• International conference on construction engineering and project management
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• 2011.02a
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• pp.567-574
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• 2011

The purpose of this paper is to identify factors that influence knowledge sharing and determine the attitudes of quantity surveyors towards knowledge sharing based on the factors. The analysis was based on an online questionnaire survey of Registered Quantity Surveyors from Selangor and Kuala Lumpur. Individualism and collectivism were identified as two major factors that influence attitude towards knowledge sharing. Indicators of individualism include individual attitude, competitiveness, care, incentives and rewards; while the indicators of collectivism are trust, social behaviors and motivation. The findings show that the level of attitudes towards knowledge sharing among quantity surveyors is generally high under enabling organizational environment. However, this is a cautious conclusion as the valid sample on which the analysis is based is relatively small. Willingness to share was found to be highest when incentives and rewards are involved as well as when there is a knowledge management system to promote continuous learning and sharing of knowledge.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.1
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• pp.145-163
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• 2001

The purpose of this research is to identify antecedent variables and outcome variables of the empowerment in clinical nurses, and to suggest managerial strategies for increasing their empowerment. Data were collected from October 12 to 18, 2000 through questionnarie taken by 566 nurses in 3 general hospitals. The 5 structured instruments were used for collecting the data : Spreitzer's Items Measuring Empowerment, Bass's Multifactor Leadership Questionnaire-1, Moorman's Equity of rewards scale, Mobley's turnover intention scale, and the Organizational Commitment Scale developed by Mowday, Porter & Steers. The data obtained were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way ANOVA, Scheffe' test, Pearson's Correlation Coefficients, Factor Analysis, Cronbach's alpha Coefficients, Multiple Regression. The results were as follows; 1. Head nurse's transformational leadership showed an positive correlation with empowerment(r=.304, p=.00). Regression coefficient between transformational leadership and empowerment was significant(${\beta}=.326$, p=.00), However, there was no a correlation between equity of rewards and empowerment. 2. The general characteristics of nurses were significant differences with empowerment. As for position, age, working experience, and education background showed significant difference with empowerment(F=10.979, 11.224, 6.812, 5.411, p<.01). 3. Empowerment showed a positive correlation with organizational commitment and a negative correlation with turnover intention (r=.387, -.274, p=.00). Regression coefficient between empowerment and organization commitment was significant(${\beta}=.365$, p=.00). In conclusion, the more head nurse took the transformational leadership, the higher nurses perceived empowerment. The higher their empowerment level, the higher organizational commitment they perceived. On the contrary, the higher their empowerment level, the lower their turnover intention. Therefore, in order to increase nurses' organization commitment and decrease their turnover intention, their empowerment should be increase. And it is necessary to develop the transformational leadership of head nurses so as to increase empowerment.

• Journal of Korea Game Society
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• v.17 no.2
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• pp.27-34
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• 2017

The study is to drive right users' attitude of internet and smart phones by providing the rewards. It consisted of 4 different types of no compensation, praise card, achievement sticker and cash and its effect on user's behavior was statistically tested. 24 children in grades four through six participated in the study. The task in this study was game of mathematical calculation. The subjective satisfaction about the reward and heart response during the game task were measured. As the results, inactivation of sympathetic and parasympathetic was observed in the case of no compensation while activation in the case of praise card. Therefore, the praise card was observed in greater commitment and satisfaction than the other rewards. The difference between non-compensation and compensation was significant in the subjective satisfaction, but not difference between compensations.

• 한국노년학
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• v.32 no.3
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• pp.851-867
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• 2012

The purpose of this study was to identify the caregiving reward of grandmothers raising their infant grandchildren and to examine factors influencing rewards in double-earner households. Data were collected from 323 grandmothers raising infant grandchildren who are under 6 years of age in double-earner households in Seoul, Gyeonggi-do and six metropolitan cities. According to the hierarchy multiple regression analysis, grandmothers' caregiving reward was found to be significantly high. It was also appeared that main factors of the rewards of grandmother were grandparents meaning, relationship with adult children and economic level. This study implies that improving grandparents meaning, relationship with adult children, and economic support may be a strategy to enhance the reward of grandmothers raising infant grandchildren. These findings suggest that there is a need to provide intervention and welfare policy for elderly caregiver.

