• Journal of Technology Innovation
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• v.4 no.1
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• pp.83-128
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• 1996

This paper explores desirable features of annual salary system a corporation can adopt to design it for R&D personnel or staff. This research, in particular, purports to examine how effective the money compensation is used to motivate R&D personnel and some differences with respect to their research areas, educational backgroudns and professional positions. In addition, the paper analyzes the motivational effectiveness of non-money compensation by comparing the preference level of the money and non-money rewards such as recognition, autonomy and responsibilities, etc. The response of R&D personnel as analyzed in this paper would provide a helpful reference for designing an annual salary system in R&D group.

• Journal of the Korean Data and Information Science Society
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• v.16 no.1
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• pp.165-172
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• 2005

In recently, Popova and Wu(1999) proved a theorem which presents the long-run average fuzzy reward per unit time. In this note, we improve this result. Indeed we will show uniform convergence of a renewal reward processes with respect to the level ${\alpha}$ modeled as a fuzzy random variables.

• Journal of Korea Multimedia Society
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• v.23 no.7
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• pp.830-839
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• 2020

As a popular mathematical framework for modeling decision making, Markov decision process (MDP) has been widely used to solve problem in many engineering fields. MDP consists of a set of discrete states, a finite set of actions, and rewards received after reaching a new state by taking action from the previous state. The objective of MDP is to find an optimal policy, that is, to find the best action to be taken in each state to maximize the expected discounted reward of policy (EDR). In practice, MDP is typically unknown, so simulation-based policy improvement (SBPI), which improves a given base policy sequentially by selecting the best action in each state depending on rewards observed via simulation, can be a practical way to find the optimal policy. However, the efficiency of SBPI is still a concern since many simulation samples are required to precisely estimate EDR for each action in each state. In this paper, we propose a method to select the best action accurately in each state using a small number of simulation samples, thereby improving the efficiency of SBPI. The proposed method accumulates the simulation samples observed in the previous states, so it is possible to precisely estimate EDR even with a small number of samples in the current state. The results of comparative experiments on the existing method demonstrate that the proposed method can improve the efficiency of SBPI.

• Journal of the Institute of Electronics Engineers of Korea TE
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• v.39 no.1
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• pp.83-90
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• 2002

This paper proposed the strategy learning method by means of the fusion of Back-Propagation neural network and Q learning algorithm for two-person, deterministic janggi board game. The learning process is accomplished simply through the playing each other. The system consists of two parts of move generator and search kernel. The one consists of move generator generating the moves on the board, the other consists of back-propagation and Q learning plus $\alpha$$\beta$ search algorithm in an attempt to learn the evaluation function. while temporal difference learns the discrepancy between the adjacent rewards, Q learning acquires the optimal policies even when there is no prior knowledge of effects of its moves on the environment through the learning of the evaluation function for the augmented rewards. Depended on the evaluation function through lots of games through the learning procedure it proved that the percentage won is linearly proportional to the portion of learning in general.

• Journal of KIISE
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• v.44 no.1
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• pp.63-70
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• 2017

This paper considers the problem of combining multiple strategies for solving sleeping bandit problems with stochastic rewards and stochastic availability. It also proposes an algorithm, called sleepComb(${\Phi}$), the idea of which is to select an appropriate strategy for each time step based on ${\epsilon}_t$-probabilistic switching. ${\epsilon}_t$-probabilistic switching is used in a well-known parameter-based heuristic ${\epsilon}_t$-greedy strategy. The algorithm also converges to the "best" strategy properly defined on the sleeping bandit problem. In the experimental results, it is shown that sleepComb(${\Phi}$) has convergence, and it converges to the "best" strategy rapidly compared to other combining algorithms. Also, we can see that it chooses the "best" strategy more frequently.

• Journal of dental hygiene science
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• v.20 no.3
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• pp.163-170
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• 2020

Background: Job satisfaction of dental hygienists has been discussed continuously in dental hygiene research. It has been the most representative performance variable in dental and human resource management. However, in quantitative research, most of the studies have analyzed the causal relationship with variables related to dental hygienists' job satisfaction. The existing qualitative research contains only the studies that targeted dental hygienists with an experience of more than 10 years. The present study aimed to understand and to characterize the job satisfaction of dental hygienists with an experience of 2 to 10 years and to compare it with the qualitative research on dental hygienists with an experience of 10 or more years. Methods: An in-depth interview of dental hygienists with 2 to 10 years of experience working in 10 dental clinics was conducted. For data analysis, Giorgi's analysis method was used. Results: After analyzing the meaning of job satisfaction of dental hygienists, 180 semantic words and 19 subcategories were derived. The results of the interview were categorized into for central meanings: recognition and rewards, work experience and ability improvement, occupational characteristics, and work characteristics. Recognition and rewards included workplace recognition, patient recognition, self-effort and recognition, and the feeling of being rewarded. Work experience and ability improvement included various work experiences and factors relates to improving the work ability. Occupational characteristics included professional job, interest and persistence, job extensibility, and no burden of employment. Work characteristics included working conditions and separation of work and private life. Conclusion: The development of tools to measure the level of dental hygienists' job satisfaction after long-term service and to conduct follow-up research regarding ways and effects to improve job satisfaction is needed.

