• Journal of Engineering Education Research
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• v.16 no.5
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• pp.43-52
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• 2013

We surveyed perceptions of faculty, students, and enterprisers in engineering about gender issue in engineering. A total of 59 faculty members, 335 students (226 male, 109 female) of Korea National University of Transportation, and 28 employers of Chungbuk location were selected. The 25 survey questions for faculty, 30 for students, and 5 for employers were made. The analysis methods used included ${\chi}^2$ for cross analysis method. The results showed that faculty in general perceived differences between genders. They also perceived that women engineering students has a lack of leadership and low possibility of success in career in engineering. Also, they perceived disadvantages in application processes of women students. However, they expressed they did not reflect those factors in teaching and career advices. Women engineering majors showed low confidence in getting a job and success in career. They also thought they had no opportunities to gender-sensitive education in engineering courses. They were also very negative toward aptitude in engineering. These results were very similar to those of faculty. On the other hand, men students showed very low awareness of their women peers' perceptions. The perception of enterprisers was also different from faculty and students. These results indicate that there should be changes in perceptions of faculty and students in engineering for employments. For better education for women engineering majors, further research is needed.

• Journal of Engineering Education Research
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• v.11 no.2
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• pp.79-89
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• 2008

The purpose of this study is to research the women engineers' recognition with a triangulation method and make suggestions on desirable education in engineering. The research period is for about 4 months from December 15, 2007 to April 4, 2008. The objects of the research are two groups of female engineers at D college located in the metropolitan area - the first group had 187 women engineering majors, 3 women graduate students and 2 women professors in engineering department, and the second group had 5 women engineering majors who once stayed out of school temporarily, 4 women engineering graduates, and 5 graduates who are currently working. The second group is intently selected in order to look into the detailed factors that affect the recognition of women engineers. The methods of the research varied and included were surveys on the web, personal interviews, focus meetings, surveys by e-mail and telephone, etc. The results of the study show what the women engineers want in engineering education includes to have role models of women engineers who can cast a vision to them, get a leadership training especially for when they lead a group that has both man and woman members. It was also found that experincing a cooperative learning through diverse projects is essential to build basic character training and competency, and practical education is required for the major or becoming a full time worker.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.43 no.3
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• pp.216-227
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• 2020

The purpose of this paper is to identify a relative importance and priority of the factors of Competencies of project team member. It aims to present the differential competency factors from a differentiated perspective by applying the Leadership Development Questionnaire, which is the competency dimension required for manager, to team member. (1) Background: The diverse needs of customers and companies, and the uncertainty, complexity, ambiguity, and volatility of the environment surrounding the company in the era of the Fourth Industrial Revolution threaten the survival of company. In this respect, companies should implement the project management approach and strive to increase the capabilities of each team member. (2) Methods: AHP method was used to prioritize which factors were considered more importance level and the gap of relative importance level between project manager group and team members group. (3) Results: In the analysis of the relative importance of the upper class, weights were derived in the order of managerial competence, intellectual competence, and emotional competence. The sub-factor that respondents prioritize was communication as the 1st priority, and it was analyzed in the order of strategic perspective, achieving, critical analysis and judgement, and vision and imagination. There were some differences in the ranking of the relative importance of achieving and vision and imagination attributes between the PM group and TM group, it was analyzed that there was no significant difference overall. (4) Implications: The results of this study confirmed the recognition that team members are required to have the same competencies as the project manager. And based on the priorities of the competencies required of team members, companies are expected to cultivate professional and competent team members, and expand the roles and authority of team members so that they can actively carry out projects.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.40 no.3
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• pp.18-26
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• 2017

Defense industries which require high reliability need an optimized quality management system with well-planned implementation. And the government should examine the overall status of defense industries, then establish practical policies with a proper support plan in required areas to upgrade the quality management level of manufacturers. Thus, DTaQ developed the model for 2 years from 2014, which specialized in quality management level analysis for defense industries. And a survey has been undertaken with that model by DTaQ and Korea Research Center in 2016. The surveyed companies randomly sampled among those which have more than 30 employees and delivery history over past 3 years, and finally 106 defense industries were selected. This paper present survey method and indexes for survey of defense industry quality management level. The survey was conducted in the order of planning, data collection and data processing, and the validity and reliability of the data were verified to increase objectivity of survey results. The survey contents mainly consist of system quality and management quality. System quality includes Product Development Management, Production Operation Management, supply chain quality management, Safety & Environment Management and Reliability Management, on the other hand, management quality includes Strategic Leadership, Human Resource Management, Customer Market Management and Information & Knowledge Management. Thus this proposes the current overall quality management status of the 106 defense industries and shows level differences by company sizes and manufacturing sectors based on the result of survey. Specifically, this paper enables to track the areas which need prompt government support with the policy directions to make quality management level higher. Therefore, it is expected that this can be used as reference data in establishing quality policies for military supplies in the future.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.39 no.2
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• pp.54-63
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• 2016

