• The Journal of the Korea Contents Association
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• v.13 no.10
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• pp.495-510
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• 2013

The purpose of this study was to explore the effects of work rewards on the organizational effectiveness including mediator role of self-efficacy, and also the work rewards was divided into three categories of task rewards, organizational rewards and social rewards, organizational effectiveness into two categories of organizational commitment and job satisfaction. Research findings are follows; First, job diversity and job challenge of task rewards, payment of organizational rewards, superior support of social rewards have a positive influence on organizational commitment. Second, job diversity, job challenge and job autonomy of task rewards, superior support of social rewards have a positive influence on job satisfaction of finance public enterprise employees. Third, tested mediator role of selt-efficacy between work rewards and organizational effectiveness, and found out moderating roles between work rewards and organizational commitment, but its role between organizational rewards and job satisfaction was found only in job stability of organizational rewards. In terms of the results of this study, the theoretical and practical implications of the findings were discussed and directions for future research were presented.

• 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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.409-415
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• 2017

This study examines the effect of pay dispersion on labor productivity by focusing on the inflow of newcomers into the tournament and the outflow of stayers from the tournament. According to tournament theory, the expansion of pay dispersion within the organization contributes to enhanced organizational performance by attracting high performers externally and by removing low performers internally within the organization. However, previous studies regarding tournament theory have overlooked the participant aspects. Therefore, this study explores how external hiring and involuntary turnover influence the effect of pay dispersion on labor productivity. This paper hypothesizes that pay dispersion will have a positive effect on labor productivity. Moreover, this paper predicts that the inflow of new competitors will strengthen the positive effects of pay dispersion on labor productivity, whereas the outflow of incumbents will weaken this relationship. Empirical results showed that pay dispersion increased labor productivity and the inflow of newcomers strengthened this positive relationship. However, contrary to our prediction, the outflow of incumbents weakened the positive effect between pay dispersion and labor productivity. These theoretical arguments and empirical findings highlight the proper conditions should be equipped to practically achieve the positive effect of pay dispersion on labor productivity.

• Journal of Labour Economics
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• v.18 no.1
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• pp.169-194
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• 1995

• Journal of Labour Economics
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• v.17 no.2
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• pp.289-318
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• 1995

• 방재와보험
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• s.41
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• pp.50-51
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• 1989

• Journal of Navigation and Port Research
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• v.32 no.3
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• pp.237-244
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• 2008

The General Conference of International Labour Organization adopted the Maritime Labour Convention, 2006 which created a single, coherent instrument embodying as far as possible all up-to-date standards of existing international maritime Conventions and Recommendations in its Ninety-fourth session on 23 February 2006. This Convention prescribes the social security for seafarers in the Regulation 4.5 in the Title 4. Regulation 4.1-Medical care on board ship and ashore and Regulation 4.2-Shipowner's liability are related to social security for seafarers. For the purpose of ratifying this Convention in our country, first of all, it is necessary to review the domestic laws and regulations concerned whether they fulfill or not the requirements of the Convention and have to make preparation insufficient sections. Therefore, this paper aims to find out different regulations between the domestic law and the Convention, as to be able to accept the requirements regarding the social security of the Convention, also suggest the solution on problems derived in this process.

• Journal of Labour Economics
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• v.22 no.2
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• pp.145-161
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• 1999

• 월간산업보건
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• s.114
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• pp.21-25
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• 1997

• Knowledge Management Research
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• v.25 no.3
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• pp.23-45
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• 2024

The enhancement of algorithmic management within platform companies and the expanding recognition of the 'employee status' of platform workers in various areas indicate a need for platform companies to broaden their comprehension of platform workers' job attitudes as an internal human resource. This study aims to explore variations in platform workers' job attitudes based on their work values in light of the evolving landscape of algorithmic management. Specifically, the research delves into discerning differences in platform workers' perceptions of job attitudes in relation to their work values. A multivariate analysis of variance(MANOVA) was employed in examining survey data from 177 riders affiliated with a delivery platform that implemented algorithmic management. The findings revealed that platform workers who prioritize work value (job interest), exhibited higher levels of perceived fairness in compensation and autonomy. Moreover, those who placed greater importance on work value (economic compensation), demonstrated elevated levels of work overload, perceived fairness in compensation, job burnout, and intentions to seek alternative employment opportunities.