The Load Model Composition Method in Power Systems Using Artifcial Neural Network

Rae‑Jun Park,송경빈,Kyungsang Lee 대한전기학회 2020 Journal of Electrical Engineering & Technology Vol.15 No.2

An accurate load model is necessary to improve the accuracy of power systems dynamic stability analysis. Recent studies to estimate accurate load model have mainly been focused on the measurement-based load modeling and the method to estimate a single representative load model called load model composition or load representation. The current load model used for the dynamic stability analysis in South Korea power system was aggregated with the measurement data from only three distribution stations. The proposed algorithm is the load model composition method based on artifcial neural network technique using more measurement data than the algorithm to estimate the current load model. The proposed load model composition method using the artifcial neural network uses the load composition ratio as the input value and the ZIP model parameter, which is the estimation result at each distribution line, as the output value. The measurement data to estimate the parameter were collected from 105 distribution lines of 9 substations. The performance of proposed algorithm was verifed for three perspectives in the case studies. The accuracy of the proposed algorithm has been improved by comparing the measurement data with the calculated result by using the proposed model. The mean absolute percentage error (MAPE) between the measured data and the proposed model is 1.7%. The proposed algorithm could be applied to estimate the representative load model using data measured at multiple measurement points.

기업가지향성과 조직문화가 기업성과에 미치는 영향에 관한 연구

조형래(Jo, Hyung-Rae) 글로벌경영학회 2012 글로벌경영학회지 Vol.9 No.4

조직성과에 관한 오랜 연구에서는 그에 영향을 주는 요인들을 기업이 보유하고 있는 자원역량, 환경요 인, 전략적 구성, 경영관리 특성 등으로 보고 그러한 요인들을 중심으로 주요한 분석들을 수행해 왔다. 본 연구에서는 기업들의 성과에 영향을 줄 것으로 기대되는 조직문화적인 변수들을 중심으로 분석하였 다. 이를 통해 조직의 더 근원을 이루는 요소들을 분석함으로써 기업들에게 다른 시사점을 전해 줄 수있을 것으로 기대할 수 있다. 구체적으로 기업성과에 영향을 주는 조직문화의 요인으로서 기업가지향성, 참여적 문화, 사명감 문화 등을 고려하였다. 이론적 고찰의 결과 기업가지향성은 신제품개발에의 성과를 비롯한 여러 기업성과에 영향을 주는 요인으로 나타났고 참여적 문화, 사명감 문화도 기업의 여러 성과에 영향을 주는 요인으로 분석되었다. 따라서 연구의 모형과 가설은 이들 변수들이 기업성과에 어떻게 영향을 주는가 라는 점에 초점을 맞추어 수립되었다. 실증분석을 위해 89개의 기업체 자료들이 수집되 었다. 요인분석 결과 기업가지향성, 참여적 문화, 전략적 초점, 비전 공유의 4가지 변수들이 최종적인 독립변수로 선정되었고 기업성과는 재무적 성과, 비재무적성과, 전반적 성과의 세 가지로 구성되었다. 가설검증을 위한 회귀분석 결과 전략적 초점은 모든 종속변수에 중요하게 영향을 주는 변수로 나타났다. 기업가지향성은 비재무적 성과에 영향을 주는 것으로 나타났다. 조직문화 차원의 변수들이 고려되었으 므로 향후 기업들에서 얻을 수 있는 시사점들이 그에 따라 제시되었다. 즉 향후 기업에서 전략적 초점을 가지도록 하는 명시적인 경영 실무 뿐만 아니라 이러한 점들이 기업의 하나의 저변을 이루는 문화로서 정착될 수 있는 노력이 필요하다는 점을 기업들에게 말해 주고 있다. Until now most research on the performance of firms has dealt with management characteristics, strategic formulation, and firm capabilities as major influential variables. This study analyze the organizational cultural variables mainly which are expected to influence the performance of firms. We may anticipate to give some implications to companies through the analysis of more fundamental elements of an organization. Specifically entrepreneurial orientation, involvement culture, mission culture are considered as cultural variables. By theoretical review, we found that entrepreneurial orientation had influenced various firm performance including new product development performance as well as involvement culture and mission culture. Accordingly, we established research model and hypotheses focusing on how these variables influences firm performance. For empirical analysis, 89 samples of firms were gathered. By the result of factor analysis, we selected 4 main independent variables of entrepreneurial orientation, involvement culture, strategic focus, share of vision and 3 main dependent variables of financial performance, non-financial performance, comprehensive performance. After we implemented the regression analysis for the hypotheses testing, we found that strategic focus have significant influence on all of the performace indicators and that entrepreneurial orientation have significant influence on the non-financial performance. As we adopted variables of organizational cultural variables as main research variables, the implications of this research suggest that company should stress not only on the explicit management practices related to the strategic focus but also on the efforts which make these aspects to be set up as the culture underlying the organization.

