• Defense and Technology
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• no.5 s.291
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• pp.66-75
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• 2003

현재 부품 국산화 조달계약제도는 비용보상형 계약제도로서 업체의 국산화에 대한 유인책이 별로 없으며, 수입부품을 국산화하여 원가절감을 하여도 이득이 없는 경우도 발생하고 있는 실정이다. 따라서 국산화를 촉진시키기 위해서는 국산화하면 할수록 이윤이 커지는 원가절감 보상형 계약제도를 적극 활용하며, 국산화한 경우에는 개발부품에 대한 품질인증, 행정소요시간 단축 등 조달여건을 개선하고, 개발에 따른 인센티브를 높여 주어야 한다.

• 주택과사람들
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• no.5 s.22
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• pp.1-13
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• 1992

• Korean Journal of Construction Engineering and Management
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• v.19 no.3
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• pp.79-88
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• 2018

Construction business VE is classified into design stage VE and construction stage VE. The faster the application, the better the effect. Therefore, the design stage VE was legislated in 2000 and actively applied. However, it is urgent to activate the construction VE, which is complementary to the design VE system. In the meantime, we have made a lot of efforts to activate construction VE by suggesting the necessity of construction VE system, improvement of technology development compensation system, concrete implementation method of construction VE, but it was not effective due to lack of related laws. This study compares and analyzes construction VE system in Korea and abroad for the activation of construction VE after recognizing such domestic reality. A survey of experts in each field of the construction industry was conducted and suggestions for improvement of construction VE system suitable for domestic construction industry were suggested.

• Journal of Technology Innovation
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• v.4 no.1
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• pp.49-82
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• 1996

본 연구는 연구 개발 전문가를 대상으로 개인과 조직간의 상호 효율성을 증가시키는 적합 관계를 개념적으로 탐구하였다. 개인-조직간 적합은 연구자들에 따라서 다양한 정의가 존재한다. 이들 다양한 정의는 적합의 관점을 구체적으로 규명함으로써 개인-조직간 적합 메카니즘을 분명히 파악할 수 있다. 개인-조직간 적합 관점은 보충적/보완적 측면, 욕구-공급/능력-수요 측면, 주관적/객관적 측면이 존재한다. 국내 연구소의 인력관리제도(선발/채용제도, 교육훈련제도, 연구전문직제도, 평가제도, 보상제도)에 대한 현황을 기존 문헌과 인터뷰를 통하여 조사하였다. 세 가지 개인-조직 적합 관점에서 국내 연구소의 인력관리제도를 분석하여 실무적인 시사점과 기본적인 실행방안을 도출하였다. 끝으로 이러한 개념적 고찰에 근거하여 추후 연구방향을 제시하였다.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2007.11a
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• pp.1019-1022
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• 2007

Recent construction projects are becoming larger, more complex and higher rising. Accordingly, necessity of the VE is emphasized as more suitable for expense, function and quality. However, the VE is not functional because of difficulty of application process or of the methods in use in the field of construction. One of the alternative is to introduce the incentive system to activate the VE in the field of construction. By using the incentive system, employers can reduce the relevant project's prime cost and builders will maximize profit creation. In domestic case, they presented the systematic support policy 'Technical development compensation system' which is similar to the 1992 American's VE incentive system about builder's technical development effort but the result was not positive. This study investigates both domestic and other country's construction VE incentive system and reported problems in the construction VE incentive system to executives and construction VE experts. From this survey, conclusions were drawn about problems in the domestic construction VE incentive system's similarity system: 'Insufficiency of the construction VE incentive's article and standards', 'Insufficiency of the appraiser of the construction VE and of the full charge department' etc. I had interviews with the experts of the construction VE which were based on the above-mentioned problems and then presented 'Improvement of the construction VE's incentive system relevant law and system', 'Construction VE experts and construction formation' etc. for ways to bring acceptance of the construction VE in the construction industry.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2007.11a
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• pp.137-144
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• 2007

