• ETRI Journal
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• 제44권2호
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• pp.194-207
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• 2022

In the last decade, substantial progress has been achieved in intelligent traffic control technologies to overcome consistent difficulties of traffic congestion and its adverse effect on smart cities. Edge computing is one such advanced progress facilitating real-time data transmission among vehicles and roadside units to mitigate congestion. An edge computing-based deep reinforcement learning system is demonstrated in this study that appropriately designs a multiobjective reward function for optimizing different objectives. The system seeks to overcome the challenge of evaluating actions with a simple numerical reward. The selection of reward functions has a significant impact on agents' ability to acquire the ideal behavior for managing multiple traffic signals in a large-scale road network. To ascertain effective reward functions, the agent is trained withusing the proximal policy optimization method in several deep neural network models, including the state-of-the-art transformer network. The system is verified using both hypothetical scenarios and real-world traffic maps. The comprehensive simulation outcomes demonstrate the potency of the suggested reward functions.

• 감성과학
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• 제20권4호
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• pp.113-126
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• 2017

The purpose of the study was to find grey matter (GM) and white matter (WM) volume reduction in the brain reward system among patients with alcohol dependency. This study investigated regional GM and WM in chronic alcoholic patients, focusing primarily on the reward system, including principal components of the mesocorticolimbic reward circuit as well as cortical areas with modulating and oversight functions. Sixteen abstinent long-term chronic alcoholic men and demographically matched 16 healthy control men participated in the study. Morphometric analysis was performed on magnetic resonance brain scans using voxel-based morphometry (VBM)-diffeomorphic Anatomical Registration through Exponentiated Liealgebra (DARTEL). We derived GM and WM volumes from total brain and cortical and subcortical reward-related structures. Morphometric analyses that revealed the total volume of GM and WM was reduced and cerebrospinal fluid (CSF) was increased in the alcohol group compared to control group. The pronounced volume reduction in the reward system was observed in the GM and WM of the nucleus accumbens (NAc), GM of the amygdala, GM and WM of the hippocampus, WM of the thalamus, GM and WM of the insula, GM of the dorsolateral prefrontal cortex (DLPFC), GM of the orbitofrontal cortex (OFC), GM of the cingulate cortex (CC), GM and WM of the parahippocampal gyrus in the alcohol group. We identified volume reductions in WM as well as GM of reward system in the patients with alcohol dependency. These structural deficits in the reward system elucidate underlying impairment in the emotional and cognitive processing in alcoholism.

• 토지주택연구
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• 제13권2호
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• pp.125-139
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• 2022

건설기업이 경쟁력 있는 혁신기업으로 나가기 위해서는 원가 정보를 이용한 원가관리와 효율적인 프로세스 개선이 필요하다. 원가정보를 이용하여 장기적인 의사 결정을 지원하는 활동기준원가계산(ABC)은 기업의 경쟁력을 향상하는 도구이다. 본 연구는 전통기준원가계산(TBC)과 활동기준원가계산(ABC)을 비교·분석하여 성과급 지급의 적정성을 확인한다. 또한 ABC를 이용한 보상시스템이 직원의 만족도와 참여도에 미치는 영향 관계를 실증 분석한다. 연구 결과, 직원의 참여도에 대한 보상시스템의 영향력은 내재적 보상(𝛽=0.338)과 외재적 보상(𝛽=0.308)의 순서로 나타났다. 또한 보상시스템은 직원의 만족도에 긍정적인 (+) 효과를 보였으며, 영향력은 내재적 보상(𝛽=0.360)과 외재적 보상(𝛽=0.337)의 순서로 나타났다. 그리고 직원의 만족도(𝛽=0.225)는 참여도에 긍정적인 영향을 미쳤다. 직원의 만족도와 참여도를 높이기 위해서 외재적 보상과 내재적 보상으로 구성된 보상시스템의 구축이 필요하다는 사실을 확인할 수 있었다.

• 지식경영연구
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• 제3권1호
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• pp.75-91
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• 2002

This research is interested in organization members' knowledge contribution, along with the requirement for the effective knowledge management as a critical corporate asset. We consider the performance appraisal and reward system on knowledge sharing as a key issue for the successful knowledge management. Analyzed will be the interactive relationship among the performance appraisal and reward system, individual knowledge contribution, and organizational knowledge contribution effectiveness. This case study is based on in-depth interviews in the consulting industry recognized as a knowledge-integrated industry. The purpose of this research is to examine how firms evaluate and reward organization members' knowledge contribution, to define how fim1s utilize IT for the knowledge management, and to show how the performance appraisal and reward system influence organizational knowledge contribution effectiveness. Besides, other determinants for knowledge contribution effectiveness are defined. It is recognized that knowledge contribution effectiveness is positively related to non-monetary rewards and informal appraisals. As for the future study, we recommend the empirical research based on several propositions developed in this study.

