• Journal of the Korean Institute of Gas
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• v.4 no.2 s.10
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• pp.52-57
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• 2000

This paper suggests the evaluation sheet to ensure the objective and detailed information based on a classification table of PIF (Performance Influencing Factor). And this paper shows the results of HEP(Human Error Probability), using a quantitative method with the evaluated data as a result of estimating the likelihood of . human errors in the gas industry facility together with the evaluation sheet. Finally, these results are programmed to be operated in personal computer so that field workers an apply it in easy and convenient manner. The results of this study offer two key benefits; sharing reliable information on human errors with the Data Base and establishing a strategy to reduce human errors as well as to improve working proficiency.

• Journal of the Korean Institute of Gas
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• v.18 no.4
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• pp.68-75
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• 2014

It is necessary to control and evaluate human factors to reduce economic loss by major accident in toxic gas facilities. Conventional works to evaluate hazards have been focused on mechanical and systematic failure, while only a little works have been studied on managing human errors. In this work, a classification system of performance shaping factor (PSF) was suggested to consist human error in managing accident in the toxic gas facilities. Four types of PSFs (human, system, task characteristics, and task environment) were collected, reviewed, and analyzed to be categorized selected according their characteristics of situational, task, and environmental parameters. The PSFs were further modified to set up PSF systems adequate to evaluate human error, and the proposed system to consist PSFs to evaluate human error was further studied through accident analysis in toxic gas facilities.

• Korean Journal of Human Ecology
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• v.13 no.6
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• pp.917-926
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• 2004

This study examines the effects of consumer counseling education on the work performance and work satisfaction of consumer counselors, controlling the effects of other variables. The results of this study is as below: First, approximately 70% of consumer counselors have not had any education pertinent to their work. The level of work performance was highest in listening to customers' complaints, and then consistence of counseling work and explanation for counseling were next. Professionality was the last in order. Second, consumer counseling education did not affect the work performance. Instead, the number of counselors and work experience, along with whether the counselor majored in consumer studies, were more likely to increase the performance. Finally, educating counseling skills did not affect the level of work satisfaction. Instead, the work performance affected the level of work satisfaction. The number of workers and income were positively related with the level of work satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.9
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• pp.35-48
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• 2019

This study examined the effects of the job environment factors for window bakery employees in Jeju on the management performance. The job environment factors, which were human environment, working environment, facility environment, welfare environment, and convenient environment, affected the management performance of window bakery employees in Jeju. Economic performance, customer performance, and employee performance were the major factors influencing the management performance. The working environment (.176) and convenient environment (.227) affected the economic performance. The customer performance depended on the human environment (.147) and working environment (.095). Furthermore, the employee performance was affected by the human environment (.195), working environment (.135), and welfare environment (.129). These results indicated that the management performance of window bakery employees in Jeju was influenced by the job environment, particularly the working environment. Therefore, it is necessary to improve the working environment by providing pleasant humidity, good ventilation, and efficient working flow place to window bakery employees.

• Proceedings of the KSR Conference
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• 2010.06a
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• pp.2021-2028
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• 2010

Rail human factors research has grown rapidly in both quantity and quality of output over the past few years. Human factors, also, still plays a significant part in many railway accidents. In this paper we review categorized performance shaping factors of human errors associated with railway accidents within and out of the country. This paper deals with the selection of the important performance shaping factors under accident management situations in railway for use in the assessment of human errors. The purpose of this study is to classify which human error would be selected for accident analysis. Therefore, the classification of human errors suggested in this study may be useful to enhance the Korean railway system safety.

• Journal of the Korean Institute of Gas
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• v.7 no.2 s.19
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• pp.42-47
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• 2003

To prevent major accident from toxic gas release, explosion, or fire in chemical processes, it needs dynamic control of human error with mechanical failure. Although most of major accidents occur with a coupling of human error and mechanical failure, numbers of researches have studied human error and mechanical reliability independently, but no where cross each other, to reduce the risk in the process. This work focuses on the coincidence of human error and mechanical failure for management of human error, and on some important performance shaping factors to propose a method for improving safety effectively of the process industries.

• Biomedical Science Letters
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• v.26 no.4
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• pp.275-287
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• 2020

Since its introduction in the forensic field, quantitative PCR (qPCR) has played an essential role in DNA analysis. Quality of DNA should be evaluated before short tandem repeat (STR) profiling to obtain reliable results and reduce unnecessary costs. To this end, various human DNA quantification kits have been developed. Among these kits, the PowerQunat® System was designed not only to determine the total amount of human DNA and human male DNA from a forensic evidence item, but also to offer data about degradation of DNA samples. However, a crucial limitation of the PowerQunat® System is its high cost. Therefore, to minimize the cost of DNA quantification, we evaluated kit performance using a reduced volume of reagents (1/2-volume) using DNA samples of varying types and concentrations. Our results demonstrated that the low-volume method has almost comparable performance to the manufacturer's method for human DNA quantification, human male DNA quantification, and DNA degradation index. Furthermore, using a reduced volume of regents, it is possible to run 2 times more reactions per kit. We expect the proposed low-volume method to cut costs in half for laboratories dealing with large numbers of DNA samples.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.635-646
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• 2021

