• Title/Summary/Keyword: Pay level

Search Result 696, Processing Time 0.026 seconds

Workplace Situation and Satisfaction Level of Dental Laboratory Technicians (치과기공사의 직업만족도에 대한 조사 연구 I (근무처에 대한 만족도))

  • Oh, Sae-Yoon;Kim, Ji-Hwan;Kim, Woong-Chul;Yu, Chin-Ho;Kim, Tae-Suk;Lee, Tae-Jung
    • Journal of Technologic Dentistry
    • /
    • v.28 no.1
    • /
    • pp.143-159
    • /
    • 2006
  • Objectives; The purpose of the present study is to investigate workplace satisfaction level of dental technicians and the differences between that of dental lab owner's and that of employed dental technicians, who are working in dental laboratories. Methods; Samples were comprised of 137 dental technicians working in dental laboratories. Data were collected through self-administered questionnaires and analyzed to frequency distribution, correlation, t-test and multiple regression analysis. Results; 1) Dental technicians generally are 'somewhat or a bit satisfied' with their workplace situations, regardless of position, sex, and individual career. 2) Mean values of 4 items out of 11 work situation factors of employed dental technicians were significantly lower than those of lab owner's. The 4 items are the openness of management, working environment, pay, and policy in promotion and raise. They would be sources of dissatisfaction and conflict. 3) Level of satisfaction was significantly correlated with 2 subordinate variables, i.e. working conditions and administration policy. There is a tendency that administration policy is a bit more important for lab owners, while working conditions are a bit more important for employed dental technicians. Conclusion; The employer-employee relationship of dental technicians seems to be sound, as no signs of troublesome problem is detected. But the discrepancy revealed in the above results is telling that there certainly exist some disagreement in the viewpoints of the two groups. It is necessary for the dental technicians to find ways to deal with the possible triggers of discord and discontent.

  • PDF

Comparison of Dietary Attitudes and Attitudes to the School Lunch Service of Elementary and Middle School Students Living in the Same Region (동일지역 초.중등학생의 식생활태도와 학교급식에 대한 태도의 비교)

  • 박명희;최영선;김연주
    • Korean Journal of Community Nutrition
    • /
    • v.7 no.1
    • /
    • pp.3-13
    • /
    • 2002
  • The purpose of this study was to examine dietary attitudes of students and changes in their attitudes toward the school lunch service. The participants of the study were 483 students ranging from third grade elementary school students to middle school sophomores living in the Seoguipo area of Jeju Island. The subjects were asked to complete questionnaires under the supervision of their teachers or dietitians, and data were grouped into elementary school 3rd and 4th grades, elementary school 5th and 6th grades; and middle school 1st and 2nd grades for each gender. There were no significant differences among the groups with respect to their regularity of food intake, dietary considerations, or the frequency of imbalance in their diets. In the case of female participants, their frequency of snacking decreased as their grade level increased. In general, the overall changes in dietary attitudes became more negative as their grade level increased. Male students demanded increased serving sizes of both staple food and side dishes, while female students demanded increased serving sizes dishes, but not staple food as their grade levels increased. there was also an increase in the number of student sin higher grades who discarded or did not eat enough their entire meals. The major reasons for not eating the food were : no taste to the food and not proper saltiness of food. These results may suggest that school dietitians need to pay more attention to increased taste and proper seasoning of meals. Students suggested that the school lunch service should be continued, but that it needs improvement. Students in higher grades were more aware of the importance of the environment in which the meal was provided. Also, an early education in nutrition and healthy diets seemed important in preparing them for following a healthy lifestyle in later life.

