• Journal of Korean Society of Industrial and Systems Engineering
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• v.24 no.66
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• pp.1-10
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• 2001

Simulation-Based Expert System(SIMBES) is a very effective tool to solve complex antral hard problems. The SIMBES model includes a simulator, a feature extractor, a machine learning system, a performance evaluator, and a Knowledge-Based Expert System(KBES). Since SIMBES depends on Problem domains, a schedule-based material requirements planning problem, which is NP-hard, was selected to exemplify the SIMBES model. To implement the SIMBES application in Smalltalk paradigm, a system class hierarchy was constructed. The hierarchy consists of five large classes such as Job Generator, Job Scheduler, Job Evaluator, Inference Engine, and Executive System. Several classes inside these classes were identified. Additionally, instance protocols about all classes have been described in terms of messages and pseudo methods. These protocols can be implemented easily by any other object-oriented languages. Furthermore, these results may be used as a skeletal system to develop a new SIMBES efficiently, especially when the application is related to other scheduling problems.

• Industrial Engineering and Management Systems
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• v.13 no.1
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• pp.43-51
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• 2014

This study presents an application of adaptive particle swarm optimization (APSO) to solving the bi-level job-shop scheduling problem (JSP). The test problem presented here is $10{\times}10$ JSP (ten jobs and ten machines) with tribottleneck machines formulated as a bi-level formulation. APSO is used to solve the test problem and the result is compared with the result solved by basic PSO. The results of the test problem show that the results from APSO are significantly different when compared with the result from basic PSO in terms of the upper level objective value and the iteration number in which the best solution is first identified, but there is no significant difference in the lower objective value. These results confirmed that the quality of solutions from APSO is better than the basic PSO. Moreover, APSO can be used directly on a new problem instance without the exercise to select parameters.

• Journal of the Korean Institute of Telematics and Electronics A
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• v.28A no.10
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• pp.774-781
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• 1991

A communication network protocol among programable devices built-i manufacturing field, MAP (Manufacturing Automation Protocol), has to provide the job transfer service carrying out a lot of jobs distributively, and the MMS( manufacturing message specification) defines the above application layer protocol. In this paper user software required in job transfer was implemented. So as to provide each service with compatibility and extension, each module was designed according to the functions. A method is selected in double-assigning their domain and program applicable even in complex process, which loads and proceeds several programs sequentially. In order to confirm the logical validity of the designed protocol, local applying test is accomplished for the application layer of response station. Modelling the job flow process, each serice module is verified with the I/O primitives.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.23 no.58
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• pp.119-128
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• 2000

The purpose of this study was to verify the determinants of person-organization(P-O) fit and its effects on job satisfaction and turnover intention. As a result of empirical survey, value congruence, job choice decision and similar occupation are confirmed as factors that affect on P-O Fit. And the effect of P-O fit on job satisfaction and turnover intention was significant. This findings indicated that P-O fit model can be used for organization to improve employee performance. Some limitations of this study and strategic application of P-O fit model for employee selection and retention were also discussed.

• International Journal of Computer Science & Network Security
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• v.22 no.3
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• pp.147-154
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• 2022

Actually, brand personality is more and more important in marketing field. Considering the employee as consumer this paper will study the effect of employee brand personality on the intention to send a job application. In this research we tried to make the difference by following the qualitative methodology. we did ten interviews with IT engineering student in terminal classes and after thematique analysis tow thems emerged in relation with the brand personality factors which are sincerity and excitement. people are attracted by firms inspiring confidence and sincerity an exciting environment this is an important finding for firms who want to attract talented people. however, it important for enterprises in the IT filed to focus all their communication actions on the sincerity and excitement

• Journal of Korea Society of Digital Industry and Information Management
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• v.11 no.3
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• pp.125-143
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• 2015

