• Korea journal of population studies
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• v.30 no.2
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• pp.23-44
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• 2007

The primary aim of this study is to examine difference in psychological well-being (PWB) and family support and explore its factors by the types of productive activity: paid labor, voluntary activity, or caregiving for their grandchildren. Three hundred females aged over 60 currently participating in productive activities were interviewed. The main results are as follow. First, PWB of volunteers is higher than any other group. Second, level of support provided by family members is highest for the group of grandchildren caregiving. Third, the variables affecting PWB for paid workers are educational level and material reward. As for the volunteers, PWB is explained by satisfaction with the given activity and instrumental support of their family members on it. PWB of grandchildren caregivers is explained by their marital status, income, material reward, emotional and instrumental support.

• 한국벤처창업학회:학술대회논문집
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• 2023.11a
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• pp.107-110
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• 2023

인센티브는 조직 내 개인의 동기와 행동에 영향을 미쳐 조직의 목표를 달성하는 데에 중요한 역할을 한다. 기존 문헌에서는 이러한 관점에서 개인의 다양한 동기를 충족시킬 수 있는 경제적, 사회적 보상에 대하여 논의해왔다. 반면, 직업안정성이 개인에게 기업가적 동기를 가진 개인에게 어떠한 인센티브로 작용할 수 있는지에 대한 내용은 간과된 측면이 있다. 본 연구는 창업휴직제도가 직업안정성이라는 비금전적 인센티브로 작용하여, 기업가적 동기를 가진 직원들의 기업벤처링(Corporate Venturing) 활동 참여에 긍정적인 영향을 줄 수 있는지 여부를 조사한다. 본 연구는 전통적인 인적자원관리 문헌에서 비금전적 인센티브를 통해 개인의 일탈과 이직을 방지하려는 관점과는 달리, 개인이 일을 중단하는 것을 허가하는 '창업휴직제도' 자체가 비금전적 인센티브로서 개인이 혁신 성과를 증가시킬 수 있다는 점에 집중한다. 정부출연연구소 내부 기업벤처링 프로그램에 참여한 세 명과의 개인 인터뷰를 통해 이러한 가설을 지지할만한 단서를 발견하였으며, 이를 바탕으로 향후 실험 연구를 통해 실증 분석을 진행하고자 한다.

• Korean Journal of Social Welfare
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• v.56 no.4
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• pp.35-55
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• 2004

Effects of job stress and drinking motivations on the drinking behavior of Korea's mentally challenged in sheltered employment. The purpose of this article was to investigate job stress, drinking motivations, and factors influencing the drinking behavior of Korea's mentally challenged. The 97 subjects' average job stress level was slightly below average. The subjects were found to experience salary-related stress the most out of the five sub-areas of job stress. The strongest motivations of drinking was the social motivation. In terms of drinking behavior, the most common drinking frequency was 3-4 times a year. The most common drinking amount was two 500cc mugs of beer. The significant predictors to explain the variance of the frequency of drinking was motivations to cope with, age, and salary-related stress. The mentally challenged drink more often when they have coping motivations and salary-related stress, and when they are younger. The significant predictors to explain the variance of the amount of drinking was motivations to emotional uplifting, drinking colleagues, stress from role overload. The mentally challenged drink more when they have motivations to emotionally uplift themselves and less role overload-related stress and as they drink alone.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.169-178
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• 2014

Members of the private companies have the skills, knowledge, abilities, etc. In return for providing the organization from the organization granted a way to continue the relationship. From these companies in exchange for monetary compensation, such as wages and honors, including non-monetary benefits, and receive a reward. Interaction with each other in these companies are members of the organization to always think about the fairness issue. In this study, the performance of the company fairness affect whether any will be discussed. Organizational justice research on job satisfaction, organizational commitment influence. But that does not affect sales growth, respectively.

• 월간 기계설비
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• s.250
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• pp.82-83
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• 2011

국내 굴지의 금융 기관들이 해킹에 따른 전산 사고 등으로 홍역을 치르고 있다. 특히 고객 정보가 유출되거나 멸실된 경우는 상당액의 금전적 보상도 따를 것으로 보아 회사의 손해도 만만치 않을 것이다. 더 큰 문제는 고객들의 불신에 따른 기업 이미지 손상이다. 이것은 돈으로 환산할 수 없는 가치로 오랜 기간 악 영향을 끼칠 수밖에 없다. 우리 협회 회원사의 경우 개인 고객의 정보를 직접 취급하는 일이 거의 없어 걱정이 덜되지만 대부분의 기업 정보가 전산으로 처리되고 있는 만큼 그 보안 상태를 점검해 볼 필요가 있다.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.291-304
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• 2013

This study analyzed the effects of Employee Value Proposition (EVP) and the impotance of a job rotation system on the subjective career success. The total 379 samples were surveyed from employees engaging in domestic hotel enterprises located in Seoul using convenient sampling method. The result of this research is as followings. First, EVP has total 5 factors('career development,' 'affiliation,' 'work environment,' 'work content' and 'pay & reward') and job rotation has total 3 factors('individual capacity improvement,' 'procedural justice,' and 'career development'). Second, the results of hypotheses test using a series of multiple regression analysis indicate that EVP factors including 'career development,' 'affiliation,' 'work environment,' and 'work content' influence subjective career success. However, EVP factor of 'pay & reward' does not influence subjective career success. Similarly, EVP factors excluding 'pay & reward' affect a job rotation system. Lastly, a job rotation system positively affects subjective career success. Based on the analysis results, we could draw the importance of the non-financial reward instead of financial reward in the perception of employees' subjective career success. As a research implication, the importance of the creative organization culture was suggested in the conclusion section.

