• The Journal of the Convergence on Culture Technology
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• v.8 no.6
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• pp.429-433
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• 2022

We analyzed both current local policies and in-depth survey data to find out a way to provide job opportunity and income source to local young people in so-called job guarantee system. The young generation in current Korean society has been experiencing both growth without employment and severe economic inequality at the same time, though they should have taken part actively in social development. Their rights for work and survival have also been threatened and losing hope for the future is an widespread symptom in this generation. Kwangju metropolitan city(KMC) has been supporting certain amount of case income and job experience to young people in Kwangju through a local government policy called Kwangju Young Generation Job Experience Dream Service. In spite of high level of satisfaction from the participants, limitations such as below average job performance level of participants and a barrier in the transition to regular position still remain. This study hopes that a case of Kwangju gives pragmatic insights for a realizable path to expanding universal welfare through assuring job opportunity to the young generation in local area.

• The Journal of Korean Physical Therapy
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• v.3 no.1
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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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• v.5 no.1
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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.

• Journal of the Korea Safety Management & Science
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• v.17 no.2
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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.

• Journal of Arbitration Studies
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• v.32 no.1
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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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• v.6 no.3
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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.

• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.234-244
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• 2021

The purpose of this study is to investigate the effect of the retirement pension system on workers' retirement income security and job commitment, and to verify the mediating effect of corporate welfare satisfaction in the relationship between the retirement pension system's retirement income security and job commitment. Employees of domestic K-company, which have been implementing the retirement pension system since 2011, were surveyed, and 403 copies of the final data were analyzed using SPSS 22.0. The analysis results are as follows. First, as the sub-factors of the retirement income security, the guarantee of the retirement benefits right and the income replacement rate had a significant positive(+) effect on job commitment. Second, as sub-factors of the retirement income security, the income replacement rate and customized retirement design had a significant positive(+) effect on corporate welfare satisfaction. Third, corporate welfare satisfaction had a significant positive(+) effect on job commitment. Fourth, it was found that the relationship between the income replacement rate and job commitment, which are sub-factors of retirement income security, is mediated by diversity and the level of benefits, sub-factors of corporate welfare satisfaction. Based on the results of this study, it was confirmed that the implementation of the retirement pension system enhances the employee's job commitment and corporate welfare satisfaction, and is also important for corporate management.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2000.04a
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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.

• Transactions of the Korean Society of Mechanical Engineers A
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• v.29 no.11 s.242
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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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• v.6 no.3
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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.