• Journal of Intelligence and Information Systems
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• v.17 no.4
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• pp.213-226
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• 2011

In global supply chain, the scheduling problems of large products such as ships, airplanes, space shuttles, assembled constructions, and/or automobiles are complicated by nature. New scheduling systems are often developed in order to reduce inherent computational complexity. As a result, a problem can be decomposed into small sub-problems, problems that contain independently small scheduling systems integrating into the initial problem. As one of the authors experienced, DAS (Daewoo Shipbuilding Scheduling System) has adopted a two-layered hierarchical architecture. In the hierarchical architecture, individual scheduling systems composed of a high-level dock scheduler, DAS-ERECT and low-level assembly plant schedulers, DAS-PBS, DAS-3DS, DAS-NPS, and DAS-A7 try to search the best schedules under their own constraints. Moreover, the steep growth of communication technology and logistics enables it to introduce distributed multi-nation production plants by which different parts are produced by designated plants. Therefore vertical and lateral coordination among decomposed scheduling systems is necessary. No standard coordination mechanism of multiple scheduling systems exists, even though there are various scheduling systems existing in the area of scheduling research. Previous research regarding the coordination mechanism has mainly focused on external conversation without capacity model. Prior research has heavily focuses on agent-based coordination in the area of agent research. Yet, no scheduling domain has been developed. Previous research regarding the agent-based scheduling has paid its ample attention to internal coordination of scheduling process, a process that has not been efficient. In this study, we suggest a general framework for agent-based coordination of multiple scheduling systems in global supply chain. The purpose of this study was to design a standard coordination mechanism. To do so, we first define an individual scheduling agent responsible for their own plants and a meta-level coordination agent involved with each individual scheduling agent. We then suggest variables and values describing the individual scheduling agent and meta-level coordination agent. These variables and values are represented by Backus-Naur Form. Second, we suggest scheduling agent communication protocols for each scheduling agent topology classified into the system architectures, existence or nonexistence of coordinator, and directions of coordination. If there was a coordinating agent, an individual scheduling agent could communicate with another individual agent indirectly through the coordinator. On the other hand, if there was not any coordinating agent existing, an individual scheduling agent should communicate with another individual agent directly. To apply agent communication language specifically to the scheduling coordination domain, we had to additionally define an inner language, a language that suitably expresses scheduling coordination. A scheduling agent communication language is devised for the communication among agents independent of domain. We adopt three message layers which are ACL layer, scheduling coordination layer, and industry-specific layer. The ACL layer is a domain independent outer language layer. The scheduling coordination layer has terms necessary for scheduling coordination. The industry-specific layer expresses the industry specification. Third, in order to improve the efficiency of communication among scheduling agents and avoid possible infinite loops, we suggest a look-ahead load balancing model which supports to monitor participating agents and to analyze the status of the agents. To build the look-ahead load balancing model, the status of participating agents should be monitored. Most of all, the amount of sharing information should be considered. If complete information is collected, updating and maintenance cost of sharing information will be increasing although the frequency of communication will be decreasing. Therefore the level of detail and updating period of sharing information should be decided contingently. By means of this standard coordination mechanism, we can easily model coordination processes of multiple scheduling systems into supply chain. Finally, we apply this mechanism to shipbuilding domain and develop a prototype system which consists of a dock-scheduling agent, four assembly- plant-scheduling agents, and a meta-level coordination agent. A series of experiments using the real world data are used to empirically examine this mechanism. The results of this study show that the effect of agent-based platform on coordinated scheduling is evident in terms of the number of tardy jobs, tardiness, and makespan.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.10
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• pp.6158-6167
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• 2014

