• 융합경영연구
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• 제5권1호
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• pp.21-26
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• 2017

Purpose - This study extracts performance-reward factors based on the previous studies related to Herzberg's two-factor theory and performance-reward and proposes a research method to identify how these factors have an influence on task performance directly related to production performance and contextual performance that has an indirect influence. Research Design, Data, and Methodology - This study draws performance-reward factors through Focus Group Interview(FGI), classifies them into economic/uneconomic and direct/indirect factors, draws maintenance/improvement factors and unnecessary ones through IPA, and maximizes the effectiveness of performance-reward factors. Results - It also identifies how performance-reward factors have an influence on internal and external motives based on previous studies, classifies performance-reward factors into task performance and contextual performance and identifies the influence relationship between these, and proposes a research model to identify the roles of equity sensitivity based on equity theory. Conclusion - The findings from this study are expected to lay the groundwork for drawing various methods to reduce the turnover rate of employees and be important resources for reinforcing the competitiveness of businesses by classifying the performance -reward factors that may cause internal and external motives from the small and medium-sized manufacturing perspective and presenting methods to identify if these have an influence on task performance and contextual performance.

• 간호행정학회지
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• 제11권1호
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• pp.1-12
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• 2005

Purpose: The purpose was to analyze the effects of internal marketing activity factors on nurse's turnover intention, nursing task performance and nursing productivity. Methods: The subjects were 355 nurses who were working at the 3 universities hospital over 1 year. The instruments were used of internal marketing activity factors(Lee, 2001), turnover intension(Lee, 1995), nursing task performance(Park, 1988) and nursing productivity(McNeese-Smith, 1996). Results: The mean score of internal marketing activity factors was 2.79, education and training 2.97, individualization 2.93, communication 2.87, promotion 2.76, work environment 2.63, reward system 2.62, and management vision for employee 2.61. The turnover intention was 3.12, nursing task performance 3.49, and nursing productivity 3.38. The internal marketing activity factors were negatively correlated with turnover intention(r=-0.37, p<0.0001), and positively correlated with nursing task performance(r=0.29, p<0.0001) and nursing productivity(r=0.30, p<0.0001). The key predictor of turnover intension was reward system, education and training, communication, and salary. They explained 35.0% of the total variance. In nursing task performance, communication, management vision for employee, salary and unit explained 26.0% of the total variance. In nursing productivity, communication, reward, education and training, salary, and position explained 24.0%. Conclusions: To increase nurse's nursing task performance and nursing productivity and to decrease turnover intention, it is necessary to concentrate on improving communication and reward system in the internal marketing activity factors. Through these activities, the effectiveness of internal marketing strategies will be enhanced and finally, nursing organizational outcome will be increased.

• 한국과학교육학회지
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• 제26권2호
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• pp.222-231
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• 2006

과학경연에서 나타나는 학생들의 내적 참여도와 내적 참여도에 영향을 주는 참여 동기와의 인과관계를 알아보고자 하였다. 탐색적 요인분석을 통하여 내적 참여도를 구성하는 요인으로 흥미와 몰두를 참여 동기를 구성하는 요인으로 사회적 동기, 보상 동기, 선호 동기를 설정하였다. 내적 참여도에 대한 학생들의 응답을 성, 학교유형, 학년에 따른 차이를 변량분석으로 비교한 결과 남학생이 흥미와 몰두에 있어서 여학생보다 유의미하게 높게 인식하였으며 초등학생들이 중학생들에 비해 모든 요인에 대해 높게 인식하였다(p<0.01). 초등학생의 경우 흥미에 있어서는 학년별 차이가 없었으나 몰두에 있어서는 초등학교 4학년 학생들이 유의미하게 낮았다(p<0.01). 중학생의 경우 중학교 3학년 학생들이 흥미와 몰두에 있어서 중학교 1,2 학년 학생들에 비해 유의미하게 낮았다(p<0.01). 과학경연에 대한 내적 참여도와 내적 참여도에 영향을 주는 요인간의 인과관계를 알아보기 위해 경로분석을 실시한 결과, 사회적 동기, 보상동기, 선호 동기가 모두 상관을 가지고 있으며 보상 동기는 몰두에 직접영향을 주며 선호 동기는 흥미에 직접영향올 주고 몰두에는 흥미를 통해서 간접영향을 주며, 흥미는 몰두에 직접영향을 주는 모형이 채택되었다. 내적 참여도의 흥미를 선호 동기만이 변량의 56%을 설명하였으며 몰두는 보상동기와 선호 동기가 변량의 58%를 설명할 수 있었다. 보상 동기는 몰두에 0.17의 직접효과를 주었으며 선호 동기는 흥미에 0.75의 높은 직접효과와 0.27의 몰두에 대한 간접효과를 주었다. 사회적 동기는 내적 참여도에 직접 및 간접효과를 주지 않았으며 흥미는 몰두에 0.49의 직접효과를 주었다.

