• 한국학교수학회논문집
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• 제4권1호
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• pp.9-27
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• 2001

The purpose of this study is to develop effective models for performance assesment in the subject of mathematics, In this study, a procedural model was created through selecting five evaluation methods that are the most relevant to evaluate mathematics comprehension. Also this study provides the application of procedural model over the span of an academic semester.

• 한국CDE학회논문집
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• 제13권2호
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• pp.109-120
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• 2008

ISO 10303-112 is an integrated application resource of ISO 10303, commonly known as STEP, and specifies the procedural_sketch schema. The ISO 10303-112 provides general resources for the representation of modeling commands for the exchange of procedurally represented 2D CAD models. Procedural models have the advantage of being easy to edit, simply by changing values of parameters of their constructional operations. Such models are said to embody design intent, in the sense that modifications to them conform to the method of creation used by their original creator, and they also comply with any constraints implied by the particular constructional operations used. This paper introduces the development and standardization process of the ISO 10303-112, and describes the concept of procedural 2D CAD modeling, the way to represent the procedural 2D CAD models in STEP and the harmonization with other STEP resources.

• Journal of Multimedia Information System
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• 제6권4호
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• pp.179-184
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• 2019

This paper introduces a study for procedurally generating the behavior of objects in a virtual environment at runtime. This study was initiated to enable the behavioral model of objects in virtual reality applications to evolve in response to user behavior at runtime. Our approach is to describe the behavior of an object as a behavior tree, and to make a node of the behavior tree change to another type if a certain condition is satisfied. We defined four types of node changes: "parameterized", "probabilistic", "alternate", and "variant". We experimented with a virtual environment that includes a variety of simple procedural elements to explore the possibilities of our approach. As a result of the implementation, if an optimization algorithm that can select and apply the optimized procedural elements in response to the user's behavior is complemented, it is confirmed that more intelligent objects and agents can be implemented in virtual reality applications.

• 통상정보연구
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• 제6권3호
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• pp.159-180
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• 2004

This paper focus on building online trust in electronic commerce between partner that have never traded with each other before, the so-called first trade situation. For this, this paper proposes the model to build trust for conduction first trade transaction in e-trade(so-ca1led Trust Matrix Model : TMM). The TMM is based on the idea that for business to business electronic trade a balance has to be found between anonymous procedural trust, i.e. procedural solutions for trust building, and personal trust based on positive past experiences within for first trade situation, because of the lack of experience in these situations. The procedural trust solutions are related in the notion of institution-based trust, because the trust in the procedural solutions depends on the trust one has in the institutions that issued or enforces the procedure. The TMM can be used as a tool to analyze and develope trust-building services to help organizations conduct first -trade electronic trade.

• 한국경영과학회지
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• 제27권4호
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• pp.127-137
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• 2002

This study aims at developing and empirically testing a comprehensive model of organizational justice derived from the prior empirical studies on organizational justice. The study seeks to understand the antecedents to and the consequences are addressed. The first question is what characteristics of the HRM systems determine the levels of perceived distributive and procedural justice. Hypotheses are derived from the two prominent theoretical models, i.e., the self-interests model (SIM) and the group value model (GVM). Those factors include neutrality, consistency, accuracy. ethicality. credibility. and reciprocity in the processes of making HRM decisions. All nine factors suggested by the two models aye adopted for this study as major determinants of both distributive and procedural justice. The second question of this study is related to the moderating effects of individual differences on the relationship between the SIM and GVM variables and perceived distributive and procedural justice in organizational contexts. The final research question deals with the consequences of perceived organizational justice. specifically job - related altitudes and organizational commitment. Job-related attitudes in this study refer to job satisfaction, job motivation, and job involvement, i.e., the willingness to make contributions. identification with organization, and intent to stay. In examining the consequences of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the above nine outcome variables. The results show that both SIM and GVM variables significantly influence distributive and procedural justice. However, hierarchical regression analyses reveal that the GVM variables except more influence has been focused on the consequences of perceived distributive justice with regard to outcomes provided by the organization.

