• 한국군사과학기술학회지
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• 제16권6호
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• pp.719-725
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• 2013

In this paper, we propose a local path planning method based on RANGER algorithm and autonomy manager for autonomous navigation of UGV in urban environment. LPP method is designed to generate the local path in sensing area by using lane and curb of pavement and autonomy manager is designed to make a decision which transit the status of LPP component to a proper status for current navigation environment. A field test is conducted with scenarios in real urban environment in which crossroad, crosswalk and pavement are included and the performance of proposed method is validated.

• 한국군사과학기술학회지
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• 제13권6호
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• pp.990-997
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• 2010

The Mission environment of UGV(Unmanned Ground Vehicle) has a complexity and variety, and the status of system and sensor is dependent on the environment factors such as operation time, the weather and road type. It is necessary for UGV to cope adaptively with the various mission types, operation modes and operation environment as human operators do. To satisfy this necessity, we present an autonomy manager based on the autonomous architecture. In this paper, we design a path planning software architecture and LPP manager by using open autonomous architecture which is previously designed by ADD. Field test is conducted with UGV in order to verify the performance of LPP Manager based on the Autonomous Architecture with scenarios.

• 한국컴퓨터정보학회논문지
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• 제21권10호
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• pp.99-105
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• 2016

The active rule system is a key element of the rule-based mobile agent middleware system for activeness and autonomy of the sensor network. The rule manager, which is the main components of active rule based mobile agent framework and active rule system, performs the control and management of the rule-related processes. In this paper, we design and implement the roles and functions of the rule manager in detail. The proposed rule manager plays an important role in the sensor network environment. The sensor data server loads the active rule on the mobile agent by the rule manager according to the situations, and the mobile agent migrates to the destination node and performs the designated action. This active rule-based mobile agent middleware system presents the usefulness for the various sensor network applications. Through the rule execution experiment using the rule-based mobile agent, we show the adaptability and applicability of rule-based mobile agent middleware system to the dynamic environmental changes in sensor networks.

• 지적과 국토정보
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• 제44권2호
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• pp.45-58
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• 2014

본 연구의 목적은 지적분야 종사자의 자율성 정도, 리더십, 조직성과 간에 영향관계를 알아보는 데 있다. 설문조사는 대한지적공사 직원을 대상으로 실시하였고 SPSS 20.0과 AMOS19.0을 이용하여 구조방정식 모형을 검증하였다. 분석을 통한 결과 및 시사점은 다음과 같다. 첫째, 자율성이 조직성과(직무만족과 조직몰입)에 직접적인 효과는 없었으며, 단지 간접적으로 영향을 미치는 결과가 도출되었다. 기존 연구는 자율성이 직무만족과 조직몰입에 긍정적 영향이 있었다. 하지만 본 연구는 자율성이 높다고 해서 조직성과가 높아지는 것은 아닌 것으로 나타났다. 아마도 이 결과는 분석대상이 공공부문이기 때문일 것이다. 둘째, 자율성과 조직성과간 관계에서 리더십은 매개효과가 있었다. 리더십은 지적분야 종사자가 직무에 만족하고 조직에 몰입할 수 있는 실천적인 측면에서 매우 중요한 의미를 가진다고 할 수 있다. 즉, 업무의 특성과 공기업이라는 특수성으로 자율성이 잘 보장되지 않는 상황을 리더십을 통해 보완할 수 있기 때문이다. 셋째, 지적분야 관리자의 리더십 역량, 직무만족, 조직몰입을 강화할 수 있는 교육 및 프로그램의 개발이 필요하다.

