• Journal of Korean Institute of Industrial Engineers
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• v.28 no.4
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• pp.415-424
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• 2002

Semiconductor manufacturing has been emerged as a highly competitive but profitable business. Accordingly it becomes very important for semiconductor manufacturing companies to meet customer demands at the right time, in order to keep the leading edge in the world market. However, due-date oriented production is very difficult task because of the complex job flows with highly resource conflicts in fabrication shop called FAB. Due to its cyclic manufacturing feature of products, to be completed, a semiconductor product is processed repeatedly as many times as the number of the product manufacturing cycles in FAB, and FAB processes of individual manufacturing cycles are composed with similar but not identical unit processes. In this paper, we propose a production scheduling and control scheme that is designed specifically for semiconductor scheduling environment (FAB). The proposed scheme consists of three modules: simulation module, cycle due-date estimation module, and dispatching module. The fundamental idea of the scheduler is to introduce the due-date for each cycle of job, with which the complex job flows in FAB can be controlled through a simple scheduling rule such as the minimum slack rule, such that the customer due-dates are maximally satisfied. Through detailed simulation, the performance of a cycle due-date based scheduler has been verified.

• Korean Journal of Computational Design and Engineering
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• v.9 no.4
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• pp.325-333
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• 2004

To ensure competitiveness in the modern automotive market, material arrangements and information managements should be performed concurrently with new car developments. In automotive general assembly shops, thus, new business workflow and supporting environments are inevitable to reduce the manufacturing preparation time in developing a new car in the manner of concurrent and collaborative engineering. Since complete material arrangements for a whole general assembly system is a huge and complex job, several planners should execute their planning jobs and share information. Therefore, each planner should provide others with his/her results with continuous on-line communication and cooperation. Digital automotive general assembly factory is useful the performing concurrent and collaborative engineering and is essential for material arrangements and information managements systems. In this research, we constructed a sophisticated digital factory of an automotive general assembly shop by measuring and modeling through the parametric 3-D CAD, and a web-based system for concurrent and collaborative material arrangements for automotive general assembly via 3D mock-up is developed. By the digital general assembly shop and developed web-based system, savings in time and colt of manufacturing preparation activities are possible, and the reliability of the planning result Is greatly improved.

• International Journal of Naval Architecture and Ocean Engineering
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• v.8 no.5
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• pp.496-510
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• 2016

Simulation technology is a type of shipbuilding product lifecycle management solution used to support production planning or decision-making. Normally, most shipbuilding processes are consisted of job shop production, and the modeling and simulation require professional skills and experience on shipbuilding. For these reasons, many shipbuilding companies have difficulties adapting simulation systems, regardless of the necessity for the technology. In this paper, the data model for shipyard production simulation model generation was defined by analyzing the iterative simulation modeling procedure. The shipyard production simulation data model defined in this study contains the information necessary for the conventional simulation modeling procedure and can serve as a basis for simulation model generation. The efficacy of the developed system was validated by applying it to the simulation model generation of the panel block production line. By implementing the initial simulation model generation process, which was performed in the past with a simulation modeler, the proposed system substantially reduced the modeling time. In addition, by reducing the difficulties posed by different modeler-dependent generation methods, the proposed system makes the standardization of the simulation model quality possible.

• Journal of Korean Institute of Industrial Engineers
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• v.35 no.4
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• pp.257-265
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• 2009

This paper considers the hybrid flow shop scheduling problem for the objective of minimizing the number of tardy jobs. In hybrid flow shops, each job is processed through multiple production stages in series, each of which has multiple identical parallel machines. The problem is to determine the allocation of jobs to the parallel machines at each stage as well as the sequence of the jobs assigned to each machine. Due to the complexity of the problem, we suggest search heuristics, tabu search and simulated annealing algorithms with a new method to generate neighborhood solutions. In particular, to evaluate and select neighborhood solutions, three surrogate objectives are additionally suggested because not much difference in the number of tardy jobs can be found among the neighborhoods. To test the performances of the surrogate objective based search heuristics, computational experiments were performed on a number of test instances and the results show that the surrogate objective based search heuristics were better than the original ones. Also, they gave the optimal solutions for most small-size test instances.

