• Journal of Digital Convergence
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• v.10 no.6
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• pp.247-251
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• 2012

Tree-based Group Diffie-Hellman (TGDH) is one of the efficient group key agreement protocols to generate the GK. TGDH assumes all members have an equal computing power. As one of the characteristics of distributed computing is heterogeneity, the member can be at a workstation, a laptop or even a mobile computer. Therefore, the group member sequence should be reordered in terms of the member's computing power to improve performance. This research proposes a reordering of members in the group key generation tree to enhance the efficiency of the group key generation.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.335-340
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• 2002

FIDIC $(F\acute{e}d\acute{e}ration Internationale des Ing\acute{e}nieurs-Conseils)$ is the worldwide federation of consulting engineering member associations dedicated to developing relationships between the consulting engineering profession and governments, funding agencies, banks, industry, commerce, contractors, suppliers and other construction industry professions. Today FIDIC membership numbers nearly 70 member associations from all parts of the globe. The members of each national association comply with FIDIC's code of ethics which calls for impartial advice, competence and fair competition. FIDIC acts as a forum for the exchange of views and information and actively encourages the discussion of matters of mutual concern among member associations. FIDIC prepared regulations concerning tenders, it is a method of choice of investment contractor, which serves to optimum of utilization of investment funds. FIDIC procedure is the most often used in international tenders.

• Journal of the Korean Operations Research and Management Science Society
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• v.27 no.4
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• pp.111-126
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• 2002

This paper presents an interactive decision procedure to aggregate each group member's preferences when each group member articulates his or her preference information incompletely. An index, an indicative for the preference strength between alternatives, is derived to aid each decision maker to articulate preference information about alternatives. We develop a mathematical programming model that can establish dominance relations when the preference information about values of alternatives, attribute weights, and group member's importance weights are provided incompletely. Also, the preference relation between alternatives is to be considered in the model. Based on the preference strength measure and mathematical model, we develop an interactive group decision support procedure.

• Journal of the Korea Safety Management & Science
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• v.18 no.3
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• pp.117-125
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• 2016

The organization which is does sale activity in 21c, face a radical environment changes and high competition. To overcome from these situation, employee who is does sale in field are important to set sustainablity to the organization. A sales person is one of member in organizations, so they have a relation with other employee in process of job. To increase there performance and satisfaction, LMX is focused by many researchers. LMX can increase job satisfaction which can increase job performance thought organizational justice. And career of employee can has moderate effect between LMX and organizational justice. To figure out casual relationship among factors, researcher conduct a empirical analysis use 210 samples from SME saleman. Result of empirical study show us every hypothesis which researcher set up has supported. Based on this result, reseacher provide manageric implications and conclusions.

• Journal of Korean Academy of Nursing
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• v.30 no.6
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• pp.1569-1579
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• 2000

The purpose of this study was to identify the level of grief experience, family hardiness and family resource for management after bereavement of a family member. The subjects of this study were 100 family members who had lost a family member from cancer within the past two years. The data was analyzed using the SPSS program for descriptive statistics, t-test, ANOVA, Duncan test, and Pearson correlation. The results were as follows. 1. The mean score for the level of grief was 2.84 $\pm$ 0.66. The mean score for the a family hardiness was 3.08 $\pm$ 0.39. The mean score for the level of family resource management was 2.70 $\pm$ 0.35. 2. The level of grief experience differed respondent's age was F=2.95, p=.02, and type of bereavement was t=2.01, p=.04. 3. The level of family hardiness was not significantly different according to respondent's and familial characteristics. 4. The level of family resource management differed according to monthly income of the family (F=3.98, p=.01). 5. There were negative correlations between grief experience and family hardiness (r= -.551, p<.001), grief experience and family resource for management (r=-.351, p<.001). Family hardiness was positively related with family resource for management (r=.709, p<.001). In conclusion, family hardiness and family resource management were identified as important variables that contributed to reduce the grief experience. Therefore, it is important to develop nursing intervention that enhances family hardiness and family resource for management for bereaved family.