• 정보관리학회지
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• 제24권1호
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• pp.55-74
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• 2007

본 연구는 중앙행정기관 공무원들을 대상으로 한 실증분석을 통해 평가 및 보상이 지식관리 활동에 미치는 영향관계를 분석하고, 지식관리 활성화를 위한 평가 및 보상체계의 개선방안을 제시하고자 하였다. 본 연구에서 실시한 공분산구조분석결과, 평가는 보상과 지식창출 활동에 유의미한 영향요인으로 검증된 반면, 지식공유에 대해서는 간접적인 영향을 미치는 것으로 나타났다. 보상은 지식공유에만 직접적인 영향을 미치는 것으로 나타났다. 그리고 지식창출 활동은 지식공유 활동에 유의미한 영향을 미치는 것으로 나타났다. 이러한 분석결과를 토대로 본 연구에서는 지식관리 활동에 대한 평가 및 보상체계의 개선방안을 제시하였다.

• 융합경영연구
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• 제7권1호
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• pp.15-25
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• 2019

Purpose - This paper attempts to derive effective performance-reward strategies for SMEs to raise the valence for their employees while using their relatively limited resources, which is one of the primary concerns raised by SME CEOs. Research design, data, and methodology - This paper draws on the four question items such as the financial/direct factors, the financial/indirect factors, the non-financial/direct factors and the non-financial/indirect performance-reward factors to shed light on the most important factors and aspects that need improving, using the AHP and IPA. Results - The overall findings on the SMEs' performance-reward factors of interest here are indicative of the need for rectifying their performance-reward systems. Conclusions - SMEs' performance-reward factors of interest here are indicative of the need for rectifying their performance-reward systems. In particular, despite the fact that SMEs can hardly offer high wages or bonuses as large enterprises do, the expectancy theory suggests it is better to reward employees as per a valid common system, while the equity theory underscores the need to maintain and reinforce the fairness in distribution, procedures and interactions.

• 인터넷정보학회논문지
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• 제23권3호
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• pp.47-56
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• 2022

본 논문의 안전운행 보상시스템은 안전운전을 수행한 차량운전자에게 직접적인 보상을 제공하여 안전운전의 동기를 부여하고 적극적 참여를 유도함으로써 사고의 발생을 줄여 생명과 재산의 손실을 줄이는데 목표가 있다. 기존의 디지털 운행기록계의 경우 차량의 운전상태를 기록만 하였으나, 안전운전보상시스템은 사고예방 효과를 높이기 위한 지원책으로서 안전운전을 수행한 경우 금전적 보상을 통해 위험운전을 피하고 안전운전을 하도록 유도하였다. 즉, 과속으로 인한 사고 발생 빈도가 높은 지역에서는 속도 준수, 또는 차 간 거리 유지, 지정차로 운행 등의 안전운행 지시를 수행한 경우 직접적인 보상을 제공함으로써 안전운전 동기를 부여하여 교통사고를 예방하고자 한다. 이러한 안전운행 데이터와 보상내용은 투명하고 안전하게 관리되어야 하므로 보상근거와 보상내용을 폐쇄형 블록체인 하이퍼레저 패브릭을 이용하여 구축하였다. 그러나 블록체인 시스템은 투명성과 안전성이 보장되는 반면에 낮은 데이터 처리속도가 문제가 되므로 이를 개선하고자 블록생성 가속 기능을 구현하였다. 본 연구에서는 순차적으로 블록을 생성하는 속도가 10TPS(Transaction per second) 내외의 낮은 속도를 나타내어, 블록의 생성속도를 높이기 위해 가속 기능을 적용한 결과 1,000TPS 이상의 고성능 네트워크를 구현하였다.

• 간호행정학회지
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• 제3권2호
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• pp.41-59
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• 1997

