• ETRI Journal
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• v.39 no.4
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• pp.502-513
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• 2017

For video understanding, namely analyzing who did what in a video, actions along with objects are primary elements. Most studies on actions have handled recognition problems for a well-trimmed video and focused on enhancing their classification performance. However, action detection, including localization as well as recognition, is required because, in general, actions intersect in time and space. In addition, most studies have not considered extensibility for a newly added action that has been previously trained. Therefore, proposed in this paper is an extensible hierarchical method for detecting generic actions, which combine object movements and spatial relations between two objects, and inherited actions, which are determined by the related objects through an ontology and rule based methodology. The hierarchical design of the method enables it to detect any interactive actions based on the spatial relations between two objects. The method using object information achieves an F-measure of 90.27%. Moreover, this paper describes the extensibility of the method for a new action contained in a video from a video domain that is different from the dataset used.

• The Journal of the Korea Contents Association
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• v.20 no.12
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• pp.230-240
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• 2020

To develop a virtual world-based immersive tutoring system, we would like to develop a simulation in the spatial aspect to maximize the diversity and realism of the situation. This implementation requires the modeling of virtual space as well as the knowledge and intelligent thinking functions of virtual humans. First, information structures are needed to simulate the hierarchical and multifaceted composition of space and the corresponding knowledge of virtual humans. Specifically, four structures for 2.5D spatial distribution expression, complex spatial relationship expression, object expression, and temporal and spatial representation of events are developed respectively. It then uses these expressed knowledge to develop the spatial thinking function of virtual humans needed to make spatial movement. In general, events have a chain effect on adjacent or connected objects through force, resulting in a variety of situations and reflected in the planning of the next action by the virtual humans involved. For this purpose, the development of events according to historical trends is recorded on the representation structure of time and space. It embodies typical events to demonstrate the feasibility of independent behavior in complex spaces among virtual people.

• 한국사회정책
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• v.23 no.2
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• pp.49-81
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• 2016

This study agrees with the idea that a situation centered perspective provides a useful contribution in understanding women's attitude on organizations. Women's occupational experiences are less related to their "femaleness" than to the structural constraints inherent in the occupational positions women fill. So characteristics of the organizational situation including gender composition and hierarchical status may "shape and define" women's experience on the job. The present study examined the managerial level's gender gap and "glass ceiling" of the corporation. According to Kanter, if the ratio of women to men in organizations begins to shift, as affirmative action and new hiring and promotion policies promised, forms of relationships and corporate culture should also change. However, the mere presence of women on workplace may not, in itself, result in women-friendly work condition. This study analyzes "Korean Women Manger Panel survey(2010 3rd. wave)" to examine how much gender gap of the managerial level persists and when the glass ceiling effect emerges. Using t-test and ANOVA, various aspects of the gender gap within managerial level were verified. The most significant finding is the glass ceiling effect starts from very low level of management. Policy implications from the statistical analysis of the Panel survey are: 1) We need to increase the absolute number of the women managers for securing middle level women leadership pipe line. 2) We need to confront the fact that the glass ceiling starts from the very low managerial level, and to explore more realistic way to break up the vicious circle for the tokenism. and 3) We need to looking beyond numbers in approaching women's matter at work. At the cultural and institutional level, work-family programs and policies, women's ratings of their competence, and family-friendly organization's climate should be considered.