• Journal of information and communication convergence engineering
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• v.11 no.4
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• pp.235-240
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• 2013

Cloud systems are popular computing environment because they can provide easy access to computing resources for users as well as efficient use of resources for companies. The resources of cloud computing are heterogeneous and jobs have various characteristics. One such issue is effective job scheduling. Scheduling in the cloud system may be defined as a multiple criteria decision model. To address this issue, this paper proposes a priority-based two-step job scheduling algorithm. On the first level, jobs are classified based on preference. Resources are dedicated to a job if a deadline failure would cause severe results or critical business losses. In case of only minor discomfort or slight functional impairment, the job is scheduled using a best effort approach. On the second level, jobs are allocated to adequate resources through their priorities that are calculated by the analytic hierarchic process model. We then analyze the proposed algorithm and make a scheduling example to confirm its efficiency.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.3
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• pp.71-82
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• 2021

Purpose - The purpose of this study is to examine the intermediary role of job satisfaction between job autonomy and job performance and whether the process was adjusted based on the work context. Research design, data, and methodology - This study was conducted by sample survey method on 334 supervising engineers. Data analysis methods were frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and structural equation model analysis. Result - The results of this study suggest that: (1) after controlling for age, position, and working years, job autonomy had a significant positive impact on job performance, (2) job autonomy can not only directly affect job performance but also indirectly affect performance through job satisfaction, (3) job satisfaction has an intermediary effect on job autonomy and job performance, and (4) the relationship between job autonomy and job satisfaction is moderated by the work context, and the result showed a negative moderating effect. Conclusion - This study suggests that job autonomy significantly improves job performance, and the higher job autonomy a supervising engineer has, the more satisfied they are with their work, thus enriching the precursor research on dynamic changes in job performance. When the working environment is poor, supervisors are more sensitive to the perception of job autonomy and have a stronger impact on job satisfaction and performance.

• Journal of the Korean Society of Food Culture
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• v.31 no.2
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• pp.141-148
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• 2016

The purpose of this study was to understand the influence of employees' commitment (affective, normative, continuous) in the food & beverage departments of deluxe hotels upon job satisfaction and analyze the moderating effects of the leader-member exchange on the relationship between organizational commitment and job satisfaction. Based on a total of 403 food & beverage employees, this study reviewed the reliability and fitness of the research model and verified two hypotheses. The hypothesized relationships in the model were tested simultaneously by using SEM. The proposed model provided an adequate fit to the data, ${\chi}^2=635.160$ (p< .001), df=112, GFI= .845, NFI= .851, CFI= .874. SEM showed that organizational commitment (affective: ${\beta}=428$; normative: ${\beta}= .293$; continuous: ${\beta}= .342$) showed a positive significant influence on job satisfaction. However, the findings demonstrate that the leader-member exchange did not moderate the relationship between organizational commitment and job satisfaction. Limitations and future research directions are also discussed.

• Journal of the Ergonomics Society of Korea
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• v.36 no.3
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• pp.245-254
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• 2017

Objective: This study aims to investigate the effects of organizational support, risk perception and job satisfaction on safety consciousness in confined space works. Background: Confined space works are rated as hazardous works with high injury frequency and fatalities. But there were few researches for the occupational injury of the confined space workers. Method: Questionnaire survey targeting 236 workers working in confined spaces were carried out to construct the structural equation model on safety consciousness. The participants were all male workers, and they install and maintain or clean facilities mainly in the confined spaces. Results: A structural equation model for safety consciousness was proposed, and validated based on perceived organizational support, risk perception and job satisfaction factors. Perceived 'organizational support' contributed significantly to 'worker's safety consciousness' both directly and indirectly. Also, perceived 'worker's safety consciousness' was also affected by perceived 'job satisfaction' and 'risk perception'. In terms of magnitude of relationships, the direct effect of perceived 'job satisfaction' on 'worker's safety consciousness' was the greatest among the interrelationships among latent factors. Conclusion: Workers' safety consciousness can function as a leading indicator for safety and hazard prevention of workers. Application: The results can be used in developing safety prevention programs for confined space workers.

