스피커의 음질을 평가하기 위해서 가장 많이 측정하는 것은 주파수 응답이다. 그러나 주파수 응답으로부터 바로 스피커의 성능을 평가하기는 어려운데, 이는 인간의 청각특성이 주파수나 음압에 대해 선형적인 관계를 가지지 않기 때문이다. 본 논문에서는 인간의 청각특성 중 24개의 임계대역과 라우드니스 등을 이용하여 스피커의 성능을 평가하는 방법을 제안한다. 본 논문에서 제안하는 방법은 지향서을 고려하여 스피커의 주파수 응답을 구한 후 이를 이상적인 스피커의 주파수 응답과 임계대역-라우드니스 영역에서 비교하여 음질평가지수를 산출한다. 제안된 방법에 의한 스피커의 성능 평가법은 신뢰도가 가장 큰 문제가 되므로 청취평가를 수행하여 그 결과와 비교하고 상관관계를 보였다. 제안된 방법에 의한 결과와 청취평가의 결과는 0.9765의 높은 상관관계를 가졌는데, 이는 본 논문에서 제안하는 방법이 청취평가 대용으로 훌륭히 사용될 수 있음을 의미한다.

This research tests the effects of institutional pressures, the use of performance measurement systems and accountability, and moderation effects of human resource capability between institutional pressures and the use of performance measurement systems in the Local Government institutions in Indonesia. The research aims to provide empirical evidence both quantitatively and qualitatively that isomorphism institutional pressures occurred in the scope of implementation of the performance measurement system and accountability in the public sector organizations and to show the importance of human resource capability enhancement in reducing external pressure impact. In addition, it tries to develop the correlation model of institutional pressures, human resource capability, implementation of the performance measurement system, and accountability of public sector organizations. The research used mixed methods with sequential explanatory design. The data collection used surveys and interviews in 209 regency/Special Region of Yogyakarta and Central Java local governments as samples. The research result indicated that the institutionalization process of the performance measurement is influenced by institutional pressures, especially coercive and mimetic pressures. Human resource capability was unable to weaken institutional pressures effects in the performance measurement system implementation. The research also proved that the use of a performance measurement system was able to improve local government institution accountability.

This study aims to analyze the relationship of e-HRM implementation to employee performance both directly and indirectly through the intervening of the Human Resource service Quality variable, both practically and theoretically. This study uses variance-based structural equation modeling (SEM) techniques with partial least square (PLS) statistical testing tools to test the direct relationship of e-HRM and the performance and relationship moderated by Human Resources service quality tested on 200 civil servants in five offices under the coordination of the Government of the South Sulawesi Province of Indonesia. The data collection model in this study uses an online survey. The data analysis stages through the explanatory concept consist of, first, the interpretation of the distribution of the average frequency of respondents’ answers; second, outer-loading; third, determination of the validity and reliability; fourth, the coefficient of determination test and partial test; fifth, the GoF model; sixth, validity test; and seventh, hypothesis testing. This study explores four hypotheses in a comprehensive fashion; the results of this study show that all hypotheses have positive and significant effects both through direct and intervening relationships. Among the three direct relationships, the relationship of e-HRM variables on HR Service Quality is greatest and most dominant.

The purpose of this study is to examine and analyze the effect of human capital supply chain on the firm performance mediated by innovation culture and innovation process on small- and medium-sized construction enterprises (SMEs) in Indonesia. A survey has been distributed to all construction SMEs that have direct involvement in construction work (contractors and subcontractors). The construction SMEs including medium- and small-scale construction services in three Provinces, namely, the special region of Yogyakarta, East Java, and Central Java. Through purposive sampling technique, primary data is collected by giving a questionnaire to the owner/manager of construction SMEs. The target sample in this study was 200 respondents who have been operating for a minimum of two years. 154 valid questionnaires could be processed. Data analysis uses structural equation modeling with AMOS 24. The results of the study conclude that there is a positive effect on human capital supply chain on firm performance mediated by innovation culture and innovation process, while innovation culture does not affect firm performance. In sum, the innovation culture mediates the relationship between human capital supply chain and firm performance, and the innovation process mediates the relationship between human capital supply chain and firm performance.

The purpose of this study is to explore and empirically analyze the factors affecting the financial performance of Korean small- and medium-sized manufacturing companies, which are relatively insufficiently researched, in terms of human resource management (HRM). In particular, this study intends to examine the human resource management activities focusing on the individual influences of workers’ attitudes on systems and policies as well as jobs and organizations. This study reviews previous research and discussions on the human resource management system, as well as the organization and job-related attitudes and financial performance of workers, for the formulation of two hypotheses. Among the HCCP data, the hypothesis was verified through reliability and correlation analysis and stepwise multiple regression analysis for small- and medium-sized manufacturing enterprises. The results show, firstly, that human resource systems and systems have the same effect, but there were differences in the degree of impact. Secondly, job satisfaction has a statistically significant influence on financial performance. Lastly, all worker/employee attitude determinants are statistically significant for both job satisfaction and organizational commitment. HRM, previously relatively overlooked, provided theoretical and practical implications by demonstrating the direct impact on financial performance and the impact of individual human resource management systems and policies.

