• International Journal of Advanced Culture Technology
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• v.8 no.4
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• pp.51-57
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• 2020

A propeller-based seesaw system is a system that can represent one of axis of four propeller drones and its stabilization has been replaced by intelligent control system instead of often used control methods such as PID and state space. Today, robots are increasingly use machine learning methods to adapt to their environment and learn to perform the right actions. In this article, we propose a Q-learning-based approach to control the stability of a seesaw system with a propeller. From the experimental results that it is possible to fully learn the balance control of a seesaw system by correctly defining the state of the system, the actions to be performed, and the reward functions. Our proposed method solves the seesaw stabilization.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.1
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• pp.1-12
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• 2005

Purpose: The purpose was to analyze the effects of internal marketing activity factors on nurse's turnover intention, nursing task performance and nursing productivity. Methods: The subjects were 355 nurses who were working at the 3 universities hospital over 1 year. The instruments were used of internal marketing activity factors(Lee, 2001), turnover intension(Lee, 1995), nursing task performance(Park, 1988) and nursing productivity(McNeese-Smith, 1996). Results: The mean score of internal marketing activity factors was 2.79, education and training 2.97, individualization 2.93, communication 2.87, promotion 2.76, work environment 2.63, reward system 2.62, and management vision for employee 2.61. The turnover intention was 3.12, nursing task performance 3.49, and nursing productivity 3.38. The internal marketing activity factors were negatively correlated with turnover intention(r=-0.37, p<0.0001), and positively correlated with nursing task performance(r=0.29, p<0.0001) and nursing productivity(r=0.30, p<0.0001). The key predictor of turnover intension was reward system, education and training, communication, and salary. They explained 35.0% of the total variance. In nursing task performance, communication, management vision for employee, salary and unit explained 26.0% of the total variance. In nursing productivity, communication, reward, education and training, salary, and position explained 24.0%. Conclusions: To increase nurse's nursing task performance and nursing productivity and to decrease turnover intention, it is necessary to concentrate on improving communication and reward system in the internal marketing activity factors. Through these activities, the effectiveness of internal marketing strategies will be enhanced and finally, nursing organizational outcome will be increased.

• International Journal of Contents
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• v.4 no.3
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• pp.20-28
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• 2008

To obtain realistic performance measures for wireless networks, one should consider changes in performance due to failure related behavior. In performability analysis, simultaneous consideration is given to both pure performance and performance with failure measures. SRN is an extension of stochastic Petri nets and provides compact modeling facilities for system analysis. In this paper, a new methodology to model and analyze performability based on stochastic reward nets (SRN) is presented. Composite performance and availability SRN models for wireless handoff schemes are developed and then these models are decomposed hierarchically. The SRN models can yield measures of interest such as blocking and dropping probabilities. These measures are expressed in terms of the expected values of reward rate functions for SRNs. Numerical results show the accuracy of the hierarchical model. The key contribution of this paper constitutes the Petri nets modeling techniques instead of complicate numerical analysis of Markov chains and easy way of performance analysis for channel allocation under SRN reward concepts.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1996.04a
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• pp.438-441
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• 1996

The objective of this study is to select reward measure of improved business results. Grain sharing is defined as a compensation system that is designed to provide for variable compensation and to support an employee involvement process by rewarding the members of a group or organization for improvements in organizational performance. Gains, as measured by a predetermined formula, are shared with all eligible employees, typically through the payment of cash bonuses. Generally sales, profit, value-added, cost reduction portion and otherthings have been used as gains, otherwise improved business results, without any proof which is correlated to productivity improvement. This paper suggests which business result is fit reward measure for each business types and sizes.

• Educational Technology International
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• v.24 no.2
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• pp.115-141
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• 2023

The aim of this research is to understand the perceptions of primary and secondary teachers regarding educational resource sharing systems(ERS) by using a qualitative approach. This study conducted Focus Group Interview(FGI) with 20 primary and secondary school teachers. Interview data were analyzed through inductive content analysis method. The results are as follows. First, teachers placed significant emphasis on high-quality, convenient functions, and reward system for sharing resources. Specifically, teachers identified the necessity for a diverse array of materials, systematic categorization of these resources, and the provision of monetary compensation as essential components. Second, the study participants advocated strategies for revitalizing ERS including enhancing accessibility, constructing user-friendly features, increasing awareness, and establishing a reward system to incentivize the resource sharing. In particular, teachers proposed strategies such as developing mobile-based services and AIdriven data recommendation system. These results provide actionable insights for stakeholders engaged in the design, implementation, and evaluation of resource sharing platforms.

