• The Korean Journal of Applied Statistics
• /
• v.21 no.2
• /
• pp.247-264
• /
• 2008

This paper considers the integrated process control procedure for detecting special causes in an ARIMA(0,1,1) process that is being adjusted automatically after each observation using a minimum mean squared error adjustment policy. It is assumed that a special cause can change the process mean and the process variance. We derive expressions for the process deviation from target for a variety of different process parameter changes, and introduce a control chart, based on the generalized likelihood ratio, for detecting special causes. We also propose the integrated process control scheme bases on the future loss. The future loss denotes the cost that will be incurred in a process remaining interval from a true out-of-control signal.

• Journal of Venture Innovation
• /
• v.6 no.3
• /
• pp.203-220
• /
• 2023

This study conducted an empirical analysis of the factors affecting the job commitment of employees within a financial sales organization, focusing particularly on agile leadership and organizational justice. Agile leadership was subdivided into four components: adaptability, collaboration promotion, proficiency, and an agile approach, whereas organizational justice was broken down into distributive justice, procedural justice, and interactional justice. Data were gathered through an online survey, and 245 valid responses were subjected to hierarchical regression analysis. The results revealed a significant positive effect of distributive justice, interactional justice, adaptability, promotion of collaboration, and an agile approach on job commitment among the employees of the financial sales organization. However, the influence of proficiency, a component of agile leadership, and procedural justice, a dimension of organizational justice, did not prove to be statistically significant. The order of influence among the significant variables was found to be: adaptability, interactional justice, promotion of collaboration, distributive justice, and an agile approach. These findings confirmed the impact of agile leadership in financial sales organizations, traditionally viewed as conservative, and suggested practical implications for the financial sector to adapt in anticipation of the Fourth Industrial Revolution.

• Korean Journal of Social Welfare Studies
• /
• v.43 no.1
• /
• pp.89-115
• /
• 2012

The purpose of this study is to examine the effects of organizational justice and job stress on social worker's job satisfaction between social welfare using facilities and community(living) facilities. The results of this study were as follow. First, social worker's organizational justice's 3 sub-dimensions; distributive justice, procedural justice, interactional justice and job satisfaction are same result through the latent average analysis between social welfare using facilities and community(living) facilities. however, social worker who works in living facilities job stress is higher level than using facilities worker. Second, distributive justice, interactional justice has a positive effect to job stress but procedural justice has not statistical effect. In addition, only interactional justice have a negative effect to job stress, job stress have negative effect to job satisfaction. Third, In this study, established structural model are existed partially difference between group of facility types.

• The Journal of the Korea Contents Association
• /
• v.9 no.9
• /
• pp.313-324
• /
• 2009

This study purposes to analyze how the level of compensation system qualify(transparency, fairness, controllability) affects the satisfaction of employee concerned with compensation system and work efforts. To test above mentioned objectives, i conduct using the survey data directly survey and e-mail to the MBA students of university located In southeastern korea and analyze using the structural equation model. The results of this paper are as follows. First, the analysis results demonstrate a positive relationship between the level of compensation system qualify and the satisfaction of employee concerned with compensation system. Second, the level of compensation system quality positively affects employee' work efforts. Thirdly, the satisfaction of employee concerned with compensation system also positive effects on work effort. The above results mean that if the level of compensation system quality is higher, employee are satisfied with the compensation system, and increase the level of work effort.

