• 제어로봇시스템학회:학술대회논문집
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• 1991.10a
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• pp.476-481
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• 1991

This paper investigates the relationship between the two problems, supervisor reduction and observation function (projection) design, which arise in supervisory control of DEDS. It is shown through an example that a reduced supervisor of minimal size does not necessarily result in a maximal projection when a projection design method which uses the transition structure of a supervisor is applied. Also, if an L-realizable projection P is available and if a supervisor has a special structural feature, a cover C for supervisor reduction can be easily obtained. By investigating the control-compatibility of states of the reduced supervisor based on C, we can also check maximality of P in a simple manner.

• Korean Journal of Construction Engineering and Management
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• v.4 no.3 s.15
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• pp.146-152
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• 2003

In the construction project, construction supervisor influences greatly the construction managements such as process management, quality management, safety management, and cost management. Therefore, from the first stage of the project, the managing activities of the supervisor are consistently needed. But the assesment of supervisor's work and cost has not been made enough in the public construction project. And there have been doubts as to whether a supervisor can take a consistent managing activity from the early stage of the project. Accordingly, the works between Korean supervisor and foreign supervisor in their public corporations are analyzed and compared in this paper. And the evaluation is made each of the cost for supervisor and the cost for engineer as a substitute of supervisor in construction project. This study is believed to contribute to improving the supervisor's work and reducing the personnel expenses and construction indirect cost.

• Journal of Information Technology Applications and Management
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• v.30 no.5
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• pp.59-82
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• 2023

The present research aims to examine whether learning from the supervisor influences readiness for change with the mediating impact of planfulness. Drawing upon the theory of planned behavior, it is hypothesized that learning from the supervisor positively impacts planfulness ability in individuals, which in turn enhances the readiness for change. Through using convenience sampling, the sample of 451 was collected from employees working full-time in the manufacturing and I.T. service organizations in India. Structural equation modeling and regression analysis indicate that learning from the supervisor is positively associated with readiness for change and planfulness. Additionally, planfulness fully mediated the relationship between learning from the supervisor and readiness to change. The findings of the present research highlight that continuous support and learning from the supervisor enhances the planfulness ability of the individual and consequently enhances individual readiness for change. The current research is pioneering in testing the hypothetical model associating learning from the supervisor, planfulness, and readiness for change.

• Safety and Health at Work
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• v.10 no.2
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• pp.172-179
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• 2019

Background: Workers exposed to hazards without adequate protections are at greater risk of injury and illness. Supervisor activities have also been associated with injury risk. We examined the interplay between supervisor safety support and occupational health and safety (OHS) vulnerability on workplace injury and illness. Methods: A survey was administered to 2,390 workers employed for more than 15 hrs/week in workplaces with at least five employees who had a direct supervisor. We examined the combined effects of hazard exposure with inadequate protection (OHS vulnerability) and supervisor support on workplace injury and illness, using additive interactions in log-binomial regression models. Results: OHS vulnerability and lack of supervisor support independently increased the likelihood of physical injuries at work. Crude and adjusted models showed that the risk of physical injury was at least 3.5 times higher among those experiencing both OHS vulnerability and a lack of supervisor support than individuals without OHS vulnerability and with a supportive direct supervisor. Workers who experienced vulnerability were at less risk if they had a supervisor who was supportive. Conclusion: In workplaces where workers experience one or more types of OHS vulnerability, having a supportive supervisor may play an important role in reducing the risk of injury and protecting workers.

• Journal of Korean Library and Information Science Society
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• v.15
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• pp.1-23
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• 1988

The purpose of this study is to search to roles and qualifications of a school library supervisor. The results of the study. The school library supervisor serves as a professional, advisor and director for planning, structuring, implementing, evaluating of a library program, and for curriculum management, personnel administration, program administration. And to accomplish this, the school library supervisor should posses competencies and vision essential fr priorities and the leadership qualities. Therefore to perform a roles, put the systematic a n.0, pparatus for the school library full-service su n.0, ppervisor and the full-service supervisor should a n.0, ppinted 'library professional'.

