• Language and Information
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• v.6 no.2
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• pp.129-152
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• 2002

This paper argues for a need to adopt a conceptually radical approach to zero anaphora resolution in Korean. It is shown that a number of apparently conflicting constraints, mostly motivated by lexical, syntactic, semantic, and pragmatic factors, are involved in determining the referential identity of zero pronouns in Korean. It is also argued that some of the major concepts of Optimality Theory can provide a good theoretical framework to predict the antecedents to zero pronouns in general. A partial formalization of 07-based constraints at the morpho-syntactic and lexico-semantical level is provided. It is argued that the lexico-semantic restrictions on adjacent expressions play the most important role in the anaphora resolution process along with a variant of the binding principle, formulated in semantic terms. Other pragmatically motivated constraints that incorporate some important intuitions of Centering Theory are proposed too.

• Journal of the Korean Society of Surveying, Geodesy, Photogrammetry and Cartography
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• v.37 no.2
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• pp.91-97
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• 2019

In automatic map generalization, the formalization of cartographic principles is important. This study proposes and evaluates the selection method for road network generalization that analyzes existing maps using reverse engineering and formalizes the selection rules for the road network. Existing maps with a 1:5,000 scale and a 1:25,000 scale are compared, and the criteria for selection of the road network data and the relative importance of each network object are determined and analyzed using $T{\ddot{o}}pfer^{\prime}s$ Radical Law as well as the logistic regression model. The selection model derived from the analysis result is applied to the test data, and road network data for the 1:25,000 scale map are generated from the digital topographic map on a 1:5,000 scale. The selected road network is compared with the existing road network data on the 1:25,000 scale for a qualitative and quantitative evaluation. The result indicates that more than 80% of road objects are matched to existing data.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.15 no.7
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• pp.2476-2495
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• 2021

Model-based software architecture verification and test scenarios generation are becoming more and more important in the software industry. Based on the existing temporal graph grammar, this paper proposes a new formalization method of the context-sensitive graph grammar for aiming at UML activity diagrams, which is called the UML Activity Graph Grammar, or UAGG. In the UAGG, there are new definitions and parsing algorithms. The proposed mechanisms are able to not only check the structural correctness of the UML activity diagram but also automatically generate the test scenario according to user constraints. Finally, a case study is discussed to illustrate how the UAGG and its algorithms work.

• Proceedings of the Korean Institute of Intelligent Systems Conference
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• 2003.09a
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• pp.353-357
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• 2003

Although it is more and more well accepted that modeling is a help for experimental biology, little is known about how to integrate physiological processes in general. The fact that no general theory exist in biology has big consequences, the most important being the difficulty to integrate biological phenomena. 1 will present a solution for the three dependent following issues: i) in an appropriate theoretical framework, integration consists in coupling models that each describe physiological mechanisms (formalization is a necessary condition to integration); ii) a biological theory with its own concepts leads to unifying principles in biology that are different from and complementary to physical principles; iii) such a formalized theory consists in a representation in terms of functional interactions and a specific formalism(S-Propagator). Hence a biological theory is of a topological and geometrical nature, in contrast to physical theories that are of a geometrical nature. An application to the interpretation of intelligence is proposed, based on the "intelligence"of movement.

• Proceedings of the Korean Society of Computer Information Conference
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• 2023.07a
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• pp.557-560
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• 2023

중소기업 현장에서 운용되고 있는 재고, 제품 관리 시스템을 기반으로, 숙련공의 경험적 지식(암묵지)를 형식지화 할 수 있는 방법을 제시하기 위해 기존 자료를 기반으로 하는 데이터 수집 및 가공 설계 파이프라인을 제시. 또한 해당 데이터를 기반으로 GA, AI기술 적용을 도모하여 기존의 업무지원시스템(Warehouse Management System, WMS / Manufacturing Execution System, MES)에서 제시할 수 없었던 "업무 지식의 자동화된 승계"의 기초를 마련하는 방법을 제시하고자 한다.

