• Health Policy and Management
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• v.10 no.1
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• pp.95-110
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• 2000

The purpose of this study is to evaluate work values of hospital employees. Their work values was compared with that of other corporate's employees or among that of specialties in hospital. It was surveyed to 893 persons; 164 in hospital and 709 in others. The work values of hospital employees are similar to that of other corporate's employees. But they have first priority to working environment, and emphasize monetary incentive much more than hierarchical development. There are some gap in work value between age groups in hospital, different from other corporate. That means hospital manager need to development the more developed work value in hospital. The work values are different in monetary incentive, hierarchical development, safety, working environment, creativity among specialties in hospital. The more special employees emphasize much more to monetary incentive, hierarchical development, working environment and the less special employees have priority to safety work value. Specially, because the hospital managers want to have safety than creativity, it must to make some changing program of work value for advance of future hospital.

• Korean System Dynamics Review
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• v.12 no.1
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• pp.39-57
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• 2011

This paper is the result of simulation modeling concerning high-level radioactive waste repository(HLRWR) and people's mind for the facility. We describe a procedure of simulation modeling for resident's policy acceptance and perceived risk of HLRWR facility by using System Dynamics approach. To Complete some complicated works, we made the 20 pieces of stock-flow diagrams based on the causal loop diagram that is a blue print of whole variables and relations. The simulation outputs clearly show that cental government efforts to siting the HLRWR will be failed if nothing to give for the region's residents. On the contrary, a monetary incentive and a regional development program help to turn this gloomy situation into a desirable and acceptable condition dramatically. Government has to prepare the schemes considering the HLRWR acceptance and total supporting program including the cash and local development programs.

• KDI Journal of Economic Policy
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• v.36 no.1
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• pp.81-106
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• 2014

This paper compares the monetary policy problem in open economies with that in closed economies. It is found that the monetary policy problems in open and closed economies are isomorphic even in the presence of distortions in a steady state and hence the optimal monetary policies have similar properties. On the other hand, the monetary policy maker in open economies has a distorted incentive to manipulate the terms-of-trade. Because of the additional distortion in open economies, there exist gains from international monetary policy cooperation even in the case of a unit intertemporal elasticity of substitution, in contrast to the literature that abstracts from distortions in a steady state. Also, it is found that in the presence of distortions inflation bias is decreasing in openness, which is line with empirical evidence. In addition, this paper presents a simple transformation so that methods in closed-economy models are easily applicable to open-economy models.

• Journal of Distribution Science
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• v.11 no.9
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• pp.35-42
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• 2013

Purpose - The objective of this paper is to identify how different incentive factors influence teachers with different ages and professional titles at LinYi University, China. Research design, data, and methodology - A total of 435 university teachers participated in the study, and the Grey Correlation Degree Analysis method was used to analyze the sample data. Results - The results indicated that teachers with different professional titles and ages have different levels of preference on various incentive factors. Young and assistant-level teachers seem to place more importance on incentives than associate and senior-level teachers. Conclusions - This study has some practical implications. First, the principal and school administrators should pay more attention to young and middle-aged teachers and to how these teachers are motivated through monetary incentives as compared to associate or senior-level teachers. Second, school administrators should pay more attention to teachers' opportunities for career growth and should provide more opportunity for academic promotion. In order to stimulate positivity in teachers, school administrators should adopt various incentive systems.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.359-369
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• 2017

The purpose of this study was to examine whether the effect of feedback would mask the performance differences that would result from different incentive pay distribution. Five critical service behaviors were identified and measured daily at a gas station located in Seoul. Participants were 5 employees working at the gas station. Independent variables were the types of incentive distribution and feedback. After baseline (A), equally-distributed group incentive condition (B) was introduced, and individual incentive condition (C) was introduced in the next phase. Then, after the withdrawal condition (A'), equally-distributed group incentive with feedback condition (B') was introduced and finally, the individual incentive with feedback condition (C') was introduced. The results suggested that all employees showed higher work performance under individual incentive than equally-distributed group incentive system when feedback were not delivered. However, there was no difference in work performance between two incentive conditions in the phases in which feedback were delivered. These findings suggest that feedback can reduce performance differences between equally-distributed group incentives and individual incentives.

