• 조형예술학연구
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• 제5권
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• pp.35-66
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• 2003

This article dealt with the formation and dissolution of tautological structure in the Frank Stella's work from 1959 to 1980 years by the analysis of signifier. A characteristic of Stella's work change is that it has the gradual progress which condensed into three periods -1) the formation and fixation period of tautological structure 2) the relaxation period of tautological structure and 3) the dissolution period of tautological structure. In other words, the early works of stella in the early 1960s has the structure which minimize differences in one hand, and maximize strictness, clearness, and identity on the other hand However, the stella's work from mid 1960s to mid 1970s extend differences gradually, while keeping a characteristic of prior work. And the stella's work after late 1970s has the decentered disintegration, namely anti-tautological structure which maximize differences. 'The formation and dissolution of tautological structure' in the Stella's work could be understood in relation to the fact that the Greenberg's modernist canon has loss the power gradually after late 1960s. That is to say, the dissolution of tautological structure in the late stella's work could be interpreted as the inevitable product which is produced in the searching for a new canon of painting. However, on the other hand, the structural change of stella's work in the late 20th Century is also understood in relation to the broader context, the social, and cultural context. Here, it is interpreted as the one of typical example which reflect a social and cultural convulsion designated as a 'Coming of Postmodernism'. In short, the late Stella's work which emphasize differences and unclearness, while diverging from early Stella's work which stress identity and rationality could be interpreted that it has the homology with the change of ways of thinking in the late 20th century Society.

• 한국IT서비스학회지
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• 제4권1호
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• pp.31-40
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• 2005

Generally SW industry is considered as a high value-added business area. However, many SI companies in Korea have been loosing profits in public business sector. One of the reasons of this problem is because the compensation for the change of work which occurs frequently during a project has been rarely happened. This might be because many contracts have been made as more officer-oriented one. So far, there has not been much study on this topic. So in this paper, we are going to define the change of works in SI projects, analyze the characteristics, and classify them into some categories. After analyzing the current status and related laws concerning this problem, we will suggest a way to solve this problem and show the future research topics.

• 대한가정학회지
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• 제30권1호
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• pp.87-98
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• 1992

This study was undertaken to investigate protein effects on the adaptation of shift work. Since biorhythms differ according to the time of day, an investigation of the change of metabolism during day-shift and night-shift was undertaken by dividing twenty 3-shift worker into two groups: dormitory diet group and milk & egg supplemented group. Between the two groups, estimations were made on the concentrations of serum protain, albumin, cholesterol and cortisol and the excretion of vanilymandelic acid(VMA), creatinine and nitrogen in urine. The results are summarized as follows: 1. Serum ingredients were gathered from workers at 6:00-7:00h and 14:00-15:00h on the day of their change from morning shift(6:00-14:00h) to night shift(22:00-6:00h). On examnation of the serum ingredient it was found that, in dormitory diet group only the concentrarion level of serum albumin showed a change of rhythm adapted to night work, and in the milk & egg supplemented group the concentration levels of serum protein, albumin and cholesterol all showed a change of rhythm adapted to night work. Serum cortisol of both groups showed the same rhythm as during morining shfits, which implied nonadatation to night work, but the concentration was observed to be lower. 2. Excretion of urinary VMA and nitrogen were higher during night work than during morning work: they were also higher on the 6th day than on the 1st, in comparing the two groups, excretion of VMA was higher among the dormitory diet group, whereas the opposite was ture for excretion of nitrogen among the milk & egg supplemented group. There was no sign of difference in excretion of cretinine among the two experiment groups.

