• 문화기술의 융합
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• 제8권6호
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• pp.429-433
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• 2022

이 연구는 오늘날 일할 기회를 상실하고 있는 지역 청년세대에게 일할 기회와 사회탐색 경험을 제공하면서 소득을 보장해 줄 수 있는 방안을 '일자리보장제'에서 찾고자 한다. 일자리보장제는 일할 의지와 능력이 있는 모든 시민에게 정부(지자체)가 일자리를 제공하는 것으로 기본소득의 개념에 가까우며, 이 연구에서는 청년세대를 대상으로 검토하였다. 이를 위해 사회적경제인 환경친화적, 가족 친화적 마을기업과 연계해 일과 사회적 가치 경험, 소득보장을 지원할 수 있는 추진체계를 제안하였다. 청년세대의 시대정신은 사회발전에 있어 중요한 견인차 역할을 하여야 한다. 그러나 고용 없는 성장시대의 사회양극화 현상 속에서 사회발전의 주역이 돼야 할 청년세대들이 노동권과 생존권을 보장받지 못하고 희망을 잃어가고 있는 것이 오늘날 우리 사회 청년의 현실이다. 청년실업이 심각한 사회문제가 되면서 지자체마다 청년구직을 위해 청년수당이나 취업지원사업 등을 추진하고 있다. 광주광역시 역시 2017년부터 「광주청년일경험드림」사업을 추진해 청년구직자에게 공공기관 및 기업에서의 일 경험과 일정 소득을 지원하고 있다. 이 사업은 청년들에게 일과 소득지원 측면에서 만족도가 높은 편이긴 하지만, 단시간·단기간 근무로 인한 업무습득의 한계와 정규직 전환의 문제는 해결되어야 할 숙제로 지적되고 있다.

• The Journal of Korean Physical Therapy
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• 제3권1호
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• pp.9-37
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• 1991

The purpose of this . study is to examine the unsatisfactory factors of the physical therapists and to obtain the materials necessary to comply with these factors by analysing their service performance and job satisfaction, To accomplish these purposes, this study was carried out by using the questionnaires 206 physical therapists registered in the Korean Physical Therapists Association, for 35 days from January 7 to February 10, 1990. The result of this study is summarized as follows. 1. Of total respondents, the male accounted for 54.4 percent, while the female for 45.6 percent. Their age showed that 20s accounted for 65.0 percent, while the service period less than 3 years accounted for 66.5 percent. In addition, 63.6 percent of them served at the general clinics. 2. The general clinics caused the physical therapists to serve for 10 hours or more per day, where their therapy room located in the underground accounted for 41.3 percent. Their health diagnosis status indicated that nondiagnosis accounted for 63.2 percent. The number of the served patients fer a day showed that 20-30 accounted for 37.4 percent, while 30 persons or more for 25.7 percent. 53.4 percent of total subjects was unsatisfied with their duty quantity. And, the monthly salary indicated that 500,000 or less accounted for 72.3 percent. 3. The average marks by their job satisfaction factors indicated 4.42 for duty importance, 4.02 for recognization of specialized job, 3.98 for ability exercise, 1.99 for promotion possibility, 2.28 for reasonable salary, and 2.41 for welfare system, respectively, based on 5 full marks. 4. The summarized job satisfaction by factors indicated that the relation with the doctor accounted for 57.8 percent, the satisfaction status with the existing job for 53.4 percent, the ability development for 41.8 percent, respectively, and the salary for 10.2 percent. Then, the satisfaction by sex showed that the male was generally satisfied with the ability development (p<0.05), the relation with the doctor (p<0.01), and the satisfaction with the existing job, while the female was satisfied with the duty quantity(p<0.05), salary, and the situation guarantee (p<0.05). On the other hand, the satisfaction by age indicated that the subject of the lower age were satisfied with the ability development (p<0.01), the relation with the doctor(p<0.05), the salary, and the situation guarantee. Also, the satisfaction by the service section showed that the physical therapists serving at the general hospital were satisfied with the ability development (p<0.01), the duty quantity (p<0.01), the salary(p<0.01), the situation guarantee(p<0.01), and the satisfaction with the existing duty (p<0.05), while the physical therapists at the hospital and the rehabilitation center were unsatisfied with the salary (p<0.01). In addition, The satisfaction with the service period at the existing section indicated that the physical therapists less than 3 years were highly satisfied with the ability development, the relation with the doctor, the situation guarantee, and the existing duty(p<0.05), while the physical therapists more than 6 years tended to show the lower satisfaction, And the satisfaction with the monthly salary indicated that the higher the monthly salary, the higher the satisfaction with the relation to the doctor(p<0.05), the duty quantity(p<0.01), the salary(p<0.01), and the situation guarantee (p<0.01). 5. The correlation between general characteristics and job satisfaction factors indicated that the sex was directly correlated to the marital status (r=-0.442), while it was reversely correlated to the age (r=-0.564) , total career (r=-0.229), and the relation with the doctor (r=-0.233). Additionally, the age was directly correlated to the total carreer (r=-0.677), and the service period at the existing section (r=0.491), while the age was reversely correlated to the marital status (r=-0.678). Accordingly, the higher job satisfaction of the physical therapists was related to factors such as their duty importance, recognization of specialized occupation, ability exercise, autonomy, relation to colleagues, decision-making's consideration, and relation with the doctor, while the lower job satisfaction includes the opportunity of promotion, salary, welfare system, service time, duty quantity, and situation guarantee. For this reason, if the factors of the lower job satisfaction are solved, then it will be possible to encourage the motive of these physical therapists, and the acyivate their duties. More over, it is also possible to improve the medical service, Additionally, if the general physical therapy room in the hospital and in the public health center are established, more development should be accomplished in the physical therapy.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제5권1호
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• pp.83-104
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• 2011

