• Journal of Korean Institute of Industrial Engineers
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• v.37 no.3
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• pp.180-190
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• 2011

Efficient energy consumption is a critical factor for deployment and operation of wireless sensor networks (WSNs). To achieve energy efficiency there have been several hierarchical routing protocols that organize sensors into clusters where one sensor is a cluster-head to forward messages received from its cluster-member sensors to the base station of the WSN. In this paper, we propose a self-organized clustering method for cluster-head selection and cluster based routing for a WSN. To select cluster-heads and organize clustermembers for each cluster, every sensor uses only local information and simple decision mechanisms which are aimed at configuring a self-organized system. By these self-organized interactions among sensors and selforganized selection of cluster-heads, the suggested method can form clusters for a WSN and decide routing paths energy efficiently. We compare our clustering method with a clustering method that is a well known routing protocol for the WSNs. In our computational experiments, we show that the energy consumptions and the lifetimes of our method are better than those of the compared method. The experiments also shows that the suggested method demonstrate properly some self-organized properties such as robustness and adaptability against uncertainty for WSN's.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.21-30
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• 2021

Purpose -The purpose of this paper is to advance the understanding of affective commitment in employees of Korean companies' subsidiaries in Mexico. Specifically, we study the moderating effects of cultural orientation on the relationship between perceived corporate social responsibility (CSR) and affective commitment among these Mexican employees. Research design and methodology - This study was designed to explore the impact of perceived CSR on affective commitment and the moderating roles of collectivism and power distance on the employer-employee relationship. We applied hierarchical regression to survey data collected from 296 employees working for Korean company subsidiaries in Mexico to examine the proposed hypotheses. Results - The results show a significant positive effect from perceived CSR on affective commitment. In addition, this study confirms a positive moderating effect from collectivism and a negative moderating impact from power distance on the relationship between perceived CSR and affective commitment. Conclusions - Drawing upon social identity theory, this study found that Mexican employees' perceptions of their company's CSR and their own cultural value orientations influence affective commitment to the organization. This study extends the understanding of perceived CSR and affective commitment, and particularly demonstrates that the relationship between perceived CSR and affective commitment is influenced by employee collectivistic and power distance orientation.

• Journal of Korean Society for Quality Management
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• v.49 no.2
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• pp.183-200
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• 2021

Purpose: This study is to investigate the effects of job instability and job stress on the turnover intention of sports facility workers in the COVID-19 situation, considering the moderating effects of perceived organizational support. Methods: This study surveyed service workers working at public sports facilities in Seoul, Gyeonggi Province and North Chungcheong Province, South Korea. The multi-regression and hierarchical regression analysis were employed to analyze the collected data. Results: The results indicate that all of the factors constituting job instability (organizational, job, and personal factors) had a significant influence on the factors constituting job stress (job characteristic, roll-related, and human relationship factors), except for only the relationship between organizational factor and rol-related factor. Job characteristic and roll-related factors constituting job stress significantly affected turnover intention of sports facility workers. Also, it was found that the perceived organizational support moderated the relationship between job characteristic factors of job stress and turnover intention. Conclusion: Although the COVID-19 created an environment with very high job instability, the negative impacts of job instability and job stress can be minimized through consideration and support for service workers of the organization, reducing turnover intention.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.1-9
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• 2022

Purpose - Drawing upon signaling and social identity theories, this study explores the effect of engagement in CSR activities by foreign firms on applicants' intention to apply. Furthermore, this study suggests CSR education as a moderator which strengthens the positive effects of the engagement in CSR activities on the intention to apply for potential job seekers. Research design, data, and methodology - One hundred and ninety-one undergraduate students were solicited to participate in this study. Participants were randomly assigned to two scenarios depicting different levels of a given foreign firm's engagement in CSR activities. After reading the given scenario, respondents answered a series of questions on their intention to apply to the foreign organization. Result - The results from hierarchical regression reveal that Korean applicants have a more favorable perception of a foreign firm which performs engagement in positive CSR activities. Moreover, the positive effect of the engagement in CSR activities on the intention to apply has a greater impact for Korean applicants who had CSR education. Conclusion - The result indicates that foreign firms could overcome the liabilities of foreignness and attract local talent effectively, by engaging in CSR activities. Moreover, this study suggests the important role of CSR education, and significantly contributes to the international recruiting literature.

• Journal of the Korean Institute of Telematics and Electronics B
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• v.29B no.11
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• pp.102-110
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• 1992

In this paper, a new method of character recognition is proposed. It uses density information, in addition to positional and directional information generally used, to recognize a character. Four directional feature primitives are extracted from the thinning templates on the observation that the output of the templates have directional property in general. A simple and fast feature extraction scheme is possible. Features are organized from recursive nonary tree(N-tree) that corresponds to normalized character area. Each node of the N-tree has four directional features that are sum of the features of it's nine sub-nodes. Every feature primitive from the templates are added to the corresponding leaf and then summed to the upper nodes successively. Recognition can be accomplished by using appropriate feature level of N-tree. Also, effectiveness of each node's feature vector was tested by experiment. A method to implement the proposed feature vector organization algorithm into hardware is proposed as well. The third generation node, which is 4$\times$4, is used as a unit processing element to extract features, and it was implemented in hardware. As a result, we could observe that it is possible to extract feature vector for real-time processing.

