• Journal of Digital Convergence
• /
• v.20 no.1
• /
• pp.119-127
• /
• 2022

In order to analyze the effect of strengthening the disclosure of remuneration for high-paid workers among the measures to improve the governance structure of financial companies by the Financial Services Commission in 2018, this study demonstrated the compensation system, management performance, and improvement of governance for Korean financial companies from 2015 to 2020. Analysis was performed. As a result of the empirical analysis, it was found that financial companies after 2018 decreased the employee compensation disparity and the majority shareholding ratio, while the stock performance and foreign ownership ratio increased. This study has the greatest contribution in that it is the first domestic study to verify the effect of applying the so-called Say on Pay, which discloses management's remuneration and allows shareholders to check its appropriateness through voting.

• Korean Journal of Social Welfare Studies
• /
• v.42 no.4
• /
• pp.295-327
• /
• 2011

Although there are many studies on the retirement recently, very few studies have empirically addressed on mandatory retirement. In Korea, several scholars suggest that the seniority systems may be the main reason that employers have been reluctant to hire older workers. Therefore, the seniority system that Lazear(1979) proposed has significant implication on explaining mandatory retirement in Korea. Thus, this study aims to examine the seniority system that Lazear proposed can explain the retired employees' mandatory retirement. The empirical study is based on Korean Longitudinal Study of Ageing. wave I-II. The main result from this analysis is that interaction between wage and job tenure on mandatory retirement is statistically significant. For employees with high wage growth rates, the probability of mandatory retirement rate is higher as their job tenure is longer. On the other hand those employees with wage growth rates, that is lower although their job tenure is longer. This study supports the assertion of Lazear(1979).

• The Journal of the Korea Contents Association
• /
• v.16 no.6
• /
• pp.416-431
• /
• 2016

Along with the mood of 'Beyond GDP', it is necessary to explore how these subjective concepts such as happiness and well-being are quantified to be compared among many countries. The concept of 'Work-life balance (WLB)' is likely to be located on the boundary between the subjective and objective areas. Thus, this article aims to examine the policies related to WLB and how to change or develop those policies considering the concept of WLB and the circumstantial particularity of Korea. There are several suggestions on certain developments in the existing policies interfering WLB at three levels. First the government needs to conduct campaigns to transform traditional gender roles through active advertisement. Second, the company needs to use the long-lasting 'hierarchical organisation culture' for employee's work-life balance for regulating working hours and exhausting paid holidays and maternity or paternity leave. Finally, families should understand and support their wives' current circumstances facing the struggle between a mother and economic worker.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.1 no.1
• /
• pp.53-70
• /
• 2006

This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• The Journal of the Korea Contents Association
• /
• v.10 no.12
• /
• pp.190-204
• /
• 2010

This study firstly examined the socioeconomic and health factors associated with infiltration of private health insurance. Secondly, we compared health behavior, outpatient and inpatient use of private health insured with uninsured. The method of this study is that secondary analysis of the 2008 Korea National Health and Nutrition Survey was conducted for 7178 respondents aged 19 over. We use the logistic regression and t-test for data analysis. The first dependent variable was dichotomy which is divided to private health insured or uninsured and the second dependent variable was the presence and frequency of outpatient and inpatient use. The descriptive variables was gender, age, marital status, income, education, occupation, type of national health insurance, residential area, self confidence of health, prevalence rate of common disease, activity limitation, drinking and smoking status. The result of the major findings are as follows. First, 59 under aged person, married person, people in the higher brackets of income, national employee insured were more likely to infiltrate private health insurance. The poor self confidence of health, activity limitation, person with hypertension or allergic rhinitis and smoker were negatively related in infiltrating private health insurance. Second, private health insured did more preventive behavior such as self-paid health examination, cancer screening, regular exercise than uninsured. Third, private health insured was positively related with the presence of outpatient use and frequency of inpatient use

• Journal of Digital Convergence
• /
• v.16 no.7
• /
• pp.63-69
• /
• 2018

This study is to examine the determinants of the elderly poverty by using the Decision-tree analysis. In line with this perspective, this study includes individual characteristics, family characteristics, working characteristics, and periodic income characteristics after retirement as determinants for senior poverty. The study uses data from the Korean Retirement and Income Study based on panel survey and employs the Decision-tree analysis to explain the causes of the elderly poverty. As the result of analysis, earned wage has the greatest effect on the elderly poverty. Depending on status of the earned wage, there are 2 different variable groups. One with no earned wage includes public pension, education, and residence, paid employee and gender in the other with earned wage. Based on the analytical results, the study suggests measures to address the elderly poverty.