Mobile grid is a combination of grid computing and mobile computing to build grid systems in a wireless mobile environment. The development of network technology is assisting in realizing mobile grid. Mobile grid based on established grid infrastructures needs effective resource management and reliable job scheduling because mobile grid utilizes not only static grid resources but also dynamic grid resources with mobility. However, mobile devices are considered as unavailable resources in traditional grids. Mobile resources should be integrated into existing grid sites. Therefore, this paper presents a mobile grid middleware interconnecting existing grid infrastructures with mobile resources and a mobile service agent installed on the mobile resources. This paper also proposes a mobile resource reliability-based job scheduling model in order to overcome the unreliability of wireless mobile devices and guarantee stable and reliable job processing. In the proposed job scheduling model, the mobile service agent calculates the mobile resource reliability of each resource by using diverse reliability metrics and predicts it. The mobile grid middleware allocated jobs to mobile resources by predicted mobile resource reliability. We implemented a simulation model that simplifies various functions of the proposed job scheduling model by using the DEVS (Discrete Event System Specification) which is the formalism for modeling and analyzing a general system. We also conducted diverse experiments for performance evaluation. Experimental results demonstrate that the proposed model can assist in improving the performance of mobile grid in comparison with existing job scheduling models.

• 대한안전경영과학회지
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• 제17권2호
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• pp.55-66
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• 2015

In the perspective of industrial health management, it is important for the employee to decrease their job stress, to improve their productivity and quality of labor. In this study, the job stress, and it's influence on PWI(Psychosocial Wellbeing Index) were investigated by the questionnaire survey of 138 industrial workers who had studied assistive technology in college. The contents of questionnaire consist of the demographic characteristics, job-related characteristics, job stress and psycho-social stress. We evaluated job stress by KOSS-SF(Korean Occupational Stress Scale-Sort Form) and psychosocial stress by PWI-SF(Psychosocial Well-being Index-Short Form). To analyze the results, we evaluated the exposure level of KOSS and PWI by demographic characteristics and job-related characteristics using significance tests. Also, we estimated the relationship among demographic characteristics, job-related characteristics, job stress and psychosocial stress, using correlation analysis. As a results, all workers were found to be in a group under the high risky stress. It showed that the scale index of female's job non-autonomy and pwi were much larger than those of male's. Therefore, to guarantee job autonomy of female workers should be more emphasized, to improve their working environment. Job type had significant relationships with many job stress category; physical environment, job demand, job instability and organization culture. Regarding pwi, the scale index of the workers who is in charge of the civil service such as contacting the disabled and the aged in person, were much larger than that of the other workers. Accordingly, the job stress management program including physical environment, job demand, job instability and organization culture, should be suggested, to decrease the stress of the workers in charge of the disabled and the elders service. The strongest predictors of pwi was organization system through maximum positive relations between organization system and pwi. Therefore, it indicates that improvement of organization system such as a fair merit rating, a manpower supply, demand plan and department cooperation is urgently needed to reduce pwi.

• 한국중재학회지:중재연구
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• 제32권1호
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• pp.71-91
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• 2022

The legal integration in the European Union that seeks a unified system in consumer disputes and the German Consumer Dispute Mediation Act based on this pursues the procedural fairness of consumer disputes and the equality of results. The role and legal status of the dispute mediator, who plays a very important role in this process, and the stable operation of the dispute resolution system and the guarantee of reasonable results through the guarantee of fairness and independence are very important values. In particular, the dispute mediator under the Act is conceptually different from the existing mediator or mediator, and through this distinction, the duties and contents of the dispute mediator are also distinguished. For this reason, the qualifications of dispute mediators that affect the outcome of dispute mediation are strictly stipulated. There have been some criticisms of this strictness, and such strictness is also seen as an excessive limitation. However, these standards can be understood as one of the efforts to make the dispute mediation procedure more systematic and to operate objectively in accordance with laws and procedures. In addition, in relation to the issue of independence and impartiality of the dispute mediator, the status of the dispute mediator is guaranteed in various aspects. In economic terms, it is not influenced by external factors, and furthermore, in order to guarantee job stability, the results of job security and dispute resolution are not linked. By examining the appropriate level of discipline for these dispute mediators, we expect the developmental growth of the consumer dispute resolution system under our Act.

