• Journal of Families and Better Life
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• v.14 no.2
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• pp.97-110
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• 1996

The purpose of this study was to compare the caregiver burden and rewards in new generation and middle-aged couples. Data were collected from 207 new generation couples and 196 middle-aged couples who had either of older parents and lived in Seoul. Major findings are as fallows; 1. The burden were constituted with restriction of privacy physical burden strain psychological burden economic cost and guilt. The rewards were constituted with recognition pride maturity improving relationship and assistance of household and childcare. 2. The caregiver burden of new generation and middle-aged wives were hgiher than husbands. Hwever the caregiver rewards of new generation and middle-aged husbands were higher than wives. 3. The caregiver burden of middle-aged husbands were higher than new generation husbands bur there was no significant difference between new generation and middle-aged wives. 4. The caregiver rewards of middle-aged wives were higher than new generation wives but there was no significant difference between new generation and middle-aged husbands.

• Journal of Korean Academy of Nursing
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• v.6 no.2
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• pp.10-17
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• 1976

High turnover rate of nurses working in the hospitals is one of the serious problems in nursing society at the present time which can result in reducing the economic condition of hospital and providing low quality nursing care. This study was designed identify the causes and turnover rate of 248 clinical staff nurses in relation to their rewards and incentives in 6 hospitals located in Seoul from Oct.1 to Oct. 20, 1975. Questionnaires and analyzing items were formulated on the basic of Mallow's hierarchy of basic needs which were grouped in three categories such as safety and social and psychological rewards and incentives. The data were analyzed by means of mean, Chi square, Percentage and F- ratio. The following results were obtained: 1) There were 69% of respondents who have definitely decided or hoped to leave the hospital. 2) Those who are in the range of 26 to 30 years of age showed the strongest desire to leave the hospital. 3) There was no significant difference between those who want to leave the hospital and those who want to remain in relation to age, educational background, past experience and expecting period of clinical work. However, the married nurses tend to remain in the hospital than the single. 4) When the rewards scores in the three categories were calculated, psychological rewards were placed in the first rank by the mean score 14.09 ; and each of safety rewards and social rewards were 9.06 and 4.84. When the scores in three categories were compared it was found that there was significant difference. (F〈0.01).

• Journal of the Korean Society of Clothing and Textiles
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• v.33 no.2
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• pp.331-342
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• 2009

The purposes of this study were to provide the apparel companies with a effective marketing strategy by identifying the present condition of loyalty programs and designing the type of reward and the timing of reward, and to investigate the effects of loyalty programs on customers' satisfaction and loyalty. The experimental study was conducted to examine the relationship between loyalty programs and performances. The experiment, which adopted a scenario methodology, was a 2(type of rewards)${\times}$2(timing of rewards) between subjects factorial design. The sample was based on 362 college students. The data analysis was completed on the basis of SPSS 12.0 package, using descriptive analysis, frequency, factor analysis, Cronbach's a, ANOVA, and regression analysis. The following results were found in this research. First the respondent's recognition of reward(benefit, reserve fund, experience) was not relatively high. Second, the interaction effect of type of rewards and timing of rewards on the loyalty programs' satisfaction(p<.01) and customer loyalty(p<.001) was significant, but that on customer satisfaction was not significant. Finally, loyalty programs' satisfaction positively affected customer satisfaction and loyalty. The implications of the research and directions for future researchers were discussed.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.11
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• pp.297-305
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• 2021

The study aims to investigate loyalty rewards programs on customers' satisfaction in Jordanian banks, and to investigate the statistical differences in loyalty rewards programs and customers' satisfaction according to demographics such as age, sex, education level, duration of engagement with bank, and the type of bank. The study is based on the data obtained from the sample. The questionnaire is the tool for collecting data from the respondents. The study materials include website resources, regular books, journals, and articles. The study population consists customers in the banking sector. The figures indicate that number of actual customers reaches 2.06 million. The sample size requirement is 386 items. Customers are split between traditional and Islamic banks, with 231 and 155 customers respectively. The stratified random sampling technique and the structural equations modeling methodology were used. The results show moderated impact of the loyalty rewards programs on customers' satisfaction. The results show statistical differences in the loyalty rewards programs and customers' satisfaction according to the engagement period with the bank only. The findings suggest better managing the loyalty programs and developing one credit card for all banks in Jordan.

• Science of Emotion and Sensibility
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• v.15 no.4
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• pp.527-540
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• 2012

We examined the effect of delayed and immediate rewards on short- and long-term memory performance depending on the level of stress. It has been demonstrated that delaying feedback during memory tasks could lead to better retention than presenting it immediately (a.k.a., feedback delay benefit or delay-retention effect). In this study, we manipulated stress level(high-stress or low-stress), reward-timing(delayed or immediate reward), reward-existence(500 or 0 won) and retrieval-timing(delayed or immediate memory test). On the high-stress learning condition, one week later, the number of correct answers with delayed-rewards were significantly more than that of delayed-no-rewards but there was not any difference between immediate-rewards and immediate-no-rewards. On the other hand, in the high-stressful immediate memory test, immediate-rewards only had a positive effect on memory performance. The results indicated that delayed rewards improved long-term memory performance by promoting memory consolidation and the sensitivity to rewards was higher under the high-stress condition.

