• Korean Medical Education Review
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• v.18 no.2
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• pp.83-89
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• 2016

The purpose of this study was to elucidate to what extent the goals of the leadership training program implemented in a medical college were achieved. Study subjects consisted of 74 first-year premedical students at the College of Medicine of The Catholic University of Korea. All participants completed two questionnaires: an 18-item self-leadership questionnaire asking self-expectation, rehearsal, goal setting, self-rewards, self-judgment and constructive thinking, and a 28-item self-efficacy questionnaire asking preference toward difficult work, efficacy of self-control, and confidence before and after the leadership training program. Students also competed a program satisfaction survey after the program. The collected data were analyzed with a paired t-test, descriptive statistics by IBM SPSS ver. 20.0 (IBM Co., Armonk, NY, USA). Students' overall satisfaction with the program scored 4.06 out of 5. The scores of self-leadership and self-efficacy increased after the leadership training program except for 'confidence' in self-efficacy. The results indicate that an intensive leadership program in a short period of time could help to enhance social competencies such as communication skills, empathy, self-reflection, and teamwork of premedical students.

• Korean Journal of Occupational Health Nursing
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• v.28 no.4
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• pp.242-252
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• 2019

Purpose: This study aimed to identify factors influencing depressive symptoms in public and private sector employees. Methods: Survey data on 23,602 workers who had worked in the public or private sector were obtained from the 2014 Korean Working Condition Survey (KWCS). Symptoms of depression were measured using the WHO-5 Well-being Index. Data were analyzed using a $x^2$ test, t-test, and multivariate stepwise logistic regression to determine the factors affecting the symptoms of depression. Results: First, the prevalence of depressive symptoms was 41.1 % in public sector employees and 43.4 % in private sector employees. Second, the factors commonly affecting depressive symptoms in public and private sector employees were residence area, cognitive demands, development opportunities, social support from colleagues, social support from supervisors, social community at work, job rewards, and work-family conflict. In addition, age, company size, atypical work, ergonomic risks, quantitative demands, emotional demands, influence, and job insecurity were found to be predictors of depressive symptoms unique to private sector employees. Conclusion: Mental health programs including the employee assistance program (EAP) should be developed and implemented after considering the risk factors affecting depressive symptoms.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.11
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• pp.277-284
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• 2021

This study was conducted to determine the factors affecting employees' engagement in Information Technology (IT) enterprises in Vietnam. Quantitative method was used to test the research model. Research data is collected through a survey of 205 employees working in Ho Chi Minh City - Vietnam IT enterprises. The research results show that all seven factors affecting OC are ability, remuneration, training/development, challenging work, teamwork relationship, company policy, and culture, and work environment all make sense. In which, WOE, TER, REM factors are the three most influential factors, while company CPC, T&D, CHW, ABI have a lower impact. The proposed management implications include building, providing, ensuring a good working environment for employees, building/developing relationships within the company, having a policy of salary, bonus, support, and incentives. In addition, appropriate, competitive remuneration, adequate incentives, and rewards for the efforts that the employee has made, training and development of skills and soft skills suitable for each type of work, development orientations for employees, as well as frequent rotation of positions and jobs, in addition to improving employees' capacity, also avoid causing boredom and loss of motivation at work, thereby increasing OC of employees in IT enterprises in Vietnam.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.31 no.5
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• pp.889-899
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• 2021

This paper proposes a reliable data sharing scheme on the internet of vehicles (IoV) by utilizing blockchain technology for constructing a decentralized system approach. In our model, to maintain the credibility of the information messages sent by the vehicles to the system, we propose a reputation rating mechanism, in which neighboring vehicles validate every received information message. Furthermore, we incorporate an incentive mechanism based on smart contracts, so that vehicles will get certain rewards from the system when they share correct traffic information messages. We simulated the IoV network using a discrete event simulator to analyze network performance, whereas the incentive model is designed by leveraging the smart contract available in the Ethereum platform.

• The Journal of Korea Robotics Society
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• v.16 no.2
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• pp.137-146
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• 2021

When controlling manipulator, degree of freedom is lost in singularity so specific joint velocity does not propagate to the end effector. In addition, control problem occurs because jacobian inverse matrix can not be calculated. To avoid singularity, we apply Deep Deterministic Policy Gradient(DDPG), algorithm of reinforcement learning that rewards behavior according to actions then determines high-reward actions in simulation. DDPG uses off-policy that uses 𝝐-greedy policy for selecting action of current time step and greed policy for the next step. In the simulation, learning is given by negative reward when moving near singulairty, and positive reward when moving away from the singularity and moving to target point. The reward equation consists of distance to target point and singularity, manipulability, and arrival flag. Dual arm manipulators hold long rod at the same time and conduct experiments to avoid singularity by simulated path. In the learning process, if object to be avoided is set as a space rather than point, it is expected that avoidance of obstacles will be possible in future research.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1031-1038
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• 2021

