• 수산해양교육연구
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• 제16권2호
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• pp.238-256
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• 2004

As the UN Fish Stocks Agreement has come into effect since 2001, the actual enforceable management on fish stocks in high seas has started. The Regioanl Fisheries Organizations (RFOs) have emerged as management bodies with a real responsible right to manage fish stocks. RFOs establish a strong and strict management rules providing a fishing right only to member countries and preventing all fishing activities from fishing vessels of non-member countries. In addition, RFOs have an own allocation way of fishing opportunity in their waters so that they can prevent the depletion of fish stocks. It is investigated that deep-sea fisheries have a negative impact from strengthening of RFOs' management right. As the amount of catch is reduced by the control of fishing vessel's activities, the level of fishing revenue becomes low. Moreover, as fishing costs such as oil, fishing fees, labor cost increase significantly, the condition of fishing business is getting worse as a result. In order to gain a fishing right for deep-sea fishing vessels in RFOs waters, there is no other alternative way but become a member of RFOs which are relevant to our fisheries but not joined.

• 융합보안논문지
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• 제17권5호
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• pp.87-92
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• 2017

MANET은 이동 노드들이 무선으로 연결되어 스스로 구성되는 네트워크로서 그룹 통신을 위한 분야에도 다양하게 적용되어 왔다. 하지만 노드들의 이동으로 인한 동적인 토폴로지는 그룹 통신에 참여하는 노드들에 대한 위치 정보 유지가 어려워 라우팅 실패가 빈번히 발생하고 있다. 그리고 멤버 노드들에 대한 정보를 관리하기 위한 높은 오버헤드로 인해 네트워크 성능이 떨어지는 문제점을 가지고 있다. 본 논문에서는 멤버 노드들의 관리가 유연하고 신뢰성이 높은 위치기반 2-tier 가상그룹을 이용한 멀티캐스트 기법을 제안하였다. 제안한 기법에서는 네트워크를 셀룰러 존으로 구성하여 노드들의 위치정보를 이용한 가상그룹을 구성하였다. 가상그룹내 멤버 노드들에 대한 위치정보 관리의 오버헤드를 최소화하기 위하여 가상그룹 관리 노드를 선정하였다. 가상그룹 관리 노드는 멤버 노드들의 관리와 멀티캐스트 데이터 전송시 신뢰성을 높이기 위하여 멤버 노드들의 패킷 전송률을 측정한 후 전송률이 낮은 게이트웨이 노드를 경로 설정시 배제하도록 하였다. 제안한 기법의 우수한 성능은 AMRoute 기법, PAST-DM 기법과 비교 실험을 통해 확인할 수 있었다.

• 한국경영과학회지
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• 제38권2호
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• pp.179-196
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• 2013

This paper examines the difference in compensation structure between family firms and non-family firms in Korea. A manager's compensation is an important means of motivating a manager to make decisions for shareholders by mitigating conflicts of interest between them. However, the role of a manager's compensation can be weakened in family firms for the following reasons. First, a family member manager has fewer conflicts of interest, compared to a non-family member manager. Second, a family member manager has an intrinsic incentive to increase a firm's value (i.e., family wealth). Finally, a family member manager can monitor non-family member managers more effectively. For the reasons, the agency problem will be less severe in family firms and subsequently the role of compensation will be reduced. The empirical results show that pay-performance sensitivity is smaller in family firms than in non-family firms. The main result is robust to variations such as changes in family ownership, the definition of a family firm, and control variables. Furthermore, this paper compares the pay-performance sensitivity of Chaebol family firms with that of other firms. The result shows that the sensitivity is higher for Chaebol family firms, compared to that in other family firms and non-family firms.

• 산업융합연구
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• 제8권2호
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• pp.61-77
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• 2010

The purpose of this study is to examine the relationship between justice factors and organizational citizenship behavior through the role of leader-member exchange. It is expected that leader-member exchange was mediated on the relationship between justice factors and organizational citizenship behavior. According to this result. leader-member exchange mediate between justice factors and organizational citizenship behavior, also justice factors direct effected to organizational citizenship behavior. Resultingly organizational citizenship behavior effected on justice factors and leader-member exchange. And mediated effect of leader-member exchange was positively related to between justice factors and organizational citizenship behavior As a result, this study is to be more useful to manage employees in organization.

• 한국식생활문화학회지
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• 제20권1호
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• pp.21-34
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• 2005

The purpose of the study to examine the requirement of food service statistical account. the questionnaire was composed of two part: the traits of food service statistical accounts by USA and Japan and demographic characteristics. 325 questionnaires were distributed by mail to the member of Korean Food service Management Society and Korea university and college Culinary Management Faculty Association and 92 questionnaires were returned. the data was completed using the SPSS for frequency, mean, t-test, and ANOVA test. As a result of the follows. the 23 traits showed a high priority placed. Seeing the category, Number of customer, unit volume, solid waste, and information technology and application were higher than employee information. Comparing company members to academic members, both of them thought that dimension of unit, sales result, and number of customer. However, company member group indicated that employee information was important.

