• 한국컴퓨터정보학회논문지
• /
• 제8권2호
• /
• pp.129-134
• /
• 2003

본 논문은 액티브네트워크 상의 웹 캐싱을 위한 서비스 컴포지션에 관하여 언급하였다. 액티브네트워크에서는 사용자의 요구사항에 맞게 서비스들을 빠르게 재구성하기 위한 서비스 컴포지션에 대한 요구사항이 대두되고 있다. 이러한 요구사항을 지원하기 위해서 우리는 액티브 네트워크상에서 웹 캐싱을 위한 서비스 컴포지션의 설계 및 구현에 관하여 언급하였다.

• 한국산학기술학회논문지
• /
• 제16권9호
• /
• pp.6260-6268
• /
• 2015

상이한 망이 공존하는 LTE-Advanced에서 기존 음성 서비스에 적용된 절차적이고 정적인 제어방식으로는 서비스 연속성을 효과적으로 지원하는 것은 현실적으로 어렵다고 여겨진다. 본 논문에서는 SON를 기반으로 서비스 연속성을 효과적으로 지원하기 위한 서비스 자기-조직화를 제시하고자 한다. SON을 통하여 가입자 단말기는 자신의 현재 상태 및 주변 기지국 정보를 수집하고, 기지국은 내부 및 인접한 기지국 모니터링으로 수집된 정보를 통하여, 관련 제어 데이터를 공유하고 이를 종합 분석하여 서비스 연속성을 자체적으로 조절/제어하는 방법을 제안한다. 서비스 자기-조직화는 단말기 및 기지국의 상태 정보 변화에 따라 관련 기능(여기서 기능은 ISHO, 셀 선정, 자원 할당, 부하 제어, QoS 매핑 등을 의미함)의 설정을 동적으로 제어하고, 각각의 기능들이 변화에 적응하여 조정되고 재구성하는 과정을 주고받으면서 각 기능들이 상호 작용하게 된다. 이러한 동작들이 서비스 자기-조직화를 통하여 서비스 연속성을 만족시키는 방향으로 이루어진다. 자원 이용률과 outage 확률을 성능척도로 하여 수행된 시뮬레이션 결과에 의하면 제안된 방안은 기존 방안에 비하여 더 우수한 성능을 가짐이 확인된다.

• 보건의료산업학회지
• /
• 제9권1호
• /
• pp.95-107
• /
• 2015

The purpose of this study is to analyze the characteristics of hospital organization structure, organization culture, organization conflict and the interrelation of influential factor in organization conflict. The data for this study were collected through a self-administered survey with a structured delivered to 755 subjects including several nursing staff members, administration staff members and medical technicians at six hospitals. The structural equation model was used to examine the relation of organization structure, organization culture and organization conflict. The results of the analysis in this study were as follows. First, organization structure had a positive influence on organization conflict, especially in terms of complexity and centralization. But, formalization had a negative influence on organization conflict. Second, organization culture had a positive influence on organization conflict, especially in terms of group culture, developmental culture, and hierarchical culture. But, group culture had a negative influence on organization conflict. Third, organization structure had positive influences, especially on organization culture complexity, centralization, and formalization. But, centralization had negative influences too.

• 보건의료산업학회지
• /
• 제7권2호
• /
• pp.113-124
• /
• 2013

The purpose of this study is to investigate of determinants of hospital organization trust affecting to hospital worker's trust in organization. This study was measured levels of trust in organization of hospital workers and 5 determinants of organization trust, organizational fairness, consideration, morality, competence and responsibility toward a society. Levels of trust in organization of hospital workers and determinants of organization trust were assessed using a sample of 190 employees who work at 2 hospitals in Seoul, Kyunggi. Data were collected by self-administered questionnaires from november 22 to 29 in 2012 and analyzed SPSS 18 by using t-test, ANOVA and regression analysis. The results of this study indicate that organizational fairness, consideration and responsibility toward a society among 5 determinants were positively related to levels of trust in organization of hospital workers. Based on these findings, it can be defined that 5 determinants of hospital organization trust influences levels of trust in organization of hospital workers. The implications of this study are discussed and areas for future research are presented.