• Safety and Health at Work
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• 제10권2호
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• pp.205-212
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• 2019

Background: Workforce health is one of the primary and most challenging issues, particularly in industrialized countries. This article aims at modeling the major factors affecting accidents in the workplace, including general health, work-family conflict, effort-reward imbalance, and internal and external locus of control. Methods: A cross-sectional study was conducted in Esfahan Steel Company in Iran. A total of 450 participants were divided into two groups-control and case-and the questionnaires were distributed among them. Data were collected through a 7-part questionnaire. Finally, the results were analyzed using SPSS 22.0 and Amos software. Results: All the studied variables had a significant relationship with the accident proneness. In the case group, general health with a coefficient of -0.37, worke-family conflict with 0.10, effort-reward imbalance with 0.10, internal locus of control with -0.07, and external locus of control with 0.40 had a direct effect on occupational stress. Occupational stress also had a positive direct effect on accident proneness with a coefficient of 0.47. In addition, fitness indices of control group showed general health (-0.35), worke-family conflict (0.36), effort-reward imbalance (0.13), internal locus of control (-0.15), and external locus of control (0.12) have a direct effect on occupational stress. Besides, occupational stress with a coefficient of 0.09 had a direct effect on accident proneness. Conclusion: It can be concluded that although previous studies and the present study showed the effect of stress on accident and accident proneness, some hidden and external factors such as work-family conflict, effort-reward imbalance, and external locus of control that affect stress should also be considered. It helps industries face less occupational stress and, consequently, less occurrence rates of accidents.

• 한국병원경영학회지
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• 제6권3호
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• pp.90-108
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• 2001

This research examines the compensation package maximizing the utilities of internal customers by applying the market segmentation theory. Data were collected from four Korean hospitals in Seoul, Pusan and Kyunggi-do. The research is designed to seek the compensation package maximizing the utility of doctors and nurses by applying the market segmentation theory. The compensation package for doctors and nurses was classified into 5 attributes which are level of salary, payment method, education, promotion, reward method. The test results were as follows. First, the relative importance of each attribute in the compensation package is different. The level of salary is the most important, reward method is the next. Second, the utility of doctors increases by 8.7%, when they are segmented on the basis. of their preference for compensation attributes while that of nurses increases by 39.8%. The results of this study imply that the utility of doctors and nurses increases with differentiated compensation package for internal customer segmented by their preference.

• 간호행정학회지
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• 제13권2호
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• pp.231-241
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• 2007

Purpose: The purpose of this study was to identify the effects of nurse's internal marketing on job satisfaction, turnover intention, and customer orientation. Method: The subjects were 559 nurses were working in 3 general hospitals. The data were collected from October 20 to November 15, 2006. For data analysis, descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used. Results: The mean score of the total internal marketing was 2.68, communication 3.03, vacation and suspension from office 2.64, education and training 2.60, reward system 2.56, work environment 2.53, and employment benefits 2.38, total job satisfaction was 2.96, turnover intention was 3.10, and customer orientation was 3.76. 'Internal marketing', and total subcategories of internal marketing were positively related to job satisfaction. 'Internal marketing', and total subcategories of internal marketing were negatively related to turnover intention. 'Internal marketing', 'communication', 'vacation and suspension from office', 'education and training', and 'work environment' were positively related to customer orientation. Conclusion: Through this results, to increase job satisfaction and customer orientation and to decrease turnover intention, it is necessary to concentrate on improving internal communication and reward system in the internal marketing strategy.