The aim of this study was to perform comparative analysis of the duties of 7 new roles of HIMs in Malaysian and Korean hospitals of a similar scale. A Malaysian general hospital with a scale of 272 hospital beds was chosen. The researcher visited a Malaysian hospital in person and interviewed the staff in charge over a 2 week period from July 22nd 2013 to August 2nd 2013. For domestic hospitals, 13 general hospitals with 270 hospital beds, similar to the Malaysian general hospital, were chosen. Phone interviews with the department recorded the duty recording work. Regarding 7 new roles of Health Information Manager (HIM), although the role as a Health information manager and Security Officer in Malaysian general hospital was not defined, 30.8% performed their role in Korean general hospitals. The classification of disease & procedure within the role of Clinical data specialist was performed by both countries, and while the tumor registry was done in a Malaysian general hospital, only 15.4% of Korean general hospitals were operating. The statistics of the discharged patients were not measured in the Malaysian general hospital but 76.9% of Korean general hospitals recorded these statistics. Although 22.1% of Korean general hospitals operated registration work of special disease, Malaysian general hospital not only had a total legal contagious disease registration, but also took charge of information registration of hospital births and deceased ones. Other than these, the Patient Information Coordinator, Data Quality Manager, Document and Repository Manager, Research and Decision Support Analyst roles were not done by either country. The new role of HIM is operated in a low percentage in Korean middle and small hospitals. Therefore, to clearly establish the role of HIM in Korea, and have middle and small hospitals to operate such a role, it is essential for the related association to give continuous education and provide support to clarify the role within the hospital working environment. It is desirable to benchmark Malaysian general hospital's registration work on special diseases and others, and expand the work to improve overall.

• Journal of Hospice and Palliative Care
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• v.4 no.1
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• pp.26-40
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• 2001

Purpose : The purpose of this study was to develop task guidelines for hospice team members. The task range of all personnel who work for hospice institutions was identified, and a tool describing roles and tasks of the hospice team members was developed based on review of related literature, both domestic and international. Methods : The content validity of the tool was assured by an expert panel through two phases of discussion. The first phase of the study included a survey conducted from December 1999 to January 2000 for a total of 126 hospice experts and practitioners affiliated with domestic hospice institutions. The second phase of the study included 35 subjects. The data were collected using a survey when the investigators visited each hospice institution. The data were analyzed using descriptive statistics. Results : 1) In the first phase of the study, all items scored over 80 points in CVI were selected as the roles and tasks of hospice coordinator, nurse, pastor, social worker, pharmacist, nutritionist, therapist, volunteer, and nurse aide. However, two items were excluded because they scored below 80 points: an item describing eligibility of a physician, a person who has a license for managing anesthetic agents was scored as 78.6 points, and an item describing the eligibility of the team leader of volunteers, a person educated at the graduate level was scored as 74.7 points. 2) In the second phase of the study, all items scored over 80 points in CVI were selected as the roles and tasks of hospice nurse, pastor, social worker, pharmacist, nutritionist, therapist, volunteer, and nurse aide. Of the roles of the hospice coordinator, however, the item scored as 77.9 points, assess and plan a patients physical, social, emotional, and spiritual status, and, of the roles of the team leaders of volunteers, the item scored as 78.6, attend a team meeting once a week and participate in building an standard nursing plan for patients were included in the tool since they scored over 80 points in the first phase of the study. Conclusion : The developed task guideline should be further modified and revised based on the findings of a preliminary application in the actual field. There is also a need of continuous research for developing more culturally-appropriate task guidelines for hospice team members.

• Journal of dental hygiene science
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• v.5 no.4
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• pp.211-220
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• 2005

