• Asian Journal of Business Environment
• /
• v.13 no.4
• /
• pp.7-17
• /
• 2023

Purpose: The objective of this study is to evaluate the fringe benefits provided by the entrepreneurs in BSCIC (Bangladesh Small and Cottage Industries Corporation) industrial estates in light of the relevant labor laws of Bangladesh. Research question: Fringe benefits are one of the major factors in compensation that play a vital role in employee satisfaction. However, the issue has yet to be taken into consideration in the industrial units. So, the question arises: what is the present condition of employee fringe benefits in industrial estates? Research design, data, and methods: To conduct this mixed-methods research, a total of 222 respondents were selected randomly from employees and entrepreneurs. Two sets of self-administered questionnaires and KIIs were used to collect primary data, while SPSS was used to analyze the data. Major findings and conclusions: The study shows that the conditions of leave and holidays do not comply with labor laws. Further, aspects of maternity leaves, disability/death benefits, retirement benefits, and other financial and non-financial benefits are found not to be at a satisfactory level and do not comply with the existing labor laws. However, the benefits relating to environmental issues are found to be satisfactory. It is expected that the study findings will contribute to the existing literature related to fringe benefits and will help stakeholders and policymakers in formulating and monitoring compensation packages.

• The Journal of the Korea Contents Association
• /
• v.19 no.11
• /
• pp.22-32
• /
• 2019

The purpose of this study was to derive association between company's fringe benefits and retirement planning. The study analyzed the 2016 Korean Longitudinal Study of Ageing(KLoSA) and a total of 1,740 participants was included. To analyze the relationship between the number of the company's employee fringe benefit and the retirement planning, multiple logistic regression was conducted. As a result, we found multiple variables affecting the retirement planning including not only the number of the fringe benefits, but also the age, marital status, residence, private health insurance status, and subjective health status. Successful retirement planning for wage workers benefits not only the individuals or government, but companies also gain benefits such as improved productivity of workers and a better corporate image, so further research is needed on the effective implementation of the system, and the role of government to support this.

• The Journal of the Korea Contents Association
• /
• v.21 no.1
• /
• pp.498-510
• /
• 2021

This study aims to analyze the influence relationship between the level of fringe benefits and relational contract among social workers in the non-profit organization. Under this relationship, we explored the dual mediating effect of perceived superior's support and perceived organizational support. A total of 371 self-administered questionnaires were distributed to social workers in Gwangju, South Korea, and 271 questionnaires (73.0%) were used for study analysis after excluding incomplete and unreliable responses. This study performed structural equation modeling, the results are as follows. Perceived superior's support and perceived organizational support both have a positive (+) influence on relational contract. Furthermore, perceived superior's support and perceived organizational support were found to mediate effect between fringe benefits and relational contract. Therefore, these results contribute to provide academic meaning that the range of future studies by identifying the dual mediated effect of the fringe benefits and social worker 's relational contract.

• Journal of the Korean Society of Food Culture
• /
• v.27 no.6
• /
• pp.677-685
• /
• 2012

This study examined the job satisfaction and characteristics of dietitians working in an elderly health care facility. The subjects for the study were 116 dietitians who work in an elderly health care facility across the country. The following lists the items affecting the total satisfaction on each element of the job: the nature of work (4.20), coworkers (4.02), supervision (3.83), communication (3.81), pay (3.22), operating conditions (3.16), fringe benefits (3.05) and promotion (2.78). Regarding supervision, regular employees (3.90) had higher satisfaction than non-regular employees (3.11), and for fringe benefits, regular employees (3.10) had higher satisfaction than non-regular employees (2.52). Regarding fringe benefits, those with less than 10 years experience showed higher satisfaction than with more than 10 years'. In terms of the job characteristics, the following were found to affect job satisfaction: the task identity (3.33), variety (3.27), autonomy (3.18), feedback (3.05), friendship opportunities (3.01) and dealing with others (2.82) were listed in the highest order. For task identity, more than 41 years old (3.53) had a significantly higher score. Regarding diversity, graduate schools (3.37) had a significantly higher score. In terms of income, those earning more than 2 million won (3.37 and 3.26) showed higher scores in autonomy and friendship opportunities than those earning less than 1.5 million won (2.79 and 2.57).

