• Journal of the Korea Safety Management & Science
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• v.5 no.4
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• pp.195-208
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• 2003

All managers should consider both of job performance and job satisfaction as influential key results to be achieved by people at work. One without the other is simply insufficient to meet the high standards of today's workplace. Some workers achieve a sense of personal satisfaction from their jobs while others do not. the others achieve high levels of task performance while others do not. The test of a manager's skill in building value added jobs is to discover what work means to other people, and then to create work environments that help them achieve high levels of both performance and satisfaction. this study set out to investigate the job satisfaction of the employees at work station along with the needs resulting from exploding population of salary citizens. This paper aims to survey and analyze the job satisfaction of the workers and a potent influence factors of Job stress for organization management.

• Journal of the Korea Society for Simulation
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• v.3 no.1
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• pp.89-98
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• 1994

In this paper, a criteria for selecting an appropriate load redistribution algorithm is devised so that a fault-tolerance distributed system can operte at its optimal efficience. To present the guideline for selecting redistributing algorithms, simulation models of fault-tolerant system including redistribution algorithms are developed using SLAM II. The job arrival rate, service rate, failure and repair rate of nodes, and communication delay time due to load migration are used as parameters of simulation. The result of simulation shows that the job arrival rate and the failure rate of nodes are not deciding factors in affecting the relative efficiency of algorithms. Algorithm B shows relatively a consistent performance under various environments, although its performance is between those of other algorithms. If the communication delay time is longer than average job processing time, the performance of algorithm B is better than others. If the repair rate is relatively small or communication delay time is longer than service time, algorithm A leads to good performance. But in opposite environments, algorithm C is superior to other algorithms.

• Journal of Technology Innovation
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• v.6 no.1
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• pp.163-186
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• 1998

The psychological work environments which facilitate technology innovations in organizations are divided into two dimensions of supportive work environments and uncertain work environments. The measurement variables have significant reliability. And the confirmatory factor analysis confirm the construct validity of two dimensional work environments. Two work environments have the significant effects on motivations to the technology innovations. So, simple and hierarchical regression analyses confirm criterion-related validity. Therefore, Both of the uncertain work environments(uncertainty of external-organizational environments and tasks) and the two important work environments(supporting idea, resource supply, job autonomy) are the two important psychological work environments which indicate technology innovations in organizations. Measures for innovative psychological work environments are provided.

• Journal of Distribution Science
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• v.22 no.5
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• pp.117-129
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• 2024

Purpose: This research aims to explore the ramifications of job stress on cabin crews within the air service distribution sector, specifically examining its impact on service quality through mediating variables such as job satisfaction and engagement during the pandemic era. Research design, data and methodology: The study is based on a sample size of 312 individuals, exclusively comprising cabin crews employed in the airline industry. Methodologically, Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) were employed for statistical analysis. Results: The findings reveal that both performance evaluation and job responsibility exerted a significant impact on both job satisfaction and job engagement. Furthermore, job engagement demonstrated a substantial influence on service quality. However, in contrast, factors like unstable employment and the working environment showed no significant impact on either job satisfaction or engagement. Additionally, job satisfaction did not exert a significant influence on service quality. Conclusions: These insights will offer the valuable guidance to the airline industry in preparing for unforeseen external environments that may affect the industry. As the aviation sector navigates the challenges posed by the pandemic, understanding and addressing the intricate relationships among job stress, satisfaction, engagement, and service quality will be crucial for effective industry resilience and adaptation.

• Journal of Distribution Science
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• v.12 no.7
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• pp.13-21
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• 2014

Purpose - This study reveals antecedent factors to help develop expressway rest areas in which employees were exposed to inferior environments, using Hackman and Oldham's Job Characteristics Theory. Research design, data, and methodology - The survey was conducted on 148 expressway rest area employees in Gyeonggi-do. After excluding questionnaires with invalid responses, 141 questionnaires were analyzed. Results - The sub-factors of job characteristics had a positive influence on the organizational commitment of employees, and organizational commitment had a positive influence on organizational citizenship behavior (OCB). Further, the results of mediation effects showed that organizational commitment and self-leadership were partially mediated. Finally, the results of the moderation effect of self-leadership showed that self-leadership was thought to be vital to let members endeavor to promote the competitiveness of expressway rest areas. Conclusions - The expressway rest area company needed to design jobs to let employees be self-motivated, productive, positive, responsible, and aspirational; job redesign, including job enrichment and job enlargement can be considerably helpful for affirmative influence.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 1999.10a
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• pp.333-344
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• 1999

