• Journal of Industrial Convergence
• /
• v.20 no.11
• /
• pp.105-112
• /
• 2022

The purpose of this study is to examine the moderating effect of the reporting earnings strategy on the relationship between managerial ability and manager performance-reward sensitivity. Both upward and downward adjustments can occur in the direction of management performance adjustment according to the manager's reporting earnings strategy. was found to decrease performance-based performance-reward sensitivity. The underreporting strategy is hypothesized that, although additional compensation is paid for the performance of the reporting strategy according to the manager's ability, the level of compensation increases, but this type of compensation will decrease the performance-reward sensitivity because this type of compensation is irrelevant to the actual performance of the manager. This is the result of indirectly confirming that discriminatory compensation is provided for upward and downward adjustment of business performance according to the reporting earnings strategy.

• Journal of the Korean hospital association
• /
• v.37 no.4
• /
• pp.39-46
• /
• 2008

• Asia Marketing Journal
• /
• v.7 no.2
• /
• pp.123-139
• /
• 2005

Until now, There are many studies of reward program effect about retaining current customers. But main goal of this study is acquiring new customer in competitive environment. We also reveal strategic framework for maximizing acquisition of new customer. For increasing customer loyalty of non-use brand, we'd better to give Out My Own reward non-user immediately and for increasing customer loyalty of use brand we'd better to give In My own Brand user accumulatively. Implication of the results for markets and future research are discussed

• Journal of Service Research and Studies
• /
• v.7 no.4
• /
• pp.109-126
• /
• 2017

Designing cost-effective service recovery strategies mix has been recognized one of important issues by both service researchers and practitioners. In spite of the rising interest in them, there has been scarce studies on them. In this paper, we try to find cost-effective service recovery strategies mix via game-theoretic modeling. Especially, we focus on the possible incentives such as voucher type reward and service re-performance which have different cost structure. We investigated three questions about the topics as follows:(1) Should the service firm use the possible incentive scheme such as voucher and service re-performance for service recovery?, (2) How much voucher and service re-performance is adequate for service recovery under diverse service failure severity level?, (3) How much voucher and service re-performance is adequate for service recovery under diverse threshold level to make the customer repurchase? The results are as follows:(1) The use of both voucher and service re-performance for service recovery results in greater surplus for the service firm. (2) The higher gets the service failure severity level, the higher total incentives are required in the equilibrium. As service failure severity level gets higher, higher level of discount might be more useful to the service firm. However, service re-performance should be cut down above some critical level of service failure severity in the equilibrium. (3) The higher gets the threshold level to make the customer repurchase, the higher incentives are required in the equilibrium, and the higher portion of voucher incentive is required relative to that of service re-performance in the equilibrium.

• Journal of the Korea Society of Computer and Information
• /
• v.20 no.3
• /
• pp.125-137
• /
• 2015

Information technology enables home-based working which is a new way to satisfy the firm and its employees. Firms are under pressure of cost reduction, and employees want to maintain balance of life between work and family. Considering the organization's capability can be the core competency, firm's efforts to acquire workers' commitment have been important issue in human resource management. However, researches to increase the workers' loyalty and commitment within home-base working have not been widely studied. This study tries to identify the relationships among firms' rewards supporting strategies and workers' perceived commitment with the working system as a context. Results confirm that the organization's extrinsic and intrinsic rewards affect the worker's continuous commitment, and the mediating role of normative commitment between workers' perceived affective commitment and continuous commitment has been found. Also, we empirically identify the moderating role of working systems(i.e., home-based, vs. office-based) within organization's rewards supporting strategies and workers' commitment perceptions.

• Journal of Digital Convergence
• /
• v.9 no.3
• /
• pp.117-131
• /
• 2011

This study aims to examine the impact of Self-leadership(behavior- focused strategies, natural reward and constructive thought pattern to Technology Innovation. Hypotheses were tested by surveying 306 employees at Gumi Industrial Complex. The findings are as follows : First, two factors of Self-leadership had a significant positive effect on the product innovation except constructive thought pattern strategies. Second, two factors of Self-leadership had a significant positive effect on the process innovation except constructive thought pattern strategies.

