• Human Ecology Research
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• v.61 no.4
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• pp.521-541
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• 2023

The purpose of this study is to demonstrate the antecedent and consequential factors of satisfaction with the flexible working system. Organizational culture was examined as an antecedent factor, while job satisfaction, work performance, organizational commitment, turnover intention, and quality of life were examined as outcome factors. The data of 2,785 public officials who used the flexible work system in the Korea Institute of Public Administration (2022) data set were analyzed using SPSS 28.0. and PROCESS macro's Model 4. The main research findings are as follows. First, organizational cultures that respect individuality and cooperation, supports management, and aims for work autonomy all positively and significantly affect satisfaction with the flexible working system. When ranking the size of influence by the type of organizational culture, work autonomy, respect for individuality, and a cooperative organizational culture had a positive impact in that order, with work autonomy being the most influential factor. In addition, the public officials' age, job preparation period, self-evaluation of workload, and overtime working hours are significant antecedents of satisfaction with the flexible work system. Second, when examining consequential factors, a high level of satisfaction with the flexible working system affects job satisfaction (+), work performance (+), organizational commitment (+), turnover intention (-), and quality of life (+). Job satisfaction was an especially valid mediator between satisfaction with the flexible working system and other consequential factors, including work performance, organizational commitment, turnover intention, and quality of life.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.253-260
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• 2017

Due to dramatic changes in the trend of corporate management in economics, labor and government, companies are being asked to adapt creative and innovative organizational culture in order to keep sustainability. Under the circumstances, flexible working hour becomes one of very effective method for organization culture improvement. Recently, M company has introduced the new policy of working hours that employees can choose a couple of different time options depending on their personal situations. And it turns out to be very effective to work & life balance, increasing organizational vitality, improving efficiency of business and productivity, recruitment of core human resources, and prevention of deviation; both team and personal performance levels has significantly improved. Therefore, it is highly recommended to adapt flexible working policies for companies seeking for a long term, sustainable corporate vision.

• Journal of Venture Innovation
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• v.5 no.3
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• pp.57-70
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• 2022

In modern industrial capitalism, the relationship between the provision of work and the receipt of wages has become an important principle governing society. According to the labor contract, the wages provided by entrusting the right to dispose of one's labor to the employer are directly compensated, and human life should be guaranteed and reproduced with proper rest. The establishment of labor relations under free contracts represents a problem in protecting workers, and accordingly, the maximum of working hours is set as a minimum right for workers, and the standard for minimum rest is set and assigned. The reduction of working hours is very important in terms of the quality of life of workers, but it is also an important issue in efficient corporate activities. As of 2020, Korea has 1,908 hours of annual working hours, the third lowest among OECD 37 countries in the happiness index surveyed by the Sustainable Development Solution Network(SDSN), an agency under the United Nations. Accordingly, the necessity of reducing working hours has been recognized, and the maximum working hours per week has been limited to 52 hours since 2018. In this situation, various working hours are legally excluded as a way to maintain the company's value-added creation and meet the diverse needs of workers, and Korea's Labor Standards Act restricts flexible working hours within three months, flexible working hours exceeding three months, selective working hours, and extended working hours. However, in the discussion on the application of the revised flexible working hours system in 2021 and the expansion of the settlement unit period recently discussed, there is a problem with the flexible working hours system, which needs to be improved. Therefore, this paper aims to examine the problems of the flexible working hours system and improvement measures. The flexible working hours system is a system that does not violate working hours even if the legal working hours are exceeded on a specific day or week according to a predetermined standard, and does not have to pay additional wages for excessive overtime work. It is mainly useful as a form of shift work in manufacturing, sales service, continuous business or electricity, gas, water, and transportation for long-term operations. It is also used as a way to shorten working hours, such as expanding holidays through short working days. However, if the settlement unit period is expanded, it is disadvantageous to workers as the additional wages that workers can receive will not be received. Therefore, First, in order to expand the settlement unit period currently under discussion, additional wages should be paid for the period expanded from the current standard. Second, it is necessary to improve the application of the flexible working hours system to individual workers to have sufficient consultation with individual workers in a written agreement with the worker representative, Third, clarify the allowable time for extended work during the settlement unit period, and Fourth, limit the daily working hours or apply to continuous rest. In addition, since the written agreement of the worker representative is an important issue in the application of the flexible working hours system, it is necessary to secure the representation of the worker representative.

• Journal of the Korean Society of Fisheries and Ocean Technology
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• v.52 no.3
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• pp.257-262
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• 2016

Flexible two-phase thermosyphons are devices that can transfer large amounts of heat flux with boiling and condensation of working fluid resulting from small temperature differences. A flexible two-phase thermosyphon consists of a evaporator, an insulation unit, and a condenser. The working fluid inside the evaporator is evaporated by heating the evaporator in the lower part of the flexible two-phase thermosyphon and the evaporated steam rises to the condenser in the upper part to transfer heat in response to the cooling fluid outside the tube. The resultant condensed working fluid flows downward along the inside surface of the tube due to gravity. These processes form a cycle. Using R134a refrigerant as the working fluid of a loop type flexible two-phase thermosyphon heat exchanger, an experiment was conducted to analyse changes in boiling heat transfer performances according to differences in the temperature of the oil for heating of the evaporator, the temperature variations of the refrigerant, and the mass flows. According to the results of the present study, the circulation rate of the refrigerant increased and the pressure in the evaporator also increased proportionally as the temperature of the oil in the evaporator increased. In addition, the heat transfer rate of the boiler increased as the temperature of the oil in the evaporator increased.