A Study on Optimal Auditing Under the Living Wage System (생계급여하에서의 최적 소득조사)

  • Yoo, Hanwook
    • KDI Journal of Economic Policy
    • /
    • v.31 no.1
    • /
    • pp.207-237
    • /
    • 2009
  • One of the main problems in Korea's public assistance program, the NBLS (National Basic Livelihood Security), is that the loophole of welfare system is continuously growing. Living wage program is the largest sub-program of the NBLS, and the most important determinant of amount of living wage for each beneficiary is the level of reported income. Therefore, accurate and effective income detection is essential in improving policy effects and furthermore reducing the leakage of wage expenditure as beneficiaries always have an incentive to underreport their income. Since most of them do not pay income tax, the welfare authority should exert an independent effort to effectively detect their income. Considering that living wage is a special kind of income tax of which marginal tax rate is -1, one can apply a classical theory of tax evasion to understand illegal or excessive receipt of living wage caused by income underreporting. Utilizing a classical theory given by Alingham and Sandmo (1972), this paper provides a theoretical analysis of the optimal income reporting of the beneficiary. Then an optimization problem is constructed from the government's viewpoint to derive optimal income detecting device (auditing). This paper proves that cut-off discriminated auditing outperforms random auditing and cut-off auditing which implies if the government assigns a positive audit probability to every reported income less than a certain level and the probability is inversely proportional to the level of reported income, it can minimize underreporting and then gradually reduce the leakage of wage expenditure.

  • PDF

A study on the manager장s jon satifaction in franchise restaurant. (프랜차이즈 레스토랑 점장의 직무만족에 관한 연구)

  • 박대섭
    • Culinary science and hospitality research
    • /
    • v.6 no.1
    • /
    • pp.225-252
    • /
    • 2000
  • This study aims to examine theoretical frame work of franchise restaurant, the characteristics of store manager's job and the level of their job satisfaction through an empirical investigation. Job satisfaction survey study shows that store managers consider important all work to be attended to as part of their duty with service management on top. It is also found that the majority of store managers consider their aptitude as most important job satisfaction factor and those, who are satisfied with their job content, advancement and the prospect, are more proactive in delivering qualify service and more than willing to commit themselves to their duties. Regrading demographical variables, store managers with scholarly competence and higher pay level are more likely to be satisfied with their job but married men are not satisfied with the work environment in general. Ergo, Businesses should correspond by capitalizing on those store managers content with their duty thus collecting additional information and providing opportunities to further contribute to the business. For those dissatisfied individuals, however, businesses should determine their demands and by educational training supply a motive therefore making possible the conversion of such individuals to satisfied store managers and their active participation in business management. But, as with any study, this one has a number of limitation which constraints the generalizability of the empirical findings. It has not been for long since franchise restaurants established in domestic market and has been few studies regarding this topic there. Furthermore, managers are not willing to release operation related data. Therefore, further study are urged to overcome this limitation and should examine other dimensions of job satisfaction such as relations between revenue and profit with the level of store manager's job satisfaction remain to be investigated.

  • PDF

A Study on the Socio-economic Characteristics of Magnetic Resonance Image(MRI) Uses in Korea (우리나라 MRI 이용의 사회경제적 특성)

  • 김루시아;문옥륜
    • Health Policy and Management
    • /
    • v.2 no.2
    • /
    • pp.194-220
    • /
    • 1992
  • In recent years there has been a rapid influx of high cost MRI equipment into Korea. This diffusion has raised concerns about the changes it will bring for the health care utilization. Therefore, the purpose of this study is to identify socio-economic characteristics of MRI uses in Korea. A structured questionnaire was designed for this purpose, and 1, 091 users were surveyed at the 35 MRI units of 33 hospitals during a week, sometimes March 1992. The study reveals that high cost technology such as MRI, CT scanner is so prevalent in Korea. This is particularly the case in metropolitan areas. Among others, Seoul has the highest percentage of MRI equipment, 51.05%, Pusan 12.10% and Kwangju 11.9%. Unfortunately, most high cost technology equipments are foreign products. Thus, hospitals with such a high cost technology have difficulties in maintenance of the equipment. The average performance of MRI equipment has declined from 10.2 cases per day in 1988 to 7.16 cases in March 1992. Due to the rapid increase, the performance of MRI equipment seems to be deterioration. Male usere are dominant in the case of MRI use. The utilization rate has positively increased with the rise of educational level of users. The same is true for the level of income; the MRI utilization rate by income level shows that it is negatively proportional to income, which indicates that the poor have difficulties in the use of high cost technology. Particularly, the cost of MRI is so high that ordinary patients are unable to pay for it. For example, 86.3% of respondents have answered that the cost is too high even though they are insured by health insurance. This is the first empirical study on the use status of MRI. The information obtained in this study is sufficient to maintain that the Korean health insurance programme is urgently in need of improving the insurance benefit schemes. The easiest way to do this is to include provision of high cost technology service into the benefit package.

