• 대한전기학회:학술대회논문집
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• 대한전기학회 1982년도 하계학술회의강연논문초록집
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• pp.162-163
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• 1982

• 간호행정학회지
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• 제22권2호
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• pp.148-157
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• 2016

Purpose: This study was designed to assess the level of super-leadership and self-leadership, identify correlations among variables and identify the factors influencing organizational commitment of clinical nurses. Methods: Participants were 217 nurses working in four hospitals located in Seoul and Gyeonggi Province. Data were analyzed using descriptive statistics, independent t-test, one way ANOVA, Scheffe. test, Pearson Correlation, and Multiple Regression. Results: The most influential factor for organizational commitment was super-leadership (${\beta}=.28$, p<.001), followed by education ${\beta}=.16$, p=.007), the number of unit nurses (${\beta}=.18$, p=.003), self-leadership (${\beta}=.17$, p=.008), and the number of patients being under 10 (${\beta}=.12$, p=.046). These factors accounted for 23% of the variance in organizational commitment (F=13.46, p<.001). Conclusion: The results of this study suggest a need for strategies to improve organizational commitment of nurses by enhancing nurse' self-leadership through nursing managers' super-leadership.

• 임상간호연구
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• 제17권2호
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• pp.215-227
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• 2011

Purpose: This research was done to identify relationships among job stress, fatigue, job satisfaction, and commitment to organization in emergency department nurses. Methods: Research participants were 513 nurses who worked in the emergency department of 17 tertiary centers and 28 secondary hospitals. Data collection for this descriptive correlational study was done from May to July 2010 using self report questionnaires, and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient with the SAS 9.2 program. Results: There were statistically significant differences in organizational commitment according to age, religion, total clinical experience, emergency department experience, current position, frequency of night shift, average sleep hours, wage level, numbers of beds in unit, and reason for working. A positive correlation was found between job stress and fatigue, and between job satisfaction and commitment to organization for the emergency department nurses and a negative correlation between job stress and Job satisfaction, and fatigue and Job satisfaction. Conclusion: Results of this research indicate that job stress in emergency department nurses was the principal variable affecting job satisfaction and commitment to organization along with fatigue. Appropriate stress management strategies based on identification of job stress for these nurses should lead to development of improved management of nursing manpower and a reduction in stress.

• 한국산학기술학회논문지
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• 제17권3호
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• pp.489-498
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• 2016

본 연구는 전문병원 간호사가 지각한 내부마케팅과 고객지향성이 조직몰입에 미치는 영향을 규명하기 위한 서술적 조사연구이다. 대상자는 B광역시 소재 5개 전문병원에서 6개월 이상 근무한 간호사 149명이며, 자료수집기간은 2015년 5월 01일에서 2015년 5월 30일까지였다. 수집된 자료는 t-test, ANOVA, Scheffe's test, Pearson's correlation coefficients와 multiple regression으로 분석하였다. 연구결과 대상자의 조직몰입 정도는 연령, 결혼유무, 교육정도, 임상경력, 직위, 근무형태, 근무부서, 병상 수, 내부고객만족조사 유무에 따라 통계적으로 유의한 차이가 있었다. 조직몰입은 내부마케팅과 높은 상관관계가, 고객지향성과는 낮은 상관관계가 있는 것으로 나타났고 통계적으로 유의하였다. 조직몰입을 설명하는 유의한 변수는 내부마케팅, 근무부서, 교육정도, 직위 순이었고, 전체 설명력은 58.5%이었다. 따라서 전문병원 간호사의 조직몰입을 높이기 위해서는 간호사의 전문성을 높이기 위한 교육의 기회를 제공하고, 근무환경을 개선하며, 정기적인 만족도 조사를 실시하는 등의 내부마케팅 전략의 개발이 필요하다.

• 간호행정학회지
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• 제5권1호
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• pp.5-21
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• 1999

Nursing organization culture is common patterns of believing, thinking and behaving resulted from a variety of experiences and interaction nurses in the same setting. This study was performed based on the assumption of existence of different subcultures within meta-culture, to identify the differences of subculture among 5 nursing units and to analyze the relationship between nursing organization culture and organizational commitment In this study, two kinds of instruments were used. One was the instrument of nursing organization culture developed by researcher through literature review and interview with nurses. The other one was Mowday's Organizational Commitment Questionnaire to measure organizational commitment of nurses. Both of them were structured with 5 scale. The answers were analyzed using SPSS program. The results were as follows : The meta-culture of the nursing organization culture was the people stable culture. There were significant differences in people development culture and people stable culture among 5 nursing units and all 5 units had different culture score. Especially, emergency room had strong development culture, and stable culture was dominant in operating room. Other units except emergency room and operating room had high scores in people stable culture than other culture types, but revealed different distribution. There were significant differences of the nursing organizational culture types -people development, task development, people stable, task stable-among 5 units. Four types of nursing organizational culture consisted of competing values in one organization. Nurses's organizational commitments were sign ificantly different among the units. The score per ceived by nurses who work in emergency room, operating room and leu was higher commitment score than that of medical/surgical nursing units Nurse's commitment to nursing organization was also related to total work period as nurse in any setting and work period in this hospital. Organizational commitment was significantly different among the nursing culture types, indicating that the scores of developmental culture were higher than stable culture. In conclusion, there were many different subcultures in nursing organization. In subculture, the organizational commitment was different. Therefore, the change of nursing organization culture or nursing unit culture needs to be considered to hire, give orientation, teach. and reallocate nurses efficiently. Research on nursing organization culture using both qualitative and quantitative method needs to be further considered. Furthermore, the strategy in nursing organization culture for nursing administrator to manage human resources efficiently and to change nursing unit effectively, needs to be developed.

