• 제어로봇시스템학회논문지
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• 제8권7호
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• pp.607-612
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• 2002

An automatic design method of behaviors in behavior-based robotics is proposed. With this method, a robot can design its behaviors by itself without aids of human designer. Automating design procedure of behaviors can make the human designer free from somewhat tedious endeavor that requires to predict all possible situations in which the robot will work and to design a suitable behavior for each situation. A simple reinforcement learning strategy is the main frame of this method and the key parameter of the learning process is significant change of reward value. A successful application to mobile robot navigation is reported too.

• ETRI Journal
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• 제39권3호
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• pp.345-352
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• 2017

Traffic management is a highly beneficial mechanism for satisfying quality-of-service requirements and overcoming the resource scarcity problems in networks. This paper introduces an optimal connection admission control mechanism to decrease the packet loss ratio and end-to-end delay in cognitive radio sensor networks (CRSNs). This mechanism admits data flows based on the value of information sent by the sensor nodes, the network state, and the estimated required resources of the data flows. The number of required channels of each data flow is estimated using a proposed formula that is inspired by a graph coloring approach. The proposed admission control mechanism is formulated as a semi-Markov decision process and a linear programming problem is derived to obtain the optimal admission control policy for obtaining the maximum reward. Simulation results demonstrate that the proposed mechanism outperforms a recently proposed admission control mechanism in CRSNs.

• 대한가정학회지
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• 제32권2호
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• pp.129-144
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• 1994

This research is to examine the homogeneity in premarital resources that is exchanged in mate selection and its effect on marital satisfaction among the urban couples in the early period of marriage. Structured questionnaires from 310 urban couples who had been married less than three years were analyzed in this study. First the urban couples tended to seek homogamous selection in age educational level in socioeconomic status of the parents and themselves, Second those who had a spouse from his(her) own religious parental socioeconomic status showed higher level of marital satisfaction than those who had not. The rewards from personal traits such as physical attractiveness gender-role identity personality role-expectation value orientation and perceived reward found to have strong and positive associations with marital satisfaction. Parental approval and semi-arranged marriage were associated with marital satisfaction. Third perceived rewards from these resources and parental approval had significant effects on marital satisfaction; almost half of marital satisfaction was explained by these premarital factors.

• 고려인삼학회:학술대회논문집
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• 고려인삼학회 1980년도 학술대회지
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• pp.223-228
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• 1980

Four monkeys (Macaca mulatta) were allowed to press a lever in their cages in order to earn access to one gram pieces of Panax ginseng root. Self-administration performance on an operant schedule (mult FR20 F11) was characterized by frequent pauses and increased intertrial interval responding. When given 23 hour unlimited access to ginseng root, as well as to food and water, all animals titrated their daily intake to approximately 1.5 g/kg. Gross behavioral changes included increases in vocalization, activity, stereotyped movements, and weight loss. These patterns of behavior are typical of those seen when monkeys self-administer psychomotor stimulants. Further studies on ginseng's reward value can be conducted using this animal model.

• 디지털융복합연구
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• 제19권12호
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• pp.347-352
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• 2021

본 논문은 다중 에이전트 강화학습 방식을 사용하여 입력 데이터로부터 분류에 효과적인 특징 집합을 찾아내는 방식을 제안한다. 기계 학습 분야에 있어서 분류에 적합한 특징들을 찾아내는 것은 매우 중요하다. 데이터에는 수많은 특징들이 존재할 수 있으며, 여러 특징들 중 일부는 분류나 예측에 효과적일 수 있지만 다른 특징들은 잡음 역할을 함으로써 올바른 결과를 생성하는 데에 오히려 악영향을 줄 수 있다. 기계 학습 문제에서 분류나 예측 정확도를 높이기 위한 특징 선택은 매우 중요한 문제 중 하나이다. 이러한 문제를 해결하기 위해 강화학습을 통한 특징 선택 방법을 제시한다. 각각의 특징들은 하나의 에이전트를 가지게 되며, 이 에이전트들은 특징을 선택할 것인지 말 것인지에 대한 여부를 결정한다. 에이전트들에 의해 선택된 특징들과 선택되지 않은 특징들에 대해서 각각 보상을 구한 뒤, 보상에 대한 비교를 통해 에이전트의 Q-value 값을 업데이트 한다. 두 하위 집합에 대한 보상 비교는 에이전트로 하여금 자신의 행동이 옳은지에 대한 판단을 내릴 수 있도록 도와준다. 이러한 과정들을 에피소드 수만큼 반복한 뒤, 최종적으로 특징들을 선별한다. 이 방법을 통해 Wisconsin Breast Cancer, Spambase, Musk, Colon Cancer 데이터 세트에 적용한 결과, 각각 0.0385, 0.0904, 0.1252, 0.2055의 정확도 향상을 보여주었으며, 최종적으로 0.9789, 0.9311, 0.9691, 0.9474의 분류 정확도를 보여주었다. 이는 우리가 제안한 방법이 분류에 효과적인 특징들을 잘 선별하고 분류에 대한 정확도를 높일 수 있음을 보여준다.

