• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.105-128
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• 2000

This study was conducted to investigate the prospects and issues for the implementation of the annual salary system in Korean hospitals. Data were collected from the top management of 669 hospitals in Korea through the self-administerd questionnaires. Of the 175 respondents, 171 questionnaires were used as final data and analyzed using $X^2$ test. The results of the study are as follows. 1) It is found that 49.7% of the study hospitals are operating the annual salary system. 2) Among the hospitals which are not operating the annual salary system, 49.2% have the plan to implement the system and 44.5% have not decided yet whether they introduce the system or not. 3) The proportion of the hospitals which have the plan to implement the annual salary system within 5 years is 96.8%. 4) The proportion of the hospitals which will begin the system only with full-time physicians and middle level managers is 36.2%, while that of the hopsitals which will apply the system to all employees is 30.5%. 5) Hospital Administrators seems to prefer to 10-20% salary gap for the introduction period among the employees with same salary. 6) Most of the respondents are willing to accept the payment system based on the performance. 7) The major issues which should be dealt with before the implementation of the annual salary system are the establishment of the objectivity of performance evaluation criteria, the improvement of teamwork, and the maintenance of organizational commitment. 8) The desirable criteria for employee evaluation are found to be the mixture of the ability, job position, tenure, and the job difficulty.

• Survey Research
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• v.1 no.1
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• pp.45-71
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• 2000

This paper presents two cases of organizational studies and deals with the issue of the level of analysis in the study of organizational phenomena. The first study focuses on the individual level of analysis and examines the effect of a merit pay system on employee attitudes, In this study data were collected using questionnaires from 195 employees across 18 companies. Analyses were are performed using 195 questionnaires at the individual level of analysis. On the other hand, the second study focuses on the group level of analysis examines the relationship between transformational leadership and group performance. In this study data were collected using questionnaires from 320 employees embeded in 40 groups in an insurance company. The 320 questionnaires were aggregated by groups and analyses were performed based on the aggregated scores at the group level of analysis. The importance of the level of analysis in the study of organizational phenomena was discussed.

• Proceedings of the Korea Concrete Institute Conference
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• 2004.05a
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• pp.604-607
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• 2004

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 study on the concrete in the marine environment are 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 to some fluosilicate solution. For evaluatin of the physical and chemical properties of concretes containing inorganic antifouling agent, various tests such as setting time, slump loss, compressive strength, water absorption rate, freezing and thawing resistance and SEM micrographs 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 $1.0wt\%$.

• 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.

• Journal of Labour Economics
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• v.37 no.1
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• pp.59-85
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• 2014

This paper analyses an impact of wage scheme and transparency of performance evaluation on the productivity. The main findings in this paper are as follows: First, the effect of wage scheme based on seniority system on the productivity is worse off than the performance pay. Second, there is a positive relationship between an incentive and the productivity, but, in the case of firms which individually informs the results of performance evaluation to their workers, it shows the hump-shaped relationship. Third, though the wage scheme is based on the performance, if the evaluation system is not transparent, the impact of incentive on the productivity is disappeared. Consequently, this paper implies that the appropriate incentive and the transparent performance evaluation system are required so as to improve the productivity.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.19 no.4
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• pp.27-33
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• 2019

The min-cut problem that decides the maximum flow in a complex network flows from source(s) to sink(t) is known as a hard problem. The augmenting path algorithm divides into single path and decides the bottleneck point(edge), but the min-cut section to be decide additionally. This paper suggests O(n) time complexity heuristic greedy algorithm for the number of vertices n that applies free agent system in a pro-sports field. The free agent method assumes $N_G(S),N_G(T)$vertices among $v{\in}V{\backslash}\{s,t\}$to free agent players, and this players transfer into the team that suggest more annual income. As a result of various networks, this algorithm can be finds all of min-cut sections and min-cut value for whole cases.

• Korean Journal of Comparative Education
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• v.21 no.4
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• pp.1-27
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• 2011

The purpose of this study is to explore some policy implications for improving the faculty personnel management and their salary scheme of the Korean national universities through comparing the systems and practices of Korean national universities to those of OECD countries. The fact that many leading OECD countries in higher education arena have been taking decentralized contract-based system based on institutional autonomy and performance beyond the previous bureaucratic control model casts some significant implications for the Korean national university reform. Especially, concerning on personnel management, it is necessary to provide more flexibility in managing faculty personnel categorization and expansion of faculty quota management for faculty and to review the maintenance of faculty's legal status as civil servant. In addition, regarding the salary scheme of faculty, we suggested performance-based salary scheme with plus-sum methods, settlement of rational faculty performance evaluation system and practices, and need for some aligning efforts for changing faculty salary scheme of the national universities.