• Korean Journal of Social Welfare Studies
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• v.43 no.2
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• pp.113-139
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• 2012

Under the goal of investigating the difference of staff perceptions in performance evaluations at local self-sufficiency centers, this study set out to examine whether differences would be found between team leaders or those in higher positions and the common staff in criteria, procedures, implementation, rewards, and feedback of performance evaluations. For that purpose, the investigator conducted a survey by mail with staff working for local self-sufficiency centers in 15 cities and provinces across the nation from September 6 to 30, 2010. Of 672 questionnaires that were distributed, 439 were returned. Of these, a total of 432 were used in latent mean analysis. The major findings are as follows: first, the staff at local self-sufficiency centers had a relatively negative perception of performance evaluation in terms of rewards for evaluation results. Secondly, the team leaders or those in higher positions had a more negative perception of performance evaluation in terms of evaluation criteria and rewards for evaluation results than common staff. Based on those findings, the study offered some implications with regard to performance evaluation systems at local self-sufficiency centers.

• Journal of Internet of Things and Convergence
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• v.9 no.6
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• pp.11-16
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• 2023

The technology of 3D reconstruction, primarily relying on point cloud data, is essential for digitizing objects or spaces. This paper aims to utilize reinforcement learning to achieve the acquisition of point clouds in a given environment. To accomplish this, a simulation environment is constructed using Unity, and reinforcement learning is implemented using the Unity package known as ML-Agents. The process of point cloud acquisition involves initially setting a goal and calculating a traversable path around the goal. The traversal path is segmented at regular intervals, with rewards assigned at each step. To prevent the agent from deviating from the path, rewards are increased. Additionally, rewards are granted each time the agent fixates on the goal during traversal, facilitating the learning of optimal points for point cloud acquisition at each traversal step. Experimental results demonstrate that despite the variability in traversal paths, the approach enables the acquisition of relatively accurate point clouds.

• Journal of Intelligence and Information Systems
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• v.20 no.3
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• pp.133-149
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• 2014

One of the main purposes of universities is to create new intellectual resources that will increase social values. These intellectual resources include academic research papers, lecture notes, patents, and creative ideas produced by both professors and students. However, intellectual resources in universities are often not distributed to the actual users or companies; and moreover, they are not even systematically being managed inside of the universities. Therefore, it is almost impossible for companies to access the knowledge created by university students and professors to utilize them. Thus, the current level of knowledge sharing between universities and industries are very low. This causes a great extravagant with high-quality intellectual and human resources, and it leads to quite an amount of social loss in the modern society. In the 21st century, the creative ideas are the key growth powers for many industries. Many of the globally leading companies such as Fedex, Dell, and Facebook have established their business models based on the innovative ideas created by university students in undergraduate courses. This indicates that the unconventional ideas from young generations can create new growth power for companies and immensely increase social values. Therefore, this paper suggests of a new platform for intellectual properties distribution with university-industry cooperation. The suggested platform distributes intellectual resources of universities to industries. This platform has following characteristics. First, it distributes not only the intellectual resources, but also the human resources associated with the knowledge. Second, it diversifies the types of compensation for utilizing the intellectual properties, which are beneficial for both the university students and companies. For example, it extends the conventional monetary rewards to non-monetary rewards such as influencing on the participating internship programs or job interviews. Third, it suggests of a new knowledge map based on the relationships between key words, so that the various types of intellectual properties can be searched efficiently. In order to design the system platform, we surveyed 120 potential users to obtain the system requirements. First, 50 university students and 30 professors in humanities and social sciences departments were surveyed. We sent queries on what types of intellectual resources they produce per year, how many intellectual resources they produce, if they are willing to distribute their intellectual properties to the industries, and what types of compensations they expect in returns. Secondly, 40 entrepreneurs were surveyed, who are potential consumers of the intellectual properties of universities. We sent queries on what types of intellectual resources they want, what types of compensations they are willing to provide in returns, and what are the main factors they considered to be important when searching for the intellectual properties. The implications of this survey are as follows. First, entrepreneurs are willing to utilize intellectual properties created by both professors and students. They are more interested in creative ideas in universities rather than the academic papers or educational class materials. Second, non-monetary rewards, such as participating internship program or job interview, can be the appropriate types of compensations to replace monetary rewards. The results of the survey showed that majority of the university students were willing to provide their intellectual properties without any monetary rewards to earn the industrial networks with companies. Also, the entrepreneurs were willing to provide non-monetary compensation and hoped to have networks with university students for recruiting. Thus, the non-monetary rewards are mutually beneficial for both sides. Thirdly, classifying intellectual resources of universities based on the academic areas are inappropriate for efficient searching. Also, the various types of intellectual resources cannot be categorized into one standard. This paper suggests of a new platform for the distribution of intellectual materials and human resources, with university-industry cooperation based on these survey results. The suggested platform contains the four major components such as knowledge schema, knowledge map, system interface, and GUI (Graphic User Interface), and it presents the overall system architecture.

