• Journal of the Korea Society for Simulation
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• v.19 no.1
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• pp.91-101
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• 2010

Battle Management Language (BML) is defined as an unambiguous language intended to provide for command and control of simulated and live forces in U.S. It has been developed to connect between command and control system and Modeling & Simulation in the U.S., including NATO M&S Working Group. Its goal is to provide situational awareness and offer a path forward for interoperation of C2 systems and simulations. This study deals with BML development in U.S. that begins from army and is being expanded in multinational environment. It also proposes the BML application for C4I and M&S interoperation in the Korean forces. Recent developments of BML in U.S. have shown the potential for interoperation between C2 systems and simulations in a coalition environment. Finally, this study proposes a general BML application method and shows the example of its application to the Korea Joint Command Control System (KJCCS). It provides an architecture and a milestone for BML application in the Korean forces.

• Steel and Composite Structures
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• v.46 no.6
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• pp.773-791
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• 2023

Connections with damage concentrated to pre-selected components can enhance seismic resilience for moment resisting frames. These pre-selected components always yield early to dissipate energy, and their energy dissipation mechanisms vary from one to another, depending on their position in the connection, geometry configuration details, and mechanical characteristics. This paper presents behaviour insights on two types of beam-to-beam connections that the angles were designed as energy dissipation components, through the results of experimental study and finite element analysis. Firstly, an experimental programme was reviewed, and key responses concerning the working mechanism of the connections were presented, including strain distribution at the critical section, section force responses of essential components, and initial stiffness of test specimens. Subsequently, finite element models of three specimens were established to further interpret their behaviour and response that were not observable in the tests. The moment and shear force transfer paths of the composite connections were clarified through the test results and finite element analysis. It was observed that the bending moment is mainly resisted by axial forces from the components, and the dominant axial force is from the bottom angles; the shear force at the critical section is primarily taken by the slab and the components near the top flange. Lastly, based on the insights on the load transfer path of the composite connections, preliminary design recommendations are proposed. In particular, a resistance requirement, quantified by a moment capacity ratio, was placed on the connections. Design models and equations were also developed for predicting the yield moment resistance and the shear resistance of the connections. A flexible beam model was proposed to quantify the shear resistance of essential components.

• Korea Trade Review
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• v.46 no.2
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• pp.55-74
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• 2021

Despite the growing importance of the logistics industry, it has been socially recognized as a 3D job and is perceived as a field of lower professional identity since the workers themselves think that they are engaged in a less important job. According to the related researches, it shows that professional identity affects the quality of service to customers, and applying it to the workers who are engaged in the logistics industry should be a meaningful subject of research. Therefore, this study intends to look into the impact of professional identity by managers in logistics centers on their service orientation and job engagement. To this end, this study surveyed managers in logistics centers across the country and conducted exploratory factor analysis, confirmatory factor analysis, and path analysis through structural equation models. The results of this study are summarized as follows. First, among the sub-factors of professional identity, recognition of professionalism did not have a significant effect on service orientation and job engagement, while acquisition recognition and range cognition had significant effects on it. Second, service orientation had a significant effect on job engagement. It believes that this study suggested implications for educational institutions and logistics companies that develop human resources of logistics in the aspect of that it presented the importance of developing human resources of logistics as well as the directivity to where the working environment such as the autonomy in their works and the extension of their authority should take their way.

• Journal of the Korean Society of Radiology
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• v.15 no.2
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• pp.211-217
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• 2021

