• Proceedings of the Korean Institute of Intelligent Systems Conference
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• 2002.12a
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• pp.383-386
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• 2002

In this paper, we investigated the pattern recognition performance of the numeric patterns (from 0 to 9) using DNA coding method. The pattern recognition performance of the DNA coding method is compared to the that of the GA(Genetic Algorithm). GA searches effectively an optimal solution via the artificial evolution of individual group of binary string using binary coding, while DNA coding method uses four-type bases denoted by A(Adenine), C(Cytosine), G(Guanine) and T(Thymine), The pattern recognition performance of GA and DNA coding method is evaluated by using the same genetic operators(crossover and mutation) and the crossover probability and mutation probability are set the same value to the both methods. The DNA coding method has better characteristics over genetic algorithms (GA). The reasons for this outstanding performance is multiple possible solution presentation in one string and variable solution string length.

• International Journal of Computer Science & Network Security
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• v.23 no.2
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• pp.227-236
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• 2023

The research aims to identify the degree of the organizational citizenship, satisfaction and performance quality of the teachers and relationship between organizational citizenship, job satisfaction and performance quality for physical education teachers . The researcher used the descriptive method, The participants were (195) teachers. The researcher conducted the research main study in the period from 05/12/2022 to 30/12/2022 use the website to distribute and collect the questionnaire: https://www.surveymonkey.com. The researcher used the computer in the statistical processing, using the SPSS statistical program, and the following methods: Mean, SD, percentages, Correlation Coefficient, Alpha Cronbach coefficient, differences Indicator using chi² . Conclusions: There is high degree of organizational citizenship behavior practices, job satisfaction and performance quality for some teachers at the schools. Recommendation the importance of enhancing the organizational citizenship behavior in schools, according to the positive effects of these behaviors on the individual and group performances.

• International Journal of Advanced Culture Technology
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• v.11 no.3
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• pp.33-38
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• 2023

This study examined the influence of ESG performance on the firm value of Chinese equipment manufacturing companies over the period from 2011 to 2020. The analysis indicated that while ESG performance exerted a negative influence on firm value, this impact was not statistically significant. These findings substantiate the Institutional Difference Hypothesis (IDH), which posits that country-specfic institutional variations sifnificantly shape the strategic decision-making of organizations. When disaggregating the three components of ESG, variations in the results were observed both for overall ESG performance and for each individual dimension. Of the three dimension elements, the environmental (E) and governance (G) facets had a negative bearing, whereas the social (S) facet had a positive influence. Notably, only the governance dimension (G) demonstrated a statistically significant influence. These outcomes affirm the institutional difference hypothesis, illustrating divergent results across distint ESG dimensions.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.4
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• pp.1047-1056
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• 2021

The study aims to analyze the performance-prove goal orientation and organizational culture on employee work performance of performance appraisal by placing employee work motivation as an interning variable. The study was conducted on a quota sample basis with 134 employees and staff in educational institutions under the auspices of Islamic educational institutions in Banyuwangi, East Java, Indonesia. Analysis through structural equation modeling (SEM) was done, and results were obtined which showed that there is an influence of institutional culture on employee motivation and that there is an effect of employee motivation on performance appraisal. However, the statistical output showed that there is no significant effect of performance-prove goal orientation on employee motivation. In testing the mediating effect, the results showed the significant influence of employee motivation in bridging the relationship between organizational culture on performance appraisal, and performance-proven goals and performance appraisal. The theoretical contributions of the findings were in its examination of performance-prove goal orientation with motivational encouragement in educational institutions to analyze the extent to which an individual's self-confidence was able to integrate patterns in distinguishing the approach used, how to use, and the response to a specific situation of directing toward organizational achievement.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.1
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• pp.1-12
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• 2015

The purpose of this study is to examine the effect of company characteristics and individual characteristics perceived by employees of small businesses on job satisfaction and especially to seek activation of the organization by extending from previous studies to examine the intermediary role of company innovation and applying management measures focusing on the environment of changing global society where CEOs of small businesses cause job satisfaction of organizational members and present the direction for the improvement of management and institutional development. This study was carried out for about 2 months targeting employees of small businesses and the results of empirical analysis are as follows: First, company characteristics and individual characteristics perceived by employees of small businesses turned out to have a positive (+)effect on job satisfaction but the hypothesis that job stress affects job satisfaction was not significant. Second, of the effects of company characteristics and individual characteristics perceived by employees of small businesses on company innovation, organization flexibility and CEO's leadership, company communication and degree of cooperation between departments, individuals, challenge of individuals perceived individual characteristics were found to affect company innovation but the hypothesis that job stress affects it was not significant. Third, company innovation was found to have a positive (+)effect on job satisfaction and fourth, in the intermediary effect verification of company innovation between company characteristics and individual characteristics perceived by employees and job satisfaction, organization flexibility and communication, collaboration turned out to perform partial intermediation and CEO's leadership to perform full intermediation and individual challenge performance to perform full intermediation and the intermediary effect of job stress was not proven. These results are company characteristics and individual characteristics that is the perception of the independent variables in SME employees is not only a direct relationship with job satisfaction, suggesting that also has an indirect effect is mediated depending on the innovation of the company. Therefore, it can be seen that even for the innovation performance of enterprises is important to increase the job satisfaction of employees of SMEs. In particular, the conductivity of the leadership and individual parameters so completely over the innovativeness of the company is the result of job satisfaction itgetda can be said that the innovation efforts of the organization is effective at the same time be pursued.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.12 no.8
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• pp.1456-1462
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• 2008

