• Information Systems Review
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• v.22 no.4
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• pp.41-58
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• 2020

This study addresses the issue of which factors make domestic works have turnover intention. To pursue this research issue, we utilized a public database "2017 Occupational Migration Path Survey", administerd by Korea Employment Information Service (KEIS). Decision tree method was applied to extract crucial factors influencing workers' turnover intention. They include 'the degree of matching the level of education with the level of work', 'the possibility of individual development', 'the job-related education and training', 'the promotion system', 'wage and income', 'social reputation for work' and 'the stability of employment'.

• 한국정보통신설비학회:학술대회논문집
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• 2004.08a
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• pp.282-290
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• 2004

80년대 초반에 등장한 퍼스널 컴퓨터에서부터 90년대에 급격히 확산된 클라이언트/서버 환경에 이르기까지 분산 컴퓨팅은 관리가 어렵다고 증명되었다. IBM의 Tivoli나 HP의 OpenView 등을 포함한 거대한 엔터프라이즈 관리 시스템 산업이 이러한 표면상의 극복하기 힘든 법칙처럼 여겨지는 것이 그 증거라고 하겠다. 이 후 무선의 개념이 등장했다. NOP World Technology가 Cisco사를 위해 2001년에 시행한 조사에 의하면 최종 사용자는 무선랜을 사용함으로써 생산성이 최고 22% 향상되었고 조사대상의 63%가 일상적인 직무에서 정확도가 향상되었다. 이 모든 것은 투자대비수익(ROI) 계산상 사용자 당 $550 해당한다. 현재 이동성과 IT 관리 기능의 딜레마를 동시에 고려하며 저렴한 몇몇 솔루션들이 소개되고 있다. 본 논문에서는 분산 컴퓨팅의 다음 진화 단계인 무선 네트워킹과 관련된 문제를 해결할 수 있는 혁신적이고 전체적인 접근법을 소개한다. 본 논문에서는 무선 컴퓨팅과 보안의 본질 및 무선랜이라는 새로운 컴퓨팅 패러다임으로 인하여 파생되는 운영과 관리의 어려움을 소개한다. 이러한 환경이 정의되면 본 논문은 이해하기 쉬운 5x5 레이어 매트릭스를 바탕으로 각 레이어의 독특한 본질을 고려한 혁신적인 무선랜 관리 방법에 대해 설명한다. 마지막으로 무선 네트워킹, 컨버젼스, 궁극적으로 분산 컴퓨팅만이 가지는 문제점을 해결할 수 있는 Red-M의 백 오피스 애플리케이션에 기반한 솔루션을 소개한다. 본 논문의 목표는 Red-M의 성공에 관한 두 가지 중요한 과정을 설명하고자 함이다. 이는 안전한 무선 네트워크 제어에서 비롯되는 무선 환경이 약속하는 장점들을 고루 제공하는 것과 나쁜 의도의 사용자를 차단할 뿐 아니라 올바른 사용자와 또한 나머지 일반 사용자를 총체적으로 관리할 수 있는, 안정적이고 확장 가능하며 직관적인 시스템을 제공하는 것이다.가 생성된다. $M_{C}$에 CaC $l_2$를 첨가한 경우 $M_{C}$는 완전히 $M_{Cl}$ 로 전이를 하였다. $M_{Cl}$ 에 CaC $l_2$를 첨가하였을 경우에는 아무런 수화물의 변화는 발생하지 않았다. 따라서 CaS $O_4$.2$H_2O$를 CaC $O_3$및 CaC $l_2$와 반응시켰을 때의 AFm상의 안정성 순서는 $M_{S}$ < $M_{C}$< $M_{Cl}$ 로 된다.phy. Finally, Regional Development and Regional Environmental Problems were highly correlated with accommodators.젼 공정을 거쳐 제조된다는 점을 고려할 때 이용가능한 에너지 함량계산에 직접 활용될 수는 없을 것이다.총단백질 및 AST에서 시간경과에 따른 삼투압 조절 능력에 문제가 있는 것으로 보여진다.c}C$에서 5시간 가열조리 후 잔존율은 각각 84.7% 및 73.3%였고, 질소가스 통기하에서는 잔존율이 88.9% 및 81.8%로 더욱 안정하였다.8% 및 12.44%, 201일 이상의 경우 13.17% 및 11.30%로 201일 이상의 유기의 경우에만 대조구와 삭제 구간에 유의적인(p<0.05) 차이를 나타내었다.는 담수(淡水)에서 10%o의 해수(海水)로 이주된지 14일(日) 이후에 신장(腎臟)에서 수축된 것으로 나타났다. 30%o의 해수(海水)에 적응(適應)된 틸라피아의 평균 신사구체(腎絲球體)의 면적은 담수(淡水)에 적응된 개체의 면적보다 유의성있게 나타났다. 해수(海水)에 적응(適應)된 틸라피아의 신단위(腎

