• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2006.11a
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• pp.123-130
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• 2006

Recently, Korean government promotes BTL(Build-Transfer-Lease) for their public construction project to apply private sector's experience and finance initiatives. Many of public buildings and civil infrastructure projects were planned to be delivered by BTL and it helps to continue public projects under tight budget conditions. Since the characteristics of BTL projects, creative ideas for the project function, performance and its LCC (Life Cycle Cost) become more important than usual public work project. This paper introduces the systematic "VE job Plan" application techniques for BTL project and shows the process. This study shows the application of "VE job Plan" for BTL project to help decision making and value improvement. Also, Project cost was estimated by LCC (Life Cycle Cost) analysis. Technical "FAST diagram"was developed and used to find major functions of the project. So, it helps to improve performance of functions and make creative ideas. FAST diagram also help to find relationships between functions and cost. A case study (Daegu Art Gallery BTL Project) was conducted using proposed "VE job Plan. Study demonstrates how value management helps save money and increase functional performance. Researcher found that project can save cost and improve performance of functions significantly by using appropriate VE analysis process at appropriate time.

• Journal of Agricultural Extension & Community Development
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• v.20 no.1
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• pp.41-69
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• 2013

The analytical result indicates that their sociological variables including education background, age and marital status, and job satisfaction factors including employment term, job title, compensation, organization, promotion, colleague, job transfer have a significant impact on the quality of their life. This means that their job satisfaction affects the quality of life. In other words, it is necessary to create an environment which can offset their complaints about job environment and conditions and furthermore, generate a sense of pride and a rewarding experience. The study suggests transparent, fair HR system and continuous training and management in consideration of employees' qualification, experience and interest to boost a sense of pride and social recognition and increase the level of job satisfaction as a result. In line with this approach, their dedication to bringing positive changes in local communities is also essential.

• Journal of Korean Society of Transportation
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• v.26 no.4
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• pp.217-227
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• 2008

The purpose of this research is the estimation of a transfer ratio according to transfer time reflecting passenger attributes such as sex, age, income, job, the car ownership, and other variables with the assumption that a transfer ratio would be different depending on each passenger attribute. This research tested transfer time through a question-survey, estimated transfer time according to the passenger attributes using a data sample, and presented some applicable models about marginal transfer time for the case of the determination of transfer ratios according to transfer time. In this research the sample which had been surveyed for passengers walking to access a transfer station was used to test and estimate and the question was present walking time to the transfer time and the marginal transfer walking time.

• Archives of Reconstructive Microsurgery
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• v.11 no.1
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• pp.19-28
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• 2002

From 1994-2001, 25 mutilated digits were reconstructed with immediate toe-to-hand transfer in acute hand injury in 21 patients. There were 15 cases of great toe-to-hand transfer(partial great toe transfer 8 cases, modified wrap-around procedure 2 cases, and trimmed great toe transfer 2 cases) for thumb reconstruction, 2 cases of second toe transfer for index reconstruction, and 4 cases of simultaneous two toe-to-hand transfer(great toe & second toe transfer 1 case, bilateral second-toe transfer 2 cases, combined second & third toe transfer 1 case) for reconstruction of multiple digit amputations. Two cases of emergency exploration(2/25, 8%) were successfully salvaged. The incidence of emergency exploration and postoperative infection was not significantly different from that of the elective toe-to-hand transfer cases. Duration of industrial insurance coverage was 225 days, which is much shorter than that of elective cases. Among 43% of patients maintained their original job even after injury and immediate toe-to-hand transfer. The subjective satisfaction self- assessment scores of aesthetic appearance and function on the new reconstructed thumb were 80 and 88 in average, respectively, over a total score of 100. These were higher than those of reconstruction of other digits, but lower than those of elective reconstruction. The donor site after harvest of the great toe was mostly unsatisfied in a view of appearance. Immediate toe-to-hand transfer provides many advantages over elective procedure in acute hand injuries such as single stage reconstruction, shortened convalescent period, early return to work and efficient socio-economic factor. Furthermore because there were no significant differences in success rate, frequency of complications or ultimate functional result, immediate toe-to-hand transfer is a safe and reliable procedure in case of limited indications for acute digits loss.

• Asian Journal of Innovation and Policy
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• v.7 no.2
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• pp.310-337
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• 2018

Adoption of mobile learning (m-learning) is not new in Malaysian oil and gas industry, with heavy investment into research and development to train the workers. Nevertheless, the low application of learnt skills on the job remains an emergent research area where there is a missing link on the effects of m-learning and effective organisational learning and implication on its training transfer. The result of this quantitative research revealed that all variables in m-learning were found to have a positive relationship with the effective organisational learning, and there is evidence of training transfer as a mediator of the relationship between self-directed learning, training design, work environment and effective organisational learning. However, there were some discrepancies in the extend of training transfer between trainee characteristics and organisational learning. As such, some important issues emerged which challenge the importance of evaluating workers' readiness and transfer for a successful implementation of m-learning towards developing effective organisational learning.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.10 no.4
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• pp.1519-1534
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• 2016

In this paper, we study how to optimize the data shuffle phase by leveraging the flow relationship in datacenter networks (DCNs). In most of the clustering computer frameworks, the completion of a transfer (a group of flows that can enable a computation stage to start or complete) is determined by the flow completing last, so that limiting the rate of other flows (not the last one) appropriately can save bandwidth without impacting the performance of any transfer. Furthermore, for the flows enter network late, more bandwidth can be assigned to them to accelerate the completion of the entire transfer. Based on these characteristics, we propose the flow chasing algorithm (FCA) to optimize the completion of the entire transfer. We implement FCA on a real testbed. By evaluation, we find that FCA can not only reduce the completion time of data transfer by 6.24% on average, but also accelerate the completion of data shuffle phase and entire job.

