온도의 증가와 플랜트 효율은 정비례하지 않으며 50$0^{\circ}C$ 이상의 정제 온도를 적용한 경우는 거의 비슷한 효율을 나타내었다. 이와 같은 결과는 정제 온도를 증가시킴으로 인해 가스터빈에 공급되는 연료가스의 온도는 높아지지만 적용한 가스터빈의 출력 및 연소 온도가 제한되어 있어 고온정제를 적용함으로써 얻어지는 이득을 가스터빈에서 충분히 보상하지 못하고 한편으로 고온정제를 채택함으로써 저온정제 적용시 보다 syngas cooler에서 회수할 수 있는 헌열이 줄어듦으로 인한 증기 터빈 출력의 감소가 커지기 때문으로 분석되었다.

• 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.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.

• 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.

• 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.

• 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.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.