The purpose of this study was to examine the job performance of dental coordinators and their perception of their job to lay the groundwork for utilizing dental personnels more efficiently. The subjects in this study were dental coordinators who worked at selected dental hospitals and clinics in Seoul, Gyeonggi province and Incheon. A survey was conducted to gather data from May 1 to August 8, 2005 and answer sheets from 108 respondents were analyzed. The findings of the study were as follows: 1. As for the length of service, 43.5 percent of the dental coordinators investigated had worked at dental institutes for five years or more, which was followed by less than two years(19.5%) and three years to less than five years(19.4%). Concerning the length of service as dental coordinators, 39.8 percent had served for less than two years, and 19.4 percent had worked for two years to less than three years and for five years or more respectively. Regarding the name of position, 38 percent were called team leaders, and 30.6 percent were called coordinators. As to duties, the largest group of them that stood at 30.6 percent were in charge of receiving, and in regard to department, the largest group, 57.4 percent, belonged to the treatment backup department. 2. Concerning education, the greatest number of them, 45.4 percent, had received education at private institutes, and 73.1 percent found it necessary for dental coordinators to take an authorized qualification test. 43.5 percent, the largest group, looked upon the central government as the best organization to authorize their qualifications and 70.8 percent believed that what they learned enabled them to perform their job successfully. As to the necessity of follow-up education as a means to improve job performance, 96.3 percent consented to it. As for the reason, 63.9 percent considered that necessary to enhance their own ability and 22.2 percent were in want of systematic education. Regarding educational expenses, 29.6 percent were subsidized by the dental institutes where they had worked and 25.9 percent had totally been responsible for that. Regarding a required course, medical service and marketing was most widely pointed out(66.7%), followed by theory and practice(65.7%) and introduction to dentistry(57.4%). As to what sort of education they wanted to receive more, dental service and marketing was selected the most, followed by practical health insurance(35.2%). 3. In regard to what type of job they performed as dental coordinators, 88.9 percent were in charge of appointment in the field of customer service, and 87.9 percent paid attention to having good manners as service providers in the area of self-management. In the field of hospital affairs, 81.3 percent were in charge of receiving. 4. As to their awareness of dental coordinator job, the largest group took pride in the job they performed ($3.99{\pm}0.76$), and the second largest group believed that dental coordinators made a great contribution to hospital management ($3.92{\pm}0.70$). The third largest group gave a great weight to their own job ($3.91{\pm}0.84$) in light of overall dental duties and the fourth largest group found themselves to get along with other employees regardless of position ($3.86{\pm}0.74$). The fifth largest group believed their job was of great use for promoting the oral health of patients ($3.76{\pm}0.75$), and the sixth largest group thought the future of dental coordinators was promising($3.74{\pm}0.86$). 5. In regard to their perception by age group, those who were older had a better opinion on every item of their job in general. Their age made a statistically significant difference to their view of the weight of dental coordinator job(P < 0.001) in light of overall dental duties, of being approved and trusted by managers(P < 0.01), of social awareness of dental coordinator, and of being understood and approved by other employees and dentists. Their pride in current job and their satisfaction with the name of their position were statistically significantly different according to their age as well. Besides, their age made a statistically significant difference to their opinion about whether or not there was an age limit to their occupation and about their contribution to hospital management (P < 0.05). 6. As for their perception by type of job, the dental hygienists were generally most satisfied with their job, followed by nursing aids and others. There was a statistically significant gap among their opinions about whether to make a job-related decision on their own(P < 0.001). the weight of their job in terms of overall dental duties, whether their job improved their ability, whether their job made a great contribution to enhancing the oral health of patients, whether their job was understood and approved by other employees(P < 0.01), social awareness of their job, whether they conflicted with other employees during job performance, and whether dental hospitals or clinics offered a self-development opportunity for them to take their ability to another level(P < 0.05). And their satisfaction with current pay was statistically significantly different as well.

• Journal of Hospice and Palliative Care
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• v.9 no.1
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• pp.17-29
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• 2006

