• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.562-573
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• 2016

Diversification of college admission system has recently brought up the problem of system fairness. Studies on fairness of college admission system mainly focused on policy proposal or investigation of teacher's perception. Different from previous works, this study aims to analyze college students' perceptions of fairness of the current college admission system. This study used grounded theory and interviews from eleven students. Results of analysis are as follows. Causal condition proved to be frequent change in admission system happened in the course of diversifying admission criteria. The core phenomenon is fundamental unfairness in both procedural and substantive aspects of admission system. Contextual condition is information and infrastructure asymmetry among students which has a root in regional gap in Korea. Mediatory condition is advance of information technology and individual or group effort to overcome disadvantages. In conclusion, students consider that unfairness in college admission system reflects social structural problems that cannot be solved in a one-time prescription.

• Journal of the Institute of Electronics and Information Engineers
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• v.50 no.4
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• pp.246-251
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• 2013

In this paper, it is proposed a bandwidth allocation Scheme based on Bankruptcy theory in Distributed Mobile Multimedia Network. The proposed scheme is guaranteed a minimum allocation. So, the minimum quality of each service are guaranteed. Therefore efficient and fairness network can be configured. The performance evaluation results indicate that the proposed scheme has good performance than other existing schemes by the fairness index and the Erlang blocking formular calculation. The minimum bandwidth of the proposed scheme can be applied to other techniques of a priority based bandwidth allocation scheme and dynamic bandwidth allocation scheme.

• International Area Studies Review
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• v.16 no.1
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• pp.123-146
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• 2012

In this paper, we did on the new theory, policy, institution and legal research on the international competition order and justice society for 21st century. At first, we introduced the basic of competition law for fairness of trade in the new international market order under WTO. Secondly, we are researched on the economic approach of the competition law, market competition order and justice society in the new globalism. Third, we studied the international circumstance through the analysis of the patterns of the anti-competition practices and the regulation systems for competition order. We also reviewed the execution criteria and precedents of the fairness theory and competition laws in the USA, EU, Japan, and Korea, briefly. Finally, we presented to the alternative policies that based on our study about the new theory, policy, institution, competition law in opinion from reach the international market competition, fairness society and economic justice for 21st century under WTO.

• Journal of Global Scholars of Marketing Science
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• v.16 no.3
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• pp.1-16
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• 2006

Many financial service organizations use various types of penalties (e.g., late payment fee, overdraft fee), often inflicting customer complaints and, in extreme cases, attrition. This study examines how customers evaluate penalties using concepts from attribution theory and literatures of social justice and customer satisfaction/dissatisfaction. The study hypothesizes that both cognitive (i.e., attribution, perceived fairness, disconfirmation) and affective (i.e., emotion) responses influence customer's penalty judgment and tests the effect of moderation between attribution and perceived fairness on penalty judgment. The study uses a cross sectional survey design and collects data using the critical incident technique. The results show that attributions have significant moderating effects on the relationship between perceived fairness and dissatisfaction with the penalty and that perceived fairness, emotion, and attribution have a significant influence on penalty evaluation. The study provides discussion of the findings and managerial implications.

• Journal of Korea Society of Digital Industry and Information Management
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• v.11 no.3
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• pp.125-143
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• 2015

As improving the life quality of citizen because of development of Urbanization and Information, civil application service of public institutions has been changed. The government provides a 24-hour civil service of e-government, public institutions operate U-complaints call center to pursue a personalized service to customers. As customer service are diversified, the inconvenience of service is increased. Therefore, public institutions instituted U-complaints call center to solve increased complaints. In early days, public institutions operated simple call center. However, it became intelligent U-complaints call center by SNS. The more increase the importance of agents' contact customer service, the more increase Job Performance considered by Organizational Commitment & Job Satisfaction of call center agents. This study analyzed that applied to Fairness Theory with Organizational Commitment, Job Satisfaction and analyze U-complaints call center agents' role and job performance of public institutions. Proposed a research model applied to job satisfaction with key variables, organizational commitments, job satisfaction. It's expected to impact on job performance of U-complaints call center agents in public institutions. For empirical study of research model, conducted a survey of the U-complaints call center agents of public institutions. 170 samples were collected from the survey and analyze relationship between the factors. Procedural justice, distribution fairness, fairness interaction are significant influence on organizational commitment of parameters by analysis U-complaints call center agents. Procedural justice and fairness of interaction was found not to effect on parameters of job satisfaction. Also, parameter, organizational commitment have significant influence on job satisfaction. However, have no influence on job performance. Therefore, the parameters of job satisfaction have significant influence on job performance. Public institutions should adopt to improve the quality of citizen services through U-complaints call center agents.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.32 no.4A
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• pp.373-378
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• 2007

