• 천문학회보
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• 제44권1호
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• pp.72.1-72.1
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• 2019

The Giant Magellan Telescope Organization (GMTO) is developing the GMT Software Development Kit (SDK) for the Observatory Control System (OCS). The SDK models a subsystem of the GMT using a Domain Specific Language (DSL) which can generate a skeleton code and validates the availability of the model automatically. The OCS includes a Device Control System (DCS) and all the devices are connected with the DCS via EtherCAT. The DCS has a component (Hardware Adapter) to communicate with EtherCAT slaves. In this presentation, we demonstrate the modeling process and describe the importance and usage plan of the SDK.

• 정보처리학회논문지D
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• 제14D권1호
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• pp.57-66
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• 2007

소프트웨어 산업의 발전에 따라 소프트웨어 개발조직에서는 소프트웨어 품질이 중요한 이슈로 부각되었다. 특히 여러 종류의 테스트 성숙도 모델을 통해 조직의 소프트웨어 테스트 성숙도 향상에 대해 다양한 방면으로 시도하고 있다. 하지만 현재 테스트 성숙도를 측정할 수 있는 모델들은 기존의 개발 성숙도 측정 모델을 기반으로 개발하여 테스트 부분에 대한 언급이 부족하고 단지 테스트 성숙도 레벨만을 측정하였다. 이러한 문제점을 해결하기 위해 소프트웨어 개발프로세스와 한께 테스트 프로세스를 수행할 수 있도록 이중 V모델과 테스트 성숙도의 용이한 평가를 위한 테스트 평가 속성과 레벨을 정의한 테스트 속성과 상호관련 매트릭스를 제안하였다. 테스트 프로세스 개선(Test Process Improvement: TPI)의 개선제안(Improvement Suggestion) 방법을 통해 테스트 성숙도 모델 확장하고, 측정된 성숙도를 향상시킬 수 있는 개선방향을 제시한다. 또한, 본 연구에서 제안하는 테스트 성숙도 상호관련 매트릭스는 테스트 성숙도를 정량적으로 평가하기 위해 사용하였다. 결과적으로는 확장된 테스트 성숙도 모델을 통해 조직의 테스트 성숙도를 높이는데 기여 할 수 있으리라 생각한다.

• Asia pacific journal of information systems
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• 제4권2호
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• pp.131-164
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• 1994

A contingency model of outsourcing is developed from the information systems (IS) literature and strategic management literature in order to assess the following question: What factors influence change in the extent to which an organization outsources IS functions? Based on the literature, this study identifies four IS factors-gaps in information quality, IS support quality, IS staff quality, and IS cost effectiveness-and three organizational factors-the gap in financial performance, strategic orientation, and the role of information technology in an organization-that influence the change in degree of outsourcing. These factors are hypothesized to influence the change in the extent of an organization's outsourcing of IS functions. From a mail survey of 188 top IS executives in U.S. companies, the results of analysis of covariance and bivariate correlational and multivariate regression analyses provide the following major findings: (a) This study found support for the proposed research model. (b) The change in the degree of IS outsourcing is determined by gaps in information quality, IS support quality, IS cost effectiveness, and financial performance and by the role of IT among IS and organizational factors.

• 한국산업정보학회논문지
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• 제23권3호
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• pp.73-86
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• 2018

An analysis of Airbnb and Kozaza will show how valuable and rare resource can have an impact on company performances. Airbnb applied the sharing economy platform, and this business model had disrupted the hospitality industry. Thus, this paper will investigate a Korean company called Kozaza which had benchmarked Airbnb. Furthermore, it will apply the theory of VRIO framework, which consists of how valuable, rare, costly to imitate (imitability), and organization (exploited by the organization) to find competitiveness of Kozaza in the hospitality industry. Thus, it will attempt to show that Kozaza's business model of utilizing the unused resource of Hanok (traditional Korean house) and partnerships with Hanokstay, Seoul Metropolitan Government and Soul Tourism Organization and others have enhanced their resource and capability to strengthen their business model. Furthermore, this research will explore how Kozaza can competitively be successful in the future.

• 한국품질경영학회:학술대회논문집
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• 한국품질경영학회 2010년도 춘계학술대회
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• pp.183-190
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• 2010

The study is to examine the causal correlation between communication skill of organization and their job performance. In our model, we used these variables-innovation awareness, job satisfaction, organizational commitment as a parameter. In order to verify the hypothesis based on research model, a survey among researchers(sample size=117) who work in food company was carried out. Analyzing hypothesized model and following the statistical procedure, we could assure that these exist positive correlation with communication skill, innovation awareness, job satisfaction, organizational commitment and organization performance. A coefficient of coffelation between those variables was clearly high in the group with good communication skill. Among the parameters, the variable of innovation awareness was more effected on their job performance.

