• Journal of the Korean Society for Library and Information Science
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• v.49 no.4
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• pp.265-288
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• 2015

This study analyzed the contracts for library remuneration, amount of the remuneration, average amount of the remuneration in relation to kinds of libraries, distribution of the remuneration, and types and publication year of the works to be collected remuneration based on the data during 2004~2014 from the KORRA. As results, current library remuneration system has limitations for libraries to digitize and transmit to the public their collections, Also, there are some limitations to the protection for copyright holders because the amount of the remuneration collected from libraries has declined and non distribution remuneration has been so high. This study suggested that the library remuneration system needs to be revised considering the scope of library materials to be digitized and predicted frequency of use. Also, the better practical solution to protect copyright holders is not a raise of the library remuneration but the efficient use of the non distribution remuneration.

• Journal of Korean Library and Information Science Society
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• v.40 no.1
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• pp.233-251
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• 2009

The National Library of Korea recently proposed a draft of an Act on Legal Deposit and Use for the Online Digital Products and researches about deposit system and remuneration of the digital products are in progress. Based on the law of library and copyright, remuneration of deposit and use products is paid. A draft of a proposed law include information about the remuneration payment. For these reasons, the method for efficient remuneration management is required. In this paper, we propose effective remuneration management system which follows a draft of an Act on Legal Deposit and Use for the Online Digital Products.

• Korean Journal of Comparative Education
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• v.27 no.3
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• pp.129-159
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• 2017

This study examines the social recognition of teachers' treatment and teaching profession through the comparison and analysis of the teachers' remuneration systems in the Republic of Korea(hereafter, Korea) and Canada. For this purpose, literature review and qualitative research were conducted. As a result of comparing and analyzing the orientation of teachers' remuneration systems in both countries and perception of teachers, the following differences were found. First, in terms of the management philosophy of the remuneration system, Korea emphasized the efficiency of the national competitiveness dimension, while Canada focused on the interrelationship with development of individual-oriented competency. Second, although the remuneration systems for teachers in both countries are quite different, they have aimed at establishing a reasonable remuneration system, which considers equality in common. But the position on equality was different between the two countries. In the case of Korea, equity was considered by comparing the pay scale with those of other government employees, while equity in Canada mainly had to do with gender equality. Third, the teachers of both countries regarded the sense of duty and ethics as important qualities of the teaching profession, and they recognized the social safety net as an indicator of their social status. However, there was a difference in attitude toward the teaching profession. In Korea, it was deemed to be a stable and socially desirable profession, but the entry barriers were quite high and the remuneration system was relatively rigid. In Canada, on the other hand, it was easy to enter the teaching profession and the remuneration system was far less rigid. But teachers were more likely to quit or take a second job, and their social status fluctuated.

• Health Policy and Management
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• v.21 no.1
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• pp.132-157
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• 2011

The purpose of this article is to examine the cause of policy non-compliance in the case of pharmaceutical rebates from the perspective of rational choice institutionalism. In Korea, there have been rebates practices between pharmaceutical companies and hospitals since the introduction of the Actual Remuneration System for insured medicine in 1999. The government has chosen the policy means of punishment to eliminate pharmaceutical rebates but the illegal practices are still widespread. Institution in rational choice institutionalism usually reflects the incentives and preferences of actors, and the Actual Remuneration System has resulted in a the lack of procedures to ensure savings on drug expenditures. Pharmaceutical rebates are the product of the institutions which reflect their incentives: the Actual Remuneration System, the current pricing policy for generic drugs, the drug distribution system, and so on. In the end, the problem of the rebates is the consequence of policy non-compliance as actors' rational choice because their incentives lead to opportunistic behaviors. We should therefore understand the incentive structure of policy stakeholders, which is derived from the view of new institutionalism; also, the newly designed Korean drug pricing policy reform must be compatible with the incentive structure.

• Journal of the Korean Society for Marine Environment & Energy
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• v.12 no.2
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• pp.104-110
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• 2009

This study tries to give improvement directions of the law of oil spill focusing on the view that satisfying remuneration for victims should be considered. And it looks through the existing remuneration system provided by P&I Club and IOPC Fund. It also covers with issues related to remuneration in order to find the best for victims. The major contents of this study are as follows. First, the present law of compensation security to Marine oil pollution accident should be revised. Maximum value of remuneration needs to be raised and subjects liable to pay reparation need to be expanded. Second, in case the damage is widely different comparing to similar cases in foreign countries, it's hard to get complete remuneration from international corporations responsible for reparation. That's the reason the national emergency system for oil pollution must be established. Third, this study says the law that certainly defines a liability subject and that the liability is not necessarily caused by fault should be enacted. Last, it suggest that victims should have their object income data to facilitate establishment of the law of compensation for damages from marine oil pollution. To calculate proper remuneration, government should consider to choose one of public organizations as an investigator to damages and should collect accurate statistics relating to fishery. Furthermore, compensation system which can provide rapid reparation to victims needs to established by founding professional maritime organization of arbitration.

