• The Journal of the Korea Contents Association
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• v.13 no.10
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• pp.495-510
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• 2013

The purpose of this study was to explore the effects of work rewards on the organizational effectiveness including mediator role of self-efficacy, and also the work rewards was divided into three categories of task rewards, organizational rewards and social rewards, organizational effectiveness into two categories of organizational commitment and job satisfaction. Research findings are follows; First, job diversity and job challenge of task rewards, payment of organizational rewards, superior support of social rewards have a positive influence on organizational commitment. Second, job diversity, job challenge and job autonomy of task rewards, superior support of social rewards have a positive influence on job satisfaction of finance public enterprise employees. Third, tested mediator role of selt-efficacy between work rewards and organizational effectiveness, and found out moderating roles between work rewards and organizational commitment, but its role between organizational rewards and job satisfaction was found only in job stability of organizational rewards. In terms of the results of this study, the theoretical and practical implications of the findings were discussed and directions for future research were presented.

• Management & Information Systems Review
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• v.33 no.2
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• pp.225-239
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• 2014

An effect of reward program related to promotional activity has the limitation of being concentrated on a short-term performance or of inducing temporary re-purchase. Accordingly, this study verified the influence of reward method upon consumers' response recovery centering on interactive effects of reward timing and reward intensity, in order to expand a research of dissatisfaction situation. As for the objective of this study, first, the aim is to verify the difference in the influence of economic, non-economic, and combined rewards, which are reward methods of dissatisfaction situation, upon consumers' cognitive response recovery and emotional response recovery. Second, the aim is to confirm a moderating role of reward timing and reward intensity in the effect of consumers' response recovery according to reward methods. To design a research, the perfect factor design between subjects in 3X2X2 was used. As a result of major research, first, there was a difference in the influence upon consumers' response recovery depending on reward methods. Second, the influence of reward method upon consumers' response recovery had a difference depending on reward timing. Third, the influence of reward method upon consumers' response recovery had a difference depending on reward intensity. Consumers' response recovery level was confirmed to have the greatest influence in the combined reward. This study has a significance in newly applying the reward timing, in the dissatisfaction situation which is addressed in the general reward program. Through this study, the aim was to support the empirically analytical results of prior researches and to expand its role in several angles.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.760-770
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• 2016

This study aims to investigate and measure the effectiveness between the value of the reward program and loyalty of the reward program as well as its influential transference effect of the loyalty of the entity (theater or exhibition) via investigating both its behavioral loyalty and attitudinal loyalty effectiveness. As a result, higher value of reward program increases the level of loyalty of the reward program. Key results were found that the behavioral loyalty positively influences the loyalty of the theatre/exhibition -the operator the loyalty program since the behavior loyalty requires participatory engagement, the reward program becoming a stimulator acting as a valuable component to drive consumer's revisit. However the attitudinal loyalty effectiveness was not as effectives as the behavioral loyalty since consumers tend to perceive a reward program as an informative beneficial tool rather than an emotionally engaging platform.

• 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.

• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.321-330
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• 2011

This study focuses on the moderating effect of sex role on the relationship between perceived values on the reward program of tele-communication firms and customer satisfaction. To test moderating effect, Difference test for distinct parameters in Amos 18.0 program was used. Results show that both kind of perceived values(utilitarian value and hedonic value) have a significant effect on customer satisfaction. And the moderating effect of sex variable was verified. For male, hedonic value has influenced on the customer satisfaction more than utilitarian value. And for female, reversely, utilitarian value has influenced on the customer satisfaction more than female value.

• Proceedings of the KIPE Conference
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• 2017.11a
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• pp.177-178
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• 2017

본 논문에서는 벅-타입 능동 전력 디커플링 회로의 단순화된 제어 방법을 위한 가변 스텝을 적용한 최적 보상 이득 알고리즘을 제안한다. 고정 스텝을 사용한 기존의 최적 보상 이득 알고리즘보다 유동적인 보상 이득 변화를 통해 DC링크 전압 리플을 효과적으로 줄일 수 있다. 기존의 방법보다 최적 보상 이득을 추적하는 시간이 줄어들어 갑작스런 부하 변동이나 이상 상황에 빠른 대응이 가능하다. 벅-타입 능동 전력 디커플링 회로는 전류 불연속 모드로 동작하며, 전류 지령치는 DC링크 전류의 1차 리플 성분에 전류 이득을 유동적으로 보상하여 생성하기 때문에 모든 구간에서 효과적으로 DC링크의 전압 리플을 줄일 수 있고 빠른 대응이 가능하다. 제안하는 가변 스텝을 적용한 최적 보상 알고리즘의 효과는 MATLAB-Simulink 시뮬레이션을 통해 검증하였다.

