• The Journal of the Convergence on Culture Technology
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• v.7 no.4
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• pp.181-187
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• 2021

This study conducted a survey of 118 men and women who obtained hair national technical certificate from June 28 to July 11, 2021, focusing on SPSS.The WIN 22.0 program was used. We would like to examine the effect of recognition of hair national technical certificates on job utilization and satisfaction with certificate acquisition, and the effect of job utilization on satisfaction with certificate acquisition at the hair salon site. First, the necessity and utility of recognition of hair national technical qualifications have been shown to affect job utilization. Second, it was found that the necessity and utility of recognition of hair national technical certificates affect the satisfaction of obtaining certificates. Third, it was found that the job utilization of the national technical certificate of hair affects the satisfaction of obtaining a certificate. As a result of the study it meets the requirements that can be put into the field, and it can be seen that usability in the hair salon site is important as an effect on the satisfaction of obtaining a certificate. Based on these conclusions, the following suggestions are made for subsequent studies, taking into account the limitations of the study. The point is that hairdressers who obtained national technical certificates participated in this study were limited to S regions. In the future, it is necessary to expand the size and region of the sample group in various ways and reflect a wide range of research overall.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.9 no.4
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• pp.1302-1320
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• 2015

In cloud, everything can be provided as a service wherein a large number of users submit their jobs and wait for their services. hus, scheduling plays major role for providing the resources efficiently to the submitted jobs. The brainwave of the proposed ork is to improve user satisfaction, to balance the load efficiently and to bolster the resource utilization. Hence, this paper roposes an Adaptive Multilevel Scheduling System (AMSS) which will process the jobs in a multileveled fashion. The first level ontains Preprocessing Jobs with Multi-Criteria (PJMC) which will preprocess the jobs to elevate the user satisfaction and to itigate the jobs violation. In the second level, a Deadline Based Dynamic Priority Scheduler (DBDPS) is proposed which will ynamically prioritize the jobs for evading starvation. At the third level, Contest Mapping Jobs with Virtual Machine (CMJVM) is roposed that will map the job to suitable Virtual Machine (VM). In the last level, VM Scheduler is introduced in the two-tier VM rchitecture that will efficiently schedule the jobs and increase the resource utilization. These contributions will mitigate job iolations, avoid starvation, increase throughput and maximize resource utilization. Experimental results show that the performance f AMSS is better than other algorithms.

• Journal of Digital Convergence
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• v.15 no.11
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• pp.9-21
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• 2017

This study is aimed to evaluate the satisfaction level and effective value in acquiring the coffee-related private certificates for purpose of development and growth of the coffee industry in Korea. Analysis had being made to investigate on which parts of the vocational competencies designated by National Competency Standard are developed by the coffee-related private certificates implemented in Korea and the effect of such certificates on the job satisfaction and intent to utilize are further elaborated. While technical ability, self-development ability, problem-solving ability had a positive (+) effect on overall job satisfaction. Further, job satisfaction of vocational competencies had a positive (+) effect on the utilization intention. Through this study, it is found that the coffee barista private certificates have a considerable effect on the development of vocational competencies, improve the job satisfaction and are utilized as a material evaluating ability scales for recruitment and employment.

• The Journal of Information Systems
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• v.10 no.1
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• pp.217-241
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• 2001

Groupware technologies have become an important part of the business computing infrastructure in many organizations, but many groupware applications, especially those requiring significant collaboration among users, are still nut adequately used. The purpose of the paper is to explore the impact of groupware on the job performance. Recently, utilization of new information technology such as groupware can increase office productivity, but often this potential is not realized. Results of most studies indicate that groupware could increase the productivity of knowledge workers, who compose the majority of the labor force in the organization. The study on the impact of job characteristics on groupware and job performance is not sufficient. This study examines the influence of job characteristics such as job diversity, autonomy, and feedback on the use of groupware and job performance. In addition to that, this study examines the influence of the use of groupware on job performance. The results of regression analyses revealed that feedback was the major predictor of job performance, while autonomy and job diversity were the Haler predictors of the use of groupware. Also, the use of groupware were found to be important predictors of job performance.

