• Journal of the Korea Institute of Information and Communication Engineering
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• v.25 no.12
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• pp.1809-1816
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• 2021

In order to identify the latest research trends using data related to national R&D projects and to produce and utilize meaningful information, the application of automatic classification technology was also required in the national R&D information service, so we conducted research to automatically classify and recommend research field. About 450,000 cases of national R&D project data from 2013 to 2020 were collected and used for learning and evaluation. A model was selected after data pre-processing, analysis, and performance analysis for valid data among collected data. The performance of Word2vec, GloVe, and fastText was compared for the purpose of deriving the optimal model combination. As a result of the experiment, the accuracy of only the subcategories used as essential items of task information is 90.11%. This model is expected to be applicable to the automatic classification study of other classification systems with a hierarchical structure similar to that of the national science and technology standard classification research field.

• Management & Information Systems Review
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• v.24
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• pp.125-154
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• 2008

The purpose of this study is to analyze how the organizational structure, task group functioning and need styles have influence on the conflicts handling styles such as integrating, avoiding, dominating, obliging and compromising as the employee's personality engaged in the service industry. This study uses the hierarchical regression analysis method. Data were collected by the survey method from employees engaged in the service industry located Seoul, the Province of Gyeonggi, and the Province of Gangwon. The study result shows that to the employees with the type A style, need styles are significantly related to the conflicts handling styles such as avoiding. But to the employees with the type B style, need styles are significantly related to the conflicts handling styles such as integrating and avoiding. On the other hand the result shows that the higher the need for achievement and the lower the need for autonomy, employees with the type B style prefer integrating styles to other conflicts handling styles. Or the higher the need for dominance, employees with the type B style prefer dominating styles to other conflicts handling styles. And the higher the need for dominance, employees with the type A style prefer dominating styles to other conflicts handling styles. The study result shows that to the employees with the type A and type X style, task group functioning are significantly related to the conflicts handling styles such as obliging and compromising. But to the employees with the type B style, task group functioning are significantly related to the conflicts handling styles such as obliging and dominating. On the other hand the result shows that the lower faith in peers and management and the higher confidence in peers and management, employees with the type B style prefer obliging style to other conflicts handling styles. But the higher group homogeneity and group cohesiveness, the lower faith in peers and management and the higher confidence in peers and management, employees with the type X style prefer obliging style to other conflicts handling styles. And the higher confidence in peers and management, employees with the type A style prefer compromising style to other conflicts handling styles. The study result shows that to the employees with the type A, organizational structure functioning are significantly related to the conflicts handling styles such as avoiding, obliging and compromising. But to the employees with the type X style, organizational structure functioning are significantly related to the conflicts handling styles such as dominating. On the other hand the result shows that the higher role conflict, the lower role ambiguity and the higher communication system, employees with the type A style prefer avoiding style to other conflicts handling styles. But the lower role ambiguity, employees with the type X style prefer compromising style to other conflicts handling styles. To conclude from these results, employees with the type A style have influence on the organizational structure functioning to other factors on the preference of the conflicts handling styles. And employees with the type B style have influence on the needs styles to other factors on the preference of the conflicts handling styles. Or employees with the type X style have influence on the task group functioning to other factors on the preference of the conflicts handling styles. Although this study provides several managerial implications, this study has some limitations. Specifically data were collected from only the service industry in Seoul, the Province of Gyeonggi, and the Province of Gangwon. In spite of the limitations, the study results could be used valuably in case of the personnel managers which manage the employees under the conflict situations.

• Journal of dental hygiene science
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• v.17 no.6
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• pp.516-522
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• 2017

The purpose of this study was to identify the effect of dental hygienists' perceptions of dental organizational culture and professional identity on organizational commitment. A survey was conducted with 310 dental hygienists working in dental hospitals and dental offices. If dental hygienists experience organizational cultures as having different degrees of organizational commitment, then the type of organizational culture and commitment may be important variables in understanding and reducing the turnover rate of dental hygienists and improving workplace performance. Efforts to form a healthy and positive organizational culture may therefore be necessary. The organizational culture most recognized by the dental hygienist was hierarchical culture (3.39) and the least recognized was task-orientated culture (2.71). The professional identity of the dental hygienist was 3.75 and the organizational commitment was 2.98. Correlation analysis was conducted to investigate the relationship between dental organization culture type, professional dental hygienist identity, and organizational commitment. As a result, professional identity and organizational commitment showed positive(+) correlation with innovation oriented culture and relationship oriented culture. Among the organizational culture types, relationship-orientated culture (p<0.001) and innovation-orientated culture (p=0.006) were significant influences on organizational commitment, and professional identity did not have a significant influence. The regression model was found to be statistically appropriate (F=11.857, p<0.001) and the model explaining power was 14.9%. These results suggest that efforts to create a relationship-orientated culture and an innovation-orientated culture and to reduce the hierarchical culture can be a strategy to enhance the organizational commitment and the professional identity of dental hygienists.