• Science of Emotion and Sensibility
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• v.15 no.4
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• pp.527-540
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• 2012

We examined the effect of delayed and immediate rewards on short- and long-term memory performance depending on the level of stress. It has been demonstrated that delaying feedback during memory tasks could lead to better retention than presenting it immediately (a.k.a., feedback delay benefit or delay-retention effect). In this study, we manipulated stress level(high-stress or low-stress), reward-timing(delayed or immediate reward), reward-existence(500 or 0 won) and retrieval-timing(delayed or immediate memory test). On the high-stress learning condition, one week later, the number of correct answers with delayed-rewards were significantly more than that of delayed-no-rewards but there was not any difference between immediate-rewards and immediate-no-rewards. On the other hand, in the high-stressful immediate memory test, immediate-rewards only had a positive effect on memory performance. The results indicated that delayed rewards improved long-term memory performance by promoting memory consolidation and the sensitivity to rewards was higher under the high-stress condition.

• Korean Journal of Psychosomatic Medicine
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• v.23 no.1
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• pp.12-19
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• 2015

Objectives : This study examined the characteristics and differences of PAI(Personality Assessment Inventory) profile between compensation-seeking(CS) and treatment-seeking(TS) patients with traumatic brain injury(TBI) and assessed the clinical meaning of the characteristics and differences of profiles between the two groups. Methods : 36 TBI patients who visited the Wonkwang University Hospital were selected. The patients were categorized as compensation-seeking TBI patients(n=22) and treatment-seeking TBI patients(n=14). The PAI scales and subscales were used to compare differences between two groups. t-verification for each variable and comparison analysis were performed. Results:In validity scales, CS group showed significantly higher NIM scores and lower PIM scores than TS groups. In full scales, CS group showed significantly higher SOM, ANX, ARD, DEP, and SCZ scores than TS group. In subscales, CS group showed significantly higher SOM-S, ANX-A, ARD-P, DEP(-C, A, P), (MAN-I), PAR-H, SCZ(-T, P), BOR(-A, N), and ANT-S scores than TS groups. In supplementary scales, CS group showed significantly higher SUI, NON and AGG-P, and lower RXR scores than TS group. Conclusions:There were significant differences in PAI scales with validity scales, some full and subscales according to compensation seeking status in TBI patients. The CS patients tended to exaggerate their symptoms on PAI, and showed higher scores representing somatic preoccupation and emotional distress. These results show the usefulness of PAI in reflecting the significant psychological differences between two groups.

• Journal of Internet Computing and Services
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• v.23 no.3
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• pp.47-56
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• 2022

The safe driving reward system aims to reduce the loss of life and property by reducing the occurrence of accidents by motivating safe driving and encouraging active participation by providing direct reward to vehicle drivers who have performed safe driving. In the case of the existing digital tachograph, the goal is to limit dangerous driving by recording the driving status of the vehicle whereas the safe driving reward system is a support measure to increase the effect of accident prevention and induces safe driving with financial reward when safe driving is performed. In other words, in an area where accidents due to speeding are high, direct reward is provided to motivate safe driving to prevent traffic accidents when safe driving instructions such as speed compliance, maintaining distance between vehicles, and driving in designated lanes are performed. Since these safe operation data and reward histories must be managed transparently and safely, the reward evidences and histories were constructed using the closed blockchain Hyperledger Fabric. However, while transparency and safety are guaranteed in the blockchain system, low data processing speed is a problem. In this study, the sequential block generation speed was as low as 10 TPS(transaction per second), and as a result of applying the acceleration function a high-performance network of 1,000 TPS or more was implemented.

• Journal of the Korean Regional Science Association
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• v.38 no.2
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• pp.3-20
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• 2022

The purpose of this study is to explore the heterogeneity of compensating wage differentials for outdoor workers, under the threat of climate change and heatwave, by region and by wage quantile. This study conducted Oaxaca-Blinder decomposition, multiple regression analysis by region, and unconditional quantile regression analysis using the Korean Working Conditions Survey, which provides individual-level information on the working environment and worker's characteristics. The implications derived from the results of the study are as follows: For most variables, the endowment effect and the price effect were greater for indoor workers, while experience and gender played a role in narrowing the wage gap; The compensating wage differentials for outdoor workers were confirmed to be 2.4% nationwide, depending on the region however, the compensating wage differentials varied from 5 times of national average to nothing statistically significant; The higher the wage quantile, the greater the compensating wage differentials for outdoor workers, and statistically significant monetary compensation was not identified for some low-level outdoor workers. This study is meaningful as an early study that revealed the heterogeneity of compensating wage differentials for outdoor workers and suggested further research on the topic.