• 대한공업교육학회지
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• v.40 no.1
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• pp.87-104
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• 2015

This study was carried out to evaluate on the job implementation of ITEC(Invention Teacher Education Center)'s in-service teacher training. To accomplish this purpose, teacher's perception on retention, usefulness, utilization, and enhancement were investigated after one year completing in-service teacher training. The populations of this study were 60 teachers completing in-service teacher training of the southeast ITEC. The methods of this study were survey research and qualitative content analysis. The subjects of survey research were 30 teachers and the case analysis objects were 12 epilogues of in-service teacher training. The mean of job implementation of southeast ITEC's in-service teacher training was 4.07 on a five-point scale. Teacher's perception on job implementation sub factors after one year completing in-service teacher training were as follows. The mean of enhancement factor was 4.39, usefulness factor was 4.11, utilization factor was 3.94, and retention factor was 3.82 on a five-point scale. The mean of enhancement factor and usefulness factor were relatively high level as compared with the mean of job implementation and the mean of utilization factor and retention factor were relatively low level as compared with the mean of job implementation. The results of qualitative content analysis about 12 epilogues of in-service teacher training, some significant instances were deducted that representable retention, usefulness, utilization, and enhancement factors directly and indirectly.

• KIPS Transactions on Computer and Communication Systems
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• v.11 no.7
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• pp.205-216
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• 2022

One of the many tools used for distributed deep learning training is Kubeflow, which runs on Kubernetes, a container orchestration tool. TensorFlow jobs can be managed using the existing operator provided by Kubeflow. However, when considering the distributed deep learning training jobs based on the parameter server architecture, the scheduling policy used by the existing operator does not consider the task affinity of the distributed training job and does not provide the ability to dynamically allocate or release resources. This can lead to long job completion time and low resource utilization rate. Therefore, in this paper we proposes a new operator that efficiently schedules distributed deep learning training jobs to minimize the job completion time and increase resource utilization rate. We implemented the new operator by modifying the existing operator and conducted experiments to evaluate its performance. The experiment results showed that our scheduling policy improved the average job completion time reduction rate of up to 84% and average CPU utilization increase rate of up to 92%.

• Journal of the Korean Society of Industry Convergence
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• v.4 no.3
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• pp.281-287
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• 2001

Traditional job shop scheduling is supposed that machine has a fixed processing job type. But actually the machine has a highly utilization or long processing time is occurred delay. Therefore product system is difficult to respond quickly to the change of products or loads or machine failure etc. Here we use flexible job shop which is supposed that a machine has several jobs by tool change. The heuristic for the flexible job shop scheduling has to solve two problems. One is a routing problem which is determine a machine to process job. The other is sequencing problem which is determine processing sequence. The approach to solve two problems arc a hierarchical approach which is determined routing and then schedule, and a concurrence approach which is solved concurrently two problems by considering routing when it is scheduled. In this study, we simulate for flexibility efficiency fo flexible job shop scheduling with machine failure using hierarchical approach.

• The Korean Journal of Health Service Management
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• v.6 no.1
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• pp.65-75
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• 2012

The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

• Journal of the Korea Society of Computer and Information
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• v.24 no.6
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• pp.151-158
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• 2019

In this paper, we analyzed the relationship between employment stability, wage level, welfare system, working condition, job satisfaction and organizational commitment in order to find out ways to develop and competitiveness of the nano-convergence industries. Through this study, we conducted the possibility of deriving organizational commitment by job satisfaction which is given through employment stability, wage level, welfare system, and working condition for continuing their work life. In order to find relationships between each concepts, we used a multiple regression analysis with job satisfaction and commitment as dependent variable and employment stability, wage level, welfare system, and working condition as independent variables. Through this study, it was expected to increase the organizational commitment through the job satisfaction of the employees if a changing method of employees management is centered on some tasks suggested for the sound working condition and efficient utilization policies.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.157-169
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• 2022

Job love is an emerging phenomenon, which is the utmost approach to fulfilling employees' and organizations' mutual interests, especially performance. The current study aims to define and extend the existing proposed construct of "loving one's job" as job love. It provides a novel theoretical multi-level framework of job love, contextual factors, and performance principled on the attraction-selection-attrition framework and social exchange theory through an integrated approach. This study collected cross-sectional data through a questionnaire from 332 nurses across eight tertiary hospitals in Khyber Pakhtunkhwa, Pakistan. The findings are based on the structural equation modeling technique (SEM) at multi-levels. The results show significant relationships between job love, contextual factors, and performance at the individual and organization levels. There are some insignificant relationships between the variables at the cross-level. Job love plays a key role for both employees and organizations. It facilitates the individuals in the recruitment process to select the job they love, be a good fit, and stay committed to that particular job and organization. This phenomenon allows people to pursue their common interests. Job love assists firms in developing human resource capacity utilization plans that satisfy the needed requirements.