• Journal of Labour Economics
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• v.41 no.1
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• pp.39-81
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• 2018

This study focuses on whether non-standard workers are matched by voluntary contract with employers in the labor market and analyzes the factors of involuntary choice of non-standard employees that are diverse by firm size. For the analysis I consider non-standard employees as either voluntary or involuntary according to the push/pull theory based on labor mobility. The Economic Activity Census Added Survey data 2016 show that the proportion of involuntary non-standard employees is greater than voluntary ones as the firm size is smaller. As a result of the analysis, involuntary non-standard employees are not significantly discriminated from voluntary non-standard employees in large firms. However, in small and medium-sized firms and micro small-sized firms, workers are more likely to be involuntarily non-standard if they are older or less educated. In addition, they are more likely to be employed involuntarily in micro small-sized firms than in small and medium-sized firms. Therefore, we should take into account the mismatching problems of compensation, specialty, and career in order to establish policies on non-standard workers. In addition to the financial support for small and medium-sized and micro small-sized firms, it is necessary to provide workers with job information that matches their job skills and career experiences.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.40 no.3
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• pp.59-65
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• 2017

The purpose of this study is to investigate the factors and effects of job stress of construction workers on construction accidents and turnover intention in order to improve the field work environment of construction industry which shows higher industrial accidents than other industries. To this end, research models and hypotheses were established based on previous research, and the questionnaire was distributed to 10 construction companies in Daejeon, Sejong, and Chungcheong provinces. The 301 data collected were performed statistical analysis such as basic statistical analysis, factor analysis, reliability analysis, correlation analysis, regression analysis, and logistic regression analysis using the statistical package (IBM SPSS 22). The results of this study are summarized as follows. First, job stress has a significant effect on accident occurrence. Among the sub-factors of job stress, there was positive (+) influence on work culture and relationship conflict between peers, and organizational system had negative influence. Job demands, compensation incompetence, and job instability were not statistically significant. Therefore, it is necessary to concentrate on the factors of work culture, organizational system, and relationship conflict in the construction site. Second, job stress has positive effect on turnover intention. Job stress, inadequacy of compensation, and work culture were positively related to turnover intention. Third, job demands have a slightly greater impact than compensatory inadequacies. The factors that make the job turnover more important are the excessive job burdens such as respect, internal motivation, responsibility rather than expectation non-conformity, time pressure, increase of work load. Therefore, in order to reduce the turnover intention of the construction worker, it is necessary to pay attention to improvement of the job requirement. Fourth, the worker's job stress could overcome by exercise and fatigue elimination, work environment management, and self-opening for others. It is necessary to establish a work environment management system for counseling and intimacy formation to open up the exercise and fatigue relief program of the workers at the construction site and to open themselves between the workers and the supervisors.

• Journal of Technologic Dentistry
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• v.11 no.1
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• pp.71-81
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• 1989

This study was aimed for bettering productivity and technical level of the dental 1 aboratory, and helping the dental technician's benefits and rights, and then endowing them some belonged atmospher and stability on their post by Improving job- satisfaction and maintaining the transferability of one's post at a proper limitation. Therefore, 320 dental technicians extracted randomly from all the technicians working at 494 dental laboratories were subjected for this study. The approach to the study was a way through some postal questionaires executed from March 29, 1988 until May 4, the same year, in which total 254 technicians answered, showing 79% resp"nserate. responserate. The data-analysis was done by a model of the dental technician's transferability from their post, as considering Mobley's(1978)-model of post-transferability, and results through the study are as follows : 1. Satisfaction at a given post showed that the married is better than the unmarried(<0.05), and the experienced is better than the inexperienced(P<0.01). 2. Age, sex, educational experience, and one's service-duration did not affect significantly to the respondent's satisfaction on their post, statistically. 3. Satisfaction at a given post differed in adccordance with given conditions of one's post, i. e.,it stowed high when the monthly payment was good(P<0.05), and when too much duty on their job was given, it was the worst as shown in an example of the next order, too much