  • PDF

Association between Self-efficacy, Stress, Violence Experiences, Economic state, Relationship Conflict, Health Behaviors and Depression in Graduate Student (대학원생의 자기효능감, 스트레스, 폭력 경험, 경제적 환경, 관계갈등, 건강행위가 우울에 미치는 영향)

  • Kim, Da Hye;Ham, Ok Kyung;Suh, Min Hee;Park, Sihyun
    • Journal of Korean Public Health Nursing
    • /
    • v.35 no.1
    • /
    • pp.89-103
    • /
    • 2021
  • Purpose: This study examined the factors associated with depression among Korean graduate students. Specifically, personal (self-efficacy, stress), environmental (violence experience, economic state, and relationship conflict), and behavioral (health behavior) factors were analyzed. Methods: This study used a cross-sectional study design. One hundred and fifty participants currently enrolled in graduate programs were recruited. Google Drive was used for online data collection. Descriptive statistics, correlational analyses, and hierarchical regression analysis were conducted. Results: First, 52% of the participants were male, with an average age of 28.05(±3.19). Master's students comprised the largest proportion (63.3%). Approximately about 38.7% were engineering majors. Second, approximately 27.3% had depressive symptoms; and 7.3% had major depression. Third, there was a significant correlation between personal, environmental (financial burdens), and behavioral factors. Fourth, hierarchical regression analysis revealed a lower depression level to be associated with a higher self-efficacy level and health behavior. In contrast, a higher depression level was related to violence experience. Conclusion: The government should press on establishing rules on the prevention and regulation of violence in universities, and impose strong disciplinary measures to root out the problem. In addition, universities must pay attention to the mental health of graduate students and establish systems to manage them.

The Impact of Corporate Entrepreneurship on Employee Commitment and Performance: Evidence from the Korean Food Franchising Sector (조직 기업가 정신이 구성원의 조직몰입과 성과에 미치는 영향: 한국 외식 프랜차이즈 산업)

  • Park, Hee-Hyun;Lew, Yong-Kyu
    • The Korean Journal of Franchise Management
    • /
    • v.7 no.2
    • /
    • pp.5-14
    • /
    • 2016
  • Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

