• 경영과학
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• 제24권2호
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• pp.33-42
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• 2007

In this paper we consider an alternate m machine scheduling problem in which each job having at most two eligible machines should be assigned with the objective of makespan minimization. For this problem. we propose a $O(m2^m)$ time rounding algorithm with performance ratio at most 1.5. For a little general problem where each job can be processed in at most three machines, we prove that a polynomial time algorithm does not exist with performance ratio less than 1.5.

• 성인간호학회지
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• 제28권3호
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• pp.256-265
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• 2016

Purpose: This study examined differences in nursing care activity, work performance outcomes, and job satisfaction associated with upgrading nurse staffing of a nurse-to-patients ratio. Methods: Descriptive design was used in this study. In total, 148 medical and surgical nurses were recruited from one university hospital. Three instruments were used for data collection: Scale of Nursing Care Activity, Nurses' Work Performance Outcome Measurement Scale and Nurses' Job Satisfaction Scale. Data were analyzed by using descriptive statistics, t-test, ANOVA, and paired t-test. Results: There were significant differences in nursing care activity (t=-5.06, p<.001), in work performance outcomes (t=-5.46, p<.001) and in job satisfaction (t=4.61, p<.001) when the grading for the nursing staff was changed from three to two indicating increasing number of nurses. Conclusion: The findings from this study showed that there were more nursing care activities, better work performance outcomes, and higher job satisfaction when numbers of nurses were increased. The changes in the scale to evaluate nursing staff influence nursing activities, work performance and job satisfaction.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2006년도 추계학술대회
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• pp.147-157
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• 2006

In this paper we consider alternate m machine scheduling problem in which each job having at most two eligible machines should be assigned with the objective of makespan minimization. For this problem, we propose a $O(m2^m)$ time rounding algorithm with performance ratio at most 1.5. For a little general problem where each job can be processed at most three machines, we prove that there cannot exist a polynomial time algorithm with performance ratio less than 1.5.

• 한국직업건강간호학회지
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• 제11권1호
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• pp.63-80
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• 2002

Objectives: The objective of this study is to evaluate the job characteristics of container terminal workers by applying the Job Strain model, and to assess the relationship among the general characteristics, job characteristics and psychosocial distress. Methods: A self-administrated questionnaire survey was performed to the container terminal workers in Pusan. Among the 200 male workers who answered the questionnaires, white-collar workers and blue-collar workers were 100, respectively. Karaseks Job Content Questionnaire was utilized to evaluate the job characteristics and Psychosocial well-being index (PWI) was applied to measure the extent of their psychosocial stress. Results: In white-collar workers, the skill discretion, created skill, decision-making authority, decision-making latitude, psychological job demand, and supervisor support of the job characteristics were significantly high, while in blue-collar workers physical exertion was significantly high. The result of Psychosocial well-being index (PWI) reveals that blue-collar workers were more stressed than white-collar workers, especially, the indices of depression (factor 2), sleeping disturbance and anxiety (factor 3), General well-being and vitality (factor 4) were significantly increased; whereas, in white-collar workers, only the index of social performance and self-confidence (factor 1) was significantly increased. And PWI scores were significantly increased in the lower social support and psychological job demand. By the multiple logistic regression analysis for PWI, blue-collar workers had increased odds ratio of 2.66(95% CI;1.11-6.41) compared with white-collar workers. The unmarried workers increased odds ratio of 3.54(95% CI;1.18-10.62) compared with married workers. And workers who have not own house increased odds ratio of 2.35(95% CI;1.15-4.79) compared with workers who have own house. Particularly, odds ratio of work-shift in blue-collar workers was 11.10(2.14-57.64). Conclusion: Skill discretion, created skill, decision-making authority, decision-making latitude, psychological job demand, and supervisor support were increased in white-collar workers. Decreased skill discretion and increased physical exertion were found in blue-collar workers, which is supported the Job Strain model. Job stress of blue-collar workers was comparatively higher than that of white-collar workers, especially, skill discretion, decision-making authority, decision-making latitude, job insecurity, physical exertion were noticeable factors. Especially, sleeping, smoking, and work shifting turned out to be a main cause that increases stress. Therefore, in order to decrease the job stress, a health promotion program to change the health behaviors should be activated and an organized job stress management program should be introduced. Especially, working condition for blue-collar such as physical exertion and work-shift should be improved.

• 대한영양사협회학술지
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• 제24권1호
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• pp.92-107
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• 2018

The purpose of this study was to investigate the status of school nutrition education and changes in perception of nutrition teacher's job in order to determine the need for redesign to achieve their ideal job. The questionnaire was distributed to 1,550 nutrition teachers, and a total of 1,487 usable data were collected with a 96% response rate from August to December 2015. Statistical data analysis was completed by using SPSS/Win 21.0 for descriptive analysis. The results were as follows: 45.5% of nutrition teachers periodically implemented nutrition education classes, and 32.7% of responses used creative activity times for nutrition and dietary life education. Various topics were taught such as strategies to improve dietary habits, choice of healthy foods and nutrition labeling, nutrition information, food safety, and environmental problems, etc. Current performance ratios of nutrition teacher's duties and tasks were as follows: nutrition operation 31.3%, foodservice hygiene and safety 28.0%, nutrition management 22.7%, nutrition and dietary life education and counselling 11.6%, and professional development 6.4%. Opinions about ideal job performance of nutrition teachers were investigated to determine needs for job redesign. Two in nutrition management duty tasks and four foodservice management duties duty tasks were reduced. On the other hand, another two nutrition management duty tasks and three nutrition and dietary life education and counselling tasks were increased compared to current job performance.

