• International Journal of Computer Science & Network Security
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• v.23 no.9
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• pp.65-70
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• 2023

The "information roadway" will give us an impact of new PC based assignments and administrations, yet the unusualness of this new condition will ask for another style of human-PC association, where the PC transforms into a sharp, dynamic and customized partner. Interface administrators are PC programs that use Artificial Intelligence frameworks to give dynamic help to a customer with PC based errands. Operators drastically change the present client encounter, through the similitude that a specialist can go about as an individual collaborator. The operator procures its capability by gaining from the client and from specialists helping different clients. A couple of model administrators have been gathered using this methodology, including authorities that give customized help with meeting planning, electronic mail taking care of, Smart Personal Assistant and choice of diversion. Operators help clients in a scope of various ways: they perform assignments for the client's sake; they can prepare or educate the client, they enable diverse clients to work together and they screen occasions and methods.

• International conference on construction engineering and project management
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• 2009.05a
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• pp.316-322
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• 2009

The more repetitive, complex and objective the work, the more effective automation is. Code checking is an example of this. Checking building codes through a thick set of drawings is error-prone and time-consuming. In order to overcome this problem, several organizations have initiated efforts to automate building-code checking. Initiated study mainly focused on checking codes for invalidation, required size and crash, and then area of checkable codes have been expanding. But, it has not been considered for codes regarding anti-disaster/egress, which is also issued these days. This study is about how to automatically check codes for anti-disaster and egress based on Korea building codes. The codes can be categorized as five sections: egress way, material/capability, principals of evacuation, evacuation stairway and fire protection partition. To check automatically, there are problems, such as expression of codes for egress and limitation of extractable information from the BIM model. This paper shows what problems exist and assignments to be resolved. Also, current developing processes are presented, and suggestions are made about the direction for the work that remains.

• Nuclear Engineering and Technology
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• v.56 no.3
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• pp.1052-1065
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• 2024

Advanced Pressurized Water Reactors (APWRs) and Boiling Water Reactors (BWRs) employ a suppression pool as a heat sink to prevent containment overpressure. Steam can be discharged into the pool through multi-hole spargers or blowdown pipes in both normal and accident conditions. Direct Contact Condensation (DCC) creates sources of momentum and heat. The competition between these two sources determines the development of thermal stratification or mixing of the pool. Thermal stratification is of safety concern as it reduces the cooling capability compared to a completely mixed pool condition. In this work we develop a scaling approach to prediction of the thermal stratification in a water pool induced by steam injection through spargers. Experimental data obtained from large-scale pool tests conducted in the PPOOLEX and PANDA facilities, as well as simulation results obtained using validated codes are used to develop the scaling. Two injection orientations, namely radial injection through multi-hole Sparger Head (SH) and vertical injection through Load Reduction Ring (LRR), are considered. We show that the erosion rate of the cold layer can be estimated using the Richardson number. In this work, scaling laws are proposed to estimate both the (i) transient erosion velocity and (ii) the stable position of the thermocline. These scaling laws are then implemented into a 1D model to simulate the thermal behavior of the pool during steam injection through the sparger.

• Journal of the Korea Institute of Building Construction
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• v.10 no.3
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• pp.121-128
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• 2010

This study aims to make improvements to the standard estimation process used to estimate reasonable costs for construction work, and to suggest a work crew based estimation using a new cost estimation model. In addition, work crew shift combination and construction process were systematically organized in order to improve the estimation technique and the construction capability of the cement liquid waterproofing work for apartment buildings. In addition, in terms of manpower and productivity, analyses were performed on the cement liquid waterproofing work for apartment buildings with net areas between $84-85m^2$ and $125-184m^2$, and the results were then compared with those calculated using the conventional work-crew based estimation method. Through this study, when the results of this study and those calculated by the conventional method were compared, for apartments with the net area of $84-85m^2$, the differences between specialists were shown to be 1.91 times to 2.13 times on average, while they were 8.82 times to 9.52 times between normal workers on average. For apartments with the net area of $125-184m^2$, the differences betweenspecialists were shownto be 1.89 times to 2.07 times on average, and 8.57 times to 9.38 times on average between normal workers.

