• 유통과학연구
• /
• 제19권10호
• /
• pp.65-74
• /
• 2021

Purpose: The purpose of this study is to identify the maximum organizational effectiveness of compensation systems in the distribution industry. It is to identify the relationship between structural compensation and organizational effectiveness. It also aims to clarify whether distributive justice plays as a controlling variable between two variables. Research design, data and methodology: This study was conducted on distribution industry employees. The questionnaire was collected through self-subscription. A total of 209 questionnaires were collected during the month of April 2021, of which 203 were used as valid samples. Results: Structural compensation have been shown to have a positive impact on two sub-factors of organizational effectiveness. In the verification of the controlling effect of distributive justice, perceived fairness has a control effect on the relationship between extrinsic compensation and organizational effectiveness but it does not show a controlling effect on the relationship between intrinsic compensation and organizational effectiveness. Conclusions: Structural compensation has a positive effect on organizational effectiveness. The distribution industry should aware of the compensation and the perceived fairness. The fairness of distribution plays a role in identifying the recognition of compensation and organizational feasibility, identifying motivations of employees, and mediating proper strategies to enhance job satisfaction.

• 한국콘텐츠학회논문지
• /
• 제21권4호
• /
• pp.473-486
• /
• 2021

본 연구는 요양보호사의 보상체계가 직무만족도에 미치는 영향에서 자기효능감에 대한 매개 효과를 규명하는 것을 목적으로 한다. 연구방법은 수도권 소재 노인요양시설과 이용시설 재가복지에 근무하는 요양보호사를 대상으로 설문 조사한 367명의 자료를 SPSS V22.0으로 분석한 결과는 다음과 같다. 첫째, 요양보호사의 보상체계에서 월평균급여, 보상 만족, 보상 공정성이 직무 만족에 정적인 영향을 미치는 것으로 나타났다. 둘째, 요양보호사의 보상체계에서 월평균급여, 보상 만족, 보상공정은 자기효능감에 정적인 영향을 미치는 것으로 나타났다. 셋째, 요양보호사의 자기효능감이 직무만족도에 미치는 영향은 긍정적으로 나타났다. 넷째, 요양보호사의 보상체계에서 월평균급여, 보상 만족, 보상공정은 직무만족도에 미치는 영향에서 자기효능감은 긍정적인 매개 영향을 미치는 것으로 나타났다. 이는 요양보호사의 보상체계에서 월평균급여, 보상 만족, 보상공정이 높을수록 자기효능감에 정적인 영향을 미치고, 이런 자기효능감은 요양보호사의 직무만족도에 정적인 영향을 미치는 것을 밝혔다.

• 복식문화연구
• /
• 제23권1호
• /
• pp.117-125
• /
• 2015

The purpose of this study is to evaluate the differences of body compensation image on variations in the shoulder height and width of power shoulder raglan sleeve jacket. Nine samples were examined: 3 variations of the shoulder height and 3 variations of the shoulder width. The data was evaluated by 123 fashion design majors. The results were as follows; as a result of analyzing the body compensation image according to changes in the shoulder height and width of power shoulder raglan sleeve jacket, five factors were selected; the shoulder compensation factor, the bust compensation factor, the waist compensation factor, the arm compensation factor and the neck compensation factor. Among these factors, the shoulder compensation factor is the most important factor. Examining the major effect of the body compensation image based on changes in the shoulder height and width of power shoulder raglan sleeve jacket, it had an independent influence on factors about waist, neck, shoulder and arm compensation except a factor about bust compensation, had an influence on interacting effect of factors about shoulder, bust, waist, arm compensation, and it had no influence on interacting effect of a factor about neck compensation. This shows that the shoulder height has larger effect on neck compensation image than the shoulder width in power shoulder raglan sleeve jacket.

• 대한통합의학회지
• /
• 제10권3호
• /
• pp.173-184
• /
• 2022

Purpose : The purpose of this study was two-fold: to identify the effect of dental hygienist's self-determination motivation on their job engagement and to analyze the moderating effect of compensation satisfaction that affect the relevance. Methods : Data were collected using a structured self-report questionnaire administered to 260 dental hygienists working in dental hospitals and clinics in Busan, South Korea. These were analyzed using IBM SPSS Statistics version 26.0 and SPSS Process Macro 3.5. A frequency analysis, including the respondents' general characteristics, frequency, percentages, and standard deviations, was performed. A regression analysis was also performed using SPSS Process Macro to verify the moderating effect of compensation satisfaction in the effect of self-determination motivation on job engagement. Results : The self-determination motivation of the dental hygienists had a statistically significant positive effect on their job engagement, which was the dependent variable. Higher intangible compensation satisfaction levels led to a stronger effect of intrinsic motivation but a weaker effect of extrinsic motivation on job engagement. Moreover, higher tangible compensation satisfaction levels strengthened the effect of intrinsic motivation on job engagement. Conclusion : Recently, the demand for oral health care has been increasing, Competition in the dental medical service market warrants, high-quality dental services based on accurate diagnosis and treatment. In this context, dental hygienists' job engagement must be improved. For this purpose, increasing the satisfaction of dental hygienists with self-determination motivation and appropriate compensation is effective. In addition, attention must be paid to the moderating effect of compensation satisfaction on the relationship between intrinsic motivation and job engagement. On the basis of the implications of this study, the results can be used as basic data for improving dental hygienists' welfare system and manpower management.

