• Journal of Korean Society of Industrial and Systems Engineering
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• v.39 no.3
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• pp.192-203
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• 2016

Uganda is a country blessed with the biggest number of mountain Gorillas in the whole world. These animals contribute at least 12% in revenue generation to the Tourism sector through tracking by both local and foreign tourists who pay for the tracking permits. However, Gorilla tracking is also a big challenge even in the presence of highly skilled and well-trained game rangers. Development and implementation of a secure Computer and Mobile based Gorilla Tracking (GT) system that uses GIS and GPS technologies would be the most ideal technology to use. Therefore, this study aimed to find out the critical factors that would affect the Behavioral Intention of the would-be users to successfully decide to use such GIS/GPS-GT system. We used the existing UTAUT model to integrate six factors such as Performance Expectancy, Effort Expectancy, Employee Peer Influence, Facilitating Conditions, Behavioral Intention and System Use. However, Infrastructure Availability and Non-Technical Facilitating Conditions were added to reflect Ugandan ICT context. This amended UTAUT model was used to carry out the survey. The questionnaire was emailed to 220 government employees in the fields of ICT, Tour and Travel, Environmental Groups officials and Farmers who garden near the game reserves. A total of 133 were obtained fully completed, whereas 127 were deemed usable thus yielding a response rate of 58%. The analysis results show that except for non-technical facilitating conditions, effort expectancy, peer influence, performance expectancy and infrastructure availability positively affects behavioral Intention to use GIS/GPS-GT. This indicates that people in Uganda don't bother about regulations and rules in regard to using information system. As long as the system does what they want it to, anything else does not matter. As an employee in an organization is told to use a system by their supervisor, they have no objection to otherwise they risk losing their job. This implies that, supervisors have a great responsibility in the process of developing, implementing and using the system in Uganda.

• Physical Therapy Korea
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• v.19 no.3
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• pp.91-97
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• 2012

The primary aim of this study was to compare responsiveness of self-report by worker and therapist-scored functional capacity instrument. Self-report and therapist-scored interval-level person measures and item difficulties were compared at admission and discharge. Therapist and worker ratings were collected on 230 clients from 27 rehabilitation sites using the newly developed Occupational Rehabilitation Data Base (ORDB) functional capacity instrument. ORDB comprises several subscales measuring relevant variables of "a return-to-work model" in work-related rehabilitation clinics. The functional capacity scale deals with 10 DOT job factors. The rating scale categories were 1-severely impaired, 2-moderately impaired, 3-mildly impaired, and 4-not impaired. Only data from clients with low back pain (n=98) with complete data (both admission and discharge scores) were used for the present study. Therapists and workers completed the functional capacity instrument at admission and discharge. Rasch analysis [1-parameter item response theory model (IRT)] was applied to calibrate item difficulty and person ability measure of therapist and workers ratings. Effect sizes for therapist and self-report ratings were slightly different, .69 and .30, respectively. Therapist and worker ratings were more consistent at discharge (r=.54) than at admission (r=.32). Workers have a tendency to be more severe in their ratings (show higher item difficulties) than therapists at admission and discharge. Therapists and workers report similar magnitudes of improvement following treatment program. These findings challenge the belief that injured workers may unreliable source for monitoring therapeutic outcomes. Self-report measures have the advantage of conserving therapist time for treatment (versus evaluation). While the therapist and self-report ratings are comparable at discharge, there is less consistency at admission. Comparable therapist-worker ratings may be achieved by controlling for rating severity using IRT methodologies.

• Journal of Internet of Things and Convergence
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• v.3 no.2
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• pp.33-39
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• 2017

The purpose of this study is to analyze the characteristics of talents required in electronic companies in the 4th industrial revolution. we conducted a network analysis on the key talent of the companies presented in over 100 job announcements to companies in the electronics industry. The results of the study are as follows. First, electronic companies showed the most favored creative talents, preferring collaborative talent and challenging talent. Second, looking at the core definitions of talent, change, response, problem solving, performance creation, communication, challenge, professionalism, enthusiasm, development, aggressiveness and spontaneity were used. In other words, key keywords emerging from the 4^th industrial revolution were being used continuously. Third, in the Centrality analysis, talented people who emphasize humanity also appeared. Based on the study, it suggested that manpower training of the 4^th Industrial Revolution.

• The Journal of the Korea Contents Association
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• v.17 no.11
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• pp.70-81
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• 2017

The aim of this study is to understand the effects of a self-leadership program on career recognition and self-efficacy in adolescents under probation. As a result, it was discovered that the self-leadership program had statistically significant differences in self-understanding, the understanding of work and the job world, setting a career goal and strategies in the sub-area of career recognition in adolescents under probation while there was no significant difference in the area of attitudes and values of work. The self-leadership program had statistically significant differences in confidence, self-regulated efficacy among the sub-area of self-efficacy of the subjects while there were no significant differences in the difficulty of the challenge. These results suggest that the self-leadership program had significant effects on career recognition and self-efficacy in adolescents under probation. In order to improve the career recognition and self-efficacy in adolescents under probation, further studies on the self-leadership program are needed and care should be paid to its usability.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.14 no.3
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• pp.924-942
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• 2020

The facial expression is diverse and various among persons due to the impact of the psychology factor. Whilst the facial action is comparatively steady because of the fixedness of the anatomic structure. Therefore, to improve performance of the action unit recognition will facilitate the facial expression recognition and provide profound basis for the mental state analysis, etc. However, it still a challenge job and recognition accuracy rate is limited, because the muscle movements around the face are tiny and the facial actions are not obvious accordingly. Taking account of the moving of muscles impact each other when person express their emotion, we propose to make full use of co-occurrence relationship among action units (AUs) in this paper. Considering the dynamic characteristic of AUs as well, we adopt the 3D Convolutional Neural Network(3DCNN) as base framework and proposed to recognize multiple action units around brows, nose and mouth specially contributing in the emotion expression with putting their co-occurrence relationships as constrain. The experiments have been conducted on a typical public dataset CASME and its variant CASME2 dataset. The experiment results show that our proposed AU co-occurrence constraint 3DCNN based AU recognition approach outperforms current approaches and demonstrate the effectiveness of taking use of AUs relationship in AU recognition.

