• Journal of the Korea Convergence Society
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• v.10 no.4
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• pp.25-32
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• 2019

From the viewpoint of fire-fighting activities, public building have structural and management problems in fire, so evacuation disturbance and risk of expanding combustion are high. As a result of analyzing various fire fragile factors of public building, The evaluation areas were derived from safety systems, fire-fighting facility, structure safety, general safety and the evaluation factors were presented. Also, the characteristics of domestic and foreign certification systems were analyzed by comparing and analyzing the status of fire safety performance certification system for 6 domestic and overseas apartment houses. In conclusion, the 5 convergence directions of certification system and 22 evaluation items by 4 evaluation fields were derived, and based on this, we have established 3 convergence introduction plans of fire safety performance certification system of public building.

• Journal of Information Technology Applications and Management
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• v.23 no.1
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• pp.61-77
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• 2016

This study derived research model about the influencing factors of the successful performance of smart work. Research model is composed of four perspectives: technology perspective like system quality and usage level of information technology, interaction perspective like innovational climate, institutional perspective like personnel evaluation, and individual perspective like self-control. This study collected 155 survey data from K public company and M global software company. As a result of data analysis, all of four perspectives influenced smart work performance. Technology perspective had the strongest effect on smart work performance, the second was institution perspective, the third was interaction perspective, and the last was individual perspective. In conclusion, smart work is not an IT project. We have to reconsider the thinking that just only the introduction of cutting-edge IT increases business performance. Smart work project should be pursued in harmony with institution and climate in the organizational perspective and self-control in the personal perspective. Also, to maximize business performance in smart work environment, organizations should strengthen the positive factors and overcome the negative factors.

• Journal of The Korean Society of Agricultural Engineers
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• v.61 no.4
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• pp.75-86
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• 2019

Recently, natural disasters due to abnormal climates are frequently outbreaking, and there is rapid increase of damage to aged agricultural infrastructure. As agricultural infrastructure facilities are in contact with water throughout the year and the number of them is significant, it is important to build a maintenance management system. Especially, the current maintenance management system of pumping and drainage stations among the agricultural facilities has the limit of lack of objectivity and management personnel. The purpose of this study is to develop a performance evaluation model using the factors related to performance degradation of pumping and drainage facilities and to predict the performance of the facilities in response to climate change. In this study, we focused on the pumping and drainage stations belonging to each climatic zone separated by the Korea geographical climatic classification system. The performance evaluation model was developed using three different statistical models of POLS, RE, and LASSO. As the result of analysis of statistical models, LASSO was selected for the performance evaluation model as it solved the multicollinearity problem between variables, and showed the smallest MSE. To predict the performance degradation due to climate change, the climate change response variables were classified into three categories: climate exposure, sensitivity, and adaptive capacity. The performance degradation prediction was performed at each facility using the developed performance evaluation model and the climate change response variables.

• Journal of Auto-vehicle Safety Association
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• v.9 no.1
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• pp.6-12
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• 2017

Regulation for the testing and operation of automated vehicles on public roadways has been recently developed all over the world. For example, the licensing standards and the evaluation technology for automated vehicles have been proposed in California, Nevada and EU. But specific safety evaluation scenarios for automated vehicles have not been proposed yet. This paper presents safety evaluation scenarios for extraordinary service permission of automated vehicles on highways. A total of seven scenarios are selected in consideration of safety priority and real traffic situation. Six scenarios are relevant with lane keeping and one scenario is relevant with lane change. All scenarios are developed based on existing ADAS evaluation scenarios and repeated simulation of automated vehicle algorithm. Safety evaluation factors as well as scenarios are developed. The safety factors are based on existing ADAS ISO requirements, ADAS safety factors and current traffic regulations. For the scenarios, a hunter vehicle is needed in addition to automated vehicle evaluated. The hunter vehicle performs multiple roles like preceding vehicle, cut-in vehicle and so on. The hunter vehicle is also automated vehicle equipped with high performance GPS, radar and Lidar. All the scenarios can be implemented by driving a lap on a KATRI ITS test track. These scenarios and safety evaluation factors are investigated via both a computer simulation and an experimental vehicle test on the test track. The experimental vehicle test was conducted with two automated vehicles, which are the evaluated vehicle and the hunter vehicle.

• The KIPS Transactions:PartA
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• v.9A no.1
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• pp.45-52
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• 2002

This paper proposes the fuzzy closed RCMP queueing network model using fuzzy set theory for the performance evaluation of centralized distributed processing system with ambiguous system factors in the network environments. This model can derive the measures for system performances such as the job spending time, the system throughput, average job number and server utilizations using fuzzy mean value analysis which can process the fuzzy factors. Computer simulation has been performed centralized distributed system with fuzzy service requirement time for verifying the effectiveness of derived equations of performance evaluation according to the numbers of clients, and the results were analyzed. The proposed model provides more and flexible realistic than performance evaluation of conventional method when we evaluated system performance with ambiguous factors.