• Proceedings of the KIPE Conference
• /
• 2016.07a
• /
• pp.93-94
• /
• 2016

산업용 인버터는 운전상황에 따라 캐리어 주파수와 부하전류가 변하게 되며, 이 때 제어기 내부 회로 소자의 Propagation 지연에 따른 Dead Time의 왜곡 그리고 출력전류크기에 따른 전략소자 내부의 전압강하 등에 의해 전압의 왜곡이 발생하여 전동기 토크진동의 원인이 된다. 이를 방지하기 위하여 상황에 따라 출력전압을 보상해야 한다. 특히 전략소자의 전압강하는 전류의 크기에 따라 변하므로 캐리어 주파수에 의한 보상뿐만 아니라 부하전류의 크기에 따른 출력전압을 보상해야 한다. 본 연구에서는 캐리어 주파수 변화에 따른 전압보상량을 기준으로 출력전류 크기에 따른 보상방법 중 비선형적으로 변하는 저전류 영역에서의 전력소자 진압 강하량을 개선하는 보상방법을 제시하였고, 그 유효성을 실험을 통해 검증하였다.

• Journal of Digital Convergence
• /
• v.20 no.1
• /
• pp.55-69
• /
• 2022

The purpose of this study is to verify whether there is a mediating effect of self-efficacy in the relationship between self-leadership and organizational commitment, self-leadership and job satisfaction. Specifically, hypotheses were established and a research model was established that behavior-focused strategies, natural reward strategies, and constructive thought pattern strategies have a significant positive (+) effect on organizational commitment, self-efficacy among these variables. In order to analyze this, 239 copies of survey data were collected from general domestic companies and analyzed through SPSS 25.0. The mediating analysis was conducted in the manner proposed by Baron & Kenny(1986). As a result, among the sub-factors of self-leadership, behavior-focused strategies and natural reward strategies had a significant positive (+) effect on organizational commitment, but constructive thought pattern strategies had no causal relationship with organizational commitment. In addition, in the relationship between these variables, self-efficacy showed a partial mediating effect. On the other hand, in the relationship between self-leadership and job satisfaction, only the natural reward strategies among the sub-factors of self-leadership showed a significant positive (+) effect, and behavior-focused strategies and constructive thought pattern strategies showed no causal relationship. Among these variables, self-efficacy was found to show partial mediation. Details and implications of the analysis results were dealt with in the conclusions and discussions of the study.

• Journal of The Korean Association For Science Education
• /
• v.22 no.3
• /
• pp.604-616
• /
• 2002

The purpose of this study was to analyze the development of the compensational thinking by the compensation activities of 'Thinking Science' program. The 138 students were sampled in elementary schools and were divided into two groups, the experimental group of 74 students and the control group of 64 students. Both the compensation activities of the 'Thinking Science' program and a regular science curriculum were implemented to the experimental group, while only a regular science curriculum to the control group. Both experimental and control group were pre-tested with Science Reasoning Task II and compensational thinking test I and were post-tested with compensational thinking test II. This study revealed that the types of strategies used in compensation problem solving were categorized as illogical explanation, rule automation, proportionality, explanation in qualitative terms, additive quantification, inverse proportionality and were related to the context of the items. It was found that compensation activities of the 'Thinking Science' program were effective on the development of the compensational thinking.

• Proceedings of the Korea Information Processing Society Conference
• /
• 2021.11a
• /
• pp.910-913
• /
• 2021

Successor representation (SR) 은 두뇌 내 해마의 공간 세포가 인지맵을 구성하여 환경을 학습하고, 이를 활용하여 변화하는 환경에서 유연하게 최적 전략을 수립하는 기전을 모사한 강화학습 방법이다. 특히, 학습한 환경 정보를 활용, 환경 구조 안에서 목표가 변화할 때 강인하게 대응하여 일반 model-free 강화학습에 비해 빠르게 보상 변화에 적응하고 최적 전략을 찾는 것으로 알려져 있다. 본 논문에서는 SR 기반 강화학습 알고리즘이 보상의 변화와 더불어 환경 구조, 특히 환경의 상태 천이 확률이 변화하여 보상의 변화를 유발하는 상황에서 어떠한 성능을 보이는 지 확인하였다. 벤치마크 알고리즘으로 SR 의 특성을 목적 기반 강화학습으로 통합한 SR-Dyna 를 사용하였고, 환경 상태 천이 불확실성과 보상 변화가 동시에 나타나는 2-stage 마르코프 의사결정 과제를 실험 환경으로 사용하였다. 시뮬레이션 결과, SR-Dyna 는 환경 내 상태 천이 확률 변화에 따른 보상 변화에는 적절히 대응하지 못하는 결과를 보였다. 본 결과를 통해 두뇌의 강화학습과 알고리즘 강화학습의 차이를 이해하여, 환경 변화에 강인한 강화학습 알고리즘 설계를 기대할 수 있다.