• Korean Journal of Culture and Social Issue
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• v.20 no.3
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• pp.235-262
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• 2014

The purpose of this study was to examine the effect of individual tendency of individualismcollectivism and the type of incentive system on pay satisfaction. Data were collected from 243 workers employed in a variety of organizations and a hierarchical regression and MANOVA was conducted to test hypothesis. The results of regression indicated that the interaction between the type of incentive and tendency of collectivism has positive influence on pay satisfaction. In addition, the results of MANOVA indicated that the interaction between individual tendency of individualismcollectivism and the type of incentive system has significant effect on pay satisfaction Specifically, the tendency of individualism has positive influence on the pay satisfaction under the individual incentive condition. However, the tendency of collectivism has negative influence on the pay satisfaction partially under the individual incentive condition. In addition, the tendency of collectivism has positive influence on the pay satisfaction under the group incentive condition. These results suggest that careful consideration in the organization need to decide for the use of individual incentive system, when we regard the Korean culture as high tendency of collectivism. In other words, individual incentive system may could not provide pay satisfaction to the employees who have high level collectivism. However, to generalize these results, more studies were examined in the future.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.31-44
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• 2011

The objectives of this study were first to inspect the background information of an incentive pay system in hospitals, which provide specialized services for the public, the current status of hospitals with the system, as well as effects produced by introducing it, and then to come up with measures to invigorate the system. According to the findings of a survey, a total of 123 out of 150 hospitals responded that they applied the system to their HR management, some fully or some partially, which accounts for 82.0 percent. This study suggested that the following strategies to invigorate the incentive pay system: having a clear objective when adopting the system; concerted performance targets; practical yet worth challenging business objectives; transparent information disclosure; and establishing a confidence-building system between labor and management. Mutual trust between labor and capital should be a key factor for the successful implementation of the incentive pay system.

• Journal of Labour Economics
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• v.37 no.1
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• pp.59-85
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• 2014

This paper analyses an impact of wage scheme and transparency of performance evaluation on the productivity. The main findings in this paper are as follows: First, the effect of wage scheme based on seniority system on the productivity is worse off than the performance pay. Second, there is a positive relationship between an incentive and the productivity, but, in the case of firms which individually informs the results of performance evaluation to their workers, it shows the hump-shaped relationship. Third, though the wage scheme is based on the performance, if the evaluation system is not transparent, the impact of incentive on the productivity is disappeared. Consequently, this paper implies that the appropriate incentive and the transparent performance evaluation system are required so as to improve the productivity.

• Journal of Labour Economics
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• v.33 no.1
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• pp.31-52
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• 2010

Internal labor market in a firm is normally designed to solve the adverse-selection problem as well as the moral hazard problem in the world of information asymmetry. The internal labor market of a Korean university as a non-profit organization should have the same function as the firm. The purpose of this paper is to evaluate the economic performances of a university's internal labor market, using confidential data. And I suggest how to improve the performances of a Korean university's interal labor market. Specifically, I suggest incentive pay for university professors. I also suggest eight job classification and job-related pay system for staffs and secretaries to enhance the efficiency of the university's internal labor market.

• Management & Information Systems Review
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• v.35 no.1
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• pp.173-188
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• 2016

The introduction and operation of compensation committee can affect managers' incentive-compensation system. In this context, The purpose of this paper examines whether managers' pay-performance sensitivity is affected by the quality of the compensation committee(compensation committee size, the proportion of outside directors on the compensation committee, the proportion of directors with 2 or more non additional board seats on the compensation committee) To test this hypothesis, we use a sample of 260 firm-year observations between 2001-2013. The results are as follows. Firstly, we find that no significant relevance between the compensation committee size and pay-performance sensitivity. But the proportion of outside directors on the compensation committee and the proportion of directors with 2 or more non additional board seats on the compensation committee is positively associated with both pay-earnings based performance sensitivity and pay-stock based performance sensitivity. Secondly, we find that the integration quality of the compensation committee is positively associated with both pay-earnings based performance sensitivity and pay-stock based performance sensitivity. Overall, our analysis suggests that compensation committee are important mechanism in the design of efficient incentive-compensation system.