• Journal of vocational education research
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• v.35 no.6
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• pp.21-38
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• 2016

The purpose of this study is to analyze an experience of field practice perceived by vocational teachers. Data for analysis were collected from 689 vocational teachers who participated in the training at the Center for in-service teacher education in the School of Agriculture and Life Sciences, Seoul National University and at the Center for in-service teacher education of Chungnam National University. After screening, 685 responses were used in the analysis. As a result, it turned out that only 112 vocational teachers(16.5%) participated in the field practice for more than 4 weeks when they were in pre-service education. However, vocational teachers seemed to perceive that experience of field practice was generally required in pre-service education(average 4.07). In-depth questionnaire was conducted on 143 respondents who replied that they participated in field practice program for more than 4 weeks and those who participated in the program for less than 4 weeks but completed the paperwork. Most of vocational teachers who participated in field practice were placed in small and medium sized enterprises, stayed at home or relatives' home and commuted by the bus or subway. In this research, 34.8% of the vocational teachers who participated in field practice received financial compensation and 80.3% of the teachers got credit recognition. The perception of satisfaction on field practice program was found to be moderate(average 3.51).

• Science of Emotion and Sensibility
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• v.22 no.1
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• pp.45-54
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• 2019

Empathy has been observed to be pivotal in enhancing both social relations and the efficiency of task performance. Empathetic interaction has been shown to begin with individuals mirroring each other's facial expressions, vocal tone, actions, and so on. The internal responses of the cardiovascular activity of people engaged in empathetic interaction are also known to be synchronized. This study attempted to objectively and quantitatively define the rules of empathy with regard to the synchronization of cardiac rhythm between persons. Seventy-four subjects participated in the investigation and were paired to imitate the facial expressions of their partner. An electrocardiogram (ECG) measurement was taken as the participants conducted the task. Quantitative indicators were extracted from the heart rhythm pattern (HRP) and the heart rhythm coherence (HRC) to determine the difference of synchronization of heart rhythms between two individuals as they pertained to empathy. Statistical significance was confirmed by an independent sample t-test. The HRP and HRC correlation(r) between persons increased significantly with empathy in comparison to an interaction that was not empathetic. A difference of the standard deviation of NN intervals (SDNN) and the dominant peak frequency decreased. Therefore, significant parameters to evaluate empathy have been proposed through a step-wise discrimination analysis. Empathic interactions may thus be managed and monitored for high quality social interaction and communication.

• Proceedings of the Korean Society of Computer Information Conference
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• 2024.01a
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• pp.55-58
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• 2024

