• Proceedings of the Korea Information Processing Society Conference
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• 2018.10a
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• pp.80-81
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• 2018

모바일, IoT, 데스크탑의 컴퓨팅 자원을 통합한 환경에서 다중 작업을 처리하는 연구가 진행되고 있다. 통합된 컴퓨팅 자원(Integrated Computing Resources)에서 다중 작업(Multi-Job)을 처리할 경우에는 실시간으로 발생하는 작업 부하 및 대규모의 컴퓨팅 능력이 요구된다. 또한 사용자에게는 단일 작업 처리 시간과 유사한 작업 처리 속도를 제공해야한다. 기존 클라우드 컴퓨팅의 작업 처리 연구에서는 고성능의 컴퓨팅 자원을 이용하여 단일 작업 처리 속도를 향상시키는 연구는 진행되었으나 다중 작업 처리에 대한 연구는 미흡하다. 본 논문에서는 통합된 컴퓨팅 자원에서 두 개 이상의 작업을 수행하여 작업 처리량을 향상 시키는 다중 작업 스케줄링(MJS-MM)을 제안한다. MJS-MM은 서브미션된 작업을 분할(Decomposition)하고 가용 컴퓨팅의 성능기반 작업을 수행하여 총소요시간(Makespan)을 최소화 할 수 있도록 한다.

• Journal of the Korea Society of Computer and Information
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• v.18 no.8
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• pp.9-15
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• 2013

As the resources of cloud computing are essentially heterogeneous and jobs have various characteristics, resource allocation to jobs is one of important problems. We define this issue as a multi-criteria decision-making problem. This paper proposes a priority-based job scheduling algorithm based on analytic hierarchy process (AHP). On the first step, jobs are classified based on their preferences. On the second step, response time, system utilization, and load becomes decision criteria based on the AHP algorithm. Jobs are allocated to adequate resources through their priorities that are calculated by the AHP algorithm. Through analysis and experiment of the proposed algorithm, we are to confirm that the scheme can schedule jobs as well as utilize its resource efficiently.

• Korean Security Journal
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• no.12
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• pp.225-243
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• 2006

This study is focused on the relation in the motive and the evaluation for the job in a special private security field. The supplement of the outstanding human resources is one of most important matter to improve the private security industry. For it the applicant's motive and evaluation of whose quality should be screened to recruit proper and oustanding human resources into the industry. For the study the follow elements would be considered. First, What is the real motive to apply the job and how prospect on the job the applicant will be taken. Second, what is different point of view to the job between male and female. Third, what relationship is in achieving the job performance between the temporary motive and the planed motive. Forth, what effects are on the job satisfaction and the planed motive for the job. With the above elements the survey was taken based on each sex for the study and the results are out as below. a) Male is in higher than female in taking with unplaned job motive and for job satisfaction is much higher in 1-20 age range. b) In general, the expectation on the job is much higher than the current job status, the male are in the expextation on the job and the female are in the the current job status. c) The job satisfaction is on positive effect to the planed taken job but the unplaned taken job is on negative. From the Research the most concerning element on the recruiting new employee is applicant's positive attitude on the job he/she will be taken.

• Journal of Convergence for Information Technology
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• v.10 no.10
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• pp.259-267
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• 2020

This study explored a structural model that predicted the influencing factors of GRIT and job crafting on the organizational effectiveness of organizational commitment and job satisfaction of medical center employees and verified the relationship between them. This study was conducted on 450 subjects, including doctors, nurses, administrative staff, and technical health service staff working at a university-affiliated hospital, from June 1, 2020 to June 15, 2020, and collected data were analyzed using SPSS 26.0 and AMOS 26.0. The results of this study showed that the higher the GRIT, the more active the job crafting(β=.751, p<.001), which appeared to have a positive effect on organizational commitment (β=.297, p=.005) and job satisfaction(β=.353, p<.001). Although the GRIT of medical center employees did not show a direct effect on organizational commitment and job satisfaction, indicators of organizational effectiveness and employees' job crafting thoroughly played an intermediary role in the relationship between GRIT and organizational effectiveness. These results are expected to be utilized as useful information in developing measures for human resources management of medical center employees.

• Journal of Korean Academy of Nursing
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• v.53 no.1
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• pp.129-143
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• 2023

Purpose: This study aimed to examine the mediating effects of clinical nurses' job crafting on organizational effectiveness based on the job demands-resources model proposed by Bakker and Demerouti (2017). Methods: The participants consisted of 393 nurses working in nursing units of a tertiary general hospital located in Cheongju region. The data, collected using questionnaire from August 9 to August 20, 2021, were analyzed using SPSS 23.0 and AMOS 27.0. Results: The goodness-of-fit (GoF) test results on the modified model (χ² = 2.7, GFI = .94, SRMR = .03, RMSEA = .06, NFI = .92, CFI = .94, TLI = .92, AGFI = .90), indicated that the GoF index satisfied the recommended level. Regarding the effects of each variable on organizational effectiveness, job crafting showed statistically significant direct (β = .48, p < .001), indirect (β = .23, p < .001), and total effects (β = .71, p < .001). Burnout showed statistically significant direct effect (β = - .17, p < .001). Work engagement showed statistically significant direct (β = .41, p < .001) and total effects (β = .41, p < .001). The factors explaining organizational effectiveness were job crafting, burnout, and work engagement, which had an explanatory power of 76.7%. Conclusion: Nurses' job crafting is an important mediating factor for enhancing the organizational effectiveness of nursing organizations. Hospitals should develop job-crafting success cases and related education and training programs as a strategy for enhancing the job crafting of nurses and, consequently organizational effectiveness.

