• Proceedings of the KIPE Conference
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• 2018.11a
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• pp.1-3
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• 2018

When a fire is detected by a sensor of a fire detector, the fire is notified to the manager through the siren. However, if the manager is not indoors, prompt action may not be taken in the event of a fire. In this study, we would like to propose a platform system for fire prevention applying IoT to prevent problems that arise when building manager is absent. This paper presents the structure and operation principle of fire prevention platform system design using IoT, describes the overall system design through fire detector H/W design, micom S/W design and Android application development, and is expected to develop a system that can respond a little faster in case of fire.

• Journal of the Korean Society of Safety
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• v.21 no.3 s.75
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• pp.67-72
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• 2006

This study is to investigate the related materials such as domestic law regulation, research paper, research report, and the other material, and to suggest suitable counter measures, to find out hazard degree for its works of workers and work place through direct survey, in order to determine risk score of each hazardous work which is designated by the Government, without consideration of labour's consciousness against risk level at a site. Therefore, a new questionnaire survey related to the decision of risk level are made and distributed to find out what risk level each worker recognizes. Also, the authors tried to approach reasonable conclusions after discussing reasonability of qualification standard and improving ideas of worker at hazardous work places with worker, faculty member, H&S manager, labour union. And the results show hazard degrees by each work kind of the above: 3.75 for working with machinery, 3.7 for steel structure, 3.5 for operation of tower crane, 3.51 for retaining wall, 3.85 for form work, 3.46 for scaffolding are obtained. This quantified risk can be applied to establishing a reasonable system to keep safe against hazardous works.

• Journal of Practical Agriculture & Fisheries Research
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• v.12 no.1
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• pp.79-93
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• 2010

Korea National College of Agriculture and Fisheries start school at 1997 and 10 for 2,066 people graduate and is becoming the help in youth agriculture and fishery manager education. But recently according to industrial functional staff institutional abolition policy of the government is forecast with the fact that will have a failure to agriculture and fishery manager education. Korea National College of Agriculture and Fisheries was founded for a succession agriculture and fishery manager education. When but while attending military service is under and the education which is continuous is difficult. When after college graduating the reeducation for the agriculture which goes to the military service is necessary. Also Part of the graduate can not participate to agriculture and fishery. This is consistency lack of governmental policy and there is worry which will be criticized. According to FTA agreements the damage is forecast in agriculture and Fisheries. Also prevents the instability of the food supply and which follows in global environment change, respects the stable supply of the foodstuffs which is safe from the agriculture and Fisheries support of the nation is necessary. Consequently proposed the military service substitution institutional plan for the agriculture fishery successor.

• Journal of Global Scholars of Marketing Science
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• v.18 no.1
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• pp.115-139
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• 2008

Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees' trust of the employers. Also I will find out the relationship between remaining employees' trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring. The hypotheses of this study are proposed as follows: H1: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is. H2: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is. H3: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their job satisfaction is. H4: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their job satisfaction is. H5: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their organization commitment is. H6: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their organization commitment is. H7: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their job satisfaction is. H8: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their organization commitment is. For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis. As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years. An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach's alpha value of multiple-item scale which is usually used to assess scale and reliability. Reliability of conceptual sub-dimension was assessed by basing on repeated procedure of correlation between individual items and whole items and factor loading. 1. Verification of correlation between validity of restructuring and trust This research showed that procedural and distributive justice of restructuring affects trust positively. The path coefficient between procedural justice of restructuring and trust is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is 0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust. Hence H1 and H2 are accepted. 2. Verification of correlation between validity of restructuring and job satisfaction The path coefficient between procedural justice of restructuring and job satisfaction is 0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job satisfaction. The path coefficient between distributive justice of restructuring and job satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed. 3. Verification of correlation between validity of restructuring and organization commitment The path coefficient between procedural justice of restructuring and organization commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in higher organization commitment. The path coefficient between distributive justice of restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the higher distributive justice results in higher organization commitment. Hence H5 and H6 are accepted. 4. Verification of correlation between trust and job satisfaction The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and thereby the correlation has a meaningful result. Since the higher trust of the employer results in higher job satisfaction, H7 is accepted. 5. Verification of correlation between trust and organization commitment The path coefficient between procedural justice of restructuring and job satisfaction is 0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher organization commitment. Hence H8 is accepted. This research aimed to help the employers of hotel industries by analyzing the effects of validity of restructuring on employees' trust, job satisfaction and organization commitment. The research found that employer's validity of restructuring has significant affects on the degree of employee's trust with a manager, thereby reducing the negative effects of restructuring and enhancing organization commitment and job satisfaction. The principal purpose of this research is to confirm the correlation between employees' perceived validity of restructuring and their trust with a manager. Also whether this correlation results in competitive edge of the company is also investigated. It is also pointed out that employees had to participated the procedure of restructuring, sharing the philosophy and reason of restructuring. This participation and furthermore compensatory methods can reduce employees' anxiety of organization operations. Variable of trust appeared to have impact on intermediation effect between perceived variable of validity and job satisfaction, organization commitment, so that increase of trust with a manager plays an crucial role in increasing organization effectiveness. Since this research did not cover whole hotel industries which underwent restructuring, it showed a limit. Unlike previous studies which dealt with validity and trust of superior bosses, this research focussed on employers. Also the organization citizenship which is not considered in this study will be dealt with in the future study.

• The Journal of the Korea institute of electronic communication sciences
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• v.7 no.5
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• pp.1125-1131
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• 2012

According to abrupt decrese in number of farmer and ageing society, there has been a need for development of low cost agricultural robot. In this paper, a H/W and S/W platform of caterpillar type agricultural chemical dusting robot based on XP embedded system were described. The developed agricultural robot has 2 d.o.f caterpillar type driving wheel and 2 d.o.f chemical dusting spray mechanical system. The H/W platform of the agricultural robot consists of robot controller, remote controller and sensor controller. In S/W platform, 5 processes work concurrently, which are task manager, TCP-IP communication process, localization process, wheel control, and sensor control process. This robot platform has been developed for chemical dusting robot. We proved this system's validity through field test.

• International journal of advanced smart convergence
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• v.9 no.2
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• pp.212-223
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• 2020

We study to confirm the relationship between leadership trust and job satisfaction on the leadership style of managers recognized by ICT organization members. To this end, the research hypothesis established by using SPSS23.0 for the survey results of 230 ICT organization members was analyzed as follows. First, the hypothesis 1 person leadership type (individual consideration: H1-1, intellectual stimulation: H1-2, charisma: H1-3, conditional compensation: H1-4, exceptional reward: H1-5) had a significant effect on leader trust. The results were obtained. Second, the hypothesis 2 manager's leadership type (individual consideration: H21-1, intellectual stimulation: H2-2, charisma: H2-3, conditional compensation: 2-4, expected compensation: H2-5) is based on job satisfaction. As a result of verifying the impact relationship, all showed significant effect on job satisfaction. Third, it acted as a positive factor in the job satisfaction of the leader of the hypothesis 3-member organizational member. It was confirmed that the job satisfaction of organizational members started based on the trust of actual leaders. Fourth, the role of leadership trust was partially confirmed between leadership type and job satisfaction. Through this study, in order to improve job satisfaction of ICT organizational members, the importance of exerting competency on the leadership type of managers and trusting the leaders on the characteristics consistent with ICT organizational characteristics was emphasized.

