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김광태,김완상,이석홍,김낙석,Kim. Kwang-Tae,Kim. Wan-Sang,Lee. Suck-Hong,Kim. Nak-Seok 한국방재학회 2007 한국방재학회 학술발표대회논문집 Vol.2007 No.1
Asphalt overlay resurfacing techniques have been widely utilized in maintaining asphalt concrete in Korea, causing severe traffic congestions while being in construction and difference in level due to the repeated overlay. Besides on these technical difficulties, there have been financial disadvantages associated with technique, mainly because overlay method has been executed for pavements with intact foundations, which is contrary to the norm. This study is aiming to increase the expected life length of the asphalt pavement up to the endurance period, to raise the efficiency of the pavement by maximizing the social benefit and to enhance public character of the street through combining ceramics with epoxy resins, which has advantages in compatibility with the existing pavement materials, durability to abrasion and endurance. It has been expected that the adoption of new method and pavement materials to the actual work sites will develop the performance of the pavements, and to lengthen the durability of the existing materials. The other advantages of the `thin surfacing` method could be the improved adhesiveness, waterproof, corrosion-proof and bending strength.
김광태,김경민 한국경영과학회 2011 한국경영과학회 학술대회논문집 Vol.2011 No.5
This paper considers the rail crane scheduling problem with minimizing the weighted sum of the range of order completion time and makespan of rail crane. The range of order completion time implies the difference between the maximum of completion time and minimum of start time. Makespan refers to the time when all the tasks are completed. At a rail terminal, logistics companies wish to concentrate on their task of loading and unloading container on/from rail freight train at a time in order to increase the efficiency of their equipment such as reach stacker. In other words, they want to reduce the range of their order completion time. As a part of efforts to meet the needs, the crane schedule is rearranged based on worker"s experience. We formulate the problem as a mixed integer program and develop a genetic algorithm(GA). To validate the effectiveness of GA, computational experiments were conducted using a set of data randomly generated.
김광태,이혜원,손영우 한국산업및조직심리학회 2023 한국심리학회지 산업 및 조직 Vol.36 No.4
팬데믹 이후, 조용한 사직(Quiet Quitting)이라는 용어가 주목받고 있다. 조용한 사직은 근로자 가 조직에서 주어진 업무에는 충실하지만, 추가 노동을 하지 않고 승진이나 좋은 평가 등을 바라지 않는 태도를 말한다. 최근 사회적으로나 학문적으로 조용한 사직이 많은 관심을 받 고 있음에도 불구하고, 심리학적 구성개념에 대한 연구는 아직 부족한 실정이다. 본 연구의 목적은 조용한 사직을 행동과 정서, 두 가지 차원으로 체계화 한 Patel 등(2023)의 다차원적 조용한 사직 척도(Multidimensional Quiet Quitting Scale; MQQS)를 한국어로 번안하고 타당화 하는 것이다. 이를 위해 두 차례의 설문조사를 실시하여(N1 = 220, N2 = 400) 탐색적 요인 분석과 확인적 요인분석을 수행하였으며, 조용한 사직 척도가 2요인 구조임을 확인하였다. 또한, 조직시민행동, 발언행동 등의 심리적 개념과 관련성을 분석하여 척도의 수렴 타당성을 검증하였으며, 증분 타당도 검증을 위해 위계적 회귀분석과 우세분석을 시행하였다. 그 결 과, 지속적 몰입, 심리적 계약위반, 위반 감정을 통제하고도, MQQS가 조직시민행동과 이직 의도에 유의미한 증분 설명량을 갖고, 고유한 분산을 보인다는 것을 확인하였다. 이러한 과 정을 통해 MQQS의 신뢰도와 타당도를 검증하였으며, 연구결과의 의의와 한계점, 향후 연구 방향에 대해 논의하였다. As a result of the pandemic, the concept of “Quiet Quitting” where employees perform assigned tasks without asking for promotions or additional effort, has gained widespread attention. Quiet Quitting refers to an attitude in which a worker adheres to his or her assigned tasks in an organization, but does not put in extra work and does not seek promotions or good evaluations. Despite recent social and academic interest in quiet quitting, a lack of research on the psychological construct remains. The purpose of this study is to adapt and validate the Multidimensional Quiet Quitting Scale (MQQS) by Patel et al.(2023) which organizes quiet quitting into two dimensions: behavioral and emotional, in Korean. To this purpose, exploratory and confirmatory factor analyses were conducted by conducting two surveys (N1 = 220, N2 = 400), and it was confirmed that the MQQS has a two-factor structure. Furthermore, the convergent validity of the scale was verified by analyzing its relation to psychological concepts such as organizational citizenship behavior and voice behavior, and hierarchical regression and dominance analysis were conducted to verify incremental validity. The results confirmed that the MQQS would have significant incremental explanatory power and unique variance for organizational citizenship behavior and turnover intention after controlling for continuance commitment, psychological contract breach, and feeling of violation. Through this process, the reliability and validity of the MQQS were verified, and the significance, limitations, and future research directions of the study were discussed.