• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2004.08a
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• pp.45-53
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• 2004

In this paper, an INS compensation algorithm for auto sailing system is proposed, where low cost IMU (Inertial Measurement Unit) is used for measuring the accelerometer data. First, we denote the basic INS algorithm with IMU and show that how to compensate the error of position by using low cost IMU. Second, in considering the ship's characteristic and ocean environments, we consider with a factor as a periodic external disturbance which effects to the exact position. To develop the compensation algorithm, we use a repetitive method to reduce the external environment changes. Lastly, we verify the proposed algorithm by using experiments results.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2003.11a
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• pp.33-36
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• 2003

Time-dependent axial shortening in the cores and columns of tall concrete buildings requires special attention to ensure proper behavior for strength of the structure and the nonstructural clement. The effects of column shortening, both elastic and inelastic, take on added significance and need special consideration in design and construction with increased height of structures. In this paper, the compensation method of column shortening are introduced. It could be conclued that the survey is a significant factor for the compensation of column shortening.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2003.05a
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• pp.147-152
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• 2003

Passage of time axial shortening in the cores and columns of tall concrete buildings requires special attention to ensure proper behavior for strength of the structure and the nonstructural element. The effects of column shortening, both elastic and inelastic, take on added significance and need special consideration in design and construction with increased height of structures. In this paper, the compensation method of column shortening for reinforced concrete structure are introduced. It could be concluded that the survey is a significant factor for the compensation instance of column shortening.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2003.05a
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• pp.33-36
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• 2003

Time-dependent axial shortening in the cores and columns of tall concrete buildings requires special attention to ensure proper behavior for strength of the structure and the nonstructural element. The effects of column shortening, both elastic and inelastic, take on added significance and need special consideration in design and construction with increased height of structures. In this paper, the compensation method of column shortening are introduced. It could be concluded that the survey is a significant factor for the compensation of column shortening.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.9 no.1
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• pp.25-29
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• 1984

The active compensation of operational amplifeir is that it compensates the phase shift and the attennation of gain of OP Amp, according as the frequency increases. The compensation circuit is applied to VCVS and interting integrator. For VCVS, the phase shift of proposed compensated circuit is not concern with the frequency and the gain chracteristic is better than the proposde circuit by Soliman, according as the rate of feedback resistors of compensated circuit changes. Voltage follower accomplishies compgnsation using the same circuit. Also, the compensation circuit to increase O-ffactor in inverting integrator is proposed.

• Journal of Internet of Things and Convergence
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• v.10 no.2
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• pp.51-60
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• 2024

Aiming at the problem of low contrast and difficult to recognize video images in low-light environment, we propose an adaptive contrast compensation enhancement algorithm based on human visual perception. First of all, the video image characteristic factors in low-light environment are extracted: AL (average luminance), ABWF (average bandwidth factor), and the mathematical model of human visual CRC(contrast resolution compensation) is established according to the difference of the original image's grayscale/chromaticity level, and the proportion of the three primary colors of the true color is compensated by the integral, respectively. Then, when the degree of compensation is lower than the bright vision precisely distinguishable difference, the compensation threshold is set to linearly compensate the bright vision to the full bandwidth. Finally, the automatic optimization model of the compensation ratio coefficient is established by combining the subjective image quality evaluation and the image characteristic factor. The experimental test results show that the video image adaptive enhancement algorithm has good enhancement effect, good real-time performance, can effectively mine the dark vision information, and can be widely used in different scenes.

• Health Policy and Management
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• v.8 no.1
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• pp.15-51
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• 1998

compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.

• Journal of Digital Convergence
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• v.16 no.10
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• pp.125-132
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• 2018

The purpose of this study is to analyze the effect of managerial predictive accuracy on managerial performance-compensation. In this study, we compared managerial performance with managerial performance, And to analyze the relationship between manager compensation and manager compensation using managerial profit prediction accuracy. As a result of this study, there is a significant positive relationship between profit prediction accuracy and manager compensation, which can be interpreted as a result of manager's ability to compensate manager's ability to predict the future well. In this paper, we propose a new methodology that can be used to analyze the effects of managerial compensation on managerial compensation. This is because there is a difference in that it is proved to be a factor. Therefore, it is important to note that the prediction of the future of the company also identifies the additional determinants that affect manager compensation contracts with the key managerial capabilities.

• Plant Journal
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• v.17 no.2
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• pp.48-53
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• 2021

In the case of a 900 MW combined cycle power plant, most of the load on the site is a rotating device and is operated at a low power factor, and the power factor decrease increases the reactive power, which causes the efficiency of the device to be consumed and unnecessary unnecessary power consumption. This study intends to present the results by installing and operating a reactive power compensation device that absorbs and removes reactive power, which is a solution to this problem, on a 6.9 kV on-board bus. As a result of application of this system, first, it was confirmed that the power factor of the rotating machine was improved to 0.22 and the load power in the house was reduced by 1.4%, and the thermal efficiency of the generator was increased by 0.1% and the power generation power by 810 kW. Next, it was confirmed that the cost of construction and operation can be reduced in the future due to economic feasibility, with a decrease of 200 million won/year in electricity loss compared to 1.5 billion won in investment, an increase of 1 billion won/year in sales, and a one-year capital recovery period.

• The Journal of Economics, Marketing and Management
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• v.5 no.1
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• pp.21-26
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• 2017

Purpose - This study extracts performance-reward factors based on the previous studies related to Herzberg's two-factor theory and performance-reward and proposes a research method to identify how these factors have an influence on task performance directly related to production performance and contextual performance that has an indirect influence. Research Design, Data, and Methodology - This study draws performance-reward factors through Focus Group Interview(FGI), classifies them into economic/uneconomic and direct/indirect factors, draws maintenance/improvement factors and unnecessary ones through IPA, and maximizes the effectiveness of performance-reward factors. Results - It also identifies how performance-reward factors have an influence on internal and external motives based on previous studies, classifies performance-reward factors into task performance and contextual performance and identifies the influence relationship between these, and proposes a research model to identify the roles of equity sensitivity based on equity theory. Conclusion - The findings from this study are expected to lay the groundwork for drawing various methods to reduce the turnover rate of employees and be important resources for reinforcing the competitiveness of businesses by classifying the performance -reward factors that may cause internal and external motives from the small and medium-sized manufacturing perspective and presenting methods to identify if these have an influence on task performance and contextual performance.