• International Journal of Contents
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• 제6권3호
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• pp.15-18
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• 2010

Grid system is based on the Grid Security Infrastructure (GSI). GSI uses user's proxy to guarantee availability among multi-trust domains. Since grid system has been developed focusing on availability, GSI provides authentication and authorization performed by systems, but there are lacks of privacy consideration. For this reason, some researchers decide to use their own cluster system and do not want to use public grid systems. In this paper, we introduce a new privacy enhanced security mechanism for grid systems. With this mechanism, user can participate in resource allocation and authorization to user's contents more actively. This mechanism does not need to change previous middleware and minimize the computational overheads.

• 한국콘텐츠학회논문지
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• 제21권9호
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• pp.234-244
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• 2021

본 연구의 목적은 퇴직연금제도가 근로자들의 노후소득보장과 직무몰입에 미치는 영향을 알아보고 퇴직연금제도의 노후소득보장성과 직무몰입의 관계에서 기업복지만족도의 매개효과를 검증하는 것이다. 연구대상으로 2011년부터 퇴직연금제도를 실시하고 있는 국내 K기업 근로자를 선정하여 설문조사하였으며 최종 자료 403부를 SPSS 22.0을 사용하여 회귀분석, 단계적 회귀분석, 그리고 Sobel 검증으로 분석하였다. 분석결과는 다음과 같다. 첫째, 퇴직연금제도 노후소득보장성의 하위요인으로서 퇴직급여수급권보장과 소득대체율이 직무 몰입에 유의한 정(+)의 영향을 미쳤다. 둘째, 노후소득보장성의 하위요인으로서 소득대체율과 맞춤형노후설계가 기업복지만족도에 유의한 정(+)의 영향을 미쳤다. 셋째, 기업복지만족도는 직무몰입에 유의한 정(+)의 영향을 미쳤다. 넷째, 노후소득보장성의 하위요인인 소득대체율과 직무몰입의 관계를 기업복지만족도의 하위요인인 다양성과 수혜수준이 매개하는 것으로 나타났다. 이러한 연구 결과를 바탕으로 퇴직연금제도의 실시가 근로자의 직무몰입과 기업복지만족도를 높이며 기업의 조직 운영에도 중요하다는 점을 확인하였다.

• 한국경영과학회:학술대회논문집
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• 대한산업공학회/한국경영과학회 2000년도 춘계공동학술대회 논문집
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• pp.183-187
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• 2000

In this study, we design a scheduling system for painting shop, called HYPOS(Hyundai heavy industry Painting shop Operating System) and develop a system implementing the design. The painting shop operations are currently scheduled manually by experts. Manual scheduling is a serious time consuming job and generally can not guarantee a full optimality. Building a traditional heuristic scheduling system lot this problem, however, is not promising because there are various kinds of constraints to be satisfied including space allocation of shipbuilding blocks in a painting cell. We, therefore, adopt a spatial scheduling approach and develop scheduling algorithms based on field-oriented scheduling heuristics and computational geometry. And we show that the algorithms can successfully be applied to the painting shop scheduling problem.

• 대한기계학회논문집A
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• 제29권11호
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• pp.1463-1471
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• 2005

This paper proposes an agent-based scheduling method fur semiconductor wafer fabrication facilities with hard inter-operation temporal constraints. The scheduling problem is to find the feasible schedules that guarantee both logical and temporal correctness. A proposed multi-agent based architecture is composed of scheduling agents, workcell agents, and machine agents. A scheduling agent computes optimal schedules through bidding mechanisms with a subset or entire set of the workcell agents. A dynamic planning-based approach is adopted for the scheduling mechanism so that the dynamic behaviors such as aperiodic job arrivals and reconfiguration can be taken into consideration.

• Journal of Information Processing Systems
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• 제6권3호
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• pp.413-434
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• 2010

Wireless sensor networks are usually characterized by dense deployment of energy constrained nodes. Due to the usage of a large number of sensor nodes in uncontrolled hostile or harsh environments, node failure is a common event in these systems. Another common reason for node failure is the exhaustion of their energy resources and node inactivation. Such failures can have adverse effects on the quality of the real-time services in Wireless Sensor Networks (WSNs). To avoid such degradations, it is necessary that the failures be recovered in a proper manner to sustain network operation. In this paper we present a dynamic Energy efficient Real-Time Job Allocation (ERTJA) algorithm for handling node failures in a cluster of sensor nodes with the consideration of communication energy and time overheads besides the nodes' characteristics. ERTJA relies on the computation power of cluster members for handling a node failure. It also tries to minimize the energy consumption of the cluster by minimum activation of the sleeping nodes. The resulting system can then guarantee the Quality of Service (QoS) of the cluster application. Further, when the number of sleeping nodes is limited, the proposed algorithm uses the idle times of the active nodes to engage a graceful QoS degradation in the cluster. Simulation results show significant performance improvements of ERTJA in terms of the energy conservation and the probability of meeting deadlines compared with the other studied algorithms.