• Journal of Electrical Engineering and Technology
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• v.2 no.2
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• pp.178-187
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• 2007

One important issue in power systems is dynamic instability due to loosing balance relation between electrical generation and a varying load demand that justifies the necessity of stabilization. Moreover, Power System Stabilizer (PSS) must have capability of producing appropriate stabilizing signals over a wide range of operating conditions and disturbances. To overcome these drawbacks, this paper proposes a new method for robust design of PSS by using an auto-tuning fuzzy control in combination with Real-Coded Genetic Algorithm (RCGA). This method includes two fuzzy controllers; internal fuzzy controller and supervisor fuzzy controller. The supervisor controller tunes the internal one by on-line applying of nonlinear scaling factors to inputs and outputs. The RCGA-based method is used for off-line training of this supervisor controller. The proposed PSS is tested in three operational conditions; nominal load, heavy load, and in the case of fault occurrence in transmission line. The simulation results are provided to compare the proposed PSS with conventional fuzzy PSS and conventional PSS. By evaluating the simulation results, it is shown that the performance and robustness of proposed PSS in different operating conditions is more acceptable

• International Journal of Reliability and Applications
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• v.11 no.2
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• pp.107-122
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• 2010

This paper deals with the reliability analysis of a complex system, which consists of two subsystems A and B connected in series. Subsystem A has only one unit and B has two units $B_1$ and $B_2$. Marked process has been applied to model the complex system. Present reliability model incorporated two repairmen: supervisor and novice to repair the failed units. Supervisor is always there and the novice remains in vacation and is called for repair as per demand. The repair rates for supervisor and novice follow general and exponential distributions respectively and the failure time for both the subsystems follows exponential distribution. The model is analyzed under "Head of line repair discipline". By employing supplementary variable technique, Laplace transformation and Gumbel-Hougaard family of copula various transition state probabilities, reliability, availability and cost analysis have been obtained along with the steady state behaviour of the system. At the end some special cases of the system have been taken.

• Asia-Pacific Journal of Business
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• v.6 no.2
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• pp.35-61
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• 2015

This study deals how employees' perceptions of being supported by their organizations and supervisors may lead to organizational commitment and this commitment affects turnover intention and organizational citizenship behavior in the context of Thai industrial firms. The sample consists of Thai employees working in manufacturing firms which Koreans operate in Thailand. In line with social exchange theory, this study indicated that employees who felt that their organizations and supervisors valued their contribution and cared about their well-being would be more likely to have lower level of turnover intention and higher level of organizational citizenship behavior. Moreover, it was found affective and normative commitment partially mediated the effect of perceived organizational and supervisor support on organizational citizenship behavior. This study enhances our understanding about the roles of organizational commitment in the Thai workplace, and provides some practical implications how to manage Thai employees.

• Culinary science and hospitality research
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• v.21 no.5
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• pp.72-87
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• 2015

The purpose of this study is to investigate how environmental attitudes of top managers of hotel business affect on environmental commitment of hotel employees and identify of the mediator effects of line supervisor and peer group during implementing green management process using Sobel z test. Data analysis is conducted by SPSS 18.0. The findings and implications can be summarized as follows. First, environmental attitudes of top managers has significantly positive effect on environmental attitude of line supervisors and peer group. Second, environmental attitude of line supervisors and peer group, in turns, has significantly positive effect on value or normative commitment on green management of hotel employments. Third, there is positive mediating effect of environmental attitude of line supervisors and peer group between environmental attitudes of top managers and value or normative commitment of hotel employees. Hence we can conclude that implementing of green management intention of top managers to hotel employs in work place needs strong support of line supervisors and peer group.

• Journal of KIISE:Software and Applications
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• v.37 no.7
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• pp.491-502
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• 2010

When human beings acquire and develop knowledge through education, their prior knowledge influences the next learning process. As this is a fact that should be considered in machine learning, we need to examine the effects of controlling the order of training sequence on machine learning. In this research, the role of the supervisor is extended to control the order of training samples, in addition to just instructing the target values for classification problems. The supervisor sequences the training examples categorized by SOM to the learning model which in this case is MLP. The proposed method is distinguished in that it selects the most instructive example from categories formed by SOM to assist the learning progress, while others use SOM only as a preprocessing method for training samples. The result shows that the method is effective in terms of the number of samples used and time taken in training.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.17 no.29
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• pp.23-29
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• 1994

In a newly developed production control system, a safety control ought to be included as a means of ensuring a more rational control system for achieving efficiency. Such a system does not hold any meaning in itself unless accompanied with appropriate ways to make it practicable. A firm would have a number of function groups. Each of these groups would have specific functions or duties to perform. Their production activities would be planned at the level of departmental management. The planning will take such forms as production, quality and safety planning, and so far as each department would order the line from its own standpoint, scientific production activities could not be expected. All the programmes must, therefore, be integrated and coordinated by a supervisor.

