• 한국마이크로전자및패키징학회:학술대회논문집
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• 한국마이크로전자및패키징학회 2002년도 춘계 기술심포지움 논문집
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• pp.69-73
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• 2002

In ceramic systems, many components including embedded passives and TRL(transmission line) are used for composition of 3-dimensional circuit. So the exact analysis on this components, As for the TRL's, material properties including electrical conductivity of metal, loss factor and effective dielectric constant of dielectric material and geometrical factors like roughness of surface, vias, dimension of stripline structure have a large effect on the charactersistics of transmission lines. In this research, of effect of material and geometrical factors on the characteristics of stripline structure is analyzed and quantified by simulation and measurement.

• 한국섬유공학회:학술대회논문집
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• 한국섬유공학회 1987년도 학술발표초록집
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• pp.34-34
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• 1987

Investigation has been carried out on the physical properties of several cotton rovings in various drafting conditions, such as twist, draft ratio and roller gauge. Drafting force and tensile strength were measured and analyzed by the statistical method like 3 factorial design. The correlations between drafting force and tensile strength were also examined. It was known that all factors effected on the drafting force and tensile strength of rovings. But the linear and quadratic effect of factors were found different results.

• 유통과학연구
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• 제14권5호
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• 가족자원경영과 정책
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• 제1권1호
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• pp.17-26
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• 1997

The purpose of this study was to investigate the effects of two variable groups(socio-demographic factors and psychological factors) on money management strategies and financial satisfaction. The major findings of this study are as follows : Household income, level of education of wives, and locus of control had significant effect on the level of financial satisfaction. After the effect of socio - demographic variables and psychological variables was controlled, Especially evaluating strategy was found to be the most powerful variable in explaining financial satisfaction.

• 대한음성학회지:말소리
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• 제54호
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• pp.15-26
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• 2005

The aim of this paper was to analyze the lexical effects on spoken word recognition of Korean monosyllabic word. The lexical factors chosen in this paper was frequency, density and lexical familiarity of words. Result of the analysis was as follows; frequency was the significant factor to predict spoken word recognition score of monosyllabic word. The other factors were not significant. This result suggest that word frequency should be considered in speech perception test.

• 한국항해항만학회:학술대회논문집
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• 한국항해항만학회 1994년도 추계학술발표회
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• pp.49-58
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• 1994

The methods of estimation of VTS effectivenss are compared and the worldwide literature related to the VTS effectiveness is reviewed. The review suggests three potential approaches ; simulation ; synthesis of expert opinion and statistical analysis of casualties. this study adopted dissimilar approaches to estimate the VTS effectiveness to the earlier studies ; the combination of synthesis of expert opinion and causal analysis of casualty. The VTS effectiveness is derived by multiplying casualty rate reduction factors by the effect level of causal factors. The development of casualty rate reduction factors was based on the questionnaire survey and the evolution of effect levels was based on the causal analysis using functional block diagram. According to these procedures the maximum benefit to be obtained through the introduction of a VTS system was approximately 46 percent overall. The collision reduction rate was estimated to be approximately 50 percent for a VTS system with advanced radar surveillance. And 47 percent of groundings 36 percent of rammings and 21 percent of founderings could be reduced by the introduction of VTS. These figures are more or less the same to the earlier studies. The VTS effectiveness by the different causal factor groups was examined. VTS may reduce about 68 percent of causal factors classified as environmental conditions 40 percent of human factors and 35 percent of technical factors in collision accidents. As a whole 60 percent of environmental factors 41 percent of human factors and 20 percent of technical factors may be prevented by a VTS. The key variable of the effectiveness percentage is the value of weight coefficient $\delta$. Therefore differing values for this input was discussed and the impact that these variations have on the VS effectiveness noted. As the results of sensitivity analysis of VTS effectiveness by $\pm$10 percent the effectiveness is varied approximately three to seven percent by casualty type. And the value is changed roughly four to eight percent by a $\pm$10 percent variation by different sub-areas.

• Nuclear Engineering and Technology
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• 제36권1호
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• pp.64-72
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• 2004

The purpose of this study is to develop a system dynamics model for the assessment of the organizational and human factors in a nuclear power plant which contribute to nuclear safety. Previous studies can be classified into two major approaches. One is the engineering approach using tools such as ergonomics and Probability Safety Assessment (PSA). The other is the socio-psychology approach. Both have contributed to find organizational and human factors and to present guidelines to lessen human error in plants. However, since these approaches assume that the relationship among factors is independent they do not explain the interactions among the factors or variables in Nuclear Power Plants. To overcome these restrictions, a system dynamics model, which can show cause and effect relationships among factors and quantify the organizational and human factors, has been developed. Handling variables such as the degree of leadership, the number of employees, and workload in each department, users can simulate various situations in nuclear power plant organization. Through simulation, users can get insights to improve safety in plants and to find managerial tools in both organizational and human factors.

