• Journal of the Korean Institute of Intelligent Systems
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• v.5 no.3
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• pp.36-51
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• 1995

An approach to robot hybrid position/force control, which allows force manipulations to be realized without overshoot and overdamping while in the presence of unknown environment, is given in this paper. The manin idea is to used dynamic compensation for known robot parts and fuzzy compensation for unknown environment so as to improve system performance. The fuzzy compensation is implemented by using rule based fuzzy approach to identify the unknown environment. The establishment of proposed control system consists of following two stages. First, similar to the resovled acceleration control method, dynamic compensation and PD control based on known robot dynamics, kinematics and estimated environment stiffness is introduced. To avoid overshoot the whole control system is constructed with overdamping. In the second stage, the unknown environment stiffness is identified by using fuzzy reasoning, where the fuzzy compensation rules are obtained priori as the expression of the relationship betweenenvironment stiffness and system. Based on the simulation result, comparison between cases with or without fuzzy identifications are given, which illustrate the improvement achieced.

• Journal of Electrical Engineering and Technology
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• v.10 no.1
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• pp.30-40
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• 2015

For a shunt power quality controller (SPQC) the DC side voltage value which is closely related to the compensation performance is a significant parameter. Buy so far, very little discussion has been conducted on this in a quantitative manner by previous publications. In this paper, a method to design the DC side voltage of SPQC is presented according to the compensation performance in the single-phase system and the three-phase system respectively. First, for the reactive current and the harmonic current compensation, a required minimal value of the DC side voltage with a zero total harmonic distortion (THD) of the source current and a unit power factor is obtained for a typical load, through the equivalent circuit analysis and the Fourier Transform analytical expressions. Second, when the DC side voltage of SPQC is lower than the above-obtained minimal value, the quantitative relationship between the DC side voltage and the THD after compensation is also elaborated using the curve diagram. Hardware experimental results verify the design method.

• Journal of Korean Society for Quality Management
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• v.49 no.3
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• pp.313-326
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• 2021

Purpose: Prior studies have sought to find antecedent to improve firm performance. However, research on compensation systems and employees' psychological mechanisms have been relatively limited. In this sense, this study has investigated the impact of compensation gap between TMT and employees on firm performance, and explored the factors that affect the above relationship. Specifically, this study analyzed the direct impact of compensation gap on firm performance. In addition, the process of compensation gap to firm performance is assumed to be significantly influenced by employees' recognized promotion system and satisfaction with TMT. Therefore, we examined moderating effects of both promotion probability and opportunity, and satisfaction with TMT on the relationship between compensation gap and firm performance. Methods: For empirical test, financial variables were collected from TS-2000 database, and moderating variables were collected form Job Planet for listed firms in Korea. We conducted hierarchical regression analysis to test hypotheses. Results: The findings of empirical analysis are as follows. First, compensation gap between TMT and employees had a positive effect on firm performance. Second, when promotion probability and opportunity was high, the effect of compensation gap on firm performance was strengthened. Third, when satisfaction with TMT was high, the positive effect of compensation gap on firm performance was also strengthened. Conclusion: Our findings have expanded prior research on human resource management and labor relation by identifying the positive role of compensation gap between TMT and employees on firm outcome. Moreover, our results also indicated that promotion probability and opportunity, and satisfaction with TMT, which has not been addressed well in previous studies, were important conditions enhancing the positive relationship between compensation gap and firm performance. Finally, this study suggest several theoretical and managerial implication with future research direction.

• The Transactions of the Korean Institute of Electrical Engineers D
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• v.54 no.2
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• pp.97-103
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• 2005

Most car navigation systems(CNS) estimate the vehicle's location using global positioning system(GPS) or dead reckoning(DR) system. However, the estimated location has undesirable errors because of various noise sources such as unpredictable GPS noises. As a result, the measured position is not lying on the road, although the vehicle is known to be restricted on the road network. The purpose of map matching is to locate the vehicle's position on the road network where the vehicle is most likely to be positioned. In this paper, we analyze some general map matching algorithms first. Then, we propose a map matching method using compensation vectors to improve the performance of map matching. The proposed method calculates a compensation vector from the discrepancy between a measured position and an estimated position. The compensation vector and a newly measured position are to be used to determine the next estimation. To show the performance improvement of the map matching using compensation vectors, the real time map matching experiments are performed. The real road experiments demonstrate the effectiveness and applicability of the proposed map matching.

