• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.5
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• pp.143-158
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• 2021

The purpose of this study is to suggest a direction for enhancing the mutual trust level between employees and managers by examining the effect of job satisfaction of electric power companies's employees and performance-oriented remuneration paid to them on awareness level of organizational justice and a trust in manager. Based on a significant positive relationship between employee's job satisfaction and trust in a manager, a significant positive relationship between employee's job satisfaction and perception of organizational justice, and a positive relationship between organizational justice and trust in manager, it was possible to confirm the mediating role of organizational justice between job satisfaction and a trust in manager. In addition, although performance-oriented remuneration did not have a significant effect on trust in manager directly, it was found to have a significant negative effect on distributive justice and procedural justice, but for interactional justice did not appear to have a significant influence. Because the autonomy of the labor budget is quite limited due to the government's total regulation on the size of the labor budget for public enterprises and due to the government's evaluation of management of public enterprises, it can be explained as having a negative effect on the perception of organizational justice. In addition, since the partial mediating effect of distributive justice and interactional justice was confirmed in the relationship between job satisfaction and trust in manager, the mediating effect of procedural justice was insignificant, it was confirmed that the need to establish and operate an internal HR management system based on smooth communication that employees can satisfy and accept can have a significant impact on trust in manager. On the other hand, because the negative complete mediating effect of distributive justice and procedural justice between performance-oriented remuneration and trust in manager was significantly confirmed, It is showing that employees' negative perceptions of performance distribution procedures and distribution results had a negative effect on trust in manager. The results of this study suggest that employees will perceive the organization as fair, and trust the manager who is the decision maker, when they are fully rewarded for their performance, with job satisfaction, a fair evaluation of their efforts, even if there are various factors that can influence managers to be trusted by their employees.

• Proceedings of the Korean Institute of IIIuminating and Electrical Installation Engineers Conference
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• 2008.05a
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• pp.309-312
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• 2008

In this paper, we investigated electric safety manager's PL recognition and accident occurrence of electric power facilities(power cable, transformer, circuit breaker) in electric installation for private use. The target of questionnaire survey is 450 electric installations for private use, 154 responded the questionnaire among these and it occupied 35.8%. Most of receiving voltage were 22.900kV. The questionnaire survey says that 58% of electric safety manager knew well about PL contents and 42% of them did not recognize about PL contents, About the PL application of electrical facility accidents, 82.4% of them must applied PL law, 5.8% of them did not need the PL law. Reason of PL application occupied 64% for stability of electrical facility and product, 19% for prevention of same accident. The accident of transformer occupied most and the power cable accident were much next. The questionnaire survey results, electric safety managers are interested in PL content. thev expected necessity of PL application about electrical accident strongly.

• Journal of the Korean Institute of Illuminating and Electrical Installation Engineers
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• v.22 no.9
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• pp.40-46
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• 2008

In this paper, we investigated electric safety manager's PL recognition and accident occurrence of electric power facilities in electric installation for private use. The target of questionnaire survey is 450 electric installations for private use, 154 responded the questionnaire among these and it occupied 35.8[%]. The questionnaire survey says that 58[%] of electric safety manager knew well about PL contents and 42[%] of them did not recognize its. 82.4[%] of them must applied PL law in electric installation, 5.8[%] of them did not need the PL law. Reason of PL application occupied 64[%] for stability of electrical facility and product, 19[%] for prevention of same accident. The accident of transformer occupied most and the power cable accident were much next. The questionnaire survey results, electric safety managers are interested in PL contents, they expected necessity of PL application about electrical accident strongly.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.32 no.1
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• pp.64-77
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• 2022

Objectives: The purpose of this study is to objectify the level of case management performance and the factors influencing performance, to improve the case management performance at the Korea Worker's Compensation & Welfare Service (KWCWS) on the basis of the recognition of the objective realities of case management by job coordinators at the KWCWS, to develop a model of case management fit for the KWCWS, and to provide a basis for establishing guidelines for standardized case management. Methods: A total of 156 questionnaires were distributed to job coordinators at the KWCWS's headquarters, six regional headquarters, and 55 branches. One hundred forty-one questionnaires were collected and 126 were analyzed statistically using SPSS 21.0. Factor analysis and reliability analysis were conducted to verify the validity and reliability of the main measurement items in the research model. Frequency analysis was conducted for general characteristics of survey subjects. Frequency analysis or descriptive statistics were conducted to identify the level of independent variables (case manager's individual variables, job variables, institutional and organizational variables). Dependent variables (case management performance) and the degree of correlation were analyzed through correlation analysis between research variables. Multiple regression analysis and hierarchical regression analysis were conducted to examine the effect of independent variables on case management performance. Results: The results of the study showed that the level of overall performance in the five stages of case management was ordinary, with an average level of 3.45 on a 5-point scale. Levels of performance by step were institutional approach and intake (3.69), assessment (3.63), goal setting and intervention planning (3.46), implementation of intervention plan (3.32), and evaluation and termination (3.20), in that order. The explanatory power of case management performance (overall) by case managers with the KWCWS was case manager's institutional and organizational variables, job variables, and individual variables, in that order. At each stage of case management, the explanatory power of a case manager's institutional and organizational variables was found to be the greatest. The model changes at each stage of case management assume similar aspects statistically. In hierarchical regression analysis, it was institutional support that had a significant effect on case management performance (overall), and institutional support had the greatest effect. The results of multiple regression analysis in which all variables are input simultaneously showed that institutional support and expertise as well as self-efficacy had a positive effect. However, case management work experience, expertise (technology), and autonomy were found to have a negative effect during the stage of case management performance. Conclusions: As a result of the study, it was confirmed that raising the case manager's expertise and support from the institution and organization are important factors to improve the level of case management performance. The research also derived practical ways of reinforcement of case manager capacity, institutional and organizational support, operation of rehabilitation-case management teams, and occupational health-related aspects.

