• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.571-579
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• 2017

The main purpose of this research is to investigate the impact of compensation on job satisfaction. The study is designed to determine whether perceived internal equity acts as a mediation role in affecting the relationship between compensation and job satisfaction. This study also aims to explore the role of supervisor support in affecting employees' perception of equity toward the compensation. A total of 157 samples was obtained for the data analysis as a quantitative approach. The results of the data analyses revealed that both extrinsic and intrinsic rewards are positively correlated with job satisfaction. The results also showed that perceived internal equity acts as a mediating role in predicting variables of compensation and job satisfaction. The supervisor support does not moderate the relationship between compensation and perceived internal equity. It is suggested that management's efforts must be made in compensation management in order to increase employees' job satisfaction and to improve employees' perception of equity.

• Journal of The Korean Association For Science Education
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• v.26 no.2
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• pp.222-231
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• 2006

The purposes of this study were to survey internal engagement in science fair and explore the causal relationship between internal engagement and motivation for participation. A written questionnaire on queries into motivation for participation and internal engagement were developed and tested. The subjects were 1066 students from 4th to 9th grade who had participated in the Youth Science Contest under the auspices of the Korea Science Foundation. Interest and commitment were selected as constructing factors of internal engagement. Through exploratory factor analysis, preference, reward, and social motivation were determined to be the factors affecting the motivation to participate. Boys showed higher internal engagement than girls, and interest and commitment were found to be higher in elementary school students(p<0.01). There was no difference in interest among elementary school students; however, fourth grade students showed lower commitment than other students(p<0.01). Ninth grade students showed the lowest interest and commitment among junior high school students(p<0.01). To explore the causal relationship between internal engagement and factors influence internal engagement, path analysis was used. The selected model illustrated how reward motivation affected commitment directly, and how preference motivation affected interest directly but only commitment indirectly through interest. Reward motivation affected commitment with a standardized direct effect coefficient of 0.17. Preference motivation affected interest with a standardized direct effect coefficient of 0.75 and commitment with a standardized total effect coefficient of 0.63(direct effect; 0.27 and indirect effect; 0.36). In addition, interest affected commitment with a standardized direct effect coefficient of 0.49. Social motivation did not affect interest and commitment and reward motivation did not affect interest.

• The Journal of the Korea Contents Association
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• v.15 no.11
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• pp.534-549
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• 2015

This study was conducted in 2014 with Osong International Bio Industry Expo volunteers as the subjects of the study. The study has analyzed whether their participation motivation, participation satisfaction, and educational training have moderating effects between their motivation and satisfaction. The purpose is to offer implications for successfully holding large events in the future. The findings are as follows. First, the internal reward, a sub-factor of participation motivation, had statistically significant effects on the six elements of volunteering satisfaction. Second, the external reward, a sub-factor of volunteering motivation, had statistically significant effects on the four elements of volunteering satisfaction: self-satisfaction about their abilities; satisfaction in pursuing changes; satisfaction in the event and satisfying interests. However, their satisfaction in self-growth and in interactions were excluded from the volunteering satisfaction elements that were critically affected by the external reward. Third, the training had moderating effects between their internal reward and satisfaction in the event. Forth, the training had moderating effects between their external reward and satisfaction in the event.

• The KIPS Transactions:PartD
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• v.17D no.3
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• pp.209-222
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• 2010

As the business competition between firms is getting intense, one of the sources of competitive advantage is effectively and efficiently to create, share, and apply information/knowledge among employees. Most of the firms which conduct knowledge management are operating a Community of Practice(CoP) in order to create, share and utilize this kind of information/knowledge resource. Recently, the CoP is getting out of its informal and spontaneous manner and is beginning to be led by the top management, receiving official support, in order to achieve the organization's strategic goals. However, the corporation's strategic operation of the CoP is not only against its original characteristics but also hampers the spontaneity of its participants. Every participant has different motivation to participate and different preference for reward type. This study, with the survey of 114 respondents, found that intrinsic motivation as well as extrinsic motivation significantly affect the motivation-reward fitness. Also, the motivation-reward fit was found to influence CoP commitment which ultimately leads to knowledge sharing activity in the CoP context. This research will help knowledge management companies to figure out how the two things of participants' motivation and their reward types can fit together, and how such fitness ultimately affects the participants' commitment and their knowledge sharing activities.