• Journal of Korea Society of Industrial Information Systems
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• v.29 no.2
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• pp.133-151
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• 2024

The purpose of this study is to analyze the core values of Donghwa Pharmaceutical, which has been in the pharmaceutical industry in South Korea for 126 years, and examine the core competencies that have consistently enabled it to maintain a competitive advantage. When applying the VRIO Framework, various general pharmaceuticals, including Donghwa Pharmaceutical's 'Hwalmyeongsoo,' which has maintained the top position in the liquid digestive medicine market for 126 years, are identified as powerful resources (Value) that generate 'sustained competitive advantage.' The principles of ethical management based on the Donghwa spirit, the long-standing principles of trust and belief, and the entrepreneurial spirit possess rarity. Having won four Guinness World Records and holding numerous new drug patents, Donghwa Pharmaceutical has consistently secured the top position in the digestive medicine category of the Korean Industrial Brand Power for 19 consecutive years. The company has been designated as a 'Golden Brand,' and its products have high levels of awareness, making them highly difficult to imitate. Lastly, the organization is structured to efficiently utilize resources such as a transparent hierarchical system, fair personnel management, diverse training programs, and high employee welfare and salaries. This study systematically analyzes the core values of Donghwa Pharmaceutical from a managerial perspective and proposes directions for the company to evolve into a long-lasting enterprise. The research outcomes will provide valuable insights for formulating long-term management strategies.

• Proceedings of the Korean Society of Dyers and Finishers Conference
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• 2012.03a
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• pp.108-108
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• 2012

이전의 연구에서 기존의 ATY 장치에 ITY 노즐을 접목하여 개조한 사가공기로 제조한 탄성복합사를 자동차 시트용 트리코트 원단으로 편직하여 일광견뢰도가 우수한 염료를 선정하고 $125^{\circ}C$에서 염색하여야 견뢰도와 spandex의 물성을 저해하지 않음을 알 수 있었다. 폴리에스테르 탄성복합사의 염색성 평가에 이어 본 연구에서는 나일론 필라멘트 (70/24, Full-dull, 2ply사와 40D spandex 1ply사 복합)와 레이온사(75D, 1ply)를 투입하여 직물 원단(중량 216g/yd, 밀도 경사 78, 위사 52본/inch)을 제직한 후 2욕에서의 염색공정을 거칠 경우, 탄성복합사의 견뢰도와 물성에 미치는 영향을 조사하였다. 나일론, 레이온, 폴리우레탄의 3종 원단을 염색성 평가를 위하여 반응성염료로 먼저 레이온 부분을 염색한 후 산성염료로 나일론 부분을 염색하였으며, 이 때 spandex가 미치는 영향을 비교하기 위하여 spandex가 함유되지 않은 나일론, 레이온 복합 제직원단도 함께 염색한 후 견뢰도를 평가하였다. 또한, 레이온 부분은 CPB염색법과 제트염색기로 나누어 염색하여 염색기에 따른 인장강도와 인열강도를 평가하였다. 레이온 염색에는 셀룰로오스용 2관능기 반응성염료 3원색을 이용하여 khaki color로 combination염색하였으며, 나일론 부분에는 입자크기가 커서 견뢰도가 우수한 산성염료를 선정하여 combination염색한 후 냉수세하였다. 견뢰도를 비교한 결과, spandex가 포함된 탄성복합사 원단과 나일론과 레이온 만으로 제직된 원단 모두 세탁, 마찰, 물, 땀, 일광 견뢰도 모두가 4~5급으로 우수하여 spandex에 이염된 염료가 견뢰도에 미치는 영향은 없음을 확인하였다. 또한, 레이온 부분의 반응성염료 염색 시 CPB와 제트염색법의 두 가지 종류에 대한 인장강도와 인열강도 평가결과는 CPB 염색물이 제트염색물보다 약간 높게 나타났지만 3% 이내의 차이로 거의 차이가 없음을 나타내었다. 일반적으로 제트염색 시 원단은 로프상으로 이동하고, CPB염법은 확포상태 그대로 염색되기 때문에 제트염색 시 강도가 낮아지는 것으로 알려져 있으나, 본 연구에서는 탄성복합사를 경사, 위사 모두 사용함으로써 spandex가 신장하는 특성 때문에 강도의 저하가 없는 것으로 사료된다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.2
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• pp.121-155
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• 2007

This paper was based on the answers of the BI(Business Incubating) managers who had been working in the business incubating field. The main purpose of this research was to figure out working conditions of those managers and to find out proper solutions. The result of the research was as follows. Overall economic rewards for those managers were relatively low level, job conditions for those managers were short-time contract-basis and those managers' ages were relatively young, 20s or 30s, and majority of the managers' working experience was usually less than 3years. Also some of the full-time managers were spending much of their working time in administration affairs rather than practical business incubating or business incubating consulting service. Therefore, the satisfaction level for their salary and working condition was quite unsatisfactory and they didn't have positive vision for their job and for their business consulting service. As a result to resolve those negative affects and to promote overall working for those BI managers, authorized certificates are necessary for those BI managers. Then they can specialize BI managing works and can improve their working conditions by blocking non -certified workers and can advance the quality of their consulting service.