• 한국정보처리학회:학술대회논문집
• /
• 한국정보처리학회 2018년도 춘계학술발표대회
• /
• pp.602-603
• /
• 2018

최근 사물인터넷 환경에서는 다양한 서비스가 공존하고 있다. 특히 동일 지역 내에 다양한 서비스가 제공되고 있으며 서비스 별로 사물인터넷 디바이스가 구성되어 있다. 이런 네트워크 환경은 서비스 제공에 있어 비효율적이다. 따라서 본 논문에서는 서비스 중심의 사물인터넷 네트워크 구축을 위한 네트워킹 기법을 제안한다. 제안하는 기법은 사물인터넷 환경에서 Self-Organization IoT Network (S-IoTN) 기법을 활용한 서비스 중심 사물인터넷 네트워킹 기법이다. 제안하는 기법은 사물인터넷 서비스 제공에 필요한 제어메시지를 최소활 할 수 있는 기법으로 활용 가능하다.

• 동아시아식생활학회지
• /
• 제23권6호
• /
• pp.862-870
• /
• 2013

This study examines the effect of communication type of food service employees on the self-efficiency and organizational commitment. To accomplish the purpose of the study, a survey was conducted to employees of food service companies located in Seoul, from August 5, 2013 to August 25, 2013 as a method of empirical study. The results of this study was analyzed using the SPSS WIN 12.0 and statistical reliability analysis, factor analysis, frequency analysis, correlation analysis and multiple regression analysis were conducted for hypothesis verification. The analysis results of this study are as follows. First, the R-square of regression result for 'communication type will have a positive effect on self-efficiency' was .220. Also, it was found that factors of consideration (Beta=.286, t=5.622), instruction (Beta=.303, t=5.970) and business (Beta=.214, t=4.217) had positive effects on self-efficiency. Values for factors of consideration and instruction were higher than business. Second, the R-square of regression result for 'communication type will have a positive effect on organizational commitment' was .429. Also, it was found that factors of consideration (Beta=.453, t=10.428), instruction (Beta=.380, t=8.749) and business (Beta=.282, t=6.477) had positive effects on organizational commitment. Values for factors of instruction and business were high but value of consideration factor turned out the highest. Third, the R-square of regression result for 'self-efficiency will have a positive effect on organizational commitment' was .334. Also, it was found that out of the factors of positivity (Beta=.369, t=8.423), confidence (Beta=.415, t=8.833) and negativity (Beta=-.072, t=-1.536), positivity and confidence had positive effects on organization commitment, and only positivity and confidence showed high values in organization commitment. Upon analyzing the effect of factors of self-efficiency (positivity, confidence, negativity) on organizational commitment, it was found that positivity and confidence showed high relevance but the negativity factor did not have any correlation.

• 보건의료산업학회지
• /
• 제11권4호
• /
• pp.29-40
• /
• 2017

Objectives : The purpose of this study was to identify the effects of emotional competence, learning organization and nursing organizational culture on performance among clinical nurses. Methods : This study was conducted over a six-month period, with 170 nurses from general hospitals with 400 beds in three regions of Korea. Data were gathered from August 25th to September 10th, 2016, using a self-report questionnaire, and analyzed using the IBM SPSS 19.0 program. Results : The significant predictors of nursing performance were self-awareness (${\beta}=.32$), a master's degree or higher (${\beta}=.20$), relationship management (${\beta}=.26$), personal mastery(${\beta}=.23$), and 5~10 years in a clinical career (${\beta}=.16$). These variables explained 47.3% of the variance in nursing performance. Conclusions : To improve nursing performance, interventions that can enhance nurses' emotional competence and the need for program development to enhance their learning organization, as well as related variables, including academic credentials and clinical career, should be considered.

