• Transactions of the Korean Society of Mechanical Engineers
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• v.15 no.2
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• pp.488-496
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• 1991

Dynamic chanracterisitcs and control of a submerged working robot manipulator have been investigated for articulated type robot manipulator with three revoluted joints. A dynamic equation of the manipulator has been derived. The dynamic equation includes not only mass matrix, centrifugal and Coriolis terms and gravity terms but also added mass, buoyant force and drag force terms, which are important terms for underwater motion description. A series of simulations using computed torque method have been performed for the cases of straight and circular trajectory motion controls. The results of this study show that the dynamic characteristics of the submerged working robot manipulator are very different from that of the manipulator which works in air. The influences of added mass, buoyant force and drag force terms to the total required torques have been discussed as distribution ratios to the total required torques.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.514-523
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• 2017

This study examined the effects of work-family spillover on the organizational attachment of female managers. The 4th and 5th data sets of Korean Women Manager Panel Survey established by the Korean Women's Development Institute were merged and the 5th data set for female managers was analyzed. The findings reveal that work-family support relationship is an important factor for strengthening the organizational attachment on the part of female managers. For working women, organizational support and family support is the most significant driving force for retaining their career. Second, negative spillover from family to work rather than that from work to family had a stronger impact on the organizational attachment of female managers. This finding suggests that women are not free from their status in the family, and that conflict relationships originating from the family ha a stronger impact on women's organizational attachment than that generated from work. Third, the third stage model incorporates the interaction terms of work-family spillover and organizational culture. The results showed that the interaction effect alone remains. In particular, family-work positive spillover exerts positive (+) effects on the organizational attachment only if a rational organizational culture is in place. Work-family negative spillover, however, shows negative (-) effects under rational organizational culture. Family-work negative spillover combined with rational organizational culture reinforces the organizational attachment, but has negative (-) effects under traditional organizational culture. The implications might be that women may experience negative family to work spillover, which may weaken their organizational attachment and that a rational organizational culture can reverse the spillover effect and increase the organizational attachment of female managers. No interaction effect of organizational culture appears for work to family negative spillover. A differential effect by the direction of spillover requires further study. In addition, more study will be needed to develop a more integrative model with the relevant variables not included in this study and sub-group analyses will be needed to ascertain the differences within female managers.