• IE interfaces
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• v.15 no.4
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• pp.338-348
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• 2002

In this paper, we present a restricted tabu search(RTS) algorithm that schedules jobs on identical parallel machines in order to minimize the maximum lateness of jobs. Jobs have release times and due dates. Also, sequence-dependent setup times exist between jobs. The RTS algorithm consists of two main parts. The first part is the MATCS(Modified Apparent Tardiness Cost with Setups) rule that provides an efficient initial schedule for the RTS. The second part is a search heuristic that employs a restricted neighborhood generation scheme with the elimination of non-efficient job moves in finding the best neighborhood schedule. The search heuristic reduces the tabu search effort greatly while obtaining the final schedules of good quality. The experimental results show that the proposed algorithm gives better solutions quickly than the existing heuristic algorithms such as the RHP(Rolling Horizon Procedure) heuristic, the basic tabu search, and simulated annealing.

• Convergence Security Journal
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• v.21 no.3
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• pp.75-80
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• 2021

This study provided personnel and recruitment information related to job offer and job hunting, and proposed a non-face-to-face platform that can facilitate matching of one-time services as well as periodic services. The existing recruitment and job search method for personal assistant of the disabled is a one-way matching method in which a person in charge of the service providing centers assigns an activity assistant belonging to the institution when a consumer requests an personal assistant service, so the choice of job seekers is very weak. The job matching platform of the activity assistant for the disabled can be logged in separately by dividing users and separating them into the interface of the disabled or the disabled family members (job seekers) and activity assistants for the disabled (job seekers). Search for job offer and job seekers that meet their respective conditions, and real-time bidirectional decision-making through the chat function, and when the activity assistance service is completed, recruiters and job seekers can write service reviews and evaluations from their own point of view. The real-time interactive decision-making matching platform will also help minimize blind spots where it is difficult to provide services when short-term or one-time assistance is needed.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1996.04a
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• pp.306-309
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• 1996

The job shop scheduling problem has been a major target for many researchers. And, most of the past studies did not consider setup time. In many cases of real manufacturing environment, however, there exists a setup time for each operations. The setup can be divide into two parts, one can be done after job arrival. The setup time based on the latter can be summed together with processing time, but that based on the former can not be. We propose an approximation method based on shifting bottleneck procedure for solving the job shop scheduling problem with sequence independent setup time. It schedules the machines one by one, taking a bottleneck machine among the machines not yet scheduled. Every time after a new machine is scheduled, all schedules previously established are updated. Both the bottlenck search and the schedule updating procedure are based on solving a single machine scheduling problem with ready time, setup time and delivery time iteratively.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.37
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• pp.153-170
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• 1996

With industrial competitions more severe, most enterprises in Korea are placed in critical point to meet the changes. The tradition seniority systems of this country stand in the way to be more competitive in personnel sector especially . The purposes of this paper are to search the effective ways and methods in introducing and operating Job-performing Qualification System(JQS), one of the personnel systems based on human capability. To meet these purposes, various subjects - how to classify job groups, proper job grades number, how to define job grade, up-grading criterions, how to design the relations between personal rating system and JQS, and between compensating system and it - are reviewed and commented.

• Journal of the Korean Operations Research and Management Science Society
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• v.30 no.1
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• pp.27-41
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• 2005

This paper considers identical parallel machine scheduling problem. Each job has a processing time. due date. weight and family type. If a different type of job is followed by prior job. a family setup is incurred. A two phased heuristic is presented for minimizing the sum of weighted tardiness. In the first phase. using roiling horizon technique. group each job into same family and schedule each family. In the second phase. assign each job to machines using schedule obtained in the first phase. Extensive computational experiments and comparisons among other algorithms are carried out to show the efficiency of the proposed algorithm.

• Korean Journal of Occupational Health Nursing
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• v.29 no.3
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• pp.208-218
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• 2020

Purpose: Nurses' job satisfaction corresponds with personal intrinsic value, and is the strongest predicting turnover and job retention intention. This study identified the effectiveness of job satisfaction interventions related to reinforcing intrinsic motivation (JSI-RIM) for hospital nurses. Methods: This study used four core non-Korean databases (Cochrane Library, CHINHL, EMBASE, PubMed), and five Korean databases to search for RCT and NRCT articles published in English and Korean from inception to June 2019. Meta-analysis was performed using the RevMan 5.3.5 program. Results: Thirteen studies featuring 645 hospital nurses were selected for final analysis. A significant large effect was noted on self-efficacy. The effect size on perceived stress and job satisfaction were moderate; however, the effect on resilience outcomes was not significant. Conclusion: This study generated scientific evidence that would facilitate efficient job adaptation for nurses. Additionally, intrinsic factors, including job identity and meaning of work, need to be included in JSI-RIM.