• Journal of the Korea Society of Computer and Information
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• v.14 no.2
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• pp.1-8
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• 2009

Today the use of RFID is extended in medical. circulation market, manufacture, security field, etc. Besides, the book-lending and the attendance management system are on an increasing trend in the use of RFID The developed dormitory management system is composed of a support program, a room management program, a manager program, and a mobile program etc.. In the support program a student(or a manager) can see his(or all member's) entrance and exit history. The room management program decides whether a student can enter the dormitory or not and manages the use of the power after or inquiring a RFID's input tag information into database server. The manager program is able to input and modify a room state and the fixtures information in the room required to operate the room management program, to set up and retrieve a student's entrance and exit information and a room state information. The mobile program enables a manager to check student's identity whether he is in or out, and the manager can know the personal information of being out in detail.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.199-214
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• 2016

There is a negotiation between management and labors about paying incentive at the every end of the year. This result causes the conflict between management and labors. The successful operation of incentive system is based on respect and common benefit between workers and managers. The manager-trust is the power of leading reciprocality. This research started from the issues of companies with incentive system at this year. This research analysed the influence of manager-trust by the fairness of incentive system. and how HRM system affects the manager-trust through the strength of the HRM system. It appeared in a survey that shows the fairness of incentive system and manager-trust effect positive matter. As a result of the control effect in the strength of the HRM system, the relationship between distributive justice and manager-trust shows that Distinctiveness, consistency, and consensus have the control effect. Although the Distinctiveness has control effect, consistency and consensus didn't have control effect in the relationship between perceptual justice and manager-trust.

• Proceedings of the KIPE Conference
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• 2013.11a
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• pp.227-228
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• 2013

The paper is related to smart maximum power system based on program logic. Especially, this system compares the total demand power with the target power by using the signal from the digital kilo watt meter. Based on the power information by the maximum power control equipment the consumed future power is anticipated. In addition, through consumed future power the controllable target power is set, and it applies on the maximum power control equipment. User or manager would control the load efficiently through the simple programming which could control load based on the control sequence and relay. So this system could control load more efficient and stable. Also the conventional load control circuit is not needed. Therefore, it is possible to improve the simple system configuration, which is resulted in cost effective and time saving. So this system is anticipated on time and coast.

• The Transactions of the Korean Institute of Electrical Engineers P
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• v.63 no.3
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• pp.189-194
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• 2014

Due to the increasing of power consumption, it is difficult to construct accurate prediction model for daily peak power demand. It is very important work to know power demand in next day for manager and control power system. In this research, we develop a daily peak power demand prediction method based on hybrid type composed of AR and Neuro-Fuzzy model. Using data sets between 2006 and 2010 in Korea, the proposed method has been intensively tested. As the prediction results, we confirm that the proposed method makes it possible to effective estimate daily peak power demand than conventional methods.

• The Transactions of the Korean Institute of Electrical Engineers P
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• v.63 no.4
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• pp.307-311
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• 2014

Due to the increasing of power consumption, it is difficult to construct accurate prediction model for daily peak power demand. It is very important work to know power demand in next day for manager and control power system. In this research, we develop a daily peak power demand prediction method considering of characteristics of day of week. The proposed method is composed of liner model based on AR model and nonlinear model based on ELM to resolve the limitation of a single model. Using data sets between 2006 and 2010 in Korea, the proposed method has been intensively tested. As the prediction results, we confirm that the proposed method makes it possible to effective estimate daily peak power demand than conventional methods.

• Proceedings of the Korean Information Science Society Conference
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• 2005.11b
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• pp.625-627
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• 2005

사용자가 시간과 장소에 구애 받지 않고 컴퓨터를 자연스럽고 효율성 있게 사용할 수 있는 환경을 의미하는 유비쿼터스 컴퓨팅은 네트워크와 센서(Sensor), smart devices, 무선 통신과 smart middleware(UPnP(Universal Plug and Play), Jini, HAVi(Home Audio Video Interoperability) IEEE 1394, PLC (Power Line Communication) 등) 등을 기반으로 Smart Space를 만들 수 있다. 그러나 여러 종류의 가전제품들이 늘어나고 수많은 사용자들의 요구를 충족시키기엔 smart middleware의 단일 제어로는 처리가 불가능하여 본 논문에서는 이기종간의 미들웨어간의 상호작용을 위해 개발된 OSGi(Open Service Gateway Initiative) Spec. 3에서 제공하는 서비스 플랫폼(Service Platform)을 기반으로 사용자/디바이스 관리 및 분산 시스템 등의 취약점들을 보완하여 Smart Space상에서 효율적인 서비스 번들을 관리하기 위해 MASBM(Multi-Agent Service Bundle Manager)을 제안하였다.