조세회피와 발생액에 의한 이익조정이 회사채 신용등급에 미치는 영향

조영래(Cho, Young-Rae),김용(Kim, Yong) 한국산업비즈니스학회 2021 한국비즈니스연구 (비즈니스연구) Vol.5 No.1

본 연구에서는 2011년부터 2015년까지 유가증권시장에 상장된 기업들을 대상으로 신용등급이 상승하거나 또는 하락할 경우에 조세회피 및 발생액에 의한 이익조정이 회사채 신용등급에 어떠한 영향을 미치는 지를 분석하였다. 추가로 조세회피 및 이익조정의 지속성이 신용등급에 어떤 영향을 미치는지에 대해서도 분석하였다. 분석결과는 신용등급이 상승하는 경우에 조세회피가 1% 수준에서 유의적인 음(-)의 관계를 나타내었으며, 조세회피와 신용등급 상승의 상호작용변수는 유의적인 양(+)의 관계를 나타내었다. 이는 조세회피가 직전년도와 비교하여 신용등급이 상승하였을 때는 조세회피를 하려는 경향이 감소하기 때문이며, 또한 신용평가기관에서 신용등급이 상승할 때 조세회피는 감소할 것이라고 예측하여 보고된 이익을 그대로 반영하였기 때문이라고 판단된다. 그러나 신용등급이 하락하는 경우에는 이와 정반대의 결과를 도출하였다. 그러나 발생액에 의한 이익조정은 신용등급과 유의적인 관계를 나타내지 못하였다. 추가로 지속성이 회사채 신용등급에 영향을 미치는지를 검증하였는데, OLS회귀분석과 순서형 로짓회귀분석 모두 일부 이익조정(수정 Jones모형)의 경우 5% 수준에서 유의적인 음(-)의 관계를 나타내었다. 따라서 이익조정의 지속성은 신용등급에 부정적인 영향을 미친다고 볼 수 있다. 다만, 이들 관계는 측정치에 따라 차이가 나타나고 있다. 이러한 분석결과는 신용평가기관이 조세회피를 제대로 포착하지 못함으로써 신용위험을 왜곡시키고 나아가 신용등급에 대한 신뢰성을 떨어뜨릴 수 있다는 점을 시사하는 것으로 판단된다. This study empirically analyzed how tax avoidance affects bond credit ratings of listed companies on the korea exchange from 2011 to 2015. The results of this study are summarized as follows. First, the relationship between tax avoidance, earnings management and bond credit ratings was not statistically significant in all models. But In the case of a rise in bond credit rating, the relationship between the five years of accumulated cash effective tax rate(cashETR) were showed a significant negative(-) relationship at a 1% level. Also, if the bond credit rating declines, the results is the opposite of the case where the bond credit rating rises. Second, in determining whether continuous tax avoidance affects bond credit rating ratings, either the OLS analysis, or ordered logistics regression analysis, showed a significant negative(-) relationships only in the Jones Model at a 5% level. Third, The interaction effect of the decline in credit rating and persistence showed a significant negative(-) relationship at 1% level in all three models. Thus, the persistence of the tax avoidance can be seen to affect bond credit rating when combined with other factors that can interact. The results of this study suggest that many companies still avoid tax, but credit rating agencies are not able to capture them properly, thus distorting credit risk and decreasing credibility of credit rating.