• KDI Journal of Economic Policy
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• 제34권2호
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• pp.17-40
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• 2012

본 논문은 불완전한 금융계약하에서 발생하는 자본투자의 외부성에 대하여 연구하였다. 계약이행의 불완전한 경우의 제약된 효율적 자원배분(constrained efficient allocation)의 문제를 풀었고, 완전 위험분담(full risk-sharing)이 가능하지 못한 경제상황에서는 자본투자가 양의 외부성을 갖는 것을 보였다. 경쟁균형에서 자본투자 한 단위의 증가는 경제주체의 파산가치(autarky value)를 증가시켜 경제 내에서 외부성을 발생시키는데, 이러한 외부성은 양의 자본소득과세에 대한 이론적 근거를 제시할 수 있으며, 정부는 이러한 외부성을 내생화시키기 위하여 양의 값의 선형자본세(linear capital tax rate)를 사용할 수 있다.

• 대한전기학회:학술대회논문집
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• 대한전기학회 1991년도 하계학술대회 논문집
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• pp.333-336
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• 1991

In this paper, Hopfield & Tank model-like artificial neural network structure is proposed, which can be used for the optimal path planning problems such as the unit commitment problems or the maintenance scheduling problems which have been solved by the dynamic programming method or the branch and bound method. To construct the structure of the neural network, an energy function is defined, of which the global minimum means the optimal path of the problem. To avoid falling into one of the local minima during the optimization process, the simulated annealing method is applied via making the slope of the sigmoid transfer functions steeper gradually while the process progresses. As a result, computer(IBM 386-AT 34MHz) simulations can finish the optimal unit commitment problem with 10 power units and 24 hour periods (1 hour factor) in 5 minites. Furthermore, if the full parallel neural network hardware is contructed, the optimization time will be reduced remarkably.

• KIEE International Transactions on Power Engineering
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• 제5A권4호
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• pp.311-321
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• 2005

A competitive generating company (GENCO) could maximize its payoff by optimizing its generation assets. This paper considers the GENCO's arbitrage problem using price-based unit commitment (PBUC). The GENCO could consider arbitrage opportunities in purchases from qualifying facilities (QFs) as well as simultaneous trades with spots markets for energy, ancillary services, emission, and fuel. Given forecasted hourly market prices for each market, the GENCO's generating asset arbitrage problem is formulated as a mixed integer program (MIP) and solved by a branch-and-cut algorithm. A GENCO with 54 thermal and 12 combined-cycle units is considered for analyzing the proposed formulation. The proposed case studies illustrate the significance of simultaneous arbitrage by applying PBUC to multi-commodity markets.

• 대한전기학회:학술대회논문집
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• 대한전기학회 2006년도 제37회 하계학술대회 논문집 A
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• pp.416-417
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• 2006

The recent movement to deregulated and competitive electricity market requires new concepts against existing central dispatch in the system operation and planning. As power systems tend to be operated more closely to their ultimate ratings, the role of SCOPF(Security Constrained Optimal Power Flow) is changed. This paper deals with the proper Unit Commitment condition changed according to the conditions or configuration of power system. This goal of is paper is to obtain proper security and Optimal UC condition through the efficient usage of the sensitivity Factor against critical contingencies. The proposed mechanism has been tested on a sample system and results show more secure conditions against critical contingencies.

• 대한전기학회논문지:전력기술부문A
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• 제51권12호
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• pp.603-610
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• 2002

In this paper, a new economic dispatch algorithm for unit commitment is proposed to improve both the accuracy of the final solution and the calculation speed of economic dispatch. By using the inverse incremental cost functions, economic dispatch can be transformed into a simple optimization problem associated with an n-th order polynomial equation. The proposed method remarkably reduces the computation time with adaptability to any higher order generation cost functions. The proposed method is tested with sample system, which shows that the proposed algorithm yields more accurate and economical generation scheduling results with high computation speed.