• Journal of Industrial Convergence
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• v.20 no.1
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• pp.35-42
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• 2022

This study divided employee performance factors into individual, organizational, and institutional factors, and empirically analyzed their relationship with performance evaluation results. Based on the final 417 samples, the results using the SPSS and AMOS are summarized as follows. Among the performance factors, job satisfaction and a fair performance system showed a significant positive (+) relationship with the individual performance evaluation results, and it was difficult to find a clear correlation with stable interpersonal relationships. Job satisfaction (β= 0.432, t= 7.375^***) had the greatest impact, followed by a fair performance system (β= 0.127, t= 2.406^*). This can be said to be the case where the cause of performance is satisfaction with the job and the recognition that the organization's performance system is fair. However, it was found that stable interpersonal relationships, that is, interpersonal relationships that have smooth relationships with other people and are accompanied by psychological stability, are not a performance factor. Based on the empirical analysis results, a discussion on performance factors, implications of this study, and future research directions are presented.

• Journal of the Korea Convergence Society
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• v.10 no.11
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• pp.375-386
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• 2019

Improving performance needs Creativity and Improving Creativity needs clear communication of work orders in technology development projects. This study empirically analyzed the effects of team efficacy and knowledge sharing on communication competence and the effects of communication competence on individual creativity and product development performance. The purpose of this study is to verify the importance of communication and personal creativity in technology development projects and to suggest ways to improve communication capabilities. A survey was conducted of participants in technology development and the relationship between variables was confirmed by the structural equation model. The results show that team efficacy and knowledge sharing had a positive effect on communication competence, and that the clear delivery and understanding of team orders were the main factors in improving individual creativity. The results of this study will contribute to improving the communication competence of participants who are required for improving individual creativity in technology development projects in which high technology is converged. In the future, we will study the effects of Communication Competence on Organizational Creativity.

• Journal of Digital Convergence
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• v.10 no.6
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• pp.33-39
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• 2012

The purpose of this study is to investigate the effect of SNS(Social Network Service) on individual learning performance. To do this, we distribute and collect data by using a survey method. Research results suggest that online social networking engagement and acculturation have an effect on interaction quality with professors. Interaction quality with professors influences individual learning performance as well as collaborative learning. The conclusion and implications are discussed.

• Journal of the Korea Society of Computer and Information
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• v.20 no.7
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• pp.85-90
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• 2015

This study surveyed 152 publicly traded companies to investigate group-performance based pay practices and its impacts on labor productivity. Compared a benchmark survey from Department of Labor, those companies show higher introduction rates, especially in small-to-medium sized companies. They also tend to pay profit-sharing bonus more in the form of company stocks and differentiate individual bonuses more by department performance than individual performance. The impact of group-performance based pay on labor productivity is positive and statistically significant. Economic value added per person in those companies adopting group-performance based pay tends to be higher and increases with the coverage of employees under the pay plan. It also reveals that the years after the play adoption are negatively associated with labor productivity.

• Journal of the Ergonomics Society of Korea
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• v.27 no.1
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• pp.21-27
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• 2008

An increased use of teams of actors within complex systems has led to the emergence of various approaches for the assessment of different features associated with team performance. Over the last two decades, the performance of teams in complex systems has received considerable attention from the human factors community, and a number of methods have been developed in order to assess and evaluate team performance. The purpose of this paper is to propose a methodology for measuring team efficiency of operators in the advanced main control room of Korean nuclear power plant. Team efficiency is an index which is estimated of gabs between individual performances and team performance. The index was developed to compare among teams through past all performance measurements.