運動競技場의 不祥事 그 社會病理學的 考察 : 要因分析에 따른 總括的 究明 An over-all research through analyzing their causal factors

李來華 慶北大學校 師範大學 1979 敎育硏究誌 Vol.21 No.-

With a view to bringing a general understanding to the cause of accidents which take place in the soccer playground, we've itemized contents up to now, and recognized them as a socio-pathological phenomenon. We have affirmed their logical ground-work by handling firstly, the cause and the circumstances, under which violent actions occur and tighten. The summary of the research is as follows: First, a distorted national aspiration and public expectation to win is apt to mislead the concerned authority, judges, superintendents coaches, players, and spectators to go wild, derailing fair sportsmenship. Second, spectators tend to find a vent of the accumulated psychological abnormalty such as discontent, unrest, irritation, animosity, and hostility through excitement when the game becomes a see-saw game. Third, getting aboard in this pathological phenomenon, it is mainly the trend of mass-communication catering to the spectators hidden sadism that increases the offensiveness on the part of spectators and the parties concerned. Fourth, the way a soccer game goes on, and its methodogical peculiarity have proved to be one of the factors intensifying discontent and poisonous stimulus. What is worse is that some game regulations are devoid of reasonableness, inclined to trigger accidents. Thus, today's sports are in the absence of original purpose and function, stepping aside from well-meaning rivalry. They are polluted with political interest by nations' putting noses into games. As result, amateurism is forced to decline in the presence of state amateur. In this connection, it becomes a dire necessity to deal with the matter of pathological phenomena in modern society, and to work out the gloomy prospect of the present sports status quo. To conclude, an argument for and against the above-mentioned statement should be done in the dimension of being national, and then a socio-pathological approach to the matter should be properly adapted before actually being exercised.

지식기반경제의 노사관계

朴來榮 홍익대학교 경제연구소 2002 經濟硏究 Vol.17 No.-

企業의 勞使커뮤니케이션에 관한 硏究

朴來榮,李璋鉉,金建浩 弘益大學校 1982 弘大論叢 Vol.14 No.1

1. It is generally known that the labour- management communication can contribute to promote the cooperation and to prevent the conflict between labor and management in firms. The labour-management communication is closely related to the pattern of the labour-management relation of each firm. The labour-management relation in a firm usually has two aspects; one is called as the employee relation which means the private relation between employer and individual employee, and the other is called as the labour relation which refers the collective relation between employer and the group of workers. Vertical communication which includes one-way, two-ways or. several-ways directions is used for the employee relation, while the holizontal communication is for the labour relation. 2. As most of the labour-management relations in Korean firms are not evolved to democratic patterns from autocratical or paternal patterns, their labour-management communications are mainly relying on the one-way vertical direction: Even the downward communications from manager to each employee are inclined to use the channel of formal organization in most korean firms. Of course, there are many kinds of secondary channels for downward communication such as notice boards, morning meetings, circulating bulletins, round table conforences, in-firm radio system and in-firm news-latters. But these secondary channels are not positively utilized by both of manager and workers. In recent, however, the utilization of morning meetings and round table conferences are remarkably increasing in most of Korean firms. 3. The upward communication channels from employee to employer have not so much developed and utilized in Korean firms, because the attitudes of employers to understand the needs and disires of the worker and to listen the ideas and asks of them are not positive. The employers usually think that only the formal organization is enough to understand and to collect the needs and ideas of employee. Even in the firms who have the upward channels like personnel councelling, suggestion system, moral survey, motivation research and sociometry, these channels are nearly utilized by both of employers and workers. These negative attitudes, however, have been changing in recent. The communication channels most actively utilizing in the medium and big size firms are round table conference and employee's seminar, in which there can be realized the several-ways communication among top manager, middle class managers .and workers. 4. The horizontal communications are carried on not only between management and labour union but also through labour-management council. The communications between management and labour union is more effective than those through labour management council. However, it is difficult to say that the communication between management and labour union is realizing on an equal footing, because the activity of labour union is now being partially restricted. On the other hand, it is clear that the collective communication through labour-management council is also carring just for form sake. All of the firms who employed more than 100 workers have been urged to formulate the councils in accordance with the labour-management council law made in Dec., 1980. Therefore, all these firms have the councils and open the councils more than one time in three months, but this system is not fixed substantially. 5. The performance of the labour-management communication is differentiated by many factors such as size of firm, leadership of employer and male-female composition of workers. In small size firms, the commuication is relatively easy, even though there are few channels prepared. But in huge firms, the communication is complex and ineffective, though they have many kinds of channels prepared for vertical and horizontal communication. Most effective performance of the communication can be realized in medium-size firms. It is easily found that leadership is most important factors affecting to the performance of communication, and that communication channels in the firms employed much female workers have been developed in detail rather than in the firms employed much male workers. 6. It is difficult to find out the relationships between the productivity and the ,degree of communication, because the productivity of a firm has been effected by various factors. It is also difficult to know the relationships between a simple index like the departure ratio of employee and the degree of labour-management communication in a firm. We could feel, however, that the labour-management relation was more peaceful and the workers were more earnest in the firms who have good communication comparing to the firms who have bad communication. 7. We can recommand to employers that it is neccessary to promote the labour-management communication in firms for making 'the cooperative relations and for preventing the conflict between management and labour. It is also recommended that the most important fact to induce the promotion of the communication in firms is to change the attitude of the employers. After then, they can develop various kinds of communication channels, they can employ the specialists on these fields, and they can prepare some incentive policies for better utilization of the channels. We also want to recommand to the government concerns that the initiation and stimulation of government are very important in Korea for promoting the labour-management communication in firms. Government can develop the communication models and skills. But it seems to be dangerous if the government may urge a simple model uniformly to the diverse firms. The suggestion of several models from government is surely helpful for the firms, but the selection of the models should be decided at firm's discretion. In addition, we want to recommand to the labour union and the representatives of the labour-management council that it is desirable to develop the communication. channels between the union leader or the representatve of council and the workers.

