• Journal of Labour Economics
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• v.25 no.1
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• pp.97-129
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• 2002

It is well known that the quality of job match has strong influence on the efficient allocation of labor resources in the economy on the macro level and also on the productivity of individual worker. Regarding this point we assumed that the selection of preferred job at the job entry can be interpreted as a subjective indicator of job match quality and tried to estimate the effects of such selection on the wage level. For this purpose we suggested random effects switching regression model and applied this model to the data of the Korea Labor Institute Panel Study from 1998 to 2000. As the results of estimation, we found that there exists large wage differentials at least more than fifty percent caused by such selection. Considering the fact that such wage differentials can not be suitably explained by the traditional reasons of the wage discrimination, we suggest the possibility that there also exists large productivity gap caused by the job mismatch and the necessity of improving the job placement service activity.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.17-40
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• 1997

The purpose of this descriptive, correlational study was to identify, describe the patterns of nursing unit culture, nursing performance, job satisfaction and turnover intention in the hospital setting, and to analyze the relationships between nursing unit culture, nursing performance, job satisfaction and turnover intention among the characteristic of the subjects The subject consisted of 223 nurses who were employed in medical & surgical units of 3 different University hospitals in Seoul. Data collection was done in November, 1996 by means of questionnaire. The instruments used for this study were the questionnaire based on the Nursing unit cultural assessment tool developed by Coeling(1993), Nursing performance scale used by Yoon(1991), Job satisfaction scale developed by Slavitt, et al.(1978) and Turnover intention scale used by Lee(1995). The data were analyzed by percentage distribution. Pearson correlation coefficient and ANOVA. The summarized results were as follows: 1. There was significant differences in the nursing unit culture between individual cultural behavior and group cultural behavior. 2. There was positive correlation between nursing unit culture, nursing performance and job satisfaction. 3. There was negative correlation between nursing unit culture and turnover intention. 4. There was significant difference in nursing performance efficiency according to the age, educational level, professional carrier in the nursing unit, in the hospital. 5. There was significant difference in turnover intention according to the age, educational level. According to these results, the following implications can be made ; 1. It needs to study on the nursing unit culture in other size hospitals and compare them to these results. 2. It is necessary to assess nursing unit culture and endeaveor good climate for the nursing organizational outcomes and prepare the training course of leadership of nurse manager. 3. In nursing administration, there should be an emphasis on assessment of staff nurses' cultural behavior in case of nurses' orientation, allocation, recruitment, continuning education, so that staff nurses' performance and job satisfaction will be increased and trunover intention will be decreased.

• Journal of applied mathematics & informatics
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• v.25 no.1_2
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• pp.305-314
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• 2007

This paper considers single machine scheduling problems where the processing time of a job increases as a function of its position in the sequence. In this model, the later a given job is scheduled in the sequence, the longer its processing time. It is shown that the optimal schedule may be very different from that of the classical version of the problem. We introduce polynomial solutions for the makespan minimization problem, the sum of completion times minimization problem and the sum of earliness penalties minimization problem. For two resource constrained problems, based on the analysis of the problems, the optimal resource allocation methods are presented, respectively.

• Management & Information Systems Review
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• v.15
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• pp.71-90
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• 2004

This study has uncovered some important relationships among employees perceptions of distributive justice and procedural justice and organizational effectiveness. The present study attempts, first, to identify the perceived justice in promotion and transfer, performance evaluation, pay raise, job allocation and job fire. Second, to determine the relative importance of distributive justice and procedural justice. relationships of organizational effectiveness. The research is the identification of a modest but significant relationship between the two justice and organizational effectiveness. The result make it clear that employee find that right personnel management of fairness. To summarize the result of three variables's relationship influence is as below. The results indicated that perceptions of procedural justice as much organizational effectiveness than do perceptions of distributive justice. As also predicted, the perception of distributive justice did not impact organizational effectiveness. Therefore, Partially supporting the hypothesis. The research implications of these study suggest that great causality should be this paper' research model in three variables. The result indicate that manager must pay attention to employees perceptions of procedural justice and distributive justice.

• Industrial Engineering and Management Systems
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• v.11 no.3
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• pp.215-223
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• 2012

This paper focuses on three very similar evolutionary algorithms: genetic algorithm (GA), particle swarm optimization (PSO), and differential evolution (DE). While GA is more suitable for discrete optimization, PSO and DE are more natural for continuous optimization. The paper first gives a brief introduction to the three EA techniques to highlight the common computational procedures. The general observations on the similarities and differences among the three algorithms based on computational steps are discussed, contrasting the basic performances of algorithms. Summary of relevant literatures is given on job shop, flexible job shop, vehicle routing, location-allocation, and multimode resource constrained project scheduling problems.

• Journal of Korean Institute of Industrial Engineers
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• v.35 no.4
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• pp.218-225
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• 2009

This paper considers a parallel-machine scheduling problem with job release times and sequence-dependent setup times. The objective of this problem is to determine the allocation policy of jobs and the scheduling policy of machines so as to minimize the weighted sum of setup times, delay times, and tardy times. A mathematical model for optimal solution is derived and a meta heuristic algorithm based on the improved ant colony system is proposed in this paper. The performance of the meta heuristic algorithm is evaluated through compare with optimal solutions using randomly generated several examples.

• Journal of information and communication convergence engineering
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• v.16 no.4
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• pp.264-270
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• 2018

In our research study, we aim at optimizing multiple load in cloud, effective resource allocation and lesser response time for the job assigned. Using Hadoop on datacenter is the best and most efficient analytical service for any corporates. To provide effective and reliable performance analytical computing interface to the client, various cloud service providers host Hadoop clusters. The previous works done by many scholars were aimed at execution of workflows on Hadoop platform which also minimizes the cost of virtual machines and other computing resources. Earlier stochastic hill climbing technique was applied for single parameter and now we are working to optimize multiple parameters in the cloud data centers with proposed heuristic hill climbing. As many users try to priorities their job simultaneously in the cluster, resource optimized workflow scheduling technique should be very reliable to complete the task assigned before the deadlines and also to optimize the usage of the resources in cloud.

• Management Science and Financial Engineering
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• v.2 no.1
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• pp.19-51
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• 1996

We suggest a distributed framework for task assignment in the computer-controlled shop floor where each of the resource agents and part agents acts like an independent profit maker. The job allocation problem is formulated as a linear programming problem. The LP formulation is analyzed to provide a rationale for the distributed task assignment procedure. We suggest an auction based negotiation procedure including a price-based bid construction and a price revising mechanism. The performance of the suggested procedure is compared with those of an LP formulation and conventional dispatching procedures by simulation experiments.

• International Journal of Contents
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• v.6 no.3
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• pp.15-18
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• 2010

Grid system is based on the Grid Security Infrastructure (GSI). GSI uses user's proxy to guarantee availability among multi-trust domains. Since grid system has been developed focusing on availability, GSI provides authentication and authorization performed by systems, but there are lacks of privacy consideration. For this reason, some researchers decide to use their own cluster system and do not want to use public grid systems. In this paper, we introduce a new privacy enhanced security mechanism for grid systems. With this mechanism, user can participate in resource allocation and authorization to user's contents more actively. This mechanism does not need to change previous middleware and minimize the computational overheads.

• Proceedings of the Korea Information Processing Society Conference
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• 2013.11a
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• pp.208-209
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• 2013

클라우드 환경에서 Scientific Application Service와 같이 computing intensive한 job을 최소한의 자원을 이용해 성능을 보장하면서 서비스를 제공할 수 있는 어플리케이션 프로파일링(Application Profiling) 기술을 제안한다.