• 대한안전경영과학회지
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• 제12권3호
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• pp.237-247
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• 2010

Global financial crisis at 2008 bring about the great change to the company itself and its environment. In these days, the company needs change to the ambidextrous organization, which have more efficiency processes also have more attractive products and services. Ambidextrous organization purse exploiting and exploration innovation program. For the existing process's incremental and rapid improvement, the exploiting innovation programs are used such as 6 Sigma program and so on. For the new business model's searching and developments, the exploration innovation programs are used such as blue ocean program and brainstorming and so on. In this paper is presented the new procedures, for the new business model development, combining exploration and exploiting innovation programs. To obtain the creative business ideas, various exploration methodologies are adopted based on 6 Sigma's methodology, The new procedures are applied to the venture company and examined its validity.

• 산업융합연구
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• 제13권4호
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• pp.1-10
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• 2015

The purpose of this study is to propose a model built on the theoretical foundation of ecological sensitivity applicable to group and coaching process for organization members in industry management environment. For this, I have looked into theoretical foundation basis-foundation required for the ecological sensitivity process based on ecological discourse, based on which I have proposed a process model. The ecological basis-foundation with regards to ecological sensitivity dealt with in this paper includes 1)Crisis awareness, 2)Acquisition of ecological unconsciousness, 3)Fostering green imagination and 4)Setting targets.

• 대한간호학회지
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• 제42권1호
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• pp.9-18
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• 2012

Purpose: The purpose of this study was to test the turnover intention model for chief nurse officers in general hospitals. The variables for the study included job stress, social support, job satisfaction, and organization commitment. Methods: A predictive, non-experimental design was used with a sample of 144 chief nurse officers from 144 general hospitals. Data were collected using self-administered questionnaires and analyzed using SPSS, AMOS program. Results: The overall fitness of the hypothetical model to the data was good (${\chi}^2$=16.80, p=.052, GFI=.96, AGFI=.90, NFI=.97, CFI=.99). Job stress, social support, job satisfaction, and organization commitment explained 59.0% of the variance in turnover intention by chief nurse officers. Both organization commitment and social support directly influenced turnover intention for chief nurse officers, and job stress and job satisfaction indirectly influenced turnover intention. Conclusion: The results imply that chief nurse officers in hospitals need social support and management of job stress to increase job satisfaction and organization commitment, and lower turnover intention.

• 지식경영연구
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• 제7권2호
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• pp.35-52
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• 2006

Increasing competitive pressure, the constantly accelerating transformation of the economy, and a stronger focus on value creation have initiated the search for sustainable sources of competitive advantage in organizations. In this context, the concept of treating organizational knowledge as a valuable strategic resource has become quite popular recently. Knowledge has become the most critical component in the struggle for sustained competitive advantage and knowledge management (KM) has also been described for its possible role in creating sustainable competitive advantage. In order to examine the contingency between KM resources, KM strategies, and KM performance of organizations, a contingency model of KM, which is based on resource-based theory as well as knowledge-based theory, is developed from the information systems and strategic management literature in order to assess the following questions: (i) What KM resources affect the organization's KM strategies? (ii) Is there a relationship between KM strategies and organizational performance enhanced by KM? A detailed exploratory analysis of survey responses from 79 Korean companies provides the following significant findings: (i) This study found support for the proposed contingency model of KM; (ii) The organization's KM strategies are determined by social resources and its capabilities; (iii) An organization with a culture-based KM strategy is more likely to enhance organizational KM performance than an organization with a technology-based KM strategy.

• 간호행정학회지
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• 제21권2호
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• pp.164-173
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• 2015

Purpose: This study was done to investigate the effects of individual-organization personality agreement using a five-factor model on job satisfaction and organizational commitment of hospital nurses. Methods: Participants were 222 nurses who had worked for more than 1 year in a university hospital. Data were collected from January 14 to 20, 2012, using self-recorded questionnaires. Collected data were analyzed using descriptive statistics and multiple regression methods. Results: Extraversion personality fit and the Agreeableness personality fit had a significant effect on job satisfaction. Extraversion personality fit, agreeableness personality fit, and openness personality fit had a significant effect on organizational commitment. Conclusion: Results of this study show that individual-organizational personality agreement affects hospital nurses' job satisfaction and organizational commitment. The extraversion personality fit and agreeableness personality fit of the 5 factors are identified as important variables to increase organizational performance. Based on these results, it is necessary to develop an integrated organizational personality measure model for increasing nurses' work environment satisfaction related to individual-organization personality fit.