• Journal of Information Management
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• v.38 no.4
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• pp.166-180
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• 2007

The impact of technical innovation upon technical development and production stage in small and medium industry was analyzed through a survey. 54.0% of the respondents answered that employee invention compensation system was 'highly helpful' to technical innovation, while 23% 'important'. 170 of the respondents answered that technical innovation due to employee invention compensation system took place at the stage of 'technical development', while 138 'idea gathering'. That explains that many innovative activities are taking place in the course of idea gathering from customers, competitors and experts; and production stage also requires innovative activities.

• The Journal of Fisheries Business Administration
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• v.34 no.1
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• pp.157-183
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• 2003

유류오염 사고를 사전에 예방할 수 있는 정책 수단으로는 여러 가지가 있지만 주요한 것으로는 인센티브제의 활용을 들 수 있다. 유류오염 사고를 예방하고 관리하기 위한 인센티브는 유출 사고로 인해 발생한 해양자원의 피해에 대해 가해자에게 배상책임(liability for losses due to spills)을 부과함으로써 제공될 수 있다. 유류오염 사고로 인한 피해액을 실제 화폐단위로 계량화하는 작업은 배상책임 부과제도를 정책수단으로 활용하기 위해 해결해야 할 가장 어려운 과제이다. 따라서, 최근 미국과 캐나다를 중심으로 발전하고 있는 자연자원 피해에 대한 가치 평가법(Natural Resource Damage Assessment : NRDA)은 배상책임 부과제도를 정책적으로 보완할 수 있는 이론적 도구로 간주되고 있다. NRDA는 잠재적인 가해자들에게 그들이 자연환경을 보존해야 하는 사회적 의무를 이행하지 못하고 이를 훼손하게 될 때 이로 인해 발생하는 모든 사회적 비용을 직접 부담해야 한다는 명확한 재무적 인센티브(financial incentive)를 부여함으로써 가해자 보상 원칙 (polluter pays principle)을 실현 할 수 있게 한다. 본 연구는, 유류오염 사고로 인한 환경자원 피해의 경제적 가치를 추정하는 가장 중요한 이론적 모형으로 활용되고 있는 가상상황평가법(CVM)에 대한 기초 개념과 이론적 체계, 그리고 이를 실제 피해액 추정에 성공적으로 적용시키기 위해 해결해야 할 문제점 등을 다루었다. 이를 위해, 본 연구에서는 1988년 캐나다 북서부 연안에서 발생한 Nestucca 유류오염 사고를 사례연구의 대상으로 선정하고, 사고 당시 캐나다 연방정부와 British Columbia 주정부를 대신하여 해양오염에 의한 환경피해의 경제적 가치를 추정한 미국의 컨설팅 회사인 RCG/Hagler, Baily Inc.의 가상상황평가법(CVM) 적용 사례를 분석 검토하였다. Nestucca 사례연구에서는 이들 연구자들이 실제로 활용한 설문지 설계, 설문방법 및 표본설계 등을 분석하였으며, 또한 CVM이 본질적으로 갖고 있는 방법론적 문제점들을 연구자들이 어떻게 해결하려고 했는가를 고찰하였다. 그리고, WTP 추정을 위해 RCG 연구자들이 사용한 사전규제접근법(ex ante regulatory approach)으로 인해 야기될 수 있는 환경자원 피해액 추정 방법의 한계점도 함께 검토하였다. 캐나다 연방정부와 British Columbia 주정부는 Nestucca 유류오염 사고로 인한 자연 자원 피해에 대한 손해배상으로 $4.3 Million의 보상금을 지급 받게 된다. 캐나다 정부는 이 보상금으로 Nestucca Oil Spill Trust Fund를 설립하여 피해를 입은 자연자원의 원상회복(restoration)을 위한 다양한 연구 프로젝트에 자금을 지원하고 있다. Nestucca 유류오염 사고를 계기로 캐나다 정부와 학계는 해양자원의 피해에 대한 경제적 가치평가와 자원의 원상회복에 대한 체계적인 접근 방안을 처음으로 마련 시행하게 되었다는 점에서, Nestucca 유류오염 사고에 대한 사례연구는 캐나다의 해양환경 보존 정책을 연구하는 출발점으로 평가될 수 있을 것이다. 이에 비해, 우리나라에서 대표적인 유류오염사고로 알려져 있는 시프린스호 사고와 관련된 손해배상금은 주로 연안어민들의 어업피해 배상으로 이루어져 있으며, 간접피해에 대한 배상액 48억 5천만원도 대부분 치어방류, 여수대학교 종묘배양장건립 등 피해지역 연안어업 발전을 위한 사업에 투자되었다.

