• Journal of Global Scholars of Marketing Science
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• v.18 no.1
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• pp.115-139
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• 2008

Since financial crisis of IMF resulted in intensive competitiveness and adverse management environment, many hotel industries have responded it with restructuring. Since this restructuring is accompanied by reduction of employees, hence comes the recognition of justice in the procedure of restructuring. When the surviving employees in the restructuring process recognize unfairness in the procedure and practical operations, organization effectiveness can not be maintained due to losing trust of their employers. In this paper I will examine the relationship between validity of restructuring and compensatory programs for layoffs and surviving employees' trust of the employers. Also I will find out the relationship between remaining employees' trust of the employers and their job satisfaction and organization commitment. Through this relationship, we can prepare an alternative to reduce negative effect of restructuring. The hypotheses of this study are proposed as follows: H1: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their trust with a manager of the company is. H2: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their trust with a manager of the company is. H3: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their job satisfaction is. H4: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their job satisfaction is. H5: The higher surviving employees' recognition of procedural justice in restructuring process is, the higher their organization commitment is. H6: The higher surviving employees' recognition of distributive justice in restructuring process is, the higher their organization commitment is. H7: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their job satisfaction is. H8: The higher surviving employees' trust with a manager of the company in restructuring process is, the higher their organization commitment is. For the purposes of this study, employees working in luxury hotels located in Seoul were targeted. Self-administered questionnaires were distributed to those who consented with the investigation after explaining the purpose of the survey. A total of 500 questionnaires were distributed and 450 questionnaire were returned to the researcher for analysis. 430 of the returned questionnaires were used for analysis. As for the education for this survey, 250 junior college graduates or under (58.1%), 143 college graduates (33.3%) and 37 graduate school graduates (8.6%). As for the marital status, 315 persons (73.3%) are single and 115 are married (26.7%). As for the monthly income, 49 people (11.48%) are less than 2 million won, 148 (34.4%) are between 2 million and less than 2.5 million won, 153 (35.6%) are between 2.5 million to less than 3 million won, 80 (18.6%) are more than 3 million won. As for the workplace, 293 people (68.1%) work for the F&B department, 73 (17.0%) for rooms department, 41 (9.5%) for operation/ marketing department, 23 (5.3%) for account/ general affair department. As for the period of employment, 85 people (19.8%) are less than 5 years, 150 (34.9%) are between 6 to 9 years, 143 (33.3%) are between 10 to 14 years. and 52 (3.%) are more than 15 years. An exploratory factor analysis was used to survey validity and reliability of calculating tool on perceived values. This study used correlation between individual items and whole items and Cronbach's alpha value of multiple-item scale which is usually used to assess scale and reliability. Reliability of conceptual sub-dimension was assessed by basing on repeated procedure of correlation between individual items and whole items and factor loading. 1. Verification of correlation between validity of restructuring and trust This research showed that procedural and distributive justice of restructuring affects trust positively. The path coefficient between procedural justice of restructuring and trust is 0.719(t=10.135, p=0.000), and thereby the higher procedural justice results in higher trust. The path coefficient between distributive justice of restructuring and trust is 0.160(t=3.291, p=0.001), and thereby the higher distributive justice results in higher trust. Hence H1 and H2 are accepted. 2. Verification of correlation between validity of restructuring and job satisfaction The path coefficient between procedural justice of restructuring and job satisfaction is 0.179(t=2.202, p=0.028), and thereby the higher procedural justice results in higher job satisfaction. The path coefficient between distributive justice of restructuring and job satisfaction is 0.074(t=1.620, p=0.105), and thereby distributive justice of restructuring has no relationship with job satisfaction. Hence H3 is accepted, but H4 is removed. 3. Verification of correlation between validity of restructuring and organization commitment The path coefficient between procedural justice of restructuring and organization commitment is 0.188(t=2.466, p=0.014), and thereby the higher procedural justice results in higher organization commitment. The path coefficient between distributive justice of restructuring and organization commitment is 0.118(t=2.720, p=0.007), and thereby the higher distributive justice results in higher organization commitment. Hence H5 and H6 are accepted. 4. Verification of correlation between trust and job satisfaction The path coefficient between trust and job satisfaction is 0.610(t=6.736, p=0.000), and thereby the correlation has a meaningful result. Since the higher trust of the employer results in higher job satisfaction, H7 is accepted. 5. Verification of correlation between trust and organization commitment The path coefficient between procedural justice of restructuring and job satisfaction is 0.446(t=5.547 p=0.000), and thereby the higher trust of the employer results in higher organization commitment. Hence H8 is accepted. This research aimed to help the employers of hotel industries by analyzing the effects of validity of restructuring on employees' trust, job satisfaction and organization commitment. The research found that employer's validity of restructuring has significant affects on the degree of employee's trust with a manager, thereby reducing the negative effects of restructuring and enhancing organization commitment and job satisfaction. The principal purpose of this research is to confirm the correlation between employees' perceived validity of restructuring and their trust with a manager. Also whether this correlation results in competitive edge of the company is also investigated. It is also pointed out that employees had to participated the procedure of restructuring, sharing the philosophy and reason of restructuring. This participation and furthermore compensatory methods can reduce employees' anxiety of organization operations. Variable of trust appeared to have impact on intermediation effect between perceived variable of validity and job satisfaction, organization commitment, so that increase of trust with a manager plays an crucial role in increasing organization effectiveness. Since this research did not cover whole hotel industries which underwent restructuring, it showed a limit. Unlike previous studies which dealt with validity and trust of superior bosses, this research focussed on employers. Also the organization citizenship which is not considered in this study will be dealt with in the future study.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.20 no.10
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• pp.1927-1934
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• 2016

