• Journal of the Ergonomics Society of Korea
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• v.30 no.5
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• pp.683-688
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• 2011

Objective: The aim of this study is to develop a distributed representative human model(DRHM) generation and analysis system. Background: DRHMs are used for a product with multiple-size categories such as clothing and shoes. It is not easy for a product designer to explore an optimal sizing system by applying various distributed methods because of their complexity and time demand. Method: Studies related to DRHM generation were reviewed and the RHM generation interfaces of three digital human model simulation systems(Jack$^{(R)}$, RAMSIS$^{(R)}$, and CATIA Human$^{(R)}$) were reviewed. Results: DRHM generation steps are implemented by providing sophisticated interfaces which offer various statistical techniques and visualization methods with ease. Conclusion: The DRHM system can analyze the multivariate accommodation percentage of a sizing system, provide body sizes of generated DRHMs, and visualize generated grids and DRHMs. Application: The DRHM generation and analysis system can be of great use to determine an optimal sizing system for a multiple-size product by comparing various sizing system candidates.

• The Korean Journal of Franchise Management
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• v.9 no.2
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• pp.7-16
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• 2018

Purpose - Turnover Intention in the franchise industry is becoming a very important issue. This study examines the structural relationships between organizational justice, emotion, job satisfaction, and turnover intention in the franchise industry. In this model, emotion was classified into two sub-dimensions such as positive and negative emotion. Research design, data, methodology - The sample of this study collected from employees of a food-service franchise company is representative. Copies of the questionnaire along with a cover letter were delivered by a research assistant to the human resources manager or the general manager of the selected food-service franchise firms after they agreed to participate in the study. In order to increase the response rate of the respondents, a small gift was provided to the respondents who completed the questionnaire. A total of 300 questionnaires were distributed and 285 returned responses, 9 responses were not usable due to missing information. Thus, a total of 276 responses were used using structural equation modeling with Smartpls 3.0. Results - The results showed that organizational justice had positive significant effects on positive emotion and job satisfaction. Job satisfaction had negative a significant effect on turnover intention. And negative emotion had positive significant effect on turnover intention. Conclusions - The results of this study provide some implications. If employees feel that the franchise headquarters is fair about the methods and procedures of decision making, resource allocation, information sharing, etc., it means that employees feel better. If the franchise's decision-making processes and methods and results are transparently disclosed and processed in accordance with the internal rules of the company, the employees will be able to fully understand and accept them. The results of this study also show that positive and negative emotions of service-based franchise employees have different effects on job attitude and organizational behavior. In particular, when negative emotions of employees are passed on to others and the results are negative, employees may feel that they are disoriented or wrong. Therefore, the franchise headquarters should try to inspire employees' sense of organizational community, and should pay attention to how to relieve the job stress and the fair distribution of work and rewards.