• Journal of Technology Innovation
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• v.18 no.1
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• pp.219-245
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• 2010

The purpose of this study is to design the compensation model by analyzing the compensation level for advanced science and technology manpower. The result of this study can be summarized as follows. First, advanced S&T manpower has preferred not only economic rewards, but also non-economic rewards which comprises both social reputation, self-satisfaction for job and other aspects of life. Second, the way of what high grade human resources in S&T have preferred to be rewarded differs among agencies. While professors in universities prefer research environment, researchers working for GRIs(Government-funded research institutes) want to have job stabilization and researchers in companies want to have higher monetary reward. Third, two main factors to change their occupation have been turned out to be monetary reward and social reputation. It means that the compensation system should satisfy what advanced S&T manpower at GRIs and companies need upgrading their social reputation.

• Korea Trade Review
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• v.43 no.5
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• pp.93-113
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• 2018

The purpose of the study is to investigate whether monetary and non-monetary incentives of exports incentives affect the formation of trust between exporters and importers. Data was collected from 110 Korean SMEs(small and medium-sized enterprises) that were engaged in exporting. 'Three hypotheses were proposed and tested using the data collected. Findings include monetary incentives are not related to trust, but non-monetary incentives are positively related to trust. The findings suggest that exporters should focus on non-monetary incentives, rather than monetary incentives, to build trust with importers. Non-monetary incentives signal that exporters intend to have long-term relationship with importers, but monetary incentives do not. Trust was also found to mediate the relationship between non-monetary incentives and importer' role performance. Non-monetary incentives affect importer's role performance through trust formed between importer and exporter.

• Asia Marketing Journal
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• v.1 no.3
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• pp.109-119
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• 1999

서비스마케팅에 있어서 종업원의 행동통제와 결과통제에 대한 중요성이 증대하고 있다. 그 중에서 행동통제를 보다 효율적으로하기 위하여 많은 연구가 진행되고 있다. 본 연구는 마케팅조직 종업원의 행동통제 지각이 조직내 종업원이 행동에 어떠한 영향을 주는지를 조사하였다. 종업원이 느끼는 통제지각, 상사의 피드백, 비금전적 보상 그리고 종업원의 역기능 행동 간의 다섯가지 관계에 대하여 가설이 설정되었다. 병원간호사 120 명의 설문응답에 근거하여서 가설검증을 하였다. 다섯 개의 가설중 세 개는 지지되었고, 두 개의 가설은 현재의 자료로는 지지되지 않았다. 가설검증 결과에 근거하여서 시사점과 결론이 제시되었다.

• The Journal of the Korea Contents Association
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• v.17 no.4
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• pp.108-118
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• 2017

This study focuses on an effectiveness of socially recommended advertising on social network sites (SNSs) and investigates the impact of three critical factors on SNS advertising effectiveness - reward type for advertising recommenders' intention, product type on advertisements, and tie strength. A $2{\times}2$ factorial design was used to test the interaction effects between the two variables, reward type and product type on advertisements, moderated by tie strength. The results indicate that when participants observe socially recommended advertising, hedonic product ads with non-monetary reward shows the most effectiveness, and reward type and product type are also effective. In the combination of reward type and product type, we have confirmed the regulating factor influencing the effectiveness of social advertising according to the tie strength between the recommenders and the consumers. Strong-tie recommenders have more influence on the effectiveness of the social advertising than weak-tie recommenders. Based on these results, theoretical and practical implications were provided to refine marketing environments on SNSs.

• Journal of Engineering Education Research
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• v.16 no.1
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• pp.27-34
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• 2013

The purpose of this study is to analyze work values of undergraduates according to major and gender. The result of this research is following. First, undergraduates from engineering and social science department took a very serious view of achievement and leasure of body and mind in work values. Second, undergraduates made much of achievement, job stability, leasure of body and mind, economic compensation and reputation. And undergraduates thought that internal value orientation was more important than external value orientation. Third, two groups had significant difference in service, knowledge pursuit, patriotism, economic compensation, reputation, and indoor activity. Fourth, the result of this analysis according to gender is following. Male undergraduates made much of leasure of body and mind, achievement, job stability, knowledge pursuit, and economic compensation in order. But female undergrduates made much of economic compesation, leasure of body and mind, achievement, and job stability in order. Fifth, that undergraduates make little of domain of service and patriotism gives a suggestion as to improvement of course education. As a result, this study is suggestive of instruction and advice in course search curriculum.

• 프린팅코리아
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• v.10 no.4
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• pp.90-91
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• 2011

한솔제지(대표 권교택)는 기존 시행되던 고객보상제도를 더욱 확대하는 것을 내용으로 하는 '클레임 Zero, 100% 보상제'를 지난 3월부터 시행하고 있다고 밝혔다. 인쇄사에서 용지불량으로 인한 금전적인 손해가 발생할 경우에 제품 비용 외에 재작업 비용까지 100% 보상하게 되는 것을 주된 내용으로 하며 지역별 담당제로 운영하여 클레임이 접수될 경우, 당일에 신속하게 처리를 완료하도록 운용하고 있다고 밝혔다. 한솔제지가 이처럼 확대된 클레임 보상처리를 하는 것은 인쇄업계와의 상생을 위해 실질적인 노력과 결실을 거두겠다는 경영진의 의지가 큰 영향을 끼쳤다.

