• Journal of Digital Convergence
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• v.16 no.10
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• pp.125-132
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• 2018

The purpose of this study is to analyze the effect of managerial predictive accuracy on managerial performance-compensation. In this study, we compared managerial performance with managerial performance, And to analyze the relationship between manager compensation and manager compensation using managerial profit prediction accuracy. As a result of this study, there is a significant positive relationship between profit prediction accuracy and manager compensation, which can be interpreted as a result of manager's ability to compensate manager's ability to predict the future well. In this paper, we propose a new methodology that can be used to analyze the effects of managerial compensation on managerial compensation. This is because there is a difference in that it is proved to be a factor. Therefore, it is important to note that the prediction of the future of the company also identifies the additional determinants that affect manager compensation contracts with the key managerial capabilities.

• Journal of Digital Convergence
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• v.17 no.4
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• pp.107-114
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• 2019

This study analyzes the effect of the accuracy of future management performance, which managers voluntarily announce in the previous year's disclosure, on managers compensation. In the case of a company that disclosed the bad news in the previous year, the ability to predict uncertain future will be more important, and expects executives with better predictability to receive more compensation. The results of this study show that there is a significant negative(-) relationship between the accuracy of the manager's earnings forecast and the performance - compensation of the firms that disclosed the bad news in the previous year. The accuracy of the manager's disclosure is important, and it is confirmed that the manager's compensation increases as the incentive of the manager's effort to reduce future uncertainty. The results of this study are as follows: there is a positive relationship between the managerial performance and the managerial competence of managers. It is important to note that there is a difference and that we have identified additional determinants of the manager compensation contract.

• 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.

• 월간낙농육우
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• v.36 no.12
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• pp.142-144
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• 2016

• 발명특허
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• v.12 no.8 s.138
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• pp.56-59
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• 1987

• 월간산업보건
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• s.160
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• pp.12-29
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• 2001

• The Korean Nurse
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• v.36 no.3
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• pp.41-43
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• 1997

• The korean journal of orthodontics
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• v.32 no.2 s.91
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• pp.91-105
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• 2002

In general, orthodontists make problem lists and treatment plans based on norms of several cephalometric standards. But consideration of dentoalveolar compensation, which tends to maintain normal dental arch relationship in various skeletal jaw relationships, helps orthodontists make more individualized treatment objectives and plans. The purpose of this study was to classify skeletal patterns of normal occlusion samples by cluster analysis and to investigate the dentoalveolar compensation according to skeletal patterns. The subjects were consisted of 125 subjects who were normal occlusion samples at Seoul National University Dental Hospital, Department of Orthodontics. Lateral cephalograms in centric occlusion were traced and digitized. The skeletal patterns of normal occlusion samples were classified into three horizontal groups and three vertical groups by cluster analysis and ANOVA on the skeletal and dentoalveolar measurements among the groups were carried out. The results were as follows ; 1. Anteroposterior and vertical skeletal relationships of normal occlusion samples were very variable. 2. As the mandibular position was anterior to the maxilla, the maxillary incisors inclined more labially, the mandibular incisors more lingually, and the occlusal plane was flattened due to the anteroposterior dentoalveolar compensation. dentoalveolar height was decreased and upper posterior teeth was uprighted to the palatal plane and lower incisors and lower posterior teeth to the mandibular plane. 4. Lower incisors were more strongly associated with the dentoalveolar compensation than upper incisors according to the anteroposterior and vertical skeletal relationship.

• Journal of Digital Convergence
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• v.20 no.1
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• pp.55-69
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• 2022

The purpose of this study is to verify whether there is a mediating effect of self-efficacy in the relationship between self-leadership and organizational commitment, self-leadership and job satisfaction. Specifically, hypotheses were established and a research model was established that behavior-focused strategies, natural reward strategies, and constructive thought pattern strategies have a significant positive (+) effect on organizational commitment, self-efficacy among these variables. In order to analyze this, 239 copies of survey data were collected from general domestic companies and analyzed through SPSS 25.0. The mediating analysis was conducted in the manner proposed by Baron & Kenny(1986). As a result, among the sub-factors of self-leadership, behavior-focused strategies and natural reward strategies had a significant positive (+) effect on organizational commitment, but constructive thought pattern strategies had no causal relationship with organizational commitment. In addition, in the relationship between these variables, self-efficacy showed a partial mediating effect. On the other hand, in the relationship between self-leadership and job satisfaction, only the natural reward strategies among the sub-factors of self-leadership showed a significant positive (+) effect, and behavior-focused strategies and constructive thought pattern strategies showed no causal relationship. Among these variables, self-efficacy was found to show partial mediation. Details and implications of the analysis results were dealt with in the conclusions and discussions of the study.

• Korean journal of applied entomology
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• v.20 no.4 s.49
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• pp.217-222
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• 1981

As a primary study on the economic injury level of A. tokionis larval populations in tobacco fields, we carried out some experiments for the evaluation of sampling efficiency of 3 sampling methods (pit-fall traps of apple pomace and rice bran, and clover patches) for the larval population and the regressions between loss and infested larval density The $10\times10cm$ clover patch showed a better sampling efficiency $11.8\;to\;18.0\%$ than the others. The sampling efficiency of clover patch becomes higher when the plots did not have any green plants. The linear regression equation (Y=4.2+1.383x) between loss (Y:kg/10a) and infested larval density (X: no. of larvae/plot) which was obtained by substitution of damage ratio and corrected damage ratio fitted the observed data better than the one (Y=2.68X) obtained without substitioning.