• Korean Institute of Interior Design Journal
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• no.9
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• pp.10-17
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• 1996

With the ever-increasing important of high-speed information in society as we move towards the 21 st century. Interior design and it's working condition has been changed a great deal included a sort of each special character and make a difference against the others. It used to be find a great poles asunder of worker's safety and project quality according to the environmental dimension of interior construction field as if they should be a pleasantness or poor condition. This research aimed to improvement of environmental construction field of interior with construction engineers and particular interior labors in 4 phases as : ⅠThe preparatory phase : -Secure a Budget, Environmental safety supervisor -Fix of Design quality, Construction period. -Choice of Construction method, Sub constructing Ⅱ. Starting work phase ; -Capacity , Safety of temporary power line. -Carriage, Stock of Material -Safety of Electronic tools, -Personal protector. Ⅲ. Working period ; -Ventilation, I illumination of working place. -Measurement of environmental working condition Ⅳ.Finish working phase ; -Analysis of measurement data. -Evaluation and making up for the weak point. -Keeping data.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• Journal of the Korean Society of Safety
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• v.18 no.4
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• pp.124-129
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• 2003

We developed a HPMA Information System to establish the voluntary safety management for the Paint Industry. HPMA System means that manager, supervisor and worker on the process-line find out the hazardous and/or unsafe potentials, make improvement of the field safety by the cooperation with top manager, safety staff and eventually put in the practice. HPMA Information System consists of functions to suggest and evaluate the safety concerns hierarchically from top manager to workers on internet or intranet. We establish the safety management and sharing of the safety information and are able to find the unsafe potentials by the HPMA Information System. Also We are able to mine new safety information and establish accident prevention model by the Safety DATABASE.

• Journal of Distribution Science
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• v.14 no.2
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• pp.65-72
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• 2016

Purpose - Recently on-the-job training (OJT) has become the most preferred training and development method with the emergence of the concept that workplace is the best place where learning take place. But many researchers argue that OJT is not helpful for the performance of organization because OJT is not systematic and mostly depend on quality of trainer. Since Jacobs & McGriffin introduced S-OJT (structured OJT), there has been plenty of researches. But most of the researches have focused mainly on employee's attitude and organizational performance caused by S-OJT and neglected a holistic approach of S-OJT as a system. S-OJT need to be analyzed comprehensively to understand training performance because S-OJT is operated as a system consist of input, process, and organizational context. Although S-OJT may create unintended consequences, there were few researches to explore them. Thus, the purpose of this study is to identify the critical success factors for S-OJT and to find unintended consequences of it. Research design, data and methodology - We conducted a case study on M business unit of A company which developed and has been implementing S-OJT program for years. We designed and prepared the process, collected and analyzed data for the study. We set the theoretical framework to analyze the case after reviewing theories and previous studies on S-OJT. We collected and analyzed internal reports and interview results of the employees of the M business unit. We tried to collect as many information as possible to secure the validity of the research results. Results - The critical success factors identified in the study are as follow. First, it is important to select and train proper trainers for S-OJT. Second, it is needed to develop structured training module. Third, organization have to use effective communication system like on-line community. Forth, trainer should have proper skills for training such as facilitating skill, coaching skill, and delivering skill etc. Fifth, proper learning place is needed. Sixth, organizational support is important especially, immediate supervisor support and concern is critical. Eleventh, it is needed to consider situational contexts. Among them, overload to the trainer will affect the effectiveness of S-OJT. In this study, we found an additional unintended consequence. "To teach is the best way to learn." Experience as a trainer give employee an opportunity to organize one's knowledge and skill and to attain facilitation skill, coaching skill, and relation skill. Thus, organization may use S-OJT to train the potential talent. Conclusions - Many organizations introduced S-OJT to train the newcomers because S-OJT drew attention as an important tool to develop employees. Following this trend, there has been increasing number of researches to find the results of S-OJT and identify the determinants of S-OJT success. However, most of the researches concentrated on finding effects of some factors neglecting holistic approach. This study tried to identify critical success factors affecting effectiveness of S-OJT by using case study and find additional unintended consequence. The results of the study will be useful for organizations which have a plan to adopt S-OJT.