• The Journal of the Korea Contents Association
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• v.14 no.3
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• pp.393-400
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• 2014

The purpose of this study is to investigate the effects of extrinsic and intrinsic compensation on organizational commitment. It is also analyzed whether the compensation selection may play a moderating role between the types of compensation and organizational commitment. A total of 295 questionnaires from 12 Chinese companies are used for data analysis. The empirical results show that the types of compensation have a positive effect on organizational commitment. It is found a moderating effect of compensation selection only between extrinsic compensation and organizational commitment. The results reveal that more focus on external compensation and adopting a flexible benefit plan are necessary to improve organizational commitment.

• Korean Journal of Construction Engineering and Management
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• v.5 no.1 s.17
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• pp.62-70
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• 2004

The use of private property occurs fatally to achieve public work such as road construction and appropriate compensation for land expropriation must be performed to use private property such as land. Since compensation of land expropriation is complicated and compensation target is various, electronic processing system development for land compensation processing business is required. The land compensation system for Regional Construction Management Office applied geographic information system (GIS) technology to land drawing that becomes basis of compensation business when constructing roads. It can perform the establishment of compensation planning, the understanding of the present state of compensation and the management of compensation business by connecting with land position information on drawings. We also implemented our system so that it can effectively accomplish various kinds of works such as compensation by agreement, expropriation, decision and deposit etc. Development of the land compensation system that can reduce time for processing civil affair administration and decrease costs efficiently to handle land compensation business

• Land and Housing Review
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• v.11 no.4
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• pp.75-92
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• 2020

This study explores the outcome of the current Land Compensation Act for the indigenous residents of DAEIM Public Development Project Zone in Gyeongsan City. The purpose of the law is to return part of the development gains to the native residents and to support the re-settlement of the native residents. As the Land Compensation Act applies to each area with different standards, the monetary terms of land compensation which the native residents eventually receive varies across the region and development sites. That means the development gain is not fairly shared with the native residents of the redevelopment area and it does not necessarily support the settlement of the existing residents. It is supposed that the actual compensation for the native residents should be in full cash value but it is not in reality. The study demonstrates the outcomes of the land compensation that the residents received are far from the original purpose of the Compensation Act using the case example of DAEIM Public Development Zone in Gyeongsan, Gyeongsangbukdo. Only a small proportion of the natives managed to achieve the development gains. Accordingly the majority of the native residents has lost re-settlement opportunity. It suggests that the Compensation Act and the implementation procedure should be reviewed and revised accordingly. The details of compensation plan should be tested and set up in line with the characteristics of the project area. In particular, the compensation details in terms of the size and types of land, average value of land for indigenous residents receive, and the amount of compensation per household should be clearly demonstrated to the resident.

• Health Policy and Management
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• v.8 no.1
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• pp.15-51
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• 1998

compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.

• Journal of Electrical Engineering and Technology
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• v.8 no.6
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• pp.1380-1388
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• 2013

The conventional graphical representation of the instantaneous compensation power flow for single-phase active power filters(APFs) simply represents the active power flow and the reactive power flow which flowing between the power source and the active filter / the load. But, this method does not provide the information about the rectification mode and the compensation mode of APFs, especially, the loss for each mode was not considered at all. This is very important to understand the compensation operation characteristics of APFs. Therefore, this paper proposes the graphical representation of the instantaneous compensation power flow for single-phase APFs considering the instantaneous rectification mode and the instantaneous inversion mode. Three cases are verified in this paper - without compensation, with compensation of the active power 'p' and the fundamental reactive power 'q', and with compensation of only the distorted power 'h'. To ensure the validity of the proposed approach, PSIM simulation is achieved. As a result, we could confirm that the proposed approach was easy to explain the instantaneous compensation power flow considering the instantaneous rectification mode and the instantaneous inversion mode of APFs, also, Total Harmonic Distortion(THD)/Power Factor (P.F) and Fast Fourier Transform(FFT) analysis were compared for each case.