• Journal of Practical Engineering Education
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• v.6 no.2
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• pp.119-126
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• 2014

The purpose of this study is to take a look at the cases on managing the senior human resources of business enterprises following the significant number of retirement of baby-boom generation and obligatory retirement age of 60 years of age and present the implication points in policies. With respect to the implication of the company, it would urgently require the introduction of programs with long-term point of view for career management strategy from the time of employment to the resignation, settlement of company leave system called chulhyang, expansion of wage peak system, full-time job transfer support center within the enterprise for retirement management, expansion of various consulting, conversion of paradigm on senior human resource management of top management in the enterprise level. In the government level, it is considered as required for systematic supplementation of the chulhyang system, improvement of support system for employment encouragement fund, expansion of national work capability standard-based senior employment field as well as task development, support for innovation of personnel management system, supply of management manual and implementation of job transfer education for life-time conversion period in the government level.

• Journal of Korean Society of Coastal and Ocean Engineers
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• v.21 no.2
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• pp.174-181
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• 2009

The present study is a preliminary attempt to effectively incorporate the environmental issue of coastal erosion into the environmental assessment process of Korea. We assess the status of the environmental assessment on coastal erosion for the previous development plans and provide potential directions for the improvement. The considerable project plans should be screened for the impact of coastal erosion, which occupies about 20% of the total project plans reviewed, and the ratio increased with project scale. In addition to screening process, most process including scoping, baseline study, impact assessment, and follow-up need to be improved. The potential directions of improvement are provided in terms of appropriate guideline development, employment of cumulative impact assessment, follow-up improvement and rearrangement of the preparation regulation of environmental assessment. Emphasis is given for follow-up process to review post-monitoring period, to employ science compensation, and to consider the establishment of relevant institution. Final suggestion is made for the establishments of comprehensive national plan to manage coastal erosion and streamlined environmental process from strategic to project levels based on the national plan.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.32 no.3D
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• pp.283-289
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• 2012

Because railways themselves are not enough to provide door-to-door service, they need to be complemented by a transportation system access the stations and a convenient transfer system to access other railway lines. User friendly service policies include a faster, interconnected, and intermodal transportation system. It becomes more important to use deep subterranean space from an economical standpoint in order to promote railway construction projects. In this research, the authors dealt with construction plan for strengthening capacity of deep subterranean railways. Since deep subterranean railways are situated deeper underground than other railways, they are more difficult to access and transfer to, in addition to psychological pressure. Moreover, deep subterranean railways with high speed add access difficulties as the distance between stations increases. Therefore, the authors discuss not only systemization for uniting deep subterranean railways and other transportation facilities but also reinforcement strategies. The purpose of these strategies is so that deep subterranean railways provide mobility while established railways provide accessibility to overcome this problem.

