• Journal of Korean Society of Industrial and Systems Engineering
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• v.38 no.2
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• pp.82-90
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• 2015

Location selection of distribution centers is a crucial task for logistics operators and key decision makers of an organization. This is a multi-criteria decision making (MCDM) process which includes both quantitative and qualitative criteria. In order to propose an optimized location selection model, this research suggests a hierarchical group of evaluation criteria : 5 major criteria with 15 sub-criteria. The MCDM approach presented in this research, by integrating Grey Relational Analysis (GRA) with Analytic Hierarchy Process (AHP), tends to rectify the overall quality and uncertainty of the values of evaluation criteria. An example of a location selection case in Korea is illustrated in this study to show the effectiveness of this method.

• Journal of Information Technology Services
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• v.9 no.3
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• pp.45-63
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• 2010

To examine the role IM plays, We focus on the factors that promote or hinder communication within a Korean organization when instant messenger is used. These factors were examined through two research questions. To understand these issues, a survey consisting of 33 categories was given to government and corporate office workers in Seoul, Korea. The survey results showed that Instant Messenger is recognized as a powerful communication tool in official organizations, but is only used effectively within groups or generations that do not follow the hierarchical relationships characterized by Confucian values. The results of this study fill a gap in our understanding of the important role of IM use in organizational effectiveness and may prove useful when developing tools and strategies to help promote communication within organizations using information technology media.

• Genomics & Informatics
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• v.11 no.4
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• pp.282-288
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• 2013

The molecular vibration-activity relationship in the receptor-ligand interaction of adenosine receptors was investigated by structure similarity, molecular vibration, and hierarchical clustering in a dataset of 46 ligands of adenosine receptors. The resulting dendrogram was compared with those of another kind of fingerprint or descriptor. The dendrogram result produced by corralled intensity of molecular vibrational frequency outperformed four other analyses in the current study of adenosine receptor agonism and antagonism. The tree that was produced by clustering analysis of molecular vibration patterns showed its potential for the functional classification of adenosine receptor ligands.

• Journal of Information Technology Services
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• v.6 no.1
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• pp.1-15
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• 2007

An objective and valid knowledge activity indicator (KAI) is essential for encouraging knowledge activity in public institution. However, knowledge activity of public institution is inherently different from one of private corporation and, therefore, new method to find aggregated knowledge mileage considering public organizational culture and structure is to be developed. Therefore, this paper shows how to develop KAI of public institution based on three steps. First, knowledge activities were categorized as knowledge creation, knowledge sharing, and knowledge value increasing. Several knowledge indicators and hierarchical knowledge structure were developed for each knowledge categories. Second, personal knowledge mileage was calculated using AHP method considering whole organization's opinion. Finally, these approaches to find KAI were applied to "P" public institution as case studies. The results shows that KAI developed in this paper was very effective in grouping knowledge workers based on knowledge activities.

• Proceedings of the Korea Information Processing Society Conference
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• 2011.04a
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• pp.1257-1259
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• 2011

본 논문에서는 배아 데이터의 효율적인 검색을 지원하는 시각화 도구인 Em-Viz의 설계 및 구현에 관하여 논의한다. Em-Viz는 계층적으로 구조화된 대용량 배아 데이터베이스를 기반으로 구현된 시각화 도구로 사용자가 원하는 배아 데이터를 빠르고 정확하게 검색 할 수 있도록 지원한다.

• SUVANNABHUMI
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• v.10 no.1
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• pp.7-34
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• 2018

Finding distinguishing characteristics of Southeast Asia has proven to be a significant challenge: by focusing on the encounters which primarily colonial British writers had with the region's state rulers, it becomes possible to recover the early conceptualizations of regional governance. The writings of Henry Yule, Anna Leonowens, Sir George Scott, and Hugh Clifford all document the "orientalist" features of Western discourses because these writers at once were affected by it as they contributed to it. The discourse about royalty and rulers was central to many of the tropes associated with orientalism, but also with 'ornamentalism'. David Cannadine has shown that ornamentalism (in which British conceptualized many imperial practices in relation to their own hierarchical conceptions of society) was as critical a feature of imperial outlook as was orientalism. The need to understand ruling elites was at the heart of the imperialist project. Tracing the ways in which colonizing powers represented the region's ruling elite offers a new avenue for recognizing the affinities of the regional experience. Beyond orientalism, the paper explores questions about the representation and presentation of authority. Understanding the conceptualizations of rulers is connected to the comprehension of social organization-including representations of "traditional society."