Purpose: This research aimed to investigate the actual condition and satisfaction of volunteer activity in Australian hospital. Methods: Data was collected by self reported questionnaire from 101 volunteers and analyzed by frequency and percentage, t-test, ANOVA and Sheffe and Pearson's correlation coefficients using SPSS 12.0. Results: 1. Years involved in volunteer work were $5{\sim}10$ years (32.7%), above 10 years (30.7%), $2{\sim}3$ years (11.9%) and $3{\sim}5$ years (10.9%). Types of volunteer work were physical care (32.7%), physical and emotional care (14.9%), and others (18.8%). Types of allocation of tasks were by volunteer coordination (55.7%), and by volunteer preference and consent between volunteer and coordinator (both respectively, 20.5%). Main reasons for volunteer work were to help sick people (61.4%) and to make good use of leisure time (22.8%). Routes to start volunteer work were from his (her) own inquiries (43.4%), from hearing from other volunteers (30.7%) and from mass media (13.1%). 80.2% of volunteers had received some kinds of training or preparation for volunteer work. Suitability of volunteer's skill and ability to voluntary work were 'very well' (74.0%) and 'mostly well' (18.0%). Reimbursements or benefits received for volunteer work were token or lunch or group outing (31.7%), and token and lunch or group outing (19.8%). Evaluation frequency for volunteer work was occasionally (372%), frequently (30.9%), always (17.0%) and never (14.9%). Relationship with volunteer work coordinator was very good (85.0%). The relationship with other volunteers was very good (81.2%). The relationship with hospital staffs was very good (69.7%) and mostly good (21.2%). Family and friend's support for volunteer work was very good (83.2%). 2 The mean score of satisfaction for the hospital volunteer activity was $3.09{\pm}0.49\;(range:\;1{\sim}4)$. The highest score domain was 'social contact', $3.48{\pm}0.61$, and the lowest was 'social exchange', $1.65{\pm}0.63$. An item of the highest score was 'I have an opportunity to help other people' ($3.83{\pm}0.40$), and the lowest score item was 'I will receive compensation for volunteer work I have done ($1.10{\pm}0.78$).' 3. The satisfaction from hospital volunteer activity was shown by significant difference according to sex (t=2.038, P=0.044), marital status (F=3.806, P=0.013), years involved in volunteer work (F=3.326), nam reason to do volunteer work (F=2.707, P=0.035), receive any training or preparation for volunteer work (t=-1.982, 0=0.050), frequency of evaluation for volunteer work (F=7.877, P=0.000), suitability of volunteer's skill and ability to voluntary work (t=2.712, P=0.049), relationship with volunteer work coordinators (F=-2.517, P=0.013), relation with hospital staffs (F=5.202, P=0.007), and support of their volunteer work by their family and friends (t=-3.394, P=0.001). Conclusion: The satisfaction of hospice volunteer activity was moderate. The satisfaction for hospice volunteer activity was shown by significant difference according to sex (t=2.038, P=0.044), marital status (F=3.806, P=0.013), years involved in volunteer work (F=3.326), main reason to do volunteer work (F=2.707, P=0.035), receive any training or preparation for volunteer work (t=-1.982, 0=0.050), frequency of evaluation for volunteer work (F=7.877, P=0.000), suitability of volunteer's skill and ability to voluntary work (t=2.712, P=0.049), relationship with volunteer work coordinator (F=-2.517, P=0.013), relation with hospital staffs (F=5.202, P=0.007), and family and friend's support for volunteer work (t=-3.394, P=0.001). Therefore, it is necessary to consider various factors to improve the satisfaction of voluntary work.

• Korean Security Journal
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• no.40
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• pp.175-207
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• 2014

This paper focuses on the study of a development direction of the industrial security Expert system. First of all, in order to manage Industrial security system, we need to have law, criminology, business and engineering professionals as well as IT experts, which are the multi-dimensional convergence professionals. Secondly, industrial organizations need to have workforce who can perform security strategy; security plan; security training; security services; or security system management and operations. Industrial security certification system can contribute to cultivate above mentioned professional workforce. Currently Industrial Security Expert(ISE) is a private qualification. However, the author argued that it have to be changed to national qualification. In addition, it is necessary that the system should be given credibility with verifying the personnel whether they are proper or not in the their field. In terms of quality innovation, it is also necessary that distinguish the levels of utilization of rating system of the industrial security coordinator through a long-term examination. With respect to grading criteria, we could consider the requirements as following: whether they must hold the degree of the industrial security-related areas of undergraduate or postgraduate (or to be); what or how many industrial security-related courses they should complete through a credit bank system. If the plan of completing certain industrial security-related credits simply through the credit bank system, without establishing a new industrial security-related department, has established, then industrial security study would be spreaded and advanced. For private certification holders, the problem of the qualification succeeding process is important matter. Additionally, it is necessary to introduce the certifying system of ISMS(Industrial Security Management System) which is a specialized system for protecting industrial technology. To sum up, when the industrial security management system links the industrial security management certification, industrial security would realize in the companies and research institutions dealing with national key technology. Then, a group synergy effect would occurs.