The purpose of this study is based on the convergence establishment of a coronavirus infection management system that can occur during clinical trials by grasping the knowledge of corona, infection possibility, infection prevention possibility, and implementation level of infection prevention behavior of radiologists working at K University Hospital. It is in providing data. This study was a descriptive research study, and data were collected from 50 radiologists working at K University Hospital from March 25 to June 30, 2020. The characteristics of the subjects and their knowledge of the COVID-19, the possibility of infection, the possibility of infection prevention, and the level of implementation of infection prevention actions were surveyed, and the collected data were analyzed with SPSS 25.0. The frequency and percentage were calculated for the general characteristics and infection-related characteristics of the subjects. The correlation between variables was analyzed by Pearson's correlation coefficient, and the factors influencing the progression of infection prevention behavior were analyzed by multiple regression analysis. Factors influencing COVID-19 infection prevention behavior shown in this study were 1.7 points for infection prevention behavior when corona knowledge increased by 1 point, and infection prevention activity increased by 11.3 points when the level of transmission pathway recognition rose 1 point. When the figure rose by 1 point, the infection prevention behavior increased by 4.2 points. When looking at the standard regression coefficient, preventive behavior is performed. Among knowledge, transmission path perception, and anxiety, the factor that has the greatest influence was the perception of the transmission path of COVID-19. As factors influencing the implementation of infection prevention actions, knowledge of COVID-19, awareness of transmission paths, and anxiety appear to be the potential of infection prevention, so in the event of a corona outbreak, information on infectious diseases and education on the possibility of infection prevention should be provided to promote the implementation of preventive action.

• Journal of Global Scholars of Marketing Science
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• v.18 no.1
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• pp.115-139
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• 2008

Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees' trust of the employers. Also I will find out the relationship between remaining employees' trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring. The hypotheses of this study are proposed as follows: H1: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is. H2: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is. H3: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their job satisfaction is. H4: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their job satisfaction is. H5: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their organization commitment is. H6: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their organization commitment is. H7: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their job satisfaction is. H8: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their organization commitment is. For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis. As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years. An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach's alpha value of multiple-item scale which is usually used to assess scale and reliability. Reliability of conceptual sub-dimension was assessed by basing on repeated procedure of correlation between individual items and whole items and factor loading. 1. Verification of correlation between validity of restructuring and trust This research showed that procedural and distributive justice of restructuring affects trust positively. The path coefficient between procedural justice of restructuring and trust is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is 0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust. Hence H1 and H2 are accepted. 2. Verification of correlation between validity of restructuring and job satisfaction The path coefficient between procedural justice of restructuring and job satisfaction is 0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job satisfaction. The path coefficient between distributive justice of restructuring and job satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed. 3. Verification of correlation between validity of restructuring and organization commitment The path coefficient between procedural justice of restructuring and organization commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in higher organization commitment. The path coefficient between distributive justice of restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the higher distributive justice results in higher organization commitment. Hence H5 and H6 are accepted. 4. Verification of correlation between trust and job satisfaction The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and thereby the correlation has a meaningful result. Since the higher trust of the employer results in higher job satisfaction, H7 is accepted. 5. Verification of correlation between trust and organization commitment The path coefficient between procedural justice of restructuring and job satisfaction is 0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher organization commitment. Hence H8 is accepted. This research aimed to help the employers of hotel industries by analyzing the effects of validity of restructuring on employees' trust, job satisfaction and organization commitment. The research found that employer's validity of restructuring has significant affects on the degree of employee's trust with a manager, thereby reducing the negative effects of restructuring and enhancing organization commitment and job satisfaction. The principal purpose of this research is to confirm the correlation between employees' perceived validity of restructuring and their trust with a manager. Also whether this correlation results in competitive edge of the company is also investigated. It is also pointed out that employees had to participated the procedure of restructuring, sharing the philosophy and reason of restructuring. This participation and furthermore compensatory methods can reduce employees' anxiety of organization operations. Variable of trust appeared to have impact on intermediation effect between perceived variable of validity and job satisfaction, organization commitment, so that increase of trust with a manager plays an crucial role in increasing organization effectiveness. Since this research did not cover whole hotel industries which underwent restructuring, it showed a limit. Unlike previous studies which dealt with validity and trust of superior bosses, this research focussed on employers. Also the organization citizenship which is not considered in this study will be dealt with in the future study.