• Science of Emotion and Sensibility
• /
• v.26 no.2
• /
• pp.67-84
• /
• 2023

Gender diversity policies aim to reduce institutional discrimination in a male-dominated society and the underutilization of women in terms of the economy. Extant gender diversity literature has focused on gender diversity policies premised on women being treated as a minority. However, since women-centered occupational groups do exist, women cannot be considered an absolute minority. Therefore, we explored the gender difference in job seekers' reactions to a diversity policy favorable to men. The experiment divided participants into 2 (Gender: Male, Female) × 2 (Diversity: Favorable, Unfavorable), canvassing 329 college students (156 male, 173 female). Participants evaluated the organizational justice and organizational attractiveness of the virtual company by looking at the diversity cues presented in the job posting seeking new employees. As a result, it was confirmed that if the diversity cues presented in the job posting were favorable (vs. unfavorable) to the individual, the organization's distribution justice and procedural justice perceptions were generated differently according to the gender of the job seeker. Moreover, female job seekers perceived distribution justice and procedural justice as higher than male job seekers when they encountered diversity cues that were favorable (vs. unfavorable) to them. In addition, the relationship between diversity cues and organizational attractiveness was mediated by the perception of organizational justice, and this mediating effect was moderated by gender. For women, on the one hand, the mediating effect through the perception of distributive justice and procedural justice was significant in the relationship between diversity cues and organizational attractiveness. On the other hand, the mediating effect alone through the perception of procedural justice was significant for men. Our findings suggest that identical diversity managements are distinguished by individuals' social status or affiliation and may even result in differentiated behaviors.

• Journal of Korea Fair Competition Federation
• /
• no.115
• /
• pp.44-52
• /
• 2005

공정거래위원회는 올해의 목표를 투명하고 공정한 선진시장경제로의 도약으로 설정하고, 시장경쟁의 촉진, 거래의 공정성$\cdot$투명성 제고, 소비자 주권의 실현 등 3대 미션 수행을 위해 7대 정책목표와 24개 이행과제를 도출, 중점추진함과 아울러, $\lceil$사전심사청구제$\rfloor$의 조기정착, 사건처리 및 심리절차 개선, 평가와 성과관리의 유기적인 연계강화 등 3대 혁신과제를 역점추진하기로 하고, 3월 16일 청와대에서 $\lceil$2005년 주요업무 추진계획$\rfloor$을 대통령께 보고하였다.

• Proceedings of the KWS Conference
• /
• 2009.11a
• /
• pp.84-84
• /
• 2009

파이프라인을 건설함에 있어 가장 중요한 기술이 배관 용접기술이다. 즉 파이프와 파이프를 연결하는 작업이 공사 진척도를 결정하기 때문에, 이를 얼마나 경제적으로 신속하게 수행해 나가느냐하는 것은 건설기간 및 건설비용을 결정하는 핵심 요소이다. 가스배관 시공 원주용접 방법은 여러 가지 있는데, 현재 국내에서는 전량 수동용접을 채택하고 있다. 이 방법은 국내 가스배관을 건설한 초기부터 적용해온 것으로 우수한 품질을 확보할 수 있으며, 취약한 국내 자동화기술과 열악한 도로 매설 시공여건에서 적용하기 용이한 방안이다. 그러나 우수한 용접기량을 보유한 용접사가 점차 부족해지고, 배관시공 시간을 단축하고 비용을 줄이기 위한 필요성이 점차 커지면서 이를 해결할 수 있는 기술로서 자동원주용접방안이 있다. 이 기술들은 해외 가스배관에 이미 오래전부터 적용되어 용접부위 신뢰성과 품질 우수성을 확보하고 시공비용절감을 달성하고 있다. 자동용접을 적용하기 위해서는 용접절차를 수립하여 절차인증시험을 수행하고, 기존방안과 동일이상의 품질이 확보되며 효율성을 겸비해야만 한다. 국가 기본에너지의 안정적인 공급을 위해 적기 시공이 필요하고, 1 km당 10 억원 이상이 소요되는 배관시공비용 중 약 1/3이 용접비파괴검사 비용인 점을 감안할 때 품질이 확보되면서 경제적인 시공방안이 있다면 이를 적용하는 것이 국가 산업 경제적 측면에서 필요한 일이다. 이와 관련된 연구에서는 국내 가스배관 원주용접에 적용 가능한 용접공정을 검토하고, 용접절차를 수립하여 절차인증시험을 수행하였으며, 추가로 배관 원주 자동용접부위에 대한 기계적 특성 평가를 실시하였다. 현재 국내 건설여건과 비파괴검사 기준을 만족시키고 안전성과 효율성을 겸비한 방법으로는 초층과 2층은 수동 GTAW를 적용하고 나머지 층은 반자동 FCAW를 적용하는 방안이 적절한 것으로 판단된다. 전 층을 자동 GTAW로 용접하는 방안은 품질은 확보되지만 효율성측면에서 대형배관에는 적용하기 어려울 것으로 보이며, 해외에서 많이 사용되는 자동 GMAW 방안은 국내 비파괴검사기준을 만족시키기 어려워 검토대상에서 제외하였다. 본 논문에서는 두 가지 용접방법에 대한 용접공정개발과정과 원주용접부위 기계적 특성을 검토하여 최적방안을 제시하고자 한다.