In this paper, the Game Theory based power control for OFDM system is studied, which has attained intensive interest as a core artificial intelligent technology for Cognitive Radio and its efficiency is evaluated using performance metrics such as system throughput and fairness. Utility Function for joint user centric and network centric power control is defined and simulation results show that game theory based power control is far better than closed loop power control. The contribution of this paper is to formalize the game theory based power control toward the Cognitive Radio that recognizes and adapts to the radio communication environments.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.9 no.6
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• pp.1996-2013
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• 2015

This paper considers a scenario that more D2D users exist in the cell, they compete for cellular resources to increase their own data rates, which may cause transmission interference to cellular users (CU) and the unfairness of resource allocation. We design a resource allocation scheme for selfish D2D users assisted by cooperative relay technique which is used to further enhance the users' transmission rates, meanwhile guarantee the QoS requirement of the CUs. Two transmission modes are considered for D2D users: direct transmission mode and cooperative relay transmission mode, both of which reuses the cellular uplink frequency resources. To ensure the fairness of resource distribution, Nash bargaining theory is used to determine the transmission mode and solve the bandwidth allocation problem for D2D users choosing cooperative relay transmission mode, and coalition formation game theory is used to solve the uplink frequency sharing problem between D2D users and CUs through a new defined "Selfish order". Through theoretical analysis, we obtain the closed Nash bargaining solution under CUs' rate constraints, and prove the stability of the formatted coalition. Simulation results show that the proposed resource allocation approach achieves better performance on resource allocation fairness, with only little sacrifice on the system sum rates.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.7 no.9
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• pp.2101-2119
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• 2013

The spectrum allocation is an attractive issue for mobile cognitive radio (CR) network. However, the time-varying characteristic of the spectrum allocation is not fully investigated. Thus, this paper originally deduces the probabilities of spectrum availability and interference constrain in theory under the mobile environment. Then, we propose a prediction mechanism of the time-varying available spectrum lists and the dynamic interference topologies. By considering the node mobility and primary users' (PUs') activity, the mechanism is capable of overcoming the static shortcomings of traditional model. Based on the mechanism, two prediction-based spectrum allocation algorithms, prediction greedy algorithm (PGA) and prediction fairness algorithm (PFA), are presented to enhance the spectrum utilization and improve the fairness. Moreover, new utility functions are redefined to measure the effectiveness of different schemes in the mobile CR network. Simulation results show that PGA gets more average effective spectrums than the traditional schemes, when the mean idle time of PUs is high. And PFA could achieve good system fairness performance, especially when the speeds of cognitive nodes are high.

• Journal of Communications and Networks
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• v.16 no.2
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• pp.183-192
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• 2014

This paper proposes a payment-based power control scheme using non-cooperative game with a novel pricing function in cognitive radio networks (CRNs). The proposed algorithm considers the fairness of power control among second users (SUs) where the value of per SU' signal to noise ratio (SINR) or distance between SU and SU station is used as reference for punishment price setting. Due to the effect of uncertainty fading environment, the system is unable to get the link gain coefficient to control SUs' transmission power accurately, so the quality of service (QoS) requirements of SUs may not be guaranteed, and the existence of Nash equilibrium (NE) is not ensured. Therefore, an alternative iterative scheme with sliding model is presented for the non-cooperative power control game algorithm. Simulation results show that the pricing policy using SUs' SINR as price punishment reference can improve total throughput, ensure fairness and reduce total transmission power in CRNs.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.605-616
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• 2021

Objectively, the purpose of this study aims to re-confirm and analyze the relationship between variables through direct relationships and mediation (i.e., career optimism (CO), organizational fairness (OF), organizational entrepreneurship commitment (OEC) on employee engagement). This study also addresses whether career optimism provides a strong-impact if it mediates other antecedent variables on employee engagement. Therefore, to test and prove this, we made observations on 200 samples comprising lecturers in Indonesia. The data collection method uses a survey both offline and online. Through the PLS-SEM approach, the statistical testing demonstration states that all hypotheses, either through direct relationship or mediation, are proven to have a positive and significant effect. Career optimism has also proven to be a substantial and positive contribution to testing employee engagement as a mediating variable. The results of seven hypothesis testing in our study confirm that the broaden-built theory and organizational theory are closely related. Therefore, this study positively contributes to human resource management's science to balance the psychological and organizational aspects. In this study, we also add that consistency and a positive attitude in a career trigger a person's career optimization in a better and more positive direction, especially for career-path and employee engagement.