• Journal of Korea Game Society
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• v.11 no.4
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• pp.37-48
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• 2011

As people increasingly play online games, numerous new features have been proposed to increase players' log-on time at online gaming sites. However, few studies have investigated why people continue to play certain online games. This research would verify that enjoyment experience could be explained by the conceptual framework. In the first, this study results indicate that customers would show a higher level of loyalty if they had an optimal experience with the games. The state of flow was felt when players were aware of opportunities for personal interaction and social interaction. The personal interaction could be motivated either to achieve the high cognitive performance or by providing the equity of distribution of the objective performance in order to examine players' cognitive performance; the social interaction can be motivated either to enhance a high level of self-esteem of player or to achieve the positive reputation in order to evaluate their self-esteem. This finding can answer the questions of what enjoyment experience is and why players are repeatedly playing specific online games.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.253-260
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• 2022

Creativity, one of the core competencies of the 21st century, is required as an essential item for members of society. Emphasizes its ability in terms of personality that allows it to be used in the desired direction. However, creativity is considered to contribute to positive change in the organization, not only in creating new ideas or products, but also in adapting to a changing environment and solving problems. Accordingly, by reviewing previous studies, it was concluded that rewards can promote or hinder creativity, which may vary depending on the nature of rewards, the concept of creativity possessed by the researcher, individual differences, and external environment. We also proposed that rewards may influence creativity through motivational, cognitive, and synthetic functions. Based on the analysis, a specific model was proposed for the effect of reward on creativity. This study is based on existing research and analyzed various factors and mechanisms acting in the process of influencing creativity based on comparison of which extrinsic and intrinsic motivations have what kind of relationship. Next, it appears that rewards differ from person to person according to the way they are given in environmental circumstances. Finally, by rewarding various types of creative tasks, an active reward role can be secured.

• Journal of the Korean Applied Science and Technology
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• v.38 no.6
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• pp.1423-1432
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• 2021

This study aimed to understand the relationship between nurses' rewards and job enthusiasm, using the data from the 5th Korean Working Conditions Survey(2017). The subjects of this study consist of 359 nurses randomly sampled nationwide(218 from youth group, 141 from midddle age group). The effects of intrinsic and extrinsic rewards on job enthusiasm was indentified through GLM analysis. The results reveal that, for the entire group, participation in decision making, sense of achievement, self esteem, career prospects, recognition at work, work-life balance influence job enthusiasm. For the youth group, participation in decision making, sense of achievement, self esteem, career prospects, and work-life balance are the influencing factors; while for the middle age group, sense of achievement, self-esteem, and recognition at work are the influencing factors. In conclusion, we suggest establishing a reward system that incorporates participation in decision making, sense of achievement, self esteem, career prospects, recognition at work, and work-life balance, in order to boost nurses' job enthusiasm. Also, taking age groups into account when establishing such system may improve efficiency.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.638-648
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• 2016

The current study investigated the impact of interaction between self-esteem and reward type on the effects of an international relief campaign. Self-esteem refers to how worthy a person feels about the self. Reward is differentiated by intrinsic or extrinsic type. An experimental research was conducted with 184 subjects by self-esteem ${\times}$ reward type. This research was progressed with two stages. At the first stage, questionnaires relative to participants' self-esteem and past experiences were distributed. At the second stage, the participants rated their responses after exposure to the campaign. Individuals with higher self-esteem showed more favorable message attitudes towards intrinsic reward type, yet those with lower self-esteem did not show a significant difference. Analyses for behavioral intention did not produce any significant result.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.523-530
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• 2016

The main purpose of this study is the comprehensive review of the compensation system that affects the employee's job satisfaction and turnover intention. This study is mainly designed to review previous studies of the impact of compensation system, and suggest meaningful implications in relation to firm's performance. It is clarified that compensation is positively related to firm's performance, and the perceived equity mediates the relationship between compensation and performance. It is suggested that an empirical research should be done based on the formulated propositions of this research.

• Journal of Korea Game Society
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• v.9 no.3
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• pp.77-86
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• 2009

According to the research, Personal Interaction is defined that players are solving several problem to achieve goals. And if Personal Interaction is effectively done, players can get optimal experience as fun. This study analyze what kinds of extrinsic and intrinsic reward affect player's flow experience. In the result of this study, the state of flow was felt when players were aware of opportunities for personal interaction. And the personal interaction could be motivated either to achieve the high cognitive performance or by providing the equity of distribution of the objective performance in order to examine players' cognitive performance.