• 보건의료산업학회지
• /
• 제5권2호
• /
• pp.91-104
• /
• 2011

This study is focusing on the fact that Medical bodies are a labor-intensive organization in the technological field which needs technical knowledge and concerted efforts and then explaining the job value and the workplace value on the basis of trust in terms of a sense of organizational unity. The study reveals that, the higher recognition of their seniors the medical workers have, the higher level of self-esteem for job value they have. In terms of personal characteristics, educational experience has a meaningful influence on self-esteem for job value; in terms of job characteristics, the period of one`s service and monthly salary have a meaningful influence on it. And, it is found, the higher the pride on workplace, respect and trust in seniors, loyalty to seniors and self-esteem for job value are, the more proud they feel of workplace.

• 유통과학연구
• /
• 제12권6호
• /
• pp.41-48
• /
• 2014

Purpose - This study aims to investigate a solution to reduce the negative reactions arising from the performance of duties or the job distress of workers in the service industry, because human resource statistics regarding workers in the service sector have been unreported, while concerns regarding exposure to emotional exertion and poor working conditions have been continuously increasing. Research design, data, and methodology - This study specifically focused on workers in highway service areas. It differs from previous studies because it involves the perspective of the person-organization fit and regards workers' cognition of leaders through the psychological distance toward the leader and the contact frequency between workers and leaders within the framework of the leader-individual fit. Moreover, this study highlights the role of the self-leadership of workers as an important factor that becomes manifested in the individual-level fit to the organization. Hence, this study investigates whether the positive role of the above factors, in turn, could reduce job distress. Workers from highway service areas in Gyeonggi-do province provided data; 141 valid questionnaires are collected. SPSS 19.0 and AMOS 19.0 were used to test the reliability and validity of constructs. Simple regression, multiple regression, and 3 step mediation tests were used to test the hypotheses after the correlation tests. Results - Results indicated that leader-member contact frequency and psychological distance have negative effects on job distress but positive effects on self-leadership. A mediation test revealed that self-leadership, in the relationships between contact frequency and job distress and between psychological distance and job distress, resulted in partial mediation and full mediation, respectively. Conclusions - The result can be understood through two different possible explanations. First, service area workers generally possess a positive perspective toward their leaders. This can be interpreted to mean that increased contact frequency and psychological distance would be considered as supports from the leader, rather than intrusive controls or management schemes. Therefore, the management in highway service areas should invest efforts in increasing contact frequency as well as maximizing psychological similarities by adopting the viewpoints of workers in terms of moral and ethical management, to reduce the workers' job distress. The results relating to self-leadership also indicate that increased contact frequency must be accompanied by intentions for the effective promotion of workers' self-leadership. It also signifies the necessity of a strategic approach by leaders to induce workers to perceive "in-group"ness as suggested both by the similarity-attraction theory and by the social identity theory. In addition, the results of the mediation test of self-leadership indicate that because workers' self-leadership activates upon increased contact frequency by the leader, it should not be a means of control and should not be utilized only from the perspective of management. It is also suggested that strategies such as transfer of authority could have a positive effect in promoting the expansion of self-influence from workers.

• 보건의료산업학회지
• /
• 제5권3호
• /
• pp.101-110
• /
• 2011

This study analyzed affecting factors of employees working at dental hospitals to the organizational commitment and service quality, and then tried to utilize it as a basic data in executing personnel training policies for dental hospital's practitioners. The survey was conducted from July 1st to July 30th, 2010, and used 193 copies for this research analysis. As a hypothetical verification result through regression analysis, means and capabilities among empowerment factors influenced significant positive (+) effects, and self-determination and influences did not make significant effects. Also, organization commitment was displayed as influencing significant positive (+) effects to the service quality. When considering this research's results as a basement, an alternative for the managerial innovation shall be established for promoting mutual developments of individuals and organization in midst of promptly changing economic environments. That is, a personal training system has to be set up in which more decision-making rights on given assignments of dental hospital's employments are endowed, and then responsibilities are directed to be charged so much by introducing the empowerment concept instead of the managerial technique centering on controls.