• Journal of Korean Academy of Nursing
• /
• v.20 no.1
• /
• pp.16-37
• /
• 1990

A cost analysis for hospitalized patients was carried out based upon Patient Classification System(PCS) in order to determine an appropriate nursing fee. The data were collected from 21 nursing units of three teaching hospitals from April 1 to June 30, 1989. first, all of the 22,056 inpatients were classified into mildly ill(Class Ⅰ), moderately ill(Class Ⅱ), acutely ill(Class Ⅲ), and critically ill(Class Ⅳ) by the PCS which had been carefully developed to be suitable for the Korean nursing units. Second. PCS cost accounting was applied to the above data. The distribution of inpatients, nursing costs, and nursing productivity were as follows : 1) Patient distribution ranged from 45% to class Ⅰ, 36% to class Ⅱ, 15% to class Ⅲ, and 4% to class Ⅳ, the proportion of class Ⅳ in ‘H’ Hospital was greater than that of the other two hospitals. 2) The proportion of Class Ⅲ and Ⅳ in the medical nursing units was greater than that of surgical nursing units. 3) The number of inpatients was greatest on Tuesdays, and least on Sundays. 4) The average nursing cost per hour was W 3,164 for ‘S’ hospital, W 3,511 for ‘H’ hospital and W 4,824 for ‘K’ hospital. The average nursing cost per patient per day was W 14,126 for ‘S’ Hospital, W 15,842 for ‘H’ hospital and W 21,525 for ‘K’ hospital. 5) The average nursing cost calculated by the PCS was W 13,232 for class Ⅰ, W 18,478 for class Ⅱ, W 23,000 for class Ⅲ, and W 25,469 for class Ⅳ. 6) The average nursing cost for the medical and surgical nursing units was W 13,180 and W 13,303 respetively for class Ⅰ, W 18,248 and W 18,707 for class Ⅱ, W 22,303 and W 23,696 for class Ⅲ, and W 24,331 and W 26,606 for class Ⅳ. 7) The nursing costs were composed of 85% for wages and fringe benefits, 3% for material supplies and 12% for overhead. The proportion of wages and fringe benefits among the three Hospitals ranged from 75%, 92% and 98% for the ‘S’, ‘H’, ‘K’ hospitals respectively These findings explain why the average nursing cost of ‘K’ hospital was higher than the others. 8) According to a multi- regression analysis, wages and fringe benefits, material supplies, and overhead had an equal influence on determining the nursing cost while the nursing hours had less influence. 9) The productivity of the medical nursing units were higher than the surgical nursing units, productivity of the D(TS) - nursing units was the lowest while the K(Med) - nursing unit was the highest in 'S' hospital. In ‘H’ hospital, productivity was related to the number of inpatients rather than to the characteristics of the nursing units. The ‘K’ hospital showed the same trend as ‘S’ hospital, that the productivity of the medical nursing unit was higher than the surgical nursing unit. The productivity of ‘S’ hospital was evaluated the highest followed by ‘H’ hospital and ‘K’ hospital. Future research on nursing costs should be extended to the other special nursing areas such as pediatric and psychiatric nursing units, and to ICU or operating rooms. Further, the PCS tool should be carefully evaluated for its appropriateness to all levels of institutions(primary, secondary, tertiary). This study took account only of the quantity of nursing services when developing the PCS tool for evaluating the productivity of nursing units. Future research should also consider the quality of nursing services including the appropriateness of nursing activities.

• Journal of the Korean Regional Science Association
• /
• v.14 no.1
• /
• pp.109-126
• /
• 1998

We analysed the determinants of part-timer labor demand and supply in Kwangju. The findings of the paper are as follows; First, firms employ part-timer workers in the unskilled or skilled jobs not demanding much training cost. There are two reasons for firms to employ part-time workers: labor cost cut and flexible employment adjustment. Estimated wage differential is 40% not including fringe benefits differential. Second, we find lots of married women to want part-time jobs. The more probably married women choose part-time work, the younger and the less educated they are, and the less kids and the less other income they have.