• Journal of the Korean Society for Library and Information Science
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• v.47 no.3
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• pp.227-250
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• 2013

Jeongsa-gongshin-nokgwon (定社功臣錄券) is a document issued during the reign of King Taejong. The king appointed the vassals of merit who suppressed the First Rebel of Prince in 1398 as Jeongsa-gongshin (定社功臣) and gave them titles and rewards as described in the Jeongsa-gongshin-nokgwon document. This study explores the reasons and process of the rewards given to the vassals by way of the existing copy of Jeongsa-gongshin-nokgwon. The form and organization of the document were analyzed in detail. The titles given to the vassals were classified into each grade and their characteristics were sought. The content of the document was also analyzed in detail. The result of the study suggested the following. Jeongsa-gongshin-nokgwon is a manuscript and it consists of 3 parts: introduction (卷首), main text (本文), and ending (卷末). Names and titles given to 29 vassals of merit are listed of which 12 vassals were first grade and 17 vassals were second grade. The ranks of first-grade vassals of merit were higher than the ranks of second-grade vassals of merit. In the first-grade vassals of merit, there were relatively more relatives of the king. The rewards and privileges given to them were different, depending on their grade. The content of regulation was also different within the same grade, depending on the person. The formation and names of government officers, who worked in the temporary office in charge of rewards to the vassals of merit (Gongshin-dogam, 功臣都監), were verified by the approval signatures and last names found in Jeongsa-gongshin-nokgwon.

• Korean Journal of Cognitive Science
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• v.28 no.1
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• pp.65-90
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• 2017

Rewards or penalties become informative only when contingent on an immediately preceding response. Our goal was to determine if the brain responds differently to motivational events depending on whether they provide feedback with the contingencies effective for learning. Event-related fMRI data were obtained from 22 volunteers performing a visuomotor categorical task. In learning-condition trials, participants learned by trial and error to make left or right responses to letter cues (16 consonants). Monetary rewards (+500) or penalties (-500) were given as feedback (learning feedback). In random-condition trials, cues (4 vowels) appeared right or left of the display center, and participants were instructed to respond with the appropriate hand. However, rewards or penalties (random feedback) were given randomly (50/50%) regardless of the correctness of response. Feedback-associated BOLD responses were analyzed with ANOVA [trial type (learning vs. random) x feedback type (reward vs. penalty)] using SPM8 (voxel-wise FWE p < .001). The right caudate nucleus and right cerebellum showed activation, whereas the left parahippocampus and other regions as the default mode network showed deactivation, both greater for learning trials than random trials. Activations associated with reward feedback did not differ between the two trial types for any brain region. For penalty, both learning-penalty and random-penalty enhanced activity in the left insular cortex, but not the right. The left insula, however, as well as the left dorsolateral prefrontal cortex and dorsomedial prefrontal cortex/dorsal anterior cingulate cortex, showed much greater responses for learning-penalty than for random-penalty. These findings suggest that learning-penalty plays a critical role in learning, unlike rewards or random-penalty, probably not only due to its evoking of aversive emotional responses, but also because of error-detection processing, either of which might lead to changes in planning or strategy.

• Fire Science and Engineering
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• v.31 no.2
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• pp.89-100
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• 2017

This study compared the activities satisfaction factors between volunteer firefighters and general volunteers in Sejong City. For this purpose, 112 volunteer firefighters and 227 general volunteers working in Sejong City were surveyed. In the questionnaire, the independent variable was the motivations, the interpersonal relationships, and the rewards and the dependent variable was the activities satisfaction. The reliability of the survey data in questionnaire design was analyzed by the SPSS 20.0 win program. The factor of the motivations, interpersonal relationships, and rewards had a significant positive influence on the activities satisfaction of volunteer firefighters and general volunteers (<0.05). The activities satisfaction of the volunteer firefighters was influenced in the order of the motivations, rewards, interpersonal relationships, and activities satisfaction of the general volunteers was influenced in order of the motivations, interpersonal relationships, and rewards.