• Journal of The Korean Society of Integrative Medicine
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• v.11 no.3
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• pp.205-217
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• 2023

Purpose : This study aimed to identify the job satisfaction, organizational commitment, and turnover intention of workers at dementia care centers, and the correlations between these factors. Methods : A survey of 131 dementia care center employees was conducted. This comprised 48 questions covering respondent characteristics, organizational satisfaction, organizational commitment, and turnover intention. Results : Employees with no intention to change jobs had significantly higher job satisfaction and organizational commitment than those with job change intentions. Turnover intention was significantly correlated with both job satisfaction and organizational commitment. The higher the organizational commitment and the lower the turnover intention, the higher the job satisfaction. The higher the job satisfaction and the lower the turnover intention, the higher the organizational commitment. Analysis of the sub-components of the main variables found The lower the work environment, compensation, and sense of belonging to the organization, the higher the turnover intention. Conclusion : Regular educational programs are needed to improve the expertise of workers at the dementia care center, and opportunities for employees to communicate their needs should be maximized. In addition, higher salaries will attract more able and willing employees, reduce turnover, and provide and a sense of of belonging to the organization. Attention to the proper distribution of work and recruitment of appropriate human resources will further improve the working environment. If the job satisfaction and organizational commitment of workers at the dementia care center are increased and the number of employees intending to change jobs is reduced, the length of employee service will increase and contribute to improved care and service quality for dementia patients.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.10
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• pp.265-273
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• 2017

This study aimed to investigate the moderating effect of self-regulation on the impact of social support on job stress, by focusing on the relationship between these three variables in terms of their effects of on personal assistants for the disabled. We surveyed 330 personal assistants for the disabled and asked them what they thought about social support, self-regulation, and job stress. Among them, a total of 276 subjects were included in the analysis. Moderated multiple regression (MMS) through the simultaneous-entry method was employed for the analysis using SPSS (PASW) 18.0 and PROCESS Macro for SPSS. The main results were as follows. First, social support and self-regulation contributed to the decrease in job stress. Second, self-regulation turned out to have a moderating effect on the relationship between social support and job stress, and enhanced the effect of social support on the decrease of job stress. Lastly, the implications and limitations of this study, as well as suggestions for future research, are discussed. This study suggests that besides external resources such as social support, internal resources such as self-regulation are necessary in order to manage job stress in the field of personal assistance services for the disabled.

• The Korean Journal of Franchise Management
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• v.8 no.4
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• pp.21-32
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• 2017

Purpose - In hotel business, how to build the relationship between leader and employees is very important, because it affects on the customer satisfaction. Thus, this research examines the effect of authentic leadership on job performance in the context of hotel industry and identifies mediating roles of organizational engagement, job satisfaction, and creativity in the relationship between authentic leadership and job performance. This study suggests the guidelines for how hotel companies should improve employee productivity and build a desirable organizational culture by presenting employee attitudes and behavioral models that explain the relationship between leaders and employees. Research design, data, and methodology - This study examines the structural relationship between authentic leadership, organizational engagement, job satisfaction, creativity, and job performance from the employee's perspective. Authentic leadership divide into four sub-dimensions such as self-awareness, balanced process of informations, internalized moral perspective, and relational transparency. In order to test the purposes of this study, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 114 franchise hotel employees and were analyzed using SPSS 21.0 and Smart PLS 3.0. program. Result - The results of this study are as follows. First, authentic leadership have significant impacts on organizational engagement and creativity, but does not have impact on job satisfaction directly. Second, organizational engagement have significant impacts on job satisfaction and job performance, but does not have impact on creativity directly. Third, job satisfaction has significant impact on creativity, but does not have impact on job performance. Fourth, creativity has significant impact on job performance. Conclusions - The findings of this study indicate that hotel leaders should properly implement the authentic leadership and consider how to build a corporate culture to improve an organizational and employee productivity through authentic leadership. Due to the nature of the hotel industry, which relies heavily on human resources, hotel companies must manage their employees with authenticity in order to increase organizational engagement, job satisfaction, and creativity that affect hotel and employee productivity. If hotel employees perceive their leader's authentic leadership, they show more organizational engagement that increases creativity and leads to job performance. Finally, hotel employees can propose creative ideas only if they will be satisfied with their jobs. Therefore, the leader should develop non-monetary or monetary reward system for the employees and, make an efforts to foster creativity of the employees.

• Proceedings of the Korean Society of Precision Engineering Conference
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• 2000.11a
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• pp.348-352
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• 2000

Intelligent agents represent parts and manufacturing resources, which cooperate, negotiate, and compete with each other. The negotiation between agents is in general based on the Contract-Net-Protocol. This paper describes a new approach to negotiation-based job shop scheduling. The proposed method includes multi-negotiation strategy as well as single-negotiation. A case study showing the comparison of various negotiation strategies is also given.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.23 no.58
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• pp.49-58
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• 2000

In order to resolve a deadlock problem in manufacturing systems, three main methods have been proposed-prevention, avoidance, and recovery. The prevention and avoidance methods require predicting deadlocks in advance in order to prohibit them. In contrast, the recovery method allows a system to enter a deadlock state, then resolves it usually using a common buffer. In this paper, a deadlock recovery method considering the impact of flexible job routings is proposed. This method is based on capacity-designated directed graph (CDG) model representing current requesting and occupying relations between Jobs and resources in order to detect a deadlock and then recovers it.