• 한국직업건강간호학회지
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• 제21권3호
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• pp.258-265
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• 2012

Purpose: The purpose of this study is to identify the influence of job stress and empowerment on nursing performance of clinical nurses working in small and medium hospital. Methods: The empirical data were collected from a self-administered survey using a structured questionnaire with 404 nurses working in 4 medium-sized hospitals (less than 300 beds), located in I-city. The data were analyzed using stepwise multiple regression with the SPSS/WIN 17.0 program. Results: There were significant differences in nursing performance depending on general characteristics (age, marital status, religion, shift work, education level, position, clinical experience, department, and monthly salary). Empowerment correlated with nursing performance. Factors influencing on nursing performance were empowerment, clinical experience, job stress, and marital status with $R^2$ value of 36.3%. The most influencing factor was empowerment (${\beta}$=.47), followed by clinical experience (${\beta}$=.24), job stress (${\beta}$=.20), and marriage (${\beta}$=.12). Conclusion: It is needed to implement specific empowerment strategy, control job stress, and reward experienced and married nurses working in medium-sized hospital for improving nursing task performance.

• 대한전기학회:학술대회논문집
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• 대한전기학회 2002년도 합동 추계학술대회 논문집 정보 및 제어부문
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• pp.163-168
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• 2002

The voting algorithm for action selection performs self-improvement by Reinforcement learning algorithm in the dynamic environment. The proposed voting algorithm improves the navigation of the robot by adapting the eligibility of the behaviors and determining the Command Set Generator (CGS). The Navigator that using a proposed voting algorithm corresponds to the CGS for giving the weight values and taking the reward values. It is necessary to decide which Command Set control the mobile robot at given time and to select among the candidate actions. The Command Set was learnt online by means as Q-learning. Action Selector compares Q-values of Navigator with Heterogeneous behaviors. Finally, real-world experimentation was carried out. Results show the good performance for the selection on command set as well as the convergence of Q-value.

• 간호행정학회지
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• 제9권3호
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• pp.481-494
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• 2003

Purpose: This study was to develop nursing competencies, sub-competencies and behavior indicators according to the clinical ladder of emergency nurses. Method: index of content validation was used by 21 clinical experts. Results: This study had three phases to develop nursing competencies, sub-competencies and behavior indicators. In first phase: 12 nursing competencies and 33 sub-competencies were developed through the literature review on nursing competency and emergency nurses' job description. The content of 12 competencies and 33 sub-competencies were reviewed by 3 nursing professors. The 12 competencies and 33 sub-competencies were followed: clinical judgement and measures(6 sub-competencies), processing ability of ward works(2 sub-competencies), flexibility(2 sub-competencies), resources management(2 sub-competencies), confidence(3 sub-competencies), cooperation(2 sub-competencies), professional development power(2 sub-competencies), patient service orientation(3 sub-competencies), inclination toward ethical value(5 sub-competencies), influence power(2 sub-competencies), developing others(2 sub-competencies), self control(2 sub-competencies). In second phase, 132 behavior indicators were developed according to nurse clinical ladder: novice, advanced novice, competent, proficient. In Third phase, content validity was examined on 132 behavior indicators by 21 clinical experts. 126 among 132 indicators had over 70% agreement among experts and 6 indicators under 70% were revised. Conclusion: nursing competencies, sub competencies and behavior indicators can be used nurses' clinical performance as well as establishing proper directions for professional growth related to reward system.

• 한국정보시스템학회지:정보시스템연구
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• 제23권2호
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• pp.1-23
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• 2014

Companies are required to have adequate understanding and awareness of a partner company within the supply chain, together with the understanding of the imbalance consequent on power types. Therefore, this study intends to look into the power types and make clear their influence on confidence & commitment and causal relationship that is linked to SCM user satisfaction. The concrete research results are as follows. First, the result showed that none of the behavioral coercive, high-handed reward, and relative legitimacy in terms of Mediated power had a significant influence on confidence and commitment. Like this, the result explains that there is a limit to forcibleness power in forming a continuous, long-term relationship. Second, business expertise, professional information and value reference in terms of Non-Mediated power were all found to have a significant influence on confidence and commitment. This could be judged as having an intention of aggressively accepting a partner company's expertise, information strength and imitable culture, etc. Third, both confidence and commitment was found to have a significant influence on SCM user satisfaction.

• 간호행정학회지
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• 제17권3호
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• pp.301-314
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• 2011

Purpose: This study was a methodological research conducted to develop a clinical ladder system for operating nurses. Methods: Participants were 20 OR nurses, working in C Hospital, who had a mean tenure of 6 years and 10 months. Data collection consisted of 4 focus group interviews during May and June 2009. The content analysis method of Kim and Lee (1986) was used to analyze the data. Two clinical expert groups consisting of 16 nurses verified the content validity of the preliminary system from September 16 to 26, 2009 using Kim's tool (1999). Results: The final clinical ladder system consisted of goals, core values, and 4 domains of practice related to core values, which were defined as professional value, perioperative nursing practice, education/research, and collaboration/leadership. Eleven nursing competencies and 44 behavior indicators were included in accordance with the 4-step ladder. The 4 operation systems for the clinical ladder system were the promotion system, continuous learning system, reward system, and support system. Conclusion: The results indicate that nursing managers need to pay more attention to developing a clinical ladder system for nurses.