• 한국병원경영학회지
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• 제22권1호
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• pp.21-39
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• 2017

Purpose : This study was intended to investigate the structural relationship among empowerment, self-efficacy, job motivation, autonomy, critical thinking, job-satisfaction, burnout, and self-achievement. In addition, we tested the moderating effect of the career period on the influence of empowerment. Methodology : The structural equation model was used to test the causal relationship between factors, and t-test, ANOVA, descriptive statistics are applied to analyze the research data. Findings : The result of this study shows that the structural model that is the empowerment encourages the self-efficacy, job motivation, autonomy, and critical thinking, also these factors affect the self-achievement through both the job-satisfaction and burnout is acceptable according to the goodness of fitness indices. In addition, we show that the career period moderates the influence of empowerment on the self-efficacy, job-motivation, and autonomy, but not critical thinking. Usually, the shorter the career period is the higher the influence of empowerment is. This moderating effect means that to give proper empowerment to lower position nurses encourage them, and prevent from burnout. Therefore, they feel job-satisfaction and finally self-achievement. Practical Implications : The empowerment helps the nurse to activate self-efficacy, job motivation, autonomy, critical thinking. Hence, these factors decrease burn-out but increase job satisfaction. Finally a sense of self-perfection increase.

• 보건행정학회지
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• 제11권3호
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• pp.1-30
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• 2001

This study was conducted to evaluate the effectiveness of team system at university hospitals in Korea. Data were collected from administrative and medical support workers at 4 university hospitals through the self-administered questionnaires and analyzed using frequency analysis, t-test, and oneway ANOVA. The results of this study are as follows. First, teams with higher team management characteristics show higher level of quality of work life and performance effectiveness. Second, teams which consist of members with variety background and skills show higher level of quality of work life and performance effectiveness. Third, team which have the higher autonomy, technology variety, job significance, and feedback show higher team effectiveness. Fourth, team which have team leaders with higher leadership score show higher level of quality of work life and performance effectiveness. Fifth, there are differences in team effectiveness in terms of sicio- demographic variables such as average age, position, and tenure of team members, length of team system, and team size. Sixth, the job autonomy of team members and the leadership of team managers have significant effects on the quality of work life variables. Seventh, the leadership of team leaders, job autonomy of members, and individual contact between team managers and members have significant effects on the team performance variables. In conclusion, in order to increase the effectiveness of team system in university hospitals, it is required to consider the characteristics of team management, diversity of team members, the autonomy of team members, the leadership of team manager, and the socio-demographic factors of team members.

• 간호행정학회지
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• 제8권2호
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• pp.249-259
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• 2002

Purpose: This study was to identify the relationship between transformational leadership of nurse managers and autonomy, empowerment of nurses. Method: The subjects were 468 nurses and 19 head nurses were working at the 3 general hospitals in seoul. The data were collected from July 6 to September 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, ANOVA, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. Result: 1) 'Autonomy' and 'Empowerment' were positively related to 'Total Transformational Leadership', 'Charisma', 'intellectual stimulation', 'individual consideration'($r=.18{\sim}24$, $r=.26{\sim}36$, p<.001). 2) 'Transformational leadership' showed a significant difference according to major field of practice(F=4.47, p<.001). 3) 'Autonomy' showed a significant difference according to age, education level, total numbers of years in nursing practice, and position in present(F=3.68, 3.27, 3.13, 4.34, p<.05). 4) 'Empowerment' showed a significant difference according to age, marital status, education level, major field of practice, total numbers of years in nursing practice, and position in present(F=16.02, t=9.04, F=6.97, 1.86, 15.71, 11.38, p<.05). 5) As a result of regression analysis, the key determinants of 'autonomy' were 'Charisma' and this explained 10.61% of the total variance of it. And the key determinants of 'empowerment' were 'intellectual stimulation' and this explained 16.01% of the total variance of it.

• 가족자원경영과 정책
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• 제5권1호
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• pp.141-150
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• 2001

This study applicates one of the five elaborated functional analyses of Piotr Stztompka to the housewives’study. The four general assumptions of plurality, wholeness, integration and boundary of the simple system issue the eight specific solutions; reciprocity, exploitation, consensus, conflict, dependence, autonomy, isolation and structural context of the relationships among the various elements of the system. From the eight specific assumptions of the housewives’studies, we have found that many managerial subsystem studies see the housewives’relationships to other elements in their reciprocity, concensus, dependence and isolation characteristics. If the assumptions of autonomy and structual context are used to this kind of study, we can understand the housewives’problem and potential but as an active subject of their humanlives, not as a simply passive primary manager of the family, and we can find a new concept of the development to change the housewives’quality of life.

