• Journal of Digital Convergence
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• v.18 no.9
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• pp.199-210
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• 2020

The objective of this study was to identify generational difference of work value and job engagement. Total 256 nurses participated in Korea. Analysis of variance(ANOVA) was conducted to investigate the generational differences of work value and job engagement and factors of work values influencing to job engagement was identified by multiple regression analysis. Nurses considered financial benefits, job security, and work environment as the most important thing and autonomy, possibilities of promotion, and contribution to society were considered less important in their work life. Y and Z-generation nurses respected more to interests at work and time availability for private life than X-generation in work life.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.217-228
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• 2021

This study was to identify generational difference of values of life and factors influencing turnover of Korean nurses. Total 294 nurses of generation-X, Y, and Z participated. Analysis of variance(ANOVA) and Multiple Regression Analyse was conducted. The result of the study was that Gen-X and Y nurses considered family life as the most important thing in life and Importance of work was the next by Gen-X and leisure time by Gen-Y. However, Gen-Z nurses regarded leisure time as the most important. These findings indicate that influencing factors on turnover of Korean nurses were different by nurses generations. These results indicates that it is necessary to develop different strategies by generations in order to manage turnover issues for Korean nurses.

• The Journal of the Convergence on Culture Technology
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• v.7 no.4
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• pp.189-193
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• 2021

This study purports to depict the generational topography of welfare attitudes of Korean people. Three generational groups are made for analytical purpose, 'between 20-39 age group', 'between 40-59 age group', and '60 and older'. Two major statistical techniques are used, the analysis of variance and correspondence analysis. The analysis of variance shows that the respondents' attitudes upon 'social services target(universal vs selective)', 'education', 'housing', 'child-care', 'youth support', and 'employment' varies significantly by age groups. Correspondence analysis also shows that 'between 20-39 age group' is located with proximity with 'child-care', 'employment', and 'housing', while '60 and older' is located with 'poverty' and 'old age life care'. Clearly this study shows that there is generational difference on welfare consciousness in many areas of social policy. Overall, the results show that significant generational differences with regard to welfare attitudes clearly exist in current Korean society.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.643-650
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• 2024

Currently, South Korea is grappling with a paradoxical situation characterized by simultaneous labor shortages and job shortages. Within this context, retirees are citing conflicts with supervisors/colleagues and dissatisfaction with organizational culture as the primary reasons for their departure, with these issues disproportionately affecting the MZ generation. In response, scholars have conducted preliminary studies to understand the relationships between organizational culture and other variables specifically concerning the MZ generation. However, most of these studies are based on a unified theory of the MZ generation, failing to satisfy the practical demands for distinguishing between Generations M and Z. Therefore, this research aims to explore the differences in variable relationships between these two groups within the hospitality industry. Surveys were conducted among 170 individuals from Generation M and 110 from Generation Z, and the data were analyzed using AMOS structural equation modeling. The analysis confirmed that both hierarchical culture and generational conflict significantly define relationships across all generations, with generational conflict adversely affecting organizational commitment. Additionally, while a relationship-oriented culture negatively impacts generational conflict for Generation M, no such effect was observed for Generation Z. This study successfully identifies the differential impacts between Generation M and Generation Z.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.233-241
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• 2024

This study conducted an analysis of the changes in social work fields, focusing on the 'generational differences' after the COVID-19. As a result of the study, various opinions were presented in two areas: experience and perception of social workers and requirements of social workers. Social workers in their 20s had many requests for improvement of the current working environment and the Local Government and the Association, and those in their 4~50s had many comments about the working environment. Based on these research results, this study proposed the following practical and policy improvement measures. First, it is necessary to improve the low level of salary, work conditions and environment. Second, a safe work environment is required. Third, it is necessary to pay attention to the changed perceptions of social workers and make efforts to match them.

• Journal of Wellbeing Management and Applied Psychology
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• v.7 no.2
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• pp.13-21
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• 2024

Purpose: The purpose is to expand the role of local senior welfare centers as a place for intergenerational integration by analyzing the intergenerational awareness and satisfaction of participants in the intergenerational integration program. Research design, data and methodology: The empirical study conducted a survey on 205 participants (114 seniors, 91 teenagers) of the generation integration program being implemented at a senior welfare center located in Seoul. Results: Regarding the satisfaction of participants in the generation integration program, both the elderly and youth showed that the more contact they had between generations, the higher the satisfaction with participation. In the case of the elderly, the better the subjective health status, the older the respondent, and the lower the educational level, the higher the satisfaction, and the more frequently they met youth, the higher the satisfaction. On the other hand, the longer the youth participated in the program, the weaker their negative emotions toward the elderly, and the higher the degree of visits to grandparents, the higher their satisfaction with participation. Conclusions: The biggest determinant of satisfaction with the generational integration program at senior welfare centers is the intensity and frequency of contact between the elderly and youth generations.

