• Journal of the Korean hospital association
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• v.26 no.4 s.243
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• pp.49-65
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• 1997

• Journal of the Korean hospital association
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• v.25 no.12 s.240
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• pp.56-60
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• 1996

• Journal of the Korean hospital association
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• v.26 no.3 s.242
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• pp.49-65
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• 1997

• Cement
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• s.38
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• pp.16-21
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• 1970

시멘트공업경영은 자본집약산업으로 그 규모는 일정수준의 단위까지 팽창되지 않으면 안되는 시장경쟁적 여건을 포함하고 있는데 특히 시멘트제품의 수급비탄력성은 방대한 규모의 생산시설과 여기에 투입된 노동을 유휴화시키고 이로 인한 기업의 고정비부담을 가중시키므로 적자의 가장 큰 요인으로 작용하고 있다. 이와 같은 유휴비용중 특히 노무비부담이 큰 비중을 점하고 있는데 현세멘트공업계의 임금제도는 저생산저임금형태로 기업과 종업원에게 공히 유용한 요소가 되고 있다. 이러한 시멘트의 계절적인 수요변동에 따라 성수기에 있어서는 노동의 부족을 나타내고 비성수기에 있어서는 확대된 부분이 축소된 것만큼 인원을 감소시켜야하므로 노사간의 불화와 기업공신력의 상실등을 야기시키게 되어 기업측이나 종업원측으로 보아서도 서로의 손실임에는 틀림없다. 따라서 이와 같은 문제는 합리적인 임금제도 및 영리의 결여에서 오는 것인 만큼 기업과 종업원에 공히 이득을 가져와 줄 수 있는 성과급제도의 도입적용에 시급히 필요하다고 하겠다.

• Journal of Digital Convergence
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• v.14 no.9
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• pp.199-214
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• 2016

There is a negotiation between management and labors about paying incentive at the every end of the year. This result causes the conflict between management and labors. The successful operation of incentive system is based on respect and common benefit between workers and managers. The manager-trust is the power of leading reciprocality. This research started from the issues of companies with incentive system at this year. This research analysed the influence of manager-trust by the fairness of incentive system. and how HRM system affects the manager-trust through the strength of the HRM system. It appeared in a survey that shows the fairness of incentive system and manager-trust effect positive matter. As a result of the control effect in the strength of the HRM system, the relationship between distributive justice and manager-trust shows that Distinctiveness, consistency, and consensus have the control effect. Although the Distinctiveness has control effect, consistency and consensus didn't have control effect in the relationship between perceptual justice and manager-trust.

• Proceedings of the KIEE Conference
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• 2003.07d
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• pp.2025-2027
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• 2003

미끄럼방지 제동장치는 차량의 급제동 시 바퀴의 장김을 방지하여, 바퀴의 슬립을 최적으로 유지 시킴으로써 제동거리를 단축시키고, 운전자가 차량 조향성을 유지할 수 있게 만드는 차량 안정장치이다. 이 장치는 비행기의 착륙거리를 줄이기 위해 개발된 이래로, 철도 및 차량 등에도 널리 적용되고 있으며, 국내에서도 이미 승용차를 위주로 양산되고 있는 추세이다. 이러한 미끄럼방지 제동 장치는 공압 브레이크 장치를 사용하는 대형차량 분야에서는 아직 국내에서 적용된 사례가 없었으나, 지난 3 년간의 연구개발의 성과로 대형 버스에 적용 가능한 미끄럼방지 제동장치의 전자제어기가 개발 완료되었으며, 국제 규격을 바탕으로 국내 현실에 적합한 미끄럼방지 제동장치 장착 대형차량의 시험 규격을 정하여 이 규격에 의거 제동시험을 실시하고 개발 제어기의 성능을 평가하였다. 각 제동 시험은 $\mu$-Jump 제동시험 및 Split-$\mu$ 제동시험 등의 직진 주행 중 급제동시험, 급제동 중 차선변경 시험, 장애물 회피 제동시험 등을 포괄하며 국제적인 규격을 기준으로 정한 독자 규격을 만족하였다. 본 논문에서는 공압 브레이크를 장착한 대형차량의 미끄럼방지 제동장치의 제동성능평가 시험방법을 소개하고, 이 방법에 의해 성능평가 시스템 및 측정 시스템을 구성하여, 개발 전자제어기의 우수성을 확인하였으며, 그 측정결과의 일부를 제시하였다.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.31-44
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• 2011

The objectives of this study were first to inspect the background information of an incentive pay system in hospitals, which provide specialized services for the public, the current status of hospitals with the system, as well as effects produced by introducing it, and then to come up with measures to invigorate the system. According to the findings of a survey, a total of 123 out of 150 hospitals responded that they applied the system to their HR management, some fully or some partially, which accounts for 82.0 percent. This study suggested that the following strategies to invigorate the incentive pay system: having a clear objective when adopting the system; concerted performance targets; practical yet worth challenging business objectives; transparent information disclosure; and establishing a confidence-building system between labor and management. Mutual trust between labor and capital should be a key factor for the successful implementation of the incentive pay system.

• Journal of Labour Economics
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• v.33 no.1
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• pp.31-52
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• 2010

Internal labor market in a firm is normally designed to solve the adverse-selection problem as well as the moral hazard problem in the world of information asymmetry. The internal labor market of a Korean university as a non-profit organization should have the same function as the firm. The purpose of this paper is to evaluate the economic performances of a university's internal labor market, using confidential data. And I suggest how to improve the performances of a Korean university's interal labor market. Specifically, I suggest incentive pay for university professors. I also suggest eight job classification and job-related pay system for staffs and secretaries to enhance the efficiency of the university's internal labor market.

• Asia-Pacific Journal of Business
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• v.11 no.3
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• pp.185-198
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• 2020

Purpose - The purpose of this study is to examine the effect of performance-related pay on gender labor productivity differences theoretically and empirically. Design/methodology/approach - This study analyzes the Principal-Agent model in which a firm employes many male and female workers under moral hazard, and uses large survey data from Survey of Business Activities of MDIS (MicroData Integrated Service) in Korea. The fixed-effect model is employed in order to analyze the data. Findings - The theoretical result is that, after performance-related pay is offered to workers, the effect of performance-related pay on gender productivity is determined by whether the female ratio within firm affects firm's performance(such as revenue and profit) per capita. The empirical result is that, before performance-related pay is provided for all workers, the firm's female ratio does not affect firm's revenue and profit per capita at all, but after it is offered, the female ratio positively affects firm's performance per capita. Research implications or Originality - Fixed pay does not bring about the difference between male and female productivity, but performance-related pay affects female productivity more positively than male productivity in Korean firms. It means that female workers are more sensitive to incentives than men in Korea.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.110-124
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• 2011

Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly-based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.