In this paper, we proposed a I-gate n-MOSFET (n-type Metal Oxide Semiconductors Field Effect Transistor) structure in order to mitigate a radiation-induced leakage current path in an isolation oxide interface of a silicon-based standard n-MOSFET. The proposed I-gate n-MOSFET structure was designed by using a layout modification technology in the standard 0.18um CMOS (Complementary Metal Oxide Semiconductor) process, this structure supplements the structural drawbacks of conventional radiation-tolerant electronic device using layout modification technology such as an ELT (Enclosed Layout Transistor) and a DGA (Dummy Gate-Assisted) n-MOSFET. Thus, in comparison with the conventional structures, it can ensure expandability of a circuit design in a semiconductor-chip fabrication. Also for verification of a radiation-tolerant characteristic, we carried out M&S (Modeling and Simulation) using TCAD 3D (Technology Computer Aided Design 3-dimension) tool. As a results, we had confirmed the radiation-tolerant characteristic of the I-gate n-MOSFET structure.

• Journal of Advanced Navigation Technology
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• v.22 no.1
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• pp.13-19
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• 2018

In this paper, we classified a flight pattern of unmanned aerial vehicle(UAV) which will be operating in UTM system and analyzed its flight pattern by purpose of use. Flight patterns of UAV are sorted into three patterns which are circling, monitoring and delivery. We considered four cases of industry areas using UAV which are agriculture, infrastructure monitoring, public safety & security(p.s.s) and delivery. It is necessary to build a simulation model as a verification tool for applying the flight pattern according to the use of UAV to the real UTM system. Therefore, we propose the simulation model of UAV with updating states over time. We applied simulation to UAV monitoring flight pattern, and confirmed that the flight was done by the given input data. The simulation model will be used in the future to verify that the UAV has various flight patterns and can operate safely and efficiently for the intended use.

• KIPS Transactions on Software and Data Engineering
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• v.5 no.12
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• pp.615-622
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• 2016

Automotive control software can be a source of critical safety issues when developers do not comply system constraints. However, a violation is difficult to identify in complicated source code if not supported by an automated verification tool. This paper introduces two possible approaches that check whether an automotive control software complies API call constraints to compare their performance and effectiveness. One method statically analyzes the source code and explores all possible execution paths, and the other utilizes a model checker to monitor constraint violations for a given set of constraint automata. We have implemented both approaches and performed a series of experiments showing that the approach with model-checking finds constraint violations more accurately and scales better.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.10 no.5
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• pp.812-820
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• 2006

Ethernet has been given a greater attention recently due to tendency of unifying most of transmission technique(not only LAN, but MAN and WAN) to ethernet. Performance evaluation was performed using C language for 10Gbps ethernet Data Link to design the optimum hardware, then internal FIFO size was evaluated. In this paper, MAC core for 10Gbps ethernet which contains high layer interface, transmit engine, flow control block, receive engine, reconciliation sublayer, configuration block, statistics block, and XGMII interface block was designed using VHDL language and Xilinx 6.2i tool and verified using Model_SIM 5.7G simulator. According to the specification of 10Gbps ethernet, MAC core with 64-bit data path should support 156.25MHz in order to support 10Gbps. The designed MAC core that process 64-bit data, operates at 168.549MHz and hence supports the maximum 10.78Gbps data processing. The designed MAC core is applicable to an area that needs a high-speed data processing of 10Gbps or more.