• The Korean Journal of Nuclear Medicine Technology
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• v.12 no.3
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• pp.199-207
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• 2008

Purpose: The purpose of a role model is to find a master or expert who conduct their business effectively and work as a model that helps staff in charge to conduct their works effectively. This process is an effort to find out the deviation of work performance capability among staffs in charge and settle the work process to be optimized to practical business, the standardization of protocol. Materials and Methods: Seoul Asan medical center nuclear department developed 6~7 role modeling items and has applied it to work. I report two operation improvement cases we had applied a role model to Seoul ASAN medical center. Result: By comparison with none application of a role model, we could improve operation efficiency. Conclusion: The main purpose of role modeling is to make the employees who do the business in their charge effectively as a role model and contribute to work performance of employees who are lack of work performance although they performed their works hard. Our team is going to develop role model items continuously and to make a use of it to practical work then improve work performance. We regard it as a useful tool to performance improvement. The performance improvement by using a role model was very useful instrument.

• Korea journal of population studies
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• v.34 no.3
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• pp.179-209
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• 2011

This study explored the relationships among such variables as work-family compatibility, gender attitude, reasons for low birth rate, and education level, using a sample of 2,678 from the '2009 National Survey for Marriage and Birth Trend'. The purpose of this study was to identify the ideas about how to support married couples' work-family balance, and how to change gender attitude to promote childbirth. The results are as follows. The type of ideal work-family balance was different by education level, but not by gender. Low level of education was associated with choice of the full time work without a child. Male singles, compared to female singles, preferred the role of a man as a bread winner, and a woman as a house worker. Female singles had the higher level of hope for husband's capability of caring children. This trend was intensified by choice of the full time work with 2 children. Singles who prefer working as a full time worker with 2 children worried more about low birth rate in Korea than singles who prefer working as a part time worker with one or two children. The most frequently cited reason for low birth rate was 'high cost of both child care and education'. The next was 'difficulty in buying a residence, followed by 'increase in the number of career woman'. Female singles who want to work full time with 2 or more children worried more about the burden of child caring and education than male singles. Implications and suggestions were provided based on the results.

• Asia pacific journal of information systems
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• v.21 no.4
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• pp.63-104
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• 2011