• Journal of Practical Agriculture & Fisheries Research
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• v.9 no.1
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• pp.105-117
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• 2007

This study was carried to analyze the demonstrational cultivation process of selenium supplemented P. linteus and G. lucidum from 2005 to 2006 and ifs effect at Hochimin Agricultural Technology College(HATC) in Vietnam, according to the mutual contract between the Yunjung-nongwon, a fanning company in Korea and HATC. As a result of the demonstrational cultivation of selenium supplemented P. linteus and G. lucidum, the external aspect, such as size, thickness and color of the P. linteus and G. lucidum were very much high qualified comparing to the same strain P. linteus and G. lucidum generally cultivated in Korea. The major contribution factors to this high qualified mushroom product could be drawn as followings; keeping growing condition of the mushroom with precise data collection of Vietnam climate and weather, involvement of the various professors of Korea National Agricultural College(KNAC), maintenance of bio-technical security through the strain cultivation on the oak log in Korea, the Yunjung-nongwon manager's endeavor being consulted by the various professors of KNAC even to be a student of the agricultural chief executive officer(CEO) training course in KNAC and the HATC's constant cooperation to the mushroom demonstrational cultivation instead of the orchid which was originally contracted item.

• Journal of Families and Better Life
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• v.19 no.6
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• pp.241-263
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• 2001

The objectives of this study were empirically to test the reformative model for Korean sacrificial rite and to investigate the effects of demographic variables. the survey was conducted by means of questionnaire with 600 persons located in Seoul. Major findings were as follows ; 1, Sacrificial day ; was displayed (1) dead day (2) holiday in back and forth of dead day 2. Sacrificial time ; was showed (1) 8-9 h. p.m (2) 6-7 h. p.m 3. Sacrificial extent ; was displayed (1) grandparents and parents (2) only parents 4. Participative extent ; was showed (1) Cousin (2) only sons and daughters 5. Sacrificial procedure ; was displayed twice deep bow and 1 minute\`s silent prayer. 6. New year's and Chusok's rite ; was showed (1) simple foods (2) joint leisure time 7. Sacrificial table ; was displayed (1) boiled rice . water . gustoish articles. (2) omission of food table 8. rite\`s socialization ; was showed (1) delivery and marketing sale\`s food (2) special sacrificial restaurant. 9. Womens'and mens'difference ; women were active 7ut men were passive 10. Age's difference ; excepting 30-40, the all generations were more reformative. 11. Number of brothers ; small number of brothers were more reformative than a many number. 12. Sacrificial manager or not , managers were conservative than persons were not managers.

• Electronics and Telecommunications Trends
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• v.25 no.6
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• pp.157-166
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• 2010

GENI 인프라스트럭처의 기본 구조와 연구 개발 현황을 GENI 표준 규격 문서와 세부 구현 결과를 중심으로 정리한다. 최근 발표된 SFA 2.0과 GENI Aggregate Manager API 1.0을 참고하여 GENI 전체 시스템 구조와 이기종 플랫폼의 상호 연동을 위한 인터페이스를 살펴보고, 이러한 규격에 대해 GENI에서 제시하는 참조 구현(GCF, Omni), ProtoGENI의 AM/CM API 및 참조 구현인 ReferenceCM와 관련 도구도 간략히 정리한다. 마지막으로 최근 활발히 진행되는 페더레이션 관련 연구 동향도 살펴보고 향후 계획을 전망해 본다.

• Journal of Korea Technical Association of The Pulp and Paper Industry
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• v.29 no.3
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• pp.87-94
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• 1997

As the paper market becomes more and more competitive, more mills will want to switch to alkaline papermaking to take advantage of the Vowing demand. Many papermakers have tried to do this without success in the past much like the American papermakers did in the late 1970's. The Problem is that runnability Problems occur, drainage slows, Presses pick drying becomes more difficult and sheet quality suffers as a result Sheet holes and breaks occur, and runnability becomes a real operating problem. Converting to alkaline papermaking is not as simple as turning off the alum. We must be aware of the numerous factions that alum served at acid pH and provide alkaline alternatives. It is the purpose of this paper to discuss methods of deposit control via charge neutralization and system control at alkaline pH. This article explains the concept as well as the measurement and control. The resultant benefits are seen in runnability, quality and profitability for the papermaker.