• Journal of the Korean Society for information Management
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• v.31 no.3
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• pp.89-110
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• 2014

In this study, we analyzed KERIS Document Delivery Service (DDS) using its transaction data for the period of nine years from 2004 to 2012. We first examined the overall statistics focusing on member contributions, and conducted a network analysis based on the records of request/response (supply) between member libraries. Key findings include the following: First, in over 80% of member libraries, the number of outgoing requests exceeded the number of their responses to incoming requests. That is, for the vast majority of member libraries, their participation was concentrated on the request side. Second, KERIS DDS relies heavily on a relatively small number of top contributors, especially on the supply side. While the top contributors were active in both requests and responses (supplies), in most cases, they received and processed a disproportionally large number of requests. Third, the network analysis based on DDS requests for journal articles in 2012 further revealed the central role of top contributors. The level and pattern of concentration, however, appeared to differ by subjects (DDC). Three main patterns of centralization were found in different subjects - a network centered on a single member, a network having multiple centers, or a distributed network.

• The Journal of Fisheries Business Administration
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• v.41 no.2
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• pp.1-23
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• 2010

This study is to evaluate member fisheries cooperatives' self-effort for managerial improvement qualitatively and quantitatively. The impaired member cooperatives' got grant from National Federations of Fisheries Cooperatives for managerial improvement for 2003~2004 with establishment of MOU. This MOU describes a self-effort of memebr cooperatives' required fulfillment items for managerial improvement. From the various level of analyses, we conclude that per capita total return or ROA has direct and positive effect on the improvement of net capital ratio or profit ratio. However, other MOU items like human resource management or an investment increment did not have a correlation with it. In addition, an aggregate financial indicator, such as ROA, seems to have a positive effect on the improvement of net capital ratio or profit ratio for the group of well restructured member cooperatives, but does not for the bad performance group. This is because the good performance has leads to the improvement of net capital ratio for the well-restructured member cooperatives since there is little chance to have additional weakness. From this study we can check the proper selection of MOU items should be based on the analysis of its effect on the managerial improvement.

• Korea Trade Review
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• v.44 no.4
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• pp.51-66
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• 2019

This study analyzes trade competitiveness by classifying the classification by item among Korea and the 10 ASEAN member countries into high level and medium-high level technology industry groups, medium level, medium-low level, and low-level technology industry groups. Before analyzing each of the 10 member states, I investigate the trade competitiveness between Korea and ASEAN, and analyze the trade competitiveness of Korea, especially among the 10 member countries, with Korea having a competitive industrial force. The study results revealed that trade with Vietnam was actively promoted, with Korea-Vietnam trade volume also growing far above that of other member states. And trade with Korea was brisk in the order of Singapore, Indonesia, Malaysia and the Philippines. The analysis of the trade structure of the 10 ASEAN member states, confirmed that imports were also being made while exporting items in the high- and medium-level technology industry groups. The possibility of entering the Korean market was quite high, given that Korea imported high- and medium- and high-tech industrial forces while exporting low-tech industrial forces.

• Journal of the East Asian Society of Dietary Life
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• v.16 no.6
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• pp.763-771
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• 2006

This study was conducted to suggest effective alternatives for human resource management in the foodservice industry by investigating the influence of social exchange on employee empowerment and organizational efficiency, The findings derived from the study are as follows: First, the major components of social exchange, organizational support and the leader-member exchange (LMX), significantly influenced the components of employee empowerment such as signification and self-determination. Secondly, we found that signification and self-determination had a significant impact on the turnover intentions and organizational commitment of the employees, which in turn organizational efficiency. Thirdly, both the employees' turnover intentions and organizational commitment were significantly influenced by the organizational support and the leader-member exchange. These results suggest that it is necessary to have active communication between organizational leaders and members to improve employee empowerment. In other words, employees should acknowledge the meaning and importance of their tasks and support at the organizational level should be provided to ensure employee empowerment.

• The KIPS Transactions:PartC
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• v.11C no.6 s.95
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• pp.739-746
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• 2004

License mechanisms are the key elements in almost all DRM(digital rights management) systems. The license mechanisms are designed for the clear identification and enforcement of contents, principals, and usage rules in DRM systems. But current license mechanisms are lacking in the flexibility for the secure and efficient sharing of the contents among the members of a group such as a family or a part of an enterprise. This paper suggests a new license mechanism for efficient and secure sharing of contents in DRM systems among the members of a group. We named it member/group license mechanism. The mechanism extends the current license mechanisms by introducing new concepts such as group licenses, member licenses, and derivation relationships between licenses.