• The Research Journal of the Costume Culture
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• 제27권1호
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• pp.57-63
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• 2019

Due principally to the desire to seek lower production costs, the bulk of the world's textile and clothing manufacture migrated to low-cost zones, mainly outside Europe, over the course of the late-twentieth century. In the early-twenty-first century, fast fashion became a dominant force worldwide, with 'Western' retail buyers hunting cheaper deals from clothing manufacturers (mainly in Asia), and with occasional disasters not changing matters beyond the duration of a fashion season. Progressively, seams became narrower, cheaper raw materials were used and durability was no longer an aim. Why bother to do otherwise? This was what the 'Western' consumer wanted: fashion to be worn only a few times and then discarded, despite the fact that vast amounts of human, technological and financial resources were wasted in such a quest. By the end of the second decade of the twenty-first century, the production of textile and clothing products continued to contribute substantially to global warming. This paper reviews briefly the current conditions of manufacture, and argues that the research agenda should be focused on addressing the implications of a progressively changed focus, not on fast-fashion products, but instead on the production of products with greater durability. Meanwhile 'Western' consumers need to turn away from fast fashion and realise that waste is bad for their economy and their society. It is argued further, that after a period of re-adjustment, substantial financial rewards await the national textile and clothing industries that undergo such a turn around.

• Journal of Korea Game Society
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• 제18권6호
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• pp.5-16
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• 2018

It is very difficult, but important, to induce and maintain voluntary user engagement in content. For example, many Internet contents provide financial rewards for the user's participation and maintenance. However, there are limitations to methods such as stimulating only external motivations, such as monetary rewards, and sophisticated design and management are needed to obtain sustained and voluntary user participation in content. For this purpose, we propose a Gamified CMS that extends the existing Content Management System (CMS) by referring to the example of the Gamified Learning Management System. This will ultimately increase the participation and commitment of users in content.

• Journal of Korean Physical Therapy Science
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• 제28권1호
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• pp.54-61
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• 2021

Background: The present study was performed to examine the factors required for active engagement of participants in exercise therapy by surveying the frequency of participation, fidelity of performance, and supporting materials and rewards provided to encourage participation in the study. Design: Cross-sectional study. Methods: The survey was conducted in a population of 103 participants in at least one exercise treatment study. A 12-item questionnaire was designed to determine the frequency of exercise participation and fidelity of participant performance. Results: The results were subjected to frequency analysis and Pearson's correlation analysis. The subjects were less likely to exercise with the therapist and less likely to exercise at home. In addition, the provision of supplementary materials, to be considered when exercising at home, was insufficient. A strong positive correlation was found between the frequency of exercise in the presence of a therapist and the fidelity of participant performance (r=0.812, p=0.001), whereas a weak negative correlation was found between the frequency of unperformed exercises and the fidelity of participant performance (r=-0.523, p=0.023). Conclusion: The results of the present study suggested that it is necessary to increase the number of times that exercises are performed with the therapist to motivate increased frequency of exercise participation and fidelity of participant performance. In addition, appropriate rewards and periodic management are required.

• The Journal of Korea Robotics Society
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• 제17권2호
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• pp.221-229
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• 2022

Sliding mode control (SMC) is a robust control method to control a robot arm with nonlinear properties. A high switching gain of SMC causes chattering problems, although the SMC allows the adequate control performance by giving high switching gain, without the exact robot model containing nonlinear and uncertainty terms. In order to solve this problem, SMC with sliding perturbation observer (SMCSPO) has been researched, where the method can reduce the chattering by compensating the perturbation, which is estimated by the observer, and then choosing a lower switching control gain of SMC. However, optimal gain tuning is necessary to get a better tracking performance and reducing a chattering. This paper proposes a method that the Q-learning automatically tunes the control gains of SMCSPO with an iterative operation. In this tuning method, the rewards of reinforcement learning (RL) are set minus tracking errors of states, and the action of RL is a change of control gain to maximize rewards whenever the iteration number of movements increases. The simple motion test for a 7-DOF robot arm was simulated in MATLAB program to prove this RL tuning algorithm. The simulation showed that this method can automatically tune the control gains for SMCSPO.

• The Journal of Economics, Marketing and Management
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• 제12권2호
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• pp.1-10
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• 2024

Purpose: This study conducted an empirical study to estimate the loss aversion rate of individual investors in the Seoul condominium market. Research design, data and methodology: A survey was conducted with Seoul residents ranging from 30's to 60's with various backgrounds. Descriptive statistical analysis and a paired sample t-test were conducted using SPSS 27.0 statistical package. Results: The results of the t-test showed that Seoul residents are indeed more sensitive to loss than gains, as pointed out in various researches related to behavioral economics. Also, the loss aversion rate associated with KRW 50 million risk was found to be 2.14. Finally, the same question was asked with KRW 100 million risk, doubled associated risk of previous question, using the same scenario, and it's been verified that the loss aversion rate increases as the associated risk or stake increases. The loss aversion rate with double risk is 2.26 which is about 5% higher than the one with KRW 50 million risk. Conclusions: This study can help many groups of people in society who need to establish rewards and punishment policies within any organization. In particular, incorporating human cognitive biases, such as loss aversion can help the South Korean government shape more effective reward and punishment policies when building rewards and punishments using taxes.

