• The Research Journal of the Costume Culture
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• v.31 no.2
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• pp.213-227
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• 2023

To analyze the status and needs of the small- and medium-sized garment manufacturing industry in Busan, this study comprised an online survey of companies and interviews with 14 representatives of the 98 companies. The results are as follows: Approximately 34.7% of the garment manufacturers were located in Geumjeong-gu, Busan. The most common type of work was the contracting factory type. Daily production output was between 100pcs and 300pcs. Production materials comprised 42.9% woven and 24.8% knitted fabrics. Main products were menswear, uniforms, womenswear, casual wear, sports and leisure wear, protective clothes, and children's clothing. The main clients were uniform companies, main factories, wholesale markets, online shopping malls and promotion companies, exporters, and department stores. As a result of a survey on industrial needs with company representatives, their satisfaction with company employees was 57.2%, and the most important factor when hiring employees was job-related competencies, among which the ability to understand the sewing process was the most necessary. In terms of computer software literacy, illustrations and pattern CAD/CAM are required. They thought industry-university cooperation is crucial for advantage for advantage research and product development, as it allows for the sharing knowledge, resources, and especially human resources. The greatest administrative issue were human resources and funding.

• Journal of Engineering Education Research
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• v.20 no.4
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• pp.12-20
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• 2017

This study aims to suggest implications on develop and operate NCS curriculum by analyzing of differences in perception and educational needs of university students, graduates, human resource managers(HR managers) on NCS basic job skill. The respondents of survey are composed of 533 university students in K university, 730 graduates and 106 HR managers. The major findings are as follows: first, the results showed that the importances of all competencies recognized by HR managers was higher than those of university students and graduates. And graduates perceived their level of competencies as higher than those of university students. Second, the needs for self-development skill, technical skill, and problem-solving skill was the highest within the students and graduates, meanwhile, the needs for the mathematical skill, resource management skill, and the organization understanding skill were low. In contrast, the results of this study showed that the HR managers has the high needs for self-development skill, communication skill and problem-solving skill. Also, HR managers has the low needs for mathematical skill, resource management skill, information skill, technical skill, organizational understanding skill, and job ethics. Based on the above results, we proposed the necessity to develop and apply the NCS curriculum considering the education needs recognized by current students, graduates, and HR managers.

• ETRI Journal
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• v.38 no.6
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• pp.1229-1239
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• 2016

For efficient interaction between humans and robots, robots should be able to understand the meaning and intention of human behaviors as well as recognize them. This paper proposes an interactive human intention reading method in which a robot develops its own knowledge about the human intention for an object. A robot needs to understand different human behavior structures for different objects. To this end, this paper proposes a hierarchical behavior knowledge network that consists of behavior nodes and directional edges between them. In addition, a human intention reading algorithm that incorporates reinforcement learning is proposed to interactively learn the hierarchical behavior knowledge networks based on context information and human feedback through human behaviors. The effectiveness of the proposed method is demonstrated through play-based experiments between a human and a virtual teddy bear robot with two virtual objects. Experiments with multiple participants are also conducted.

• Asia Marketing Journal
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• v.16 no.1
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• pp.101-116
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• 2014