• 한국융합학회논문지
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• 제11권7호
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• pp.231-238
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• 2020

스마트워크와 같이 정보통신기술 주도적 조직 변화의 경우 적절한 변화 관리가 필요하다. 일과 삶의 균형을 달성하기 위해 조직 변화 관리는 구조적 관점뿐만 아니라 문화적 관점에서도 지원되어야 한다. 본 연구는 ICT 주도 변화 관리 관점에서 스마트워크 활성화에 영향을 주는 조직적 지원 요인을 구조적·문화적 요인으로 나눠 사례연구를 수행하였다. 2019년 11월부터 12월에 걸쳐 A사의 8명의 스마트워크 이용자를 인터뷰하여, 조직적 지원에 대해 분석하였다. 사례 분석을 통해 구조적 지원((1) 스마트워크 제도화, (2) 정보기술 인프라, (3) 테이블 책상으로 사무 환경 변경, (4) 스마트워크센터 구축) 뿐만 아니라 문화적 지원((1) 자율성 제고, (2) (중간)관리자의 커뮤니케이션 스타일, (3) 신뢰를 주는 조직분위기)이 필요하다는 점을 확인하였다. 본 연구 결과는 스마트워크 운영의 활성화를 위해 구조적 지원과 더불어 문화적 지원이 제공될 수 있는 균형적 조직적 지원의 필요성을 시사하고 있다. 향후 구조적·문화적 지원 요인과 결과요인인 일과 삶의 균형 및 성과 간 인과관계를 실증할 필요가 있다.

• 펄프종이기술
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• 제35권5호
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• pp.46-52
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• 2003

In this work we developed the closed-loop model of a paper machine during grade change with the intention to provide a reliable dynamic model to be used in the model-based grade change control scheme. During the grade change, chemical and physical characteristics of paper process change with time. It is very difficult to represent these characteristics on-line by using physical process models. In this work, the wet circulation part and the drying section were considered as a single process and closed-loop identification technique was used to develop the grade change model. Comparison of the results of numerical simulations with mill operation data demonstrates the effectiveness of the model identified.

• 한국정보통신학회:학술대회논문집
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• 한국정보통신학회 2022년도 추계학술대회
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• pp.118-120
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• 2022

본 논문은 M3D(Monolithic 3-Dimension) Inverter의 소자 구조에서 메탈 게이트의 WFV(Work-function Variation)의 영향에 따른 임계전압의 변화에 대하여 조사했다. 또한 PMOS 위에 NMOS가 적층된 인버터의 전기적 상호작용에 따른 임계전압의 변화를 조사하기 위해 PMOS에 0과 1 V의 전압을 인가하여 전기적 상호작용을 조사하였다. 사용된 메탈 게이트의 평균 일함수에 대한 임계전압의 변화량은 0.1684 V로 측정되었고, 표준편차는 0.00079 V가 조사 되었다.

• 전기전자학회논문지
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• 제25권3호
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• pp.534-539
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• 2021

본 논문에서는 유도 가열코일의 인덕턴스 변화 환경에서 스위칭주파수를 가변하여 최대 가열 전력이 전달될 수 있는 유도 가열 방식을 제안하였다. 가열코일내 피 가열체 종류 및 가열코일과의 근접도에 따라 공진회로의 공진주파수가 변화하게 되며, 공진주파수와 스위칭주파수 관계에 따라 유도가열기 소자의 파손 또는 손실이 발생하여 최대 전력 전달이 어려울 수 있다. 공진주파수의 변화에 따른 가열 전력을 감지하여 최대 전력 전달이 유지되도록 스위칭주파수를 가변하도록 하였다. 공진 주파수 변화에 대응하는 스위칭주파수 가변에 따라 요구하는 출력 변화 범위내로 제어될 수 있는 제안된 방식의 결과를 통하여 거의 일정한 출력전력(0.43 dB 이내) 전달이 가능한 스위칭주파수 가변특성을 갖는 유도가열기의 전력 효율성을 확보할 수 있었다.

