• Journal of the Korea institute for structural maintenance and inspection
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• v.23 no.3
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• pp.83-91
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• 2019

The purpose of this study is to assess a fire-damaged concrete structure using a digital camera and image processing software. To simulate it, mortar and paste samples of W/C=0.5(general strength) and 0.3(high strength) were put into an electric furnace and simulated from $100^{\circ}C$ to $1000^{\circ}C$. Here, the paste was processed into a powder to measure CIELAB chromaticity, and the samples were taken with a digital camera. The RGB chromaticity was measured by color intensity analyzer software. As a result, the residual compressive strength of W/C=0.5 and 0.3 was 87.2 % and 86.7 % at the heating temperature of $400^{\circ}C$. However there was a sudden decrease in strength at the temperature above $500^{\circ}C$, while the residual compressive strength of W/C=0.5 and 0.3 was 55.2 % and 51.9 % of residual strength. At the temperature $700^{\circ}C$ or higher, W/C=0.5 and W/C=0.3 show 26.3% and 27.8% of residual strength, so that the durability of the structure could not be secured. The results of $L^*a^*b$ color analysis show that $b^*$ increases rapidly after $700^{\circ}C$. It is analyzed that the intensity of yellow becomes strong after $700^{\circ}C$. Further, the RGB analysis found that the histogram kurtosis and frequency of Red and Green increases after $700^{\circ}C$. It is analyzed that number of Red and Green pixels are increased. Therefore, it is deemed possible to estimate the degree of damage by checking the change in yellow($b^*$ or R+G) when analyzing the chromaticity of the fire-damaged concrete structures.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.599-614
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• 2022

The purpose of this study was to investigate the effect of organizational culture (group culture, development culture, rational culture, hierarchical culture) on job satisfaction based on the mediating effect of organizational trust on workers corporations. In particular, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. The results of the study of 8,615 workers in the manufacturing, financial, and non-financial industries in HCCP(Human Capital Corporate Panel) are as follows. First of all, the result of research showed that rational culture, group culture, development culture among organizational culture had a positive effect on job satisfaction. But, the hierarchical culture had a negative influence on job satisfaction. Second, rational culture, group culture, development culture among organization culture had a positive effect on organizational trust. But, hierarchical culture had a negative influence on organizational trust. Third, in the relationship between organizational culture and job satisfaction, the partial mediating effect of organizational trust was verified. In other words, although organizational culture directly affects job satisfaction, it indirectly affects job satisfaction through organizational trust. Fourth, it showed a significant moderating effect of communication between organization trust and job satisfaction. In other words, it was found that the group with high organizational trust in the relationship between organizational trust and job satisfaction had higher job satisfaction than the group without it. Finally, in the relationship between organizational culture and job satisfaction, the mediating effect of organizational trust was demonstrated, which varies by communication control variables. In other words, the indirect effect of organizational culture on job satisfaction through organizational trust is higher in the group with high communication capabilities. Through discussion and conclusion, the academic and practical implications, limitations, and research directions of this study were presented.

• Journal of The Korean Association For Science Education
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• v.42 no.4
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• pp.417-428
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• 2022

This study analyzed the frequency and level of scientific practices presented in secondary science textbooks. A total of 1,378 student activities presented in 14 middle school science textbooks and 5 high school integrated science textbooks were analyzed, using the definition and level of scientific practice suggested in the NGSS. Findings show that most student activities focus on three practices. Compared to the textbooks for the previous science curriculum, the practice of 'obtaining, evaluating, and communicating information' was more emphasized, reflecting societal changes due to ICT development. However, the practice of 'asking a question', which can be an important element of student-led science learning, was still rarely found in textbooks, and 'developing and using models', 'using math and computational thinking' and 'arguing based on evidence' were not addressed much. The practices were mostly elementary school level except for the practice of 'constructing explanations'. Such repeated exposures to a few and low level of practices mean that many future citizens would be led to a naïve understanding of science. The findings imply that it is necessary to emphasize various practices tailored to the level of students. In the upcoming revision of the science curriculum, it is necessary to provide the definition of practices that are not currently specified and the expected level of each practice so that the curriculum can provide sufficient guidance for textbook writing. These efforts should be supported by benchmarking of overseas science curriculum and research that explore students' ability and teachers' understanding of scientific practices.

