• Journal of Digital Convergence
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• v.18 no.1
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• pp.295-300
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• 2020

The psychologist Dessie said: excessive rewards may reduce an individual's interest in things and their intrinsic motivation. This is known as the Westerners effect. In this paper, we will examine the game from the point of view of humanism and the Westerners effect. Finally, three reasonable ways of reward are put forward. In the future, the research direction will use the theory of this paper to set the reward way after completing the task in the game. And give players a trial report on the emotional feedback in the finished game, and then continue to improve the theory of this article.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.409-415
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• 2017

This study examines the effect of pay dispersion on labor productivity by focusing on the inflow of newcomers into the tournament and the outflow of stayers from the tournament. According to tournament theory, the expansion of pay dispersion within the organization contributes to enhanced organizational performance by attracting high performers externally and by removing low performers internally within the organization. However, previous studies regarding tournament theory have overlooked the participant aspects. Therefore, this study explores how external hiring and involuntary turnover influence the effect of pay dispersion on labor productivity. This paper hypothesizes that pay dispersion will have a positive effect on labor productivity. Moreover, this paper predicts that the inflow of new competitors will strengthen the positive effects of pay dispersion on labor productivity, whereas the outflow of incumbents will weaken this relationship. Empirical results showed that pay dispersion increased labor productivity and the inflow of newcomers strengthened this positive relationship. However, contrary to our prediction, the outflow of incumbents weakened the positive effect between pay dispersion and labor productivity. These theoretical arguments and empirical findings highlight the proper conditions should be equipped to practically achieve the positive effect of pay dispersion on labor productivity.

• Journal of Energy Engineering
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• v.9 no.4
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• pp.342-347
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• 2000

최근 산업계에서 급증하는 전력수요와 부하의 다양화는 전원의 안정도에 악영항을 미치고 있다. 이는 전압강하는 역률 저하 유/무효 전력의 변동을 초래하고 타부하에 영향을 미치게 되므로 이를 효과적으로 보상할 수 있는 종합적인 보상 시스템이 필요하다. 본 논문에서는 이러한 전력보상 시스템중의 하나로서 플라이휠을 장착한 권선형 유도기의 2차 여자방식을 제시한다. 본 시스템은 전동기 2차 여자방식을 이용함으로서 기존의 정지형 보상기에 비하여 인버터의 용량을 기존의 것보다 수배 감소시킬 수 있는 장점이 있으며 히스테리시스 전류제어기를 사용하여 직접 전류제어기를 사용하여 직접전류 제어방식을 이용하므로 기존의 시스템과 비교하여 PI제어기의 게인선정의 어려움을 극복하고 제어 알고리즘을 간략화 할 수 있는 특징을 가지고 있다. 또한 전력을 보상하기 위한 에너지 저장요소로 플라이휠의 관성에너지를 사용함으로서 기존의 배터리 방식의 무정전 전원공급장치를 대신하는 효과를 보인다. 설계된 시스템과 제어방식은 시뮬레시션을 통하여 입증하였다.

• Proceedings of the KIPE Conference
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• 2018.07a
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• pp.27-29
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• 2018

본 논문은 상 전류의 위치(전기각)를 기반으로 보상전압을 결정하는 새로운 데드타임 보상알고리즘을 제안한다. 제안하는 알고리즘은 보상전압을 결정하는데 있어, 전류의 극성대신 제어하는 상 전류의 위치(전기각)를 이용하기 때문에 추가적인 알고리즘 없이 간단하게 보상전압을 정의할 수 있다. 또한 제안하는 데드타임 보상알고리즘은 동기좌표계에 바로 적용가능하기 때문에 3상 전압형 인버터(VSIs; Voltage Source Inverters)에 일반적으로 사용되는 동기좌표기반 제어기에 적용이 용이하고 추가적인 변환과정 없이 동기좌표에서의 인버터 출력전압을 추정할 수 있다. 제안하는 데드타임 보상알고리즘의 효과와 성능을 검증하기 위하여 전압형 3상 인버터를 이용한 L-R부하 실험이 진행되었으며, 상 전류파형의 FFT(Fast Fourier Transfrom)와 THD(Total Harmonic Distortion)를 산정하여 정량적 분석을 병행하였다.

• Journal of Industrial Convergence
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• v.20 no.11
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• pp.105-112
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• 2022

The purpose of this study is to examine the moderating effect of the reporting earnings strategy on the relationship between managerial ability and manager performance-reward sensitivity. Both upward and downward adjustments can occur in the direction of management performance adjustment according to the manager's reporting earnings strategy. was found to decrease performance-based performance-reward sensitivity. The underreporting strategy is hypothesized that, although additional compensation is paid for the performance of the reporting strategy according to the manager's ability, the level of compensation increases, but this type of compensation will decrease the performance-reward sensitivity because this type of compensation is irrelevant to the actual performance of the manager. This is the result of indirectly confirming that discriminatory compensation is provided for upward and downward adjustment of business performance according to the reporting earnings strategy.

• Korean Journal of Construction Engineering and Management
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• v.5 no.6 s.22
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• pp.245-254
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• 2004

Pre-compensation and post-construction policy'(PCPC) is a part of $\ulcorner$public project performance improvement policies (PPPIP)$\lrcorner$ whose purpose is to reduce the construction project cost by $20\%$. This research focuses on measuring the quantitative and qualitative impacts of PCPC public construction project. The evaluation of PCPC was conducted using five performance indices which are measuring performance improvement in terms of project cost and schedule. The analysis results show that implementation of this policy reduced $4.8\%$ of public construction project budget while playing a positive role in shortening the project schedule.