The study examines the relationships among employee's goal orientation, IT personnel competency, personal effectiveness. The goal orientation includes learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Personal effectiveness consists of personal work satisfaction and personal work performance. In general, IT personnel competency refers to IT expert's skills, expertise, and knowledge required to perform IT activities in organizations. However, due to the advent of the internet and the generalization of IT, IT personnel competency turns out to be an important competency of technological experts as well as employees in organizations. While the competency of IT itself is important, the appropriate harmony between IT personnel's business capability and technological capability enhances the value of human resources and thus provides organizations with sustainable competitive advantages. The rapid pace of organization change places increased pressure on employees to continually update their skills and adapt their behavior to new organizational realities. This challenge raises a number of important questions concerning organizational behavior? Why do some employees display remarkable flexibility in their behavioral responses to changes in the organization, whereas others firmly resist change or experience great stress when faced with the need to alter behavior? Why do some employees continually strive to improve themselves over their life span, whereas others are content to forge through life using the same basic knowledge and skills? Why do some employees throw themselves enthusiastically into challenging tasks, whereas others avoid challenging tasks? The goal orientation proposed by organizational psychology provides at least a partial answer to these questions. Goal orientations refer to stable personally characteristics fostered by "self-theories" about the nature and development of attributes (such as intelligence, personality, abilities, and skills) people have. Self-theories are one's beliefs and goal orientations are achievement motivation revealed in seeking goals in accordance with one's beliefs. The goal orientations include learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Specifically, a learning goal orientation refers to a preference to develop the self by acquiring new skills, mastering new situations, and improving one's competence. A performance approach goal orientation refers to a preference to demonstrate and validate the adequacy of one's competence by seeking favorable judgments and avoiding negative judgments. A performance avoid goal orientation refers to a preference to avoid the disproving of one's competence and to avoid negative judgements about it, while focusing on performance. And the study also examines the moderating role of work career of employees to investigate the difference in the relationship between IT personnel competency and personal effectiveness. The study analyzes the collected data using PASW 18.0 and and PLS(Partial Least Square). The study also uses PLS bootstrapping algorithm (sample size: 500) to test research hypotheses. The result shows that the influences of both a learning goal orientation (${\beta}$ = 0.301, t = 3.822, P < 0.000) and a performance approach goal orientation (${\beta}$ = 0.224, t = 2.710, P < 0.01) on IT personnel competency are positively significant, while the influence of a performance avoid goal orientation(${\beta}$ = -0.142, t = 2.398, p < 0.05) on IT personnel competency is negatively significant. The result indicates that employees differ in their psychological and behavioral responses according to the goal orientation of employees. The result also shows that the impact of a IT personnel competency on both personal work satisfaction(${\beta}$ = 0.395, t = 4.897, P < 0.000) and personal work performance(${\beta}$ = 0.575, t = 12.800, P < 0.000) is positively significant. And the impact of personal work satisfaction(${\beta}$ = 0.148, t = 2.432, p < 0.05) on personal work performance is positively significant. Finally, the impacts of control variables (gender, age, type of industry, position, work career) on the relationships between IT personnel competency and personal effectiveness(personal work satisfaction work performance) are partly significant. In addition, the study uses PLS algorithm to find out a GoF(global criterion of goodness of fit) of the exploratory research model which includes a mediating variable, IT personnel competency. The result of analysis shows that the value of GoF is 0.45 above GoFlarge(0.36). Therefore, the research model turns out be good. In addition, the study performs a Sobel Test to find out the statistical significance of the mediating variable, IT personnel competency, which is already turned out to have the mediating effect in the research model using PLS. The result of a Sobel Test shows that the values of Z are all significant statistically (above 1.96 and below -1.96) and indicates that IT personnel competency plays a mediating role in the research model. At the present day, most employees are universally afraid of organizational changes and resistant to them in organizations in which the acceptance and learning of a new information technology or information system is particularly required. The problem is due' to increasing a feeling of uneasiness and uncertainty in improving past practices in accordance with new organizational changes. It is not always possible for employees with positive attitudes to perform their works suitable to organizational goals. Therefore, organizations need to identify what kinds of goal-oriented minds employees have, motivate them to do self-directed learning, and provide them with organizational environment to enhance positive aspects in their works. Thus, the study provides researchers and practitioners with a matter of primary interest in goal orientation and IT personnel competency, of which they have been unaware until very recently. Some academic and practical implications and limitations arisen in the course of the research, and suggestions for future research directions are also discussed.

• Strategy21
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• s.31
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• pp.57-84
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• 2013