• Culinary science and hospitality research
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• 제21권3호
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• pp.212-231
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• 2015

This study aims to understand the relationships between antecedents (recognition, empowerment, fair rewards, procedural justice(PJ), perceived organizational support(POS) and consequence(turnover intention(TI) of job engagement in a super deluxe hotel's F&B departments. Based on a total of 402 useful samples obtained for the empirical research, this study reviewed reliability and fitness of the research model and verified total 6 hypotheses with through the use of the AMOS statistical program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2=668.894$(p<.001), df=373, CMIN/DF=1.794, GFI=.901, AGFI=.877, NFI=.928, CFI=.967, RMSEA=.044. The model's fit, as indicated by these indexes, was deemed satisfactory, and thus provided a good basis for testing the hypothesized paths. The results show that recognition, empowerment, fair rewards, PJ, and POS had a positive significant influence on job engagement. In addition, job engagement had a negative significant influence on TI. Through this it was confirmed that an optimized organization(working) environment reduced employees' turnover intention by increasing their job engagement level. Therefore, it is suggested that F&B departments at super deluxe hotels design various internal marketing programs from the perspective of efficient human resource management. Implications and limitations, as well as future research directions are also discussed.

• Journal of Korean Society of Forest Science
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• 제97권6호
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• pp.669-679
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• 2008

Jirisan National Park was designated on December 29, 1967 as the first national park in Korea and that caused continuous conflicts between the violation of the right to hold property in this area due to several regulations following the designation and the nature preservation for the value of heritage for descendants. Thus, the objective of this study is to find a proposal for making decision based on the rationality that is able to solve these conflicts. To achieve the objective of this study, this study applies a game theory that supports a reasonable decision making process for solving these conflicts between interest groups around Jirisan National Park in which the component of this game consists of Jirisan National Park, residents, and interest groups. The Nash equilibrium obtained by the analysis of the strategy of interest groups for the use and preservation of forests and its rewards from the strategy as an nonecooperative game showed a behavior that chases their own benefits and causes lots of troubles. However, in the case of the results obtained from a cooperative game based on the strategy that includes some public interests accepted by interest groups and its rewards, it represented an aspect that solves conflicts through achieving a strategical set, which shows a win-win outcome even though the results of this cooperative game may present less rewards than that of the Nash equilibrium. Whereas, if there exists the public interests accepted by interest groups and truth for protecting such public interests, it is considered that it becomes a way that solves present structural troubles in the National Parks in Korea due to the fact that there exist uncertainties caused by the human rationality.

• Korea Journal of Hospital Management
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• 제8권2호
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• pp.24-48
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• 2003

It is important how the leader leads the organizational members with leadership appropriate to environment changes as the leader has great influence on the management of hospital organization. These data were collected from the questionnaire surveyed, from February 14 through February 28, 2003, to 218 people among those in the field of doctorship, management administration, nursing, technology, medical engineering, management engineering, and general affairs, working for three hospitals under S medical foundation in Pusan. The principal findings of this research are as below : 1. Type of leadership and job satisfaction had positive correlation in terms of both transformational and transactional leadership, with former having more relation than the latter. 2. Type of leadership and organizational commitment had positive correlation in terms of intellectual stimulus and situational rewards, having little relation statistically. 3. Type of leadership and turnover intentions had negative correlation only in individual consideration, situational rewards, and exceptional management, showing that transactional leadership had more relation than transformational leadership. 4. In terms of leadership and its effect on the organizational performance and turnover intentions, transformational leadership had more correlation than transactional leadership. But transactional leadership also turned out to have effect on organizational performance. When transformational leadership used, turnover intentions were lower than when transactional leadership used. However, both transformational and transactional leadership had negative correlation to turnover intentions. 5. Effect that type of leadership according to job classification, status, age, and academic career has on organizational performance and turnover intentions was differed by those factors; especially, in the occupation of doctor, both transformational and transactional leadership had positive correlation to turnover intentions. 6. Regression analysis on the factors of organizational performance and turnover intentions showed that higher age had positive correlation to the organizational performance in terms of socio-demographical features and that the more leadership was used for charismatic and situational rewards and the less leadership was used for intellectual stimuli, the higher organizational performance was likely. In short, hospital operators and managers should examine each manager's qualification, type, and style of leadership in the hospital organization, and they must develop lasting programs for effective education and training for developing characteristics of leadership are in needed to have managers with appropriate managerial mind to respective post and status. It should be kept in mind that manager's leadership especially has great effect on members' goal-setting, goal-achievement, organizational performance, and turnover intentions as it is a decisive factor of organizational members' attitude and motivation.

• Proceedings of the Korean Institute of Intelligent Systems Conference
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• 한국퍼지및지능시스템학회 2000년도 추계학술대회 학술발표 논문집
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• pp.163-167
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• 2000

The eligibility is used to solve the credit-assignment problem which is one of important problems in reinforcement learning. Conventional eligibilities which are accumulating eligibility and replacing eligibility make ineffective use of rewards acquired in learning process. Because only an executed action in a visited state is learned by these eligibilities. Thus, we propose a new eligibility, called the weighted eligibility with which not only an executed action but also neighboring actions in a visited state are to be learned. The fuzzy Q-learning algorithm using proposed eligibility is applied to a cart-pole balancing problem, which shows improvement of learning speed.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 한국경영과학회 1998년도 추계학술대회 논문집
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• pp.111-113
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• 1998

In this paper, we deal with the model to reward researchers' performance. The rewards which disregarded the preference of researchers don't satisfy researchers, but cause, only conflicts. In order to increase the researchitivity by resolving these researchers' conflicts, we design a new model on the performance rewarding system. For this purpose, we investigate preference structure on the reward of researchers by the$\ulcorner$conjoint analysis$\lrcorner$. And we propose some reasonable and practical programs to reward performance on the basis of the investigation..