• Korea Trade Review
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• v.44 no.4
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• pp.129-151
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• 2019

The purpose of this study is to determine the Mediating Effects of Job Engagement between Perception in Compensation and Innovation Behavior in Chinese Enterprise Workers. The empirical study was conducted by a questionnaire survey on 700 workers in companies located in the southern area of China. The statistical analysis results revealed the following. First, the perception in compensation of Chinese workers has significant positive effects on the innovation behaviors. And intrinsic compensation has more relative significant effects than extrinsic compensation. Second, the perception in compensation has significant positive effects on the job engagement. In this case, extrinsic compensation has more relative significant effects than intrinsic compensation does. Third, job engagement of workers has significant positive effects on the innovation behaviors. Fourth, job engagement has mediating effects between perception in compensation and innovation behaviors. In conclusion, for the sustainable growth and competitive advantage of Chinese enterprises, it is important to perceive the needs of extrinsic and intrinsic perception in compensation of workers, and to design suitable compensation policies and programs to promote innovation behaviors and job engagement considering the distribution and procedural justice, and also to reflect the needs and job characteristics of workers.

• 제어로봇시스템학회:학술대회논문집
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• 1997.10a
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• pp.56-59
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• 1997

Vision system is mainly consist of three parts of perception, action. One of these parts, perception system detects visual target in surrounding environment. Block-based motion estimation with compensation is one of the popular approaches without accuracy. The hierarchical method the optical flow with gradient is used to improve optical flow time delay.

• Korean Journal of Occupational Health Nursing
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• v.9 no.2
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• pp.121-131
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• 2000

This study was conducted to acquire data in order to institute an effective industrial accident compensation insurance(IACI) system. The subjects were employers and employees in small scale industries which have less than 5 employees. The questionnaires consisted of questions on perception and need for IACI. A total of cases were 181 employers and 105 employees participated in the study. Perception and need of employers and employees were assessed using the ANOVA, t-test. The results were as follows ; 1. Workplaces examined mostly in manufacturing(78.9%), industries with one employee(44.1%). Beneficiary rate of IACI 4.4%. 2. 60.0% of employees had experienced an industrial accident and in most cases employers paid the cost of medical treatment. 45.0% of employers nd 50.0% of employees were not aware that IACI had been put into effect starting July, 1, 2000. 52.0% of employers had no type of industrial accident compensation. 3. The need of outcome measures, especially of employers and employees who had an IACE, were higher than those without an IACI. Employers and employees who had experienced an industrial accident outnumbered those who hadn't. The results of this study reveal that there is a great need for the institution of an IACI and health promotion policy in small scale industries.

• Journal of the Korea Institute of Building Construction
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• v.10 no.5
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• pp.69-74
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• 2010

It is the law that injured workers must be paid compensation through occupational health and safety insurance. But sometimes, construction companies cover the compensation for an accident by themselves in order to conceal the fact of an accident. The reason for this concealment is that they wish to get a high mark in PQ. From the point of view of a subcontractor, another reason is to avoid any negative consequences in bids. According to interviewees, some workers, knowing the vulnerability of their employers in this area, demand unreasonable levels of compensation. This study examined the circumstances, influences and participants' perception of accidents on construction sites.

• The Journal of the Korea Contents Association
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• v.6 no.9
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• pp.185-191
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• 2006

The purpose of this study is to examine the effects of the perception of compensation equity on the organizational commitment, and the potential mediating roles of trust in that process. The results were as follows; First, the perception of compensation equity(pay and promotion equity) has a positive influence on organizational commitment. Second, hierarchical regression showed that promotion equity added to pay equity in expanding the variance of the organizational commitment. Third, according to results of regression analysis was found for mediating role of trust in their leaders in the relationships between compensation equity and organizational commitment. The result of the study implies that trust is a crucial factor in the explanation of organizational commitment and hotel managers are able to motivate organizational commitment by paying more attentions to trust in their leaders.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.571-579
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• 2017

The main purpose of this research is to investigate the impact of compensation on job satisfaction. The study is designed to determine whether perceived internal equity acts as a mediation role in affecting the relationship between compensation and job satisfaction. This study also aims to explore the role of supervisor support in affecting employees' perception of equity toward the compensation. A total of 157 samples was obtained for the data analysis as a quantitative approach. The results of the data analyses revealed that both extrinsic and intrinsic rewards are positively correlated with job satisfaction. The results also showed that perceived internal equity acts as a mediating role in predicting variables of compensation and job satisfaction. The supervisor support does not moderate the relationship between compensation and perceived internal equity. It is suggested that management's efforts must be made in compensation management in order to increase employees' job satisfaction and to improve employees' perception of equity.

• Journal of Internet of Things and Convergence
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• v.10 no.2
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• pp.51-60
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• 2024

Aiming at the problem of low contrast and difficult to recognize video images in low-light environment, we propose an adaptive contrast compensation enhancement algorithm based on human visual perception. First of all, the video image characteristic factors in low-light environment are extracted: AL (average luminance), ABWF (average bandwidth factor), and the mathematical model of human visual CRC(contrast resolution compensation) is established according to the difference of the original image's grayscale/chromaticity level, and the proportion of the three primary colors of the true color is compensated by the integral, respectively. Then, when the degree of compensation is lower than the bright vision precisely distinguishable difference, the compensation threshold is set to linearly compensate the bright vision to the full bandwidth. Finally, the automatic optimization model of the compensation ratio coefficient is established by combining the subjective image quality evaluation and the image characteristic factor. The experimental test results show that the video image adaptive enhancement algorithm has good enhancement effect, good real-time performance, can effectively mine the dark vision information, and can be widely used in different scenes.

• Journal of Korean Society of Rural Planning
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• v.21 no.1
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• pp.41-50
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• 2015

In this study, the relative importance for the perception of managers on the comprehensive rural village development projects was evaluated using the AHP method. The fields for evaluation were 4 fields including human relationships, working conditions, work compensation and work burnout. Also, the relative importance for the perception of managers and priority order were analyzed through 15 evaluation items. The analysis result shows that the human relationships among 4 fields were regarded as the most important field, followed by work compensation, working conditions and work burnout. Also, the relationship with the chairperson for the human relationships, continuity of employment for the working conditions, salary for work compensation, and mental stress for work burnout were considered respectively as the most important item. Also, salary among all evaluation items was considered as the most important item for the relative importance, followed by continuity of employment, relationship with village residents and mental stress. However, work load, consulting firms, impersonal treatment and the relations between the administration showed relatively low importance and priority order. It is considered that this analysis result will be used as important preliminary data for establishing the role of manager in the comprehensive rural village development project.

• Korean System Dynamics Review
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• v.8 no.1
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• pp.151-171
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• 2007

Without exception, diverse LULU(Locally Unwanted Land Use) facilities have been under the location conflict, especially between the public government units and local residents. In spite of repeated trials-and-errors, literally, the location conflict has shown no sign of improvement over time in Korea. As practical means to tackle these issues, this study focuses on divulging explicit and implicit relationships among key factors derived from the location conflict on the LULU facilities. Here, major research variables cover residents' agreement, residents' perception, compensation expectation, and public opinion. As the location conflict on the LULU facilities could be strengthened or resolved by the dynamic feedback system, it applies basic tools geared toward causal loop diagramming. After repeated experiments, the study highlights the fact that the residents' perception, compensation expectation, and public opinion, individually and collectively, exert significant impact on the residents' agreement ratio.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.453-464
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• 2019

This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.