• KSII Transactions on Internet and Information Systems (TIIS)
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• 제10권3호
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• pp.1071-1090
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• 2016

Most of scheduling methods in the Grid only consider one special attribute of the resource or one aspect of QoS (Quality of Service) of the job. In this paper, we focus on the problem that how to consider two aspects simultaneously. Based on the requirements of the jobs and the attributes of the resources, jobs are categorized into three kinds: CPU-overload, memory-overload, and bandwidth-overload jobs. One job may belong to different kinds according to different attributes. We schedule the jobs in different categories in different orders, and then propose a scheduling method-MTS (multiple attributes scheduling method) to schedule Grid resources. Based on the comparisons between our method, Min-min, ASJS (Adaptive Scoring Job Scheduling), and MRS (Multi-dimensional Scheduling) show: (1) MTS reduces the execution time more than 15% to other methods, (2) MTS improves the number of the finished jobs before the deadlines of the jobs, and (3) MTS enhances the file size of transmitted files (input files and output files) and improves the number of the instructions of the finished jobs.

• 경영과학
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• 제10권1호
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• pp.171-192
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• 1993

In this paper, a rule for dispatching operations, named the Most Dissimilar Resources (MDR) dispatching rule is presented. The MDR dispatching rule has been designed to maximize utilization of resources in a resource-constrained job shop with general precedence constraints. In shown that solving the above scheduling problem with the MDR dispatching rule is equivalent to multiple solving of the maximum clique problem. A graph theoretic approach is used to model the latter problem. The pairwise counting heuristic of computational time complexity O(n$^{2}$) is developed to solve the maximum clique problem. An attempt is made to combine the MDR dispatching rule with the existing look-ahead dispatching rules. Computational experience indicates that the combined MDR dispatching rules provide solutions of better quality and consistency than the dispatching rules tested in a resource-constrained job shop.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2006년도 추계학술대회 논문집
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• pp.981-989
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• 2006

The purpose of this article is to depict the relationship between the frames of leadership and the dependent variables such as job satisfaction, respect from subordinates, promotion, and effective attainment of unit objectives. To attain this purpose, for types of multiple leadership frames, such as structural, human resources, political, and symbolic frames were surveyed through questionnaire and analyzed by SPSS. The major findings are : 1) In general, the symbolic frame is an important factor having a stronger influence on job satisfaction, respect from subordinates, promotion, and effective attainment of unit objectives. 2) In details, the human resources frame shows a positive effects on job satisfaction and respect; the structural frame on effective attainment of unit objectives; the political frame, to a certain degree, on promotion; and the symbolic frame, especially on respect from subordinates, promotion, and effective attainment of unit objectives.

• 한국정보과학회논문지:시스템및이론
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• 제37권3호
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• pp.127-137
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• 2010

다양한 과학 분야에서 대규모의 계산집중적인 어플리케이션들이 많은 그리드 자원을 활용해감에 따라 그 실행 관리와 제어의 어려움도 증가하였다. 어플리케이션의 반복되는 실행으로 축적된 작업 이력을 참조하여 어플리케이션의 특성을 파악하고 그리드 자원 선택 정책을 결정하였다. 본 논문은 그리드 컴퓨팅 환경과 이를 활용한 어플리케이션의 이력을 분석하기 위해 통계적 기법인 PBDF(Plackett-Burman with Fold-Over)계획법을 적용하였다. PBDF는 그리드 환경과 어플리케이션에서 주요한 요인들을 파악하고, 그것들이 얼마만큼 영향을 미치는 가를 수치화한다. 영향력 큰 요인은 작업 이력에서 참조 프로파일을 찾고 적절한 자원을 선택하는데 사용하였다. 응용의 수행 결과를 다시 작업 이력에 포함시키고 인자의 신뢰도를 조정하였다. 본 연구는 항공우주 연구 그리드의 작업 이력을 분석하여 적응형 자원 선택 알고리즘을 제안하였다. 주요한 요인들의 영향력을 계산하고 자원 선택 정책에 반영하는 실험을 하였다. 또한, 수행이 끝난 후 인자의 신뢰도를 평가해 그리드 환경 변화에 적응하는 알고리즘의 유효성을 검증하였다. 오류가 빈번한 그리드 환경에서 자원 선택 기법을 평가하기 위해 다양한 시나리오에서 그 적응력을 실험하였다.

• 한국자원식물학회:학술대회논문집
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• 한국자원식물학회 2005년도 춘계 학술발표대회
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• pp.183-185
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• 2005

• 대한간호학회지
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• 제42권1호
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• pp.9-18
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• 2012

Purpose: The purpose of this study was to test the turnover intention model for chief nurse officers in general hospitals. The variables for the study included job stress, social support, job satisfaction, and organization commitment. Methods: A predictive, non-experimental design was used with a sample of 144 chief nurse officers from 144 general hospitals. Data were collected using self-administered questionnaires and analyzed using SPSS, AMOS program. Results: The overall fitness of the hypothetical model to the data was good (${\chi}^2$=16.80, p=.052, GFI=.96, AGFI=.90, NFI=.97, CFI=.99). Job stress, social support, job satisfaction, and organization commitment explained 59.0% of the variance in turnover intention by chief nurse officers. Both organization commitment and social support directly influenced turnover intention for chief nurse officers, and job stress and job satisfaction indirectly influenced turnover intention. Conclusion: The results imply that chief nurse officers in hospitals need social support and management of job stress to increase job satisfaction and organization commitment, and lower turnover intention.