• Management & Information Systems Review
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• v.33 no.2
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• pp.135-153
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• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• Journal of Digital Convergence
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• v.17 no.1
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• pp.29-36
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• 2019

In this study, we analyzed knowledge management cases of the Ministry of Culture, Sports and Tourism and examined knowledge management vision, promotion organization and knowledge management activity system. This study aims to clarify implications for successful knowledge management in government sector. In the case of the Ministry of Culture, Sports and Tourism, which was the subject of the study, it was evaluated as having performed well in the management activities of the government department in the evaluation of "Knowledge Target for 2018" jointly hosted by Maeil Economic Daily and the Ministry of Public Administration and Security. In this study, we conducted an in - depth interview with the knowledge management staff of the Ministry of Culture and Tourism and analyzed the success factors of knowledge management in the government sector. First, the vision of knowledge management and the role of dedicated organization were very important. In addition, knowledge management system was used to effectively acquire, share, and accumulate knowledge and utilize it. In addition, appropriate compensation systems for knowledge management activities are also important success factors. Therefore, in order to encourage knowledge management activities, it is necessary for public institutions to establish an incentive system such as an economic compensation system for personnel sharing activities and HR personnel.

• Korean Journal of Social Welfare
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• v.69 no.1
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• pp.33-57
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• 2017

This study examines the effect of working conditions for care workers on the care quality in long-term care facilities, particularly the coexisting perspective on publicness and the marketization of Long-term care services in South Korea brings about. Prior studies have not identified a causal relationship between working conditions and the care quality, only explained cause of a low-wage labor market and low productivity of social services. Theoretical relevance of working conditions and service quality on Long-term care in Korea is to view from a integrated care model by Daly and Lewis(2002). A nonproportional stratified sampling procedure was used to consider Long-term care facility's ownership. A merged dataset combining surveys from 248 Long-Term Care facilities and online resources from NHIC administrative was used and analyzed by multiple regression. The analysis results is showed as follows. Overall, organizations with better working conditions, having higher wage, having greater a fringe benefit, being skills development and training are likely to have good care quality in each area. This research shows that the working conditions, rewards and support to care workers of organizational culture in the normative dimension beyond the minimum standard on labor market policy and evaluation system by government regulations have a positive impact on Long-term care quality.

• Korean Security Journal
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• no.32
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• pp.123-150
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• 2012

The purpose of this study was to seek practical intelligences for certain persons who wish to be a guard by studying for what practical public guards' recognition of organization and vocation is. The results of this study were as follows. First, Six study participants presented 'Respect within members', 'Atmosphere like family', 'Premium members', and 'Economic compensation & wealth of budget' as essential requirements for the best guard organization. Second, they also presented 'Systematic daily task & training', 'Exact selection system', and 'Strong cohesion & teamwork' as strong points of their organization. Third, they mentioned 'Internal evaluation system', 'Lack of education contents', and 'Limited position circulation' as weak points of their organization. Fourth, they mentioned that they feel encouraged itself as they work in the best guard organization, while they were skeptical when the citizens did not cooperate with them and they were not fully rewarded for their injury. Fifth, they expressed 'Difficulty of business cooperation', 'Unstable living patterns', 'Inconsistent assessment', and 'Continuing tension' as difficulties for performing the duties and stress causes. Lastly, they recognized of job security and self-esteem as they work in the best guard organization as advantages of a job, while they recognized of controlled life, low salaries and welfare level compared to duty importance and risks as disadvantages of a job. Consequently, students who wish to be a guard should consider job and organization attributes and set their career goals refer to these results.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.424-432
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• 2018

Job-wage is "a compensation system in which the basic pay is determined by the value of the task regardless of the nature of the person performing the task." The retirement age of workers in 2016 is trying to improve the wage system due to the enactment of the 60-year-old law. The performance salary system introduced in the previous administration try to switch the government of Moon Jae-in. In other words, the introduction of performance salary from the Seniority based Wage and the shift to the job payment system are taking place. This study analyzed case agencies in connection with the transition of job wage to public agencies. In other words, based on the awareness of the employees involved to the contents of the transition of the performance annual salary system to the job wage system analyze empirically. This study finds that there was strong negative perception of the performance-based pay system as a whole and the shift to a job wage system was also highly opposing. It was revealed that efforts to improve the problem are needed to improve performance annual salary system, to reverse the negative perception of job wage, to prepare fair evaluation criteria for performance and job duty and to persuade employees who oppose job change.