• The Journal of the Korea Contents Association
• /
• v.9 no.12
• /
• pp.314-321
• /
• 2009

This study investigates how the external factors of police organization, such as organizational environments, job characteristics, and compensations can influence job satisfaction and organizational commitment. Especially, this study considers what kind of organizational culture is dominant and what kind of compensation influences job satisfaction and organizational commitment in Korea. The purpose of this study is to find out the ways to maximize compensation and job satisfaction of police officers and to improve organizational commitment. The results are as follows: First, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction, whereas the more perceived work environment, the lower job satisfaction. Second, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction. However, the perceived work environment does not influence the job satisfaction. Third, the higher job satisfaction, the higher organizational commitment. Fourth, organizational cohesion, financial compensation and organizational environment have an effect on organizational commitment mediated by job satisfaction.

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

• The Journal of the Korea Contents Association
• /
• v.16 no.7
• /
• pp.359-367
• /
• 2016

The purpose of this study is to investigate whether there is a statistical relationship between compensation communication and job satisfaction. The empirical study indicates that there is a positive relationship between compensation communication and organizational justice. The results suggest that employees' fairness perception is enhanced when information about compensation is relevant, accurate, and timely. Furthermore, the statistical results proved that a significant positive relationship exists between organizational justice and job satisfaction. The findings of this study reveal that when employees understand how their compensation is determined and allocated, they feel more fairly treated. The research enhances past studies by utilizing the most widely accepted measure of job satisfaction dimensions, as well as all measures of organizational justice.

• 발명특허
• /
• v.3 no.8 s.30
• /
• pp.38-42
• /
• 1978

• 발명특허
• /
• v.36 no.11
• /
• pp.54-56
• /
• 2011

특허권의 중요성이 새삼 부각되고 있다. 발명으로 발생하는 권리는 국제적 성격을 띠어 세계 각국에서 특허를 취득하므로 최근 삼성-애플 특허분쟁에서와 같이 세계 각국에서의 법정에서 다발적으로 싸움이 벌어지는 것이다. 특허분쟁에서는 강력한 특허가 있어야 하며 강력한 특허는 종업원 발명자의 창의적 노력으로부터 가능하다. 강력한 특허는 곧 가치가 큰 직무발명을 말한다. 강력한 특허를 위해선 직무발명자에게 발명의욕을 고취하는 직무발명보상제도를 잘 활용할 필요가 있다.

• Journal of the Korean Applied Science and Technology
• /
• v.38 no.6
• /
• pp.1423-1432
• /
• 2021

This study aimed to understand the relationship between nurses' rewards and job enthusiasm, using the data from the 5th Korean Working Conditions Survey(2017). The subjects of this study consist of 359 nurses randomly sampled nationwide(218 from youth group, 141 from midddle age group). The effects of intrinsic and extrinsic rewards on job enthusiasm was indentified through GLM analysis. The results reveal that, for the entire group, participation in decision making, sense of achievement, self esteem, career prospects, recognition at work, work-life balance influence job enthusiasm. For the youth group, participation in decision making, sense of achievement, self esteem, career prospects, and work-life balance are the influencing factors; while for the middle age group, sense of achievement, self-esteem, and recognition at work are the influencing factors. In conclusion, we suggest establishing a reward system that incorporates participation in decision making, sense of achievement, self esteem, career prospects, recognition at work, and work-life balance, in order to boost nurses' job enthusiasm. Also, taking age groups into account when establishing such system may improve efficiency.

• The Journal of the Korea Contents Association
• /
• v.17 no.6
• /
• pp.571-579
• /
• 2017

The main purpose of this research is to investigate the impact of compensation on job satisfaction. The study is designed to determine whether perceived internal equity acts as a mediation role in affecting the relationship between compensation and job satisfaction. This study also aims to explore the role of supervisor support in affecting employees' perception of equity toward the compensation. A total of 157 samples was obtained for the data analysis as a quantitative approach. The results of the data analyses revealed that both extrinsic and intrinsic rewards are positively correlated with job satisfaction. The results also showed that perceived internal equity acts as a mediating role in predicting variables of compensation and job satisfaction. The supervisor support does not moderate the relationship between compensation and perceived internal equity. It is suggested that management's efforts must be made in compensation management in order to increase employees' job satisfaction and to improve employees' perception of equity.

• The Journal of the Korea Contents Association
• /
• v.16 no.9
• /
• pp.523-530
• /
• 2016

The main purpose of this study is the comprehensive review of the compensation system that affects the employee's job satisfaction and turnover intention. This study is mainly designed to review previous studies of the impact of compensation system, and suggest meaningful implications in relation to firm's performance. It is clarified that compensation is positively related to firm's performance, and the perceived equity mediates the relationship between compensation and performance. It is suggested that an empirical research should be done based on the formulated propositions of this research.

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

• 발명특허
• /
• v.8 no.4 s.86
• /
• pp.64-65
• /
• 1983