• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.783-797
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• 2014

The purpose of this study is to analyze impact of internal marketing on job satisfaction, job commitment, organizational commitment, and customer orientation in rapidly changing health care environment. The data were collected from 635 employee of 3 hospitals using a standardized questionnaires in Busan and Gyeongnam province. The results were as follows. All internal marketing factors had a direct impact on job satisfaction, job commitment, management support, empowerment, reward systems but affected the indirect through the job satisfaction all factors of internal marketing. Based on the results of this study members of the hospital in order to improve customer orientation, job satisfaction, job commitment create a pleasant working environment, give an appropriate decision-making and compensation for work performance. Compensation for work performance and organizational development suggestions should be considered by executive support.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.25 no.1
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• pp.50-55
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• 2021

Multi-path system is a system in which utilizes various networks simultaneously. It is expected that multi-path system can enhance communication speed, reliability, security of network. In this paper, we focus on path selection in multi-path system. To select optimal path, we propose deep reinforcement learning algorithm which is rewarded by the round-trip-time (RTT) of each networks. Unlike multi-armed bandit model, deep Q learning is applied to consider rapidly changing situations. Due to the delay of RTT data, we also suggest compensation algorithm of the delayed reward. Moreover, we implement testbed learning server to evaluate the performance of proposed algorithm. The learning server contains distributed database and tensorflow module to efficiently operate deep learning algorithm. By means of simulation, we showed that the proposed algorithm has better performance than lowest RTT about 20%.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.1105-1111
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• 2020

The study aims to investigates and explore the quality of work life (QWL) and also to find out which QWL factors are considered as primary factors among employees of PT. Duta Transformasi Insani, a consulting service management in Indonesia. The factors of QWL in this study consist of nine components, which are: work environment, organizational culture and climate, relation and cooperation, training and development, reward and compensation, facilities, job satisfaction and job security, work autonomy, and resource adequacy. This study conducted a survey of every employee who works for PT. Duta Insani, which consists of various sample characteristics, such as gender, education level, and length of employment. The descriptive analysis also analyzes how the QWL condition in this company. The method in this research using quantitative descriptive and factor analysis, together with validity and reliability tests, to fulfill the study objectives. The results showed that most dimensions of employees' QWL are within a valid category, with an 80 percent average of this variable. Furthermore, the results also indicate there are two major factors constituting the quality of work life of the employees of PT. Duta Transformasi, which are supportive organizational culture, accounting for 47.75 percent, and organizational facilities, accounting for 13.03 percent.

• Asia-Pacific Journal of Business
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• v.3 no.2
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.1
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• pp.195-203
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• 2020

Substantial growth in the economy and extensive use of natural resources has become a major issue in the modern world. Organizations have started to worry about the environment and are beginning to invest in and practice green strategies. Companies should be responsible for the environment and use sustainable methods to run their businesses. The main purpose of this study is to explore the conceptual approach to Green Human Resource Management (GHRM) practices and Corporate Environmental Responsibility (CER) in the hospitality industry. The theoretical framework of GHRM practices such as green recruitment, green selection, green training and development, green performance appraisal, green reward and compensation, and corporate environmental responsibility have been comprehensively studied for this purpose. Green Human Resource Management in the hospitality sector is a less studied and rarely implemented phenomenon. The integration of GHRM and CER along with green competitive advantage and green supply chain management in hospitality is new concept in hospitality industry. Study suggests that Corporate environmental responsibility (CER) and Green Human Resource Management (GHRM) have a significant role in the hospitality industry. However, for sustainable development of tourism and hospitality, this concept should be capitalized with necessary research and development.

• International Journal of Safety
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• v.3 no.1
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• pp.47-52
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• 2004

Current OSH system was analyzed in this paper to explain why high fatal incidents and disasters are continuously repeated for recent years in Korea. It was found that we have Dichotomous Perceptional Misconception of prevention before accident and compensation after accident and there is a significant lack of proper feed­back reward system for OSH performance. It was assumed that no reduction of accident rate and fatality rate have not been achieved recently despite of a great effort and increased resource allocations. Some statistics for proving weak punishment were analyzed. In the current system, the will of administrative agency would have been very limited particularly in the legal aspects. The Industrial Safety and Health Act is not suitable to after-injury punishment for employer and/or corporate since it is based on a framework for enforcement of prevention. Based on these analyses, it was concluded that there was a need to consider a special law for Corporate Accountability for Fatal Accidents. Because it is necessary to consider seriously for introduction of a new legal system for after injury punishment to repair the current system where it was found lack of proper feedback system. Also, there was no proper sanction measures for corporate with the current OSH legal system, and the most urgent problem in OSH area is the high fatality rate. it is necessary to consider seriously for introduction of a new legal system for after injury punishment. Also, there is no proper sanction measures for corporate with the current OSH legal system, and the most urgent problem in OSH area is the high fatality rate.