• Journal of Korean Dental Hygiene Science
• /
• v.6 no.1
• /
• pp.37-50
• /
• 2023

Background: This study investigated the structural relationships among justice, test anxiety, and school reliability s non-face-to-face tests of dental hygiene students. Methods: A survey was conducted with 267 dental hygiene students. The survey items included general characteristics, opinions on evaluation, the fairness of non-face-to-face tests (distributive, procedural, and interactional justice), school satisfaction, and school reliability. For statistical analysis, independent-sample t-tests, one-way ANOVA, and structural modeling analyses were performed. Results: Among factors that directly affected distributive justice and reliability towards non-face-to-face tests, the higher the interactional justice (β=0.401, p<0.001) and distributive justice (β=0.232, p=0.002) levels, the higher the school satisfaction. The higher the school satisfaction (β=0.606, p<0.001) and procedural justice (β=0.299, p<0.001) levels, the higher the perceived reliability of the school. Factors that indirectly affected school reliability included interactional justice (β=0.243, p=0.010) and distributive justice (β=0.141, p=0.010). Interactional justice (β=0.592, p=0.010) and distributive justice (β=0.208, p=0.010) were the factors affecting school satisfaction. Moreover, factors that influenced school reliability were distributive justice (β=0.56, p=0.010), interactional justice (β=0.332, p=0.010), procedural justice (β=0.229, p=0.010), and distributive justice (β=0.116, p=0.010). Conclusions: Students will trust and be satisfied with schools when schools and professors sufficiently provide information on face-to-face tests and ensure proper procedures to achieve reasonable grades as rewards for exerted time and effort. Furthermore, this study provides a reference base for developing a variety of content for fair, non-face-to-face tests, thereby allowing students to trust their schools.

• The Journal of the Korea Contents Association
• /
• v.12 no.5
• /
• pp.404-414
• /
• 2012

B2B2C distribution channel between travel agencies, the travel franchiser's fairness become a big issue. So this study examines the effects of B2B transaction fairness between travel agencies on relationship-orientation and travel franchisee's performance. The research results are as follows: First, the most influential factor on the franchisee's performance was found as relationship-orientation factor. Second, among the 3 variable factors of B2B transaction fairness, the most influential factor on the franchisee's relationship-orientation was found as interactional fairness. And procedural fairness was found as next. Third, distributive fairness and interactional fairness were found to have a significant effect on franchisee's financial performance. And distributive fairness and procedural fairness were found to have a significant effect on franchisee's non-financial competency. Conclusively, excellent employees of travel franchiser' are the most valuable factors in B2B2C transactions due to the nature of the travel industry where human services are valued above everything else.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.7 no.2
• /
• pp.157-165
• /
• 2012

The specific gravity is heavily focused on the service industry in the economic development of domestic and overseas in these days. This will be predicted to increase persistently in the future society. Therefore the franchise system has been diffused as one of a management methods for these service industry. The franchise system is an advanced country's circulation system which has been populated in an advanced country. After the opening of circulation market, rapid growing trend has been showing on foreign country's popular brands in the local domestic market. So the franchise system has been largely focused on among the domestic manufacturing and the circulation companies. This study is to review how the management characteristics(headquarters' supports, communication, menu development, compensation) will affect the fairness perception of franchisee owner. The results of my study are as follows; It appeared that communication, menu development and compensation affected all the distribution fairness and the procedure fairness affirmatively.