• Journal of Korean Academy of Nursing Administration
• /
• v.12 no.1
• /
• pp.122-130
• /
• 2006

Purpose: This study was performed to examine the level of reward's importance and job satisfaction perceived by nurses, understand how nurses' demographics, reward and reward's subcategories affected their job satisfaction. Method: The data were collected at the six general hospitals in five cities, Korea from July 15th to August 26th, 2005. Two questionnaires were used. One was the important level of reward and the other was job satisfaction. The data were analyzed by SPSS/PC ver 12.0. Result: The average scores of reward and job satisfaction were $3.77({\pm}.34)$ and $2.80({\pm}.32)$ of 5.0 that was full mark. In differences of the important level of reward, marital status was the only different characteristics. In differences of job satisfaction, age, education level, working period, and position had differences significantly. Among the job satisfaction and the reward's subcategories, there was the only significant correlation between the job satisfaction and the job contentment reward. And nurses' job contentment reward and position explained 40.5% of their job satisfaction Conclusion: Nurses' job contentment reward and position should be first considered in order to improve their job satisfaction. Since nurses' job contentment reward is the most important factor to improve their job satisfaction, a special strategies that can develop their job contentment reward is needed to nursing managers.

• Journal of the Korean Data and Information Science Society
• /
• v.16 no.1
• /
• pp.165-172
• /
• 2005

In recently, Popova and Wu(1999) proved a theorem which presents the long-run average fuzzy reward per unit time. In this note, we improve this result. Indeed we will show uniform convergence of a renewal reward processes with respect to the level ${\alpha}$ modeled as a fuzzy random variables.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.34 no.4
• /
• pp.189-196
• /
• 2011

In this paper, we propose a logical control-based actor-critic algorithm as an efficient approach for the approximation of the capacitated fab scheduling problem. We apply the average reward temporal-difference learning method for estimating the relative value functions of system states, while avoiding deadlock situation by Banker's algorithm. We consider the Intel mini-fab re-entrant line for the evaluation of the suggested algorithm and perform a numerical experiment by generating some sample system configurations randomly. We show that the suggested method has a prominent performance compared to other well-known heuristics.

• The Journal of the Institute of Internet, Broadcasting and Communication
• /
• v.22 no.5
• /
• pp.63-68
• /
• 2022

Autonomous driving technology has recently made great progress with the introduction of deep reinforcement learning. In order to effectively use deep reinforcement learning, it is important to select the appropriate activation function. In the meantime, many activation functions have been presented, but they show different performance depending on the environment to be applied. This paper compares and evaluates the performance of 12 activation functions to see which activation functions are effective when using reinforcement learning to learn autonomous driving on highways. To this end, a performance evaluation method was presented and the average reward value of each activation function was compared. As a result, when using GELU, the highest average reward could be obtained, and SiLU showed the lowest performance. The average reward difference between the two activation functions was 20%.

• Journal of the Korean Home Economics Association
• /
• v.38 no.8
• /
• pp.29-51
• /
• 2000

The purpose of this study is to examine how midlife working women's psychological well-being is associated with their reward/cost of family role and work role according to their kinds of job. For empirical research, 627 married working women living in Seoul, aged between 40-55 answered the structured questionnaire. The subjects consisted of 301 professional working women and 326 non-professional working women. The data were analysed by the frequencies, mean, oneway ANOVA, and multiple regression. The major findings were as follows 1) Two sub areas of midlife working women's psychological well-being-self esteem and life satisfaction-were higher than an average level. 2) The more midlife working women performed family role and work role, they perceived reward more than cost. 3) For the professional working women, the more they perceived the reward of family role and work role, the higher their psychological well-being was. The more they perceived the cost of family role and work role, the lower their psychological well-being was. These consequencies applied to not only general reward/cost of family role and work role but also interrole reward/cost between family role and work role. For the non-professional working women, general and interrole reward of family role and work role had the positive effects on psychological well-being. Their general cost of spouse role, general and interrole cost of mother role, general cost of work role had the negative erects on psychological well-being. However interrole cost between spouse role and work role did not have a significant effect on psychological well-being. Finally, the result of multiple regression analysis showed that general reward of work role had the largest positive effect on midwife working women's self-esteem. General reward/cost of spouse role had the largest effect on their life satisfaction.