• Journal of Distribution Science
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• v.14 no.7
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• pp.91-100
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• 2016

Purpose - Recently actively growing franchise systems distribution channel system in which franchise headquarter compared with franchise occupies an important place in distribution channel. Due to this, franchise and franchise headquarter are interdependent on task and in this situation the goal they go after, motivation and objective are probably inconsistent. If so, possibility to participate goal setting process or operating activity of opposite side is becoming bigger and in the end conflict may generate. The purpose of this study is to examine the role of the supervisor's attitude and expertise as moderating factors in the relationship between goal-incongruity/coercive power/role-incongruity and the conflict perceived by franchisee. Research design, data and methodology - This study was intended to verify how the supervisor's attitude and expertise as moderating factors in the relationship between goal-incongruity/coercive power/role-incongruity and the conflict perceived by franchisee. In order to achieve the purpose of this study, some study models and hypotheses have been established through theoretical examinations. Then, using these scales, the researcher completed the questionnaire survey. To test our hypotheses, the survey was conducted from March 9, 2016 for 20 days by random sampling, The study was implemented through a descriptive survey method using a self-administered questionnaire. A survey of 124 restaurant franchisee across Seoul and Gyeonggi Province was performed. A total of 124 completed responses were analyzed. In this study, I used SPSS 22.0 to analyze data and did frequency analysis to see demographic, and general features of the respondents; also did exploratory factor analysis to examine the validity of the items of measurement. Factor analysis was first calculated at a minimum, the number of factors, principal component analysis used when variables are committed to maximising the information with (principle component analysis) and the rotation of factors were angry about the great variable factors than 1.0 by applying Varimax rotation. In addition, I used the value of Cronbach's (Alpha) to examine the reliance of questionnaire items, final analysis the reliability factor can be found both high reliability hayeoteumeuro exceeds over 0.6 and did Multiple regression analysis to test hypothesis and also did hierarchical regression analysis to examine moderating effect. Results - To analyze the proposed model, according to the analysis result, it was found that the influence of goal-incongruity, coercive power, and role-incongruity on the perceived conflict of franchisee is moderated by the supervisor's attitude and expertise. That is, the more the supervisor's attitude and expertise were positive, the more the conflicts of the goal-incongruity, coercive power, and role-incongruity were decreased. It also confirmed previous research's finding that goal-incongruity, coercive power, and role-incongruity positively influence on the conflict. Conclusions - According to the results of this research which reduces the conflict of franchise from the in consistent goal; coercive power, and inconsistent role of superiors, it provides very important implications for franchise headquarter which has franchise system and also give them some suggestion about how to recruit superiors and what kind of training may be fit for the superiors.

• Journal of Korean Academy of Nursing
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• v.28 no.2
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• pp.431-440
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• 1998

The purposes of this study were to determine the factors that influence job satisfaction for ICU nurses and to analyze group differences in job satisfaction based on the nurses' preference and perception of the work environment with an enhanced professional role. A total of 231 nurses who had been working in Intensive Care Units at least for 6 months at selected university hospitals participated in the study while head nurses or those with administrative positions were excluded. The study participants had an average of 33 months of clinical experience with an age range of 23 to 40 years. The data were analyzed by utilizing SPSSWIN and the results are as follows. 1) Hierarchical multiple regression analysis showed that work characteristics defined by Job characteristics theory and nurses' preference / perception of ideal work environment together explained 33% of variance in job satisfaction. Skill variety, task identity and autonomy as well as individual perception of work environment were significant variables for explaining job satisfaction. Job satisfaction was not significantly related to age, marital status, education, and clinical experience. 2) The groups classified by nurses' preference and perception of work environment were significantly different in their job satisfaction. Nurses with high preference and high perception showed significantly higher general and specific job satisfaction than other nurses. The nurses who showed high preference but perceived their work environment as not reflecting ideal job characteristics reported the lowest job satisfaction among the groups. In conclusion, the role of individual preference and perception of the work environment in explaining the relationship between the redesign of work environment and job satisfaction was supported by the study, The preferences of nurses to the innovative work characteristics should be considered in the process of enhancing job characteristics to lead job satisfaction and low turnover and ultimately to improve quality of care.

