• Environmental and Resource Economics Review
• /
• v.15 no.5
• /
• pp.921-937
• /
• 2006

In this paper, we apply fuzzy theory in a discrete choice Contingent Valuation Method(CVM) in order for dealing preference uncertainty problem. Fuzzy membership function is used in an empirical analysis to estimate the willingness-to-pay(WTP) for the preservation of the endangered Asiatic Black Bear in Korea. The estimated WTP was about 9,090 Korea Won per household with 78 percent of confidence level. The advantage of applying fuzzy theory in the valuation method could be found in its ability to measure the confidence level of the estimated WTP.

• Journal of the Korea Convergence Society
• /
• v.8 no.10
• /
• pp.305-310
• /
• 2017

The purpose of the study is to test structural relationship of subjective health, ability to work, participation on economic activity, and life satisfaction among the elderly. Recently, societies have tried to lessen a social burden and alleviate negative perceptions of the elderly through some perspectives such as productive aging and active aging. In these perspectives pay attention to health and social participation to improve quality of life. Subjects were 3,392 elderly people over the age of 65 from 10th Korea Welfare Panel Study. The main results of the study are as follows. First, subjective health, ability to work, and participation on economic activity had a direct effect on life satisfaction among the elderly. Second, subjective health had a statistically significant effect on ability to work and participation on economic activity. Finally, avility to work had a positive effect on participation on economic activity. Based on the results of the analysis, this study suggested that health and work related factors should be considered as the important factors to improve the life satisfaction among the elderly.

• Journal of the Korean Society of Earth Science Education
• /
• v.15 no.1
• /
• pp.1-15
• /
• 2022

In a situation in which online classes were suddenly introduced due to COVID-19, there were many cases where learners did not properly learn science process skills that were not presented in the achievement standards for reasons such as reducing the number of class hours. It is difficult to expect positive science inquiry ability and science attitude from learners who have entered middle school without understanding the process skills. Therefore, in this study, the effect on science inquiry ability and science attitude was investigated by developing worksheets with enhanced process skills and applying it to learner-centered teaching linked online and offline. As a result, it was confirmed that there was a statistically significant positive difference between both. Based on this research, it is expected that students will pay attention to the process skills, which is the basis of science subjects, and continue to experience the process skills through learning-centered classes.

• Korean Journal of Construction Engineering and Management
• /
• v.8 no.2
• /
• pp.59-67
• /
• 2007

The cost of low-income groups's housing expenses have been weighting since 2000. To solve this problem, governments encourage supplying rental apartments for them. House rental supplement is most common things to solve housing problem in an advanced country but there is neither earning rate nor assessment standards in our country. Therefore, studies on house rental supplement are required to develop this systems. Hence in this study, we try to suggest both proper house rental charge to encourage nongovernmental construction and house rental supplement, considerng ability to pay.

• Journal of the Korean housing association
• /
• v.11 no.1
• /
• pp.57-68
• /
• 2000

This study has been performed to review critical issues affecting continuous residence in profit(self-paid) assistant living facilities for the elderly in the United States. There are three factors influencing continuous residence of frail elderly in the facilities as long as they want without involuntary discharge : Financial ability, behavioral aspects, and facility management situation. Regarding financial ability, income, purchase of insurance policy, cashable assets, willingfulness to pay, and health status were found to be crucial determinants of continuous residence. Overall, 40-50% of those aged 65+ are financially able to stay in the assistant facilities as long as they want, without involuntary discharge. As for behavioral aspects, extroversions, congeniality, culture & life style, conscientiousness, preference for person, and physiological habits were found to be crucial determinants of continuous residence. As for the management situation, it is essential that facilities reach nature level of self-governing rights of the older residents and good local images, and conflicts among the residents and managing parties be resolved on the agreeable standards of inspectors. finally in this study, it is proposed that in Korea, national pension authority offer a liability package for assistant residence, for the case of individual bankruptcy.

• Asia pacific journal of information systems
• /
• v.29 no.3
• /
• pp.468-488
• /
• 2019

As the growth of online travel agencies (hereafter OTAs) accelerates, competition among hotels to gain exposure on the first page of OTA websites, and the financial burden, such as commissions hotels have to pay in return, are increasing. Therefore, to facilitate successful management in the tourism industry, it is important to establish what makes people continue the practice of using OTAs to book rooms in hotels and other accommodation outlets. By adopting the heuristic-systematic model (HSM), this study explores the factors that drive consumers' continued use of OTA and classifies them into heuristic cues (brand awareness, cost saving, and scarcity message) and systematic cues (recommendation quality and the ability to provide reputation). Furthermore, we divided the sample based on the location of hotels within and outside Korea, and investigated the different roles of the cues between two models. The results are expected to provide theoretical and practical implications for both OTAs and hotels.

• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.3
• /
• pp.113-121
• /
• 2022

The study aimed to assess the availability of intellectual capital in Kuwaiti private universities in terms of its three dimensions (human capital, structural capital, and relational capital), as well as its role in crisis management (crisis preparedness, crisis mitigation, confrontation, and response to the crisis, and learning from the crisis) during the COVID-19 pandemic. Members of the boards of trustees, university presidents, their deputies, and deans of the colleges were chosen as respondents to this study from a sample of (8) private universities in Kuwait, with the sampling unit consisting of leaders in these universities. The study revealed that all dimensions of intellectual capital play a statistically significant impact in executing crisis management during the COVID-19 pandemic at Kuwaiti private universities after conducting the data analysis process. The study concluded that universities should pay attention to intellectual capital in all its dimensions (human capital, structural capital, and relational capital) because of its role in improving their ability to implement crisis management strategies and strive to improve their capabilities to face crises by implementing crisis management strategies.

• Journal of Distribution Science
• /
• v.14 no.5
• /
• pp.39-50
• /
• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• Culinary science and hospitality research
• /
• v.9 no.1
• /
• pp.121-138
• /
• 2003

The Foodservice Industry is Intensive labor industry by human traces service. Presently activation of Educational-Industrial cooperation is essential to Foodservice Industry. The Purpose of this study is establishment of a plan far efficient operation in educations-industrial cooperation among the foodservice industries. For achieve the purpose of study used the theoretical and positive method. The result of this study was that the attribute of the educational-industrial cooperation appeared the factors, Suitable duty, Support of business, Operation of program, A speciality, Participation, A pay, Connection, Support Finally the educational-industrial cooperation in foodservice industrial will need like this. First, the Educational world gives a course of study by a jog analysis. Next, the Industrial world gives various information to students, the spot arrangement suit student´s ability and gives suit job, etc.

• Korea Journal of Hospital Management
• /
• v.2 no.1
• /
• pp.162-182
• /
• 1997

This study was carried out to assess the current status of hospital wage structure and to find out the characteristics and problems in the current hospital wage structure. so as to provide empirical data for establishing a rational wage structure. The data were collected from administrative personnels in charge of wage management in 31 hospitals by using a structured questionnaire through direct visiting and mailing in Pusan Metropolitan City. The major findings in this study were as follows: First, the hospital wage structure applied differently to the basic wages between doctors and the other employees. The wage structure for doctors included performance rate of 51.6%, followed by a synthesis rate of 29.0%, while the wage for the other employees had the synthesis rate of 74.2%, followed by the seniority rate of 12.9%. Second, the wage consisted of a basic wage for 57.5%. the allowance for 21.1% and monthly installed bonus for 21.4%, and the basic wage comprised 68.3% of the total wage for doctors, as compared to 51.9% for nurses and medical technicians and 52.4% for administrative and managerial personnel. The annual rate of the bonus was average 460%, and 96.8% of the hospital did not consider personnel preformance appraisal when paying the bonus. Third, 80.6% of the hospitals applied the legal rate to the retirement allowance while 19.4% applying cumulative rates more than the legal rate, and all of university hospitals applied cumulative rates. Retirement reserves were practiced only in 54.9% of the hospitals. Forth, many hospitals seemed to be interested in applying graded wage system according to performance, by showing that 42.9% of the hospitals were planning to apply it in the future, despite only 9.7% practicing it. Fifth, the wage structure appeared to be complicated due to various kinds of allowances. The kind of the allowances varied among hospitals, ranging from 2 to 26 kinds, and increased as the size of hospital was larger. Sixth, the opinions leading to improve the basic wage structure favored the seniority rate for 51.6% either to maintain the present seniority rate(16.1%) or to apply the incentive pay in addition to the senior rate(35.5%). and also favored the performance rate for 35.5%, followed by the job rate for 12.9%. In conclusion, the current hospital wage structure seemed to be too complicated to reflect personal ability, contribution and performance and to become a big barrier to inducing worker's motivation and to strengthening in competitveness. Therefore it is suggested that the current wage structure should be revised to the one emphasizing on job and ability base with considering characteristics and situation of the hospital, rather than seniority factors.