• International Commerce and Information Review
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• v.17 no.1
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• pp.115-134
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• 2015

Stable economic growth and job creation through the attracting companies is a major challenge for local governments. Companies are asked to select a place to invest and finally considering the conditions. Local governments will take advantage of a variety of incentives to attract companies the means to overcome the unfavorable position relative to conditions. Investment incentives should be applied differently depending on the investment objective, investment, corporate investment period. However, Local governments has developed a similar promotion activities through support under the same legal system. This does not result in a substantial investment activities. In this study, we derive the Introduction of differentiated support system for Gangwon Province. In particular, logistics and waste water treatment cost support, upward adjustment of training subsidies were looking for concrete improvements in the investment support system.

• Journal of the Korean earth science society
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• v.35 no.5
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• pp.375-384
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• 2014

The number of students choosing science, technology, engineering, and mathematics (STEM) related careers are declining. Thus it became a worldwide challenge in the $21^{st}$ century. As public images of the engineers are unfavorable and inaccurate, misconceptions and stereotypes about engineers are prevailing. The purpose of this study was to investigate elementary school students' perceived mental and pictorial images of engineers and the nature of engineering work. This study involved 512 fifth and sixth grade students (Boys: 287 and Girls: 225) from four elementary schools at one of metropolitans in South Korea. The Draw An Engineer-Korean version (DAE-K) was developed based on Draw an Engineer (DAE) and Draw a Scientist (DAS), and Song and Kim (1999)'s instruments. A pilot-tested was conducted with 33 elementary students prior to the main study. The students were asked to answer how they think the engineers would be, to draw an engineer at work, and to write the engineer's personal information and the job description. Engineers were perceived as a person fixing, building, manufacturing, working outdoors in labors' clothes such as a robe. Engineers were shown with building tools, robots, airplanes, machines, conveyor belt, etc. Moreover, compared to the scientists, engineers were perceived as less intelligent, less imaginative, and less accurate. The results of this study revealed that elementary school students had a lack of accurate images of engineers. Students' current perceived images of engineers could help educators find the baselines for the future engineering education in elementary schools. In addition, the findings of this study could also contribute to the development of engineering education in terms of gender issues, STEM career choice, and even cultural diversity.

• Journal of Korea Game Society
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• v.13 no.2
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• pp.39-48
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• 2013

In MMORPGs(Massively Multi-player Online Role-Playing Games) a large number of players actively interact with one another in a virtual world. Therefore MMORGs must be able to quickly process real-time access requests and process requests from numerous gaming users. A key challenge is that the workload of the game server increases as the number of gaming users increases. To address this workload problem, many developers apply with distributed server architectures which use dynamic map partitioning and load balancing according to the server function. Therefore most MMORPG servers partition a virtual world into zones and each zone runs on multiple game servers. These methods cause of players frequently move between game servers, which imposes high overhead for data updates. In this paper, we propose a new architecture that apply with an arithmetic server dedicated to data operation. This architecture enables the existing game servers to process more access and job requests by reducing the load. Through mathematical modeling and experimental results, we show that our scheme yields higher efficiency than the existing ones.

• The Journal of Fisheries Business Administration
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• v.49 no.4
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• pp.69-81
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• 2018

The fishing vessel buyback program, that is, the project of fishing vessel reduction is a complex challenge that needs to take into consideration for both fishing resource protection and industrial restructuring. By the way, the fishing vessel buyback program in Korea is still poorly fruitful and there are few applications for the project in the country. For example, the buyback program of this nation has some problems like uncertainly set goals, conflicts among targets, no flexibility in the program implementation, low participation in the project and lack in follow-up actions. To solve these problems, this study offers the following alternatives. First, it is setting up detailed targets for fishing vessel buyback. Those targets should be what can be actually driven under policy support, such as reduction in illegal fishing, decrease in an exact number of fishing vessels and decline in fishing capacity rather than what seem to be comprehensive such as protection of coastal or offshore fishery and industrial restructuring. Second, it is taking measures for the livelihood of those who would face disadvantages due to fishing vessel reduction. Those measures providing or supporting the re-education and re-employment of fishery workers and building up systems that help the workers transfer fishing to another job. Third, it is adopting the governance system that overcomes lacks in communications between the fishing vessel buyback program and improves the performance effectiveness of that program. Here, governance means that businesses and authorities concerned in the program interact and cooperate with one another in making and implementing policies related to the project of fishing vessel reduction and assessing the results of that project. Fourth, it is taking actions for fishery reorganization after the fishing vessel buyback program. Factors that can be considered as those actions include supporting fishery workers' cost of fishing vessel reduction, decreasing and modernizing fishing fleets and improving the quality of fishing equipment. In conclusion, the fishing vessel buyback program should be prepared with comprehensive actions or measures that can cope well with a variety of problems that may be arisen from it while keeping itself on the track of its original goals.

• The Korean Journal of Franchise Management
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• v.7 no.2
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• pp.5-14
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• 2016

Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.