• 대한산업공학회지
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• 제19권2호
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• pp.23-34
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• 1993

Although there are numerous studies that address the problem of optimal machine grouping and part family classification for cellular manufacturing, little research has been reported that studies the conditions where cellular manufacturing is appropriate. This paper, in order to evaluate and compare the job shop with the GT cellular shop, the performance of those shops were simulated by using SIMAN. We tested the effect of independent variables including changes of product demands, intercell flow level, group setup time, processing time variability, variety of material handling systems, and job properties (ratio of processing time and material handling time). And also performance measures (dependent variables), such as machine utilization, mean flow time, average waiting time, and throughput rate, are discussed. Job shop model and GT cellular shop written in SIMAN simulation language were used in this study. These systems have sixteen machines which are aggregated as five machine stations using the macro feature of SIMAN. The results of this research help to better understand the effect of production factors on the performance of cellular manufacturing systems and to identify some of the necessary conditions required to make these systems perform better than traditional job shops. Therefore, this research represents one more step towards the characterization of shops which may benefit from cellular manufacturing.

• 한국정보통신학회논문지
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• 제19권9호
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• pp.2213-2221
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• 2015

안드로이드 기반 스마트폰 플랫폼에서 사용하는 온디맨드 거버너 (Ondemand Governor)는 CPU 사용률(Utilization)에 따라 CPU 동작 주파수를 조절한다. CPU 사용률의 변화량은 작업 스케줄링에 의해 영향을 받으며, CPU 동작 주파수 증감에 따라 스마트 폰의 전력 소비량도 증감한다. 따라서 작업 스케줄링 방식에 따라 변하는 CPU 사용률 및 동작 주파수는 스마트폰의 전력 소비에 영향을 미친다. 이에 온디맨드 거버너 정책을 작업 스케줄링 기법에 적용시켜 CPU 사용률 및 전력 소비, 그리고 작업 마감시한 측면에서 비교 분석하였다.

• Journal of Preventive Medicine and Public Health
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• 제20권1호
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• pp.67-83
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• 1987

This study relates to the problems of organizational performance in the Christian hospitals. In this study, quality of working life (QOWL), which harmonizes individual as well as organizational goals, was used as an indicator of organizational performance from the open systems view. In order to identify the behavioral factors influencing QOWL in hospitals, self-administered questionnaires were distributed to 1,926 employees who were randomly selected from fifteen Christian hospitals from August 1 to August 30, 1986. The following results were obtained: 1) All correlation coefficients between QOWL and behavioral variables were statistically significant even though their magnitude varied according to hospital size. 2) Using factor analysis, 32 variables were parsimoniously grouped into four factors: individual conflicts, group behavior, organizational characteristics and situation, and job characteristics. The proportion of variance explained by these factors ranged from 33.5% to 38.6% according to hospital size. 3) The overall effects of the four factors in the multiple logistic models ranged from 0.85 to 3.12 according to hospital size. Among three hospital models, the model for small hospitals showed the best statistical fit. 4) The most influential factor was organizational characteristics and situation with an odds ratio ranging from 1.99 to 3.02. Again, the odds ratio was the highest for small hospitals. 5) For large hospitals, the two main factor effects were statistically significant: organizational characteristics and situation, and job characteristics. For medium hospitals, all main factor effects except job characteristics were statistically significant. For small hospitals, all main factor effects except group behavior were statistically significant. However, a factor interaction effect was shown only for large hospitals where it was statistically significant. 6) To examine whether the four factors influence financial performance, the four factor scores from the two financial performance groups were compared using Mann-Whitney test. The test results showed that the organizational characteristics and situation factor score was significantly different only for small hospitals.

• 산업경영시스템학회지
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• 제37권4호
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• pp.187-192
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• 2014

Lot-streaming is the process of splitting a job (lot) into sublots to allow the overlapping of operations between successive machines in a multi-stage production system. A new genetic algorithm (NGA) is proposed for an n-job, m-machine, lot-streaming flow shop scheduling problem with equal-size sublots in which the objective is to minimize the total stretch. The stretch of a job is the ratio of the amount of time the job spent before its completion to its processing time. NGA replaces the selection and mating operators of genetic algorithms (GAs) by marriage and pregnancy operators and incorporates the idea of inter-chromosomal dominance and individuals' similarities. Extensive computational experiments for medium to large-scale lot-streaming flow-shop scheduling problems have been conducted to compare the performance of NGA with that of GA.

• 한국방사선학회논문지
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• 제10권7호
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• pp.551-557
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• 2016

국가직무능력표준(National competency standards, NCS)은 산업현장에서 직무를 수행하기 위해 요구되는 지식, 기술, 태도 등의 내용을 국가가 체계화한 것이다. NCS기반 현장중심 교육과정을 적용한 방사선과 재학생 3학년을 대상으로 일반촬영에 대한 방사선사 직무수행도를 평가하였다. 평가 결과, 모든 촬영방식에서 우수 및 충족 비율이 93% 이상으로 현장중심 교육과정이 재학생의 직무수행도 향상에 긍정적인 영향을 끼친 것으로 판단된다. CR 방식은 전체적으로 가장 우수한 평가를 받았으나 대상자 간 편차가 크고 영상기기조작능력이 부족한 것으로 평가되었고 Film 방식은 노출조건 설정 및 현상작업이 문제점으로 평가되었다. DR 방식은 우수한 평가를 받았으나 영상기기조작능력, 부속기자재운영능력이 부족한 것으로 평가되었다. 각 촬영에서 성취수준 이하의 평가요소를 교과목 운영에 보완한다면 재학생의 학업성취도 향상뿐만 아니라 졸업 후 임상에서 방사선사 직무수행도 향상에 도움이 되리라 판단 한다.