• 대한치과기공학회지
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• 제9권1호
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• pp.5-19
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• 1987

The factors which impact on the productivity of medical organization are technique, manager, raw materials, management style, manpower structure, job construction, and so on. Human resources is the most important factor among them, but the productivity of serice organization can not be measured easily. The purpose of this study was to verify the effect of laboratory status, the degree of job cognition, and stress on the productivity of dantal prosthetic products, and to fine out the factors which impact on the productivity. The results were as follows: 1. The job characteristice of crown bridge laboratory part and porcelain laboratory part similar to each other. Also partial denture laboratory part and complete denture laboratory part were similar to each other. But that of orthodontic laboratory part was different from other. 2. the degree of job cognition made significant difference statisfically according to job characteristics of each dental laboratorise. 3. The correlation coefficient between job cognition of dental laboratory technician and workshop environment was.23, but the correlation between job cognition job stress appeared reversely, its coefficient was-.17. 4. The productivity of technician engaged in dental laboratory was much heigher than that of technician engaged in dental clinical laboratory room, and each were different in the degree of job cognition. 5. the most important factors which impact one the performance productivity of dental laboratory technician were the fact whether he married or not and his status.

• 한국정보과학회논문지:시스템및이론
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• 제34권7호
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• pp.304-318
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• 2007

그리드(Grid) 컴퓨팅은 지리적으로 분산된 컴퓨팅 자원들을 네트워크로 연동시켜 서로 공유 될 수 있도록 해주는 서비스이다. 본 논문에서는 그리드 컴퓨팅 시스템을 구성하는 전체 노드를 대상으로 작업을 분배하는 메타 스케줄링 정책과 특정 한 개의 노드 내에서 작업을 분배하는 작업 스케줄링을 동시에 고려하는 하이브리드 스케줄링 기법을 제안한다. 그리드 컴퓨팅 노드로 제출된 작업을 필요 프로세서 수와 예상 작업수행 시간에 따라 구분하여 우선순위가 높은 작업은 작업 큐(Job Queue)로, 우선순위가 낮은 작업과 원거리 작업은 백필 큐(Backfill Queue)로 할당시킴으로써, 그리드 컴퓨팅 시스템의 성능을 높이는 방법을 연구한다. 다양한 실험을 통하여 제안된 기법들의 성능을 평가하며, 그리드 컴퓨팅 시스템의 이용률이 높아지고, 작업 지연시간이 감소됨을 확인한다.

• 대한예방한의학회지
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• 제15권3호
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• pp.101-114
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• 2011

The purpose of this study was to analyze of Hospital Coordinator based on the DACUM(Developing A Curriculum) method. The contents of this study were to extract the duties, tasks consisting of job of Hospital Coordinator and to investigate levels of importance, difficulty, frequency and entry level on each task, and to make out a job model of Hospital coordinator. A DACUM committee was composed to analyze job of Hospital Coordinator and the committee members were total 17, a facilitator, 15 hospital administrator and a recorder. The major findings of this study were as the followings ; first, duties in job of Hospital Coordinator were total 10, which were organization of Hospital Coordinator affairs, customerfacing services, consultation support, customer counsel, customer management, financial management, medical service planning, medical service marketing, organizational management, image making management, and self-development. And total tasks in job of Hospital coordinator were 76. Second, the tasks which were important, difficult, frequent and essential in entry step of occupation were counseling before consultation, explaining treatment plan after consultation, checking progress of consultation, answering teleconsultation, and finding out customer's consultation information. Third, a job model of Hospital Coordinator was constructed based on the results of DACUM job analysis.

• 한국조리학회지
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• 제10권3호
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• pp.32-50
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• 2004

The purpose of this study was to examine what caused bakery employees at tourist hotel to leave their job. It's basically meant to lay the foundation for increasing personnel management efficiency and reducing turnover rate, as an attempt to prevent workers from quiting their jobs would be a successful way to take advantage of human resources more efficiently. Both theoretical and experimental approaches were utilized to serve the purpose of this study. First, concerning salaries, their turnover intention was under the influence of whether they were properly paid or gained a sufficient living. Second, as for environmental factors, their turnover intention was affected by performance appraisal and interpersonal trust with colleagues. Third, regarding job-related factors, their turnover intention was impacted by whether their job was clearly defined, how much they were satisfied with their job and whether their posts were suitable. Forth, the change of job was subjected to the influence of the desire for job in another region, job in another company and another kind of job. And there should be a clear distinction between sales and other works, and they should carefully be treated so that they could find their job more satisfactory.