• Journal of The Korean Association of Information Education
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• v.10 no.3
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• pp.315-325
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• 2006

As a substitute for preventing school violence, the reward and punishment system has some problems such as different imposition basis for each teacher, ambiguity of applicable items, and difficulties in directing students in relation to parents of students. In this thesis, a reward and punishment points management system is implemented based on the web to solve the problems. The week point of the current system is complemented by separating the system into four parts, operating each part that is operated by administrators, teachers, students and their parents respectively and sharing their data. In addition, as each group of administrators, teachers, students and their parents is organically connected to the system, when special problems occur, the problems can be solved effectively. Therefore, if the implemented system is used in the field, the guidance of human nature is naturally conducted by understanding broadly for student's living guidance. Furthermore, it can be helpful to prevent students from school violence in advance.

• Proceedings of the Korea Contents Association Conference
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• 2007.11a
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• pp.197-200
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• 2007

Dynamic power management reduces the power consumption of the system by switching system components into different power states, which have different power consumption levels. The main function of a power management is to decide when to perform state transitions. In this paper, a power management model based on stochastic processes is introduced. This model is developed using SRN (Stochastic Reward Nets), which has facilities to represent system queue and various modeling functions.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.291-304
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• 2013

This study analyzed the effects of Employee Value Proposition (EVP) and the impotance of a job rotation system on the subjective career success. The total 379 samples were surveyed from employees engaging in domestic hotel enterprises located in Seoul using convenient sampling method. The result of this research is as followings. First, EVP has total 5 factors('career development,' 'affiliation,' 'work environment,' 'work content' and 'pay & reward') and job rotation has total 3 factors('individual capacity improvement,' 'procedural justice,' and 'career development'). Second, the results of hypotheses test using a series of multiple regression analysis indicate that EVP factors including 'career development,' 'affiliation,' 'work environment,' and 'work content' influence subjective career success. However, EVP factor of 'pay & reward' does not influence subjective career success. Similarly, EVP factors excluding 'pay & reward' affect a job rotation system. Lastly, a job rotation system positively affects subjective career success. Based on the analysis results, we could draw the importance of the non-financial reward instead of financial reward in the perception of employees' subjective career success. As a research implication, the importance of the creative organization culture was suggested in the conclusion section.

• Proceedings of the Korea Contents Association Conference
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• 2010.05a
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• pp.390-392
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• 2010

Mobile grid system supports the integration mobile devices as grid resources. Availability of mobile resources changes dynamically in mobile grid system. Stochastic reward nets (SRN) is an extension of stochastic Petri nets and provides compact modeling facilities for system analysis. We build the SRN model to represent availability of mobile resources with disconnected operation service.

• Proceedings of the KIEE Conference
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• 2004.07d
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• pp.2257-2259
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• 2004

Water Treatment Operation System is applied in most water treatment plants with DCS(Distributed Control System) or PLC(Programmable Logic Controller) system. But it has a lot of problems in viewpoint of cost and expansibilities. Therefore, we rose demand about a system that it was easier, convenient and a few costs. So, It was appeared at a Fieldbus as an alternative about this. It is used in ail industrial fields, but because of the economic reality that we can't removes the existing system, and cannot introduce new technology. Because it is actual to be hard to find an actual implementation reward and way of domestic fieldbus technology, we cannot be acknowledged with reliability in the industrial spot. Therefore, We is going to look into a fieldbus application reward in this paper. That is, We recognize structure and a kind of a fieldbus in a Chapter 2. And we is going to look into difference between a PLC method and fieldbus methods in a Chapter 3. Also, We are going to compare the system that used PLC with the system that used fieldbus (LonWorks). And the objects are JinAn and Wonju where a field bus was applied to.