• Korea Journal of Hospital Management
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• v.17 no.4
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• pp.71-86
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• 2012

The study was a descriptive research to investigate the effect of job satisfaction and self-leadership of members of small and middle-sized hospital on organizational commitment. Collection of data was conducted throughout members of small and middle-sized hospitals with explanation of purpose from 2011, Oct, 1st to 10th. Collected data was analyzed by T-test, ANOVA, Scheffe test and hierarchical regression analysis with utilizing SPSS Win 16.0. As a result of the expected effect, a degree of effect on organizational commitment has explanation 65.1%(F=183.804) on job satisfaction and self leadership. Also, it was job satisfaction that was found to be more effective, where explanation for it was ${\beta}$=.755 and self-leadership ${\beta}$=.264. With considering these facts, both factors are effective for organizational commitment. Therefore, to improve organizational commitment, it pays systemized strategies and ever more proactive efforts. To strengthen the self leadership, it needs changes in cultural aspects of hospitals to enlarge accessibility to information and opportunities for education and to expand freedom in their responsibility. Great effort on changing in cultural aspects of hospital would, based on effective interrelationship with members, improve efficacies of organization and efficiency of management.

• Journal of Families and Better Life
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• v.26 no.5
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• pp.27-37
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• 2008

The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

• Health Policy and Management
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• v.24 no.4
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• pp.380-388
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• 2014

Background: The volume of surgery has been examined as a major source of variation in outcome after surgery. This study investigated the direct effect of surgery volume to in hospitals mortality and the moderating effect of structural complexity-the level of diversity and sophistication of technology a hospital applied in patient care-to the volume outcome relationship. Methods: Discharge summary data of 11,827 cancer patients who underwent surgery and were discharged during a month period in 2010 and 2011 were analyzed. The analytic model included the independent variables such as surgery volume of a hospital, structural complexity measured by the number of diagnosis a hospital examined, and their interaction term. This study used a hierarchical logistic regression model to test for an association between hospital complexity and mortality rates and to test for the moderating effect in the volume outcome relationship. Results: As structural complexity increased the probability of in-hospital mortality after cancer surgery reduced. The interaction term between surgery volume and structural complexity was also statistically significant. The interaction effect was the strongest among the patients group who had surgery in low volume hospitals. Conclusion: The structural complexity and volume of surgery should be considered simultaneously in studying volume outcome relationship and in developing policies that aim to reduce mortality after cancer surgery.

• Proceedings of the Zoological Society Korea Conference
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• 1997.10a
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• pp.42-57
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• 1997

The multicriterion matrix technique (MM-technique) was proposed for a method of monitoring and assessment about vegetation naturalness. Four criteria and 10 subcriteria were selected and two evaluation indices such as VN-value and VN-class were used. The criteria were characterized by syntaxonomical informations of hemeroby concept and potential natural vegetation, hierarchical system between criteria, and ordinal scale of VN-values. VN-values were classified into 11 ordinal levels and condensed to five VN-classes for facilitating practical use. A vegetation map of naturalness described by combination o( two indices was proposed as an alternative resolution of the DGN map. We also discuss the organization of the map content which is a matter of grid size (unit-area). In the case study, a grid size proper to show a full account of real information of actual vegetation is less 250-grid (250 $\times$ 250 $m^2$) in a medium size of city area containing relatively fragmented ecosystems. In conclusion, it was recognized that this new assessment technique was useful and vegetation assessment was accomplished with the smaller grid size in Korea.

• Korea Journal of Hospital Management
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• v.4 no.1
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• pp.190-207
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• 1999

The objectives of this research are to examine the factors influencing the employees' satisfaction and to investigate that the employees' satisfaction effects the organizational commitment on seven National University's hospitals. The data for this analysis were collected by questionnaire survey. 657 usable questionnaires were returned, a 78.2%, response rate. The major statistical methods used for the analysis are factor analysis, t-test and hierarchical multiple regression. The findings suggest that four components of job satisfaction are selected: these are "task", "organizational operation system", "opportunity of development", "interpersonnel". Highly satisfied employees turn to organizational commitment such as responsibility of organization and retention. Futhermore the findings suggest that responsibility is affected by work period, task satisfaction, opportunity of development. And retention is affected by work period, role as teaching hospital, and task satisfation. This study concludes with a discussion of the managerial relevance of the findings and future research directions.