• Journal of the Korean Operations Research and Management Science Society
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• v.40 no.1
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• pp.129-138
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• 2015

The problems associated with the excessive compensation of the public organizations in Korea have been presented not only by the press but also by the academic societies, including the management evaluation team of the public organizations, both in Korea and abroad. To analyze whether the compensation is excessive necessitates the empirical study on the present condition of the compensation system of the public organizations. Therefore, the purpose of this paper is to suggest the issues and the future directions of the compensation in the public organizations. The findings from the analysis of the data collected in this research include the expansion of the difference in compensation, the reinforcement of the job and performance-based compensation, the systematization of the model on the base compensation, and the differentiation of the compensation increase based on productivity.

• 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

• Journal of the Korean Home Economics Association
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• v.39 no.11
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• pp.43-62
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• 2001

This study investigated the relationships among Selection, Optimization, and Compensation(SOC) as strategies of life management in mid-life crisis respect to gender and age. The subjects of this study were 170 females and 182 males at the ages between 40 and 60 living in Seoul. Selection, Optimization, and Compensation(SOC) as strategies of life management were assessed by SOC-questionnaire while mid-life crisis was assessed by Mid-Life Crisis Scale. The data were analyzed using frequencies, percentiles, means, standard deviations, Cronbach's $\alpha$, two-way ANOVAS, and Pearson's correlations. Except compensation there was no significant difference in Selection and Optimization as strategies of life management as a function of gender and age. No signigicant difference was found in mid-life crisis as a function of gender and age. There were significant negative correlations among Selection, Optimization, and Compensation(SOC) as strategies of life management and mid-life crisis except the individuation.

• Proceedings of the Korean Society of Surveying, Geodesy, Photogrammetry, and Cartography Conference
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• 2004.11a
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• pp.479-484
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• 2004

It is the present situation that the relevant data with the compensation and payment is filed and managed in the form of document or Excell. In case of the large volume dam construction, the management of the data about the sinking areas is conducted inefficiently in view of time management and economy through using the administrative manpower and data formating manpower. There is also problem about where and how to keep the data owing to the enormous data. As a result of the raised questions, through constructing the system which is linked with the location information and property information which is relevant to the compensation to increase the applying value of the information about the compensation and apply document management system to the geographic information system, the management system through computerizing for searching the uncompensated areas in appropriate areas and compensation information in the compensated areas is projected. Through constructing geographic information system, it is expected to create various information effects, using the function of the necessary area search for the boundary survey, actual condition survey, uncompensated area search, and re-compensated area search.

• Journal of Korean Society for Geospatial Information Science
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• v.13 no.2 s.32
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• pp.29-37
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• 2005

The compensation data for submerged land have been filed in the form of document or managed with spread sheet like Excell up to now. In the case of dam or highway construction, huge compensation data for the submerged or included land have been managed inefficiently by the administrative manpower. Moreover, where and how to keep the enormous data becomes big problems. In response to the requirements, an submerged land compensation management system based on the location and property information of parcels was developed. The compensation management system has many functions including site searching for compensation, compensation money computing, and compensation data managing. It is expected that the submerged land compensation management system creates various information effects.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.85-96
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• 2017

The purpose of this study investigates the relation between corporate life cycle and management compensation. The analysis is performed by comparing the compensation level and pay-performance-sensitivity (PPS) at each life cycle based on Korean data from 2003 to 2014. The results show that regarding compensation level, mature stage has the highest mean value of compensation and compensation level drops after mature stage. In introduction stage, growth and decline stages, compensation is not sensitive to accounting performance. In a while, in mature stage, management compensation varies with accounting performance more significantly than stock performance. In additional analysis, the results indicate that the finding is not designated from growth opportunities and the relation differs when the firm is included in a conglomerate. These findings contribute to the literature by providing additional evidence to understand for compensation and the corporate life cycle studies.

• Journal of Korean Society for Quality Management
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• v.49 no.3
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• pp.313-326
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• 2021

Purpose: Prior studies have sought to find antecedent to improve firm performance. However, research on compensation systems and employees' psychological mechanisms have been relatively limited. In this sense, this study has investigated the impact of compensation gap between TMT and employees on firm performance, and explored the factors that affect the above relationship. Specifically, this study analyzed the direct impact of compensation gap on firm performance. In addition, the process of compensation gap to firm performance is assumed to be significantly influenced by employees' recognized promotion system and satisfaction with TMT. Therefore, we examined moderating effects of both promotion probability and opportunity, and satisfaction with TMT on the relationship between compensation gap and firm performance. Methods: For empirical test, financial variables were collected from TS-2000 database, and moderating variables were collected form Job Planet for listed firms in Korea. We conducted hierarchical regression analysis to test hypotheses. Results: The findings of empirical analysis are as follows. First, compensation gap between TMT and employees had a positive effect on firm performance. Second, when promotion probability and opportunity was high, the effect of compensation gap on firm performance was strengthened. Third, when satisfaction with TMT was high, the positive effect of compensation gap on firm performance was also strengthened. Conclusion: Our findings have expanded prior research on human resource management and labor relation by identifying the positive role of compensation gap between TMT and employees on firm outcome. Moreover, our results also indicated that promotion probability and opportunity, and satisfaction with TMT, which has not been addressed well in previous studies, were important conditions enhancing the positive relationship between compensation gap and firm performance. Finally, this study suggest several theoretical and managerial implication with future research direction.

• Journal of East Asia Management
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• v.1 no.1
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• pp.51-64
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• 2020

With the rapid development of Chinese economy, the uncooperativeness between economy and ecological environment has become an obstacle to the progress of the society. Due to the limitations in terms of scale, source of funds and quality, the present ecological compensation mode doesn't realize the planned effects. In this paper, a new framework and mechanism of ecological compensation has been proposed, which could guide the adjustment and improvement of the present policies based on the analysis of implementation to meet the demand for environmental management in Erhai, so as to achieve the co-existence between human beings and nature.

• 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 Korea Society of Digital Industry and Information Management
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• v.20 no.3
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• pp.101-115
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• 2024

Compensation plays an important role in increasing the satisfaction of organizational members and reducing turnover. A balanced approach including competitive base salary and performance-based compensation can meet the financial and psychological needs of members, creating more dedicated and satisfied organizational members. From this perspective, this study was conducted on the impact of trainers' performance-based compensation system on customer satisfaction and turnover rate, focusing on TASTE FITNESS. TASTE FITNESS established differentiated compensation and performance-based compensation system based on performance-based compensation for each job group of counselors, managers, and trainers working within the organization, and confirmed that this led to the turnover rate of organizational members and customer satisfaction. However, a more efficient and satisfactory compensation system can be established by supplementing the stability of performance-based compensation, supporting the initial entry stage, diversifying performance-based compensation, and strengthening long-term performance-based compensation. This is an issue that should be considered not only by TASTE FITNESS but also by all similar industries.