• The Journal of Korea Robotics Society
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• v.18 no.4
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• pp.419-426
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• 2023

Assembly tasks are difficult to fully automate due to uncertain errors occurring in unstructured environments. When assembling parts such as electrical connectors, advances in grasping and assembling technology have made it possible for the robot to assemble the connectors without the aid of humans. However, some parts with tight assembly tolerances should be assembled by humans. Therefore, task sharing with human-robot interaction is emerging as an alternative. The goal of this concept is to achieve shared autonomy, which reduces the efforts of humans when carrying out repetitive tasks. In this study, a task-sharing robotic system for assembly process has been proposed to achieve shared autonomy. This system consists of two parts, one for robotic grasping and assembly, and the other for monitoring the process for robot-human task sharing. Experimental results show that robots and humans share tasks efficiently while performing assembly tasks successfully.

• Nuclear Engineering and Technology
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• v.56 no.10
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• pp.4437-4445
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• 2024

During the process of bilateral teleoperation, operators not only need to perform complex maintenance tasks but also have to constantly monitor the safety of the operation, leading to reduced operational efficiency. Therefore, in this paper, we introduce a shared autonomous scheme that intervenes in the operator's command input when necessary, autonomously ensuring the safe operation of the manipulator by employing a rolling horizon planning controller based on Nonlinear Model Predictive Control (NMPC). This controller considers the motion boundaries and collision avoidance constraints of the manipulator, accompanied by the design of corresponding objective functions. To validate the effectiveness of the proposed method, we conduct tests on collision-free trajectory tracking and comprehensive performance with collision constraints, confirming the feasibility and excellent performance of the approach.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.12
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• pp.5786-5799
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• 2012

In this era of the knowledge-based economy, the most important issue that we faced is the management of the knowledge workers who is the main source of enterprise. There has been a big issue on the organizational commitment recently which is the idea of how much employees have a positive affection to the enterprise they work for and also how much time, knowledge and energy employees are willing to invest for their company success. Improving this concept would provide a meaningful implication in managing the knowledge workers. This research which is based on previous studies, it aims to control the effect on the organizational commitment by Shared Leadership which puts the job characteristics of knowledge workers into a dominant factor. As a result of the study, among the several job characteristics, autonomy and a feedback had a positive effect on the organizational commitment. Shared Leadership as a moderating variable, has shown an affirmative effect on autonomy, a feedback, and problem solving as an independent variable and on the organizational commitment as a dependent variable. However, related to the job complexity, it did not show a notable influence. Also, the Shared Leadership has shown a favorable impact on the feedback and problem solving, but barely effected on autonomy or job complexity.

• Proceedings of the IEEK Conference
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• 2004.08c
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• pp.739-742
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• 2004

The term 'Grid' refers to systems and applications that integrate and manage resources and services distributed across multiple control domains. Resource sharing is, necessarily, highly controlled, with resource providers and consumers defining clearly and carefully just what is shared, who is allowed to share, and the conditions under which sharing occurs. In this paper, we design and implement a grid access control system, called PGAM. This system works on heterogeneous resources, can be applied to the additional service development and its service, provides template account management mechanism, and tries to ensure site autonomy. This system is implemented to increase portability and to be tit tll any kind of economic model.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.4
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• pp.625-639
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• 2003

Purpose: The Purpose of this study was to identify the relationship between managerial characteristics of the nursing organization and organizational effectiveness. Method : The data were gathered from the self-reported questionnaires of 717 nurses who work for eight different general hospitals located around Seoul and Kyounggi province. The period of data collection was from December 12 to December 7, 2002. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, and ANOVA with SAS & SPSS Program were used. Result : 1) Managerial Characteristics of the Nursing Organization were positively related to all of the organizational effectiveness. Transactional leadership were negatively related to all of the organizational effectiveness. 2) 'Shared Value' and 'Communication' showed a significant difference except religion. 'Autonomy' showed a significant difference except religion, major field of practice. 'Job Motivation' showed a significant difference except marital status, religion. 'Transformational leadership' showed a significant difference except marital status, religion, major field of practice. 3) 'Job satisfaction' showed a significant difference except religion, major field of practice. 'Organizational commitment' and 'Organizational citizenship behavior' showed a significant difference except religion. Conclusion : From the above results, the highly perceived with managerial characteristics of the nursing organization is very implicative to enhance the organizational effectiveness.