• 제어로봇시스템학회:학술대회논문집
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• 2001.10a
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• pp.73.5-73
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• 2001

In this paper, we present a procedure to design the robust optimal supervisor which has the minimal cost in the sense of average for a given multiple-modelled discrete event system DES. In order to design the robust optimal supervisor, we extend the optimal supervisor design algorithm for a deterministic DES to the case of multiple-modelled DESs. In addition, using the proposed algorithm with modified costs of events and penalities of states, we can show whether a robust supervisor for a given multiple-modelled DES exists and design the minimally restricted robust supervisor.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.730-744
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• 2016

This study attempt to test not only the impact of leadership(second-level supervisor's ethical leadership, immediate supervisor's transformational leadership) on followers' proactive behavior, but also the effect second-level supervisor's ethical leadership on leader's transformational leadership(i.e. TL). In particular, immediate supervisor's TL is explored as a mediating variable in the relationship between second-level supervisor's ethical leadership and followers' proactive behavior. The summary of the hierarchical regression analyses results was as follows: First, the paper showed that second-level supervisor's moral behavior was positively related to immediate supervisor's TL. But behavioral integrity and consistency across contexts was not found to play a unique role in predicting immediate supervisor's TL. Second, second-level supervisor's moral behavior was a positive impact on employee' taking charge behavior and helping behavior. and behavioral integrity was a positive impact on employee' taking charge behavior. But consistency across contexts was not found to play a unique role in predicting proactive behavior. Third, immediate supervisor's TL was a positive impact on employee' taking charge behavior and helping behavior. Finally, the effects of second-level supervisor's moral behavior on employee' proactive behavior were mediated by immediate supervisor's TL. Theoretical and practical implications of our findings as well as directions for future research are provided.

• Korean Journal of Child Studies
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• v.31 no.4
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• pp.1-14
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• 2010

The purpose of this study was to investigate the relationship between depression, colleagues/ supervisor's emotional support and burnout experienced by teachers in kindergartens and childcare centers. The subjects were 195 teachers who worked in kindergartens or childcare centers in Daegu and Gyeongbuk Province. Questionnaires, which required self-report by teachers, were used to investigate depression, colleagues/supervisor's emotional support and burnout. The data collected were analyzed by means of paired t-test, Pearson's correlation, simple regression, hierarchial regression, using SPSS Win 15.0. The results are as follows. (1) The emotional support from colleagues was significantly higher than from that provided by the supervisor. Moreover, teachers' depression levels were positively associated with burnout. (2) Colleagues' emotional support operated as major determining factor with the effect that burnout decreased as colleagues' emotional support levels increased. There were observable interactional effects between depression and the emotional support provided by colleagues' to colleagues experiencing burnout. (3) The supervisor's emotional support operated as a major factor with the effect that burnout decreased with a rise in the levels of a supervisor's emotional support. No interactional effects were observed between depression and supervisor's emotional to colleagues dealing with burnout.

• Asia-Pacific Journal of Business
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• v.11 no.4
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• pp.1-19
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• 2020

Purpose - This study analyzes the intertemporal patterns in personnel decisions made between a supervisor and a subordinate to understand potential supervisor bias in the decisions. A correlation between the current and the most recent personnel decisions made for a subordinate by a current supervisor captures certain relationship-embedded and time-invariant factors in effect. The characteristics speak to the nature of a supervisor bias arising from a relationship, or favoritism. Design/methodology/approach - This study manually collects the executive profile data from annual reports of key Samsung Group affiliates and compile a longitudinal sample of 3,675 executive-years. It mainly explores the logistic regression analysis. Findings - The study finds that a supervisor' previous promotion award to a subordinate does not improve but decreases the likelihood of promotions in ensuing years, suggesting the containment of favoritism; and that the time since the last promotion award to a subordinate by the current supervisor increases the likelihood of both promotions and dismissals of the subordinate. Research implications or Originality - The findings are generally consistent with the theory suggesting that incentive schemes that align interests between an individual and an organization will contain the form of a supervisor bias.

• Knowledge Management Research
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• v.18 no.2
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• pp.1-22
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• 2017

Knowledge creation has become one of core assets for companies' survival and success, companies are putting their effort to find the way to stimulate sharing knowledge among their workers. In this vein, the purpose of this study was to examine the effect of supervisor support and co-worker support on knowledge sharing and the mediating effects of work engagement. 328 employees from varity of organizations located in Korea particiapted for questionnaire survey. Structural equation modeling was used to analyze the data. The result has shown that the static correlation exists between supervisor support, co-worker support and work engagement. Co-worker support had positive influences on knowledge sharing intention. However, supervisor support did not have any influence on knowledge sharing intention. There was a mediate effect of work engagement between both of supervisor and co-worker support and knowledge sharing intention. The study implies that co-worker support is important in order to improve organizational learning and work engagement as a strategy to enhance organizational performance.