• Journal of KIISE
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• v.44 no.2
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• pp.213-222
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• 2017

The Internet of Things (IoT) technology is rapidly developing in recent years, and is applicable to various fields. A smart factory is one wherein all the components are organically connected to each other via a WSN, using an intelligent operating system and the IoT. A smart factory technology is used for flexible process automation and custom manufacturing, and hence needs adaptive network management for frequent network fluctuations. Moreover, ensuring the timeliness of the data collected through sensor nodes is crucial. In order to ensure network timeliness, the power consumption for information exchange increases. In this paper, we propose an IEEE 802.15.4e DSME-based distributed scheduling algorithm for mobility support, and we evaluate various performance metrics. The proposed algorithm adaptively assigns communication slots by analyzing the network traffic of each node, and improves the network reliability and timeliness. The experimental results indicate that the throughput of the DSME MAC protocol is better than the IEEE 802.15.4e TSCH and the legacy slotted CSMA/CA in large networks with more than 30 nodes. Also, the proposed algorithm improves the throughput by 15%, higher than other MACs including the original DSME. Experimentally, we confirm that the algorithm reduces power consumption by improving the availability of communication slots. The proposed algorithm improves the power consumption by 40%, higher than other MACs.

• Journal of Korean Library and Information Science Society
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• v.50 no.4
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• pp.77-100
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• 2019

This study aims to analyze and compare centrality and brokerage measures of journal citation network focusing on textmining research. The analytic sample was 193 academic articles collected from 136 KCI journals published in 2018. The journal citation network was constructed based on citation relations. The characteristics, centralities, and brokerages of network was analyzed. The journal citation network consisted 136 nodes and 413 links with directed and weight. According to the five types of centrality(out-degree, in-degree, out-closeness, in-closeness, betweenness), journals of social sciences, engineering, and interdisciplinary research showed higher centrality. Social sciences, engineering and interdisciplinary research journals also showed higher brokerages as a result of brokerage analysis which identify five types of brokerage roles(coordinator, gatekeeper, representative, consultant, liaison). The centralities and brokerages of journals are positively correlated. This study suggested how to construct journal citation network from the articles focusing on certain topics. This was meaningful study in terms of conducting brokerage analysis and comparing it with centrality in the journal citation network.

• International Commerce and Information Review
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• v.14 no.3
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• pp.75-96
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• 2012

China will replace the global governance of the 21st century in 2050. The rise of China provide the Chinese development model to other developing countries. There are positive element and disability element in China's 'peaceful rise' strategy at the same time. Success of the reform and opening up, market liberalization, economic interdependency, economic globalization, stability of ruling power, consolidation of one-party rule and soft power increase are the promotions of peaceful rise. China's rise as a power nation begins by regaining the superpower status in East Asia. East Asia is a lebensraum assuring a continuing growth to China. For this lebensraum, China shows an interest in institutionalization of regional economic cooperation. The core values of ASEAN, namely the mutual respect, harmonious coexistence, co-prosperity, egalitarianism and pluralism are in conform to China's policy of harmonious world and peaceful coexistence. Through this common value the tension in East Asia will be alleviated. By the regional hegemony strategy based on soft power and economic success, China will try to regain the past glorious position. Attaining status as a coordinator of the world rule will be based on the success of the East Asian strategy. Korea and other neighboring countries will be the best beneficiary countries of the China's rise strategy. China's rising strategy will have a profound effect on neighboring countries especially, Korea. The scale of the movement of goods, labor, and capital between the two countries will become much larger than present. Through regional trade agreements, economic interdependency between Korea and China will increase.

• The Journal of the Korea institute of electronic communication sciences
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• v.7 no.4
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• pp.693-705
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• 2012

It is increasing the necessity of technology cooperation between nations, in the world, more and more. The international cooperation for the technology development have the dissipating effect of costs and risks and encourage efficient use of the knowledge and eventually help the firms better access overseas market easily. The S&T diplomacy of Korea is, at present, on international S&T cooperation to secure technologies to strengthen base of science, technology and innovation. This tendency is closely related with the governance issue in international S&T cooperation. And This international S&T cooperation is connected with the internationalization of firms. But it is getting more difficult for a firm, especially smaller firm like Korean SME to sustain the technological advantage over any significant period. The small and medium sized enterprises as Korean SME, internationalization of R&D is difficult just to think in terms of one framework with the limited accumulation of informations and experiences. So against that situation, this paper shows a new concept 'SME co-ordinator' as the role client(or player) reinforcing international S&T cooperation, sustaining the technological advantage for Korean SME. And 'SME co-ordinator' leads Korean SME to progress 'open innovation' not 'close innovation' as well as serving adequate information about appropriate partners and capable employer to help manage the international S&T cooperation for Internationalization of Industrial R&D for Korean SME.