• Journal of Korean Library and Information Science Society
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• v.48 no.2
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• pp.159-186
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• 2017

This study is to analyze teacher librarians' awareness about the performance-based pay system, their job satisfaction and the relationship between the two in an attempt to help make the pay system serve as catalyst in creating a positive competitive climate in the teacher community and boosting the qualifications of teacher librarian. As a result, the teacher librarians' grades were 4.1% in S, 27.5% in A, 62.5% in B, and 5.9% in the exception of incentive. The teacher librarians' awareness of the performance-based pay system level was only 2.15 point out of 7, and their job satisfaction level was 4.60 out of 7. The teacher librarians' were more satisfied with performance-based pay, participation, fairness of evaluation criteria, fairness of evaluation process and results. In conclusion, higher awareness of the teacher librarians' performance incentives showed higher job satisfaction. And we might be able to suggest the improvement plan for teacher librarian evaluation in teacher performance system.

• Journal of Preventive Medicine and Public Health
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• v.45 no.3
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• pp.127-136
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• 2012

The challenge facing the Korean National Health Insurance includes what to spend money on in order to elevate the 'value for money.' This article reviewed the changing issues associated with quality of care in the Korean health insurance system and envisioned a picture of an effective pay-for-performance (P4P) system in Korea taking into consideration quality of care and P4P systems in other countries. A review was made of existing systematic reviews and a recent Organization for Economic Cooperation and Development survey. An effective P4P in Korea was envisioned as containing three features: measures, basis for reward, and reward. The first priority is to develop proper measures for both efficiency and quality. For further improvement of quality indicators, an electronic system for patient history records should be built in the near future. A change in the level or the relative ranking seems more desirable than using absolute level alone for incentives. To stimulate medium- and small-scale hospitals to join the program in the next phase, it is suggested that the scope of application be expanded and the level of incentives adjusted. High-quality indicators of clinical care quality should be mapped out by combining information from medical claims and information from patient registries.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.359-369
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• 2017

The purpose of this study was to examine whether the effect of feedback would mask the performance differences that would result from different incentive pay distribution. Five critical service behaviors were identified and measured daily at a gas station located in Seoul. Participants were 5 employees working at the gas station. Independent variables were the types of incentive distribution and feedback. After baseline (A), equally-distributed group incentive condition (B) was introduced, and individual incentive condition (C) was introduced in the next phase. Then, after the withdrawal condition (A'), equally-distributed group incentive with feedback condition (B') was introduced and finally, the individual incentive with feedback condition (C') was introduced. The results suggested that all employees showed higher work performance under individual incentive than equally-distributed group incentive system when feedback were not delivered. However, there was no difference in work performance between two incentive conditions in the phases in which feedback were delivered. These findings suggest that feedback can reduce performance differences between equally-distributed group incentives and individual incentives.

• Journal of Korean society of Dental Hygiene
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• v.10 no.4
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• pp.555-565
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• 2010

Objectives : This study was intended to examine job satisfaction in dental hygienists working in the Gwangju Jeonnam area and provide basic materials for the efficient management of dental clinics and the improvement of working conditions in dental hygienists. Methods : In order to achieve this purpose, the questionnaire survey was conducted from August 13 to October 6, 2007. Of a total of 394 questionnaires, 34 was excluded because of poor responses and finally 360(Gwangju 296, Jeonnam 64) were analyzed. Results : For job satisfaction associated with the total career and turnover, satisfaction was increased with the total career. Job satisfaction associated with working conditions became higher as a monthly mean paycheck was increased or when an incentive, in the annual pay system and long-service men preference was provided(p<0.05). Job satisfaction was 3.26. The highest satisfaction at detailed factors was found in patient relation(3.85), colleague relation(3.40), prospects(3.26), dentistry organization(3.17), autonomy(3.10), and pay(2.78). For detailed factors of job satisfaction, the most influential factor was monthly mean paycheck, followed by incentive, age and marriage(p<0.05). Conclusions : When dental hygienists' working environment is planned and improved in the rational and desirable direction, their job satisfaction will be improved. As a result, it will contribute to a decrease in the jobless rate and an increase in the productivity of oral care and the efficiency of hospital management.

• Proceedings of the KIEE Conference
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• 1995.07b
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• pp.581-583
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• 1995

This paper presents a theory on the pricing and allocation of spinning reserve. It is shown in this paper, that it is possible to maintain system security with many participants each attempting to optimize their own benefit, through pricing incentive. Participant offers power consumption/generation and reserve contribution according to its price. And Price setter only distribute pricing signal to acquire system security. Participants induce disturbance on power system and they pay the penalty according to the size of disturbance. And they also offers some reserve capacity to earn reserve cost. In this scheme, the amount of data communication is very small.