• Culinary science and hospitality research
• /
• v.16 no.4
• /
• pp.163-176
• /
• 2010

The purpose of this study is to find out the effect of job rotation on employees' motivation and satisfaction. That is, it is the ultimate aim to know why employees want job rotation or why not, whether the rotation has an effect on their motivation, and finally whether the motivation gives direct job satisfaction. As a result of the survey, the efficiency and procedure of job rotation have influence on motivation. The employees also think that regular rotation can help them to find the proper position to meet their aptitude. And motivation also affects employees' achievement, benefits, and relationship with their bosses. Especially, when they feel great achievement and pride in their jobs, their satisfaction appeared to be very high. And when they are paid properly in comparison with their workload, or they learn special knowledge from their bosses, they usually content themselves.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.16 no.5
• /
• pp.143-158
• /
• 2021

The purpose of this study is to suggest a direction for enhancing the mutual trust level between employees and managers by examining the effect of job satisfaction of electric power companies's employees and performance-oriented remuneration paid to them on awareness level of organizational justice and a trust in manager. Based on a significant positive relationship between employee's job satisfaction and trust in a manager, a significant positive relationship between employee's job satisfaction and perception of organizational justice, and a positive relationship between organizational justice and trust in manager, it was possible to confirm the mediating role of organizational justice between job satisfaction and a trust in manager. In addition, although performance-oriented remuneration did not have a significant effect on trust in manager directly, it was found to have a significant negative effect on distributive justice and procedural justice, but for interactional justice did not appear to have a significant influence. Because the autonomy of the labor budget is quite limited due to the government's total regulation on the size of the labor budget for public enterprises and due to the government's evaluation of management of public enterprises, it can be explained as having a negative effect on the perception of organizational justice. In addition, since the partial mediating effect of distributive justice and interactional justice was confirmed in the relationship between job satisfaction and trust in manager, the mediating effect of procedural justice was insignificant, it was confirmed that the need to establish and operate an internal HR management system based on smooth communication that employees can satisfy and accept can have a significant impact on trust in manager. On the other hand, because the negative complete mediating effect of distributive justice and procedural justice between performance-oriented remuneration and trust in manager was significantly confirmed, It is showing that employees' negative perceptions of performance distribution procedures and distribution results had a negative effect on trust in manager. The results of this study suggest that employees will perceive the organization as fair, and trust the manager who is the decision maker, when they are fully rewarded for their performance, with job satisfaction, a fair evaluation of their efforts, even if there are various factors that can influence managers to be trusted by their employees.

• 한국벤처창업학회:학술대회논문집
• /
• 2006.04a
• /
• pp.167-201
• /
• 2006

Korean corporations are transforming their vertical operational structure to a team-based structure to compete in the rapidly changing environment and for improved performance. However, a high percentage of the respondents in KBS said that despite the appearance of the present team structure, the organization operates much like a vertically-structured organization. This result can be attributed to the lack of study and implementation toward the goal of empowerment, the key variable for the success of the team-based structure. This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the Questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. For the longitudinal-study, six categories that were common to this study and "The Report of the Findings of KBS Employees' View of the Team Structure" were selected. The comparative study analyzed the changes in a ten-month period. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Journal of The Korean Society of Grassland and Forage Science
• /
• v.28 no.2
• /
• pp.99-106
• /
• 2008

This experiment was carried out to show a reform measures by grouping for problems by the survey of TMR plants. Twenty total mixed ration (TMR) plants (10 cooperation and 10 private plants) were surveyed, of which 13 plants, 65% of total TMR plants, committed TMR formulae to a outside nutrition specialist (TMR formulator). With respect to consulting fee for TMR formulae, $500{\sim}900$ thousands Won was paid monthly. On the basis of dry matter 1kg, the prices of TMR products were $325.6{\sim}347.0$Won, whereas those of wet TMR products $365.7{\sim}375.0$Won, which was appeared to be factors to increase management cost. And also, because the TMR plants did not provide TDN (total digestible nutrient) value on their products, nutritional balance feeding for cows could not be managed in farms. It was calculated, based on ADF (acid detergent fiber) value, that TDN value in dry type TMR was 63.0% and 73.2% fur private and cooperation TMR plants, respectively and that the corresponding figure in wet type TMR was 64.9% and 67.2%. According to TMR plant employee's opinion, a prier items to enlarge TMR utilization were TMR education, TMR advertisement, and improvement of ability to make TMR formula. Therefore, for the purpose of further development of TMR, special education of persons related to TMR should be supported.