• 디지털융복합연구
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• 제11권12호
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• pp.29-40
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• 2013

본 연구는 조직의 전략과 IS 전략 간의 적합성 요인이 IT 아웃소싱에 미치는 영향요인과 도입성과 간의 조절적 역할을 공공기관을 중심으로 분석하였다. IT 아웃소싱에 미치는 영향 요인은 조직요인(정보시스템 성숙도, CEO의 지원), 거래요인(자산 특수성, 불확실성, 정보시스템의 사용정도), 위험요인(안전성(보안)의 위험, 비용의 증가위험, 자율성 상실의 위험)으로 설정하였고, 성과요인은 경제적 효과와 기술적 효과로 설정하였으며, 조직의 전략과 IS 전략 간의 적합성 요인을 조절변수로 설정하여 분석하였다. 분석 결과는 다음과 같다. 조직의 전략 및 IS 전략의 적합성 요인은 조직요인의 하위 변수인 정보시스템 성숙도, CEO의 지원, 거래 요인의 하위 변수인 불확실성, 정보시스템의 사용정도, 위험 요인의 하위 변수인 안전성(보안)의 위험, 비용의 증가 위험, 자율성 상실의 위험 요인들과 도입성과 간에 조절적인 역할을 하는 것으로 분석되었다. 따라서 조직에서 아웃소싱을 통하여 정보기술의 도입 성과를 높이기 위해서는 조직의 전략과 IS 전략이 잘 조화롭게 추진될 수 있어야 할 것이다. 그러나 적합성 요인이 자산 특수성 요인과 도입성과 간에서는 조절적인 역할을 하지 못하는 것으로 분석되었다.

• International Journal of Concrete Structures and Materials
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• 제4권2호
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• pp.89-96
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• 2010

This paper focuses on the effect of creep on the critical compressive strain (CCS) of concrete. The strain of concrete corresponding to the peak compressive stress is crucial in the selection of the ultimate yield strength of the reinforcing bar used in reinforced concrete columns. Among the various influencing factors, such as the creep, shrinkage, loading rate and confinement, the effect of creep and shrinkage is the most significant. So far, investigations into how these factors can affect the CCS of concrete have been rare. Therefore, to investigate the effect of creep and shrinkage on CCS, an experimental (part I) and a parametric study (part II) were conducted, as presented in these papers (part I considers creep effect, part II considers effect of creep and shrinkage). In part I, experiments pertaining to the loading age, loading rate, loading duration and loading and creep levels were conducted to study the effect of these variables on the CCS of concrete. It was found that the effects of the loading rate, loading age, and level and duration on the CCS of concrete were negligible. However, it is very important to consider the effect of creep.

• Asian Journal of Innovation and Policy
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• 제11권3호
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• pp.363-396
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• 2022

This study focuses on the happiness of the generation MZ of innovative enterprises, which are evaluated as the driving force of economic growth at a time when the value of happiness is emerging. Happiness is related to the prosperity and performance of the organization. However, MZ generation office workers, who account for 45% of the economically active population, are considered unhappy at work. Therefore, this study attempted to explore the preceding factors (organizational factors, relationship and communication factors, and personal factors) of happiness for the generation MZ of innovative enterprises and to examine the effect of happiness on employee engagement. For the study, 300 usable responses were collected from generation MZ working in innovative enterprises through an online survey. Research hypotheses and research questions were verified using SPSS 26.0 and AMOS 23.0. As a result, it was confirmed that procedural justice among the organizational factors, rewarding co-worker/supervisor relationship among the relationship/communication factors, and personal factors (meaningfulness of work, personal accomplishment) positively affected the MZ generation's workplace happiness. In particular, the meaningfulness of work, which corresponds to personal factors, exerted the most significant influence. In addition, in the case of happiness at the workplace, there was a positive effect on employee engagement, which was stronger in organizational engagement than in job engagement. As a result of examining the structural relationship between variables used in the study, it was found that procedural justice, rewarding co-worker/supervisor relationships, the meaningfulness of work, and personal accomplishment positively affected employee engagement through happiness. Through research, the importance of happiness at the workplace was suggested by systematically reviewing the preceding variables of happiness at the workplace and grasping the positive effects of happiness. In addition, the management measure of generation MZ employees of innovative enterprises was discussed, the necessity of research on happiness at the workplace was emphasized, and follow-up studies were proposed.