• Journal of Korean society of Dental Hygiene
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• v.19 no.4
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• pp.615-624
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• 2019

Objectives: This study explored job satisfaction experience and meaning of work in dental hygienists. Methods: In-depth interviews were conducted with 13 clinical dental hygienists who had been working in dental clinics for more than 10 years. The analysis method used was developed by Giorgi, including all four steps. Results: The results of the interview were categorized into five central meanings: recognition and trust (including patient's trust, trust in the boss, recognition in the hospital, and intimacy), growth (growth of the hospital, growth in jobs, and problem-solving skills), professional pride (self-esteem, extension of work and changes of awareness, and being able to help others), reward (financial compensation and psychological rewards), and meaning of life given by work (the process of maturing, self-representation, and vitality of life). Conclusions: Based on this study, we need to develop tools to measure dental hygienists' level of job satisfaction as well as follow-up research on ways to improve it.

• Journal of Korean Academy of Nursing
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• v.32 no.1
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• pp.77-88
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• 2002

The purpose of this study was designed to develope and test the structural model that explains alcohol consumption behaviors among university students in Republic of Korea. The hypothetical model was constructed on the basis of the literature review and Pender's Health promotion model. Data was collected from questionnaires from 512 university students in Republic of Korea, from August to September, 2000. The reliability of instruments was adequate (Cronbach's alpha= .69-.90). Data analysis was done with SAS 6.12 for descriptive statistics and LISREL 8.13 program for covariance structural analysis. The results are as follows; 1. The overall fit of the hypothetical model to the data was moderate. Thus it was modified by male and female models. 2. The revised model has become parsimonious and had a better fit to the empirical data (male: χ2=87.21 p=.00, GFI=.97, AGFI= .94, NFI=.99, NNFI=1.0, CN=619.17, female: χ2=49.29 p=.31, GFI=.45, AGFI= .95, NFI=.99, NNFI=1.0, CN=370.02). 3. Self-efficacy was most significant factor and personality of novelty seeking, reward compensation, alcohol expectancy and drinking attitude have significant effects on male alcohol consumption behavior. 4. Personality of novelty seeking was most significant factor and personality of harm avoidance, friend influence, self-efficacies, alcohol expectancy and drinking attitude have significant effects on female alcohol consumption behavior.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.129-139
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• 2020

The objective of this study is twofold: first, to investigate how organizations encourage factors that have an impact on employees' entrepreneurial behavior from employee's perspectives and experiences; and second, to discover how and why employees behave entrepreneurially within the organization. A case study method is considered as an appropriate approach to scrutinize intrapreneurial behavior because it principally concentrates on an investigation into a contemporary organizational phenomenon and context concerning entrepreneurial activities in-depth within its real situation. In data collection, an Asian multinational retail company was selected. Semi-structured interviews were carried out with 24 executive-level employees who had been working in various departments for more than 5 years. Each in-depth interview lasts for a duration of 40 to 60 minutes. The results reveal several understandings into the combination of individual-level and organizational-level factors that promote the intrapreneurial behavior and activities of the established firm in the context of Thailand. In this regard, six factors have been found as the key determinants that make an impact on innovativeness, proactiveness, and risk-taking behaviour of the employees. Those factors are personal preference, organizational stability, management support, compensation, reward system, teamwork, quality of relationship with colleagues, work autonomy and the quality of relationship with the superiors.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.417-423
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• 2005

Contractor's opportunistic bidding behavior refers to contractor's deliberate low-bid, which cannot accord with the cost, and expectation for beyond-contractual reward (BCR), the compensation earned through cutting corners or claims after undertaking the construction project. This research applies System Dynamics to develop a model of contractor's pricing with consideration for dimensions of "cost", "market competition", and "BCR". Iterative computer simulations were performed to analyze the effects of contractor's pricing on the market price. The results were then examined by statistical analysis on data collected from 44 highway projects in Taiwan. It is found that the critical force driving the contractors to bid opportunistically is their excessive expectations in BCR under the current environment. Within the price competition mechanism, if the problem of BCR exists, even if the bidding system is further improved, contractors would still prefer opportunistic bidding behavior, and eventually make the whole construction industry operate ineffectively. Therefore, it is crucial to remedy the aforementioned BCR problem by more effective management policy.