• Proceedings of the Korea Information Processing Society Conference
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• 2008.11a
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• pp.669-672
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• 2008

비즈니스 프로세스란 기업의 목표 달성을 위하여 다양한 비즈니스 규칙에 의해 정의된 상호 연관이 있는 비즈니스 기능들의 집합을 의미한다. 비즈니스 프로세스는 크게 모델링, 구현, 실행, 관리 이렇게 총 4가지의 단계로 구성이 되는데 모델링 단계에서 비즈니스 프로세스 다이어그램을 모델링 할 경우 예기치 못한 여러 가지 이상 현상을 포함 할 수 있다. 본 논문에서는 비즈니스 프로세스 정형화 기법을 이용하여 비즈니스 프로세스에서 모호성을 제거하고 이상 현상 검출에 불필요한 요소를 변환하여 기존의 워크플로우에 적용되었던 이상 현상 검출기법을 BPMN을 이용하여 모델링 되어진 비즈니스 프로세스에서도 사용할 수 있도록 하였다.

• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.52-79
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• 2002

The hospital is characterized by it's remarkable labor industry and human resources input by unit. Recently, the administrative personnel are recognized as an important staff to provide a hospital guidance to consumer and also easiness for consumer's visit to hospital. The purpose of this study is to find the organizational effectiveness of the administrative personnel in hospitals. The survey data involved in the study was derived from 229 personnels working in 3 medium and small sized hospitals and 1 university hospital in Inchon area. The major finding are as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of over 31 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in are higher, general hospital's organizational efficiency is higher in comparison with those of university hospital. 2. The organizational efficiency in accordance with satisfaction and the psychological motive contributional factors is higher as much as the high satisfactory level in every hospitals in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance. In as much as job standard level is higher and the more job responsibility the higher organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as older age, management of organization and the job level are satisfied, the higher structural formalization level, the smooth intercommunication have affected as major influence factors of organizational efficiency. 6. In the university hospitals is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. In the general hospitals is also satisfied the management and job level of hospital organization and psychological motive contributional factors is higher, it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of administrative personnel in hospitals, the management and job level as well as personal relation are preferably satisfied, whereas formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on four hospitals in Inchon area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially. as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the university and general hospitals.

• Korea Journal of Hospital Management
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• v.7 no.1
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• pp.64-87
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• 2002

The purpose of this study is aimed to grasp the factors, which may influence the harmonized organizational efficiency of the objects of hospital structure as well as its structural constituents of each departments of administration, nursing, and para-medical personnels, in order to provide basic data enable to contribute in the development of hospital. The survey data involved in the study was derived from 385 personnels working in 5 medium and small sized hospitals in Seoul area. The main finding of the study can be summarized as follows; 1. The organizational efficiency in accordance with the general characteristics of subjects in order of male, over 30 years of age, university graduates, long-term tenure and high position is higher, whereas, in as much as wage and well trained personnels in administration departments are higher, its organizational efficiency is higher in comparison with those of nursing and para-medical departments. 2. The organizational efficiency in accordance with satisfaction and the motive contributional factors is higher as much as the high satisfactory level in every departments in general. 3. The organizational efficiency in accordance with the factors of job characteristics is higher in as much as difficulty of the jobs is lesser, however there was not statically significance between administration and para-medical departments. In as much as the job circulation is intact, job standard level is higher and the more job responsibility the higher organizational efficiency, while the more workload and the more work feud resulted lower organizational efficiency. It was obvious that the higher professional expertise as well as the training and application level are improving the organizational efficiency. 4. The organizational efficiency in accordance with the factors of structural characteristics was higher in as much as the intercommunication was smooth and the structural formalization level are higher, however there was not statically significance between the participation level of decision making and the organizational efficiency. 5. In as much as higher educational level of over university graduates, management of organization and the job level are satisfied, the psychological motive contributional level is higher, while the lesser job difficulty, the smooth job performance, the higher level of professional expertise, the higher structural formalization level, the smooth intercommunication, have affected as major influence factors of the structural characteristics of organizational efficiency. 6. As the management of hospital organization, the job level and personal relation are satisfied or psychological motive is provided, especially when there are no difficult jobs or smooth job circulation and no job feud are prevailing, it was apparent that the organizational efficiency is improving accordingly. The nursing departments has high educational standard and is satisfied in the management and job level of hospital organization as there are no difficult jobs while the level of hospital's organizational formality is high and the intercommunication is smooth, which are improving the organizational efficiency. The para-medical departments is also satisfied the management and job level of hospital organization and it was apparent that the organizational efficiency is higher in as much as the level of job standardization is high and the intercommunication is smooth. As a result of this study, in order for improving the organizational efficiency of the medium and small sized hospitals, the management and job level as well as personal relation are preferably satisfied, whereas the level of job circulation, job responsibility, the expertise and formalization of organization, intercommunication and etc. should be satisfied, and, therefore, it is advisable to buildup discriminated organizational management and environment for different division on the basis above factors. Since this study is carried on several hospitals in Seoul area, there is a certain limit to generalize its result to all domestic hospitals, nevertheless the gallop poll was made by developing the questionnaires with reasonability and reliability. Especially, as the study was carried by analyzing the comparison of influence factors' difference of organizational efficiency in accordance with the divisional characteristics of the medium and small sized hospitals.

