• Korean Journal of Optics and Photonics
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• v.12 no.3
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• pp.205-211
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• 2001

We propose a constant inversion black box model of erbium-doped fiber amplifiers (EDFAs) for exact performance predictions for EDFAs operated in the gain-flattened condition. The validity of the newly proposed model was experimentally verified by predicting the performance of EDFAs for the L band, within 1.9% required pump power discrepancy. The role of ion pairing effects on the power conversion efficiency is also discussed. ussed.

• The Journal of the Korea Contents Association
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• v.21 no.4
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• pp.533-544
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• 2021

This study was focused on social stigma in utilizing community child centers which are selective child welfare institutions. The study model derived from the stress process model. The purpose of this research was to investigate the effects of stigma on happiness among children in community child centers and mediating effects of empowerment and community social capital as coping resources. The data were collected from 5, 6th grade students who are attending community child centers located in Daegu and Gyeongsan city. Data of 175 were analyzed and SPSS Process Macro and bootstrapping method were used. The results of the study were follows. First, stigma among children in community child centers showed significant direct effects on happiness. Second, empowerment and community social capital had significant mediating effects on the relationship between stigma and happiness. Based on the results, the policy and practice implications to improve happiness of children in community child centers were suggested.

• Journal of the Korea Society of Computer and Information
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• v.25 no.4
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• pp.207-212
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• 2020

We propose a empirically analyzed the relationship between organizational citizenship behavior, empowerment and job satisfaction of 546 office workers in general companies in Seoul city using SPSS 23.0 and AMOS 21.0. The results of this study were as follows: First, participatory behavior positively influenced self-determination in the relationship between empowerment and organizational citizenship behavior. Second, altruism had a positive effect on job satisfaction in the relationship between organizational citizenship behavior and job satisfaction. Third, looking at the aspect of direct and indirect effects on job satisfaction, it was noticeable that the altruism of organizational citizenship behavior had a higher direct effect, and that participatory behavior had a higher figure of the indirect effect. On the other hand, self-determination and influence/meaning, which are factors of empowerment, showed a higher figure than organizational citizenship behavior. Therefore, it is noticeable that empowerment is the most important factor in terms of affecting job satisfaction. that is, continuous monitoring of the effectiveness of the empowerment granted to members and improvement of the meaning and self-determination of the role at the workplace through training will increase the autonomy and it will contribute to the activation of the organization.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.93-101
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• 2019

The purpose of this study is to identify the control effect of empowerment from the effect to the task satisfaction of the nursing staff of the manager of followership, to study the relationship between the followership of nursing manager, task-satisfaction and empowerment that the nurse recognized. The data collection was conducted for nurses working at four general hospitals with 500 beds or more in Jeollanam-do from March 2 to March 17, 2019. The data were analyzed with the general characteristics of the subjects, and the degree of measurement variables were determined by frequency analysis and technical statistical analysis. The differences in the relevant factors according to the general characteristics were analyzed by t-test and ANOVA, and the correlation and multicollinearity among the measurement variables were analyzed as Pearson's correlation coefficiency, and Moderator regression analysis was performed to verify the adjustment effect of the empowerment. The results of the study showed significant results nursing managers' followership, empowerment and job satisfaction by the educational level. In addition, difference from work experience has shown statistically significant differences in job satisfaction. It has been shown that there is a static correlation between the followership of nursing manager that the subject recognized, empowerment and task satisfaction, the influence between followership and job satisfaction has been found to act as adjustment variables on empowerment. The conclusion of this study is meaningful in that it has verified its influence by applying recently emerging followership to nursing field. From now on, extensive research is important for the members to develop the leadership of members and followership.