• 한국융합학회논문지
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• 제8권3호
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• pp.1-13
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• 2017

본 연구의 목적은 테크노 스트레스 유발요인의 인구통계학적 차이를 살펴보기 위해 수행되었다. 그동안 테크노 스트레스에 영향을 미치는 다양한 요인에 대한 실증연구가 수행되었으나, 근본적 영향을 미친다고 알려져 있는 인구통계학적 요인들에서 어떠한 차이가 있는지에 대한 연구는 수행되지 않았다. 따라서 본 연구는 테크노스트레스 유발요인이 그동안 학자들이 주장해온 인구통계학적인 요인 중에서 성별, 연령, 교육수준, 컴퓨터 사용시간, 직위, 컴퓨터 지식 등에서 각각 어떠한 차이를 나타내는지 실증 분석을 분석하였다. 각각의 인구통계학적 요인을 모두 2개의 요인으로 구분한 후 독립표본 t-검정을 수행하여 차이를 검정하였다. 분석에 사용된 테크노 스트레스 유발요인은 업무과부화, 사생활 침해, 기술복잡성, 기술변화속도 등 5가지이다. 분석결과, 성별과 직위는 기술변화속도에서 유의한 차이를 나타냈다. 교육수준에서는 업무과부화가 차이가 존재하는 것으로 나타났다. 연령에서는 업무 과부화, 사생활침해, 기술복잡성, 기술변화속도에서 차이가 존재하는 것으로 나타났다. 컴퓨터에 대한 활용 지식에서는 기술복잡성, 직무불안정성, 기술변화속도에서 차이가 존재하였다. 마지막으로 컴퓨터 사용시간에서는 유의한 차이가 존재하지 않았다.

• 한국IT서비스학회지
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• 제22권3호
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• pp.1-27
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• 2023

The semiconductor industry is a competitive, complicated and a cyclical sector with a highly dynamic business climate which requires an effective leadership style to operate and succeed. This study explores the important issue of how leadership facilitates employee innovative work behaviors in the semiconductor industry. Based on the assumptions of the ambidextrous leadership theory and social exchange theory, we collected data from 300 workers employed in the semiconductor industry of South Korea. The study investigated (1) the impact of ambidextrous leadership on innovative work behavior, (2) the mediating effects of workers decision-making autonomy and workplace learning in the relationship between ambidextrous leadership and innovative work behavior, (3) the moderating role of resistance to change in the relationship between ambidextrous leadership and workplace learning, and (4) the moderating role of openness to experience in the relationship between ambidextrous leadership and innovative work behavior. SmartPLS 4 and SPSS v24 was used to analyze our data. The study revealed that ambidextrous leadership positively influences workers innovative work behavior. In addition, decision-making autonomy and workplace learning partially mediated the relationship between ambidextrous leadership and innovative work behavior. Moreover, resistance to change was found to be a significant moderator in the relationship between ambidextrous leadership and workplace learning. Based on these findings, we conclude that ambidextrous leadership is very imperative for semiconductor businesses seeking to foster employee innovative work behaviors. Theoretical and practical implications of the study are also discussed.

• Safety and Health at Work
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• 제8권1호
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• pp.89-93
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• 2017

Background: Rates of overweight and obese Australians are high and continue to rise, putting a large proportion of the population at risk of chronic illness. Examining characteristics associated with preference for a work-based weight-loss program will enable employers to better target programs to increase enrolment and benefit employees' health and fitness for work. Methods: A cross-sectional survey was undertaken at two Australian mining sites. The survey collected information on employee demographics, health characteristics, work characteristics, stages of behavior change, and preference for workplace assistance with reaching a healthy weight. Results: A total of 897 employees participated; 73.7% were male, and 68% had a body mass index in the overweight or obese range. Employees at risk of developing obesity-related chronic illnesses (based on high body mass index) were more likely to report preference for weight management assistance than lower risk employees. This indicates that, even in the absence of workplace promotion for weight management, some at risk employees want workplace assistance. Employees who were not aware of a need to change their current nutrition or physical activity behaviors were less likely to seek assistance. This indicates that practitioners need to communicate the negative effects of excess weight and promote the benefits of a healthy lifestyle to increase the likelihood of weight management. Conclusion: Weight management programs should provide information, motivation. and trouble-shooting assistance to meet the needs of at-risk mining employees, including those who are attempting to change and maintain behaviors to achieve a healthy weight and be suitably fit for work.