• The Journal of the Convergence on Culture Technology
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• v.9 no.5
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• pp.125-131
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• 2023

This study is a descriptive research study to identify the social support, depression, self-control, and employment stress levels of job seekers and to identify their correlation and influencing factors. The subjects of the study scored 4.13 points for social support, 0.79 points for depression, 3.10 points for self-control and 2.15 points for employment stress. The results of analyzing employment stress according to the general characteristics of the subjects showed that there was no statistically significant difference in gender, and there were significant differences in age, grade, major, and grades. Employment stress of the subjects is employment stress-depression (r=.625, p=).001), employment stress - self-control (r=.251, p=.001) and employment stress - social support (r=-, 519, p=).001) showed a negative correlation. Depression is depression-social control (r=.300, p=).001) shows a static correlation and depression-social support (r=-.503, p=).001) shows a negative correlation. Social support was not correlated with social support-self-control (r=-.059, p=414). Social support and depression were the factors affecting employment stress. We would like to provide basic data on programs and education to reduce the employment stress of college students.

• Journal of Korean Institute of Industrial Engineers
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• v.23 no.3
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• pp.501-514
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• 1997

Manufacturing is fast entering a new age of industrial excellence that is being called "Agile Manufacturing." The goal of Agile Manufacturing is to link customers, suppliers, and the manufacturing system into a super-efficient confederation to produce a variety of products quickly and at a low cost. In order to improve the quality of the study of production input control(PIC) in a job shop manufacturing system by reducing the significant gap between research models and models of actual manufacturing systems, the previous line of research on PICs in a job shop manufacturing system is extended by integrating customers and suppliers with the manufacturing system. Then, a set of measures is developed to evaluate PICs, measures that reflect concerns of customers and suppliers as well as concerns of the manufacturer. Also, a weighted overall measure (with various cases to represent different possible weights of manufacturer's emphasis on the performance measures) is used to synthesize all the performance measures. Then, for each case, various existing PICs are evaluated in combination with various priority dispatching rules(PDRs).

• The Transactions of the Korean Institute of Electrical Engineers
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• v.39 no.5
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• pp.527-537
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• 1990

This paper describes an intelligent control-based job scheduler, named ESIJOBS, for flexible manufacturing system. In order to construct rulebase of this system, traditional rules of job scheduling in FMS are examined and evaluated. This result and the repetitional simulations with graphic monitoring system are used to form the rulebase of ESIJOBS, which is composed of three parts:six part selection rules, four machine center selection rules, and twenty-one metarules. Appropriate scheduling rule sets are selected by this rulebase and manufacturing system status. The performances of all simulations are affected by random breakdowns of major FMS components during each simulation. Six criteria are used to evaluate the performance of each scheduling. The two modes of ESIJOBS are simulated and compared with combinational 24 rule-set simulations. In this comparison ESIJOBS dominated the other rule-set simulations and showed the most excellent performance particularly in three criteria.

• Journal of Korean Institute of Industrial Engineers
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• v.25 no.2
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• pp.192-203
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• 1999

This paper deals with the order release problem for minimizing weighted earliness and tardiness as well as Work In Process (WIP) in dynamic job shop environments. A newly designed hierarchical order release mechanism is developed for efficient real-time control of the earliness/tardiness and WIP. The hierarchical order release mechanism consists of the order release plan and the order release control which is composed of two procedures. The experimental results show that the proposed order release mechanism is superior to other four order release mechanisms under overall simulation conditions of utilization rate, due-date allowances, and earliness/tardiness cost structures. In addition, the difference of total cost among the four dispatching rules is much more reduced in the proposed order release mechanism than in other release mechanisms.

• Journal of information and communication convergence engineering
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• v.3 no.1
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• pp.33-37
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• 2005

One of the most important feature of the Mobile Manipulator is redundant freedom. Using the redundant freedom, Mobile Manipulator can move various mode, perform dexterous motion. In this paper, to improve robot job ability, as two robots perform a job in co-operation control, we studied optimal position and posture of Mobile Manipulator with minimum movement of each robot joint. Kinematics of mobile robot and task robot is solved. Using mobility of Mobile robot, weight vector of robots is determined. Using Gradient methode, global motion trajectory is minimized. so the job which Mobile Manipulator perform is optimized. The proposed algorithm is verified with PURL-II which is Mobile Manipulator combined Mobile robot and task robot. and discussed the result.