• 웰빙융합연구
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• 제3권3호
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• pp.1-13
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• 2020

Human resource management has always been the most important part of any organization (corporate and government-owned). Until whenever improvement in human resource management is always the background of every problem that occurs in the organization. This study aims to examine the relationship of procedural justice and organizational commitment to OCB satisfaction and job satisfaction in the Public Works Office of Kutai Kartanegara Regency. Sampling involved the entire population, i.e. 109 informants. They are employees who have goods and services certificates. Hypothesis test carried out with the SEM-PLS model in two stages (outer model and inner model). After that, the survey data was used SMART PLS 3.0. Based on empirical findings, we find that procedural justice has a positive and significant effect on OCB, while organizational commitment does not. Procedural justice, organizational commitment, and OCB have had a positive and significant effect on job satisfaction. The novelty of the study lies in the originality value that describes the conditions in a government agency with different benchmarks (variables and indicators) from previous studies, so it is very interesting and varied.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제12권7호
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• pp.3284-3306
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• 2018

This study proposes a method to develop an authoring system(GeoMaTree) for diverse trees that constitute a virtual landscape. The GeoMaTree system enables the simple, intuitive production of an efficient structure, and supports real-time processing. The core of the proposed system is a procedural modeling based on a mathematical model and an application that supports digital content creation on diverse platforms. The procedural modeling allows users to control the complex pattern of branch propagation through an intuitive process. The application is a multi-resolution 3D model that supports appropriate optimization for a tree structure. The application and a compatible function, with commercial tools for supporting the creation of realistic synthetic images and virtual landscapes, are implemented, and the proposed system is applied to a variety of 3D image content.

• 한국병원경영학회지
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• 제9권1호
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• pp.115-132
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• 2004

The purpose of this study is to investigate the impacts of distributive and procedural justice on job satisfaction and organizational commitment among hospital nurses. The samples of this study consisted of 353 nurses from 8 general hospitals located in Seoul and Youngnam area in Korea. Data were collected with self-administered questionnaires and analyzed using hierarchical regression technique. Contrary to the predictions of the interaction, main effect or cultural model, the results of this study show that both distributive and procedural justice have significant positive impacts on job satisfaction and organizational commitment among hospital nurses, and the former has stronger effects than the latter. The results imply that hospital administrators should take measures to establish procedural and distributive justice to increase job satisfaction and organizational commitment among hospital nurses.

• 대한산업공학회지
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• 제32권4호
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• pp.314-322
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• 2006

Despite its brilliant success, Six Sigma has suffered from two shortcomings, namely, the lack of a systematic method to identify the right projects in the "Define" stage and to sustain the improvement in the "Control" stage. The integration of Six Sigma and Business Process Management(BPM) seems to be a promising way to overcome the shortcomings of Six Sigma. This paper first reviews the existing efforts on this issue, and then proposes a framework for an effective integration of Six Sigma and BPM. The framework consists of five phases - DEFINE, EXECUTE, MONITOR, ANALYZE, and IMPROVE(DEMAI). A detailed description on the procedural model is also presented.

• 산업경영시스템학회지
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• 제41권3호
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• pp.97-107
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• 2018

The purpose of this study is to verify the mediating effect of pay satisfaction on the relation between procedural justice and organizational commitment. A survey was conducted to examine the mediating effect of pay satisfaction on the responses of 529 employees. The study chose sex, age, education, position, job type and career as control variable, and the regression model which treated procedural justice as independent variable and organizational commitment as criterion variables were set. A pay satisfaction was supposed as mediating variable of these relationships. The data analysis was conducted by SAS 9.4ver and LISREL 8.80. The results of this study confirm underneath the followings. First, the relation of procedural justice and organizational commitment are significantly unique. Second, procedural justice are positively related to pay satisfaction. Third, pay satisfaction is significantly positively related to organizational commitment. Fourth, the pay satisfaction is partially mediated on the relationship between procedural justice and organizational commitment. This means that the pay satisfaction mediates the relation of procedural justice and organizational commitment. These results are different from the prior researches which had treated pay satisfaction as mediating variable of procedural justice and organizational commitment. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.