• Journal of Environmental Impact Assessment
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• v.2 no.2
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• pp.49-53
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• 1993

Before the EIA was established in the Federal Republic of Germany, the impact mitigation principle - a planning instrument, which has its legal foundation in the German nature conservation legislation already had {and still has} the function to valuate environmental impacts. The valuation principles and methods which have been developed in correlation to this instrument are now also used in the EIA. Particularly for the valuation of alternating effects on the different ecological landscape functions and for the valuation of ecological mitigation and compensation measures this valuation methods are used. These methods base on a special kind of modelling nature and environment Following the aim of the nature conservation act, which is to save the capacity of the landscape to perform its essential functions, not the ecological factors (soil, water, air etc.) itselfs are evaluated but the ecological functions of the landscape, which are based on the ecological factors.

• Journal of Fashion Business
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• v.8 no.4
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• pp.1-21
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• 2004

This research suggest the correspondent sizes of female ready-made clothes to export to China on the basis of those of Korean women's ready-made clothes. The following is the concrete coverage of this research: $\cdot$ Analyze the physical measurements and body types of the women in their 30s and 40s in the area of Ningbo, Jeolgang Province in China. $\cdot$ Compare the body measurements of Chinese and Korean women. $\cdot$ Hold compensation measurement by an basic torso pattern test to raise precision of the direct and indirect body measurements. $\cdot$ Establish the corresponding and representative sizes of women's ready-made clothes to go to China. $\cdot$ Make basic torso pattern and sample clothes reflecting representative sizes. $\cdot$ Hold adjustment and compensation through the wearing evaluation by Chinese consumers on the spot. $\cdot$ Finally suggest the correspondent sizes of women's ready-made clothes to export to China.

• Journal of Digital Convergence
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• v.14 no.11
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• pp.201-224
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• 2016

The main objective of this study is to identify and analyze the factors affecting technology innovation of the innovative IT SMEs. A research model is established based on the previous studies on the technology innovation of SMEs. The model consists of independent variables (Adhocracy culture, R&D capability, IT capability, Leadership, and Appraisal & Reward), an intermediate variable (Knowledge management), and dependent variables (product/service innovation and process innovation). Major research results can be summarized as follows: IT SMEs pursuing technology innovation should: (1) pay attention to innovation oriented culture, IT capability, and evaluation & compensation systems of the company; (2) recognize that knowledge management is an essential activity performed by the company; (3) strengthen the R&D capabilities of the company by not only exerting internal efforts but establishing cooperative network with various parties; and (4) resolve the decoupling problem of the evaluation & compensation system.

• Industry Promotion Research
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• v.1 no.1
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• pp.159-166
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• 2016

The purpose of this study is to present and identify the relationship for the effects of performance-based human resource practices on the organizational effectiveness with focusing on small and medium-sized enterprises around Shandong province of China. The performance-based human resource practice factors include selective employment system, education training system, evaluation system, compensation system and the career promotion ladder opportunity system. As a result, among ten hypotheses, six hypotheses turned out to be the meaningful approaches. In addition there exist some human factors that interfere with the fairness of the evaluation due to the regional and personal factors, assessment system difference among firms. Finally the compensation system and organizational investment for increasing or decreasing will critically affect the enthusiasm of the staff members of firms, and the less invested for thema, the greater the likelihood of their turnovers.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.453-464
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• 2019

This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.

• Proceedings of the KIEE Conference
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• 2005.07a
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• pp.751-753
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• 2005

In this raper, Economic value of reserve margin i.i presented by opportunity cost for Korean power system, and the level of compensation for spinning reserve that is necessary to operate power system stably is proposed. The generator that is giving up for opportunity to participate in energy market must take opportunity cost. it is relative to not only whole demand level but also marginal cost of each resource. In this paper, assume that all resource in Korea is equivalent to six generator for simulation. and we evaluate value of reserve in the time of high demand and low demand. Also we propose the way to improve a evaluation method by examine relationship between capacity payment and value of reserve.

• Journal of Electrical Engineering and Technology
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• v.1 no.3
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• pp.279-286
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• 2006

A method for estimating the instantaneous phasor of a fault current signal is proposed for high-speed distance protection that is immune to a DC-offset. The method uses a modified notch filter in order to eliminate the power frequency component from the fault current signal. Since the output of the modified notch filter is the delayed DC-offset, delay compensation results in the same waveform as the original DC-offset. Subtracting the obtained DC-offset from the fault current signal yields a sinusoidal waveform, which becomes the real part of the instantaneous phasor. The imaginary part of the instantaneous phasor is based on the first difference of the fault current signal. Since a DC-offset also appears in the first difference, the DC-offset is removed trom the first difference using the results of the delay compensation. The performance of the proposed method was evaluated for a-phase to ground faults on a 345kV 100km overhead transmission line. The Electromagnetic Transient Program was utilized to generate fault current signals for different fault locations and fault inception angles. The performance evaluation showed that the proposed method can estimate the instantaneous phasor of a fault current signal with high speed and high accuracy.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.10
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• pp.581-588
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• 2020

This study examined a brake pad wear compensation method for an Electro-Mechanical Brake (EMB) using the braking test device. A three-phase Interior Permanent Magnet Synchronous Motor (IPMSM) was applied to drive the actuator of an EMB. Current control, speed control, and position control were used to control the clamping force of the EMB. The wear compensation method was performed using a software algorithm that updates the motor model equation by comparing the motor output torque current with a reference current. In addition, a simple first-order motor model equation was applied to estimate the output clamping force. The operation time to the maximum clamping force increased within 0.1 seconds compared to the brake pad in its initial condition. The experiment verified that the reference operating time was within 0.5 seconds, and the maximum value of the clamping force was satisfied under the wear condition. The wear compensation method based on the software algorithm in this paper can be performed in the pre-departure test of rolling stock.

• The Transactions of the Korean Institute of Electrical Engineers P
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• v.59 no.3
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• pp.253-257
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• 2010

The frequency is an important operation parameter for the control, protection, and stability of a power system. The frequency as a key index of power quality can be indicative of system abnormal conditions and disturbances. Due to the sudden change in generation and loads or faults in power system, the frequency is supposed to deviate from its nominal value. It is essential that the frequency must be maintained very close to its nominal frequency. An accurate monitoring of the power frequency is essential to optimal operation and prevention for wide area blackout. As most conventional frequency estimation schemes are based on DFT filter, it has been pointed out that the gain error could cause defects when the frequency is deviated from nominal value. This paper presents an advanced frequency estimation technique using gain compensation to improve the performance of DFT filter based techniques. To evaluate performance of the proposed algorithm, the 765kV T/L system in Korea is simulated by EMTP-RV software. The proposed technique can reduce the gain error caused when the power system frequency deviates from nominal value.

• Management & Information Systems Review
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• v.38 no.2
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• pp.139-163
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• 2019

The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.