• Journal of Korean Academy of Nursing Administration
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• v.2 no.1
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• pp.125-139
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• 1996

Organizational commitment is characterized by a strong belief in and acceptance of the organization's goal and values ; a willingness to exert considerable effort on behalf of the organization ; a strong desire to maintain membership in the organization. The purpose of this study was to identify the variables which influence the organizational commitment and to test the relationship between the clinical nurses' organizational commitment and turnover intention. The subjects were 412 nurses who were working on general wards at three General Hospitals in Chounbuk. The data were collected by self-reporting questionnaire from Sept. 20 to Sept. 31, 1995. The instruments used in this study were Likert-type scale which were Organizational Commitment Scale by Mowday et al, and Turnover Intention Scale by Mobley et al. The questionnaire of organizational characteristics was made through reviewing literature. The data were analyzed by frequency, percentage, t-test, one-way ANOVA, Scheffe test, Pearson's correlation coefficient, and stepwise multiple regression with $SPSS-PC^+$ program. Major findings are as follows : 1. Mean scores for organizational commitment were 3.008 and turnover intention 3.167 on a 5 point scale. 2. Age and clinical experience were positively related to organizational commitment(r=.4806, p=.000; r=.4792, p=.000). 3. In the personal variables, hospital type(F=21.374, p=.000), education level(F=5.481, p=.001), position(F=30.867, P=.000), and marital status(t=-5.63, p=.000) of the nurses showed significant differences in organizational commitment. 4. The variables to the organizational characteristic were statistically significant in organizational commitment : formalization(r=.3458, p=.000), human-centered organizational characteristic(r=.4302, p=.000), performance- centered organizational characteristic(r=-.1502, p=.000), payment(r=.2234, p=.000), promotion(r=.2710, p=.000), benefit & service(r=.2325, p=.000), and resource inadequacy(r=-.2172, p=.000). 5. For the purpose of identifying the predicting variables in organizational commitment, stepwise multiple regression is conducted. The results show that age, human-centered organizational characteristic, formalization, hospital type, resource inadequacy, promotion, and benefit & service were significant variables and explained 46% of the variance. 6. Organizational commitment was significantly negatively correlated with turnover intention(r=-.6442, p=.000). As a result of stepwise multiple regression analysis, organizational commitment is the most powerful variable predicting turnover intention and explained 41.5% of the variance. In conclusion, this study shows that the higher the organizational commitment level, the lower the turnover intention. Therefore, for effective turnover management, it is important to improve the organizational commitment among clinical nurses. In order to enhance the organizational commitment by the clinical nurses, it will be useful to consider significant organizational characteristics variables identified in this study.

• Management & Information Systems Review
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• v.28 no.4
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• pp.199-228
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• 2009

SISP(strategic information system planning) is an important part of IS management. Through it, organizations establish effective long-term use of IS and ensure their support of organizational objectives. This entails establishing priorities for implementation of new applications, developing policies and procedures for managing the IS function and IS services, and construction of information architecture. Many studies have tried to improve SISP practice by discussing planning problems, identifying factors critical to the success of planning efforts, and providing methodologies for carrying out the process. Others tested the appropriateness of formal SISP under varying contextual circumstances and examined a number of contextual variables for their effects on SISP practice and its effectiveness. In this paper, the two criteria(the improvement of planning capabilities and the fulfillment of planning objectives) of successful SISP will be given and the relationship between organizational variable(IS-present role, IS-future role, formalization, time horizon) and improvement of planning capabilities will be analyzed. And then the relationship between improvement of planning capabilities and fulfillment of planning objectives will be examined. Specific description about the purpose of this study is as follow: (1) What are the determinants of successful SISP? (2) Which contextual factors are important and how strong are their influences to the improvement of planning capabilities? (3) How important is the improvement of planning capabilities to the fulfillment of planning objectives?