• Journal of Korea Port Economic Association
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• v.20 no.2
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• pp.235-251
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• 2004

China's Marine Industry are growing up gradually as China's economy has advanced. Also China's Sipping Industry has been advanced. China Sipping Company is going to become a top 5 of world marine industry. China's Marine Industry has supervised and controled a manager under the mechanism of market economy. China's Marine Industry has been changed from the state-owned marine enterprise affected by government and government has effected on the formation of the board of directors and manager. So, the supervision function of the board of directors was reduced. The executive' role is emphasized when possessing the state-owned enterprise through disposal or auction, or when inducing the participation of foreign attraction. It is desirable for the Chinese director and officer to prepare for the claims internationally due to the international economic actions, , westernization of the public's consciousness about the compensation for damage followed by the increasing national income, and to prepare the increasing demand of cases due to increasing lawyers.

• The Korean Journal of Financial Management
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• v.24 no.1
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• pp.149-182
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• 2007

This study examines the determinants of the long-run stock price performance of the firms that granted stock options between 1997 and 2002. We divide the sample into the firms run by the owner and those run by the professional manager. If the primary reason for granting stock options is reduction of the agency costs between the manager and shareholders, the effect of stock options is likely to be more pronounced in the firms run by the professional manager. We find that the long-run abnormal returns of the firms run by the professional manager are negatively associated with the shareholdings by the manager and the book-to-market value and are positively associated with the earnings growth and the size of the outstanding stock options. In contrast, the long-run abnormal returns of the firms run by the owner are negatively associated with the cash flows rate and the sales growth rate and are positively associated with the firm size. This is consistent with the argument that the agency costs arising from the conflicts between the manager and shareholders are an important determinant of the post-stock option granting long-run stock price performance only in the firms run by the professional manager. The results also suggest that stock options in the firms run by the owner are likely to be used for the purposes such as additional compensation, a signaling device, a means that reduce the agency costs within firms.

• International journal of advanced smart convergence
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• v.9 no.2
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• pp.212-223
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• 2020

We study to confirm the relationship between leadership trust and job satisfaction on the leadership style of managers recognized by ICT organization members. To this end, the research hypothesis established by using SPSS23.0 for the survey results of 230 ICT organization members was analyzed as follows. First, the hypothesis 1 person leadership type (individual consideration: H1-1, intellectual stimulation: H1-2, charisma: H1-3, conditional compensation: H1-4, exceptional reward: H1-5) had a significant effect on leader trust. The results were obtained. Second, the hypothesis 2 manager's leadership type (individual consideration: H21-1, intellectual stimulation: H2-2, charisma: H2-3, conditional compensation: 2-4, expected compensation: H2-5) is based on job satisfaction. As a result of verifying the impact relationship, all showed significant effect on job satisfaction. Third, it acted as a positive factor in the job satisfaction of the leader of the hypothesis 3-member organizational member. It was confirmed that the job satisfaction of organizational members started based on the trust of actual leaders. Fourth, the role of leadership trust was partially confirmed between leadership type and job satisfaction. Through this study, in order to improve job satisfaction of ICT organizational members, the importance of exerting competency on the leadership type of managers and trusting the leaders on the characteristics consistent with ICT organizational characteristics was emphasized.

• Korea Trade Review
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• v.41 no.1
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• pp.67-90
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• 2016

This study examines whether there is any significant relation between executive compensation and future firm performance for the Korean export manufacturing small and medium-sized firms. We sorted the whole sample firms into the sub-groups of 10 deciles by firm size and the KSIC standard. We found the following empirical results. First, Korean export manufacturing small and medium-sized firms typically showed lower or even negative profitability in terms of return on equity and operating profit ratio to sales. Foreign equity ownership is very low with an average of 3.77%. Second, for the firms with higher ratio of excess executive compensation to asset had lower future firm performance. It implies that the typical owner-manager in Korean export manufacturing SMEs earns excess pay, but do not contribute much to firm performance. Third, as for future cumulative abnormal returns for future one- and three-year periods, firms with higher owner-executive pay had lower returns compared with firms with lower pay. So the stock market investors set a lower value on them. Fourth, there is a positive relation between excess executive pay and executive overconfidence, and it implies that owner-CEOs with higher pay may become overconfident, thereby lowering future firm performance somehow.

• Journal of Convergence for Information Technology
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• v.8 no.2
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• pp.209-218
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• 2018

The purpose of this study is to analyze the influence of information system factors and organizational factors on procedural management performance in small and medium-sized venture companies in the Seoul metropolitan area. In the previous study was conducted mainly on large companies and general SMEs. In this study, the research was conducted considering the characteristics of SMEs. The results showed that system suitability, system quality, and IT assets had a positive effect on procedural management performance, and manager perception and human resource capacity had a positive effect on procedural management performance. But the evaluation and compensation did not have a positive effect on procedural management performance. The results of this study showed almost the same results as those of the previous studies. Venture firms have poor financial ability, technology, and organizational management ability than general SMEs. However, the introduction and diffusion factors of new information systems were not significantly different from those of general SMEs.