• Journal of the Institute of Electronics Engineers of Korea SD
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• v.49 no.2
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• pp.23-30
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• 2012

This paper proposes a novel adaptive header-based power gating structure to compensate for the performance loss and the increased wake-up time of the power gating structures induced by the negative bias temperature instability (NBTI) effect. The proposed structure consists of variable width footers based on the two-pass power gating and a new NBTI sensing circuit for an adaptive control. The simulation results of the proposed structure are compared to those of power gating without the adaptive control and show that both the circuit-delay and wake-up time dependence of the power gating structure on the NBTI stress is minimized with only 3% and 4% increase, respectively while keeping small leakage power and rush-current. In this paper, a 45 nm CMOS technology and predictive NBTI model have been used to implement the proposed circuits.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.482-489
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• 2018

The purpose of this study is to investigate the effects of tax officials' (transformational/transactional) leadership styles on organizational commitment, and to empirically analyze the context of relationship between the leadership styles and organizational commitment, using empowerment as a moderator variable, to find out whether the effects of transformation leadership and transactional leadership on organizational commitment vary with empowerment. The results of analysis showed that the (transformational/transactional) leadership styles have positive(+)effects on organizational commitment. And as a result of analyzing the interaction term in the analysis of moderating effects, it was found that, among leadership factors, charisma and intellectual stimulation, contingent reward, individualized consideration excluding management by exception${\times}$empowerment, and management by exception${\times}$empowerment have statistically significant positive(+)effects on organizational commitment.

• Journal of Digital Convergence
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• v.18 no.10
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• pp.265-275
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• 2020

The purpose of this study is to investigate the mediating effect of psychological empowerment (PE) in the relationship between nursing work environment (NWE) and job involvement (JI) of nurses in operating rooms of small- and medium- hospitals. Subjects were 150 nurses in operating rooms of 24 small- and medium- hospitals nationwide, and data were collected from July to September 2018 using a structured questionnaire. Data were analyzed by t-test, ANOVA, Pearson's correlation coefficients and multiple regression. As a result of the study, JI was positively correlated with NWE or PE, PE was positively correlated with NWE. PE was found to partially mediate the effect of NWE on JI. In order to help nurses in small- and medium-sized hospital operating rooms to positively recognize the NWE and immerse themselves in the job, it is necessary to develop convergence program to increase PE.

• Management & Information Systems Review
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• v.31 no.4
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• pp.339-362
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• 2012

The purpose of this study is to examine the relationship between LMX, psychological empowerment and organizational commitment and the moderating effect of perceived organizational support. The research was examined using a sample of 305 employees engaged in various industries in Seoul, Gyeonggi and Gangwon provinces and the findings of these studies were as follows: To begin with, findings from the study indicate that the Leader-Member Exchange(LMX) is positively related to organizational commitment. Secondly, the Leader-Member Exchange(LMX) has been proven influential for psychological empowerment and furthermore, the results reveal that psychological empowerment(e.g. self-determination, meaning) has positive impacts on organizational commitment. Finally, it has been identified that the relationship between leader-member exchange and organizational commitment didn't prove to be moderated by perceived organizational support. The contribution and limitation of this research were discussed, and future researches were mentioned.

• Journal of Korea Society of Industrial Information Systems
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• v.20 no.6
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• pp.91-106
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• 2015

This study is the result of an empirical research that may contribute to the management on employee turnover of SMEs by looking over factors affecting the intention of employee turnover. Welfare satisfaction, recognition, empowerment, organizational flexibility and LMX expertise respect, higher contribution showed a positive effect on job satisfaction. Welfare satisfaction, empowerment, leader of the professional respect showed negative effect on turnover intention. Job satisfaction partially mediated welfare satisfaction, professional respect and completely mediated empowerment. The results implies that job satisfaction needs to be also considered when HRM practice and LMX are examined for reducing employee turnover.

• Journal of Practical Engineering Education
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• v.16 no.5_spc
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• pp.757-772
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• 2024

This study examines the effects of LMX on Job Performance, mediated by Employee Engagement and moderated by Psychological Empowerment. A survey of 349 domestic workers was analyzed, revealing that LMX negatively impacted Employee Engagement, and its direct effect on Job Performance was insignificant. Employee Engagement positively influenced Job Performance and significantly mediated the LMX-Job Performance relationship. Additionally, Psychological Empowerment moderated this mediation. Based on these findings, HRD implications were discussed, along with limitations and suggestions for future research.