As improving the life quality of citizen because of development of Urbanization and Information, civil application service of public institutions has been changed. The government provides a 24-hour civil service of e-government, public institutions operate U-complaints call center to pursue a personalized service to customers. As customer service are diversified, the inconvenience of service is increased. Therefore, public institutions instituted U-complaints call center to solve increased complaints. In early days, public institutions operated simple call center. However, it became intelligent U-complaints call center by SNS. The more increase the importance of agents' contact customer service, the more increase Job Performance considered by Organizational Commitment & Job Satisfaction of call center agents. This study analyzed that applied to Fairness Theory with Organizational Commitment, Job Satisfaction and analyze U-complaints call center agents' role and job performance of public institutions. Proposed a research model applied to job satisfaction with key variables, organizational commitments, job satisfaction. It's expected to impact on job performance of U-complaints call center agents in public institutions. For empirical study of research model, conducted a survey of the U-complaints call center agents of public institutions. 170 samples were collected from the survey and analyze relationship between the factors. Procedural justice, distribution fairness, fairness interaction are significant influence on organizational commitment of parameters by analysis U-complaints call center agents. Procedural justice and fairness of interaction was found not to effect on parameters of job satisfaction. Also, parameter, organizational commitment have significant influence on job satisfaction. However, have no influence on job performance. Therefore, the parameters of job satisfaction have significant influence on job performance. Public institutions should adopt to improve the quality of citizen services through U-complaints call center agents.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.16 no.27
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• pp.83-89
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• 1993

In order to model the Group Technology Problem three formulations are used, that is, generally the following formulations are used: (1) Matrix formulation, (2) Mathematical programming formulation, (3) Graph formulation. In the case of Matrix formulation, it is difficult to discribe the situation using the multi-job machine. But this paper proposed the model of Group Technology using the multi-job machin, taking the method of making practical application of principle of similarity coefficient.

• Journal of the Korean Operations Research and Management Science Society
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• v.17 no.3
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• pp.1-12
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• 1992

Parallel Genetic Algorithms (GAs) are developed to solve a single machine n-job scheduling problem which is to minimize the sum of absolute deviations of completion times from a common due date. (0, 1) binary scheme is employed to represent the n-job schedule. Two selection methods, best individual selection and simple selection are examined. The effect of crossover operator, due date adjustment mutation and due date adjustment reordering are discussed. The performance of the parallel genetic algorithm is illustrated with some example problems.

• Journal of Labour Economics
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• v.26 no.3
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• pp.209-230
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• 2003

This study investigates the factors affecting job seekers' utilization of social networks in Korean job markets by using the East Asia Social Survey on People's Work Life: South Korea data collected in 1996. If employees are analyzed as a whole, social networks have been used more frequently than formal means and direct application. Results of the multinomial logistic regression largely show that job seekers who occupy better positions in job markets have used social networks less frequently. This is due to the characteristics of Korean job markets: (1) Korean job markets are clearly divided by several criteria, and (2) in the sectors of job markets which provide better socioeconomic rewards, the competition through formal means is the main path of getting jobs.

• Journal of Korean Academy of Nursing
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• v.37 no.1
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• pp.114-124
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• 2007

Purpose: The purpose of this study was to describe the experiences of job satisfaction in clinical nurses. Methods: Data was collected from three focus groups composed of 17 hospital nurses. Each focus group had an interview for an average of two and a half hours with the guidance of researchers. The main question was 'how do you describe your lived experience of job satisfaction as a clinical nurse?' Qualitative data from the field notes and transcribed notes were analyzed using a grounded theory methodology developed by Strauss and Corbin. Results: The core category of experience of job satisfaction in clinical nurses was identified as 'Finding success.' Supportive interpersonal relationships and environment affected this category. In the process of attaining job satisfaction through finding success, the participants were using four interactional strategies such as giving meaning, finding self-esteem, extending the horizon of life, and strengthening self-capability. The dimensions of job satisfaction in clinical nurses were the sense of achievement, stability, and pride. Conclusion: The results of this study yields very useful information for nursing mangers to design a program which enhances job satisfaction of clinical nurses based on interactional strategies.