工業系 中等敎員의 資格硏修成果에 관한 調査硏究

李來然,盧泰天,金應圭 충남대학교 공업교육연구소 1984 論文集 Vol.7 No.2

The aims of this study is to survey the achievements of the in-service training which was executed by the In-Service Teacher Training Institute of Chungnam National University during the summer vacation in 1984. After analyzing the responses to the questionnaire which were collectted from 435 technical teachers attending the in-service training, we reached following conclusions as suggestions. 1) It is desirable to establish a committee to decide the levels and contents of the major subjects under the in-service teacher training institute. 2) Lessening the numbers of major subjects and extending the hours of each subjects will make effective results on in-service technical teacher training. 3) It will be better to give a chance to teachers to take option in the major study field. 4) The Ministry of Education should make a plan to give a course on computer programming to technical teachers regularly.

第4次 5個年計劃 推進을 위한 綜合人力開發에 관한 調査硏究

朴來榮,鄭允炳 弘益大學校 1978 弘大論叢 Vol.10 No.-

工業系 敎師의 再敎育을 위한 硏修 프로그램의 開發에 관한 硏究

李來然,劉承坤,羅聲雄,禹鎬吉 충남대학교 공업교육연구소 1983 論文集 Vol.6 No.2(A)

This study is intended to provide a more effective curriculum for the In- Service Training Program of industrial technical teachers. The curricula which have been used during last five years were carefully analyzed and the main conclusions are suggested as follows; 1) It must be given to the teachers to take optional subjects. 2) Experiments should be reinforced make up for the understanding of theory. 3) Practical studies and factory investigations have to be provided to the teachers during the In-Service Training Program. In case of needs, the expert engineer of industries become a instructor to the teachers for explaining the up-to-date industrial techniques and theories. 4) The teachers who attending the In- Service Training Program should take an active interest in the program for getting a remarkable results.