• 한국벤처창업학회:학술대회논문집
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• 2023.11a
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• pp.107-110
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• 2023

인센티브는 조직 내 개인의 동기와 행동에 영향을 미쳐 조직의 목표를 달성하는 데에 중요한 역할을 한다. 기존 문헌에서는 이러한 관점에서 개인의 다양한 동기를 충족시킬 수 있는 경제적, 사회적 보상에 대하여 논의해왔다. 반면, 직업안정성이 개인에게 기업가적 동기를 가진 개인에게 어떠한 인센티브로 작용할 수 있는지에 대한 내용은 간과된 측면이 있다. 본 연구는 창업휴직제도가 직업안정성이라는 비금전적 인센티브로 작용하여, 기업가적 동기를 가진 직원들의 기업벤처링(Corporate Venturing) 활동 참여에 긍정적인 영향을 줄 수 있는지 여부를 조사한다. 본 연구는 전통적인 인적자원관리 문헌에서 비금전적 인센티브를 통해 개인의 일탈과 이직을 방지하려는 관점과는 달리, 개인이 일을 중단하는 것을 허가하는 '창업휴직제도' 자체가 비금전적 인센티브로서 개인이 혁신 성과를 증가시킬 수 있다는 점에 집중한다. 정부출연연구소 내부 기업벤처링 프로그램에 참여한 세 명과의 개인 인터뷰를 통해 이러한 가설을 지지할만한 단서를 발견하였으며, 이를 바탕으로 향후 실험 연구를 통해 실증 분석을 진행하고자 한다.

• Journal of Labour Economics
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• v.39 no.1
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• pp.33-55
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• 2016

This paper examines the role of adverse working environments in the determination of workers' compensation in South Korean. I use the Third Korean Working Conditions Survey(2011), Occupational Safety and Health Research Institute that provide relevant variables in objective and subjective compensation and workers of diverse working environment. I find that risk factors in adverse working environments have a very minor role in the determination of individual wages. In contrast, adverse working environments have significant relationship with the level of compensation satisfaction. In addition, the results show that workers are more likely to receive compensation from psychological risk than physical risk. And women receive much more compensation in the psychological risk. These results provide useful information for improvement of working environments.

• The Korean Journal of Air & Space Law and Policy
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• v.34 no.1
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• pp.203-234
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• 2019

The concept of denied boarding is defined in Article 2(j) of Regulation 261/2004 thus: "denied boarding means a refusal to carry passengers on a flight, although they have presented themselves for boarding under the conditions laid down in Article 3(2), except where there are reasonable grounds to deny them boarding, such as reasons of health, safety or security, or inadequate travel documentation." So far as relevant to this case, to be entitled to compensation, if denied boarding, Article 3(2) provides a passenger must first come within the scope of the protection of the Regulation, which applies under the following conditions: "${\cdots}$.that passengers (a) have a confirmed reservation on the flight concerned and, except in the case of cancellation referred to in Article 5, present themselves for check-in, as stipulated and at the time indicated in advance and in writing (including by electronic means) by the air carrier, the tour operator or an authorised travel agent, or, if no time is indicated, not later than 45 minutes before the published departure time." This paper reviews the EU Cases such as Rodríguez Cachafeiro v. Iberia [2012] Case C-321/11; Finnair Oyj v. Timy Lassooy [2012] Case C-22/11; Caldwell v. easyJet Airline Co. Ltd. [2015] ScotSC 64. ECJ and Sheriff court of Scotland held that the concept of denied boarding, within the meaning of Articles 2(j) and 4 of Regulation No 261/2004 establishing common rules on compensation and assistance to passengers in the event of denied boarding and of cancellation or long delay of flights, and repealing Regulation No 295/91, must be interpreted as relating not only to cases where boarding is denied because of overbooking but also to those where boarding is denied on other grounds, such as operational reasons. Also, ECJ ruled that Articles 2(j) and 4(3) must be interpreted as meaning that the occurrence of extraordinary circumstances resulting in an air carrier rescheduling flights after those circumstances arose cannot give grounds for denying boarding on those later flights or for exempting that carrier from its obligation, under Article 4(3) of that regulation, to compensate a passenger to whom it denies boarding on such a flight.

• Journal of Digital Convergence
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• v.12 no.10
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• pp.169-178
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• 2014

Members of the private companies have the skills, knowledge, abilities, etc. In return for providing the organization from the organization granted a way to continue the relationship. From these companies in exchange for monetary compensation, such as wages and honors, including non-monetary benefits, and receive a reward. Interaction with each other in these companies are members of the organization to always think about the fairness issue. In this study, the performance of the company fairness affect whether any will be discussed. Organizational justice research on job satisfaction, organizational commitment influence. But that does not affect sales growth, respectively.