• Journal of the Korean Institute of Intelligent Systems
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• v.18 no.1
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• pp.116-121
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• 2008

This paper introduces a selection operator which utilized similarity and fitness of individuals based on fuzzy inference. Adding similarity feature to fitness, proposed selector obtained the decrease of premature convergence and better performances than other selectors. Moreover, an adoption of steady-state evolution provided enhancement of performances additionally. Experiments of proposed method for deceptive problems were tested and showed better performances than conventional methods.

• International journal of advanced smart convergence
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• v.13 no.1
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• pp.122-128
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• 2024

This study delves into the unique transformation of South Korea's elderly population, distinctively termed 'Nomad Silver'. Characterized by individuals aged 65 and above who actively seek novel experiences and embrace new activities, this demographic shift signifies a departure from traditional perceptions of the elderly. The Nomad Silver cohort, distinguished by their significant economic influence and evolving needs, necessitates a tailored approach to healthcare services. This paper underscores the importance of comprehending both the fundamental biological needs and the personalized desires of the Nomad Silver, aiming to enhance their satisfaction and overall well-being. Hospitals, in response, should innovate their services to resonate with the emotional, psychological, and social facets of this age group. Consequently, the paper proposes a four-pronged strategy for hospitals to adapt: comprehensive healthcare provision, patient-centric service development, senior health education coupled with community engagement, and establishing a generational bridge hub. Furthermore, the paper posits that catering to the Nomad Silver not only promises substantial financial gains for hospitals but also fosters new business opportunities across various sectors.

• Journal of Electrical Engineering and Technology
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• v.8 no.3
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• pp.490-498
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• 2013

This paper discusses the application of evolutionary multi-objective optimization algorithms namely Non-dominated Sorting Genetic Algorithm-II (NSGA-II) and Modified NSGA-II (MNSGA-II) for solving the Combined Economic Emission Dispatch (CEED) problem with valve-point loading. The valve-point loading introduce ripples in the input-output characteristics of generating units and make the CEED problem as a non-smooth optimization problem. IEEE 57-bus and IEEE 118-bus systems are taken to validate its effectiveness of NSGA-II and MNSGA-II. To compare the Pareto-front obtained using NSGA-II and MNSGA-II, reference Pareto-front is generated using multiple runs of Real Coded Genetic Algorithm (RCGA) with weighted sum of objectives. Furthermore, three different performance metrics such as convergence, diversity and Inverted Generational Distance (IGD) are calculated for evaluating the closeness of obtained Pareto-fronts. Numerical results reveal that MNSGA-II algorithm performs better than NSGA-II algorithm to solve the CEED problem effectively.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.19-26
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• 2023

In this study, the public sensitivity of the 'MZ generation' was examined through the social media big data sensitivity analysis method. For the analysis, the consumer account SNS text was examined, and positive and negative emotional factors were presented by classifying external sensibilities and emotions of the MZ generation. In conclusion, the positive emotions of liking and interest in relation to the "MZ generation" were 72.1%, higher than the negative emotional ratio of 27.9%. In positive sensitivity, the older generation showed 'a favorable feeling for the individuality and dignifiedness of the MZ generation' and 'interest in the MZ generation with new values'. In contrast, the MZ generation has a favorable feeling for 'the fact that they are a generation of their own boldness, youthfulness and individuality' and 'small growthism'. Negative sensitivity outside the MZ generation was found to be 'A concern about the marriage avoidance, employment difficulties, debt investment, and resignation trends of the MZ generation', 'Hate the MZ generation who treats Kkondae' and 'Difficult to talk to the MZ generation'. On the other hand, the negative emotions felt by the MZ generation itself were 'Rejection of generalization', 'Rejection of generation and gender conflicts', 'Rejection of competition worse than the older generation', 'Relative failure of the rich era', and 'Sadness to live in a predicted climate disaster'. Therefore, the older generation should not look at the MZ generation in general, but as individuals, and should alleviate conflicts with intergenerational understanding and empathy. there is a need for community consideration to solve generational conflicts, gender conflicts, and environmental problems.