• Journal of Korea Society of Digital Industry and Information Management
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• v.16 no.1
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• pp.111-129
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• 2020

The differentiators of this study are as follows. I would like to consider the factors that the compensation, considering the characteristics of the members of the ICT construction company, affects the turnover and suggest ways to promote the welfare of ICT construction company members in the fourth industrial revolution. The purpose of this study is to look at how perceived compensation affects the degree of turnover by members of small ICT construction companies through organizational Commitment and job placement. Specifically, the independent variable looks at the causal relationship between organizational civic behavior and organizational trust through Turnover intention. First, in the fourth industrial revolution, the management of the tasks of members of ICT construction companies was found to have a positive impact on their organizational immersion and job alignment. Second, in the fourth industrial revolution, the management of wages by members of ICT construction companies was found to have a positive impact on organizational immersion and job alignment. Third, in the fourth industrial revolution, the promotion management of members of ICT construction companies did not have a positive impact on their organizational immersion and job alignment Fourth, in the fourth industrial revolution, the concentration of members of ICT construction companies' organization is found to have a positive influence on turnover. Fifth, in the fourth industrial revolution, the job alignment of members of ICT construction companies was found to have a positive impact on turnover.

• Journal of Industrial Convergence
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• v.20 no.5
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• pp.29-38
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• 2022

Because of the need of actual performance of education, this study aims to understand how the factors of educational content and organizational characteristics affect organizational commitment and work performance, which are organizational effects, through learning transfer. As a result, task value, job relevance, and organizational compensation had a significant effect on learning transfer, learning transfer had a significant effect on organizational commitment and work performance, and organizational commitment had a significant effect on work performance. In order to increase the learning transfer of education, when specifying the connection with the actual job and strengthening the compensation system of the members, the learning transfer can be increased and eventually connected to performance. Since limited variables are considered, a more representative sample or professional group should be extracted through future research. In future studies, it will be possible to closely grasp the relationship between learning transfer and organizational effectiveness by setting representative samples and specifying variables.

• The Korean Journal of Emergency Medical Services
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• v.16 no.1
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• pp.65-80
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• 2012

Purpose: The objective of this study was to assess the job satisfaction and turnover intention of the emergency medical technicians (EMT) in the private ambulance service, to examine their job satisfaction and turnover intention, and to provide the solution for the management of the private ambulance service. Methods: The survey was conducted with 121 EMTs (73 paramedics, 36 basic EMTs and 12 nurses) in the private ambulance service in Korea from September 15 to October 14, 2011. In the reliability of the questionnaire, Cronbach's ${\alpha}$ was 0.790 for job satisfaction and 0.796 for turnover intention. Using SPSS 18.0, we obtained Cronbach's ${\alpha}$, frequencies, percentages, means, and standard deviations, and performed independent t-tests, ANOVA, and Pearson's correlation analysis. Results: 1) The mean score with regard to job satisfaction was 2.94 and that of their turnover intention was 4.23. In the area of job satisfaction, the mean score of the job demand area was 4.23; 3.97 for the job itself; 3.07 for the area of interaction; 2.98 for the area of autonomy: 2.67 for the organizational demand area; 2.67 for working conditions area; and 1.73 for the wage area. 2) Statistically significant difference was observed in job satisfaction according to age (F=3.819, p=.006), wages (t=-4.640, p=.000), terms of incumbency (F=3.868, p=.011), and in turnover intention it was according to sex (t=-1.995 p=.048), age (F=9.611, p=.000), education levels (F=6.974, p=.002), marital status (t=4.393, p=.000), wages (t=5.515, p=.000), license types (F=8.481, p=.001), and terms of incumbency ( F=14.115, p=.000). 3) The job satisfaction and the turnover intention had a negative correlation to each other (r=-.56, p<.000) in general, and in the sub-7 areas of job satisfaction, the correlation with turnover intention was high in order of the wage area (r=-.61, p=.000), working conditions area (r=-.52, p=.000), the area of autonomy (r=-.49, p=.000), the area of interaction (r=-.45, p=.000), the organizational demand area (r=-.40, p=.000), the job itself (r=-.24, p=.007) and the job demand area (r=-.24, p=.009). Conclusion: The government must take the charge of lowering the turnover intention among paramedics in the private ambulance service by providing the advantage in wages and fringe benefits. Ultimately, this would bring an improvement in the quality of medical emergency services to hospitals especially in the area of patient transfer and transportation.

• Journal of KIISE:Computing Practices and Letters
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• v.10 no.5
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• pp.375-384
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• 2004

The Grid is new infrastructure to provide computing environment for grand challenge research by sharing large-scale resources. Currently the Globus becomes a de facto standard middleware to construct Grid and supports core services such as resource management, security, data transfer, information services, and so on. However, it still needs more works and researches to satisfy requirements from various grid applications. A workflow management is becoming a main service as one of the important grid services for complex grid applications. We propose a Meta Scheduling Framework (MSF) in this paper. The MSF provides a XML-based Job Control Markup Language (JCML) for describing information and procedures of grid applications, and a workflow management service for scheduling the job using the JCML and for processing the job effectively.