• Journal of the Korean Society for Nondestructive Testing
• /
• v.27 no.6
• /
• pp.556-562
• /
• 2007

This paper presents the use of a novel fiber optic accelerometer system to monitor ambient vibration (both wind-induced one and vehicle-induced) of a real bridge structure. This sensor system integrates the $Moir\'{e}$ fringe phenomenon with fiber optics to achieve accurate and reliable measurements. A low-cost signal processing unit implements unique algorithms to further enhance the resolution and increase the dynamic bandwidth of the sensors. The fiber optic accelerometer has two major benefits in using this fiber optic accelerometer system for monitoring civil engineering structures. One is its immunity to electromagnetic (EM) interference making it suitable for difficult applications in such environments involving strong EM fields, electrical spark-induced explosion risks, and cabling problems, prohibiting the use of conventional electromagnetic accelerometers. The other is its ability to measure both low- and high-amplitude vibrations with a constantly high resolution without pre-setting a gain level, as usually required in a conventional accelerometer. The second benefit makes the sensor system particularly useful for real-time measurement of both ambient vibration (that is often used for structural health monitoring) and strong motion such as earthquake. Especially, the semi-strong motion and the small ambient one are successfully simulated and measured by using the new fiber optic accelerometer in the experiment of the structural health monitoring of a real bridge.

• Journal of the Korean Society of Food Culture
• /
• v.24 no.1
• /
• pp.58-68
• /
• 2009

This study examines the impact of the perception that employees of contract foodservice management companies have of internal marketing on service quality. Questionnaires were delivered to 291 employees employed in foodservice management companies. High perception item of internal marketing was 'value of formula education program' (3.36 points), whereas 'adequate allowance disbursement' (2.62 points) and 'various vacation benefits' (2.66 points) scored low. High service quality items for customers were 'kindness to customers' (3.89 points) and 'willingness to help customers' (3.89 points), whereas 'comprehension of customers' special requests' (3.63 point) and ['meeting customer expectations'] (3.64 points) scored low. The internal marketing conceived by employees of contract foodservice management companies has a positive influence on service quality. The most influential internal marketing variable to affect service quality was 'communication' followed by 'education/environment' and 'fringe benefits/[decisive] delegation'.

• Journal of the Korean Home Economics Association
• /
• v.47 no.4
• /
• pp.83-98
• /
• 2009

he purpose of this study was to assess if the availability of the family-friendly corporate welfare programs had an effect on job satisfaction of married female employees after controlling for other factors such as job, personal and household characteristics. This study analyzed 215 working mothers who had the children under 6 years of age using the Korea Labor Panel Data(2005). The study established that married female employees working in the companies with more family-friendly corporate welfare programs exhibited higher job satisfaction on working hours, communication and human Relationships and other fringe benefits. Therefore, we recommended that family-friendly corporate welfare programs should be more available and developed in order to promote better job satisfaction for married female employees.

• Journal of the Korean Society of Food Culture
• /
• v.26 no.6
• /
• pp.649-656
• /
• 2011

The purpose of this study was to investigate how constructs of job embeddedness (fit, links and sacrifice) affected innovation-related behaviors. This study also investigated the relationship between innovation-related behaviors and turnover intention. The samples of this study were employees of Daegu City restaurants who visited the 2010 Daegu Food Tour Expo on October 7-10. A total of 302 questionnaires were analyzed with the statistical methods of factor analysis, reliability test, and covariance structural analysis. There were two findings of the research. First, we found that fits, links, and sacrifice were positively related to innovation-related behaviors. Second, we found that innovation-related behaviors were negatively related to turnover intention. Therefore, restaurant managers in Daegu City should pay attention to providing employee organization that helps them to first in, makes sure that they have lots of links with other employees, and bestows as many wage and fringe benefits as possible. Also, restaurant managers should reward the innovation-related behaviors of employees.