• 한국사회복지학회:학술대회논문집
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• 2003.10a
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• pp.185-216
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• 2003

This study was aimed at investigating important factors influencing career success among regular workers. The current researcher scrutinized the degree to which variables and factors affect the career success and occupational turnover rates of the research participants. At the same tune, two hypothetical path models established by the researcher were examined using linear multiple regression methods and the LISREL. After examining the differences among the factors of career success, a comparison was made between the disabled worker group and the non-disabled worker group. A questionnaire using the 5-point Likert scale was distributed to a group of 374 workers with disabilities and 463 workers without disabilities. For the data analysis purpose, the structural equation model, factor analysis, correlation analysis, and multiple regression analysis were carried out. The results of this study ran be summarized as follows. First, the results of factor analysis showed important categories of conceptual themes of career success. The initial conceptual factor model did not accord with the empirical one. A three-factorial model revealed categories of personal, family, and organizational factor respectively. The personal factor was composed of the self-esteem and self-efficiency. The family factor was consisted of the multi-roles stress and the number of children. Finally, the organizational factor was composed of the capacity for utilizing resources, networking, and the frequency of mentoring. In addition, the total 10 sub areas of career success were divided by two important aspects; the subjective career success and the objective career success. Second, both research participant groups seemed to be influenced by their occupational types. However, all predictive variables excluding the wage rate and the average length of work years had significant impact on job success for the disabled work group, while all the variables excluding the frequency of advice and length of working years had significant impact on job success for the non-disabled worker group. Third, the turnover rate was significantly influenced by the age and the experience of turnover of the research participants. However, the number of co-workers was the strongest predictive variable for the worker group with disabilities, but the occupation choice variable for the worker group without disabilities. For the disabled worker group, the turnover rate was differently influenced by the type of occupation, the length of working years, while multi-role stress and the average working years at the time of turnover for the worker group without disabilities. Fifth, as a result of verifying the hypothetical path model, it showed that the first model was somewhat proper and could predict the career success on both research participant groups. In the second model, the Chi-square, the degree of freedom (($x^2=64.950$, df=61, P=0.341), and the adjusted Goodness of Fit Index (AGFI) were .964, and the Comparative Fit Index (CFI) were .997, and the Root Mean Squared Residual (RMR) was respectively. .038. The model was best fitted and could predict the career success more highly because the goodness of fit index in the whole models was within the allowed range. In conclusion, the following research implications can be suggested. First, the occupational type of research participants was one of the most important variables to predict the career success for both research participant groups. It means that people with disabilities require human development services including education. They need to improve themselves in this knowledge-based society. Furthermore, for maintaining the career success, people with disabilities should be approached by considering the subjective career success aspects including wages and the promotion opportunities than the objective career success aspects.

• Journal of the Korea Convergence Society
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• v.11 no.4
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• pp.233-245
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• 2020

This study aims to investigate the relationship between positive psychological capital and entrepreneurial intention among middle-aged and elderly individuals who are interested in starting their own business by focusing on the mediating effect of risk sensitivity and the moderating effect of asset status. To accomplish the study's objective, a questionnaire was administered to approximately 250 middle-aged and elderly people working in Seoul from December 1 to December 31, 2019. Collected data were analyzed using SPSS 26.0. Specifically, frequency analysis and descriptive statistics were conducted, and reliability of the constructs was assessed. Factor analysis was used to measure the goodness of fit of the model developed. Finally, a structural equation model was established, and analysis was conducted on the test of the hypotheses about the mediating, moderating, and adjusting effects using the AMOS statistical package. The results revealed that positive psychological capital had a positive impact on risk sensitivity, and the path analysis of self-efficacy and entrepreneurial intention as well as resilience and entrepreneurial intention showed results of 0.042 and 0.026, respectively, supporting mediating effects. In the causal relationship between positive psychological capital and entrepreneurial intention, asset status acted as a moderator given that the chi square difference between the models was 7.096. Thus, the findings provide implications for comprehensive training programs to boost positive psychological capital and asset status in middle-aged and elderly individuals who are preparing to establish their own business. Further studies are needed to cover broader geographic areas and compare/analyze other variables associated with business startups.

