• 제목/요약/키워드: Average Reward

검색결과 61건 처리시간 0.022초

간호사가 지각하는 보상과 직무만족에 관한 연구 (A Study of the Reward and the Job Satisfaction Perceived by Nurses)

  • 김순현;이미애
    • 간호행정학회지
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    • 제12권1호
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    • pp.122-130
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    • 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.

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A Note on Renewal Reward Process with Fuzzy Rewards

  • Hong, Dug-Hun;Kim, Jeong-Jin;Do, Hae-Young
    • Journal of the Korean Data and Information Science Society
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    • 제16권1호
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    • pp.165-172
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    • 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.

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시스템 특성함수 기반 평균보상 TD(${\lambda}$) 학습을 통한 유한용량 Fab 스케줄링 근사화 (Capacitated Fab Scheduling Approximation using Average Reward TD(${\lambda}$) Learning based on System Feature Functions)

  • 최진영
    • 산업경영시스템학회지
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    • 제34권4호
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    • pp.189-196
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    • 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.

고속도로 자율주행 시 보상을 최대화하기 위한 강화 학습 활성화 함수 비교 (Comparison of Reinforcement Learning Activation Functions to Maximize Rewards in Autonomous Highway Driving)

  • 이동철
    • 한국인터넷방송통신학회논문지
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    • 제22권5호
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    • pp.63-68
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    • 2022
  • 자율주행 기술은 최근 심층 강화학습의 도입으로 큰 발전을 이루고 있다. 심층 강화 학습을 효과적으로 사용하기 위해서는 적절한 활성화 함수를 선택하는 것이 중요하다. 그 동안 많은 활성화 함수가 제시되었으나 적용할 환경에 따라 다른 성능을 보여주었다. 본 논문은 고속도로에서 자율주행을 학습하기 위해 강화 학습을 사용할 때 어떤 활성화 함수를 사용하는 것이 효과적인지 12개의 활성화 함수 성능을 비교 평가한다. 이를 위한 성능 평가 방법을 제시하였고 각 활성화 함수의 평균 보상 값을 비교하였다. 그 결과 GELU를 사용할 경우 가장 높은 평균 보상을 얻을 수 있었으며 SiLU는 가장 낮은 성능을 보여주었다. 두 활성화 함수의 평균 보상 차이는 20%였다.

중년기 기혼 취업여성의 가족역할과 직업역할의 보상/비용에 따른 심리적 복지 (The Relationships Between Midlife Working Women s Psychological Well-Being and Reward/Cost of Family Role and Work Role)

  • 신기영;옥선화
    • 대한가정학회지
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    • 제38권8호
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    • pp.29-51
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    • 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.

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병원간호사의 노력-보상 불균형과 직무만족도가 이직의도에 미치는 영향 (Effect of the Effort-Reward Imbalance and Job Satisfaction on Turnover Intention of Hospital Nurses)

  • 김은영;정세영;김선희
    • 한국직업건강간호학회지
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    • 제31권2호
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    • pp.77-85
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    • 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.

부분 해를 이용한 IRIS 실시간 태스크용 온-라인 스케줄링 알고리즘의 성능향상 (Performance Enhancement of On-Line Scheduling Algorithm for IRIS Real-Time Tasks using Partial Solution)

  • 심재홍;최경희;정기현
    • 한국정보과학회논문지:시스템및이론
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    • 제30권1호
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    • pp.12-21
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    • 2003
  • 본 논문에서는 가치함수를 가지면서 동적으로 도착하는 IRIS(Increasing Reward with Increasing Service) 실시간 태스크들의 총 가치를 최대화하기 위한 온-라인 스케줄링 알고리즘을 제안한다. 본 논문은 스케줄링 알고리즘의 성능향상에 역점을 두고 있으며, 이는 다음 두 가지 아이디어를 기반으로 한다. 첫째, 총가치를 최대화하는 문제는 가치함수들의 최대 도함수 값들 중 최소 값을 찾는 문제를 해결함으로써 풀 수 있다는 것이다. 둘째, 새로운 태스크가 도착하기 전까지 이 전에 스케줄된 태스크들 중 소수만이 실제 실행되고, 나머지는 새로 도착한 태스크와 함께 다시 스케줄링 된다는 사실을 발견하고, 매 스케줄링 시 모든 태스크들을 스케줄링하는 것이 아니라, 일부 태스크들만 스케줄링하자는 것이다. 제안 알고리즘의 성능은 다양한 경우에 대한 모의실험으로 검증되었다. 실험 결과 제안 알고리즘의 계산 복잡도는 최악의 경우 기존 알고리즘과 동일한 $O(N_2)$이지만, 평균적으로 이 보다 낮은 O(N)에 가까운 것으로 확인되었다.

다중 교차로에서 협동적 신호제어를 위한 보상함수 설계 (Designing Reward Function for Cooperative Traffic Signal Control at Multi-intersection)

  • 배요한;장진헌;송문혁
    • 한국정보통신학회:학술대회논문집
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    • 한국정보통신학회 2022년도 추계학술대회
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    • pp.110-113
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    • 2022
  • 신호를 제어하는 방식은기존의 전통적인 수학적 방식을 이용한 최적화를 넘어 이제 인공지능이 본격적으로 활용되기 시작하는 단계까지 발전하였다. 이에 따라 인공지능을 적용하는 방안에 대해 다양한 연구들이 진행되고 있는데, 현행 연구에서는 주로 좋은 교통 상황에 대한 마땅한 고려 없이 간단히 지체도만을 고려하여 보상함수를 설정하는 방식을 주로 채택하고 있다. 그러나 이 경우 현실성이 떨어지는 신호 제어 방식을 인공지능이 학습할 가능성이 존재한다는 문제점을 지닐 뿐더러, 보상 함수에서 좋다고 평가하는 것이 실질적인 서비스 수준의 정의에 부합하지 않음을 확인할 수 있다. 따라서 본 연구에서는 기존의 보상함수 설정 사례를 분석하고, 개선 방향을 제시하고자 한다.

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방문요양보호사의 직무만족도와 삶의 질의 관계 -경기도 지역 중심으로- (Visit Care Workers of the Correlation between Job Satisfaction and Quality of Life: Focusing on Gyeonggi Province)

  • 이현심;남희수;김순안
    • 농촌지도와개발
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    • 제19권2호
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    • pp.381-408
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    • 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.

디지털그림자노동(Digital Shadow Work)의 개념화: 강제성과 대가성 이슈를 중심으로 (Conceptualizing Digital Shadow Work: Focused on Mandatory and Reward Related Issues)

  • ;고준
    • 한국정보시스템학회지:정보시스템연구
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    • 제31권3호
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    • pp.89-108
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    • 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.