• Journal of the Korean Society for Library and Information Science
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• v.47 no.4
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• pp.211-233
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• 2013

This study aims to evaluate job satisfaction level of employees working at special libraries by analyzing their affiliated institution and personal backgrounds. Results indicated that the job satisfaction level in private institutions was higher for 'remuneration', 'promotion', and 'overall satisfaction' in comparison to public counterparts. Also, employees working at institutions with independent libraries had higher level of satisfaction for 'work itself', 'remuneration' and 'co-workers' in comparison to those working in non-independent libraries. In terms of employment status, satisfaction level for 'remuneration' and 'promotion' was high among permanent employees, whereas 'superior and supervisor' was relatively higher among temporary employees. In terms of position, supervisors had higher level of satisfaction for 'remuneration', 'job system', 'promotion' and 'overall satisfaction' in comparison to non-supervisors. Employees with degrees in library and information science had higher level of satisfaction for 'work itself', 'job system', 'promotion' and 'institutional environment' in comparison to non-majors. This study clarified desires and emotions of employees working at special libraries and eliminated obstacles to higher job satisfaction. These findings may have implications for the improvement of work efficiency in libraries.

• Journal of Korean Library and Information Science Society
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• v.33 no.4
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• pp.19-35
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• 2002

European Union has recently encouraged its member states to enforce the Public Lending right that is a remuneration system for free lending service in public libraries. This study reviews the problem and the actual conditions of Public Lending Right System which is systematized in European Union and a few advanced countries. By analyzing the present state of many states which is running the public lending right system, this study also explores a reasonable compensation system which remunerate a copyrighter for his rending right md ensure the fair use tradition in libraries.

• YAKHAK HOEJI
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• v.57 no.1
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• pp.63-69
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• 2013

The objectives of the study are to investigate pharmacy remuneration levels stratified by the number of prescriptions dispensing and the type of nearby medical facilities using the Korean National Health Insurance (NHI) database, and to classify community pharmacies based on the characteristics. Claims data of all community pharmacies were extracted from the Korean NHI database from January 1 to June 30, 2010. A total of 14,985 pharmacies were included for the analysis. The remuneration amounts per pharmacist were directly associated with the number of prescription dispensing, and varied by the type of nearby medical facilities where more than 90% of prescriptions dispensed at the pharmacy are issued from. We classified pharmacies to six groups according to the number of prescription dispensing and the type of nearby medical facilities; (1) pharmacies with equal to or less than 200 prescriptions per month per pharmacist, (2) pharmacies near a general hospital, (3) pharmacies near a regular hospital, (4) pharmacies near a clinic, (5) pharmacies near multi clinics, and (6) pharmacies that do not belong to the above types. Compared to pharmacies near a clinic or multi clinics, pharmacies near a general hospital showed a lower number of prescription dispensing per pharmacist, but the income from dispensing fees was higher (p<0.05). The new taxonomy of community pharmacies can be a useful basis for further policy development in pharmacy remuneration system.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.356-373
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• 2017

The purpose of this study is to empirically analyze whether performance-oriented remuneration systems in public thermal power generation companies substantially induces organizational commitment of employees, and contributes to organizational performance. According to the study, adequacy of salary and individual work evaluation have significant effects on organizational commitment, whereas external and internal evaluations for pay-for-performance remuneration systems do not have a significant effect. Annual salary for performance and pay-for-performance systems have a significant influence on organizational performance. In addition, because annual salary and individual work evaluation of the performance-oriented remuneration system have significant effects on both the indirect effect, through organizational commitment, as well as the direct effect on organizational performance, there exists a partially mediated effect on organizational commitment. Conversely, because external and internal evaluations do not significantly affect organizational commitment, there is no means of verifying the mediating effect. Studies suggest that a fair annual salary system for performance employed in conjunction with a pay-for-performance system will provide positive impacts on organizational performance and employee loyalty.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.1
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• pp.153-158
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• 2020

The study aims to identify the factors affecting employee loyalty in the case of small and medium enterprises (SMEs) in Tra Vinh province, Viet Nam and to find out critical factors affecting the loyalty of employees in SMEs. This is implemented with the method of collecting primary data of 320 employees working at SMEs in 5 districts including: Cau Ngang, Tra Cu, Chau Thanh, Cang Long, Tieu Can) and Tra Vinh City, Viet Nam. Using the multivariate regression method, the researchers have found 6 factors affecting employee loyalty: colleagues, leaders, job characteristics, remuneration policies, organizational culture, and working environment. Particularly, learning opportunities may not be not statistically significant for employees' loyalty towards small and medium-sized enterprises in Tra Vinh province. From the above research results, the authors have proposed implicational piolicies such as: focusing on colleague relationships, improving leadership of business owners, attaching importance to appropriate work arrangement, having appropriate remuneration policies for laborers, building effective organizational culture and working environment to improve employee loyalty at SMEs. From the above policy implications, helping business owners realize the aspirations of workers in small and medium-sized enterprises more closely in the future, in order to sustainably develop the business system in Vietnam.