• Proceedings of the Korean Society of Broadcast Engineers Conference
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• 2013.06a
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• pp.357-358
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• 2013

H.264 등 동영상 압축 표준에서는 비디오 신호의 시간적 중복 데이터를 제거하기 위해 움직임 추정/보상을 수행한다. 또한 움직임 추정/보상의 정확성을 향상하기 위해 다중 참조프레임을 지원한다. 여러 장의 참조 프레임 중 현재 블록과 가장 유사한 참조 프레임 영역으로부터 움직임 추정/보상을 수행하여 보다 정확한 예측에 의해 잔차신호의 크기가 감소하게 되고, 그 결과 부호화 효율이 더욱 개선되었다. 본 논문에서는 다중 참조 프레임을 사용한 움직임 추정/보상의 효율을 유지하면서도 참조프레임을 나타내는 참조프레임 인덱스 비트를 줄여주어 부호화 효율을 더욱 개선하는 방법을 제안한다. 본 논문에서 제안하는 방법은 움직임 추정/보상 시, 각각의 참조 프레임에서 움직임 추정/보상에 사용되는 예측화소들을 비교하여 다중 참조 프레임이 효과가 있다고 판단 되는 경우에만 다중 참조 프레임 움직임 추정/보상을 수행하고, 다중 참조 프레임이 효과가 없다고 판단 되는 경우에는 단일 참조 프레임 움직임 추정/보상을 적응적으로 수행하였다. 실험결과 제안하는 방법은 다중 참조 프레임 인덱스 부호화에 소요되는 비트를 절감하면서도 부호화 효율을 유지함을 확인 할 수 있었다. 제안하는 방법은 동영상 압축 코덱에 적용되어 압축 성능을 더욱 향상 할 수 있다.

• (The) Korean Journal of Advertising
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• v.28 no.6
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• pp.35-54
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• 2017

The importance of utilizing an effective reward program has been emphasized as a tool for promotional strategies to acquire and retain customers. When consumers participate in a reward frequency program, they tend to focus more on points or mileage than the actual reward itself. This phenomenon is what Hsee, Yu, Zhang, and Zhang (2003) called "medium maximization." In this article, we hypopthesize that the medium effect may disappear when there is a close relationship between the product and the reward as it evokes the correlation of the two directly. The results of the current research show that the medium effect disappears in a strong relation condition while it does exist in a weak relation condition. Furthermore, we found that these results cannot be explained under an alternative "evaluability hypothesis" as Hsee, Loewenstein, Blount, and Bazerman (1999) and Hsee (1996) claimed. Even when we provided price range information as well as medium information, the medium effect still occurred. In this article, we explored boundary conditions for the medium effect and demonstrated the moderating effect of the relationship between products and rewards. Practical implications of the findings were also discussed for designing separate reward programs.

• The Journal of the Korea Contents Association
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• v.17 no.10
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• pp.420-451
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• 2017

This study verified the effectiveness of authentic leadership in promoting coopetition with the mediation of positive psychological capital and identified how this mediating effect of positive psychological capital is moderated by performance-based rewards Our findings showed that positive psychological capital played the role of mediator (indirect effect) between authentic leadership and coopetition. Also, performance-based rewards had negative conditional direct effect on the relationship between authentic leadership and coopetition as well as a positive mediated moderation (conditional indirect effect) when the relationship is mediated by positive psychological capital. This research presents a novel empirical study on the mechanism involved in the promotion of coopetition among organization members, especially concerning the antecendents involved at the individual level.

• Journal of Korea Game Society
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• v.17 no.2
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• pp.27-34
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• 2017

The study is to drive right users' attitude of internet and smart phones by providing the rewards. It consisted of 4 different types of no compensation, praise card, achievement sticker and cash and its effect on user's behavior was statistically tested. 24 children in grades four through six participated in the study. The task in this study was game of mathematical calculation. The subjective satisfaction about the reward and heart response during the game task were measured. As the results, inactivation of sympathetic and parasympathetic was observed in the case of no compensation while activation in the case of praise card. Therefore, the praise card was observed in greater commitment and satisfaction than the other rewards. The difference between non-compensation and compensation was significant in the subjective satisfaction, but not difference between compensations.