• 한국콘텐츠학회논문지
• /
• 제14권3호
• /
• pp.393-400
• /
• 2014

본 연구는 외재적 내재적 보상시스템이 기업구성원의 조직몰입에 어떠한 영향을 미치는지, 보상선택의 다양성 제공이 조직몰입에 어떠한 변화를 가져오는지 실증적으로 검증하였다. 본 연구는 보상시스템, 보상선택의 다양성 및 조직몰입의 관계를 실증적으로 분석함으로써 조직몰입 제고를 위한 방안 도출을 목적으로 하였다. 본 연구에서는 중국 12개 기업에 근무하는 중국인 직원 295명을 대상으로 자료를 수집하였다. 실증연구 결과 외재적 내재적 보상 모두 조직몰입 향상에 긍정적인 영향이 있다는 사실을 확인하였다. 보상선택의 다양성은 외재적 보상과 조직몰입 간에 조절역할을 하였으나 내재적 보상에 대한 조절역할은 나타나지 않았다. 본 연구에서는 조직몰입 수준의 향상을 위해서는 다양한 유형으로 구성된 보상시스템의 도입이 중요함을 강조하였다.

• 유통과학연구
• /
• 제21권4호
• /
• pp.57-67
• /
• 2023

Purpose: This study aims to measuring the employee performance distributions of company in using relationship analysis between motivation, organization learning, compensation, and Organizational commitment. Research design and methodology: The study was conducted on 102 employees as a sample. Data were analyzed using Path Analysis in Structural Equation Modeling (SEM) with PLS. Results: the research result has shown that motivation and compensation have a positive significant effect on organizational commitment. While organizational learning has negative and insignificant effect on organizational commitment. Furthermore, motivation, organizational learning and motivation have no significant effect on employee performance distribution and organizational commitment has a positive significant effect on employee performance distribution. Results for mediating effect has obtained where organizational commitment mediates the effect of motivation and compensation on employee performance distribution, but cannot mediate the effect of organizational learning on employee performance distribution. Conclusion: Organizational commitment in this study can make employees feel comfortable and attached to the company so that employees can perform well to achieve company goals. Motivation and compensation are driving factors in improving employee performance distribution and will achieved if employees have good organizational commitment. In this study, organizational learning is not an important factor in improving employee performance distribution.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권5호
• /
• pp.1065-1077
• /
• 2021

Directorate of Traffic of the Regional Police D.I. Yogyakarta as part of the Indonesian Republic Police (Polri) institution also experiences problems related to the performance of police members as well as the Polri institution in general. The problems which relate to the police performance are influenced by various factors such as low compensation and as a result low motivation in the work environment of Directorate of Traffic of the Regional Police D.I. Yogyakarta. Therefore, the objective of this study is to empirically test and prove the effect of the work environment and compensation on work motivation and police performance of Directorate of Traffic of the Regional Police D.I. Yogyakarta, Indonesia. This study used a survey method for collecting data. By using proportional stratified random sampling, 143 members of Directorate of Traffic of the Regional Police D.I. Yogyakarta were selected as the respondents. The results of this study indicate that work environment has a positive effect on work motivation, police performance as well as compensation on work motivation and police performance. In addition, work motivation has a positive effect on police performance. Thus, this study concludes that work motivation mediates the effect of work environment and compensation on police performance.

• 품질경영학회지
• /
• 제49권3호
• /
• pp.313-326
• /
• 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.

• 한국치위생학회지
• /
• 제24권3호
• /
• pp.263-270
• /
• 2024

Objectives: The purpose of this study is to identify the effects of dental hygienists' cooperation and compensation satisfaction on job embeddedness through positive psychological capital, and to provide basic data on ways to improve the welfare of dental hygienists and the quality of medical services. Methods: From July 1 to 20, 2023, a questionnaire survey was administered to 206 dental hygienists via an online link. SPSS Statistics ver. 22.0 was used to conduct the frequency analysis, t-test, one-way ANOVA, Pearson's correlation coefficient, multiple regression analysis and hierarchical multiple regression. Results: Factors influencing dental hygienists' job embeddedness were type of compensation satisfaction (β=0.362, p<0.001), intangible compensation satisfaction (β=0.190, p<0.001), cooperation between dental hygienists (β=0.178, p<0.05), and age (β=0.112, p<0.05). Positive psychological capital was found to have a complete mediating effect on work cooperation in the effect of dental hygienists' job embeddedness (p>0.05), and partial mediating effect on compensation satisfaction (p<0.01). As a result of the Sobel test, it was confirmed that it was statistically significant as dental hygienist work cooperation (Z=2.339, p=0.019), dentist work cooperation (Z=1.985, p=0.047), intangible compensation satisfaction (Z=2.286, p=0.022), and type compensation satisfaction (Z=1.980, p=0.048). Conclusions: In order to improve the work environment of dental hygienists, develop programs to improve positive psychological capital, secure access to education, and various related studies are needed.

• Journal of the Optical Society of Korea
• /
• 제13권1호
• /
• pp.112-115
• /
• 2009

We investigate the effect of polarization-mode dispersion (PMD) on the optimum dispersion compensation (ODC) monitoring and nonlinear penalty in optical transmission systems. We report that PMD may reduce the fiber nonlinearity. We also report that the monitoring error of the clock-based ODC monitoring technique decreases after the first-order PMD compensation. A simple explanation of this phenomenon is shown.