• Journal of Digital Convergence
• /
• v.10 no.6
• /
• pp.7-15
• /
• 2012

The purpose of this study is to examine the causal relationships among leadership, appraisal, reward, knowledge quality, knowledge management system(KMS) quality, and KMS use. The results of data analysis by structured equation model(SEM) indicate that leadership significantly influences appraisal and reward. Appraisal affects reward too. Reward and knowledge quality affect KMS Use, but leadership, appraisal, and KMS quality don't affect KMS use. Based on the results, the theoretical and practical implications of this study are discussed.

• Knowledge Management Research
• /
• v.3 no.1
• /
• pp.75-91
• /
• 2002

This research is interested in organization members' knowledge contribution, along with the requirement for the effective knowledge management as a critical corporate asset. We consider the performance appraisal and reward system on knowledge sharing as a key issue for the successful knowledge management. Analyzed will be the interactive relationship among the performance appraisal and reward system, individual knowledge contribution, and organizational knowledge contribution effectiveness. This case study is based on in-depth interviews in the consulting industry recognized as a knowledge-integrated industry. The purpose of this research is to examine how firms evaluate and reward organization members' knowledge contribution, to define how fim1s utilize IT for the knowledge management, and to show how the performance appraisal and reward system influence organizational knowledge contribution effectiveness. Besides, other determinants for knowledge contribution effectiveness are defined. It is recognized that knowledge contribution effectiveness is positively related to non-monetary rewards and informal appraisals. As for the future study, we recommend the empirical research based on several propositions developed in this study.

• The Journal of the Korea Contents Association
• /
• v.11 no.8
• /
• pp.321-330
• /
• 2011

This study focuses on the moderating effect of sex role on the relationship between perceived values on the reward program of tele-communication firms and customer satisfaction. To test moderating effect, Difference test for distinct parameters in Amos 18.0 program was used. Results show that both kind of perceived values(utilitarian value and hedonic value) have a significant effect on customer satisfaction. And the moderating effect of sex variable was verified. For male, hedonic value has influenced on the customer satisfaction more than utilitarian value. And for female, reversely, utilitarian value has influenced on the customer satisfaction more than female value.

• Journal of Families and Better Life
• /
• v.24 no.3 s.81
• /
• pp.15-25
• /
• 2006

This study has been performed to identify intelligent ability, reward choice in assumed situation of delay of gratification, and delay of gratification ability. The subjects for this study were 100 preschoolers between the ages of 4 and 5, their mothers, and 15 teachers of three day-care centers in Seoul. T-test, F-test, Correlation analysis and multiple regression analysis were used for data analysis. The main results of this study were as follows: First, preschoolers' delay of gratification ability by mothers' educational background was significant and delay of gratification ability by sex was significant. This means that mothers who had a higher educational background were positively related to preschoolers' delay of gratification ability. Second, in an assumed situation of delay of gratification, preschoolers' delay of gratification ability by reward choice was not significant. Third, delay of gratification by intelligent ability was significant. Fourth, the correlation among intelligent ability, reward choice in assumed situation of delay of gratification and delay of gratification ability were significant. Finally, preschoolers' delay of gratification ability was significantly influenced by two factors: reward choice in assumed situation of delay of gratification and preschoolers' intelligent ability.

• Korean Journal of Occupational Health Nursing
• /
• v.17 no.1
• /
• pp.55-63
• /
• 2008

Purpose: The purpose of this paper is to analyze the effect of job stress on work impairment. Method: 354 workers' data from Seoul and the Gyeonggi area were collected between February 1 and March 30 2006 by structured questionnaire. The questionnaire was meant to determine demographic data, job stress, and work impairment questionnaire. Data analyzed by SPSS 12.0 and AMOS 5.0 program. Results: Job stress was ranked job demand, insufficient job control, organizational system, lack of reward, job insecurity, interpersonal conflict, and occupational climate. The work impairment of completing work was increased when the stress of insufficient job control, lack of reward, job insecurity, and occupational climate were increasing. The work impairment of avoiding distraction was increased when the stress of job demand, insufficient job control, organizational system, lack of reward, job insecurity, and occupational climate were increasing. The stress of job demand, lack of reward, job insecurity, and occupational climate had an effect on avoiding distraction. The stress of lack of reward and occupational climate had an effect on completing work. Conclusion: If employers manage job stress of job demand, lack of reward, job insecurity, and occupational climate, their business will benefit.

