• 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.

• Journal of Korea Society of Industrial Information Systems
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• v.28 no.1
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• pp.71-82
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• 2023

As an alternative to solving social problems, social economic actors are attracting attention as an important alternative. SPC is a private program that pays incentives according to the social performance measured by monetary value. This study measured efficiency by applying DEA to social enterprises that participated in the SPC program and analyzed the factors affecting efficiency through tobit regression. As a result of DEA analysis, it was found that 21% of social enterprises participating in SPC were efficient, but 66% needed to improve their efficiency. In the Tobit regression analysis, the efficiency was relatively low in the case of manufacturing sector, and when the square term of sales is included, the efficiency decreases as sales increase. Through this, it was estimated that external support is needed at a low level sales before crossing the critical point, and that the efficiency of social value creation increases when it grows above a certain level. Moreover, it is significant in that it combines the variables used in the analysis of traditional industrial efficiency while conducting efficiency analysis focusing on the social performance by monetary value, which is considered the most important achievement of social enterprises. It is believed that it will contribute to research related to the environment creation and the requirements of each field in creating social values for social enterprises in the future.

• Proceedings of the KAIS Fall Conference
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• 2011.05b
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• pp.884-887
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• 2011

금연에 대한 사회적 움직임에 따라, 정부의 금연운동에 힘입어 기업에서도 직원들에 대한 금연정책 실시의 움직임이 활발해지고 있다. 기업들은 이제 금연이 더 이상 개인의 건강문제가 아닌 업무효율성으로 이어지는 기업의 경쟁력으로 인식되면서 금연정책에 참여하는 기업들이 늘어나는 추세이다. 즉, 직원 건강이 기업 매출과 이미지 제고에 영향을 끼친다고 판단되어 직원들의 금연을 독려하기 위해 사내에 정기적으로 금연 클리닉 및 금연교육을 실시하거나, 니코틴 패치나 금연 껌을 무료로 지급하거나, 금연에 성공하면 인센티브를 지급하는 등 기업들이 금연 문화 만들기에 나서고 있다. 본 논문은 2010년 금연의 행태를 파악하고 직원들을 위하여 금연프로그램(충주보건소)이 도입한 충북 S 전자의 사례를 중심으로 임직원의 행동과 조직에 어떠한 효과성이 있었는지에 대하여 직원들에게 설문을 조사하여 개념적 모형을 제시하고 통계분석을 통해 실증적 연구를 실시하였다.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.190-203
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• 2016

Based on the premise that a systematic career process was one of the essential elements of successful task performance both for individuals and the organization in the field of social welfare, this study set out to empirically analyze factors influencing the career commitment of social workers at a multidimensional level and provide practical implications for the directionality of career management on the basis of data with theoretical and statistical accuracy. For those purposes, the study collected individual and organizational characteristics data from 787 social workers at 46 agencies through a structured questionnaire and analyzed influential factors through the multilevel analysis technique by taking organizational effects into account. The analysis results show that explanations by the organization characteristics recorded significant 15% in the total variance of career commitment and that its influential factors included such significant variables as the protean career attitude, desire for growth, human network, and self-efficacy at the individual level and also the qualification compensation system at the organizational level. The study then proposed and discussed integrated practice strategies between individuals and agencies as the measures to promote career success through the activation of individual factors based on the consideration of organizational effects such as the application of an employee assistant program, provision of incentives to professional career development, and shift to a learning organization.

• Korean Journal of Social Welfare
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• v.52
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• pp.241-272
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• 2003

The Self-Support Program was introduced as an antipoverty policy at 2002 year in Korea. But, the Self-Support Program's negative or positive effects have been debated from diverse perspectives to the present. Thus, in this paper, we analyzed the effects of the Self-Support Program using the survey data from program participants. Even though the effects of Workfare Programs can be evaluated by various indicators(ex. income, employment status, poverty status, etc.), in our analysis the effects of the Self-Support Program are evaluated by participants' self-reliant attitudes and behaviors. Major findings are as follows. First, we found that some kinds of self-reliant attitudes(ex. work commitment, self-esteem, etc.) were build up through participation on the Self-Support program, but some kinds of self-reliant factors(job competence and skill, self-sufficiency prospect, etc.) which are more relevant to the self-sufficiency were not build up thorough it. Second, we found the positive effects of the program among people who are females, olders, less educated, more healthy, and the participants who have acquired more certificate of qualifications. Third, we also found that self-support center's job training program, adequate task matching, agency climates and intra-networks influence on the positive effects of the Self-Support Program. These findings suggest that the Self-Support Program has not been successful up to now and it's reformations are required. It means that objectives of the Self-Support Program as an anti-poverty policy must be obvious and program contents must be diverse. And also program administration systems need to be reformed in oder to raise the effectiveness of the Self-Support Program.