• 산업경영시스템학회지
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• 제39권3호
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• pp.118-128
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• 2016

The purpose of this study is to verify the role of moderating effect of pay system on the relation between organizational justice and employee's pay level satisfaction. By default, it would be a justice find out a positive impact on pay levels satisfaction members feel. It will examine the mediating effect of the wage system the main purpose of this study is to prove their relationship. A survey was conducted to examine the role of moderating effect of pay system on the responses of 218 employees. sex, education, status, and service type were chosen as control variable, and the regression model which treated the distributive justice and procedural justice as independent variable was set. A pay system was supposed as moderating variable of the relation between organizational justice and pay level satisfaction, In addition the pay system have a dummy variable (if pay system is lower than the average, pay system is 0, else pay system is 1). The result showed that the relation of organizational justice and pay level satisfaction are significantly unique. This means that pay system moderates the relation of organizational justice and pay level satisfaction. These results are different from the prior researches which had treated pay system as mediative variable of organizational justice and pay level satisfaction. This difference may be from the property of attitude variable. For example, pay satisfaction is individual-based attitude. Moreover, organizational committment has the instrumentality for future reward, while pay satisfaction does not. The future study should consider the properties of these variables and other employee's attitude variables.

• 간호행정학회지
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• 제5권2호
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• pp.281-295
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• 1999

The purpose of this study is to provide the basic data for the development of new pay system of hospitals by analyzing the status and problems of current pay system. The pay systems of 20 nationwide hospitals were analyzed and compared with the average pay level in Korea. In addition, the annual trend of pay system was analyzed. Based on this study, the following suggestions can be made. First, the pay levels of hospitals are, in some types of workers, lower than average. Hospitals should take much efforts to improve the payment capability through the effective management. Second, the effort to raise the proportion of basic pay to the total pay and to simplify the pay system on the basis of basic pay rather than the allowance and bonus should be made. Third, the pay system based on the length of service should be revised into the one based on work capability, achievement and performance in case of professional, clerical and managerial jobs. Fourth, the pay system determined depending on the power relationship between the labor unions and the management should be improved into the one, with which workers can feel reliable and satisfied through the revealing of the payment ability and the management improvement.

• 대한치과의사협회지
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• 제54권5호
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• pp.374-383
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• 2016

The purpose of this study is to analyze the determinants of pay satisfaction of dental employees. The questionnaire used in this study consists of personal characteristics, characteristics of workplace, administration of pay, Pay satisfaction questionnaire (PSQ). PSQ was translated, and backward translation into korean was implemented. A pilot test was conducted with 25 dental employees to complete the questionnaire. Survey was conducted from February to July in 2015, receiving 323 valid responses. Anova or t-test was conducted with categorized characteristics, by calculating pay satisfaction scores. Principal factor analysis which is an exploratory factor analysis was conducted to investigate the consistency of pay satisfaction. Multiple regression analysis was conducted to investigate how much effect the variables have on pay satisfaction. The result of principal factor analysis showed that pay satisfaction consists of 3 factors which are 'paying system', 'pay level', 'benefits'. 'Pay raise' which was one of 4 factors of original PSQ was not the factor of pay satisfaction of dental employees. The result of analysis of characteristics showed that the scores of paying system between dental clinic and dental hospital had significant difference. The result of multiple regression analysis showed tendencies pay satisfaction increases when age and monthly income increases and whole career and the number of unit chairs decreases. Increasing the autonomy of employees and simplification of paying system would improve pay satisfaction efficiently. When age increases, the pay level increases because of the seniority-based pay structure, and this leads to the higher satisfaction. The higher amount of pay leads to higher satisfaction. The expectation over pay increases relatively higher than the increase of pay level and this leads to the less satisfaction. When the number of unit chairs is fewer, the workplace is smaller, so the employees have more autonomy, and this leads to higher satisfaction.

• 간호행정학회지
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• 제12권4호
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• pp.521-531
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• 2006

Purpose: The purpose of this study were to examine the pay system and pay form of hospital nurses. Methods: This study performed secondary analysis on the existing data and employed a case study design. Data were collected from May 1, 2005 to September 30, 2005. Analysis of the results was carried out using SPSS win 12.0 for frequency, percentage, mean and standard deviation. Results: All hospitals did have pay steps considering the seniority rule. Each hospital had a variety types of an allowances, the criteria of the payment, and the bonus. The majority of payment form was a monthly pay. Several suggestions could be drawn from this study. The pay system of the hospital nurses should reflect market pay and pay system should be set up according to the value of duty, performance, and expertness of hospital nurses and should be clear and lucid. Conclusion: Pay is a major function of human resource management and is a motive to nurses. Each hospital's pay system is different outwardly but it is the same as internally. Therefore pay system and form should reflect a value of the duty and the expertness and performance of nurses.

• 노동경제논집
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• 제34권2호
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• pp.29-52
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• 2011

본고는 1990년대 후반 이후 한국기업에 급속히 도입되어 온 연봉제가 실제로 성과에 따른 임금격차를 가져왔는지에 대하여 분석하였다. 노동부 "임금구조기본통계조사" 1996년부터 2006년까지 100인 이상 기업 대졸 사무직에 대한 자료를 활용하였고, 기업내 임금격차 변수로는 개인 속성에 대한 영향을 배제할 수 있도록 임금함수를 추정하고 잔차의 분산을 기업수준의 변수로 활용하여 분석하였다. 분석 결과, 연봉제의 도입은 기업내 임금격차를 확대시키는 것으로 나타났다. 그러나 연봉제 적용 비중과 임금격차 간의 관계는 비선형관계($\bigcap$)임을 시사하는 결과가 나타났다.