The objectives of this research are to establish and confirm the human resources competency components for listed companies in the Stock Exchange of Thailand. The sample group used in this research includes the company president, business owner, managing director, assistant managing director, general manager or human resources manager of 140 listed companies. The research instrument is a scale-estimated questionnaire. The obtained data were subjected to principal component analysis and were analyzed for the rotation of the perpendicular component using the Varimax method. Results were generated through the analysis of eight components, consisting of decision-making, creativity, strategic thinking, relationship and communication, teamwork, adaptability, self-management, and motivation. The research results demonstrate important components in human resource performance that are critical to the successful development of organizations. Organizations can apply these components to the development of human resource competencies in accordance with the operations that need to be adjusted to suit the changes that occur. These rapidly-changing conditions are important factors that can be studied and developed into variables and components that affect human resource performance in the future. As a result, organizations need to adjust to be well prepared to face problems and challenges in the harsh competitive environment in the future.

• Journal of Distribution Science
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• v.13 no.6
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• pp.71-78
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• 2015

Purpose - This study attempts to analyze whether or not there are characteristics among the top management of companies that promote corporate performance at venture companies. It investigates the characteristics of the human and social capital that are inherent in top management at a venture company and conducts an empirical analysis of hypotheses examining if these characteristics will affect utilization of the governmental R&D support system as well as affect the firm's initial success. Research design, data, and methodology - This study conducted theoretical and empirical research together to accomplish the goal of the study. The pilot study researched human capital and social capital as the independent variables; the governmental R&D support system as the parameter; and, the initial success as the dependent variable. The empirical study carried out research on the model, establishment of hypotheses, and the statistical treatment. A survey was conducted targeting top management of high-tech venture companies in Daedeok Innopolis; 500 questionnaires were distributed; and, 222 were collected. Results - The human and social capital inherent in top management at venture companies in the early stages of their existence become good evaluation data for those who are invested in similar resources. If top management includes strong human and social capital, access to external resources will be easier; these will have a positive influence on the selection of overnmental support systems; and, this proper support will also have a positive influence on the initial success of the venture company. The results revealed the following. First, it was found that when the educational level and functional background, (the top management human capital), are the output function, top management human capital had a significant influence on selection of governmental R&D support funds. Second, it was found that the internal social capital and external social capital, (the top management social capital), had a significant influence on selection of governmental R&D support tasks. Third, it was found that selection of the governmental R&D support tasks at the start of the venture company had a positive influence on the corporate financial performance such as sales, business profits, and the increase in workers; and, had a significant influence on nonfinancial performance such as market share, competitive position, product competitiveness, and the future product development. Conclusions - Selection of the governmental R&D support system is not recognized as part of the direct sales of a venture company in its early stages, but as it can reduce costs for technical development and helps significantly in creating test products and mass production, it has a positive influence on the company's financial performance and nonfinancial performance as a result. Therefore, companies should take great efforts to frequently be selected as a candidate in the governmental R&D support system, as it can help facilitate R&D that requires extensive funds. As a result, companies can expect effects such as job creation and patent applications and they can advance future product sales.

• Korean Journal of Social Welfare
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• v.49
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• pp.343-378
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• 2002

This study examines the organizational performance of human service organizations from the quality output perspective. Using the 2001 evaluation data about 89 community welfare centers in Seoul, this study attempts to identify the levels of the performance of human service organizations in Korea. This study also attempts to identify the factors that predict performance of human service organizations measured in terms of client satisfaction and experts' evaluation about the functioning of each center. Results are as follows: (1) when pooling 866 clients' satisfaction level into satisfaction score about each center, the average of client satisfaction about the centers is 3.42 at 4 points scale. (2) 41.6% of the community welfare centers is evaluated as "highly qualified" in its overall operation and functioning by the professional evaluation team, (3) the employee reward system(+), practice based on the program guideline manual(+), the portion of the government support grant in its budget(-), the overall employee salary level(-), the level of acquirement of program grants from external sources (-) are the predictors in explaining clients' satisfaction level, and (4) the level of professional expertise of the executive director(+), the level of professional supervision of middle managers(+), the employee reward system(+), the program need assessment(+), the level of client information system(+), the portion of government support grant(-), the overall employee salary level(-) are the predictors for "being highly qualified" in its overall operation and function of each center. Through the empirical analysis, this study provides valuable knowledge about organizational performance of community welfare centers from the quality output perspective. Finally, this study discusses implications for more effective and efficient organizational performance of community welfare centers in Korea.