In the year 2013, Warren Buffett was named one of the most influential people of the year by TIME magazine. When people are exposed to such news, they show strong interest in who the influential people are and how those people became so successful. Likewise, people show strong attachment to other prominent figures as well. This social phenomenon indicates that people perceive well-known persona like business leaders, TV stars or sports stars etc. as human brands of intangible assets. As the role of these human brands is becoming more important, people tend to develop stronger attachment toward them. Another notable modern social phenomenon is people's pursuit of life-satisfaction and social well-being. People desire to increase their quality of life by having quality time with family and friends, and also by building attachment towards celebrities, sports stars, and so on. The main objective of this study is to examine how attachment toward human brands affects quality of life. While existing studies on human brands examined antecedents of attachment, e.g., some needs fulfillment such as A-R-C needs (autonomy, relatedness and competence needs) fulfillment, this study focuses on the outcome variables of attachment, e.g., how attachment toward human brands affects stress relief and life satisfaction through self-efficacy. Based on previous research, we divided human brands into two types: heroes and celebrities. Heroes are defined as people who have considerable and lasting importance on both societal and individual levels, and celebrities are defined as people who are well-known but have little or no short-term impact on society and individual levels. This study focuses on how attachment toward each type of human brands, celebrities and heroes, affects the quality of life or well-being. This study focuses on three important outcome variables; stress relief, life satisfaction, and self-efficacy, (three variables) which have been recently gaining importance, especially in the domain of positive psychology. Major findings from the present study show that although celebrities draw attachment from people by providing fun and entertainment or providing stress relief, they have weak influences on the wellbeing or efficacy of individuals at a deeper level. In contrast, attachment toward heroes helps people live better by providing meaning and positively influencing life satisfaction through self-efficacy (Frankl 1997). These results are consistent with the main tenet of 'positive psychology' which seeks "to find and nurture genius and talent and to make normal life more fulfilling" (Seligman and Csikszentmihalyi 2000). Considering the fact that certain celebrities are perceived as heroes to some, we can conclude that celebrities can become heroes if they provide meaning and value to the lives of people. This study contributes to the research stream of human brands since the most current leading research (e.g., Thomson 2006) indicated the need to look at the resulting effect of attachment on life satisfaction through self-efficacy. Another important contribution is that we empirically documented the different effects of celebrities and heroes. As expected, this study shows that heroes more deeply influence the lives of individuals in the long term while celebrities do so rather shallowly in the short term. The issues of the influence of heroes on the individuals' lives need to be further investigated in relation with the perspective of positive psychology.

• Proceedings of the Korean Society of Crop Science Conference
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• 2006.11a
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• pp.16-16
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• 2006

• Journal of the military operations research society of Korea
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• v.6 no.1
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• pp.21-31
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• 1980

• Science of Emotion and Sensibility
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• v.24 no.4
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• pp.53-68
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• 2021

The continuous development of in-vehicle information systems in recent years has dramatically enriched drivers' driving experience while occupying their cognitive resources to varying degrees, causing driving distraction. Under this complex information system, managing the complexity and priority of information and further improvement in driving safety has become a key issue that needs to be urgently solved by the in-vehicle information system. The new interactive methods incorporating the augmented reality (AR) and head-up display (HUD) technologies into in-vehicle information systems are currently receiving widespread attention. This superimposes various onboard information into an actual driving scene, thereby meeting the needs of complex tasks and improving driving safety. Based on the qualitative research methods of surveys and telephone interviews, this study collects the information needs of the target user groups (i.e., beginners and skilled drivers) and constructs a three-mode information database to provide the basis for a customized AR-HUD interface design.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.5
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• pp.84-99
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• 1998