• Journal of Electrical Engineering and Technology
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• v.13 no.2
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• pp.875-880
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• 2018

This paper proposes a novel combined compensation structure in the infrared receiver chip. For the infrared communication chip, the current-voltage (I-V) convert circuit is crucial and important. The circuit is composed by the transimpedance amplifier (TIA) and the combined compensation structures. The TIA converts the incited photons into photocurrent. In order to amplify the photocurrent and avoid the saturation, the TIA uses the combined compensation circuit. This novel compensation structure has the low frequency compensation and high frequency compensation circuit. The low frequency compensation circuit rejects the low frequency photocurrent in the ambient light preventing the saturation. The high frequency compensation circuit raises the high frequency input impedance preserving the sensitivity to the signal of interest. This circuit was implemented in a $0.6{\mu}m$ BiCMOS process. Simulation of the proposed circuit is carried out in the Cadence software, with the 3V power supply, it achieves a low frequency photocurrent rejection and the gain keeps 109dB ranging from 10nA to $300{\mu}A$. The test result fits the simulation and all the results exploit the validity of the circuit.

• Asia-Pacific Journal of Business
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• v.12 no.4
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• pp.87-105
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• 2021

Purpose - The purpose of this study was to explores how CEO general human capital, one of the most critical issues in recent research, affects compensation schemes. Design/methodology/approach - This study collected the CEOs of S&P500 companies from 2001 to 2009 and contains 4,155 CEO-firm-year observations and 704 different CEOs. Findings - First, only contingent bonus is affected by general human capital and reputation. Second, the career concerns of CEOs are relevant, especially when explaining CEO tenure. Third, we offer an alternative view of what determines the level of cash compensation schemes and the factors that affect the running of a firm. Fourth, we also suggest that the increase in general human capital can be explained by the increase in its relative importance in managing a modern firm. Overall, the results of this study do not only contribute to academics but also important to boards and shareholders. Research implications or Originality - This study intends to fill the gap in the extant literature by examining the relationship between general human capital and compensation schemes.First, we add to the compensation literature by arguing that a cash compensation scheme is efficient for generalist CEOs. We break down CEO cash compensation schemes into fixed and contingent bonus compensation and investigate whether general human capital differentially affects CEO cash compensation schemes, and thus, the sensitivity to unequal pay for human capital. Second, we contribute to the reputation literature by arguing that CEO perceived reputation also affects CEO compensation schemes.

• Korea Journal of Hospital Management
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• v.6 no.3
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• pp.90-108
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• 2001

This research examines the compensation package maximizing the utilities of internal customers by applying the market segmentation theory. Data were collected from four Korean hospitals in Seoul, Pusan and Kyunggi-do. The research is designed to seek the compensation package maximizing the utility of doctors and nurses by applying the market segmentation theory. The compensation package for doctors and nurses was classified into 5 attributes which are level of salary, payment method, education, promotion, reward method. The test results were as follows. First, the relative importance of each attribute in the compensation package is different. The level of salary is the most important, reward method is the next. Second, the utility of doctors increases by 8.7%, when they are segmented on the basis. of their preference for compensation attributes while that of nurses increases by 39.8%. The results of this study imply that the utility of doctors and nurses increases with differentiated compensation package for internal customer segmented by their preference.

• Journal of Advanced Marine Engineering and Technology
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• v.27 no.7
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• pp.914-920
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• 2003

In this paper, we deal with two drift compensation algorithms of acceleration sensor for measuring the galloping on power transmission line. Firstly, the block diagram of galloping measurement system is given and a galloping model is presented. Secondly, two compensation algorithms, a simple compensation and a period compensation, are proposed. A simple compensation algorithm uses the drifts of velocity and distance at fixed periods, so it is useful for constant drift case. Next, a period compensation algorithm can compensate a periodic drift. This algorithm uses the previous measured data and compensated data for constant period, where the period is obtained by FFT method. Lastly, the effectiveness of proposed algorithms is verified by comparing between two algorithms in simulation, and its characteristics and the drift error bound are shown, respectively.

• Journal of the Institute of Electronics Engineers of Korea SP
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• v.48 no.4
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• pp.38-48
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• 2011

Block based LCD backlight nonideality and crosstalk compensation methodologies are proposed based on the analysis of backlight profiles and image pixel homogeneity. Large computation complexity required in the conventional compensations is minimized without the degradation of image qualities by optimizing image block size, image area inside the block to be excluded from the compensation computation and the required backlight range to be computed. The optimization results of computation complexity as well as image qualities are verified for the proposed compensation by real image data simulations.