• 디지털융복합연구
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• 제18권2호
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• pp.313-321
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• 2020

본 연구는 중소병원 간호사의 소명의식, 회복탄력성, 리더-구성원 교환관계 및 간호업무환경 간의 관계를 파악하여 간호사의 인력유지관리 프로그램 개발의 기초자료를 제공하고자 시도되었다. 중소병원 간호사를 대상으로 구조화된 설문지를 통해 조사하여 자료를 수집하였다. 연구결과 소명의식은 회복탄력성, 리더-구성원 교환관계, 간호업무환경과 정적 상관관계가 있었으며 회복탄력성은 리더-구성원 교환관계, 간호업무환경과 정적 상관관계가 있었다. 리더-구성원 교환관계와 간호업무환경도 정적 상관관계가 있었다. 이에 중소병원 간호사의 개인적 측면에서 소명의식과 회복탄력성을 높일 수 있는 동기부여 프로그램을 개발하는 것이 필요하다. 또한 조직적 측면에서 리더-구성원 교환관계와 간호업무환경을 개선하기 위해 병원 관리자의 지속적인 리더십 강화프로그램이 필요하다.

• 한국정보교육학회:학술대회논문집
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• 한국정보교육학회 2021년도 학술논문집
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• pp.247-252
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• 2021

Coursera, edX 등 원격 교육 플랫폼으로 촉발된 온라인 교육의 질적 성장으로 온라인 플랫폼을 통한 평생교육의 수요가 증가하였다. 이에 부응하여, 우리나라도 정부 기관, 지자체에서 다양한 평생교육 지원 제도와 사이트를 만들었다. 각 지원 제도와 사이트의는 각각의 회원 정보 수집 체계를 만들었다. 학습자의 정보를 체계적으로 수집하고 이용하기 위해서는 각 시스템들의 통합된 회원 관리 체계가 필요하다. 따라서 국가 수준의 평생교육 지원 시스템들의 회원 정보 수집 현황을 분석하였다. 이를 바탕으로 시스템들이 공통적으로 수집하는 회원정보와 개별적으로 수집하는 정보를 구분한다. 통합 회원 체계의 바탕이 되는 항목들을 갈무리하는 데 도움을 줄 것이다.

• 지식경영연구
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• 제15권4호
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• pp.35-56
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• 2014

This study examined the effect of perceived risk, an under-explored area in the knowledge sharing literature. We proposed that employee perceptions of risk relate positively with their knowledge sharing behaviors (donating and collecting), and examined the mediating role of impression management strategies in the hypothesized relationships. We also explored the moderating effect of leader-member exchange (LMX) in the relationship between perceived risk and impression management strategies. Valid and reliable self-report and supervisory evaluation measures were collected from a sample of 251 railroad employees in safety-sensitive positions. The results indicate that perceived risk was not significantly associated with knowledge sharing, but rather the risk perception impacts were indirect through impression management strategies such as exemplification and supplication. The study also found that LMX has no moderating effect on the perceived risk and impression management strategies. In discussing these results, we present significant insights in terms of subjective risk judgment as a potential mechanism which can encourage organizational politics.

• Fisheries and Aquatic Sciences
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• 제13권4호
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• pp.320-323
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• 2010

Two penaeoid shrimps, Hadropenaeus lucasii (Bate, 1881) and Sicyonia truncata (Kubo, 1949), were collected from the northeastern waters of Jeju Island, Korea. These represent the only Korean reports of a member of the genus Hadropenaeus, family Solenoceridae and of a member of family Sicyonidae, respectively. Morphological descriptions and illustrations with a color photograph of each species are given. Korean Penaeoidea presently includes 27 species in three families.

• 산업경영시스템학회지
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• 제28권4호
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• pp.1-6
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• 2005

This study is to investigate empirically the turnover awareness of key member working in Research & Development Division in high technology electronic R&D institute. Through the analysis of 106 questionnaires and individual depth interview with key member who is evaluated as core researcher and developer in their working project or has good results in the last 2-3 years, this study obtains the practical informations on the understandings of their professional consciousness and extend of turnover awareness etc. The findings are as follows. Two-thirds of the researcher has the mind of turnover to improve job stability and develop their career. They have an self-awareness that they are key member as a core competent person in working project and their organization, but are dissatisfied with the underestimation of their performances that are not recognized by the organization as they expected level. And the result indicates that many of them haven't find their visions in their organization.