• 간호행정학회지
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• 제7권2호
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• pp.223-235
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• 2001

The Purpose of this study was to identify the relationship between leadership style of nurse managers and related variables and to provide the basic data for developing strategies of transformational, transactional leadership study. The subjects were 300 nurses and 10 head nurses were working at the 2 general hospitals in seoul. The data were collected from July 6 to July 14, 2001 by the structured questionnaires. For data analysis, descriptive statistics, Pearson correlation coefficient, and stepwise multiple regression with SAS package were used. The results of this study were as follows : 1. The score of the nurse managers' transformational leadership perceived by surbodinates' were higher than that of the nurse managers' transactional leadership. Among 5 subdimensions of the leadership styles perceived by surbodinates', the scores of 'charisma' and 'intellectual stimulation' were highest and 'management by exception' were lowest. 2. 'charisma' 'intellectual stimulation', 'individual consideration' and 'contingent reward' were positively related to all of variables except 'turnover intention'. 'Management by exception' was negatively related to all of variables and was positively related to 'turnover intention'. 3. As a result of regression analysis, leadership styles effect on 'leadership effectiveness', 'turnover intention', 'job satisfaction', 'empowerment', 'organizational commitment', 'autonomy', 'job involvement' in turn. The determinants of 'job satisfaction', 'autonomy', 'leadership effectiveness' were 'charisma' of transformational leadership and the determinants of 'organizational commitment', 'job involvement', 'empowerment' were 'intellectual stimulation' of transformational leadership.

• 한국산업보건학회지
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• 제32권1호
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• pp.64-77
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• 2022

Objectives: The purpose of this study is to objectify the level of case management performance and the factors influencing performance, to improve the case management performance at the Korea Worker's Compensation & Welfare Service (KWCWS) on the basis of the recognition of the objective realities of case management by job coordinators at the KWCWS, to develop a model of case management fit for the KWCWS, and to provide a basis for establishing guidelines for standardized case management. Methods: A total of 156 questionnaires were distributed to job coordinators at the KWCWS's headquarters, six regional headquarters, and 55 branches. One hundred forty-one questionnaires were collected and 126 were analyzed statistically using SPSS 21.0. Factor analysis and reliability analysis were conducted to verify the validity and reliability of the main measurement items in the research model. Frequency analysis was conducted for general characteristics of survey subjects. Frequency analysis or descriptive statistics were conducted to identify the level of independent variables (case manager's individual variables, job variables, institutional and organizational variables). Dependent variables (case management performance) and the degree of correlation were analyzed through correlation analysis between research variables. Multiple regression analysis and hierarchical regression analysis were conducted to examine the effect of independent variables on case management performance. Results: The results of the study showed that the level of overall performance in the five stages of case management was ordinary, with an average level of 3.45 on a 5-point scale. Levels of performance by step were institutional approach and intake (3.69), assessment (3.63), goal setting and intervention planning (3.46), implementation of intervention plan (3.32), and evaluation and termination (3.20), in that order. The explanatory power of case management performance (overall) by case managers with the KWCWS was case manager's institutional and organizational variables, job variables, and individual variables, in that order. At each stage of case management, the explanatory power of a case manager's institutional and organizational variables was found to be the greatest. The model changes at each stage of case management assume similar aspects statistically. In hierarchical regression analysis, it was institutional support that had a significant effect on case management performance (overall), and institutional support had the greatest effect. The results of multiple regression analysis in which all variables are input simultaneously showed that institutional support and expertise as well as self-efficacy had a positive effect. However, case management work experience, expertise (technology), and autonomy were found to have a negative effect during the stage of case management performance. Conclusions: As a result of the study, it was confirmed that raising the case manager's expertise and support from the institution and organization are important factors to improve the level of case management performance. The research also derived practical ways of reinforcement of case manager capacity, institutional and organizational support, operation of rehabilitation-case management teams, and occupational health-related aspects.