In the year of 1980 and 2000, the Korean government institutionalized the Value Engineering methodology in the construction phase and the design phase respectively. While design-phase VE have been applied to construction industry actively, which was institutionalized 7 years ago, construction-phase VE have not been applied to industry frequently, although it was institutionalized 25 years ago. On the other hand, at the time of social demands for VE is increasing, it has been pointed out that VE should be compatible with the delivery system. And the time of VE study, the operational management of VE study, and the maintenance process of the result of the VE study also should be considered. In this study, a scheme to improve VE methodology in the construction industry is proposed based on the literature review and the data analysis of domestic and foreign state of VE.

• Journal of Korea Technology Innovation Society
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• v.21 no.4
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• pp.1508-1535
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• 2018

Employment in enterprises is a consecutive decision-making process based on the results of their innovative activities and it is necessary to consider this relationship as well explicitly in an analysis of the employment performance through technological innovation. Based on this critical mind, this study would analyze the structural relationships among enterprises' innovative activities, the performance of technological innovation, a compensation system and the creation of employment, reflecting the correlation of the process of the actual technology management performed simultaneously, utilizing the seemingly unrelated regression(SUR) model to estimate a simultaneous equation in addition to analyzing the relationship between technological innovation and the effect on employment with the ordered logit model to estimate a single equation as in the preceding studies. As a result of the analysis, a structural relationship could be found out, in which the execution of the compensation system would increase the performances of technical development and technology commercialization, which in turn, accelerates enterprises' employment. Especially, it is judged that enterprises' employment performance increases when technological innovation is managed from a process perspective in that the commercialization performance, as well as technical development, acts as a kind of hurdle in the effect on employment.

• Journal of Korea Game Society
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• v.11 no.4
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• pp.73-91
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• 2011

This paper investigates the possibilities of protecting game developers under the work-for-hire provision of copyright law. Fundamentally, the work-for-hire clause provides the authorship status to companies, not to game developers. Some argue that the clause is especially appropriate in software industries including game industries because they are new and different from typical types of copyright industries. However, game industries are different from software industries as well as typical types of copyright industries in that they have both cultural (artistic) as well as industrial characteristics. Game developers not being provided with the authorship status may be one of the reasons for the disputes related to turnover and knowledge leakage. This paper mainly suggests three kinds of solutions: first, protecting the moral right even in the work-for-hire provision; second, protecting game developers as coauthorship; and third, providing monetary compensation as it is in employee invention.

• Journal of Digital Convergence
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• v.14 no.11
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• pp.201-224
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• 2016

The main objective of this study is to identify and analyze the factors affecting technology innovation of the innovative IT SMEs. A research model is established based on the previous studies on the technology innovation of SMEs. The model consists of independent variables (Adhocracy culture, R&D capability, IT capability, Leadership, and Appraisal & Reward), an intermediate variable (Knowledge management), and dependent variables (product/service innovation and process innovation). Major research results can be summarized as follows: IT SMEs pursuing technology innovation should: (1) pay attention to innovation oriented culture, IT capability, and evaluation & compensation systems of the company; (2) recognize that knowledge management is an essential activity performed by the company; (3) strengthen the R&D capabilities of the company by not only exerting internal efforts but establishing cooperative network with various parties; and (4) resolve the decoupling problem of the evaluation & compensation system.

• Journal of Information Management
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• v.38 no.4
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• pp.166-180
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• 2007

The impact of technical innovation upon technical development and production stage in small and medium industry was analyzed through a survey. 54.0% of the respondents answered that employee invention compensation system was 'highly helpful' to technical innovation, while 23% 'important'. 170 of the respondents answered that technical innovation due to employee invention compensation system took place at the stage of 'technical development', while 138 'idea gathering'. That explains that many innovative activities are taking place in the course of idea gathering from customers, competitors and experts; and production stage also requires innovative activities.