• Journal of the Korean Society of Clothing and Textiles
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• v.43 no.5
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• pp.649-665
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• 2019

This study presents a conceptual framework for the growth process as a manager based on data gathered from the sales experiences and careers of fashion brand managers. The study participants were seven managers with over 15 years of sales experience in a women's clothing brand in Gwangju. Data were collected through in-depth interviews from January 2018 to September 2018 and analyzed using open coding, axis coding, and selective coding according to Strauss and Corbin's grounded theory method. The study results are as follows. First, this study found six categories and 17 sub-categories based on the shop manager's sales experiences and careers. Second, we found the central job category as well as categories with causality, interaction, moderating and outcome relationships. Third, we developed a paradigm model that links the main phenomena, causal conditions, contextual conditions, intervening conditions, action/interaction strategies, and consequence categories. Fourth, the process of growing as a fashion brand manager was described by an integrated story.

• Journal of the Korean Professional Engineers Association
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• v.34 no.1
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• pp.53-58
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• 2001

Value Engineering (VE) is an organized process with an impressive history of improving value and quality. VE can be applied to the construction projects with having good study results. The VE study in construction projects gives identification of opportunities to remove unnecessary costs while assuring quality, performance, reliability, and other factors will meet or exceed the clients needs. VE techniques can save money, reduce time, and improve quality, reliability, maintainability, and performance. VE can also make improving of human factors (altitudes, creativity), and team work. According to the results of VE study in recent USA, 5∼35% reduction in initial costs have been made for the construction projects (ROI ranges : 100∼1000). To have successful work results, if possible, VE study shall be considered at project planning stage or basic design stage later than field work stage with application of VE JOB PLAN, multi-disciplinary approach, and proper techniques in respective study phases (pre-workshop / information gathering / function analysis / creativity / judgement and evaluation / development / presentation and implementation) among the detail techniques in many.

• The Research Journal of the Costume Culture
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• v.24 no.6
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• pp.825-838
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• 2016

The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.

• Culinary science and hospitality research
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• v.20 no.1
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• pp.159-177
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• 2014

The purpose of this study is to investigate the level of sanitary education, knowledge, and management practice of shop employees(SE) and workplace employees(WE) working at window bakeries. SE & WE were grouped according to their job titles, duration of duty, and frequency of sanitary education, and sanitary knowledge and sanitary management practice level of the groups were analyzed, divided into personal hygiene, facility & workplace hygiene, and ingredient & preparation hygiene. Frequency of hygiene education of employees working at window bakeries was less than 3 times a year. The average sanitary management practice level of WE was higher than that of SE. The sanitary knowledge of SE was low at ingredient& preparation hygiene among the general managers and the employees who had worked more than 5 years. And that of WE was low among the general managers, interns and the employees who had worked more than 5 years. The sanitary management practice level of SE was low among the interns and the employees who had worked for less than 1 year, and that of WE showed no significant difference on job titles and duration of work. The employees who had no sanitary training showed a low management practice level overall among the SE and at ingredient & preparation hygiene among the WE. Therefore, continuous hygiene education and monitoring accompanied by making a manual with hygiene education data for SE and WE working at window bakeries are needed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.5
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• pp.288-295
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• 2021