• Convergence Security Journal
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• v.15 no.3_2
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• pp.43-51
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• 2015

Many of crimes are solved by the report of people. Therefore, countries pay compensation to crime reporter. However, the current system of compensation is focused on the report of criminal fact and criminals arrest, so that there is no compensation on the providing evidence. On the other hand, since the current judicial system adopted the principle of trial by evidence, all the facts are made by the evidence. But it is impossible to obtain all the evidence only by law enforcement agencies. Therefore, it is necessary for people to report the evidence positively. So it is necessary to positively take advantages of smart phones, vehicle black boxes and cctvs. Various incentives such as compensation would be needed to require the evidence of smartphone or black box, cctv. In order to strengthen evidence report, it will be needed the legislation of crime report compensation, smartphone apps development including the provision of various incentives.

• Preventive Nutrition and Food Science
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• v.10 no.3
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• pp.272-278
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• 2005

The object of this study was to examine attitudes and knowledge of Korean dieticians about functional foods. We investigated their perceived knowledge and their attitudes regarding risks versus benefits, and recommendation about the use of functional foods; as well as their frequency of personal use, and the educational supports and training needs of dieticians. We developed a questionnaire to assess the dieticians' attitudes related to functional foods. This questionnaire was used for characterizing functional food-related attitudes on the basis of factor and reliability analysis in the following study. The questionnaires were distributed to 802 practicing dieticians working in Daegu and Gyeongsangbukdo. A total of 244 respondents (mean age $34\pm5.7$ years) returned the completed questionnaires through online surveys. Descriptive statistics and ANOV A were used to analyze data. Fewer than $2\%$ of dieticians claimed themselves to be knowledgeable about functional foods, more than $79\%$ consumed functional foods more than once a week, and $88\%$ of dieticians expressed an interest in receiving training about functional foods. Dieticians had favorable attitudes about the rewards from functional foods but were not confident about the safety and usage recommedation of these foods. The level of knowledge and educational support at their universities about functional foods affected the dieticians' attitudes regarding the rewards from and recommendation about the use of functional foods. These results suggest a need for additional educational opportunities to facilitate a better understanding of the risks and benefits of functional foods and their proper usage. Dietetics professionals must adapt to changes in health practices through effective educational programs integrating sufficient knowledge about functional foods.

• Journal of Technology Innovation
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• v.18 no.1
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• pp.219-245
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• 2010

The purpose of this study is to design the compensation model by analyzing the compensation level for advanced science and technology manpower. The result of this study can be summarized as follows. First, advanced S&T manpower has preferred not only economic rewards, but also non-economic rewards which comprises both social reputation, self-satisfaction for job and other aspects of life. Second, the way of what high grade human resources in S&T have preferred to be rewarded differs among agencies. While professors in universities prefer research environment, researchers working for GRIs(Government-funded research institutes) want to have job stabilization and researchers in companies want to have higher monetary reward. Third, two main factors to change their occupation have been turned out to be monetary reward and social reputation. It means that the compensation system should satisfy what advanced S&T manpower at GRIs and companies need upgrading their social reputation.

• The Journal of the Korea Contents Association
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• v.12 no.7
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• pp.415-424
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• 2012

This paper tried to identify the impacts of emotional labor on burnout and job satisfaction in the casino industry. Prepared questionnaires were distributed to 300 sample employees working in domestic casino, then used for data analysis 300. The results of this study are as follows: Firstly, surface acting have a positive effect on emotional exhaustion, lack of accomplishment and depersonalization. But deep acting have a negative effect on emotional exhaustion. And deep acting, emotion control have a negative effect on lack of accomplishment and depersonalization. Secondly, surface acting have a positive effect on job environment. Also deep acting, emotion control have a positive effect on rewards and value sharing. And emotion control have a positive effect on work environment. Thirdly, deep acting have a negative effect on job environment. Also, surface acting have a negative effect on rewards and value sharing.