In general, it is known a single biometric-based personal authentication has limitation to improve recognition rate due to weakness of individual recognition scheme. The recognition rate of face recognition system can be reduced by environmental factor such as illumination, while speaker verification system does not perform well with added surrounding noise. In this paper, a multi-modal biometric system composed of face and voice recognition system is proposed in order to improve the performance of the individual authentication system. The proposed empirical weight sum rule based on the reliability of the individual authentication system is applied to improve the performance of multi-modal biometrics. Since the proposed system is implemented using JAVA applet with security function, it can be utilized in the field of user authentication on the generic Web.

• Journal of Korean Society of Forest Science
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• v.100 no.1
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• pp.1-7
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• 2011

The objective of this study was to improve the performance of the existing individual-tree/distantindependent stand growth model in predicting the growth of Pinus koraiensis forest stands. The parameters of diameter growth and mortality prediction models were estimated using periodic annual increment (PAI) of permanent plots and the performance of the models were compared with that of the existing ones using mean anuual increment (MAI). The diameter growth model includes crown ratio, potential diameter growth and modifier to compute for competitions of trees of a stand. In deriving the mortality prediction model, the parameters were estimated based on PAI which was also estimated as the function of MAI due to the lacking of permanent plot data. The results of this study showed that the newly-estimated functions based on PAI provide more realistic patterns in diameter growth of individual trees. The new approach using PAI in mortality model seems to overcome the over-estimate problem by the MAI-based model in estimating mortality of stand trees.

• Journal of the Korean Academy of Child and Adolescent Psychiatry
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• v.8 no.1
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• pp.101-112
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• 1997

The purpose of this study was to examine usefulness of KEDI-Individual Basic Learning Skills Test as a diagnostic tool of learning disorders(LD). Learning disorder group consisted of two subgroups, verbal learning disorder group(VLD, n＝34) and nonverbal learning disorder group(NVLD, n＝14). Comparison group consisted of Dysthymia Disorder subgroup(n＝11) and Normal subgroup(n＝20). Performance of intelligence test and achievement test was examined in all 4 subgroups. In KEDI-WISC, VLD subgroup revealed primary problems in vocabulary, information and verbal-auditory attention test. NVLD group revealed primary problems in almost all performance tests such as visual acuity, psycho-motor coordination speed and visual-spatial organizations ability subtest. In KEDI-Individual Basic Learning Test, VLD group revealed primary problems in phonological coding process, word recognition and mathematics. For successful classification of LD children, the importance of achievement test and intelligence test was discussed by discriminant analysis and factor analysis. The results indicate that KEDI-Individual Basic Learning Skills is of considerable usefulness in diagnosing LD, but must be used in subtests, and additional tests must be conducted for thorough exploration of LD.

• International Journal of Precision Engineering and Manufacturing
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• v.1 no.2
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• pp.5-13
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• 2000

Most networks for automation are tuned to an expected traffic condition ar their design stage. During their actual operations, however, the networks experience considerable changes in traffic from time to time. These traffic changes caused by common events like machine failure and production schedule change may adversely affect th network performance and, in turn , the performance of the connected devices. This paper presents experimental results for performance management of a Profibus-FMS network. The performance management aims to maintain a uniform level of network performance at all stations under changing network traffic. The performance management algorithm monitors the performance of individual network stations and commands the stations to change their timer values in order to have comparable performance at all stations. In order to determine the amount of timer change, the algorithm employs a set of fuzzy rules. The algorithm has been evaluated on a Profibus network.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.7 no.2
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• pp.347-365
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• 2013

The performance of finger-vein recognition methods is limited by camera optical defocusing, the light-scattering effect of skin, and individual variations in the skin depth, density, and thickness of vascular patterns. Consequently, all of these factors may affect the image quality, but few studies have conducted quality assessments of finger-vein images. Therefore, we developed a new finger-vein recognition method based on image quality assessment. This research is novel compared with previous methods in four respects. First, the vertical cross-sectional profiles are extracted to detect the approximate positions of vein regions in a given finger-vein image. Second, the accurate positions of the vein regions are detected by checking the depth of the vein's profile using various depth thresholds. Third, the quality of the finger-vein image is measured by using the number of detected vein points in relation to the depth thresholds, which allows individual variations of vein density to be considered for quality assessment. Fourth, by assessing the quality of input finger-vein images, inferior-quality images are not used for recognition, thereby enhancing the accuracy of finger-vein recognition. Experiments confirmed that the performance of finger-vein recognition systems that incorporated the proposed quality assessment method was superior to that of previous methods.