• Journal of Institute of Control, Robotics and Systems
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• v.8 no.7
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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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• v.39 no.3
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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.

• Journal of the Korean Home Economics Association
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• v.32 no.2
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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.

• Proceedings of the Ginseng society Conference
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• 1980.09a
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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.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.347-352
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• 2021

In this paper, we propose a method for finding feature subsets that are effective for classification in an input dataset by using a multi-agent reinforcement learning method. In the field of machine learning, it is crucial to find features suitable for classification. A dataset may have numerous features; while some features may be effective for classification or prediction, others may have little or rather negative effects on results. In machine learning problems, feature selection for increasing classification or prediction accuracy is a critical problem. To solve this problem, we proposed a feature selection method based on reinforced learning. Each feature has one agent, which determines whether the feature is selected. After obtaining corresponding rewards for each feature that is selected, but not by the agents, the Q-value of each agent is updated by comparing the rewards. The reward comparison of the two subsets helps agents determine whether their actions were right. These processes are performed as many times as the number of episodes, and finally, features are selected. As a result of applying this method to the Wisconsin Breast Cancer, Spambase, Musk, and Colon Cancer datasets, accuracy improvements of 0.0385, 0.0904, 0.1252 and 0.2055 were shown, respectively, and finally, classification accuracies of 0.9789, 0.9311, 0.9691 and 0.9474 were achieved, respectively. It was proved that our proposed method could properly select features that were effective for classification and increase classification accuracy.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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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.

• Proceedings of the KIEE Conference
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• 2002.11c
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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.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.3
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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.

• The Journal of Information Systems
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• v.23 no.2
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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.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.3
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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.