• ETRI Journal
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• v.29 no.2
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• pp.219-230
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• 2007

In this paper, we investigate the determinant factors of performance of global standardization experts in their standardization activities. Standards experts of various nationalities were surveyed to assess incentives that may positively influence the performance of standards professionals. As a basis for this study, we make three main assumptions. First, incentives can be important determinant factors of performance among standards experts. Second, standardization is in the public interest, insofar as the efficiency gains resulting from standardization benefit society as a whole. Third, based on this assumption that standardization is in the public interest, we propose that performance determinants for standardization activities tend to be non-monetary in nature rather than monetary. We find that, in order to improve performance among international standards experts, a better understanding of their aspirations and needs must be gained so that appropriate incentives may be proposed to them. Our analysis reveals that the two most important determinant factors of performance are the recognition of the professional status of international standards experts, and an environment providing support systems to help them perform to their fullest potential.

• The Korean Journal of Applied Statistics
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• v.22 no.4
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• pp.805-817
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• 2009

Interest about the effect of military service is increasing because of the renewal of military service incentive system in Korea. In the background, men has been experienced which suffer monetary and non-monetary damages through the compulsory military service in Korea. However there are few studies that analyze the labor market effect of military service. This study takes advantage of male worker's data of 10th KLIPS(Korea Labor & Income Panel Survey) in 2007 and analyze the wage effect of military service. According to empirical result using Mincerian earnings function, the positive effect of military service appeared. These result shows men who finished military duty have an monetary advantage in Korean labor market unlike general perceptions on military service.

• Asia Marketing Journal
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• v.21 no.2
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• pp.1-19
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• 2019

Prior studies on the effects of online consumer reviews have mainly focused on review valence, but little research has investigated how two-sided (both positive and negative) and one-sided (only positive) reviews influence consumers' response to online review. In addition, little attention has been paid to how sponsorship presence (firm-sponsored reviews vs. consumer-voluntary reviews) influences individuals' attitude toward online review. Unlike consumer-voluntary reviews without any monetary incentive, firm-sponsored reviews include messages about brands providing monetary compensation. This study examines whether review valence (two-sidedness vs. one-sidedness) influences attitude toward online review via its influence on review credibility. Further, this study examines whether sponsorship presence affects when review valence influences attitude toward review. Thus, this research investigates the effect of review valence on attitude toward review and the moderating role of sponsorship presence in the relationship between review valence and attitude toward review. The first experiment reveals that attitude toward review is more favorable when the review is two-sided (vs. one-sided). The second study demonstrates that differences between the two-sided and the one-sided review occur only for firm-sponsored reviews, not for consumer-voluntary reviews. The theoretical and practical implications are also discussed.

• Journal of Korean Society of Transportation
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• v.12 no.4
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• pp.99-118
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• 1994

This study is designed to evaluate the effectiveness of TDM as a peak-period trip reduction strategy. This effort uses as a case study, the implementation of Regulation XV (REGXV) in Southern California, the most ambitious and far reaching employer-based ridesharing program implemented to date. This study explores the program effectiveness in terms of three aspects ; employee travel behavior changes after implementating Regulation XV, TDM programs offered by employers subjects to Regulation XV, and causal relationship between employee travel behavior changes and employer-based TDM programs. The study finds that Regualtion XV has a small, but statistically significant positive impact on AVR change. Popular incentives used by employers are less costly and easy to implement rather than to be effective. The increase in AVR is associated with increases of carpools promoted by strong incentives such as monetary subsides. A large number of indirect incentive programs are not effective. The study concludes that employers need to invest heavily on strong incentives, rather than on proposing diverse incentives, to comply with REGXV.

• Proceedings of the Technology Innovation Conference
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• 1999.06a
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• pp.266-289
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• 1999

With the globalization trend in S&T activities, Korean research organizations have begun to utilize foreign researchers. The performance of foreign researchers is generally regarded satisfactory, but there are many problems too. Moreover, there has not been any research carried out even though there is a growing need for the management of foreign researchers. This paper identified the performance / motivation factors of foreign researchers in Korean research organizations. The statistical results show that the efforts and research capabilities are the most important variables for performance of foreign researchers in Korean research organization. In addition, it is found out that university shows higher performance than government research institute and corporate research organization while it pays the least to the foreign researchers. It is interesting to see that the level of monetary payment is not strongly related with the performance of foreign researchers. In order to utilize the full potential of foreign researchers, it is necessary to enhance the living infrastructure. In addition, due attention should be given to the managerial capabilities of R&D administrators and evaluation/incentive systems of foreign researchers in Korean research organizations.