• Journal of Intelligence and Information Systems
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• v.29 no.3
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• pp.1-17
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• 2023

With the recent rapid development of ICT(Information and Communication Technology) and the popularization of digital devices, the size of the online market continues to grow. As a result, we live in a flood of information. Thus, customers are facing information overload problems that require a lot of time and money to select products. Therefore, a personalized recommender system has become an essential methodology to address such issues. Collaborative Filtering(CF) is the most widely used recommender system. Traditional recommender systems mainly utilize quantitative data such as rating values, resulting in poor recommendation accuracy. Quantitative data cannot fully reflect the user's preference. To solve such a problem, studies that reflect qualitative data, such as review contents, are being actively conducted these days. To quantify user review contents, text mining was used in this study. The general CF consists of the following three steps: user-item matrix generation, Top-N neighborhood group search, and Top-K recommendation list generation. In this study, we propose a recommendation algorithm that applies an extended similarity measure, which utilize quantified review contents in addition to user rating values. After calculating review similarity by applying TF-IDF, Word2Vec, and Doc2Vec techniques to review content, extended similarity is created by combining user rating similarity and quantified review contents. To verify this, we used user ratings and review data from the e-commerce site Amazon's "Health and Personal Care". The proposed recommendation model using extended similarity measure showed superior performance to the traditional recommendation model using only user rating value-based similarity measure. In addition, among the various text mining techniques, the similarity obtained using the TF-IDF technique showed the best performance when used in the neighbor group search and recommendation list generation step.

• Journal of Intelligence and Information Systems
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• v.25 no.4
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• pp.123-139
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• 2019

The job classification system of major job sites differs from site to site and is different from the job classification system of the 'SQF(Sectoral Qualifications Framework)' proposed by the SW field. Therefore, a new job classification system is needed for SW companies, SW job seekers, and job sites to understand. The purpose of this study is to establish a standard job classification system that reflects market demand by analyzing SQF based on job offer information of major job sites and the NCS(National Competency Standards). For this purpose, the association analysis between occupations of major job sites is conducted and the association rule between SQF and occupation is conducted to derive the association rule between occupations. Using this association rule, we proposed an intelligent job classification system based on data mapping the job classification system of major job sites and SQF and job classification system. First, major job sites are selected to obtain information on the job classification system of the SW market. Then We identify ways to collect job information from each site and collect data through open API. Focusing on the relationship between the data, filtering only the job information posted on each job site at the same time, other job information is deleted. Next, we will map the job classification system between job sites using the association rules derived from the association analysis. We will complete the mapping between these market segments, discuss with the experts, further map the SQF, and finally propose a new job classification system. As a result, more than 30,000 job listings were collected in XML format using open API in 'WORKNET,' 'JOBKOREA,' and 'saramin', which are the main job sites in Korea. After filtering out about 900 job postings simultaneously posted on multiple job sites, 800 association rules were derived by applying the Apriori algorithm, which is a frequent pattern mining. Based on 800 related rules, the job classification system of WORKNET, JOBKOREA, and saramin and the SQF job classification system were mapped and classified into 1st and 4th stages. In the new job taxonomy, the first primary class, IT consulting, computer system, network, and security related job system, consisted of three secondary classifications, five tertiary classifications, and five fourth classifications. The second primary classification, the database and the job system related to system operation, consisted of three secondary classifications, three tertiary classifications, and four fourth classifications. The third primary category, Web Planning, Web Programming, Web Design, and Game, was composed of four secondary classifications, nine tertiary classifications, and two fourth classifications. The last primary classification, job systems related to ICT management, computer and communication engineering technology, consisted of three secondary classifications and six tertiary classifications. In particular, the new job classification system has a relatively flexible stage of classification, unlike other existing classification systems. WORKNET divides jobs into third categories, JOBKOREA divides jobs into second categories, and the subdivided jobs into keywords. saramin divided the job into the second classification, and the subdivided the job into keyword form. The newly proposed standard job classification system accepts some keyword-based jobs, and treats some product names as jobs. In the classification system, not only are jobs suspended in the second classification, but there are also jobs that are subdivided into the fourth classification. This reflected the idea that not all jobs could be broken down into the same steps. We also proposed a combination of rules and experts' opinions from market data collected and conducted associative analysis. Therefore, the newly proposed job classification system can be regarded as a data-based intelligent job classification system that reflects the market demand, unlike the existing job classification system. This study is meaningful in that it suggests a new job classification system that reflects market demand by attempting mapping between occupations based on data through the association analysis between occupations rather than intuition of some experts. However, this study has a limitation in that it cannot fully reflect the market demand that changes over time because the data collection point is temporary. As market demands change over time, including seasonal factors and major corporate public recruitment timings, continuous data monitoring and repeated experiments are needed to achieve more accurate matching. The results of this study can be used to suggest the direction of improvement of SQF in the SW industry in the future, and it is expected to be transferred to other industries with the experience of success in the SW industry.