• Journal of Electrical Engineering and Technology
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• 제2권2호
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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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• 제11권2호
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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.

• 아태비즈니스연구
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• 제6권2호
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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.

• 한국조리학회지
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• 제21권5호
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• pp.72-87
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• 2015

본 연구의 목적은 호텔의 최고경영자의 친환경적인 태도가 호텔 직원들과 직속상사와 동료그룹들에게 Sobel z 테스트를 사용하여 녹색경영 프로세스를 구현하는 동안 어떻게 영향을 미치는지에 대한 조사이다. 첫째, 최고경영자의 환경적인 태도는 직속상사와 동료그룹의 환경적인 태도에 상당히 긍정적인 효과가 있다. 둘째, 직속상사와 동료그룹의 환경적인 태도, 호텔고용의 녹색 경영은 가치적 사명감 또는 규범적 사명감에 상당한 긍정적인 효과를 가지고 있다. 셋째, 직속상사와 동료그룹의 환경적인 태도와 최고경영자의 친환경적인 태도 그리고 호텔 직원의 가치적 사명감과 규범적 사명감 사이에는 긍정적인 매개 효과가 있다. 따라서 호텔의 최고 경영자의 녹색경영의지의 구현에서 직속상사와 동료그룹의 강력한 지원이 업무현장에서의 호텔 고용을 위하여 필요하다는 결론을 내릴 수 있다.

• 한국정보과학회논문지:소프트웨어및응용
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• 제37권7호
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• pp.491-502
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• 2010

인간이 교육을 통해 지식을 습득하고 발전시키는 과정에서, 이전 단계에서의 학습 진행 과정은 향후 학습에 영향을 미친다. 이것은 기계 학습에서도 고려되어야 할 사항으로 실제 기계 학습에서 학습순서의 제어가 어떤 효과가 있는지 살펴볼 필요가 있다. 본 연구에서는 MLP의 학습에서 지도자가 목표값을 알려주는 역할은 물론, 학습 대상의 지식 정도를 고려하여 자료들의 학습 순서를 제어하는 추가적 역할도 수행할 때, 학습 과정에 미치는 효과를 실험한다. 실험 방법은 SOM과 MLP를 이용하여 분류 문제에 적용한다. SOM은 지도자가 학습 순서를 결정하기 위한 학습 자료들의 범주화에 이용되고, MLP는 학습 대상이 된다. 제안하는 방법은 SOM을 학습 자료의 전처리 방법이 아닌, 학습 과정 동안 학습 자료의 선택에 이용하는 점에서 여타 연구들과 차이가 있으며, 실험 결과는 학습에 사용되는 자료의 수와 학습 횟수에서 개선 효과가 있음을 보여준다.

• 산업경영시스템학회지
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• 제17권29호
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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.

• 한국실내디자인학회논문집
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• 제9호
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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.

• 간호행정학회지
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• 제6권3호
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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.

• 한국안전학회지
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• 제18권4호
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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.

• 유통과학연구
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• 제14권2호
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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.