• Venture DIGEST
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• s.70
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• pp.26-26
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• 2005

• Journal of Labour Economics
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• v.21 no.1
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• pp.147-162
• /
• 1998

• Proceedings of the Korean Operations and Management Science Society Conference
• /
• 1999.10a
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• pp.106-107
• /
• 1999

• Journal of the Korean hospital association
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• v.34 no.6 s.298
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• pp.61-73
• /
• 2005

• Journal of the Korean hospital association
• /
• v.35 no.2 s.300
• /
• pp.98-111
• /
• 2006

• Science & Technology Policy
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• v.6 no.4 s.85
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• pp.58-66
• /
• 1996

• Proceedings of the Korea Database Society Conference
• /
• 1999.06a
• /
• pp.7-18
• /
• 1999

한국기업의 지식경영 실천 전략 결론 1. 선택 vs 필수 2. Not IT Project, But CM Project 3. Top은 쉽게 설득된다. 4. 방법론 자체는 어렵지 않다, 실천이 어렵다. 5. 한국형 연봉제와 접목해야 한다.(중략)

• Journal of Industrial Convergence
• /
• v.1 no.1
• /
• pp.171-183
• /
• 2003

The purpose of this paper was to indicate the direction of the proper merit pay system against changing process of pay system and problems of seniority pay system in Korea. The results play an important role in settling of rational pay system in our industry.

• Journal of Labour Economics
• /
• v.33 no.1
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• pp.31-52
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• 2010

Internal labor market in a firm is normally designed to solve the adverse-selection problem as well as the moral hazard problem in the world of information asymmetry. The internal labor market of a Korean university as a non-profit organization should have the same function as the firm. The purpose of this paper is to evaluate the economic performances of a university's internal labor market, using confidential data. And I suggest how to improve the performances of a Korean university's interal labor market. Specifically, I suggest incentive pay for university professors. I also suggest eight job classification and job-related pay system for staffs and secretaries to enhance the efficiency of the university's internal labor market.

• 대학교육
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• s.117
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• pp.16-23
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• 2002