• The Journal of Information Systems
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• v.23 no.2
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• pp.91-107
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• 2014

In computer-mediated idea generation where contributions can be anonymous, the ability to accurately monitor performances is limited, inducing social loafing. Prior research has suggested that social loafing is likely an important factor in reducing task performance. Researchers have theorized that loafing could be minimized if clear performance feedback is provided. Our prior study evidences a substantial performance gain by the provision of real time performance information about who is contributing and who is not. However, our prior study incorporated the quantity feedback only to create a larger pool of ideas based on the long-standing assumption (i.e., quantity breeds quality), not considering the quality feedback. As a result, taking advantage of anonymity in the form of pseudonymity, individuals in almost all groups exhibited a tendency of self-presentation by capitalizing on ideas of which quality was low and even frivolous (i.e., junk comments) toward the later stages of the session. Thus, we have learned that the quantity performance feedback alone does not have enough restrictiveness to consistently control the performance behavior throughout the session. Since a process chart allows participants to monitor process variation by comparing new performance data to past performance data, we incorporated real-time visual process performance feedback to reveal performance histories by connecting the sequence of idea quality scores in a time-series format. Using this environment, a laboratory experiment was conducted with five-member groups that examined the influence of both identifiability (i.e., anonymity versus pseudonymity) and process performance feedback (i.e., yes or no) in a $2{\times}2$ factorial design. The result showed that groups in the process performance feedback treatment outperformed groups in the no feedback treatment. Additionally, process performance feedback and identifiability interacted such that groups in the process performance feedback/pseudonymity treatment had the highest performance. The implications of these findings for future research, as well as the implications for the design of group idea generation procedures are discussed.

• The Journal of Information Systems
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• v.26 no.4
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• pp.1-15
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• 2017

Purpose Through the provision of real time performance information about who is contributing and who is not in Electronic Brainstorming, prior studies evidenced a significant performance gain. However, it has been observed that the quantity-based performance feedback alone does not have enough restrictiveness to guide the performance behavior throughout the idea generation session. We included the notion of goal setting into the process performance feedback mechanism in an effort to regulate performance behavior and to better understand why individuals in Electronic Brainstorming are not obtaining enough stimulation benefits in the group interaction process. Design/methodology/approach We had developed real-time visual process performance feedback and modified to include goal setting. This mechanism visually displays individuals' performances two-dimensionally (quality for each idea vertically and quantity of ideas horizontally along with their goals). As individuals' contributions accumulate, the mechanism reveals performance histories by connecting the sequence of ideas in a time-series format, telling stories of individuals' performances. Then, we compared the performance outcome from this study with the outcomes from two prior studies (i.e., Jung et al., 2010 and Jung, 2014). Findings The results showed that the inclusion of goal setting into the process performance feedback solved the issue in the previous study. That was the lower than expected magnitude of performance enhancement of process performance feedback when compared to that of quantity-based feedback. It appears that goals as a motivational technique provide standards for systematic self-evaluation, serving as a cue to regulate performance behavior by strengthening the linkage between effort and performance. Thus, goals seem to set up a self-fulfilling prophecy, preconditioning better performance. However, the outcome still showed that its performance magnitude is unsatisfactory because the outcome of this study turned out to be close to the outcome of just quantity-based performance feedback in Jung et al.'s (2010) study.

• The Journal of the Korea Contents Association
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• v.14 no.12
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• pp.655-664
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• 2014

Recently, many organizations are utilizing the team system. However, researches on a technique for efficient and effective feedback to improve a team performance is few. This study compared the relative effects of individual and group feedback on the quantity and quality of work performance. The task was to type English documents on a PC computer and both the number of words typed (quantity) and the percentage of correctly typed words (quality) were measured. Mixed design was adopted and 48 participants were randomly assigned to either individual or group feedback condition. Each group consisted of three participants and completed four sessions together. Under the individual feedback condition, each participant was provided with information on his/her own work performance, while under the group feedback condition, three participants were provided with information on their total work performance. Results showed that both feedback were effective to increase the quantity of performance. However, the effect size of treatment was more high under the group feedback than individual feedback. In addition, the accuracy of typed words was significantly improved only under the group feedback condition. Therefore, the group feedback was more effective and efficient than individual feedback to increase team performance. However, more studies are needed to generalize these results, especially, it is necessary to consider the cultural differences and type of task in the future studies.

• Journal of Internet Computing and Services
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• v.21 no.1
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• pp.231-236
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• 2020

This paper addresses the analysis method about optimal performance and required quantity for Mission-Based drones. In the case of drones, although scientific verification of operational performance and quantity of demanded, such as total flight time, total operation time, and appropriate required quantity, is required depending on the operation concept, there is no methodology for analyzing them systematically. That is the reason this research was carried out. Through the suggestion and study about Mission-Based six step analysis method and, this study can present the optimal ROC (Required Operational Capability) and the required quantity based on the operational concept of drones, and technical and economic effects were suggested.