• Journal of the Institute of Electronics Engineers of Korea TE
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• v.37 no.1
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• pp.35-41
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• 2000

This paper considers the consturction of 24/25 I-NRZI (Interleaved - Non Return to Zero Inverse) modulator designs for DVCR (Digital Video Cassette Recorder), and size of validity bit in order to store the amplitude value of square-wave and the standard data ( sine and cosine coefficients) at ROM Table that to acceptable the spectrum standard. The validity bit size of the standard data and the amplitude value of square-wave that to store at ROM Table are affected the size of pilot signal on the output spectrum, and the hardware size of modulator. At the designable 24/25 I-NRZI modulator, we simulated using random pattern (F0,F1,F2) that to verification the output data of the spectrum. Moreover, the resultant of the spectrum analysis, at the optimizing value, is 0.065 on the amplitude value of square-wave, and 3bit on the size of bit in order to store the standared data at ROM Table. In order to verify the hardware of designable 24/25 I-NRZI modulator, we perform to modeling of C-language firstly, and coding to Verilog HDL (Cadence Verilog XL) and synthesized using Synopsys (Library "Samsung KG75") tool as a base of spectrum results. In a foundation of this result, we are considered the size of hardware. In this paper, a considerable 24/25 I-NRZI modulator designable less than 10,000 gates as that is improved consturction as regards the path method of pre-coder etc, and able to application digital camcorders as now practical use.

• Progress in Medical Physics
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• v.25 no.3
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• pp.151-156
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• 2014

The purpose of this study was to confirm the feasibility of imaging of therapy region from the boron neutron capture therapy (BNCT) using the measurement of the prompt gamma ray depending on the neutron flux. Through the Monte Carlo simulation, we performed the verification of physical phenomena from the BNCT; (1) the effects of neutron according to the existence of boron uptake region (BUR), (2) the internal and external measurement of prompt gamma ray dose, (3) the energy spectrum by the prompt gamma ray. All simulation results were deducted using the Monte Carlo n-particle extended (MCNPX, Ver.2.6.0, Los Alamos National Laboratory, Los Alamos, NM, USA) simulation tool. The virtual water phantom, thermal neutron source, and BURs were simulated using the MCNPX. The energy of the thermal neutron source was defined as below 1 eV with 2,000,000 n/sec flux. The prompt gamma ray was measured with the direction of beam path in the water phantom. The detector material was defined as the lutetium-yttrium oxyorthosilicate (Lu0,6Y1,4Si0,5:Ce; LYSO) scintillator with lead shielding for the collimation. The BUR's height was 5 cm with the 28 frames (bin: 0.18 cm) for the dose calculation. The neutron flux was decreased dramatically at the shallow region of BUR. In addition, the dose of prompt gamma ray was confirmed at the 9 cm depth from water surface, which is the start point of the BUR. In the energy spectrum, the prompt gamma ray peak of the 478 keV was appeared clearly with full width at half maximum (FWHM) of the 41 keV (energy resolution: 8.5%). In conclusion, the therapy region can be monitored by the gamma camera and single photon emission computed tomography (SPECT) using the measurement of the prompt gamma ray during the BNCT.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.3
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• pp.165-182
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• 2022

This study focused on whether employees' perceived leader's creativity has a significant effect on employees' job satisfaction and innovative behavior. In addition, this study analyzed the mediating effect of positive psychological capital and creative self-efficacy in the relationship between perceived leader creativity and employee satisfaction with the job or innovation behavior, and analyzed the moderated mediating effect of team cohesion. This study conducted confirmatory factor analysis and path analysis for each factor using the measurement tool verification method using the SmartPLS 3.0 structural equation model, and empirically analyzed the research model. As a result, it was found that the creativity of employees' perceived leaders did not directly significantly affect employees' job satisfaction and innovation behavior. However, it was found that positive psychological capital significantly mediated the relationship between perceived leader creativity and job satisfaction or innovative behavior. In addition, positive psychological capital and creative self-efficacy have a complete double-mediation relationship between the employees' perceived leader's creativity and employees' innovative behavior. However, positive psychological capital and creative self-efficacy don't have a double-mediation relationship between the employee's perceived leader's creativity and employees' job satisfaction. Finally, Team cohesion was found to moderate the relationship between perceived leader creativity, positive psychological capital (or creative self-efficacy). However, the research model that the moderated mediating effect of team cohesion on the relationship between leader's creativity, the mediating variables(positive psychological capital and creative self-efficacy), and job satisfaction (or innovative behavior) was significant only for groups with high team cohesiveness. This study examined the needs of the times for the importance of creativity of perceived leaders and analyzed the relationship between factors influencing job satisfaction and innovation behavior of organizational members. The study is meaningful in that it suggested a plan to establish a specific organizational strategy to enhance positive psychological capital and creative self-efficacy.