This study surveyed nurses' value of reward and recognition level of organizational reward, and measured the fit of both. It also looked into the relationship between the reward fit and attitude of nurses toward their job and organization (job involvement${\cdot}$organizational commitment). It was planned to suggest the alternative of a future reward system. The sample consisted of 625 nurses of 8 private University Hospitals. Data for this study was collected from Mar. 25 to Apr. 17 by structured questionnaire. This study examined the differences of nurses' value of reward by their demographic characteristics, and looked into the relationship between the reward fit and job involvement${\cdot}$organizational commitment. Four instruments and a demographic questionnair were used to collect the data. Developed for myself and repaired by panel of judges, the value of reward scale and organizational reward scale consisted of 34 items on five points Likert-type scale. Developed by Kanungo and repaired by panel of judges, the job involvement scale measured overall job involvement on 7 items. The organizational commitment scale was developed by Mowday et al and repaired by panel of judges on 10 items. The data was analyzed by frequency, percentage, ranking, one-way ANOVA, Pearson's correlation coefficient, Chronbach alpha coefficient, t-test, SNK test, factor analysis with SPSS/PC+ progra,.Major findings are as follows 1. The mean of nurses' value of reward is 4.2435 and job content rewards are seen as the most important(M=4.5532). The following orders are seen as follows; financial rewards(M=4.4181), human realtion rewards(M=4.4130), establishment ${\cdot}$ facilities rewards(M=4.1632), professional rewards(M=4.1117), social status or prestige rewards(M=3.9228), career rewards(M=3.8816). Of 34 indivisual reward factors, the retainment allowance is seen to be thought of as the most important thing. 2. The mean of nurses' actual reward is 2.6035. The actual reward responded to the most extremely offered is job content rewards. The following orders are seen as follows ; human relation rewards(M=2.9420), financial rewards(M=2.7682), professional rewards(M=2.4601), social status or prestige rewards(M=2.3696), career rewards(M=2.3466), establishment ${\cdot}$ facilities rewards(M=1.9364). Of 34 indivisual reward factors, medical insurance benefits are felt to be most extremely offered. 3. The mean of fit of reward is -1.6874 and that means actual reward doesn't egual the value of the reward. What is offered mostly to nurses' value of reward is human relation rewards. The following orders are seen as follows; job content rewards(M=-1.5938), career rewards(M=-1.6381), social status of prestige rewards(M=-1.6382), financial rewards(M=-1.6836), professional rewards(M=-1.6854), establishment${\cdot}$facilities rewards(M=-2.3130). Of 34 indivisual factors, the item of fered most closely to nurses' value of reward is seen as the participation in educational programs at the nursing department of the hospital. 4. The mean of nurses' job involvement is 3.1987 and SD is 0.5667. 5. The mean of murses' organizational commitment is 2.9348 and SD is 0.6124, that is seen as a little lower than job involvement. 6. Significant value of reward differences were found among nurses by their demographic characteristics such as married status, tenure, academic career. 7. The fit of reward was significant related to job involvement and organizational commitment. When generalizing the result of this study, the value of reward, which nurses consider important and appropriate offers a reward that corresponds to the nurses' value of reward. This increases nurses' job and organization devotion further, as well as hospital effectiveness. It appears that nurses have recognized that the present reward offered in hospitals doesn't come up to their expectations so I think it is urgent to plan and perform the new reward system which is in accord with the nurses' reward fit.

• 한국콘텐츠학회논문지
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• 제13권4호
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• pp.518-528
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• 2013

학교에서 이루어지는 생활지도 과정에서 체벌로 인하여 야기될 수 있는 여러 부작용을 최소화하기 위해 학교 현장에서는 상벌점 제도를 도입하여 적용해오고 있다. 그러나 대체체벌로서의 상벌점제 역시 여러 문제가 제기되고 있어 제도적 보완이 필요한 상황이다. 본 연구는 현재 실시되고 있는 개인적 상벌점 제도를 개인이 아닌 집단에 적용하여, 새로운 대체체벌인 집단상벌점제에 대한 효과성을 파악하고자 하였다. 분석 결과, 초등학교 고학년을 대상으로 한 집단상벌점제는 학교적응을 강화시키는 것으로 나타났다. 구체적인 대상자 특성별로 파악하면 여학생보다는 남학생이 보다 긍정적인 영향을 받는 것으로 나타났다. 4학년의 경우에는 학교적응의 모든 영역에서 긍정적인 변화를 보였으나 5, 6학년의 경우에는 오히려 부정적인 영향을 받는 것으로 나타났다. 학교 성적이 상위권인 학생보다는 하위권인 학생의 경우 보다 긍정적인 변화를 보여주었다. 위의 연구결과를 토대로 대상자별 특성에 따른 집단상벌점제의 효과성을 유의하여 프로그램을 적용한다면 보다 효과적인 개입을 할 수 있으리라고 본다.

• 지식경영연구
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• 제7권2호
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• pp.69-96
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• 2006

The purpose of this study is to find success factors of knowledge management in Korean firms, confirm them empirically, and verify their relative importance in terms of company size and industry type. The major studies on the knowledge management were deliberately selected and interpretively analyzed to find the success factors of Korean firms. As a result of the analysis, five success factors(top management's will, evaluation reward, organizational culture, knowledge management system, organizational structure) have been found. The empirical researches to make certain whether the above five factors derived are actually true or not have been separately performed by using questionnaire method. Based on the data collected, it is found that all five factors are significant. The degree of relative importance among the success factors of knowledge management in Korean firms has been found as: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v)organizational structure. In company size, large firm's degree of relative importance among the success factors are: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v) organizational structure. And medium-small firm's degree of relative importance among the success factors of knowledge management in Korean firms has been found as: (i)top management's will, (ii)organizational culture, (iii) evaluation-reward, (iv)knowledge management system, (v)organizational structure. Finally, in type of industry, manufactural firm's degree of relative importance among the success factors of knowledge management in Korean firms has been found as: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v)organizational structure. And non-manufactural firm's degree of relative importance among the success factors of knowledge management in Korean firms are: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v)organizational structure.