North Korea's continuous threats and provocative behaviors have aggravated tension on the Korean peninsula particularly with the recent nuclear weapons test. South Korea's best way to cope with this situation is to maintain the balance among three policy directions: dialogue, sanctions, and deterrence. Among the three, I argue that deterrence should be prioritized. There are different sources of deterrence such as military power, economic power, and diplomatic clouts. States can build deterrence capability independently. Alternatively, they may do so through relations with other states including alliances, bilateral relations, or multilateral relations in the international community. What South Korea needs most urgently is to maintain deterrence against North Korea's local provocations through the enhancement of independent military capability particularly by addressing the asymmetric vulnerability between militaries of the South and the North. Most of all, the South Korean government should recognize the seriousness of the negative consequences that North Korea's 'Nuclear shadow strategy' would bring about for the inter-Korea relations and security situations in Northeast Asia. Based on this understanding, it should develop an 'assertive deterrence strategy' that emphasizes 'multi-purpose, multi-stage, and tailored deterrence whose main idea lies in punitive retaliation.' This deterrence strategy requires a flexible targeting policy and a variety of retaliatory measures capable of taking out all targets in North Korea. At the same time, the force structures of the army, the air force, and the navy should be improved in a way that maximizes their deterrence capability. For example, the army should work on expanding the guided missile command and the special forces command and reforming the reserve forces. The navy and the air force should increase striking capabilities including air-to-ground, ship-to-ground, and submarine-to-ground strikes to a great extent. The marine corps can enhance its deterrence capability by changing the force structure from the stationary defense-oriented one that would have to suffer some degree of troop attrition at the early stage of hostilities to the one that focuses on 'counteroffensive landing operations.' The government should continue efforts for defense reform in order to obtain these capabilities while building the 'Korean-style triad system' that consists of advanced air, ground, and surface/ subsurface weapon systems. Besides these measures, South Korea should start to acquire a minimum level of nuclear potential within the legal boundary that the international law defines. For this, South Korea should withdraw from the Nuclear Non-proliferation Treaty. Moreover, it should obtain the right to process and enrich uranium through changing the U.S.-South Korea nuclear cooperation treaty. Whether or not we should be armed with nuclear weapons should not be understood in terms of "all or nothing." We should consider an 'in-between' option as the Japanese case proves. With regard to the wartime OPCON transition, we need to re-consider the timing of the transition as an effort to demonstrate the costliness of North Korea's provocative behaviors. If impossible, South Korea should take measures to make the Strategic Alliance 2015 serve as a persisting deterrence system against North Korea. As the last point, all the following governments of South Korea should keep in mind that continuing reconciliatory efforts should always be pursued along with other security policies toward North Korea.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.12
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• pp.211-217
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• 2020

Technology planning in the defense field aims to develop core technologies in order to develop weapon systems to satisfy the force integration period by researching and analyzing necessary technologies for weapon systems. In the past, core technology development projects were conducted by deriving core technology based on the main required operational capability. But in this case, there is the limitation that technologies which are necessary to develop weapon systems but do not directly affect required operational capability, such as system integration technologies, are not considered. In this paper, we propose a work breakdown structure-based technology research and analysis methodology that prevents vacant technologies by identifying core technologies that must be secured for the development of weapon systems at the component level. With the proposed methodology, it is possible to identify technologies that must be acquired to realize the required operational capability of systems or which must be secured even they do not affect the required operational capability.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.2
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• pp.141-151
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• 2022

This exploratory study was conducted to derive the components of digital entrepreneurship by targeting the experts related to Information and Communication Technology (ICT). Through the review of previous studies and Delphi analysis, the major components of digital entrepreneurship were derived into the 'digital entrepreneurial orientation area' and the 'digital technology competency area'. The components of digital entrepreneurship are innovativeness, proactiveness, risk-taking, desire for achievement, ability to identify digital business opportunities, digital technology utilization capability, digital operation process establishment capability, digital technology development capability, digital technology acceptance, information exchange, and cooperation network establishment, digital-based customer acquisition and management was presented. The importance and execution of success factors were measured through IPA analysis. The first quadrant(keep up the good work) includes proactiveness, ability to identify digital business opportunities, and ability to establish digital business processes. The second quadrant(concentrate here) includes innovativeness, digital technology development capability, and digital technology acceptance. The third quadrant(low priority) includes risk-taking, desire for achievement, digital technology utilization capacity, and digital-based customer acquisition and management. The fourth quadrant(possible overkill) includes information exchange and cooperation network establishment. This study is meaningful in that it presents the concept and components of digital entrepreneurship for digital entrepreneurs that can be applied in Korea.