최근 각 기업의 AI 면접시스템 도입이 증가하고 있으며, AI 면접에 대한 실효성 논란 또한 많은 상황이다. 본 논문에서는 AI 면접 과정에서 지원자를 평가하는 방식을 시각, 음성, 자연어처리 3영역에서 구현함으로써, 면접 지원자를 다방면으로 분석 방법론의 적절성에 대해 평가하고자 한다. 첫째, 시각적 측면에서, 면접 지원자의 감정을 인식하기 위해, 합성곱 신경망(CNN) 기법을 활용해, 지원자 얼굴에서 6가지 감정을 인식했으며, 지원자가 카메라를 응시하고 있는지를 시계열로 도출하였다. 이를 통해 지원자가 면접에 임하는 태도와 특히 얼굴에서 드러나는 감정을 분석하는 데 주력했다. 둘째, 시각적 효과만으로 면접자의 태도를 파악하는 데 한계가 있기 때문에, 지원자 음성을 주파수로 환산해 특성을 추출하고, Bidirectional LSTM을 활용해 훈련해 지원자 음성에 따른 6가지 감정을 추출했다. 셋째, 지원자의 발언 내용과 관련해 맥락적 의미를 파악해 지원자의 상태를 파악하기 위해, 음성을 STT(Speech-to-Text) 기법을 이용하여 텍스트로 변환하고, 사용 단어의 빈도를 분석하여 지원자의 언어 습관을 파악했다. 이와 함께, 지원자의 발언 내용에 대한 감정 분석을 위해 KoBERT 모델을 적용했으며, 지원자의 성격, 태도, 직무에 대한 이해도를 파악하기 위해 객관적인 평가지표를 제작하여 적용했다. 논문의 분석 결과 AI 면접의 다면적 평가시스템의 적절성과 관련해, 시각화 부분에서는 상당 부분 정확도가 객관적으로 입증되었다고 판단된다. 음성에서 감정분석 분야는 면접자가 제한된 시간에 모든 유형의 감정을 드러내지 않고, 또 유사한 톤의 말이 진행되다 보니 특정 감정을 나타내는 주파수가 다소 집중되는 현상이 나타났다. 마지막으로 자연어처리 영역은 면접자의 발언에서 나오는 말투, 특정 단어의 빈도수를 넘어, 전체적인 맥락과 느낌을 이해할 수 있는 자연어처리 분석모델의 필요성이 더욱 커졌음을 판단했다.

• Knowledge Management Research
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• v.24 no.4
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• pp.23-42
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• 2023

This study originated from recognition of importance of firefighters' decision-making in fire response, coupled with existing gap in research. By utilizing Q-methodology, the study aimed to categorize firefighters' subjectivity in fire response decision-making. Through this categorization, the study sought to highlight insights into the current technological and data limitations, as well as potential directions for future R&D in the field of firefighting. The findings of the study revealed that firefighters' subjectivity could be classified into three factors: "emphasis on direct information related to rescue," "emphasis on information related to the target property," and "emphasis on information related to command and coordination." The study theoretically confirmed that the subjectivity of firefighters' decision-making in fire response is partially influenced by their experiences and job. Additionally, the study's significance lay in its approach of collecting specific decision-making factors in fire response, moving beyond general theoretical models. Furthermore, from a policy perspective, the typification of decision-making factors contributed to connecting the identified data-based administrative needs from prior studies. Insights from the study emphasized the importance of leveraging on-site experience in Korea to aid decision-making, calling for the development of equipment and data collection methods that can rapidly and accurately assess on-site conditions.

• 대한공업교육학회지
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• v.38 no.1
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• pp.1-27
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• 2013

The purpose of this study was to find out the areas and their constitute elements of new apprenticeship through the expert of vocational education to improve the growth potential in the field of industry. Through the three times Delphi research process final composing areas and elements(total 6 areas and 41 sub-elements) of new apprenticeship were extracted. Followings are specific study results of 41 sub-elements for the 6 areas. In area A(Technology Skill aspect) total nine sub-elements were deducted as follows. Technology skill's field appling ability, new technology skill's acquisition, quality assurance ability, research development ability, material management using ability, problem solving ability, core technology skill understanding ability, idea's imagery expressing ability, creative design ability. In area B(Institutional aspect) total five sub-elements were deducted as follows. Flexible human material support, precise division of works, objective result assessment, institutionalization of responsibilities and liabilities between teacher and student, institutionalization of duty invention reward. In area C(Affective aspect) total eight sub-elements were deducted as follows. Manners and cooperation between teacher & student and peer, values for job, basic attitude for technology, job ethic sense, respect of other organization, active action to organization change, attitude of technology successor, service mind. In area D(Self-improvement aspect) total nine sub-elements were deducted as follows. Self evaluation and reflection, cultivate of organization understanding, career planning and developing ability, sound philosophy of life, communication ability, decision making ability, prepare of individual competence enhance system, self-control ability improvement, reaction of unexpected situation. In area E(Knowledge aspect) total four sub-elements were deducted as follows. Basic knowledge of relevant area, knowledge of new technology & preceding technology, fusion and relocation of knowledge, practical knowledge. In area F(Environmental aspect) total six sub-elements were deducted as follows. Awareness of business environment, understanding of education and practice environment, understanding of apprenticeship's business demand, connectivity of region community, adapt ability of labor market's change, awareness of society environment change.