• Journal of Technology Innovation
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• v.18 no.1
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• pp.219-245
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• 2010

The purpose of this study is to design the compensation model by analyzing the compensation level for advanced science and technology manpower. The result of this study can be summarized as follows. First, advanced S&T manpower has preferred not only economic rewards, but also non-economic rewards which comprises both social reputation, self-satisfaction for job and other aspects of life. Second, the way of what high grade human resources in S&T have preferred to be rewarded differs among agencies. While professors in universities prefer research environment, researchers working for GRIs(Government-funded research institutes) want to have job stabilization and researchers in companies want to have higher monetary reward. Third, two main factors to change their occupation have been turned out to be monetary reward and social reputation. It means that the compensation system should satisfy what advanced S&T manpower at GRIs and companies need upgrading their social reputation.

• Korea Trade Review
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• v.43 no.5
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• pp.93-113
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• 2018

The purpose of the study is to investigate whether monetary and non-monetary incentives of exports incentives affect the formation of trust between exporters and importers. Data was collected from 110 Korean SMEs(small and medium-sized enterprises) that were engaged in exporting. 'Three hypotheses were proposed and tested using the data collected. Findings include monetary incentives are not related to trust, but non-monetary incentives are positively related to trust. The findings suggest that exporters should focus on non-monetary incentives, rather than monetary incentives, to build trust with importers. Non-monetary incentives signal that exporters intend to have long-term relationship with importers, but monetary incentives do not. Trust was also found to mediate the relationship between non-monetary incentives and importer' role performance. Non-monetary incentives affect importer's role performance through trust formed between importer and exporter.

• Journal of Engineering Education Research
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• v.16 no.1
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• pp.27-34
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• 2013

The purpose of this study is to analyze work values of undergraduates according to major and gender. The result of this research is following. First, undergraduates from engineering and social science department took a very serious view of achievement and leasure of body and mind in work values. Second, undergraduates made much of achievement, job stability, leasure of body and mind, economic compensation and reputation. And undergraduates thought that internal value orientation was more important than external value orientation. Third, two groups had significant difference in service, knowledge pursuit, patriotism, economic compensation, reputation, and indoor activity. Fourth, the result of this analysis according to gender is following. Male undergraduates made much of leasure of body and mind, achievement, job stability, knowledge pursuit, and economic compensation in order. But female undergrduates made much of economic compesation, leasure of body and mind, achievement, and job stability in order. Fifth, that undergraduates make little of domain of service and patriotism gives a suggestion as to improvement of course education. As a result, this study is suggestive of instruction and advice in course search curriculum.

• 프린팅코리아
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• v.10 no.4
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• pp.90-91
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• 2011

한솔제지(대표 권교택)는 기존 시행되던 고객보상제도를 더욱 확대하는 것을 내용으로 하는 '클레임 Zero, 100% 보상제'를 지난 3월부터 시행하고 있다고 밝혔다. 인쇄사에서 용지불량으로 인한 금전적인 손해가 발생할 경우에 제품 비용 외에 재작업 비용까지 100% 보상하게 되는 것을 주된 내용으로 하며 지역별 담당제로 운영하여 클레임이 접수될 경우, 당일에 신속하게 처리를 완료하도록 운용하고 있다고 밝혔다. 한솔제지가 이처럼 확대된 클레임 보상처리를 하는 것은 인쇄업계와의 상생을 위해 실질적인 노력과 결실을 거두겠다는 경영진의 의지가 큰 영향을 끼쳤다.

• The Journal of the Korea Contents Association
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• v.17 no.4
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• pp.108-118
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• 2017

This study focuses on an effectiveness of socially recommended advertising on social network sites (SNSs) and investigates the impact of three critical factors on SNS advertising effectiveness - reward type for advertising recommenders' intention, product type on advertisements, and tie strength. A $2{\times}2$ factorial design was used to test the interaction effects between the two variables, reward type and product type on advertisements, moderated by tie strength. The results indicate that when participants observe socially recommended advertising, hedonic product ads with non-monetary reward shows the most effectiveness, and reward type and product type are also effective. In the combination of reward type and product type, we have confirmed the regulating factor influencing the effectiveness of social advertising according to the tie strength between the recommenders and the consumers. Strong-tie recommenders have more influence on the effectiveness of the social advertising than weak-tie recommenders. Based on these results, theoretical and practical implications were provided to refine marketing environments on SNSs.