• Journal of the Korean Society of School Health
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• v.30 no.2
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• pp.103-112
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• 2017

Purpose: The Purpose of this study was to examine school health teachers' burnout, engagement, job demands and job resources and to identify the factors that influence burnout and engagement. Methods: The participants were 222 school health teachers working in elementary, middle or high schools. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression. Results: The significant factors influencing burnout were rewards (${\beta}=-.51$), autonomy (${\beta}=-.15$), and job demands (${\beta}=.13$). These factors explained 42% of the variance in burnout. The significant factors influencing engagement were feedback (${\beta}=.49$), rewards (${\beta}=.21$), type of employment (${\beta}=.15$) and autonomy (${\beta}=.13$). These factors explained 49% of the variance in engagement. Conclusion: The study showed that job demands increase burnout, while job resources such as rewards and autonomy alleviate it. In addition, job resources, such as feedback, rewards and autonomy, increase engagement among school health teachers. Therefore, in order to reduce burnout and increase engagement among school health teachers, it is necessary to reduce the level of job demands and to provide enough job resources such as rewards, autonomy and feedback by improving the job environment.

• Journal of Fashion Business
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• v.21 no.4
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• pp.44-60
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• 2017

This study is to understand the image of the Korean beauty and rewards to be gained by trying to be a beautiful person and to study differences according to demographic characteristics. It was studied with the purpose of industrializing beauty image and selling it to foreign countries. The survey questionnaire was distributed to Seoul and Kyeongkido. Respondents totaled 301. Collected data were analyzed with frequency analysis, factor analysis, $X^2$-test, and regression. Results are ; (1) The external image of Korean beauty emphasizes round face, white skin, big eyes, double eyelids, round head shape, early twenties, tall, low body weight, thin waist, long neck, long legs, and thin fingers. (2) The inner image of the Korean beauty emphasizes mature personality, social economic ability, but not housework, and cultural artistic ability. (3) Rewards gained by trying to be a beauty are psychological, actual, and social ones. (4) External face and body image of the beauty are different by demographic characteristics (sex, age, marital status, final education, monthly average income, religion). (5) The inner image of the beauty is different by age, final education, and monthly average income. (6) Rewards gained by trying to be a beauty are different by sex, age, final education, and monthly average income.

• Proceedings of the Technology Innovation Conference
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• 1999.06a
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• pp.140-174
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• 1999

This study proposed the model of research describing the positive impact of fitness between career orientations and reward systems on the performance of R&D professionals. To prove the propositions of the model, a questionnaire survey was conducted 204 professionals in 19 R&D research institutes related with electronics and communication industries provided answers for the questionnaire. The results of the survey were summarized in the following. 1) Career orientations of R&D professionals can be categorized into three dimensions : managerial, technical/professional, and project orientation. 2) The rewards consist of four dimensions : financial, social status, job content, and professional reward. 3) The age and tenure of R&D professionals has the negative impact on the project orientation. 4) The education level of R&D professionals has the positive impact on the professional orientation. 5) The sex was found as insignificant variable career orientation. 6) The person with strong prefers social status rewards to other rewards, the professional orientation is prefer to professional rewards, and the project orientation is prefer to job content rewards. 7) For the professionals with professional and project orientation, the congruence with each reward delivered positive impact on job satisfaction, job involvement, and organizational commitment. However it created negative impact on turnover intention and job stress.

• Journal of the Korean Society of Clothing and Textiles
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• v.44 no.1
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• pp.175-191
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• 2020

This study proposes an entrepreneurship education process for fashion product start-ups through rewards-based crowdfunding. It examines issues such as: the general concept of crowdfunding and the pros and cons of rewards-based crowdfunding, the detailed curriculum plans in a chronological order for the regular class development, and the presentation of a visual plan to show the whole process. An entrepreneurship education process is developed in 13 steps: research on crowdfunding market, prototype plan, prototype production, story development, visual contents development, rewards development, project evaluation, public schedule & service setting, period setting & start funding, community management (Q&A), funding ends & deposit, complete manufacturing & start delivering, and the final information disclosure & open the next project plan. This research is intended to investigate rewards-based crowdfunding as a new paradigm of entrepreneurship and apply entrepreneurship education in fashion product development. However, it is limited to studying the Wadiz crowdfunding platform in Korea. Therefore, we propose a case study on various crowdfunding platforms in Korea, a case study on entrepreneurial curriculum application, and a follow-up study on the possibility of entry into an overseas crowdfunding platform.

• Journal of Fashion Business
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• v.27 no.1
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• pp.16-35
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• 2023

The advent of Omni Channel has changed the fashion business model and the role of fashion sales persons. In such situation, internal marketing can become an important organizational management strategy for fashion companies. Therefore, the purpose of this study is to identify the components of internal marketing of fashion companies for fashion shop masters in an omni channel environment. To achieve the purpose of this study, To achieve the purpose of this study, a qualitative study was conducted to investigate the internal marketing sub-factors of fashion companies. In-depth interviews were conducted for qualitative study. Seven respondents to the in-depth interview were fashion shop masters who had at least 10 years of field work experience. As a result of the qualitative study, internal marketing was derived from five factors, including empowerment, education and training, rewards, internal communication, and management supports. Empowerment factors consist of initiative, encourage creativity, and problem solving. Education and training factors consist of the degree of education and training opportunities, the value of education and training, and the scope of education and training. Rewards factors consist of diversity of rewards, fairness of rewards, and source of rewards. Internal communication factors consist of communication flexibility, diversity of communication and receptivity of communication. Management support factors consist of headquarters support and department store support.