• Proceedings of the Korean Information Science Society Conference
• /
• 2002.04a
• /
• pp.817-819
• /
• 2002

최근 컴퓨터 바이러스와 해킹 기법의 기술적인 향상으로 인하여 바이러스로 인한 피해가 확산되고 있다. 이에 따른 바이러스와 해킹 피해들로부터 시스템과 사용자 데이터를 보호하기 위한 다양한 방법들이 연구 및 적용되어 있다. 하지만 기존의 연구는 이기종으로 구성된 서로 이질적인 네트워크 환경에 적용하고 사용하기 위해서는 많은 수동적인 노력과 시간을 필요로 하고 있다. 본 논문에서는 이기종으로 구성된 네트워크상에서 이동 에이전트를 이용한 바이러스 탐색 기법에 대해 연구하였다. 제시한 방법은 사용자들에게 바이러스 탐색 에이전트와 관련된 해당 호스트상에서의 탐색업무 수행 투명성을 제공하여 호스트의 부하에 큰 영향을 주지 않는 방안으로써 자바 언어 특성인 플랫폼의 독립성이라는 이점을 지원하고 있는 자바 기반의 바이러스 탐색 시스템을 설계하였다. 이는 중앙 집중 관리 형태의 서버기반 방식으로 등록된 지역 네트워크 내의 이질적인 호스트에서 각 호스트의 부하를 고려하여 바이러스 탐색 업무를 수행함으로써 사용자로 하여금 능동성과 자율성, 바이러스 탐색 업무에 있어서의 투명성을 제공할 수 있는 컴퓨터 바이러스 탐색 업무를 수행하는 이동 에이전트 기반의 탐색 시스템을 새롭게 제안한다.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.13 no.4
• /
• pp.1759-1768
• /
• 2012

The present study was intended to measure the level of fatigue symptoms among nurses working for a university hospital and to reveal its related factors. The self-administered questionnaires were given to 450 nurses during the period from October 1st to 31st, 2010. As a results, the level of fatigue symptoms were 75.1% in normal group, and the high-risk group 24.9%. The level of fatigue symptoms reflected in job stress contents were higher as job demand was higher, and the autonomy of job and the supervisor support was lower. In correlations, fatigue symptoms were found to be in a positive correlation with job demand, whereas in negative correlation with autonomy of job and supervisor support. The adjusted odds ratio of fatigue symptoms on job demand were significantly increased in the high risk group than in low group, but autonomy of job. were significantly decreased in the high risk group than in low group. In conclusion, the study results indicated that the level of fatigue symptoms is independently influenced by job stress contents.

• Journal of Cadastre & Land InformatiX
• /
• v.44 no.2
• /
• pp.45-58
• /
• 2014

The purpose of this study is to find out the influence on Organizational Performance of Autonomy in Cadastral Employees. The survey was conducted around the branch Korea Cadastral Survey Corporation. Using SPSS 20.0 and Amos 19.0, Structural Equating model was verified. The results of the analysis and the proposal is as follows. First, autonomy not directly but indirectly affected job satisfaction and organizational commitment. This had a positive impact on job satisfaction and organizational commitment, autonomy existing research. But it was not the organization's performance by increasing the autonomy to higher study. Perhaps it is analyzed the results of the public sector. Second, the relationship between autonomy and organizational performance in leadership had a mediating effect. And increase organizational performance factors, leadership has a very important meaning. Public good is not guaranteed autonomy. Therefore, it is possible to compensate through leadership. Third, cadastral field manager leadership competencies, it is necessary to develop a training program to enhance the organizational commitment and job satisfaction.

• Journal of Venture Innovation
• /
• v.6 no.3
• /
• pp.185-202
• /
• 2023

The COVID-19 pandemic catalyzed major changes in our work environment, underscoring the critical role of workplace flexibility. While a wealth of research exists on specific flexible work strategies and schedules, a broader understanding of workplace flexibility has been somewhat overlooked. This study aimed to bridge this gap by examining the correlation between workplace flexibility and organizational commitment. Our sample consisted of 300 employees from foreign businesses in the ICT(information and communications technology) service sector and the manufacturing industry, along with those from the top 50 leading Korean enterprises. We bifurcated workplace flexibility into two distinct categories for this study: quantitative and qualitative. Our results revealed that within the quantitative category, the flexibility of continuity of work and flexible place significantly enhanced organizational commitment. Interestingly, the flexibility of work schedules didn't have a marked impact on commitment levels. On the qualitative side, job autonomy and teamwork emerged as significant drivers of organizational commitment. It's worth noting that qualitative aspects of workplace flexibility had a more pronounced effect on organizational commitment than the quantitative elements. These findings highlight the necessity of approaching workplace flexibility from a comprehensive perspective, embracing both its quantitative and qualitative dimensions. For businesses aiming to maximize the benefits of flexibility, it's essential to cultivate a culture of open communication, champion collaboration, and prioritize job autonomy and teamwork. Establishing a work environment that actively supports feedback-oriented communication stands as a key component in this endeavor.

