• Proceedings of the Korea Water Resources Association Conference
• /
• 한국수자원학회 2023년도 학술발표회
• /
• pp.392-392
• /
• 2023

통합수자원관리 IWRM(Integrated Water Resources Management)를 위한 다각도의 연구가 진행되고 있다. 구축된 정보의 활용 증진, 정책적 측면 등이 어우러져 고려되어야 비로소 통합으로서의 가치가 확보될 것이다. 본 고에서는 그중 데이터 측면을 살펴본다. 데이터 관점에서도 정보의 수집, 유통, 품질 등 여러 관점의 주제가 존재한다. 예를 들어 유통을 위한 메타데이터는 ISO 19139의 채택에서 추가 보완할 부분이 무엇인지, 유통을 위한 포맷과 인터페이스는 XML과 OGC WFS를 채택시 충분한 호환성이 확보되는지 등 이 주요한 검토요소가 될 것이다. 본 고에서는 이러한 고민에 앞서, 초기 절차인 시스템 적재 과정의 ETL(Extract, Transform and Load)과 ELT(Extract, Load and Transform) 방법을 비교하고자 한다. 수자원 분야 데이터를 사용한 예시 사례를 통하여, 최근 데이터 산업 분야에서 ETL과 ELT 차이가 이슈화되고 있는 이유를 살펴보고, 온프레미스와 클라우드 상황에 대하여 두 가지 방법의 장단점을 비교함으로서 다양한 데이터를 직면하게 되는 IWRM에서의 데이터 적응에 대한 힌트를 얻고자 한다. 기본적으로는 ETL보다 ELT의 효율성이 높을 것으로 전망된다. 그러나 해당 변환 과정이 일회성인지 반복적인지 고려해야 한다. 또한 변환에 있어 지배적인 요소가 변환 프로세스의 복잡도인지, 레코드 건수인지도 유불리에 영향을 준다. 비용측면에서는 ETL보다 ELT의 저장 비용이 증가할 수 있고, 이는 온프레미스 DBMS에서 PaaS 유형의 DBMS로 전환되어감에 따라 더 큰 부담이 될 수 있다. 무엇보다 ETL, ELT에서는 요구되는 변환 기술의 종류가 다르다. 예를 들어 Desktop GIS 도구와 ANSI 표준 SQL 기술로 대표될 수 있으며 각 수행조직에서는 보유 인적자원의 기술 현황과 학습곡선 등을 고려해야 한다. 결론적으로 ETL, ELT의 비교에 있어서는 처리시간과 동시에, 비용과 인적 자원 그리고 전략적 측면도 함께 검토되어야 한다.

• Journal of Information Management
• /
• 제34권4호
• /
• pp.19-42
• /
• 2003

Reference services have taken a central place in library and information services. But current digital libraries focus more on access to digital information, and hardly lay emphasis on the service aspects. This paper looks at the current state of research in reference services in digital libraries. It first analyses some representative definitions of digital reference services. It then provides a brief overview of the various online reference and information services currently available on the Web. The paper also reviews the types of the digital reference service in major 'Aska' service sites. Finally, the paper proposes new digital reference service model that specifically bases on the sharing of the human and information.

• The Journal of the Korea Contents Association
• /
• 제19권8호
• /
• pp.544-555
• /
• 2019

In today's business environment, not only human resources management but work efficiency is getting substantial attention as well. Employees are one of the most significant and valuable resources in an organization who can play a critical role in accomplishing organizational goals and purposes. This study examines the effect of employee job satisfaction(affective and cognitive satisfaction) on job performance. Furthermore, this study examines the moderating effect of leadership type (transactional and servant leadership) between job satisfaction on job performance. As a result, affective and cognitive satisfaction were shown to positively affect employee job performance. Especially, cognitive satisfaction has more influenced on job performance than affective satisfaction. Second, transactional and servant leadership were not shown to affect employee job performance. However, transactional leadership had a moderating effect between job satisfaction on job performance.

• The Journal of the Korea Contents Association
• /
• 제19권1호
• /
• pp.293-303
• /
• 2019

The purpose of this research is to investigate the psychological factors affecting job performance of public enterprise employee. Based on the literature review, three types of job performance are identified, which are behavioral responses to the demands from job environment. They are named as task performance, contextual performance, and adaptive performance. As independent variables, four factors were selected form positive psychological concepts, which are self-efficacy, hope, optimism, and resilience. These are the factors which compose of the concept of psychological capital. All the factors are hypothesized to positively affect job performances. From the regression analysis results, all the psychological factors in the model were turned out to have statistically significant impacts on the job performances. The importance of variable 'resilience' were dominant all three models, which might be interpreted as a behavioral response to the demands from uncertain organizational enviornments. From the marginal effect analysis, contextual performance decreases first five years, then reach peak at 20th. year. These results demonstrates that mid-level employees in the organizational hierarchy are more concerned with the overall performance of organization.

• The Journal of the Korea Contents Association
• /
• 제20권10호
• /
• pp.146-156
• /
• 2020

The purpose of this study was to verify the effect of team process and affect state on members' organizational commitment. To this end, a valid questionnaire was received from 241 employees working at a company, and the collected questionnaire analyzed the relationship through regression analysis. As a result, we found that all of the team process factors - the conversion process, the execution process, and the interpersonal process - had a meaningful positive effect on organizational commitment. The conversion process had a positive effect on positive-activity and positive-inactivity - which is the types of the members' affect state. The interpersonal process had a positive effect on positive-activity and positive-inactivity, and negative effect on negative-inactivity and negative-activity. And the positive-activity had an intermediation effect on the relationship between team process and organizational commitment. Through this study, the significance of this study can be found in that it suggested the importance of building and managing the team process in order to maximize the efficiency of human resource management in the organization and improve the team effectiveness.

