• Journal of Technology Innovation
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• v.4 no.1
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• pp.83-128
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• 1996

This paper explores desirable features of annual salary system a corporation can adopt to design it for R&D personnel or staff. This research, in particular, purports to examine how effective the money compensation is used to motivate R&D personnel and some differences with respect to their research areas, educational backgroudns and professional positions. In addition, the paper analyzes the motivational effectiveness of non-money compensation by comparing the preference level of the money and non-money rewards such as recognition, autonomy and responsibilities, etc. The response of R&D personnel as analyzed in this paper would provide a helpful reference for designing an annual salary system in R&D group.

• 대학교육
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• s.115
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• pp.92-93
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• 2002

• 한국IT서비스학회:학술대회논문집
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• 2002.06a
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• pp.63-69
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• 2002

최근의 정보시스템 업체들은 e비즈니스 분야의 IT프로젝트로 특수를 누리고 있다. 이런 새로운 분야의 IT프로젝트는 급변하는 기술의 추세와 연봉제로 활성화된 인력의 이동이라는 어려운 관리적 요인들을 접하고 있다. 즉, 단지 재무적 관점뿐만 아니라 시간적, 자원적, 품질적, 그리고 새로운 환경에 적웅해야하는 위험적 요인등 그 관리요소가 증가하고 있다. 그래서 프로젝트조직이나 관련기업의 경우 eIT분야의 프로젝트를 관리하기 위한 새로운 개념이나 방법론의 개발이 요구되고 있는 실정이다. 이에 본 논문에서는 최근의 정보시스템 업체들이 직면하고 있는 프로젝트관리의 어려운 점을 살펴보고, e비즈니스 환경의 정보기술프로젝트의 환경적 특성을 고려한 프로젝트 관리의 새로운 접근법을 엔트로피 이론에 기반 하여 설명하였다. 그리고 마지막으로 사례에 근거한 예제를 제시하여 엔트로피에 의한 프로젝트관리의 적용가능성을 제시하였다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.356-373
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• 2017

The purpose of this study is to empirically analyze whether performance-oriented remuneration systems in public thermal power generation companies substantially induces organizational commitment of employees, and contributes to organizational performance. According to the study, adequacy of salary and individual work evaluation have significant effects on organizational commitment, whereas external and internal evaluations for pay-for-performance remuneration systems do not have a significant effect. Annual salary for performance and pay-for-performance systems have a significant influence on organizational performance. In addition, because annual salary and individual work evaluation of the performance-oriented remuneration system have significant effects on both the indirect effect, through organizational commitment, as well as the direct effect on organizational performance, there exists a partially mediated effect on organizational commitment. Conversely, because external and internal evaluations do not significantly affect organizational commitment, there is no means of verifying the mediating effect. Studies suggest that a fair annual salary system for performance employed in conjunction with a pay-for-performance system will provide positive impacts on organizational performance and employee loyalty.

• Journal of Labour Economics
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• v.38 no.4
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• pp.83-107
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• 2015

Free Agent(FA) system allows a professional player to make a salary contract with the other clubs as well as the incumbent one after the player has played in one club for a fixed periods. Sometimes compared with the salary FA players performs very poorly, which leads to a debate about FA busts. We extend the model of Yang and Wang(2013) to the one with incomplete information about the productivity of the player to explain the possibility of FA busts. FA busts do not arise in the separating equilibrium where the private information is fully revealed. The FA busts do occur in the pooling equilibrium We show that the separating equilibrium does not exist. We also show that under some conditions, in particular with strong compensation rule, the unique pooling equilibrium exists.

• Journal of the Korea Convergence Society
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• v.12 no.3
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• pp.43-52
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• 2021

This study investigated the influence of clinical physical therapist's perception of their work environment and their attitude toward professionalization on individual job satisfaction. This study is a cross-sectional survey of clinical physical therapists 356 working in hospital, and utilized a structured questionnaire. As a result of this study, in their twenties, women, physical therapist with low clinical experience, and physical therapists working at hospital level showed low job satisfaction. Most of the physical therapists said that they needed a system for professionalism, and the lower the job satisfaction was, the higher the attitude toward the necessity of introducing a professional system. The variables affecting job satisfaction were academic background and annual salary. Therefore, in order to improve the job satisfaction of physical therapists, improvement of salary and learning for professionalism played an important role in improving job satisfaction. Self-development and job specialization through the introduction of a system for equipping expertise appear to be important to improve the job satisfaction.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.1-11
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• 2015

Objectives : The aim of this study was to identify the relationship between Organizational Citizenship Behavior (OCB) and quality of service (QoS) on pay satisfaction for employees at small-and medium-sized hospital that adopted an annual salary system. Methods : The subjects were 136 employees working at 2 Small-and Medium-sized Hospitals in Seoul and Daejeon. The data were collected from May 11 to May 22, 2015 using a structured questionnaire. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, ANOVA and Scheffe test were used with the SPSS 21 package. Results : The mean score for pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system was 1.74. The mean score for OCB and QoS was 4.02 and 4.43, respectively. The pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system were positively related to the OCB. Pay satisfaction was positively related to the QoS; however, it was not statistically significant. The OCB and QoS showed a significant difference in age, marital status, and education level. Conclusions : Small and Medium sized Hospitals have to develop an efficient pay management system which evaluates the CSFs and KPI of every department or staff member.