• Journal of the Korean Society for information Management
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• v.24 no.3
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• pp.201-218
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• 2007

This study proposes a topic distillation algorithm that ranks the relevant sites selected from retrieved web pages, and evaluates the performance of the algorithm. The algorithm calculates the topic score of a site using its hierarchical structure. The TREC .GOV test collection and a set of TREC-2004 queries for topic distillation task are used for the experiment. The experimental results showed the algorithm returned at least 2 relevant sites in top ten retrieval results. We peformed an in-depth analysis of the relevant sites list provided by TREC-2004 to find out that the definition of topic distillation was not strictly applied in selecting relevant sites. When we re-evaluated the retrieved sites/sub-sites using the revised list of relevant sites, the performance of the proposed algorithm was improved significantly.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.12 no.10
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• pp.4903-4929
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• 2018

In this study, a fully automatic pose and expression invariant 3D face alignment algorithm is proposed to handle frontal and profile face images which is based on a two pass course to fine alignment strategy. The first pass of the algorithm coarsely aligns the face images to an intrinsic coordinate system (ICS) through a single 3D rotation and the second pass aligns them at fine level using a minimum nose tip-scanner distance (MNSD) approach. For facial recognition, multi-view faces are synthesized to exploit real 3D information and test the efficacy of the proposed system. Due to optimal separating hyper plane (OSH), Support Vector Machine (SVM) is employed in multi-view face verification (FV) task. In addition, a multi stage unified classifier based face identification (FI) algorithm is employed which combines results from seven base classifiers, two parallel face recognition algorithms and an exponential rank combiner, all in a hierarchical manner. The performance figures of the proposed methodology are corroborated by extensive experiments performed on four benchmark datasets: GavabDB, Bosphorus, UMB-DB and FRGC v2.0. Results show mark improvement in alignment accuracy and recognition rates. Moreover, a computational complexity analysis has been carried out for the proposed algorithm which reveals its superiority in terms of computational efficiency as well.

• Management & Information Systems Review
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• v.38 no.3
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• pp.21-34
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• 2019

It is a very important task for managers to motivate employees who work at service encounters where interaction with customers is important. The purpose of this study is to propose the trust of supervisor and supervisor's expressions as factors that can enhance or strengthen employees' prosocial behavior. Hierarchical regression analysis was used for this purpose. The results and implications are as follows. First, trust toward supervisors appeared to be a factor to improve employees'engagement. Second, job engagement has a positive effect on prosocial behavior of employees, that is, customer oriented behavior and organizational citizenship behavior. Finally, this work confirmed the moderating effect of the supervisor's gratitude expressions in the relationship between trust toward supervisor and job engagement. Research on gratitude in the marketing field is still in its infancy, and previous researches are focused on business and consumer relations. Expressing gratitude can be a natural tendency. This study suggests that gratitude expression should be introduced as part of organizational culture.

• Journal of the Korea Society of Computer and Information
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• v.27 no.5
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• pp.117-125
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• 2022

Recently, as users' interest for travel increases, research on a travel route recommendation service that replaces the cumbersome task of planning a travel itinerary with automatic scheduling has been actively conducted. The most important and common goal of the itinerary recommendations is to provide the shortest route including popular tour spots near the travel destination. A number of existing studies focused on providing personalized travel schedules, where there was a problem that a survey was required when there were no travel route histories or SNS reviews of users. In addition, implementation issues that need to be considered when calculating the shortest path were not clearly pointed out. Regarding this, this paper presents a quantified method to find out popular tourist destinations using social big data, and discusses problems that may occur when applying the shortest path algorithm and a heuristic algorithm to solve it. To verify the proposed method, 63,000 places information was collected from the Gyeongnam province and big data analysis was performed for the places, and it was confirmed through experiments that the proposed heuristic scheduling algorithm can provide a timely response over the real data.

• Journal of the Institute of Electronics Engineers of Korea SP
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• v.46 no.4
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• pp.124-131
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• 2009

A reliable detection of regions in radiography is one of the most important task before the evaluation of defects on welded joints. The extracted features is to be classified into distinctive clusters for each segmented region. But conventional segmentation techniques give unsatisfactory results for this task due to the spatial superposition of intensity and low signal-to-ratio(SNR) in radiographic images. The usage of global or local processes not only provide the necessary noise resistance but also fail in classification of regions. In this paper, we presents an appropriate approach for segmentation of region-based indications in industrial Computed Radiography(CR) images. The geometric differences between welded and non-welded area which is generated on radiography as the representative regions(background, thickness, middle and welded region in steel tube image) have constructed the hierarchical structure. Although this structure is contaminated by noise, the scheme between regions can be selected by the help of local clustering based on distinctive geometric property of each region. Because of the geometric nature of the considered region and so that the region is selected layer by layer, and that the real class represents the boundary between regions, the vertical and horizontal clustering process in each layer must be judicious. In order to show the effectiveness of this approach, a comparative experiment of various segmentation method is performed on industrial steel tube CR images.