• The Korean Nurse
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• v.31 no.5
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• pp.53-64
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• 1992

A nurse is give much weight in the professions of hospital.The effective achievement of a goal of hospital organization needs to get nurses to contribute the structure positively through the rational personnel management of the nurses.The operation of performance rating system is necessary to improve because the nurses hold negative opinions about the resonable management of that system in most Korean hospitals.Therefore, the prupose of this research was to suggest an efficient method to solve the problem in connection with the management of nurses performance rating system.The results of the study are summarized as follows.1. As the performance rating implies the evaluation of employee's functional accomplishment and ability, and essential condition of the job was surveyed according to the job analysis of nursing activities and nurse position.That is to say, Nusrses' performances and capability is estimated in comparision with the condition of the job. 2. It is required adequacy for evaluation factors in performance rating.That is, $\circled1$ as for those who work in psychiatry or newborn baby room they should be appraied in terms of different factors from those applicable to whom work in a general staffs. $\circled2$ Evaluation factors should be concrete so that the quality and quantity of work and the potential ability of them can be correctly appraised. 3. In order to realize the object of perfamance rating system, the training on chief nurses are quite important. Also, careful practices and continuous supplementary training are required before the system is introduced.First of all, the appropriate evaluation can be mad by continuing to record the rating objects every day for the purpose of obtaining the objectivity of rating. 4. In course of transfering of the position and training, the induction of self-rating system and presentation of self-description is required to supplement functionally the performance rating system. 5. For the efficiency of nurses' performance rating system, the results of performance rating system must be reflected in promotion, allocation and training course, which makes the nurses have the motives and the organization accomplish the goal of modern nursing through its activation.

• Structural Engineering and Mechanics
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• v.71 no.6
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• pp.643-656
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• 2019

A new seismic design methodology was proposed for precast concrete diaphragms. This methodology adopts seismic design factors applied on top of current diaphragm design forces. These factors are aimed to produce diaphragm design strengths aligned with different seismic performance targets. These factors were established through extensive parametric studies. These studies used a simple evaluation structure with a single-bay rectangular diaphragm. The simple evaluation structure is suitable for establishment of the design factors over comprehensive structural geometry and design parameters. However, the application of the design factors to prototype structures with realistic layouts requires further verification and investigation. This paper presents diaphragm design of several precast concrete parking structures using the new design methodology and verification of the design factor through nonlinear dynamic time history analyses. The seismic behavior and performance of the diaphragm were investigated for the precast concrete parking structures. It was found that the design factor established for the new design methodology is applicable to the realistic precast concrete parking structures.

• Journal of Distribution Science
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• v.17 no.11
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• pp.5-15
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• 2019

Purpose: This study aimed to empirically demonstrate how self-esteem, self-efficacy, locus of control, and neuroticism, which is core self-evaluation factors of door-to-door salespersons within food and cosmetic retail industry, affected the sales performance of female salespersons via job satisfaction and organizational commitment. Research design, data and methodology: Using a 23-item questionnaire constructed based on previous studies, this study selected six domestic door-to-door sales companies and conducted a 1:1 face-to-face survey with female door-to-door salespersons belonging to branches and agencies in Seoul and the capital region. The data of 208 respondents were analyzed. The results of path analysis based on structural equation modeling and mediation analysis through the Sobel test were presented. Results: Self-efficacy and locus of control had the largest effect on job satisfaction and organizational commitment, respectively. Neuroticism, however, did not significantly influence job satisfaction and organizational commitment. Overall, core self-evaluation factors positively affected sales performance via job satisfaction but not via organizational commitment. Conclusions: This study found that factors which were oriented to female salespersons' ability and sales goals, such as self-efficacy and job satisfaction, were considered important in managing them in the door-to-door sales-distribution channels. In the future, policies should be developed for managing female door-to-door salespersons to help them achieve job satisfaction.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.510-523
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• 2012

The purpose of this study is to evaluate an airline service training program based on the CIPP model. Evaluation areas were divided into context, input, process, and product. We analyzed the factors which influenced program satisfaction and recommendation of the training program. Two hundred and one learners who participated in an airline service training program were selected for a survey. The results of this study are as follows. The factors which positively influenced training satisfaction were educational goals in context evaluation, interaction between learners and instructors, managing programs in process evaluation, and training performance in product evaluation. The factor which negatively influenced training satisfaction was human resources in input evaluation. On the other hand, the factors which positively influenced training recommendation were educational goal, assessing needs in context evaluation, interaction between learners and instructors, supporting programs in process evaluation, and training performance in product evaluation. The factor which negatively influenced training recommendation was assessing needs in context evaluation. The results of this study are expected to make an important contribution to the development of service training programs in airlines.

• Journal of the Korean Operations Research and Management Science Society
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• v.40 no.1
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• pp.185-198
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• 2015

This study drew performance management factors analyzed a causal link between acceptance and satisfaction of performance management to present the method for promoting acceptance on the performance management system that most of the public enterprises, government-affiliated organizations are implementing. To achieve this, qualitative analysis and quantitative analysis were conducted in parallel through in-depth case studies and surveys. The results of this study are as follows. First, the analysis of the performance management factors with preceding studies shows that performance management indicators, performance management operations and performance management communications. Second, from the causal relationship of performance management factors affecting performance management acceptance reveals that performance management operation has statistical significance. Third, the analysis of the effect of performance management factors on the management satisfaction shows that operation and indicator of the performance management have statistical significance and reflecting the performance indicators to business, adequacy of target level, training, system support and CEO's Leadership have been revealed as important variables to the management satisfaction. Fourth, the result of the analysis on casual connection between acceptance and satisfaction of the performance management shows that improving management acceptance has a direct impact on satisfaction because performance management receptiveness were deemed statistically significant. Fifth, the result of the in-depth case studies on improving performance management acceptance shows that public enterprises have been putting in an effort to design indicators and try to encourage internal member's involvement during the monitoring and evaluation. The quantitative analysis based on survey has turned out that performance management operation and performance management indicators have statistical significance. The qualitative analysis by in-depth analysis shows that public enterprises put a lot of effort to performance management indicators and communication between internal members. As a result, commitment to performance management operation is required to improve the performance management acceptance. In other words, a detailed implementation plan for training, information system support, and CEO's leadership has to be established and ought to be pushed.