• Land and Housing Review
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• v.13 no.2
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• pp.125-139
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• 2022

For construction companies to become competitive innovative, cost management as well as process improvement are required. Activity-based costing (ABC), which uses cost information to support long-term decision-making, is a tool that enhances a company's competitiveness. In this study, we compare and analyze tradition-based costing (TBC) and ABC to confirm the adequacy of performance-based costing. In addition, we will empirically examine the relationship between the impact of the reward system using ABC on employee satisfaction and involvement. In research results, the influence of the reward system on employee involvement appeared in the order of intrinsic reward (𝛽 = 0.338) and extrinsic reward (𝛽 = 0.308). In addition, the reward system showed positive (+) effects on employee satisfaction, with influence appearing in the order of intrinsic reward (𝛽 = 0.360) and extrinsic reward (𝛽 = 0.337). And employee satisfaction (𝛽 = 0.225) had a positive effect on involvement. We were able to confirm that it is necessary to build a reward system consisting of intrinsic and extrinsic rewards to increase employee satisfaction and involvement.

• The Journal of the Korea Contents Association
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• v.21 no.4
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• pp.473-486
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• 2021

The purpose of this study is to investigate the mediating effect on self-efficacy in the effect of the compensation system of caregivers on job satisfaction. The research method was analyzed with SPSS V22.0 on the data of 367 people surveyed of caregivers working at home welfare facilities and elderly care facilities in the metropolitan area. The result is as follows. First, it was found that the average monthly salary, satisfaction of compensation treatment, and fairness of compensation had a positive effect on job satisfaction in the compensation system of caregivers. Second, in the compensation system for care givers, it was found that monthly average salary, satisfaction with compensation treatment, and compensation process had a positive effect on self-efficacy. Third, it was found that the self-efficacy of caregivers had a positive effect on job satisfaction. Fourth, in the compensation system of caregivers, it was found that the monthly average salary, compensation treatment satisfaction, and compensation process had an effect on job satisfaction, whereas self-efficacy had a positive mediating effect. It revealed that the higher the average monthly salary, compensation treatment satisfaction, and compensation process in the caregiver's compensation system, the more positively the self-efficacy had, and this self-efficacy had a positive effect on the job satisfaction of the caregiver.

• 한국벤처창업학회:학술대회논문집
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• 2021.11a
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• pp.135-142
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• 2021

20년 3월부터 본격화된 코로나 팬데믹은 전세계경제에 큰 충격으로 불확실성은 더욱 커져 경제생태계 대변혁의 시대를 맞이하고 있는 가운데 고령 인구의 증가, 생산인구의 감소와 더불어 20년 12월 기준 직장의 폐업과 정리해고, 경영부진 등 비자발적인 일자리를 떠난 사람이 19년 대비 48.9%(2020 통계청) 증가, 직장인의 퇴직 평균연령도 51.7세로 직장인 의지와 관계없이 조기 은퇴가 불가피한 상황이다. 한편 직장 근로자 10명중 8명은 창업할 의지가 있는 것으로 나타나 이제는 직장인의 창업은 선택이 아닌 필수로 인식하고 있다. 본 연구의 목적은 직장인의 기업가정신과 지속학습, 보상만족, 고용가능성이 창업의지와 어떠한 상관관계를 가지고 있는가를 조사하고 혁신행동이 매개역할을 하는지에 대해 분석하는데 있다. 본 연구에서는 직장 재직자의 기업가정신과 직장생활 과정에서 지속학습, 보상만족, 고용가능성이 창업의지에 미치는 영향에 관한 연구를 혁신행동의 매개효과를 중심으로 진행하였다. 따라서 본 연구에서는 재직자의 기업가정신과 지속학습, 보상만족, 고용가능성이 혁신활동을 증가시키고, 증가된 혁신활동이 창업의지에 영향을 미칠 것이라는 인과적 경로를 검증하고자 한다. With Corona의 불확실한 경제여건에서 조직은 생존을 위한 끊임없는 변화를 추구함에 따른 재직자의 고용불안은 가중될 것이며, 100세 시대를 준비해야 하기에 창업은 필수적 상황으로 창업의지를 종속변수로 설정하여 본 연구를 진행하였다.

• The Journal of the Korea Contents Association
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• v.21 no.8
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• pp.285-293
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• 2021

This study aims to identify the relationship between outcome expectancy and illegal use of music sources, and examined the parallel double mediating model of reward sensitivity and social dilution of responsibility on that relationship. To achieve the purpose this study, data were collected from 302 male and female high school students living in Seoul metropolitan area, and a double mediating effect was analysed with PROCESS Macro 3.5 Model 4. Results indicated that outcome expectancy was positively correlated with reward sensitivity, social dilution of responsibility, and illegal use of music sources of high school students, whereas reward sensitivity and social dilution of responsibility were positively correlated with illegal use of music sources. This study found that reward sensitivity and social dilution of responsibility were mediating outcome expectancy and illegal use of music sources in parallel. These findings suggest that psychological mechanisms lead adolescents use illegal music sources might be important, and provide useful information for making strategies to prevent adolescents' uses of illegal music sources.