• The Journal of Asian Finance, Economics and Business
• /
• v.8 no.2
• /
• pp.625-633
• /
• 2021

This study analyzes the impact of the reward variable on employees' performance through work motivation and employee engagement. This study's specific purpose is to investigate employee engagement's mediating role in the relationship between reward and employee performance. The sample of research is the employee at Sukorejo, Pasuruan Indonesia. The sample is permanent employees at manufacture corporate. The sample size is 150 employees of the total 759 workers through the calculation of the Slovin formula. Respondents in this study were employees with the criteria for having worked for at least last five years. The data obtained is in the form of answers from employees to the statements submitted. The data analysis was used structural equation modeling partial least square. To test the relationship between variables, it was equipped with a Sobel mediation test of statistics. SmartPLS 3.0 is used to help analyze the relationship between variables. The result shows that the reward does not have a direct influence on the performance of employees. However, it has a significant positive effect on the performance of employees through employee engagement. While working motivation variable does not have the role as a mediation variable related to the effect of reward on employee performance.

• Asia Marketing Journal
• /
• v.7 no.2
• /
• pp.123-139
• /
• 2005

Until now, There are many studies of reward program effect about retaining current customers. But main goal of this study is acquiring new customer in competitive environment. We also reveal strategic framework for maximizing acquisition of new customer. For increasing customer loyalty of non-use brand, we'd better to give Out My Own reward non-user immediately and for increasing customer loyalty of use brand we'd better to give In My own Brand user accumulatively. Implication of the results for markets and future research are discussed

• Journal of Korean Academy of Nursing
• /
• v.53 no.5
• /
• pp.525-537
• /
• 2023

Purpose: This study aimed to develop and test a reward scale for hospital nurses. Methods: The initial items were identified through a literature review and focus group interviews with ten hospital nurses. The content validity of the items was evaluated by ten experts. Fifty-one items were derived from the pilot survey. Four hundred eighty-eight nurses participated in the study: 248 for exploratory factor analysis (EFA) and 240 confirmatory factor analysis (CFA). Data were analyzed using item analysis, EFA, CFA, convergent validity, known-group validity, and internal consistency using IBM SPSS Statistics 29.0 and IBM SPSS AMOS 29.0. Results: The final scale consisted of 31 items and eight factors (decent wage, opportunity to grow and develop, support for special situations, various benefits, flexibility of work, job-related achievement, reflecting career and performance, and recognition), which explained 67.3% of the total variance. The eight-subscale model was validated by CFA. Convergent validity was evaluated by analyzing correlation with intention to leave (r = - .63, p < .001) and job satisfaction (r = .54, p < .001). The known-group validity was evaluated by comparing the reward scales according to age, clinical career, income level and hospital type. The scale was found to be reliable with a Cronbach's α of .89. Conclusion: Both the validity and reliability of the reward scale for hospital nurses are verified, which can enhance the understanding of the range of rewards and may assist nurse managers in establishing an effective reward system.

• Journal of Internet Computing and Services
• /
• v.23 no.3
• /
• pp.47-56
• /
• 2022

The safe driving reward system aims to reduce the loss of life and property by reducing the occurrence of accidents by motivating safe driving and encouraging active participation by providing direct reward to vehicle drivers who have performed safe driving. In the case of the existing digital tachograph, the goal is to limit dangerous driving by recording the driving status of the vehicle whereas the safe driving reward system is a support measure to increase the effect of accident prevention and induces safe driving with financial reward when safe driving is performed. In other words, in an area where accidents due to speeding are high, direct reward is provided to motivate safe driving to prevent traffic accidents when safe driving instructions such as speed compliance, maintaining distance between vehicles, and driving in designated lanes are performed. Since these safe operation data and reward histories must be managed transparently and safely, the reward evidences and histories were constructed using the closed blockchain Hyperledger Fabric. However, while transparency and safety are guaranteed in the blockchain system, low data processing speed is a problem. In this study, the sequential block generation speed was as low as 10 TPS(transaction per second), and as a result of applying the acceleration function a high-performance network of 1,000 TPS or more was implemented.

• Journal of KIISE:Computer Systems and Theory
• /
• v.30 no.1
• /
• pp.12-21
• /
• 2003

In this paper, we propose an on-line scheduling algorithm with the goal of maximizing the total reward of IRIS (Increasing Reward with Increasing Service) real-time tasks that have reward functions and arrive dynamically into the system. We focus on enhancing the performance of scheduling algorithm, which W.: based on the following two main ideas. First, we show that the problem to maximize the total reward of dynamic tasks can also be solved by the problem to find minimum of maximum derivatives of reward functions. Secondly, we observed that only a few of scheduled tasks are serviced until a new task arrives, and the rest tasks are rescheduled with the new task. Based on our observation, the Proposed algorithm doesn't schedules all tasks in the system at every scheduling print, but a part of tasks. The performance of the proposed algorithm is verified through the simulations for various cases. The simulation result showed that the computational complexity of proposed algorithm is$O(N_2)$ in the worst case which is equal to those of the previous algorithms, but close to O(N) on the average.