• Transactions of the Korean Society of Mechanical Engineers A
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• v.20 no.12
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• pp.3883-3891
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• 1996

Performance and productivity of robot manipulator can be improved by increasing its working speed and extending its link length. But heavy weght of the commercial robot links, considered as "rigid body", limits its mazimum working speed and the weght of the links can be reduced for high speed operation. But this light-weight link or long link for special use cannot be consideredas "rigid" structure and vibration of the link due to its flexibility causes errors in end-effector position and orientation. Thus the elastic behaviro of the flexible link should be taken care of for increasing work speed and getting smaller error of end-effector position. In this paper, the fuzzy control theory is selected to design the controller which controlos the joint positions of the robot manipulator and suppress the vibration of flexible link. In the forst place, for the 1 DOF flexible link system, the fuzzy control theory is implemented. The contdroller for the 1 DOF flexible link system is designed. Experimental research is carried out to examine the controllability and the validity of the fuzzy control theory based controller. Next, using the extended desing schemes for the case of the 1 DOF flexible link system and usign the experimental phenomena of the 3 DOF flexible link system, the fuzzy controller for the 3 DOF flexible link system is desinged and experimented.ed and experimented.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.40 no.10
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• pp.2068-2079
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• 2015

Recently, interesting in flexible working has been increased, and some central government and large companies are conducting flexible working. With the conducting of flexible working, workers are able to get a convenience but the cost of managing is increased. In this paper, we suggest a method of reducing the cost and managing efficiently. Our study determines the position of the workers using indoor localization techniques through the Wi-Fi fingerprint and smartphone, and records the office hours. The previous time and attendance systems have to install attendance recording device(e.g. Fingerprint Attendance System, RFID Card Attendance System) and are needed to manipulate manually. Our system doesn't need to install extra devices, and also doesn't need to manipulate manually. Our system automatically records the office hours. Also most of previous time and attendance systems have another weakness. They only record data when workers start and stop work. But our system exactly records office hours for each workplaces. In this paper, We introduce an effective time and attendance system in variety flexible working. Our experiments shows that our system workers' detected office hours accurately. The accuracy of our time and attendance system was 98.7%.

• Journal of the Korean Society of Industry Convergence
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• v.25 no.2_1
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• pp.161-168
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• 2022

This study proposed a new approach to impliment a robusut control of comsumer-friendly flexible manipulator with five joint for untact working in filed work-site. The output redefinition approach was used to overcome the non minimum phase characteristic of the system. The new output is defined so that the zero dynamics related to this output are stable. The control strategy is based on an computed torque method which is applicable to a class of time-invariamt phase linear systems whose uncertainties appear in output loop stable. The controller is composed of a stabilizing joint controller and an output redefinition tracking controller. Experimental results are also presented to verify the effectiveness of the proposed control scheme.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.75-98
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• 2016

This study examines the work-life balance designing of new employees using qualitative research. Eight new employees at foreign IT companies in Korea were interviewed in two groups composed of two male workers and two female workers. The research determined two main themes and seven sub-themes related to the participants work-life balance using theme analysis. The first main theme was 'working conditions' which had sub-themes, 'performance-based system in foreign IT companies', 'flexible working conditions', 'family-friendly company culture', and 'positive evaluation of the company'. The second main theme was 'work-life balance' which included the sub-themes, 'changing priority during transitional periods of life', 'work-family balance designing as a family unit', and 'difficulties balancing between work and family'. The results revealed that workers prospected that flexible working condition might solve the demands of the child-rearing period and that work-family balance was determined as a family unit. Additionally, there were gender differences in the relationships between working conditions and work-life balance.

• Proceedings of the Korean Society of Precision Engineering Conference
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• 2002.10a
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• pp.459-462
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• 2002

This paper presents the development or a keypad test system for the improvement or the working environment and productivity improvement using the microprocessor PIC16F877 Chip. In order to detect the fault of keypad products, the design of hardware and software is performed in this system. All controls of the system is implemented by the 8 bit one chip micro-controller PIC. This keypad test system can also recognizes the work process, the work result and the fault position of the keypad which is made by the method of a flexible printed circuit (FPC) and construct the database about test results using personal computer. The experimental results show the effective performance of the keypad test system.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.17 no.32
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• pp.63-71
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• 1994

The purpose of this paper is to describe an effective cell scheduling system for flexible manufacturing cells. Based on the FMC characteristics, cell scheduling can be defined as a dynamic modified flow shop working in a real-time system. This paper attempt to find the optimal cell scheduling when minimizing the mean flow time for n-job/m-machine problems in static and dynamic environments. Real-time scheduling in an FMC environment requires rapid computation of the schedule.