• Journal of Engineering Education Research
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• v.27 no.1
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• pp.32-40
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• 2024

This study attempted to develop an efficient management plan that allows both workers and organizations to coexist by analyzing the factors that influence the level of organizational immersion of engineering students. Analysis methods included frequency analysis, t-test, pearson correlation analysis, and hierarchical analysis. Firstly, self-esteem and transfer of learning were influential factors on organizational commitment. Second, self-esteem and transfer of learning were influencing factors of self-efficacy. Third, self-efficacy was an influential factor in organizational commitment. Fourth, self-efficacy appeared as a mediating effect on self-esteem and organizational immersion in learning transfer. Therefore, it is necessary to look for various factors that can increase self-efficacy, and to find opportunities for students to be highly immersed in the organization while studying at the same time.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.101-109
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• 2020

This study sought to find out the impact of conflicts in social welfare organizations on job performance and to find out the effects of controlling participatory decision-making in their relationships. To that end, a survey was conducted on workers at social welfare centers in Seoul, Gyeonggi Province and Chungcheong Province, and 360 copies were finally used for analysis and Correlation and hierarchical regression and statistical significance analysis of the adjustment effects were performed. As a result, conflicts within the organization, job performance, and participatory decision-making showed a negative correlation, and as participatory decision-making in the relationship between conflict within the organization and job performance showed a controlled effect, the impact of conflicts within the organization on job performance was reduced. These results suggest that participatory decision-making can alleviate conflicts within an organization and at the same time increase job performance. Based on this, the following suggestions were proposed: They include conflict management strategies in the guidelines for social welfare subjects, establish guidelines for conflict management, provide training for workers, engage workers in employee evaluation and compensation system development, and operate permanent organizations such as the Conflict Handling Committee after investigating conflicts within social welfare organizations.

• Management & Information Systems Review
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• v.34 no.5
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• pp.295-312
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• 2015

Companies are recently emphasizing social capital that is formed by the network and trust among organization members to secure continuous competitive edge. Social capital induces the members' adaptation and immersion through the interactions with multidimensional factors within an organization, and contributes to increasing an organization's performance by causing cooperative behaviors as a passage of communications and participation. This study analyzed the influence of social capital and organizational support recognition formed in an organization on the turnover intention, and examined the moderating effect of organizational support recognition in the relationship between social capital and turnover intention. To achieve the purpose, this research conducted a survey on small and medium sized manufacturing companies in Busan and Gyeongnam and performed an empirical analysis using hierarchical regression analysis. According to the empirical analysis, the structural and relational dimensions of social capital had a negative (-) influence on the turnover intention. Especially, the relational dimension had a huge influence on the turnover intention, showing that it is important to form trust among an organization's members through their interactions. Second, organizational support recognition also had a negative (-) influence on the turnover intention, demonstrating that attention and complete support at an organizational dimension were needed for individual members. Third, organizational support recognition appeared to mediate the relationship between social capital and the turnover intention. The higher the organizational support recognition was, the lower the negative (-) influence of the relational dimension of social capital on the turnover intention was. Based on these results, this paper discussed the theoretical and practical implications of this research as well as future assignments.

• The Journal of the Korea Contents Association
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• v.16 no.3
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• pp.722-731
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• 2016

Previous findings on Organizational Citizenship Behaviors is a useful index for effectiveness of the organization. Also, it is a factor that explains the relation between its member's attitude and behavior as organizational commitment had been stabilized. Since autonomy and rapidity has become more important in increasing the efficiency of the organization, this means Organizational Citizenship Behaviors has become important in it. Organizational Citizenship Behaviors of the members occurs only when discretion and autonomy are given to its members. Therefore, this study aimed at measuring the effects of police officer's personal dispositions on organizational citizenship behaviors, exploring the moderation effect of organization culture, and providing the basis with implications to promote the Organizational Citizenship Behaviors in the police Organization. By reviewing previous finding, Police Officer's Personal Dispositions were selected as independent variables, Organizational Citizenship Behaviors was selected as dependent variable. and Organizational Culture was selected as moderation variable. The result of analysis showed that The belief & The Norm influenced in Organizational Citizenship Behaviors(positive), and The Value in Organizational Citizenship Behaviors(negative). And The moderation effect was tested: The Value${\rightarrow}$Hierarchical Culture${\rightarrow}$Organizational Citizenship Behaviors(negative), The belief${\rightarrow}$Rational Culture${\rightarrow}$Organizational Citizenship Behaviors(negative)