• The Journal of the Korea Contents Association
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• v.7 no.11
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• pp.270-279
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• 2007

The objectives of this study are to analyze the impact of compensation and human relationships with their peers and supervisors on job satisfaction and turnover intention of travel agent employees. To achieve these objectives, as a conceptual framework of the study, compensation system and human relationships with colleagues and supervisors, and job satisfaction and turnover intention were reviewed, and the empirical studies on employees' perceptions in travel agencies toward job satisfaction and turnover intention were conducted. According to the findings of this study, the following suggestions were presented to the domestic travel agencies. Travel agencies are needed to prepare reward systems in their companies and try to have them operated fairly, and it is necessary for the travel agencies to try to manage the employees' stress at work and the problems caused from the human relationships between peers as well as manager and staff.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.151-160
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• 2021

The purpose of this study is to analyze the impact of CSR on the managers' compensation-performance sensitivity, and to determine whether there are differences in this relationship as the governance structure is more efficient. The sample for analysis was from KOSPI-listed companies in 2011-2017, and regression analysis was performed to confirm the relevance. The results are as follows: First, in CSR company, there was a negative relationship for managers' compensation-accounting performance sensitivity and a positive relationship for managers' compensation-stock performance sensitivity. Second, CSR and the managers' compensation-performance sensitivity vary depending on the type of corporate governance. In CSR companies, when the corporate governance is effective, the managerial compensation system generally complements each other. These results suggest that there is a need to design an effective manager's compensation system within the company in order to induce managers' decision-making in the direction of increasing shareholder profits in a long-term perspective in CSR companies. In addition, if we identify the relationship with the governance structure and reduce or improve the devices that overlap each other, it is believed that it will contribute to enhancing corporate value.

• Research in Community and Public Health Nursing
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• v.30 no.2
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• pp.195-205
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• 2019

Purpose: This study was conducted to identify effects of Medicaid Case Manager's communication competence and stress on their job satisfaction. Methods: The current work is descriptive research, and the participants were 154 medicaid case managers. Data were collected between May and July, 2017 through Embrain, a specialized research organization. The data were analyzed using independent t-test, ANOVA, and multiple regression. Results: The mean communication competence of the medicaid case managers was 3.61, stress 1.76, and their job satisfaction 2.74. Age and average monthly compensation brought significant differences in their job satisfaction. Their communication competence was correlated with stress (r=-.35, p<.001), but not with their job satisfaction. The stress was the most influential factor in job satisfaction (${\beta}=-.45$). Conclusion: The results of this work show that the medicaid case managers' communication competence was not an influence factor of their job satisfaction, which is different from implications from the previous studies and needs confirmation through future research. In addition the results of this study also suggest that stress management can be a useful approach to the improvement of medicaid case managers' job satisfaction.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.19 no.3
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• pp.250-260
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• 2009

To improve work environment for health managers, it was investigated about effect of job stress, psychosocial stress and job satisfaction of health managers on job commitment. The sample used in this study consisted of 166 persons of industrial health managers. The data were collected with self-administered questionnaires between November 2007 and January 2008, and the results analyzed with ANOVA and multiple regression analysis. Job stress was evaluated by using a Korean Occupational Stress Scale(KOSS), and Psychosocial wellbeing index-Short Form(PWI-SF) was used for a psychosocial stress level evaluation. Organized commitment evaluated loyalty, compensation, welfare, job immersion, external employment opportunity, total agreement with employer and personal ability development. In path analyses, interpersonal conflict, lack of reward, psychosocial distress were associated with job satisfaction. And psychosocial distress, job demand, job insecurity, organizational system, occupational climate were associated with organizational commitment. In considering above findings, the health program for psychosocial distress, improvement of job demand, job insecurity, organizational system, occupational climate would be implemented to increase organizational commitment of Health manager.

• Journal of Venture Innovation
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• v.6 no.2
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• pp.123-144
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• 2023

In the age of 100 years, it had become very important to prepare for unexpected dangers. This study was conducted to analyze the factors affecting the sales performance of financial planners. We analyzed the influence relationship of sales training, sales management, and customer orientation on sales performance, and furthermore, analyzed the impact of these influence relationships. To this end, sales training was subdivided into customer development, sales competency, and learning agility. Customer orientation was subdivided into the use of customer management system, SNS use, and customer service provision. Sales management was subdivided into goal orientation, manager leadership, and compensation system. The effect of these detailed variables on sales performance was empirically analyzed. To this end, a survey was conducted targeting currently active financial planners. The survey was conducted for a month in January 2023, and 250 valid samples were analyzed. The results of the empirical analysis were as follows. Customer development and learning agility had a significant positive (+) effect on sales performance. Sales competency were not tested for significance. Among customer orientations, SNS use and customer service provision had a significant positive (+) effect on sales performance. The use of the customer management system was not tested for significance. Among sales management, goal orientation and compensation system had a significant positive (+) effect on sales performance. Manager leadership was not tested for significance. The influence of variables that significantly affect sales performance was in the order of goal orientation, customer service provision, compensation system, slearning agility, customer development, and SNS use. Based on these research results, academic and practical implications were presented.