• Journal of Advanced Navigation Technology
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• v.16 no.5
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• pp.817-830
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• 2012

In rapid changes in communications and computing environment, due to the increasing variety of user requirements, and an effort to solve the fundamental problems with the current Internet, Future Internet researches actively have been performed at domestic and abroad. In this paper, we proposed the idea and basic concept of Plastic slice software mode about federation job control in study topic of future internet.

• Health Policy and Management
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• v.5 no.2
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• pp.173-201
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• 1995

A causal model of organizational commitment on the basis of Western literature was tested with a sample of 1,164 employees from two university hospitals in Korea. The model contains three groups of determinants : environmental variables(job opportunity, spouse support, and parent support), psychological variables(met expectations, work involvement, positive affectivity, and negative affectivity), and structural variables(job autonomy, work unit control, routinization, supervisor support, coworker support, role ambiguity, role conflict, workload, resource inadequacy, distributive justice, promotional chances, job security, job hazarda, and pay). The data were colleted with questionnaires and analyzed with the LISREL maximum likelihood method. It is found that (1) the following variables, listed in order of size, have significant total effects on organizational commitment : job satisfaction, met expectations, supervisor support, job security, routinization, job opportunity, negative affectivity, work involvement, distributive justice, and promotional opportunity, (2) the model explains fifty-nine percent of the variance in organizational commitment, and (3) the link with expectancy theory is justified by the results for met expectations. Two conclusions can be drawn from these findings. First, the model of organizational commitment appears to be generalizable to Korean hospitals. Second, the model of organizational commitment should include such theoretical variables as environmental, psychological, and structural factors.

• Journal of Agricultural Extension & Community Development
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• v.23 no.4
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• pp.471-481
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• 2016

The purposes of this study were to analyze the long-term trends for the outlook for job development in the forestry sector and to identify supply and demand on job markets. Due to the results of the studies of the forest area would be focused on area of forest therapy and guide, forest biomass research, researcher on prevention & control of forest pests, technician for forest protection, expert in forest disaster prevention, investigating of overseas tree species, and similarly the qualification items should be given more in trees and or bio-energy producer, forest saver and preventer, forest therapist and guide, tree pesticide doctor, forestry job regulator, etc. The main implication of the study result is that the reason of climate changes, environment pollutions and green-energy productivity would push the conditions of job market trend in forest workforce area.

• Korean Journal of Occupational Health Nursing
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• v.25 no.4
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• pp.340-351
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• 2016

Purpose: The purpose of this study was to identify depression and its influencing factor of nurses among comprehensive nursing care service ward. Methods: The research was cross-sectional descriptive study. The subjects of the study were 173 nurses of comprehensive nursing care service ward in Gyeonggi-do. Data collection was done using self-reported structured questionnaires asking about job stress, emotional labor, job burnout, somatic symptoms, turnover intention, depression and general characteristics from May 16 to June 3, 2016. Data were analyzed with SPSS/WIN 19.0 program. Results: Mean scores of job stress were 159.15(range 43~215), emotional labor 30.90(range: 9~45), job burnout 59.45 (range: 0~132), somatic symptoms 24.03 (range: 12~60), turnover intention 5.61 (range 0~18) and depression 19.25 (range: 0~60) and reported as depression in 63.6%. Somatic symptoms (${\beta}=.26$, p<.001), job burnout (${\beta}=.37$, p<.001) had significant associations with depression and the most important variable was job burnout. Conclusion: It is necessary to apply the developed program to reduce job burnout in hospitals and to prevent and/or control depression. And also, it needs to improve working conditions and increase the nursing staff to reduce somatic symptoms for nurses among comprehensive nursing care service ward.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.3
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• pp.357-367
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• 2011

Purpose: The purpose of this study was to examine the influence of decentralization, participation in decision making, job satisfaction on organizational commitment among hospital nurse managers. Method: The data were derived from the self-reported questionnaire responses of 198 nurse managers from January to March, 2006 at four general hospitals over 900 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Result: Mean of decentralization was 3.53${\pm}$0.52, participation in decision making was 5.04${\pm}$0.83, job satisfaction 3.54${\pm}$0.48, and organizational commitment was 5.30${\pm}$0.76. There were significant differences between participation in decision-making and career of manager, field of practice, span of control, especially in staffing decision. A significant correlation was found between organizational commitment and decentralization (r=.22, p<.001), participation in decision making (r=.40, p<.001), job satisfaction (r=.64, p<.001). The job satisfaction has the highest significant predictor of organizational commitment ($R^2$=43%). Conclusions: Nursing managers' job satisfaction and organizational commitment will be promoted by granting participation in decision-making.