• Journal of the Korea Fashion and Costume Design Association
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• v.22 no.3
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• pp.75-87
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• 2020

As the online industry is vitalized by the fashion market, there is a tendency to believe that the recruitment of manpower in the online distribution field is increasing. Thus, this study attempts to analyze the job types and job functions for recruitment in the fashion industry based on job search sites and based on this, suggest an educational direction within the department of fashion design. First, when examining the size (number of employees) of fashion companies that posted jobs, the fashion companies with 30 or fewer employees accounted for 60.7% of the postings, and the location of the fashion companies was most commonly in Seoul with 144 companies located in Gangnam (Seocho-gu, Gangnam-gu). As for the recruitment conditions of the fashion companies, "academic level-irrelevant" was the highest with 42.6%, and in terms of gender and age, 59.3% of the cases were marked as "gender and/or age-irrelevant". Examining the types of jobs for recruitment in the fashion industry, fashion designers were the most popular at 52.6%, followed by on and off-line companies' MD, VMD, and stylist in that order. In the results of examining job function change, it is thought that the fashion design department should have basic educationon in that respect.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.3
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• pp.27-35
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• 2023

Purpose - The present study bridges a significant gap in the literature by investigating the complex relationship between job crafting and protean career attitudes. It has been demonstrated that job crafting, which entails the proactive redesign of work roles, responsibilities, and relationships, empowers employees, and elevates. Research design, data, and methodology - This study employed a tailored search approach with specific terms linked to job crafting and protean career attitudes to ensure a thorough and focused analysis. The keywords include "Job crafting," "protean career attitudes," "career development," and related terms. This strategy uses an organized method to identify, screen, and choose appropriate studies. Result: This study synthesizes prior studies and identifies four critical links between the development of jobs and protean career attitudes. To begin with, task crafting, which entails job requirements and scope modifications, leads to protean career attitudes as employees match their roles to their skills and passions. Second, rational crafting, which is adjusting interactions with coworkers and superiors encourages flexible career attitudes. Conclusion - This study insists that organizations must consider the essential practical ramifications. Employers may improve employee growth, engagement, and talent retention by encouraging job customization, recognizing protean workers, cultivating a protean culture, investing in ongoing learning.

• The Journal of Society for e-Business Studies
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• v.26 no.1
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• pp.43-65
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• 2021

With the advancement of information and communications technology, a means to recruit IT professional has fundamentally changed. Nowadays recruiters search for candidate information from the Web as well as traditional information sources such as résumés or interviews. Particularly, open-source software development (OSSD) platforms have become an opportunity for developers to demonstrate their IT capabilities, making it a way for recruiters to find the right candidates, whom they need. Therefore, this study aims to investigate the impact developers' profiles in an OSSD platform on their finding a job. This study examined four antecedents of developer information that can accelerate their job search: job-seeking status, personal-information posting, learning activities and knowledge contribution activities. For the empirical analysis, we developed a Web crawler and gathered a dataset on 4,005 developers from GitHub, which is a well-known OSSD platform. Proportional hazards regression was used for data analysis because shorter job-seeking period implies more successful result of job change. Our results indicate that developers, who explicitly posted their job-seeking status, had shorter job-seeking periods than those who did not. The other antecedents (i.e., personal-information posting, learning, and knowledge contribution activities) also contributed in reducing the job-seeking period. These findings imply values of OSSD platforms for recruiters to find proper candidates and for developers to successfully find a job.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2000.04a
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• pp.617-620
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• 2000

In this paper, we show an application of constraint logic programming to the operation scheduling on machines in a job shop. Constraint logic programming is a new genre of programming technique combining the declarative aspect of logic programming with the efficiency of constraint manipulation and solving mechanisms. Due to the latter feature, combinatorial search problems like scheduling may be resolved efficiently. In this study, the jobs that consist of a set of related operations are supposed to be constrained by precedence and resource availability. We also explore how the constraint solving mechanisms can be defined over a scheduling domain. Thus the scheduling approach presented here has two benefits: the flexibility that can be expected from an artificial intelligence tool by simplifying greatly the problem; and the efficiency that stems from the capability of constraint logic programming to manipulate constraints to prune the search space in an a priori manner.