• The Journal of Information Systems
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• v.29 no.2
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• pp.265-286
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• 2020

Purpose Among various psychosocial factors, negative social comparison, attention blocking to stimuli, and cognitive interference via information overload are considered most critical in hindering the effective performance improvement of computer-based idea generation. Given that the effect of negative social comparison along with a plausible solution based on the notion of performance feedback and goal setting has been successfully addressed, this study focused on the remaining issues of "attention blocking to stimuli and cognitive interference via information overload" and attempted to find a way to alleviate the effect of such process losses on performance. Design/methodology/approach A 2 × 4 between-subjects design was used, crossing cognitive ability (high and low) and personality (extroversion and introversion). Five subjects per each treatment were randomly selected to make the sample size equal. The group simulator was used to measure individual-level performance. The dependent variables were the quantity of and quality score of ideas. The manner by which these performance measures were operationalized was consistent with prior studies. An additional analysis using the number of diverse ideas was also conducted. Findings Three arguments were made in this study: (1) high cognitive individuals would perform better than low cognitive individuals, (2) extraverted individuals would perform better than introverted individuals, and (3) cognitive ability and personality would interact such that individuals in Q1 would have the highest performance. Cognitive ability had an effect on quality not quantity. Personality had an effect on both quantity and quality. An interaction between cognitive ability and personality was not found due to small sample size despite the use of the group simulator.

• Journal of Korean Society of Water and Wastewater
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• v.18 no.6
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• pp.715-723
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• 2004

The quantity of residuals generated from water treatment plants depends upon the raw water quality, dosage of chemicals used, performance of the treatment process, method of sludge removal, efficiency of sedimentation, and backwashing frequency. Sludge production by the physical separation of SS occurs under quiescent conditions in the primary clarifier, where suspended solids are allowed to settle and to consolidate on the clarifier bottom. Raw primary sludge results when the settled solids are hydraulically removed from the tank. The relative solid and liquid fractions of a slurry are most commonly described by the solids concentration, expressed as mg/L or percent solids. The purpose of the present investigation is to estimate a suitability on the design capacities of residuals treatment facilities by the quantity of dewatered sludge generated from water treatment plants.

• Journal of Information Technology Applications and Management
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• v.15 no.4
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• pp.123-136
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• 2008

This study tried to find out the effect of change management on the ERP performance in small and medium size companies. Communication, BPR management, education and training were selected as independent variables which might bring an effect on ERP performances which were classified as quality and quantity one. Structure equation model was built and analyzed with AMOS 5.0 version from data gathered through 127 companies which already implemented ERP systems. The result of this study shows that all the three independent variables give positive impacts on two dependent variables, which means change management is critical when small and medium size companies want to implement ERP systems.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.10
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• pp.6004-6013
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• 2014

The research on resource sharing in the diversification field is concerned mainly with sharing, but there has been little interest in resources. This research examined resource sharing with the main variables and logics of resource-based view. Based on a survey of 263 affiliates of 35 diversified firms, the impacts of resource quantity, resource quality, and resource exploitability on inter-affiliate resource sharing were hypothesized and verified. To confirm the performance implications of resource sharing, the impacts of the combination of resource quantity and resource sharing, the combination of resource quality and resource sharing, and the combination of resource exploitability and resource sharing on the affiliate performance were also hypothesized and verified. According to the empirical results from multiple regression analyses, resource sharing increases in the order of low resource quantity, high resource quality, and high resource exploitability. The performance was advanced in resource sharing under a low resource quantity and resource sharing under high resource exploitability, but it was not advanced in resource sharing under high resource quality. The results highlight the need for a further study on why the resource quality and resource exploitability affect resource sharing in the opposite directions, as expected in the hypotheses, why resource sharing under high resource quality does not lead to high performance, even though resource quality increases resource sharing, and what they would be if resources are subdivided by the types.

• Proceedings of the Korea Concrete Institute Conference
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• 2000.10a
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• pp.155-160
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• 2000

In this paper, we investigated quality properties for the expansive of the CaO-$CaSO_4$ family which used to compensate dry-shrinkage in the floor mortar of On-Dol heating System. This experimental study established the mix condition with quantity of the expansive and is to investigate the relativity between the compress strength and the length change and the relativity between the chemical properties and the length change with the analysis of the physical and chemical properties. As a result of the study, the expansive is controlled by more the CaO than the $CaSO_4$. The relativity between the compress strength and the length change is expressed by exponential function, showing that if the expansive performance is increased, the compress strength is decreased. And the relativity between the chemical properties and the length change is only relative the quantity of the F-CaO among the chemical properties, is expressed by the second order function, showing that if the F-CaO is increased, the expansive performance is increased.

• Design & Manufacturing
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• v.13 no.3
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• pp.41-47
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• 2019

In conventional machining, the use of cutting fluid is essential to reduce cutting heat and to improve machining quality. However, to increase the performance of cutting fluids, various chemical components have been added. However, these chemical components during machining have a negative impact on the health of workers and cutting environment. In current machining, environment-friendly machining is conducted using MQL (minimum quantity lubrication) or cryogenic air spraying to minimize the harmful effects. In this study, the injection nozzle that can combined injecting minimum quantity lubrication(MQL) and cryogenic gas was designed and the shape optimization was performed by using computational fluid dynamics(CFD) and design of experiment(DOE). Performance verification was performed for the designed nozzle. The diameter of the sprayed fluid at a distance of 30 mm from the nozzle was analyzed to be 21 mm. It was also analyzed to lower the aerosol temperature to about 260~270K.