The objectives of this study are to identify the actual educational contents of management for head nurse and to propose the educational subjects according to identity the needs of head, charge, and staff nurses. The subjects were investigated the actual Management Development Programs and educational needs of head nurses and prospective nurse manager(charge nurse, staff nurse with a lot of clinical experiences) in general hospitals. The tools were composed of two questionnaires: One was developed from the literature review for making items to measure actual situation. The other was revised Katz's model for measurement of educational needs. The first respondents of actual situation were 27 general hospitals with over 400 beds in Seoul and the second respondents were 89 head nurses, 67 charge nurses and 136 nurses at 3 hospitals by convenient sampling out of 27 general hospitals. Data were collected by telephone interview, mail questionnaire and visiting from 7th of October through 30th of November in 1997. In data analysis, general characteristics of the respondents and actual status of Management Development Programs were analyzed by frequency and percentage. Educational needs according to general characteristics were analyzed by ANOVA The results were as follows: 1. Actual situation of Management Development Program 1) Seven hospitals(26%) had Management Development Program for prospective managers and 14 hospitals (52%) for head nurses. 2) Education Department existed in 14 hospitals (52%). 3) One hospital(4%) had top level managers took part in the Management Development. 4) Two hospitals selected head nurse, who had finished courses of Management Development. Eight hospitals(30%) assessed educational needs. The assessment tools consisted of making a question via questionnaire(75%), determining at department meeting(12%) and interview(13%). 5) Educational programs had 3 types: 10 lecture type, 7 discussion type and 4 role play type programs. 6) One hospital evaluated the change of learner's attitude. 7) Four hospitals scored educational point, but that was measured only by attending. 8) Actual Management Development Programs were as follows. parenthesis indicates the number of hospitals. (1) Management Development Programs for Prospective manager. Role perception of Middle level Manager (1) . Role reconstruction of Nurse Manager (1). Workshop for Charge Nurse (1). Nursing Delivery System and Nursing Process (1). Communication (1). Motivation (1) (2) Management Development Programs for Head nurse.. Head nurse's Role (5). Administrative Work (7). Service Education (4). Prevention and Countermeasure of Nursing Incidence (3). Appraisal (3) 2. The results of needs on Management Development subject 1) The educational needs of all respondents on 3 skill domains showed positive agreement to strongly positive agreement. 2) High priority(more than 4.5) items were 12 of 24 Human skill items(50%), 1 of 6 Technical skill items(16%), and 2 of 13 Conceptual skill items (15%). 3) Out of high priority items, 8 items were instituted. 4) All respondents showed high needs on 3 skill domains regardless of 3 positions (head nurse, charge nurse, and nurse). Educational needs of Human skill domain, according to position were 108. S, 108.7, 106.8 (mean score = 72) , needs of Technical skill domain were 26.5, 26.6, 26.I(mean score=18), and needs of Conceptual skill domains were 56.9,56.7, 55.1(mean score=39). 5) Needs of 3 skill domains according to clinical career showed significant difference. Out of respondents, nurses with career of over 16years showed lowest degree of needs in Human skill domains(F=4.47, P=.004) and Conceptual skill domain(F=2.93, P=.034). 6) Educational needs according to educational background were not significant difference. But out of respondents, nurses educated at 3-year junior college relatively showed lowest needs in all of the 3 skill domains. With the above-mentioned findings, further study is necessary for generalization of this study at hospitals with different bed size and location. Also it is needed to study about management skill of nurse and charge nurse, and effective educational method.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.9
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• pp.263-269
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• 2020

The purpose of this paper is to examine the impact of consumer price index, infrastructure, human resources, trade openness, and private credit on the attraction of foreign direct investment (FDI) in Tay Ninh province as well as to emphasize the important role of FDI in economic growth of developing areas. The research data was collected from Tay Ninh Statistical Office with 80 samples of a 20-year period from 2000 to 2019. Also, OLS regression method using Eviews software was employed to analyze the data obtained. The findings revealed that human resources, infrastructure and private credit have a positive and significant impact on FDI attraction in Tay Ninh province, while consumer price index was proven to affect FDI attraction negatively. Accordingly, competent authorities of Tay Ninh province should focus on stabilizing prices as well as implementing policies for developing local human resources and attracting high-quality personnel from foreign countries. Tay Ninh province also needs to pay more attention to information technology investment for synchronous development of infrastructure. Moreover, the State Bank of Tay Ninh branch needs to consider more credit sources to provide support packages for businesses, creating a strong basis for establishments to attract FDI for the province's economic development.

• International Journal of Advanced Culture Technology
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• v.7 no.3
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• pp.97-102
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• 2019

This study suggests a solution of an incentive system from the viewpoint of the external effect on the renting of firefighting qualifications and on rental agencies. Currently, the Human Resources Development Service of Korea does not have a penalty for neglecting to perform a search into qualification lending and rental agencies. In the short term, the penal clause should be strengthened so that companies and qualification holders cannot borrow or lend their qualifications. In addition, the Human Resources Development Service of Korea will increase the number of personnel dedicated to investigating the loaning of qualifications. It is necessary for the government to establish a penalty for neglecting to investigate the lending of qualifications for the Human Resources Development Service of Korea. In the long term, the state needs to make only minimal regulations. Also, the state needs to make companies and qualification holders feel like they benefit more when they are not borrowing or lending qualifications. The anticipated effect of this study is that the government will intervene appropriately by applying firefighting qualifications according to market principles. It can also be used as a basis for the revision of related laws on the renting of national technical qualification certificates and the investigation of rental agencies.