工業團地의 勞動力 移動에 關한 調査硏究

朴來榮 弘益大學校 1975 弘大論叢 Vol.7 No.-

1. INTRODUCTION Along with the drive of economic development plans after 1962, government has established various types of industrial estates for the purpose of pursuing the concentration benefits and of preventing the super-urbanization. As a result, a great deal of industrial worker has been mobilized between regions and/or among industrial sectors as well as among factories in same industrial estate. Businessmen shout the shortage of skilled laborers and government officers feel ihe necessity of stablizing the labor makets of the industrial estates. This study, therefore, intended to measure the labor mobility of these areas for inducing some policy directions on the labor market of the industrial estates. Four sample areas of KuroDong 1st estate, Masan export estate, Kwangju local estate and Cheungju local estate were selected as the objectives of this survey. 1,613 workers from 23 factories which included in the sectors of fiber and sewing, electronics, optical wares, machines and groceries responsed to the questionaire which was designed with emphasis on catching the source of labor supply as well as the volumes, motives, intermediates and patterns of the labor mobilities. 2. RESEARCH RESULTS 1) General Characteristics of the Respondents The young female is the main part of the workers in these areas. 60.0 per cent of the total respondents is female worker and the remaining 40.0 per cent is male. Female workers are more than male in the sectors of fiber and sewing, electronics and groceries, but male workers are more than female in the optical and machinery industries. It is collative that 60.6 per cent of male workers is included in the age groups of 25 years old and over, while 95.8 per cent of the female worders is in the group of 15-24 years old. It can be found, by the educatonal status, 51.1 per cent is middle school graduate including the person who leave school in mid-course, 35.3 per cent is high school graduate and 12.3 per cent is primary school graduate. 2) Labor Mobilities Most of the workers were immigrated from rural areas. 17.5 per cent of total respondents were born at urban areas and 82.5 per cent born at rural areas. Otherwise, only 24.1 per cent of the workers were supplied from the same range of living at which the estates are located and the others came from the different ranges; 34.7 per cent from same province, 19.6 per cent from close provinces and 21.6 per cent from remout provinces. These mean that the main source of the workers of the industrial estates is the over-population of the rural areas and that there is not a clear relationship between the distance and the volume of migration. 55.8 per cent of the respondents has no experiences and another 44.2 per cent has the experiences of work before coming here. Most of the male workers have job experiences, generally speaking, while most of the female workers have not experiences. Among the workers who have job experiences, 75.6 per cent come from other areas and only 24.4 per cent has changed the job in same industrial estate. The highest mobilities in same estate can be found among female workers of Kuro-Dong 1st estate near Seoul and among male workers of the two local estates. Therefore, the proportion of the workers who have changed their jobs in same estate can be estimated as 10.8 per cent of total respondents in average. The main motives of the labor mobility are the prospect and the wage level of the factories at which the workers were or will be employed. 50.3 per cent of the workers who have changed the jobs were immigrated due to the bad prospects of the previous factories and 18.5 per cent due to the low level of wage. It is not neglegible, however, that the dislike of provious works is also an important motive of lavor mobility because 14.3 per cent of the workers who have changed their jobs migrated on account of this motive. The channels of taking jobs in these estates seem not to be modernized. 71.6 per cent of the respondents could take their jobs through the companions or relatives who have already been employed at the factories, and 16.1 per cent was employed by looking the information boards in the estates. Only 4.7 per cent could employed by the information of modernized mass media, such as nespaper and radio, and only 2.2 per cent through the public employment exchange organizations. 3. POLICY IMPLICATIONS It can be said that the policy for expanding the industrial estates have succeeded because the industial estates already estabilished have greatly contributed to absorb the laborers from rural over population or urban underemployed and to prevent the urbanization of metropolitan areas. However, there are some problems of inducing the workers and of stablizing the labor mobility in the same industrial estate. As the factories used to collect the workers through the information boards in the estate areas or through the employed in the factories in spite of the fact that the workers moving to these areas were coming not only from the same ranges of living with the estates but also from all over the nation, there was a sustained shortage of workers and a high mobility in same estate. Factories as well as the cooperative organization of factories have to develop more efficient methods for inducing the workers. In regard to the in-estate mobility, a specific regulation or system for preventing the movement will not be needed, for the mobility in same estates would be stablized when the perspects of the industries could be stablized and the wage differences to the same level of skill laborers in the same sector of the industries could be equalized.