• Journal of Korean Society of Industrial and Systems Engineering
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• v.39 no.3
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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.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.2
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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.

• The Journal of the Korean dental association
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• v.54 no.5
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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.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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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.

• Journal of Labour Economics
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• v.34 no.2
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• pp.29-52
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• 2011

Using occupational wage structure survey(1996-2006) by Korean ministry of employment and labor, we explored the effect of performance based pay on the pay dispersion within firm. Pay dispersion is defined as the within-firm variance of wage residuals after controlling the individual characteristics in the labor market. The results show that introduction of performance-based pay system increases the level of pay dispersion significantly. However, The relationship of employees' ratio who receive performance-based pay and the level of pay dispersion is an inverted U-shaped($\bigcap$).

• Journal of the Korea Society of Computer and Information
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• v.24 no.6
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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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• v.14 no.3
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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.

• Journal of Industrial Convergence
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• v.1 no.1
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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.

• Journal of Digital Contents Society
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• v.9 no.1
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• pp.69-75
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• 2008

Video-on-demand (VOD) service allows subscribers to view any video whenever they want. With the development of the high speed computer networks, web-based VOD services are available. To support VOD services, charging scheme is necessary. Pay-per-view is an effective charging scheme for VOD services. Pay-per-view allows the subscribers to pay for what they have viewed. Privacy is another important attribute for VOD services. The subscribers may not want to reveal what they have viewed to anyone including the VOD provider. Anonymity makes it complicated to calculate charge for the VOD service. An approach that achieves both anonymity and pay-per-view charge calculation is necessary. In this paper, anonymous web-based VOD service is proposed. The proposed approach also gives pay-per-view capability.

• The Journal of Industrial Distribution & Business
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• v.14 no.7
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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.