• Journal of the Korea Society for Simulation
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• v.21 no.2
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• pp.59-67
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• 2012

A grid computing consists of the physical resources for processing one of the large-scale jobs. However, due to the recent trends of rapid growing data, the grid computing needs a parallel processing method to process the job. In general, each physical resource divides a requested large-scale task. And a processing time of the task varies with an efficiency and a distance of each resource. Even if some resource completes a job, the resource is standing by until every divided job is finished. When every resource finishes a processing, each resource starts a next job. Therefore, this paper proposes a dynamic resource reallocation scheduling model (DDRSM). DDRSM finds a waiting resource and reallocates an unfinished job with an efficiency and a distance of the resource. DDRSM is an efficient method for processing multiple large-scale jobs.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.2
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• pp.156-166
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• 2007

Purpose: The purpose of the present study was to examine the causal relationships among hospital nursing organizational characteristics (organizational climate, workload), individual characteristics (experience, education) and outcome variables (job satisfaction, job stress, task performance) by constructing and testing a conceptual framework. Method: Five large general hospitals located in Seoul were selected to participated. The total sample of 245 registered nurses represents a response rate of 94 percent. Data for this study was collected from January to February in 2006 by questionnaire. Path analyses with LISREL program were used to test the fit of the proposed model to the data and to examine the causal relationships among variables. Result: Both the proposed model and the modified model fit the data excellently. The model revealed relatively high explanatory power of work stress (40%), job satisfaction (46%) and task performance (27%) by predicted variables. In predicting work stress, job satisfaction and task performance, the finding of this study clearly demonstrate organizational climate might be the most important variable. Conclusion: Based on the findings of the study, it was suggested that desirable organizational climate was needed to increase the nurses' mental and physical health as well as qualified task performance.

• Safety and Health at Work
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• v.1 no.1
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• pp.37-42
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• 2010

Over years it has been increasingly concerned with how upper extremity musculoskeletal disorders (UEMSDs) are attributed to psychosocial job stressors. A review study was conducted to examine associations between UEMSDs and psychosocial work factors, and to recommend what to consider for the associations. For studies in which the job demand-control-support (DCS) model or its variables were specifically employed, published papers were selected and reviewed. A number of studies have reported relationships between UEMSDs symptoms and psychosocial exposure variables. For example, the findings are: higher numbness in the upper extremity was significantly attributed to by less decision latitude at work; work demands were significantly associated with neck and shoulder symptoms while control over time was associated with neck symptoms; and the combination of high psychosocial demands and low decision latitude was a significant predictor for shoulder and neck pain in a female working population. Sources of bias, such as interaction or study design, were discussed. UEMSDs were shown to be associated with psychosocial work factors in various studies where the job DCS model was addressed. Nonetheless, this review suggests that further studies should be conducted to much more clarify the association between UEMSDs and psychosocial factors.

• Journal of the Korean Society of Safety
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• v.39 no.1
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• pp.114-122
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• 2024

This study aimed to identify the multiple mediation effects of job satisfaction and job commitment on the relationships between job stress and workers' safety behavior in terms of compliance and participation, in which the multiple mediation effects are a hybrid of parallel and serial mediating relationships. The multiple mediation model was analyzed using the bootstrapping method through the PROCESS macro tool in SPSS. The results showed that job stress negatively affects job satisfaction, job commitment, and workers' safety behavior, and the relationship between job stress and safety behavior is mediated by both job satisfaction and job commitment. The serial mediation effects of job satisfaction and job commitment were also found to be statistically significant in the regression relationship between job stress and safety behavior. Further analysis of the compliance and participation subdimensions of safety behavior showed similar results. Specifically, the serial mediation effects of job satisfaction and job commitment on participation and compliance behavior were further supported; however, the mediation effect of job satisfaction was not significant, whereas that of job commitment did remain significant. Further research is needed to determine if the mediation effect of job satisfaction found in this study can be extended and generalized to workers in various fields and industries.

• Journal of Digital Contents Society
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• v.9 no.2
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• pp.193-202
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• 2008

This paper is a research of job search plan of polytech college based on SEM. We did a through research of factors on the motivation of job seeking and those of job search scheme which are independent variables. We also verified the effects of factors of stable job composition, job seeking surroundings and job selection which are dependent variables. Hence we conducted a survey among polytech college students, studying relationship between factors of dependent variable and independent one. We also analyzed whether motivation of career seeking affects job search plot by utilizing SEM based on AMOS 5.0. The consequence of the research is that stable job and job selection factor were rejected, for they do not highly affect motivation of job seeking. And the factors of job seeking environment (establishment of collaboration between businesses and colleges, hands-on guidance at workplace and the guidance for enhancement of vocational capability), which are dependent variables, were chosen because they are the affirmative factors of motivation of job seeking. After all, they are the crucial factors of job search plan.