• Journal of the Institute of Electronics Engineers of Korea SP
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• v.48 no.5
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• pp.129-136
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• 2011

This paper presents the coding method that have multi-mode and efficiency of audio codecs using the feature of audio signal. Recently, the developed extension super-wideband codec based on G.718 wideband divides two mode between Generic and Sinusiodal. So codec efficently encode audio signal exist in super-wideband. But the codec is not as efficent coding for harmonic component of wind instrument and string instrument and individual-Line component of percussion instrument. The proposed method are modeling and encoding multiple pitch and individual-line feature using multi mode coding. For the performance evaluation, we used SNR in MDCT domain for objective test and MUSHRA test for subjective test. As a result, the performance of SNR and MUSHRA test of the proposed method have better performance than the G.718 super-wideband codec.

• International conference on construction engineering and project management
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• 2015.10a
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• pp.183-187
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• 2015

The Risk Management (RM) is applied for managing uncertainty of project. In this circumstance, the competences of RM have a direct effect on the performance of its application. Especially, as the RM, one of the project management areas, is a peopleoriented management field, the individual behavioral competences are significant for a risk manager. Therefore, this paper describes the development of individual behavioral competences for construction project risk manager. For this, the research classifies the individual behavioral competences of RM. And, the Exploratory Factor Analysis (EFA) are applied to verify a validity of the competences. Likewise, a reliability analysis using Cronbach's alpha values is performed to test internal consistency. Based on the results, the authors carry out the Focus Group Interview (FGI) on expert panels of construction RM to confirm the hierarchical model of the individual behavioral competences. It is concluded that the proposed hierarchical model of individual behavioral competences helps construction companies to diagnose the competences of their project risk manager for progressing.

• ETRI Journal
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• v.17 no.1
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• pp.23-36
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• 1995

We present a performance evaluation model of cell reassembly mechanism in an ATM switching system. An ATM switching system may be designed so that communications between processors of its control part can be performed via its switching network rather than a separate inter-processor communications network. In such a system, there should be interface to convert inter-processor communication traffic from message format to cell format and vice versa, that is, mechanisms to perform the segmentation and reassembly sublayer. In this paper, we employ a continuous-time Markov chain for the performance evaluation model of cell reassembly mechanism with individual buffering, judicially defining the states of the mechanism. Performance measures such as message loss probability and average reassembly delay are obtained in closed forms. Some numerical illustrations are given for the performance analysis and dimensioning of the cell reassembly mechanism.

• Journal of Gifted/Talented Education
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• v.7 no.1
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• pp.77-116
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• 1997

The paper-and-pencil multiplce choise test has been widely used to identify gifted and talented student in Korea. Such test have several drawbacks; such~a s not being able to assess creative problem solving abilities and high level thinking abilities which are important characteristics of gifted students. The Korean Educational Development Institute (KEDI) developed a performance assessment which challenged traditional methods of identification. The 5-day summer camp was held to select gifted students for the Korean Minjok Leadership Academy. 211 students were evaluated in the aspects of creative problem solving abilities, high level thinking abilities, task commitments, and cooperativeness with various performance tasks, such as essay tests, conversations, oral examinations, computer simulations, puzzles, experiments, group discussions, debates, research reports, and games. As a result, it was found that there were several limitations of the performance assessment in terms of low reliability, requiring high costs and many professionals, and taking long times and large spaces. Expanding and continuing research should follow in order for a performance assessment to use widely as an identification methods because it assesses 'true' abilities of each individual student. follow in order for a performance assessment to use widely as an identification methods because it assesses 'true' abilities of each individual student.

• International Journal of Contents
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• v.15 no.2
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• pp.38-43
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• 2019

Recently, bottom-up information systems (BUIS), developed according to the requirements of individual user departments, have become popular. However, effective management of BUIS projects is not enough, with many organizations having experienced integration challenges with such individual projects. BUIS projects are relatively small and limited in scope, as opposed to the large, complex systems developed through traditional top-down information system development projects. Due to these differences in characteristics, the control modes as well as the aspects to improve development performance in each type of project are also different. Therefore, it is difficult to apply the results of prior research on control in system development projects to improve BUIS project performance. The purpose of this study is to derive a new theory of control to improve BUIS project performance. The results contribute to the improvement of firm performance through effective control of BUIS projects in modern enterprises.