This study includes online and offline surveys of 255 people conducted from March 11-29, 2021, into women's preferences in esthetic shops, and examines their level of satisfaction with skin and beauty home care. The collected data were analyzed using SPSS 25.0 to obtain technical statistics such as Cronbach's α and a frequency analysis, and applied a chi-square test and one-way ANOVA. According to the results on preferences in esthetic shops, the largest number of respondents (56.1%) said they use professional esthetic shops, but those in their 20s and office workers (57.1%) preferred dermatology clinics. When choosing esthetic shops, the importance of employee skill (skilled, trendy) was high (38.8%), and in skin care, the importance of knowing basic cosmetics use (M=4.47), such as cleansing and functional cosmetics (M=4.20), was very high. According to results on the current status of home care for skin beauty, other factors of highest importance (M=4.50) were in terms of marriage, being a university graduate (M=3.84), and experience in a service job (M=4.06). As a result, there is a need to develop programs not only specializing in skin beauty but also combining professional esthetic shops and home care.

• Journal of Technologic Dentistry
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• v.24 no.1
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• pp.51-63
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• 2002

The purpose of this study was to be of use for getting rid of job stress from dental technicians, by examining how much they were stressed out at work place as one of the professional medical personnels. The subjects in this study were 255 selected dental technicians who were working in the region of Taegu. The one-on-one interview was conducted from March 1 to 30, 2001, with structured questionnaire. The questionnaire sued in this study included 19 question items about the general characteristics and 29 items regarding job stress. The job stress was categorized into seven subareas based on earlier studies and considering the job situations of dental technicians: heavy workload, job conflicts, improper treatment, role and job knowledge, human relations, physical environment and personal matters. The job stress extent was measured on five-point Likert scale that is widely used in social science: one point for no stress, two for little stress, three for so-so, four for a little stress, and five for severe stress. Therefore, a higher point means a severer job stress. The reliability of the questionnaire turned out very good with Cronbach a = 0.9272. The findings of this study were as follows: 1. The general characteristics of the dental technicians investigated could be described as below: (1) By gender, 80.4% of the dental technicians were male, and 50.2%, the largest percentage, were in their 20s, followed by those in their 30s, those in their 40s, and those in their 50s in the order named. (2) The most common work place was dental technician shop(92.5%), followed by dental technology room in dental hospital or clinic and in general hospital in the order named. The primary duties were coating materials work(30.6%), followed by sculpture, grinding, partial and full denture and orthodontics in the order named. 2. The most larges (1) The most largest motivation to be a dental technician was its being a professional(33.7%), followed by the advice from others, their own aptitude, and good economic treatment in the order named. 3. Their job stress could be explained as below: (1) Their collective job stress average was 3.96$^{\circ}{\ae}$0.50 on the basis of 5 point, which showed that they were exposed to a fairly severe job stress. (2) By area, they were most stressed out from heavy workload (4.12), and they also were severely stressed from role and job knowledge(4.02) and personal matters(4.00). (3) By situation, they were most stressed when the disagreement of prosthesis that results from a specific error is unconditionally attributed to them(4.43). And they were also stressed a lot when their workload increases due to the rework(4.38), when a dentist asks something difficult for them to resolve(4.20), when heavy workload makes their working hours irregular and it's impossible to lead a personal life or have leisure time(4.16), and when they are o work for an excessively short time(4.16). This fact indicated that most of the dental technicians were exposed to a lot of stress in conjunction with job performance. 4. The main duties they took charge of didn't make any significant difference to their job stress, but yielded a significant difference to the extent of job stress in individual areas and the order of the most stressful one. Those who were engaged in grinding were most stressed from their own matters, whereas heavy workload was most stressful for those who were engaged in the other types of works. 5. As a result of seeing if their personal characteristics yielded any differences to job stress, the personal characteristics that made their job stress vary significantly were working hours, motivation of being a dental technician, job satisfaction and willingness to continue doing dental technology works. There was a tendency that longer working hours led to severer job stress, and those who chose to be a dental technician according to their own aptitude were less stressed than the others who became a dental technician because of economic reason or advices from others. And the people who were satisfied with their job were exposed to less job stress than the others who weren't, and those who had an intention to keep that job as much as possible were less stressed, compared to the others who hadn't.