• 한국조리학회지
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• 제16권3호
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• pp.161-173
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• 2010

외식산업은 서비스 산업의 특성상 생산과 소비가 동시에 이루어지고, 고객의 참여가 판매로 이뤄지기 때문에 고객 지향적이고 서비스 지향적이어야 한다. 그러나 외식업체의 효율적인 운영을 위한 인력관리정책으로 최소의 인원을 고용유지하고 점차적으로 증가되는 비정규직 종사원을 통한 양질의 서비스를 제공할 수 있는 포괄적인 인적자원관리 정책을 수행하는 것은 외식업체들이 직면하고 있는 문제이다. 따라서 종사원에 대한 새로운 인식의 전환과 차별화된 인적자원관리를 통한 질적 서비스 향상으로 경쟁력이 있는 외식업체가 되기 위해서는 종사원의 직무와 관련된 갈등 원인을 분석하고, 이에 따른 내부 마케팅이 갈등의 원인에 미치는 영향관계를 실증적으로 연구함으로써 외식업체의 인적자원 관리할 필요성이 제기된다는 문제 의식 아래 연구를 수행하게 되었다.

• 대한간호학회지
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• 제53권5호
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• pp.525-537
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• 2023

Purpose: This study aimed to develop and test a reward scale for hospital nurses. Methods: The initial items were identified through a literature review and focus group interviews with ten hospital nurses. The content validity of the items was evaluated by ten experts. Fifty-one items were derived from the pilot survey. Four hundred eighty-eight nurses participated in the study: 248 for exploratory factor analysis (EFA) and 240 confirmatory factor analysis (CFA). Data were analyzed using item analysis, EFA, CFA, convergent validity, known-group validity, and internal consistency using IBM SPSS Statistics 29.0 and IBM SPSS AMOS 29.0. Results: The final scale consisted of 31 items and eight factors (decent wage, opportunity to grow and develop, support for special situations, various benefits, flexibility of work, job-related achievement, reflecting career and performance, and recognition), which explained 67.3% of the total variance. The eight-subscale model was validated by CFA. Convergent validity was evaluated by analyzing correlation with intention to leave (r = - .63, p < .001) and job satisfaction (r = .54, p < .001). The known-group validity was evaluated by comparing the reward scales according to age, clinical career, income level and hospital type. The scale was found to be reliable with a Cronbach's α of .89. Conclusion: Both the validity and reliability of the reward scale for hospital nurses are verified, which can enhance the understanding of the range of rewards and may assist nurse managers in establishing an effective reward system.

• 한국콘텐츠학회논문지
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• 제15권11호
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• pp.534-549
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• 2015

본 연구는 2014 오송 국제바이오 산업엑스포에 참여한 자원봉사자를 대상으로 하여 자원봉사자의 참여동기와 참여만족, 교육훈련이 참여동기와 참여만족 간에 조절효과가 있는지를 분석하여 향후 개최될 메가이벤트를 성공적으로 치러낼 수 있는 시사점을 제공하는 것이 본 연구의 목적이다. 연구결과 첫째, 참여동기 중 내적보상은 자원봉사 참여만족 6개 구성요인에 모두 통계적으로 유의한 영향을 미치는 것으로 나타났다. 둘째, 참여동기 중 외적보상은 자원봉사 참여만족 중 자기성장만족과 교류만족을 제외한 4개 구성요인에 통계적으로 유의한 영향을 미치는 것으로 나타났다. 셋째, 내적보상과 행사업무만족 간에 교육훈련이 조절역할을 하는 것으로 나타났다. 넷째, 외적보상과 교류만족 간에 교육훈련이 조절역할을 하는 것으로 나타났다.

• 수산경영론집
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• 제44권2호
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• pp.83-100
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• 2013

This survey was conducted with crewmen on large purse seines in order to increase satisfaction of crewmen. The degree of fulfillment of internal marketing on crewmen (internal communication, empowerment, welfare benefits, management support, and reward system), satisfaction of crewmen, turnover intention, recommendation intention and need for achievement were examined. 200 surveys were distributed and 150 surveys were returned, among which insincere responses were excluded to analyze 146 responses. The results are as follows. First, factors of internal marketing that influence satisfaction of crewmen include empowerment, welfare benefits, and reward system. Second, turnover intention was reduced and recommendation intention was increased with increasing satisfaction of crewmen. Third, while need for achievement moderated the relationship between satisfaction of crewmen and turnover intention, it did not moderate the relationship between satisfaction of crewmen and recommendation intention. In other words, stronger need of crewmen for achievement causes greater negative(-) effect of crewmen's satisfaction on turnover intention.