• Korea journal of population studies
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• v.23 no.1
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• pp.147-180
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• 2000

1997-98년의 외환위기는 한국경제 전반에 걸쳐 커다란 변화를 초래하였다. 특히 노동시장에서도 200만 명의 전례 없는 대량실업을 경험하였다. 이전의 고학력 실업과 생산직 노동력 부족이라는 두 가지 큰 특징으로부터 성, 학력, 연령에 관계없는 전 노동력에서의 대량실업이라는 특징을 경험하게되었다. 불경기에서의 기업 구조조정은 많은 직장인들로 하여금 통상적인 정년을 채우지 못하고 조기 퇴직해야 하는 상황을 초래하였다. 특히 50세 이상의 중·고령자 조기퇴직은 그들이 가정경제를 책임지는 가장으로서의 가정적 불안 뿐 아니라, 사회적으로도 실업자 보호를 위한 비용지출이 증대될 수밖에 없다. 이러한 현상은 직장에 남아있는 근로자들의 고용불안으로 확대되어 근로자들의 의사가 제대로 반영되지 않는 채 그 동안 정착된 고용관행(60세 전후 정년퇴직, 연공서열형 보수체계, 등)이 쉽게 무너지고, 사용자 중심의 새로운 고용관행(계약직, 연봉제, 단시간 근로형태, 등)이 확대될 가능성이 높아지게 되었다. 본 연구는 중·고령자의 고용안정과 촉진을 위한 정책대안과 촉진을 위한 정책대안을 제시함으로써 개인에게는 적합한 직종에서 일할 기회를 부여하고, 사회적으로는 실업문제의 해결로 사회복지비용의 지출을 최소화한다는 차원에서 연구되었다. 일반적으로 채용 면에서는 퇴직된 중·고령자도 신구인력과 경쟁적일 수박에 없으므로 비록 경기가 회복되더라도 재취업의 어려움은 여전히 남을 수밖에 없다. 뿐만 아니라 이들은 오랫동안 피고용자로서 근무해 왔기 때문에 신규 자영업에 진출하기도 조심스러울 수밖에 없어 이들의 경제활동에 대한 정부차원의 지원정책이 필요할 것이다. 연구결과 다음과 같은 몇 가지 중요한 정책적 시사점을 제시할 수 있다. 의무고용률 의 조정, 퇴직 전 전직훈련의 의무화, 고령자 창업보육센타의 설립, 신규채용이나 퇴직에서 제한연령의 완화 및 철폐, 서비스 산업에서의 고령자 적합직종의 개발, 등이 그것이다.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2008.11a
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• pp.455-458
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• 2008

The purpose of this study is to analyze technical manpower management problems that were made by specialized construction company, centering on the field of machinery and equipments, to offer an improvement of technical manpower management. For this study, the adapted research method select owners&foremans on 18 specialized construction company by machinery&equipment services and on-site supervisors on general contractor and then investigate the problem of contract and subcontract by survey. After analyzing the actual state of management, it present an improvement of technical manpower management. The results of this research are as follows. 1) It is analyzed foreman had a number of difficulty for dealing manpower management because of subordinate relationship between supervisor and foreman. 2) The improvement of technical manpower management is concluded that foreman is to be on- site proxy supervisor or to be hired by an annual salary.

• Journal of the Korea Institute of Building Construction
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• v.5 no.2 s.16
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• pp.97-105
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• 2005

Concrete structures in the marine environment often deteriorate in the early stage of their service life because of contact with various aggressive conditions. In recent years, the researches on the concrete in the marine environment have been carried out to increase their service life. In this experimental study, the concrete specimens were prepared with various adding contents of inorganic antifouling agent$(0\~3.0wt\%)$ composed of some fluosilicate solution. For evaluation of the properties of concretes containing inorganic antifouling agent, various tests such as setting time, slump loss, compressive strength, water absorption rate, fleering and thawing resistance and SEM of concrete, were conducted. As the results, physical and chemical properties of concretes were improved with an adding of inorganic antifouling agent. From the results of various tests, the optimal adding contents of antifouling agent was $1.0wt\%$.