As technology has developed and cost for data processing has reduced, big data market has grown bigger. Developed countries such as the United States have constantly invested in big data industry and achieved some remarkable results like improving advertisement effects and getting patents for customer service. Every company aims to achieve long-term survival and profit maximization, but it needs to establish a good strategy, considering current industrial conditions so that it can accomplish its goal in big data industry. However, since domestic big data industry is at its initial stage, local companies lack systematic method to establish competitive strategy. Therefore, this research aims to help local companies diagnose their big data capabilities through a reference model and big data capability assessment system. Big data reference model consists of five maturity levels such as Ad hoc, Repeatable, Defined, Managed and Optimizing and five key dimensions such as Organization, Resources, Infrastructure, People, and Analytics. Big data assessment system is planned based on the reference model's key factors. In the Organization area, there are 4 key diagnosis factors, big data leadership, big data strategy, analytical culture and data governance. In Resource area, there are 3 factors, data management, data integrity and data security/privacy. In Infrastructure area, there are 2 factors, big data platform and data management technology. In People area, there are 3 factors, training, big data skills and business-IT alignment. In Analytics area, there are 2 factors, data analysis and data visualization. These reference model and assessment system would be a useful guideline for local companies.

• International Journal of Quality Innovation
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• v.7 no.1
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• pp.60-89
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• 2006

In the Knowledge-based Economic Era, all of the enterprises are facing global competitive pressure. The activities of knowledge accessing, codifying, and application will obviously become the main inner function on enterprise operation. Knowledge will be the primary competitive advantage; therefore, he who wants to hold the competitive advantage should do the knowledge management (KM) very well. In this study, we construct the research dimensions and variances by the successful factors of KM, which had been practiced very well by big enterprises inside and outside our country, and which was recommended by the related scholars. In order to approach the differences between big enterprises and small and medium-sized enterprises (SMEs) towards implementing KM, this study takes the way of questionnaire investigation to do empirical analysis and to construct the model of KM by path analysis. The study found out when implementing KM, SMEs should highlight 'leadership,' 'library-architecture,' and 'corporate culture' these three aspects, while 'information technology' and 'performance evaluation' these two aspects show no remarkable influence. It shows that he who wants to construct KM might not too overweight on information technology to build the KM system. Therefore, we suggest when implementing KM, enterprises should reinforce the corporate culture by sharing, organized KM process, learning environment for all employees, and highly authorization by top managers in order to reach the expectant success of KM. The result of this study offers practical thinking directions to reach the expectant success for the policy makers in SMEs, who are accessing to or evaluating to implement KM.

• Maxillofacial Plastic and Reconstructive Surgery
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• v.38
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• pp.17.1-17.6
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• 2016

Background: The aim of this study is to verify the feasibility of using silk fibroin (SF) as a potential membrane for guided bone regeneration (GBR). Methods: Various cellular responses (i.e., cell attachment, viability, and proliferation) of osteoblast-like MG63 cells cultured on an SF membrane were quantified. After culturing on an SF membrane for 1, 5, and 7 days, the attachment and surface morphology of MG63 cells were examined by optical and scanning electron microscopy (SEM), cell viability was determined using a 3-(4,5-dimethylthiazol-2-yl)-2,5-diphenyltetrazolium bromide (MTT) assay, and cell proliferation was quantified using 4',6-diamidino-2-phenylindole (DAPI) fluorescence staining. Results: Optical microscopy revealed that MG63 cells cultured on the SF membrane proliferated over the 7-day observation period. The viability of cells cultured on SF membranes (SF group) and on control surfaces (control group) increased over time (P < 0.05); however, at respective time points, cell viability was not significantly different between the two groups (P > 0.05). In contrast, cell proliferation was significantly higher in the SF membrane group than in the control group at 7 days (P < 0.05). Conclusions: These results suggest that silk fibroin is a biocompatible material that could be used as a suitable alternative barrier membrane for GBR.

