• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.453-464
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• 2019

This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.

• KDI Journal of Economic Policy
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• v.33 no.3
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• pp.121-161
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• 2011

We study incentive structures of public developers and land owners in the process of public expropriations using a sequential game model. In the model, we show that there is an incentive for the public developer to give more compensation than just compensation that are defined by law. Also the model shows that there is an incentive for the land owners to revolt strategically against the public expropriation. Then an ideal authority delegation model is introduced to resolve the problems, where an independent appraiser determines the compensation for the expropriation. In the real world, improving the independence of appraisal process is critical to make the system closer to the ideal authority delegation model. So this paper concludes by making a few policy suggestions to improve the current appraisal system.

• 방재와보험
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• s.72
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• pp.16-20
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• 1997

• 대학교육
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• s.96
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• pp.54-61
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• 1998

김영삼 정부는 교육 민주주의의 토대 구축과 수요자 중심의 교육개혁을 위해 노력했으나, 교육현장의 협조를 얻지 못한 급진적이고 비현실적인 제도의 도입 등으로 여러 문제점을 노출하였다. 신 정부는 다음과 같은 점들을 고려하여 교육정책을 수행해야 할 것이다. 즉, 타당한 평가체제 및 보상제도 확립, 국.공립 교육기관 구조조정, 교육재원의 효과적 활용, 시민단체와의 교육서비스 협동생산, 교육민주화 완성 등이 그 것이다.

• Journal of Korean Library and Information Science Society
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• v.42 no.3
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• pp.351-379
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• 2011

The compensation system for reproducing or interactively transmitting works in libraries has been introduced in 2003. It has passed more than 7 years since this system has been implemented in July 2004. This study investigated current situation of operation on the compensation system for reproducing or interactively transmitting works in libraries. The survey on the effectiveness of the compensation system was conducted to a group of authors and librarians. First, the difference of the effectiveness of the compensation system between a group of authors and librarians was analyzed. In addition, the difference of the effectiveness of the compensation system according to status variable of author group was analyzed. Also the difference of the effectiveness of the compensation system according to status variable of librarian group was analyzed. Finally, this study pointed out the problems of the compensation system and presented the way to improve the problems.

• Industry Promotion Research
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• v.1 no.1
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• pp.159-166
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• 2016

The purpose of this study is to present and identify the relationship for the effects of performance-based human resource practices on the organizational effectiveness with focusing on small and medium-sized enterprises around Shandong province of China. The performance-based human resource practice factors include selective employment system, education training system, evaluation system, compensation system and the career promotion ladder opportunity system. As a result, among ten hypotheses, six hypotheses turned out to be the meaningful approaches. In addition there exist some human factors that interfere with the fairness of the evaluation due to the regional and personal factors, assessment system difference among firms. Finally the compensation system and organizational investment for increasing or decreasing will critically affect the enthusiasm of the staff members of firms, and the less invested for thema, the greater the likelihood of their turnovers.

• Journal of the Korean Society for Library and Information Science
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• v.50 no.3
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• pp.513-532
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• 2016

Legal deposit is a system that a person who publishes in the country a work shall deposit a certain copies of publications in designated libraries or institutions in order to preserve and transfer national knowledge and culture heritage. Under "Libraries Act" and "National Assembly Library Act", depositors shall present books to the Library and the Library shall properly compensate him/her for such copies presented. This study focuses on presentation and proper compensation of books. This study has reviewed laws and regulations about them in major countries and our country, and analyzed the current status and some problems of our country. This study has analyzed the constitutionality of legal deposit, the refusal of copies presented, and the meaning of proper compensation through analyzing cases on legal deposit. Based on these analyses, it has proposed the modification of regulations on presentation and proper compensation of books, the establishment of specific rules on proper compensation, and the penalties on unfair presentation.

• Journal of the Korean Society for information Management
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• v.28 no.3
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• pp.239-256
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• 2011

Main drivers of knowledge activities such as knowledge sharing and utilization are individual members of an organization and thus knowledge management strategies should be discussed in relationships with human resource management. This study analyzes the effects on knowledge sharing and knowledge utilization of human resource management practices such as training, participation in decision-making, performance appraisal and compensation system in local government. The results show that training and performance appraisal and compensation system are significantly influential factors for the knowledge sharing and knowledge utilization. Lessons and implications of this study for management leadership are presented.

• Korean Journal of Environment and Ecology
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• v.16 no.2
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• pp.188-194
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• 2002

Assessment institution of urban ecosystem is divided into ‘Urban Planning Act’and ‘Environmental Management Act’in Korea. The assessment institution of urban planning is divided into ‘Standard of land development approval’and ‘Environmental assessment of urban planning’. The institution of environmental management is divided into ‘Environmental impact assessment’and ‘Advance environmental assessment’. Assessment institution of urban ecosystem is progressed very slowly, because of development oriented policy. And so there are many problems that objective assessment method is not invented except ‘Degree of growing tree number per unit area’and ‘Degree of human disturbance of vegetation’, and insufficiency of conservation measures or post evaluation, etc. Activation of assessment institution of urban ecosystem is necessary followed countermeasures in Korea. (1) Development of objective assessment method for urban ecosystem as biotope map, (2) Appointment of censer-vation zone or consideration of damage for high value in conservation, (3) Parallel establishment of development and ecosystem conservation plan, and enforcing post evaluation

• Journal of Technology Innovation
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• v.4 no.1
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• pp.49-82
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• 1996

본 연구는 연구 개발 전문가를 대상으로 개인과 조직간의 상호 효율성을 증가시키는 적합 관계를 개념적으로 탐구하였다. 개인-조직간 적합은 연구자들에 따라서 다양한 정의가 존재한다. 이들 다양한 정의는 적합의 관점을 구체적으로 규명함으로써 개인-조직간 적합 메카니즘을 분명히 파악할 수 있다. 개인-조직간 적합 관점은 보충적/보완적 측면, 욕구-공급/능력-수요 측면, 주관적/객관적 측면이 존재한다. 국내 연구소의 인력관리제도(선발/채용제도, 교육훈련제도, 연구전문직제도, 평가제도, 보상제도)에 대한 현황을 기존 문헌과 인터뷰를 통하여 조사하였다. 세 가지 개인-조직 적합 관점에서 국내 연구소의 인력관리제도를 분석하여 실무적인 시사점과 기본적인 실행방안을 도출하였다. 끝으로 이러한 개념적 고찰에 근거하여 추후 연구방향을 제시하였다.