• Journal of the East Asian Society of Dietary Life
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• v.17 no.2
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• pp.258-265
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• 2007

The aim of this study was to analyze conflicting factors between Korean and Chinese Kitchen staff within the Chinese restaurants if hotels, and formulate a plan for resolving problems. A closed-end questionnaire was used for survey, which was conducted between 30 April 2005 and 4 June 2005. The survey was conducted among Koran and Chinese (China/Taiwan) cooking staff at Chinese restaurants within 5 star hotels located in Seoul, Korea. 231 questionnaires were distributed to the staff members, and the data collected and analyzed Form the results, Chinese staffs that have more cooking experience were found to be in higher positions and receive higher salaries. In addition, compared to Korean staff, the Chinese staff had fewer problems with conflicts from personnel adminstration, personnel adminstration, personal/psychological areas, benefits/rewards and relationship with their outlet manager. Conversely, Korean staff experience more disagreements in each conflict factor area than Chinese staff, implying there is a divergence between Korean and Chinese staff.

• Journal of Family Resource Management and Policy Review
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• v.10 no.3
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• pp.1-21
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• 2006

The purpose of this study was to examine the variables which account for grandchildren caregivers' subjective well-being. The subjects of this research were 100 grandmothers who are currently caring for grandchildren. The instruments used for this study were 'Job Content Questionnaire' by Karasek(1979), 'Family Support Inventory for Worker' by King, Mattimore, King, & Adams(1995), 'Social Support Scale' by Park(1985) and 'Psychological Positive Functioning' by Ryff(1989). Data was analyzed by descriptive statistics, Pearson's correlations and hierarchical multiple regression. The major results of this study are as follows; First, grandchildren caregiving's demand level was negatively related to grandmothers' subjective well-being, but it's control and support level were positively related to them. Second, the variables that explained grandchildren caregivers' sutjective well-being were their marital status, income, material reward, and family support. When they had a husband, the more money they had, and with more rewards for caregiving plus family support given, the more positive subjective well-being they had.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.41 no.10
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• pp.1236-1239
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• 2016

In this paper, we propose a new incentive mechanism for hybrid access in cognitive femtocell networks. The purpose of the proposed incentive mechanism is to guarantee the QoS of macro user equipments (MUEs) and to increase femtocell capacity. MUEs channel condition report triggers bidding procedure by neighbor femtocell base stations (FBS). Macro base station (MBS) can offer some subchannels as rewards to encourage FBSs to reliably support its MUEs. Simulation results validate the effectiveness of our proposed scheme.

• Journal of Korean Institute of Industrial Engineers
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• v.33 no.3
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• pp.303-311
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• 2007

This study deals with a type of vehicle routing problem faced by manager of some department stores during peak sales periods. The problem is to find a set of traveling paths of vehicles that leave a department store and arrive at a destination specified for each vehicle after visiting customers without violating time and capacity constraints. The mathematical model is formulated with the objective of maximizing the sum of the rewards collected by each vehicle. Since the problem is known to be NP-hard, a heuristic algorithm is developed to find the solution. The performance of the algorithm is compared with the optimum solutions obtained from CPLEX for small size problems and a priority-based Genetic Algorithm for large size problems.

• Journal of Technology Innovation
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• v.7 no.1
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• pp.124-150
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• 1999

This study examines the personal characteristics, organizational attitudes, technical performances, and reward preferences of R&D professionals with Ph.D. degree in large private companies in Korea. Based on survey data from 887 professionals in nine different R&D organizations, the following results are found; 1) R&D professionals with Ph.D. degree exhibit higher autonomy preference, need for achievement, self-efficacy, technical career orientation, and performance proficiency than other R&D professionals; 2) As their organizational tenure increases, performance proficiency and transfer career orientation increases but their socialized level of organizational goals and values does not change; 3) They produce more technical publications and exhibit more positive organizational attitude than other R&D professionals; 4) They are more likely to prefer job content, professional, and job security rewards. These empirical findings suggest several theoretical and practical implications for the management of R&D professionals with Ph.D. degree in the large Korean firms.

• The Journal of Asian Finance, Economics and Business
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• v.2 no.2
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• pp.35-38
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• 2015

Managers, supervisors, executives and others whose office is to get work done by staff in organizations would desire a motivated workforce. Despite the advances in technology, any system has tot have motivated people to achieve its goals and at some time or other, no one in charge of a unit has failed to wonder, 'How best do I get individuals and groups motivated'? What is motivation, how can employees be motivated to direct their energies towards execution of the job and how is this achieved on a sustained on-going basis? Is a highly motivated employee necessarily an ace performer? These are the issues which the author would address in the present paper. The authors has conducted an empirical study by administering motivational test and collected data from 100 corporate of Bhopal region.

• Journal of the Korea Institute of Military Science and Technology
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• v.22 no.5
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• pp.667-673
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• 2019

We present an orienteering problem with unknown stochastic reward(OPUSR) model for persistent monitoring tasks with unknown event probabilities at each point of interest. Prior studies on orienteering problem for persistent monitoring task assume that rewards and event probabilities are known as a prior. In this paper, we propose a stochastic reward model with unknown event statistics and a path re-planning algorithm based on Bayesian reward inference. Experiments demonstrate the efficiency of our method.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.18 no.35
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• pp.61-70
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• 1995

The objective of this study is In develope on productivity improvement program, which named PPM(Participative Productivity Management). This program consists of 3 stages which are Goal setting and sharing. Productivity measurement and evaluation, and Gain sharing. Each concepts of NGT(Nominal Group Technique), Objectives matrix method and Gain sharing was applied to form this frame. This program rewards members of an organization for their contributions to improve business results. It also fits perfectly with today's participative management philosophies. Furthermore, the company and its employees could be partners a win-win situation, and one more barrier to a high-involvement culture should be eliminated.

• International Journal of Knowledge Content Development & Technology
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• v.7 no.2
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• pp.5-20
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• 2017

The notion of object oriented analysis and design in software engineering has many rewards that aid the programmer to have an understanding of and improve the program efficaciously. Object oriented metrics helps rather a lot to a programmer or developer to comprehend and unravel the thing-oriented trouble readily and exactly. Object oriented metrics helps in examining the usefulness of object oriented applied sciences or in simple phrases Object-oriented metrics depict characteristics of object-oriented programming. The intention of this paper is to have an understanding of concerning the UML, Object oriented evaluation and design and the way it plays in UML.

• ETRI Journal
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• v.43 no.6
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• pp.1004-1012
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• 2021

The collaboration productively interacting between multi-agents has become an emerging issue in real-world applications. In reinforcement learning, multi-agent environments present challenges beyond tractable issues in single-agent settings. This collaborative environment has the following highly complex attributes: sparse rewards for task completion, limited communications between each other, and only partial observations. In particular, adjustments in an agent's action policy result in a nonstationary environment from the other agent's perspective, which causes high variance in the learned policies and prevents the direct use of reinforcement learning approaches. Unexpected social loafing caused by high dispersion makes it difficult for all agents to succeed in collaborative tasks. Therefore, we address a paradox caused by the social loafing to significantly reduce total returns after a certain timestep of multi-agent reinforcement learning. We further demonstrate that the collaborative paradox in multi-agent environments can be avoided by our proposed effective early stop method leveraging a metric for social loafing.