• 한국컴퓨터정보학회논문지
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• 제24권6호
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• pp.81-88
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• 2019

Based on the theory of planned behavior and the theory of legal deterrence, this study takes consumers' willingness to pay for digital music as the research object, investigates the consumers who have digital music consumption channels and behaviors, and discusses the willingness of consumers to pay for digital music and its influencing factors. The study attempts to achieve the following research purposes: First, explore the influencing factors of willingness to pay for digital music using domestic and foreign literature research and related content analysis. Second, we want to examine the effect of Attitude, Collective Specifications, Quality Sensitivity and Music affinity on willingness to pay. Third, Legal deterrence and resource availability tries to verify whether there is a moderating effect between Attitude, Collective Specifications, Quality Sensitivity and Music affinity and willingness to pay. The research data was collected in 2019 between April 6th to May 8th. Questionnaires were randomly distributed in fixed places, mainly in Hubei Province, China. A total of 393 questionnaires were selected for data analysis. Based on the previous theoretical review and empirical analysis, the study draws the following conclusions: Firstly, attitude, collective specifications, quality sensitivity and music affinity have an impact on the willingness to pay. Second, Legal deterrence has a regulatory effect on the relationship among quality sensitivity, musical affinity and the willingness to pay. Last the resource availability has a significant impact on the willingness to pay. It also has a regulatory effect on the relationship among quality sensitivity, music affinity and the willingness to pay.

• International Journal of Internet, Broadcasting and Communication
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• 제14권3호
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• pp.193-204
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• 2022

The 2018 Seoul Zero Pay is a policy actively promoted by the government as an economic stimulus package for small business owners and the self-employed who are experiencing economic depression due to COVID-19. However, the controversy over the effectiveness of Zero Pay continues even after two years have passed since the implementation of the policy. Zero Pay is a joint QR code mobile payment service introduced by the government, Seoul city, financial companies, and private simple payment providers to reduce the burden of card merchant fees for small business owners and self-employed people who are experiencing economic difficulties due to the economic downturn., it was attempted in the direction of economic revitalization for the return of alleyways[1]. Therefore, this study intends to draw implications for improvement measures so that the ongoing zero-pay can be further activated and the economy can be settled normally. The analysis results of this study are as follows. First, it shows the effect of increasing the income of small business owners by inducing consumption in alleyways through the economic revitalization policy of Zero Pay. Second, the issuance and distribution of Zero Pay helps to revitalize the local economy and contribute to the establishment of a virtuous cycle system. Third, stable operation is being realized by the introduction of blockchain technology to the Zero Pay platform. In terms of academic significance, the direction of Zero Pay's policies and systems was able to identify changes in the use of Zero Pay through big data analysis. The implementation of the zero-pay policy is in its infancy, and there are limitations in factors for examining the consumer image perception of zero-pay as there are insufficient prior studies. Therefore, continuous follow-up research on Zero Pay should be conducted.

• 산업융합연구
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• 제1권1호
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• pp.171-183
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• 2003

The purpose of this paper was to indicate the direction of the proper merit pay system against changing process of pay system and problems of seniority pay system in Korea. The results play an important role in settling of rational pay system in our industry.

• 디지털콘텐츠학회 논문지
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• 제9권1호
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• pp.69-75
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• 2008

VOD (Video-on-Demand) 서비스는 사용자가 원하는 비디오를 언제든지 볼 수 있도록 해 준다. 고속의 컴퓨터 네트워크의 발달로 웹 기반 VOD 서비스가 가능하게 되었다. VOD 서비스를 지원하기 위해서는 요금 부과 기법이 필요하다. VOD 요금 부과 기법으로 사용자가 시청한 분량에 따라 요금을 부과하는 pay-per-view를 생각할 수 있다. VOD에서 사용자의 사생활 보호 또한 중요한 이슈가 된다. 사용자는 자신의 시청 정보를 타인에게 노출시키고 싶지 않을 것이다. 이를 위해서 VOD 서비스에 익명성을 제공할 필요가 있다. 익명성 제공은 VOD 서비스 요금 계산을 복잡하게 한다. 익명성 제공과 요금 계산을 함께 지원하는 VOD 기법이 필요하다. 이 논문에서는 익명성이 제공되는 웹 기반 VOD 서비스가 제안된다. 제안된 기법은 사용자의 시청 분량에 따라 요금을 부과하는 pay-per-view 기능을 지원한다.

• 산경연구논집
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• 제14권7호
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• pp.1-7
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• 2023

Purpose: The present research is to explore and investigate the meaningful difference between job-based pay and skill-based pay in the current literature to shed light on the advantages and caveats of two compensation approach, providing direction for human resource practitioners looking to develop efficient and fair compensation plans. Research design, data and methodology: The methodology based on Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) was used for this research. The PRISMA technique is generally considered the gold standard since it guarantees openness, repeatability, and rigor. Studies comparing salaries based on work duties versus those based on individual skills published in English and accepted for publication in peer-reviewed journals are eligible for inclusion. Results: According to the comprehensive literature analysis, the present research provides clear comparison between Job-based pay and skilled-based pay, pointing out a similarity and four differences (1. Criteria for pay determination, 2. Flexibility, 2. Job Scope, and 4. Career progression. Conclusions: The result of the current research implies that human resource professionals would be well to learn the effects of various compensation structures on career advancement, and suggests for them that employees can take advantage of chances to advance in their careers based on right compensation schemes.