• Journal of the Institute of Electronics and Information Engineers
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• v.54 no.8
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• pp.115-122
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• 2017

In this paper, we propose a novel power factor compensation system using slidac. The proposed power factor compensation system compensates the power factor by adjusting the output voltage of the slidac. In the conventional power factor compensation system using capacitor bank method, the power factor compensation error occurs depending on the load condition due to the limitation of the compensation capacitor capacity. However, the proposed system can finely change slidac output voltage applied to the capacitor, therefore power factor can be compensated up to 100% without error. We compare the proposed system with the conventional system, and confirm that the proposed system has excellent power factor compensation performance through simulations and experiments. If the proposed power factor compensation system is applied to an industrial field, a power factor compensation performance can be maximized. As a result, it is possible to reduce of electricity prices, reduce of line loss, increase of load capacity, ensure the transmission margin capacity, and reduce the amount of power generation.

• Management & Information Systems Review
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• v.35 no.1
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• pp.173-188
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• 2016

The introduction and operation of compensation committee can affect managers' incentive-compensation system. In this context, The purpose of this paper examines whether managers' pay-performance sensitivity is affected by the quality of the compensation committee(compensation committee size, the proportion of outside directors on the compensation committee, the proportion of directors with 2 or more non additional board seats on the compensation committee) To test this hypothesis, we use a sample of 260 firm-year observations between 2001-2013. The results are as follows. Firstly, we find that no significant relevance between the compensation committee size and pay-performance sensitivity. But the proportion of outside directors on the compensation committee and the proportion of directors with 2 or more non additional board seats on the compensation committee is positively associated with both pay-earnings based performance sensitivity and pay-stock based performance sensitivity. Secondly, we find that the integration quality of the compensation committee is positively associated with both pay-earnings based performance sensitivity and pay-stock based performance sensitivity. Overall, our analysis suggests that compensation committee are important mechanism in the design of efficient incentive-compensation system.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.24 no.1
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• pp.15-21
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• 2020

In this paper, the observation performance of the electro-optical telescope system which surveils the unknown space objects, is analyzed by the Modeling & Simulation(M&S). The operation concept for the observation of the unknown space objects using two telescope systems is considered and the M&S models are constructed. Based on the operation concept for observing the unknown space objects, the estimated orbit is generated by Initial Orbit Determination(IOD) and the observation performance is analyzed according to the offset compensation cycle for the estimated orbit. The result of the M&S based analysis in this paper shows that the observation performance increases with the shorter offset compensation cycle, and decreases with the longer offset compensation cycle. Therefore, to improve the performance of the telescope system which surveils the unknown space objects, the observation system with accurate initial orbit determination or shorter offset compensation cycle should be designed and constructed.

• Journal of Institute of Control, Robotics and Systems
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• v.17 no.9
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• pp.947-953
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• 2011

Radome aberration error causes degradation of miss distance as well as stability of high maneuver missile system with RF seeker. A study about radome compensation method is important in this kind of missile system design. Several kinds of methods showed good compensation performance in their paper. Proposed adaptive Particle filter estimates line of sight rate excluding the radome induced error. This paper shows effectiveness of adaptive Particle filter as compensation method of radome aberration error. Robust performance of this filter depends on external aiding measurement, target acceleration. Tuning of system error covariance can make this filter unsensitive against the error of target acceleration information. This paper demonstrates practical usage of adaptive Particle filter for reducing miss distance and increasing stability against disturbance of radome aberration error through performance analysis.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.27 no.4
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• pp.33-41
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• 2004

This study examines the relationship between multiple sales force management practices and performance within each of Miles & Snow (1978)'s strategy types and Walker & Ruekert (1987)'s strategy types. The findings are as follows : First, Prospectors seem to be associated with increased performance when they are utilizing a relationship selling strategy, internal sales force, moderate levels of supervision, outcome-based control system and incentive-oriented compensation system. Second, Analyzers seem to be associated with increased performance when they are utilizing a relationship selling strategy, internal sales force, outcome-based control system to deal with the instability in their strategic focus. Third, Low Cost Defender seem to be associated with increased performance when they are utilizing a relationship selling strategy, external sales force, low levels of supervision, outcome-based control system and salary-oriented compensation system. Fourth, Differentiated Defenders seem to be associated with increased performance when they are utilizing a relationship selling strategy, high levels of supervision, balanced (outcome+behavior) control system and salary-oriented compensation system.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.523-530
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• 2016

The main purpose of this study is the comprehensive review of the compensation system that affects the employee's job satisfaction and turnover intention. This study is mainly designed to review previous studies of the impact of compensation system, and suggest meaningful implications in relation to firm's performance. It is clarified that compensation is positively related to firm's performance, and the perceived equity mediates the relationship between compensation and performance. It is suggested that an empirical research should be done based on the formulated propositions of this research.