• Korean Journal of Social Welfare
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• v.55
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• pp.131-153
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• 2003

This study was aimed at investigating important factors influencing career success among disabled workers. The current researcher scrutinized the degree to which variables and factors affect the career success and occupational turnover rates of the research participants. The participants in this study (n=837) were 374 workers with disabilities and 463 workers without disabilities. The results of this study can be summarized as follows: First, the results of factor analysis showed important categories of conceptual themes of career success. The initial conceptual factor model did not accord with the empirical one. Second, both research participant groups seemed to be influenced by their occupational types. However, all predictive variables excluding the wage rate and the average length of work years had significant impact on job success for the disabled work group, while all the variables excluding the frequency of advice and length of working years had significant impact on job success for the non-disabled worker group. Third, the turnover rate was significantly influenced by the age and the experience of turnover of the research participants. However, the number of co-workers was the strongest predictive variable for the worker group with disabilities, but the occupation choice variable for the worker group without disabilities. Fifth, as a result of verifying the hypothetical path model, it showed that the first model was somewhat proper and could predict the career success on both research participant groups. In conclusion, the following research implications can be suggested. The occupational type of research participants was one of the most important variables to predict the career success for both research participant groups.

• Proceedings of the Korean Society for Agricultural Machinery Conference
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• 2000.11c
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• pp.654-661
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• 2000

Area of greenhouse increases rapidly up to 45,265ha by the year of 1998 in Korea. Hot air heater with light oil combustion is the most common heater for greenhouse heating in the winter season. However, exhaust gas heat discharged to atmosphere through chimney reaches up to 10~20% of total heat of the oil combusted in the furnace. In order to recapture the heat of this exhaust gas and to recycle for greenhouse heating, the heat pipe type exhaust heat recovery system was manufactured and tested in this experiment. The exhaust heat recovery system was made for space heating in the greenhouse. The system consisted of a heat exchanger made of heat pipes, ${\emptyset}15.88{\times}600mm$ located in the rectangular box of $600{\times}550{\times}330mm$, a blower and air ducts. The rectangular box was divided by two compartments where hot chamber exposed to exhaust gas in which heat pipes could pick up the heat of exhaust gas, and by evaporation of the heat transfer medium in the pipes it carries the heat to the cold compartment, then the blower moves the heat to greenhouse. The number of heat pipe was 60, calculated considering the heat exchange amount between flue gas and heat transfer capacity of heat pipe. The working fluid of heat pipe was acetone because acetone is known for its excellent heat transfer capacity. The system was attached to the exhaust gas path. According to the performance test it could recover 53,809 to 74,613kJ/hr depending on the inlet air temperature of 12 to $-12^{circ}C$ respectively when air flow rate $1,100\textrm{m}^3/hr$. The exhaust gas temperature left the heat exchanger dropped to $100^{circ}C$ from $270^{circ}C$ by the heat exchange between the air and the flue gas, the temperature difference was collected by the air and the warm air temperature was about $60^{circ}C$ at the air flow rate of $1,100\textrm{m}^3/hr$. This heat pipe type exhaust heat recovery system can reduce fuel cost by 10% annually according to the economic analysis.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.10
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• pp.3873-3879
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• 2010

Home service robot are not working in the fixed task such as industrial robot, because they are together with human in the same indoor space, but have to do in much more flexible and various environments. Most of them are developed on the base of the wheel-base mobile robot in the same method as a vehicle robot for factory automation. In these days, for holonomic system characteristics, omni-directional wheels are used in the mobile robot. A holonomicrobot, using omni-directional wheels, is capable of driving in any direction. But trajectory control for omni-directional mobile robot is not easy. Especially, azimuth control which sensor uncertainty problem is included is much more difficult. This paper develops trajectory controller of 3-wheels omni-directional mobile robot using fuzzy azimuth estimator. A trajectory controller for an omni-directional mobile robot, which each motor is controlled by an individual PID law to follow the speed command from inverse kinematics, needs a precise sensing data of its azimuth and exact estimation of reference azimuth value. It has imprecision and uncertainty inherent to perception sensors for azimuth. In this paper, they are solved by using fuzzy logic inference which can be used straightforward to perform the control of the mobile robot by means of the fuzzy behavior-based scheme already existent in literature. Finally, the good performance of the developed mobile robot is confirmed through live tests of path control task.