• Journal of Korean Society for Quality Management
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• v.35 no.3
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• pp.37-46
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• 2007

Our society is increasingly dependent on the Internet, and this trend will be accelerating in the ear of All-IP convergence. As the core infrastructure of the All-IP convergence, the next generation Internet should enable end-to-end Quality of Service(e2e QoS). For that purpose, major international standardization institutes such as ITU(International Telecommunication Union) and IETF(Internet Engineering Task Force) are building the concept and architecture of the Next Generation Network(NGN). However, these institutes focus only on technical issues, and leave many business/policy-oriented challenges unresolved. For example, the standards raised by ITU assume that the entire service delivery process for e2e QoS services is perfectly working. But required is a standardized business interface and process for seamless inter-operations across many stakeholders including ISPs(Internet Service Providers), CPs(Content Providers), so on. On the other hand, TMF(TeleManagement Forum) and QuEST(Quality Excellence for Suppliers of Telecommunication) Forum, global consortiums of telecom operators and vendors, present sets of interface rules and process which playa crucial role as de facto standards: for example, NGOSS/eTOM and TL9000 authorization system. However, these standards focus on telephone services, and provide little principle for the next generation Internet. Our study seeks a way to combine these two strains for a successful implementation of NGN. In particular, we find a missing link in the NGN architecture and the elements that could be complemented with the help of NGOSS/eTOM and TL9000. Finally, presented is a strategic direction that our standardization policy should purse in order to reinforce our global leadership for the next generation Internet.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.40 no.3
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• pp.123-137
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• 2017

Competitiveness of small and medium companies often rely on the competency of their employees. Many employees however try to move to better environments if possible, which results in high uncertainty in maintaining solid human resources. The purpose of this paper is to investigate the influencing factors of turnover intention and organizational loyalty of the early experienced, especially three to five years experienced, employees in the small and medium enterprises. A survey had been conducted using both LMX (Leader Member eXchange) and TMX (Team Member eXchange) as an effort to test the impact of strategic human resource management factors on turnover intension and organizational loyalty. It has been observed that the level of LMX is critical on the turnover intension, while the levels of LMX and TMX are positively related to the organizational loyalty. Especially significant mediation effect affects on the organizational loyalty for TMX via LMX in the serial structure. The human resource management factors become effective under the circumstances where leader and team members exchange activities are activated. These findings can be used in reducing turnover intention and increasing organizational loyalty of early experienced employees by enhancing the leadership training of middle level managers of the small and medium enterprises organizations. Besides, a set of active communication channels should be provided for the young employees so that they can share their work experiences and difficulties within the organization. The key results of this study may help the practitioners set up a management plan to maintain a low turnover rate for their organizations.

• Safety and Health at Work
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• v.8 no.3
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• pp.267-275
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• 2017

Background: The mining industry is known worldwide for its highly risky and hazardous working environment. Technological advancement in ore extraction techniques for proliferation of production levels has caused further concern for safety in this industry. Research so far in the area of safety has revealed that the majority of incidents in hazardous industry take place because of human error, the control of which would enhance safety levels in working sites to a considerable extent. Methods: The present work focuses upon the analysis of human factors such as unsafe acts, preconditions for unsafe acts, unsafe leadership, and organizational influences. A modified human factor analysis and classification system (HFACS) was adopted and an accident predictive fuzzy reasoning approach (FRA)-based system was developed to predict the likelihood of accidents for manganese mines in India, using analysis of factors such as age, experience of worker, shift of work, etc. Results: The outcome of the analysis indicated that skill-based errors are most critical and require immediate attention for mitigation. The FRA-based accident prediction system developed gives an outcome as an indicative risk score associated with the identified accident-prone situation, based upon which a suitable plan for mitigation can be developed. Conclusion: Unsafe acts of the worker are the most critical human factors identified to be controlled on priority basis. A significant association of factors (namely age, experience of the worker, and shift of work) with unsafe acts performed by the operator is identified based upon which the FRA-based accident prediction model is proposed.