• Journal of Digital Convergence
• /
• v.17 no.1
• /
• pp.1-8
• /
• 2019

The purpose of this study is to analyze the employment trends of autonomous automobile industry which is related to the 4th Industrial Revolution. Previously, big data of the employment trends were divided into skill field and task field. As a result, if a company was employed in the field of skill field, it was required to have talent in which personality traits and innovation traits were prominent. Second, if the task field is a production worker, it is desirable to have talented person with outstanding personality traits. In addition, if the task field is management, it has been confirmed that communication qualities require outstanding talent. The results of this study suggest that it is possible to use the data as a basic data for finding an effective employment strategy by identifying the characteristics of the talented person and considering the suitability of the tendency of hiring.

• Journal of dental hygiene science
• /
• v.6 no.4
• /
• pp.285-293
• /
• 2006

The purpose of this study was to examine what affected the job satisfaction of dental hygienists in J local community in a bid to help boost their job performance. The subjects in this study were 156 dental hygienists who worked in north Jeolla province. A survey was conducted from July 24 through September 24, 2006, and the collected data were analyzed with SPSS Ver. 12.0 program. The findings of the study were as follows: 1. The dental hygienists investigated got a mean of 2.84 in job satisfaction out of possible five points, which was not a high score. By factor, they were most satisfied with relationship with colleagues(3.21), followed by the future prospects of the occupation(3.10), autonomy(3.07), environments(2.99) and pay(2.55). They found workload most dissatisfactory(2.03). 2. Concerning connections between their general characteristics and job satisfaction, their age had a significant impact on their satisfaction with autonomy(p < 0.001), and their marital status exerted a significant influence on their satisfaction with autonomy(p < 0.001) and pay(p < 0.05). The married dental hygienists were more pleased with those factors than the unmarried ones. Their service area made a significant difference to their satisfaction with the prospects of the occupation and relationship with colleagues(p < 0.001), as those from university hospitals were more contented with those factors. Their educational level affected significantly their satisfaction with autonomy(p < 0.001), workload(p < 0.05) and environments(p < 0.05). The better educated dental hygienists were pleased.

• The Journal of the Korea Contents Association
• /
• v.21 no.5
• /
• pp.47-69
• /
• 2021

Data scientists are new knowledge workers representing the knowledge economy era. Knowledge workers perform unstandardized works that solve ambiguity-intensive problems. Therefore, self-leadership, which emphasizes self-motivated, autonomous judgment and execution, significantly influences their work-related outcomes. Even knowledge workers have high occupational commitment, they usually show low organizational commitment. Knowledge workers' intention to leave is also relatively high due to this reason. This study focused on data scientists' self-leadership, predicted that self-leadership would increase an organization's commitment and intention to leave. Based on the trait activation theory(TAT), the author also confirmed how perceived job autonomy enhances self-leadership influences. Results showed that data scientists' self-leadership significantly lowered intention to leave through organizational commitment and this mediating effect was moderated by perceived job autonomy. This study broadened the theoretical understanding the effects of knowledge workers' self-leadership and presented practical implications for managing data scientists.

• Annual Conference of KIPS
• /
• 2024.10a
• /
• pp.863-864
• /
• 2024

유동 인구가 많고 다양한 서비스를 필요로 하는 병원에서는 여러 기능을 통합적으로 수행할 수 있는 토탈 서비스 로봇이 필요하다. 자율주행, 얼굴인식, 음성 처리기술 등을 적용한 AI 자율주행 토탈 서비스 로봇을 도입함으로써 의료진의 업무 부담을 줄이고, 병원의 운영 효율성을 높이며, 전반적인 서비스의 질을 향상할 수 있다.

• Journal of Navigation and Port Research
• /
• v.43 no.6
• /
• pp.395-402
• /
• 2019

The development and operation of the MASS (Maritime Autonomous Surface Ship) is being actively discussed for more efficient and safer maritime transportation solutions. The autonomous navigation technology has positive aspects such as the prevention of marine accidents, improvement of fuel efficiency of ships and cost reduction, and negative aspects such as job loss, task change, and security problems. It is expected that there will be new human element issues such as the situation awareness of remote operators, because the shore-based control will be conducted when fully autonomous ships are in operation. In this paper, we consider major human element issues that should be factored in the development and operation of MASS, and suggest a method of HRA (Human Reliability Analysis) for P IFs (Performance Influencing Factors) of the remote operators that are expected according to the shore-based control.

• Journal of Navigation and Port Research
• /
• v.34 no.1
• /
• pp.83-89
• /
• 2010

By analyzing the data collected through surveys conducted on coast guard officers, this paper measures the level of organizational health and explores indicators of organizational health that influence organizational effectiveness. The findings of the analysis can be summarized as follows: First, the scores of all the organizational health indicators except job stress exceed average, which leads a conclusion that coast guard organizations' organizational health is in considerably good condition. Second, the indicators of organizational health included in the analyses are found to have both positive and negative effects on organizational effectiveness. While such variables as pay, co-worker relationship, job autonomy, job itself, organizational trust, job orientation influence positively, other variables including development-oriented culture, promotion system and supervision influence negatively on organizational effectiveness.