• Korean Journal of Occupational Health Nursing
• /
• v.31 no.2
• /
• pp.77-85
• /
• 2022

Purpose: This study aimed to identify the influence of effort-reward imbalance and job satisfaction on turnover intention among hospital nurses. Methods: Data were collected from January 28 to February 10, 2022, from 237 nurses from five hospitals including clinics, general hospitals, and tertiary care hospitals located in B city. The collected data were analyzed using descriptive statistics, t-test, ANOVA, the Scheffe test, Pearson's correlation coefficients, and multiple linear regression analysis, using SPSS/WIN 26.0. Results: The average of the effort-reward ratio, an indicator of effort-reward imbalance, was 1.67±0.66, and 86.5% of the participants had a value of 1 or more. The mean job satisfaction and turnover intention were 3.32±0.48 and 3.69±0.89 on a 5-point scale, respectively. Multiple regression revealed that factors affecting turnover intention among hospital nurses included effort-reward imbalance (β=.30, p<.001) and job satisfaction (β=-.32, p<.001), and these variables explained 29.0% of turnover intention. Conclusion: These findings indicate that effort-reward imbalance and job satisfaction are associated with turnover intention. Therefore, to decrease the turnover intention of hospital nurses, interventions and policies should be prepared to resolve the nurse's effort-reward imbalance and increase job satisfaction at regional or national level hospitals.

• Journal of KIISE:Computer Systems and Theory
• /
• v.30 no.1
• /
• pp.12-21
• /
• 2003

In this paper, we propose an on-line scheduling algorithm with the goal of maximizing the total reward of IRIS (Increasing Reward with Increasing Service) real-time tasks that have reward functions and arrive dynamically into the system. We focus on enhancing the performance of scheduling algorithm, which W.: based on the following two main ideas. First, we show that the problem to maximize the total reward of dynamic tasks can also be solved by the problem to find minimum of maximum derivatives of reward functions. Secondly, we observed that only a few of scheduled tasks are serviced until a new task arrives, and the rest tasks are rescheduled with the new task. Based on our observation, the Proposed algorithm doesn't schedules all tasks in the system at every scheduling print, but a part of tasks. The performance of the proposed algorithm is verified through the simulations for various cases. The simulation result showed that the computational complexity of proposed algorithm is$O(N_2)$ in the worst case which is equal to those of the previous algorithms, but close to O(N) on the average.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
• /
• 2022.10a
• /
• pp.110-113
• /
• 2022

Nowadays, breaking through the conventional traffic signal control method based on mathematical optimization, artificial intelligence began to be used in the area. In response to this trend, many studies are ongoing to figure out how to utilize AI technology properly for traffic signal optimization. They just simply focus on which method will work well besides lots of machine learning techniques and abandon the reward function engineering. In many cases, the reward function consists of the average delay of the vehicles in the intersection. However, this may lead to AI's misunderstanding about the traffic signal control: what AI regards as a good situation may not be realistic. Even the reward function itself may not meet the service level. Therefore, this study analyzes the problems of previous reward functions and will suggest how to reward function can be enhanced.

• Journal of Agricultural Extension & Community Development
• /
• v.19 no.2
• /
• pp.381-408
• /
• 2012

The subjects of the research were 275 aged care nurses working in Gyeonggi regions. The analysis result showed: job satisfaction in overall situation was 2.87 on a 5 point scale, indicating the level of job satisfaction was lower than average: the quality of life was 2.97, as with job satisfaction, also low. On the other hand, the research outcomes to discern if it affects the lower level of the quality of life, it was found that variables affecting psychological health include job, pay, co-workers, organization, changing an occupation/job; Social environment include job, pay, and promotion (reward), The maintenance of social relations, pay, promotion(reward) and co-workers, changing an occupation/job; variables affecting physical health include job, pay, promotion(reward), changing an occupation/job; The research outcomes confirm that the job satisfaction of aged visit care workers is an important factor affecting their quality of life.

• The Journal of Information Systems
• /
• v.31 no.3
• /
• pp.89-108
• /
• 2022

Purpose The purpose of this study is to clarify the conceptualizations of mandatory and reward that have come into focus in the definition of digital shadow work. And explore how users in a shared services environment view cost and coercion from the perspective of digital shadow work. Design/methodology/approach We conducted one-on-one interviews with 4 participants, with each interview being an average of 25 minutes. Based on literature review, stakeholder observation, and interviews on digital shadow work so far, very objective results can be derived through triangulation based on the basis of multiple sources. Findings According to the results of the preliminary study, there are some rewards for each type of digital shadow work, but time saving and service convenience are considered more than financial rewards. Unfair demands in determining whether to implement them in consideration of the difficulty and expected benefits of the demanding digital work can cause dissatisfaction with the service. Academic implications and future research directions are also discussed.