The purpose of this study is to evaluate the impact of organizational culture on job satisfaction and organizational commitment among employees in small and medium-sized enterprises in Ho Chi Minh City, Vietnam. The study hypothesized that organizational culture has a significant influence on employees' satisfaction and that satisfaction also significantly impactsorganizational commitment among employees. The data are collected from a sample of 240 office employees. Structural Equation Modeling is used to determine the influence of organizational culture dimensions,including open working environment, salary, and rewards, empowerment, management style, corporate values, on employees' satisfaction and organizational commitment. The findings showed that the five dimensions of organizational culture positively impact employees' satisfaction and that job satisfaction significantly influences organizational commitment. Thus, job satisfaction serves as the bridge between organizational culture and commitment. The current study contributes to providing a practical insight into the relationships between organizational culture, employees' job satisfaction, and organizational commitment. Based on that, managers can develop suitable personnel policies for their organizations to simultaneously enhance employees' performance and satisfaction, which makes them stay with the company.

• Journal of Climate Change Research
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• v.9 no.3
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• pp.253-261
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• 2018

As user-involved energy saving activities have become important in recent years, many forms of energy feedback experiments have been conducted. We conducted a study to determine if energy feedback activities affect energy saving for students living in dormitories at a university in Seoul. In particular, smart plugs were used for efficient research and quantitative performance measurements, and the extent of the impact of competition and rewards on participant energy saving behavior was further analyzed. The main findings of this study are as follows. First, the power usage of groups using smart plugs was lower than that of those without them. Second, energy feedback delivered to smart plug users did not have a significant impact on reduction of electric power consumption. Third, competition and compensation strategies had additional effects in reducing power usage for smart plug users. As a result, methods to deliver energy feedback more effectively as ICT technologies develop and efficient energy activities using IoT technologies can be expected to spread widely in the future.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.13 no.8
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• pp.4093-4107
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• 2019

Proof of Work (PoW) based blockchains have limitations in throughput, time consumption, and energy efficiency. In these systems, a miner will consume significant time and resources to obtain a reward for contributing to the blockchain. To overcome these limitations, recent research on blockchains are focused on accelerating the speed, scalability, and enhancing the security level. By enhancing specific procedures of blockchain system, the level of data integrity supported by the blockchain can become more robust, and efficient. In this paper, a new blockchain consensus model based on the Bryllite Consensus Protocol (BCP) is proposed to support a hyper-connected massively multiplayer online game (MMOG) ecosystem. The BCP scheme enables users to participate directly in new consensus processes through a Proof of Participation (PoP) algorithm. In this model, the consensus algorithm has a simpler form while maintaining high security level. In addition, because the BCP scheme gives users an equal chance to make a contribution to the blockchain, rewards are distributed in an equal fashion, which motivates user participation. The analysis of the proposed scheme is applied to the Bryllite consortium blockchain system (homed in Hong Kong), which is a new blockchain network developed for international game industries, gamers, and game events.

• Journal of Korean society of Dental Hygiene
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• v.19 no.4
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• pp.615-624
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• 2019

Objectives: This study explored job satisfaction experience and meaning of work in dental hygienists. Methods: In-depth interviews were conducted with 13 clinical dental hygienists who had been working in dental clinics for more than 10 years. The analysis method used was developed by Giorgi, including all four steps. Results: The results of the interview were categorized into five central meanings: recognition and trust (including patient's trust, trust in the boss, recognition in the hospital, and intimacy), growth (growth of the hospital, growth in jobs, and problem-solving skills), professional pride (self-esteem, extension of work and changes of awareness, and being able to help others), reward (financial compensation and psychological rewards), and meaning of life given by work (the process of maturing, self-representation, and vitality of life). Conclusions: Based on this study, we need to develop tools to measure dental hygienists' level of job satisfaction as well as follow-up research on ways to improve it.

• Journal of Korean Society for Quality Management
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• v.47 no.2
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• pp.217-236
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• 2019

Purpose: This article aims 1) to identify key elements for building quality culture, 2) to design and analyze survey data from defense industry companies, and 3) to suggest directions for enhancing quality culture levels. Methods: Key elements and items for a quality culture are derived by investigating related references and using affinity diagram. Questionnaire items to investigate the quality culture level of the organizations are prepared and the survey data on the level of quality culture of military defense companies are analyzed. Results: 1) Descriptive statistical analyses are presented to compare the levels of the six key elements. 2) In each element items with low scores are identified, which should be improved. 3) Among six key elements, 'support 'element shows lowest level. 4) The quality culture level of the small-sized companies are relatively low. Conclusion: 1) To improve the quality culture level of the defense industry companies, it is necessary to provide quality education, to enhance recognition and rewards, and to invest resources for employees' self-development. 2) Small-sized companies can easily be adapted to quality-oriented cultural change if the CEO leadership focuses on quality culture.