• Journal of Labour Economics
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• v.39 no.1
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• pp.33-55
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• 2016

This paper examines the role of adverse working environments in the determination of workers' compensation in South Korean. I use the Third Korean Working Conditions Survey(2011), Occupational Safety and Health Research Institute that provide relevant variables in objective and subjective compensation and workers of diverse working environment. I find that risk factors in adverse working environments have a very minor role in the determination of individual wages. In contrast, adverse working environments have significant relationship with the level of compensation satisfaction. In addition, the results show that workers are more likely to receive compensation from psychological risk than physical risk. And women receive much more compensation in the psychological risk. These results provide useful information for improvement of working environments.

• Asia Marketing Journal
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• v.1 no.3
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• pp.109-119
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• 1999

서비스마케팅에 있어서 종업원의 행동통제와 결과통제에 대한 중요성이 증대하고 있다. 그 중에서 행동통제를 보다 효율적으로하기 위하여 많은 연구가 진행되고 있다. 본 연구는 마케팅조직 종업원의 행동통제 지각이 조직내 종업원이 행동에 어떠한 영향을 주는지를 조사하였다. 종업원이 느끼는 통제지각, 상사의 피드백, 비금전적 보상 그리고 종업원의 역기능 행동 간의 다섯가지 관계에 대하여 가설이 설정되었다. 병원간호사 120 명의 설문응답에 근거하여서 가설검증을 하였다. 다섯 개의 가설중 세 개는 지지되었고, 두 개의 가설은 현재의 자료로는 지지되지 않았다. 가설검증 결과에 근거하여서 시사점과 결론이 제시되었다.

• Journal of Korea Game Society
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• v.18 no.6
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• pp.5-16
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• 2018

It is very difficult, but important, to induce and maintain voluntary user engagement in content. For example, many Internet contents provide financial rewards for the user's participation and maintenance. However, there are limitations to methods such as stimulating only external motivations, such as monetary rewards, and sophisticated design and management are needed to obtain sustained and voluntary user participation in content. For this purpose, we propose a Gamified CMS that extends the existing Content Management System (CMS) by referring to the example of the Gamified Learning Management System. This will ultimately increase the participation and commitment of users in content.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2016.10a
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• pp.197-199
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• 2016

In this paper, we investigate a market equilibrium in multi-channel sharing cognitive radio networks (CRNs): it is assumed that every subchannel is orthogonally licensed to a single primary user (PU), and can be shared with multiple secondary users (SUs). We model this sharing as a spectrum market where PUs offer SUs their subchannels with limiting the interference from SUs; the SUs purchase the right to transmit over the subchannels while observing the interference limits set by the PUs and their budget constraints. The utility function of SU is defined as least achievable transmission rate, and that of PU is given by the net profit. We define a market equilibrium in the context of extended Fisher model, and show that the equilibrium is yielded by solving an optimization problem, Eisenberg-Gale convex program.

• Korean Journal of Cognitive Science
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• v.28 no.1
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• pp.65-90
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• 2017

Rewards or penalties become informative only when contingent on an immediately preceding response. Our goal was to determine if the brain responds differently to motivational events depending on whether they provide feedback with the contingencies effective for learning. Event-related fMRI data were obtained from 22 volunteers performing a visuomotor categorical task. In learning-condition trials, participants learned by trial and error to make left or right responses to letter cues (16 consonants). Monetary rewards (+500) or penalties (-500) were given as feedback (learning feedback). In random-condition trials, cues (4 vowels) appeared right or left of the display center, and participants were instructed to respond with the appropriate hand. However, rewards or penalties (random feedback) were given randomly (50/50%) regardless of the correctness of response. Feedback-associated BOLD responses were analyzed with ANOVA [trial type (learning vs. random) x feedback type (reward vs. penalty)] using SPM8 (voxel-wise FWE p < .001). The right caudate nucleus and right cerebellum showed activation, whereas the left parahippocampus and other regions as the default mode network showed deactivation, both greater for learning trials than random trials. Activations associated with reward feedback did not differ between the two trial types for any brain region. For penalty, both learning-penalty and random-penalty enhanced activity in the left insular cortex, but not the right. The left insula, however, as well as the left dorsolateral prefrontal cortex and dorsomedial prefrontal cortex/dorsal anterior cingulate cortex, showed much greater responses for learning-penalty than for random-penalty. These findings suggest that learning-penalty plays a critical role in learning, unlike rewards or random-penalty, probably not only due to its evoking of aversive emotional responses, but also because of error-detection processing, either of which might lead to changes in planning or strategy.