• 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.

• Journal of the Korean hospital association
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• v.37 no.4
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• pp.39-46
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• 2008

• Journal of Digital Convergence
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• v.9 no.3
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• pp.117-131
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• 2011

This study aims to examine the impact of Self-leadership(behavior- focused strategies, natural reward and constructive thought pattern to Technology Innovation. Hypotheses were tested by surveying 306 employees at Gumi Industrial Complex. The findings are as follows : First, two factors of Self-leadership had a significant positive effect on the product innovation except constructive thought pattern strategies. Second, two factors of Self-leadership had a significant positive effect on the process innovation except constructive thought pattern strategies.

• Convergence Security Journal
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• v.17 no.2
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• pp.109-118
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• 2017

The study examines whether there is support for undergraduate students of Department of NCOs leadership needs and self-perceived any casualty, the purpose being placed to identify the cause-and effect relationship between student's behavior and these self-appointed leadership needs parameters. To study this end, the men and women college students Military major in Busan district using the convenience of the student sample extraction to extract the 362 students. Setting the model to achieve the object of the study, and then through a structural equation model (SEM) were studies a causal relationship among variables. Result on the basis of the research study model verification method as described above what is derived from this study were as follows. First, self-leadership is confirmed in the career planning of clarity on the impact of career beliefs centered strategies(+) target-oriented strategy(+), and independent self-reliance, check-centered strategies(+), constructive thinking strategies(+), ERA=centric strategy(+), in the natural course flexibility, compensation strategies(+), constructive thinking strategies(+) improve professional skills appeared to affect the check-centered strategies(+), ERA-centered strategies(+). Second, self-leadership is general satisfaction at the impact of major satisfaction natural reward strategies(+), the curriculum meets the natural reward strategies(+) target-oriented strategy(+) recognition satisfy the natural reward strategies(+) target-oriented strategy(+) appeared to affect this. Third, career beliefs Major General satisfaction in the impact on satisfaction Career Planning Clarity(+), an independent self-reliance(+), career flexibility(+)improve professional skills(+), the curriculum satisfies independent self-reliance(+), career flexibility(+) improve professional skills(+), the self-satisfied recognized independent trust(+), career flexibility(+), career planning clarity(+) it appeared to influence this.

• Journal of the Korea Society of Computer and Information
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• v.20 no.3
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• pp.125-137
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• 2015

Information technology enables home-based working which is a new way to satisfy the firm and its employees. Firms are under pressure of cost reduction, and employees want to maintain balance of life between work and family. Considering the organization's capability can be the core competency, firm's efforts to acquire workers' commitment have been important issue in human resource management. However, researches to increase the workers' loyalty and commitment within home-base working have not been widely studied. This study tries to identify the relationships among firms' rewards supporting strategies and workers' perceived commitment with the working system as a context. Results confirm that the organization's extrinsic and intrinsic rewards affect the worker's continuous commitment, and the mediating role of normative commitment between workers' perceived affective commitment and continuous commitment has been found. Also, we empirically identify the moderating role of working systems(i.e., home-based, vs. office-based) within organization's rewards supporting strategies and workers' commitment perceptions.

• Asia Marketing Journal
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• v.7 no.2
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• pp.123-139
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• 2005

Until now, There are many studies of reward program effect about retaining current customers. But main goal of this study is acquiring new customer in competitive environment. We also reveal strategic framework for maximizing acquisition of new customer. For increasing customer loyalty of non-use brand, we'd better to give Out My Own reward non-user immediately and for increasing customer loyalty of use brand we'd better to give In My own Brand user accumulatively. Implication of the results for markets and future research are discussed

• Journal of Service Research and Studies
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• v.7 no.4
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• pp.109-126
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• 2017

Designing cost-effective service recovery strategies mix has been recognized one of important issues by both service researchers and practitioners. In spite of the rising interest in them, there has been scarce studies on them. In this paper, we try to find cost-effective service recovery strategies mix via game-theoretic modeling. Especially, we focus on the possible incentives such as voucher type reward and service re-performance which have different cost structure. We investigated three questions about the topics as follows:(1) Should the service firm use the possible incentive scheme such as voucher and service re-performance for service recovery?, (2) How much voucher and service re-performance is adequate for service recovery under diverse service failure severity level?, (3) How much voucher and service re-performance is adequate for service recovery under diverse threshold level to make the customer repurchase? The results are as follows:(1) The use of both voucher and service re-performance for service recovery results in greater surplus for the service firm. (2) The higher gets the service failure severity level, the higher total incentives are required in the equilibrium. As service failure severity level gets higher, higher level of discount might be more useful to the service firm. However, service re-performance should be cut down above some critical level of service failure severity in the equilibrium. (3) The higher gets the threshold level to make the customer repurchase, the higher incentives are required in the equilibrium, and the higher portion of voucher incentive is required relative to that of service re-performance in the equilibrium.

• Journal of Digital Convergence
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• v.9 no.6
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• pp.277-293
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• 2011

This study aims to mediating effects of Emotional Intelligence on the relationships between Self-Leadership. Additionally, this study is to examine the impact of Self-leadership(behavior-focused strategies, natural reward strategies and constructive thought pattern strategies) to Technology Innovation. Hypotheses were tested by surveying 420 employees at Gumi Industrial Complex. The findings are as follows: First, all factors of Self-leadership had a significant positive effect on Technology Innovation. Second, four factors of Emotional Intelligence had a significant positive mediating effect on Technology Innovation except behavior- focused strategies of Self-Leadership. It is indicated a need for action in organization's self-leadership and it is also shown reliable criterion to effective organizational management of success in Technology Innovation.

• Proceedings of the KIPE Conference
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• 2016.07a
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• pp.93-94
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• 2016

산업용 인버터는 운전상황에 따라 캐리어 주파수와 부하전류가 변하게 되며, 이 때 제어기 내부 회로 소자의 Propagation 지연에 따른 Dead Time의 왜곡 그리고 출력전류크기에 따른 전략소자 내부의 전압강하 등에 의해 전압의 왜곡이 발생하여 전동기 토크진동의 원인이 된다. 이를 방지하기 위하여 상황에 따라 출력전압을 보상해야 한다. 특히 전략소자의 전압강하는 전류의 크기에 따라 변하므로 캐리어 주파수에 의한 보상뿐만 아니라 부하전류의 크기에 따른 출력전압을 보상해야 한다. 본 연구에서는 캐리어 주파수 변화에 따른 전압보상량을 기준으로 출력전류 크기에 따른 보상방법 중 비선형적으로 변하는 저전류 영역에서의 전력소자 진압 강하량을 개선하는 보상방법을 제시하였고, 그 유효성을 실험을 통해 검증하였다.

• 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.