This study aims to analyze the effect of structural Person-Organization Fit and organizational justice on organizational commitment, job satisfaction, Organizational Citizenship Behavior and employee performance. This study is based on a quantitative approach by collecting data using a survey conducted on three SOE’s companies in Indonesia that operate in Makassar City, namely Pelindo. Ltd (Port Company), PLN. Ltd (Electric Company) and Pertamina. Ltd (Oil and Gas Company), with a sample of 90 employees. The study population was all non-managerial permanent employees. Data analysis using Structural Equation Modeling. In structural relations, out of the nine direct tests, there were two insignificant relationships, and in all three hypotheses there was one not-supported hypothesis. When compared between person-organization Fit and Organizational Justice, it is found that organizational justice has a more critical role in building Human Resource performance compared to Person-Organization Fit, because organizational justice is better able to provide job satisfaction and make organizational commitment and OCB as a prerequisite for its formation to better Human Resources performance. With organizational justice, employees will feel more satisfied working, committed to the work and organization, and behaves as a supportive organizational citizen for the realization of the best performance for the interests of the organization going forward.

분화활동에 따른 인간의 생리 및 감성변화를 알아보기 위해 20대 피험자 남녀 총 31명을 대상으로 뇌파, 심박변동성, SD(semantic differential)법을 실시하였다. 실험은 각각 10분씩 유리용기(지름 30cm)에 분화식물을 장식하는 작업, IT활동(문서 작성)하는 작업을 실시 하고 사전/후 측정하였다. IT활동(문서 작성)을 대조구로 하여 분화장식활동을 비교한 결과, IT활동보다 식물활동을 하였을 때 상대적 느 린 알파파(RSA)가 대부분의 측정지점에서 높게 나타났고, 알파/빠른 베타(RAHB)가 시각기능을 담당하는 두정엽(P3, P4)에서 높게 나타 나 스트레스나 긴장감을 거의 동반하지 않은 안정, 이완효과가 있는 것으로 나타났다. 또한 분화장식활동을 한 후보다 IT활동(문서작성)을 한 후 시각기능을 담당하는 상대적 빠른 알파파(RFA)가 좌반구 두정엽 (P3)에서 높게 나타나 몰입도가 높은 것으로 나타났다. 그러나 IT활 동(문서작성)보다 분화장식 활동을 했을 때 뇌활성도(SEF 90)가 좌반구 측두엽(T3), 우반구 후두엽에서 통계적으로 유의성있게 높게 나타 나 스트레스를 동반한 상태에서 고도의 집중력 효과가 있는 것으로 볼 수 있었다. 분화장식활동과 IT활동을 한 후 심박수의 차이는 거의 나 타나지 않았으나 IT활동보다 분화장식 활동에서 자율신경계활동 중 부교감신경계활성의 지표인 HF(high frequency)성분이 더 높게, 교감 신경계활성 지표인 LF(low frequency)성분은 IT활동보다 분화장식활동을 한 후에서 더 낮게 나타나 IT활동보다 분화장식활동이 안정감 을 갖는 경향을 보였으며 이러한 결과는 뇌파분석과 유사한 경향이었다. 분화장식활동과 IT활동에 따른 피험자 선호도는 분화장식활동 (4.00/5), IT활동(2.58/5)로 분화장식활동이 IT활동보다 통계적으로 유의성있게 높게 나타났다. 또한 SD 감성어휘조사에서 IT활동했을 때 보다 분화장식 활동을 했을 때 쾌적감, 자연감, 진정감이 유의성있게 높게 나타났다. 이는 분화장식활동이 IT활동보다 생리·심리적으로 안 정, 이완, 그리고 적절한 각성 상태에서 내적, 외적 주의집중력 향상 효과를 주는 것으로 해석할 수 있다. 따라서 식물을 활용한 분화장식활 동은 스트레스가 있는 대상자들에게 적용하는 것이 유용할 것으로 판단된다. 그러나 뇌활성도(SEF 90)이 IT활동보다 높게 나온 결과는 추 후 지속적 연구를 통해 긴장의 종류를 밝혀내야 할 것으로 생각된다.

For an advanced intelligent service, the need of HRI technology has recently been increasing and the technology has been also improved. However, HRI components have been evaluated under stable and controlled laboratory environments and there are no evaluation results of performance in real environments. Therefore, robot service providers and users have not been getting sufficient information on the level of current HRI technology. In this paper, we provide the evaluation results of the performance of the HRI components on the robot platforms providing actual services in pilot service sites. For the evaluation, we select face detection component, speaker gender classification component and sound localization component as representative HRI components closing to the commercialization. The goal of this paper is to provide valuable information and reference performance on appling the HRI components to real robot environments.