Currently many studies on the unmanned gantry crane for the automated container terminal are accomplished. This is needed for the development of large scale, automation, high speed, unmanned system and information system in port facility. In order to do efficient container handling job in port yard, the automated handling system is well adapted to the job environments and all-season weather, In order to realize the automatic and unmanned system for container handling job, the required functions and main structure system are studied. The major problems of operation of the conventional gantry crane are that the vibration of gantry structure body is occurred by operation and that high-speed and precision position-velocity control and the capability to dope to the external disturbances caused by the wind, rain, fog and job environments. In this paper, the fundamental study for establishment of the concept and the dynamic modelling of the major sub system of the unmanned gantry crane is presented. These studies are useful for design and manufacturing of the new concept model of the unmanned gantry crane for efficient operation of the automated container terminal.

• Journal of Information Technology Services
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• v.15 no.3
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• pp.157-171
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• 2016

As unemployment rates and concerns about turnover keep growing, the need for information is also increasing. In these situations, the job reviews which share information about the company catch people's attention because they are usually created by people who worked at the company. The development of SNS and mobile environments has led to an increase in the web services that provide job reviews. For example, Jobplanet is a job review service in Korea, and Glassdoor.com offers a similar service in the US. Despite this attention, however, research utilizing job reviews is insufficient. This paper asks whether there are differences in ratios of job satisfaction factors by industry, using LDA topic modeling and co-occurrence analysis to explore the differences. Through the results of LDA, we find that the ratios of job satisfaction factors are similar by industry. At the same time, the results of co-occurrence analysis show that the co-occurrence frequency of some job satisfaction factors appears high: pay and welfare, balance of work and life, company culture. We expect that the result of this research will be helpful in comparative analysis of job satisfaction factors by industry. Furthermore, in this paper we suggest how to use the job review data in organizational behavior research.

• Management & Information Systems Review
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• v.25
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• pp.223-242
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• 2008

Today, businesses are under rapidly changing environments that are characterized as stopless competition and uncertainty. Under this circumstance, workers are exposed to much stress that is induced by factors such as lots of job burden, responsibility, role conflicts, role ambiguity, interpersonal conflicts, pressure related to job performance and lots of job-related requests. Unlike workers of other industries, those of distribution business may be more exposed to stress because they serve in unique work conditions. Therefore, distribution workers have an accumulate fatigue of their own, suffering from health problems that are stress-induced. Distribution businesses should positively try to identify factors that fall their workers into stress, making those workers less stressful and preventing their negative job performance. Efforts to reduce workers' stress can not only improve their physical and mental health, but also raise business competitiveness. Thus the purpose of this study is to investigate how much distribution workers' job role, interpersonal relations and job environment are influential to their job stress and thereon determine relations between job stress and job performance.

• Journal of KIISE:Computer Systems and Theory
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• v.37 no.3
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• pp.127-137
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• 2010

As large-scale computational applications in various scientific domains have been utilized over many integrated sets of grid computing resources, the difficulty of their execution management and control has been increased. It is beneficial to refer job history generated from many application executions, in order to identify application‘s characteristics and to decide selection policies of grid resource meaningfully. In this paper, we apply a statistical technique, Plackett-Burman design with fold-over (PBDF), for analyzing grid environments and execution history of applications. PBDF design identifies main factors in grid environments and applications, ranks based on how much they affect to their execution time. The effective factors are used for selecting reference job profiles and then preferable resource based on the reference profiles is chosen. An application is performed on the selected resource and its execution result is added to job history. Factor's credit is adjusted according to the actual execution time. For a proof-of-concept, we analyzed job history from an aerospace research grid system to get characteristics of grid resource and applications. We built JARS algorithm and simulated the algorithm with the analyzed job history. The simulation result shows good reliability and considerable performance in grid environment with frequently crashed resources.

• 제어로봇시스템학회:학술대회논문집
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• 2001.10a
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• pp.84.3-84
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• 2001

Suggesting the standard of optimal transferring for one RGV or two RGV, which have multiple buffers, using average delivery time and sigma in the straight line working place. For performing the optimal transferring, present RGV-Job Dispatching algorithm, which is possible to apply in realtime, and apply random job occurrence conditions for examining the possibility to apply various real environments.