• The Korean Journal of Food And Nutrition
• /
• 제24권4호
• /
• pp.732-739
• /
• 2011

The purpose of the study was to identify the relationship transformational leadership, job satisfaction, and organizational commitment of nutrition teacher(dietitian) in school foodservice organization. A total of 209 employees in school foodservice operation were surveyed using a self-administrated questionnaire. The data were analyzed using SPSS Windows(Ver. 18.0) for descriptive analysis and reliability analysis, correlation analysis, and regression. the respondents were 89.0% female, 90.4% under high school, and 90.4% under contract employment. The transformational leadership factors - Charisma ($p$ <0.001), intellectual stimulation, and individual consideration - had positive effects on job satisfaction and organizational commitment. In conclusion, transformational leadership(Charisma) of dietitian directly contributed to job satisfaction and organizational commitment in school foodservice employees.

• Proceedings of the Korean Society of Disaster Information Conference
• /
• 한국재난정보학회 2015년 정기학술대회
• /
• pp.345-346
• /
• 2015

본 논문에서는 재난상황발생 시 신속하고 효율적인 재난대응에 실패하면 다수의 인명피해를 야기할 수 있는 초고층 건축물의 재난시나리오 기반 피난계획수립에 대한 연구과정을 제시하고 발전방향을 제안하였다. 초고층 건축물의 피난계획수립을 위해서 초고층 건축물에서 발생 가능한 재난시나리오를 자연재난, 인적재난, 전쟁 또는 테러재난, 건물시설관계재난인 4가지 유형으로 분류하고 이를 프로토콜화하여 건축물의 피난관리시설과 자원을 고려한 피난계획을 작성하고 이를 피난시뮬레이션을 통해서 검토하고 보완하는 연구를 진행하여 최종적으로 효율적인 피난계획서를 수립하였다.

• Journal of the Korean Society of Food Science and Nutrition
• /
• 제35권2호
• /
• pp.238-247
• /
• 2006

The purpose of this study was to evaluate school dieticians' performance of nutritional quality control, and further to establish effective and objective standards of nutritional quality control. Data for this study came from 200 school dieticians' responses in the Chungbuk area. The total quality management (TQM)-based questionnaire was structured. The questionnaire consisted of the following four fields (1) performance of nutritional quality control, (2) performance of stepwise food production to maximize nutrient preservation rate, (3) management of documents and records related to nutritional quality control, and (4) other relating matters. The items of the questionnaire were measured on a five-point Likert scale which ranged from 'strongly agree' to 'strongly disagree'. First, the analysis indicated that school dieticians performed 'least' on human resource management', 'mediocre' on nutritional quality control, and best on 'leadership'. Second, the analysis on performance of stepwise food production to maximize nutrient preservation rate showed that dieticians considerably endeavored to maximize nutrients of cooked food, but it was found out that the most of nutrient destruction can be caused by heating during cooking. Third, the result showed that the systematic use of documents and records for nutritional quality control was not sufficiently accomplished, especially in the production phase of food. In addition, the measure by the Pearson correlation coefficient indicated that there was a significant relationship between performance of nutritional quality control and performance of stepwise food production to maximize nutrient preservation rate, and between performance of nutritional quality control and management of documents and records related to nutritional quality control. Finally, the findings of this study suggest that more effort should be exerted to carefully establish TQM-based standards for the improvement of nutritionary quality.

• Proceedings of the Technology Innovation Conference
• /
• 기술경영경제학회 1997년도 제11회 하계학술발표회 논문집
• /
• pp.57-82
• /
• 1997

This paper empirically examines various personal characteristics and preferences of HRM (Human Resorce Mamagement) systems using data from 968 R&D professionals in 9 private R&D organizations. It identifies different patterns of reward and career development needs associated with 4 types of R&D professionals, who are categorized by personal characteristics: personality and attitude. A productive leader type shows active personal traits (which encompass high scores of need for achievement, risk-taking propensity, tolerance for ambiguity, and self-efficacy) and positive attitudes (which include high scores of job satisfaction, organizational commitment, and low scores of turnover intention), while a cynical bystander type exhibits passive personal traits and negative attitudes toward a job. A passive adapter, who has passive personal characteristics but positive attitudes, and a frustrated champion, who is active in personality but negative in current job attitude, lie in between them. The results reveal that: 1) These four different types of R&D professionals show differences in their education, age and tenure level, and technical performance. 2) They have different career orientations and problem solving styles. 3) They also exhibit different preferences in performance appraisal criteria and rater, and reward structures. Based on these findings, this study suggests a contingent type of human resource management in terms of selection and staffing of R&D professionals, performance appraisal, incentive systems, and career development plans.

• Journal of the Korea Convergence Society
• /
• 제11권12호
• /
• pp.253-259
• /
• 2020

This paper is to understanding the recent research trend of leadership. To this end, it is intended to grasp the research trend of leadership by using foreign academic databases such as SCOPUS and SPRINGER. As a result of the analysis, it was found that a lot of research has been conducted in management, human resource management, organization, etc., which have traditionally been studied. However, in addition to this field, research in the fields of Nursing, Engineering, Computer Science, and Education has been steadily increasing. This shows that the study of leadership is becoming important not only in companies and specific organizations, but also in various disciplines. In particular, as leadership is becoming more important than ever, it is expected that research on leadership will continue to be carried out with interest in many fields.