CORPORATE GOVERNANCE PRACTICE OF TAIWAN LISTED CONSTRUCTION COMPANIES AND ITS CORRELATION WITH INDUSTRIAL FEATURES

  • Hui-Yu Chou
    • International conference on construction engineering and project management
    • /
    • 2011.02a
    • /
    • pp.413-419
    • /
    • 2011
  • Corporate governance is a system articulating the division of responsibilities among different company members, and defining the running rules and procedures for making decisions on corporate affairs. The separation of ownership and management in modern enterprises brings agency problems to the company shareholders, and it is wildly believed that good practice on corporate governance is essential to prevent managers from taking actions by which profiteering their own benefits but compromising the interests of shareholders. This research investigates the level of companies' compliance with the corporate governance codes to find whether significant differences in corporate governance practice exist between the listed construction companies and the national leading companies in Taiwan. Further exploration focuses on the correlation between the compliance level and the industrial features. The investigation finds that: (1)Construction companies display lower levels of corporate governance compliance; (2)Construction companies display lower levels of structural board independence and respect for stakeholders; (3)Compliance levels of construction companies are correlated with the number of employees and the ownership concentration; (4)Compliance levels of the whole sample companies are correlated with the factors representing firm size, such as turnover, capital and number of employees, but are independent of profitability as well as stock price volatility. The above empirical evidence characterizes the features of corporate governance in Taiwan listed construction companies, including: (1)Large companies lurking high risk of agency problems have more willingness to conduct corporate governance and meanwhile can afford higher costs for the conduction, so that their compliance level would be higher than smaller companies; (2)Construction companies in Taiwan have higher ownership concentration, on account of the industrial tradition of family business, and therefore pay less attention to the compliance with structural board independence and respect for stakeholders. However, the conclusions indicate that further studies are essential to clarify whether the above disparities would lead to a negative cycle of corporate governance practice in construction industry. The benefits of corporate governance should unfold more evidently to convince construction companies for improving their investment environment and stimulating their healthy growth.

  • PDF

An analysis of direct financial compensation of hospital personnel in Korea (병원의 직종별 임금수준에 관한 연구)

  • 홍상진;김한중
    • Health Policy and Management
    • /
    • v.8 no.1
    • /
    • pp.15-51
    • /
    • 1998
  • compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.

  • PDF

The Relationships of Role-Conflict and Role-Overload, Coping Strategies, and Stress Response of Clerical Workers (사무직 근로자의 역할 관련 스트레스 요인과 대처전략, 스트레스 반응간의 관계)

  • Kim, Jeong Hee;Kim, Souk Young
    • Korean Journal of Occupational Health Nursing
    • /
    • v.8 no.1
    • /
    • pp.56-67
    • /
    • 1999
  • This study was designed to identify the relationships of role-conflict and role-overload, coping strategies, and stress response of clerical workers. The subjects were 115 clerical workers from two company. The instruments were the role-conflict and role-overload scale developed by Lee(1989), coping scale developed by Latack(1986), and the stress response scale developed by Chang(1993). Analysis of data was done by descriptive statistics, Cronbach's $\alpha$, Pearson correlation coefficietnt, ANOVA. The results of this study were summarized as follows ; 1. The average score for the level of stress response was $83.6({\pm}9.1)$. The high risk stress group was 86.1% of the clerical workers, the latent stress group members was 13.9%, and healthy group was 0%. The overall stress level was very high. 2. Considering the coping strategies by sociodemographic factors, the use of control coping strategies showed significant differences by work-time. The use of symptom management coping strategies showed significant differences by sex, age, married status, year of career, pay, and type of work. The organizational coping strategies showed significant differences by year of education and type of work. 3. The clerical workers who had worked below 44 hours per week complained significantly lower stress response(F=4.942, p<.05). 4. Above 65% of all respondents answered that they needed all of organizational level coping strategies. 5. The role-confilct positively related to escape and organizational level coping strategies(r=.562, r=.495, p<.05). The role-overload didn't related to individual level coping strategies, but positively related to organizational level coping strategies(r=.320, p<.05). 6. The control coping strategies and the escape coping strategies positively related to symptom management, organizational level coping strategies(r=.409, r=.324, r=.316, r=.339, p<.05). 7. The relationship between role-related stress and stress response revealed positive correlation(r=.482, r=.431, p<.05), and the relationship between stress response and control, symptom management coping strategies revealed negative cor-relation(r=-.3204, r=-.3146, p<.05). In conclusion, this study revealed that relationship of role related stress, coping strategies, stress response was statistically significant. The result of this study support that coping strategies vary across situation of stress. Based on survey results, future studies should consider coping strategies in specific stress situation and concept of symptom management coping strategy. Also organizational or training interventions could be developed and initiate to help to increase the use of adaptive coping strategies in light of individual and situational differences.

  • PDF