• KDI Journal of Economic Policy
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• v.31 no.1
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• pp.27-69
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• 2009

This paper studies the logic of fiscal constraints and fiscal autonomy in a political agency model with both moral hazard and adverse selection. The electoral process not only disciplines incumbents who may act against the public interest but also opts in politicians who are most likely to act along voters' interests. We characterize perfect Bayesian equilibria under shared tax system and fiscal autonomy with fiscal constraints for local public good provision. It is shown that the local voters' expected welfare under fiscal autonomy is higher than under shared tax system if the same fiscal constraints are applied. In order to examine the effects of party's candidate selection processes on the behavior of local politician and national politician, we extend the model to an environment where local politician can compete for the candidacy of national assembly with incumbent national politician. If local politician wins majority of votes against incumbent national politician, then he can move on to serve as a national politician. Otherwise, his political career will end as a local politician. It is the gist of this primary system portrayed by this setup that local politician and national politician compete to garner more votes. Therefore, primary system as a candidate selection mechanism enhances local residents' welfare compared to top-down candidate selection processes.

• Journal of Korean Academy of Nursing
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• v.42 no.4
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• pp.453-465
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• 2012

Purpose: The study was done to develop a shared decision-making scale for end-of-life patients in Korea. Methods: The process included construction of a conceptual framework, generation of initial items, verification of content validity, selection of secondary items, preliminary study, and extraction of final items. The participants were 388 adults who lived in one of 3 Korean metropolitan cities: Seoul, Daegu, or Busan. Item analysis, factor analysis, criterion related validity, and internal consistency were used to analyze the data. Data collection was done from July to October 2011. Results: Thirty-four items were selected for the final scale, and categorized into 7 factors explaining 61.9% of the total variance. The factors were labeled as sharing information (9 items), constructing system (7 items), explanation as a duty (5 items), autonomy (4 items), capturing time (3 items), participation of family (3 items), and human respect (3 items). The scores for the scale were significantly correlated among shared decision-making scale, terminating life support scale, and dignified dying scale. Cronbach's alpha coefficient for the 34 items was .94. Conclusion: The above findings indicate that the shared decision-making scale has a good validity and reliability when used for end-of-life patients in Korea.

• International Journal of Contents
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• v.7 no.4
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• pp.70-76
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• 2011

The purpose of this study was to investigate charter school principals' perception on the transformational leadership practices in New York State. The data generating sample consisted of 44 charter school principals. Descriptive statistics and multiple regression were employed to analyze the data. The results were as follows: first, the transformational leadership practices of charter school principals were in the moderate to high categories, and the greatest gap was on Inspiring a shared vision leadership practice. Second, there were no statistically significant relationships between the leadership practices and the demographic variables of: gender, age, ethnicity, and level of education of principals. However, a positive relationship was found between both the Modeling the way and Encouraging the heart leadership practices and the educational level of charter school principals. Third, there was a significant relationship between the Inspiring a shared vision leadership practice of charter school principals and prior experience as a school principal.

• Journal of Korean Academy of Nursing Administration
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• v.2 no.1
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• pp.17-33
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• 1996

The primary purpose this descriptive study was to identify, describe, and compare the patterns of shared governance and nursing unit culture in the hospital settings. The secondary purpose of the research was to identify, describe whether the participation style or responsibility style of nursing management activities shared through nurses in a consistent way. Methodology included survey and in-depth interviews with a total 145 members of 15 nursing units in 3 hospitals. One was a national hospital, another was a corporation hospital and the other was a teaching hospitals. Conclusions from this research included the following: 1. The degree of shared governance in nursing management activities was the highest in the corporation hospital. 2. In the participation style of nursing management activities, 'all participation' was the highest in the corporation hospital. 'Nursing administration only' was the highest in the national hospital. 3. Distribution of responsibility style differed from that of participation style. Three hospitals showed high in nursing management activities such as 'nursing administration only' and 'head nurse only' style. 4. Five experts surveyed showed that the ideal level of nurses' participation in nursing management activities was a traditional nursing governance pattern. 5. There was a distinct difference in the nursing unit culture throughout the institutions in the professional growth. 6. There was no significant difference in the same nursing units of three hospitals in nursing unit culture. According to these results, the following implications can be made; 1. In nursing administration, there should be an emphasis on preparing staff nurses' potential decision-making ability through continuing education so that staff nurses' autonomy and responsibility will be developed and increased. 2. It is necessary to develop a strategic nursing unit for improving nursing quality in hospital setting. 3. The relationship of shared governance, nursing unit culture and nursing outcome should be researched further.

• The Research Journal of the Costume Culture
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• v.24 no.6
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• pp.825-838
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• 2016

The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.