• Journal of Korean Society for Quality Management
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• v.31 no.4
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• pp.64-80
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• 2003

According to the study of TQM implementations, the odds that an organization will successfully implement total quality management are two to one­against it. However, organizations armed with knowledge of the factors that have the biggest impact on their success can take steps to influence or change those factors. In this paper, we first are reviewed those rewards factors through literature study and gave the test for them in the Korean industry. This study also proposes that appropriate successful rewards factors are necessary for TQM implementations.

• 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.

• 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 Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.41-59
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• 1997

This study surveyed nurses' value of reward and recognition level of organizational reward, and measured the fit of both. It also looked into the relationship between the reward fit and attitude of nurses toward their job and organization (job involvement${\cdot}$organizational commitment). It was planned to suggest the alternative of a future reward system. The sample consisted of 625 nurses of 8 private University Hospitals. Data for this study was collected from Mar. 25 to Apr. 17 by structured questionnaire. This study examined the differences of nurses' value of reward by their demographic characteristics, and looked into the relationship between the reward fit and job involvement${\cdot}$organizational commitment. Four instruments and a demographic questionnair were used to collect the data. Developed for myself and repaired by panel of judges, the value of reward scale and organizational reward scale consisted of 34 items on five points Likert-type scale. Developed by Kanungo and repaired by panel of judges, the job involvement scale measured overall job involvement on 7 items. The organizational commitment scale was developed by Mowday et al and repaired by panel of judges on 10 items. The data was analyzed by frequency, percentage, ranking, one-way ANOVA, Pearson's correlation coefficient, Chronbach alpha coefficient, t-test, SNK test, factor analysis with SPSS/PC+ progra,.Major findings are as follows 1. The mean of nurses' value of reward is 4.2435 and job content rewards are seen as the most important(M=4.5532). The following orders are seen as follows; financial rewards(M=4.4181), human realtion rewards(M=4.4130), establishment ${\cdot}$ facilities rewards(M=4.1632), professional rewards(M=4.1117), social status or prestige rewards(M=3.9228), career rewards(M=3.8816). Of 34 indivisual reward factors, the retainment allowance is seen to be thought of as the most important thing. 2. The mean of nurses' actual reward is 2.6035. The actual reward responded to the most extremely offered is job content rewards. The following orders are seen as follows ; human relation rewards(M=2.9420), financial rewards(M=2.7682), professional rewards(M=2.4601), social status or prestige rewards(M=2.3696), career rewards(M=2.3466), establishment ${\cdot}$ facilities rewards(M=1.9364). Of 34 indivisual reward factors, medical insurance benefits are felt to be most extremely offered. 3. The mean of fit of reward is -1.6874 and that means actual reward doesn't egual the value of the reward. What is offered mostly to nurses' value of reward is human relation rewards. The following orders are seen as follows; job content rewards(M=-1.5938), career rewards(M=-1.6381), social status of prestige rewards(M=-1.6382), financial rewards(M=-1.6836), professional rewards(M=-1.6854), establishment${\cdot}$facilities rewards(M=-2.3130). Of 34 indivisual factors, the item of fered most closely to nurses' value of reward is seen as the participation in educational programs at the nursing department of the hospital. 4. The mean of nurses' job involvement is 3.1987 and SD is 0.5667. 5. The mean of murses' organizational commitment is 2.9348 and SD is 0.6124, that is seen as a little lower than job involvement. 6. Significant value of reward differences were found among nurses by their demographic characteristics such as married status, tenure, academic career. 7. The fit of reward was significant related to job involvement and organizational commitment. When generalizing the result of this study, the value of reward, which nurses consider important and appropriate offers a reward that corresponds to the nurses' value of reward. This increases nurses' job and organization devotion further, as well as hospital effectiveness. It appears that nurses have recognized that the present reward offered in hospitals doesn't come up to their expectations so I think it is urgent to plan and perform the new reward system which is in accord with the nurses' reward fit.

• Korea Journal of Hospital Management
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• v.18 no.2
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• pp.104-126
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• 2013

The goal of the study is to find what managerial characteristics affect the community spirit and participation of medical and psychiatric social workers. To do this, managerial characteristics were divided into organizational structure and culture as well as job satisfaction. As a result of an empirical study, while Herzberg's motivators or mental rewards, such as autonomy, sense of accomplishment, and sense of respect, improved the levels of community spirit and participation, Herzberg's hygiene factors or economic rewards did not have any relationship with them statistically. This means that mental rewards equivalent to those of other professions in hospitals will improve the professional identity and activities of social workers, who are working with diverse professions in hospitals. On the other hand, organizational structure and culture were not significant statistically.

• Journal of Families and Better Life
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• v.21 no.2
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• pp.187-199
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• 2003

The purpose of this study was to understand the weekend couples' type of residence, and to identify the factors to determine their major living place. Specifically, this study dealt with the weekend couples' psychological costs and rewards when they live apart in weekdays. The data were collected from 33 married couples from 2002 June to July about their family life history. The major findings of this study were summarized as follows: 1) the type of living together ; husband living apart on weekdays, wife living apart on weekdays, wife and child living apart on weekdays, living multi-residence. The majority of them were the type of husband living apart on weekdays. 2) children's care and education were an important factor in a couple's decision 3) weekend couples' psychological costs were such as difficulties of children's care, very fatiguing, shortage of time, and emotional isolation. In spite of all these costs, weekend couples still maintain their separate living arrangements during the week. They felt different kind of psychological costs by the type of living together. 4) psychological rewards were professional success, self-fulfillment, plenty of time to use purposely, and weekenders' relationships to their spouses might seem better than before. Socialization of child-care and household-labor are important factors to reduce psychological costs for the all weekend couples.

• Journal of Distribution Science
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• v.17 no.3
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• pp.5-19
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• 2019

Purpose - The purpose of this research is to investigate the factors contributing to sustainable competitive advantage for multi-level marketing (MLM) firms in Malaysia. The selected variables in this study are company image, product innovation, leadership, distributor rewards system and distributor training system. Research design, data, and methodology - Quantitative research method is employed with collected sample size of 398 respondents using judgmental sampling technique. Normality and reliability test were performed in the first stage utilizing SPSS 22 and Confirmatory Factory Analysis (CFA) and variance analysis were obtained in the subsequent stage, following up with the overall fit of the measurement model, Structural Equation Model (SEM) using AMOS 22 with maximum likelihood estimation to assess the internal consistency, convergent validity and discriminant validity. Results - The research findings show that company image, leadership, distributor rewards system and distributor training system were supported and are factors affecting the sustainable competitive advantage of MLM companies in Malaysia. However, in this study, product innovation was not supported but this result does not depict that it is trivial and inconsequential in maintain sustainable advantage. Conclusion - Companies can build sustainable competitive advantage by focusing on these contributing factors. Several other comments and implications were brought to light and discussed in the paper.

• 한국노년학
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• v.28 no.4
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• pp.1147-1164
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• 2008

There has been a sharp increase in the number of grandmothers raising grandchildren in contemporary Korean society. However, little is known about the complexity of the experiences of the custodial grandparenting. Most of the studies mainly examined burden/cost and have paid little attention to the positive aspects of custodial grandparenting. In order to overcome this limitation of previous research, this study aims 1) to examine not only the costs but also the rewards of custodial grandparenting and to explore related factors, 2) to develop the typology based on relative rewards-burden perception of grandmothers about custodial grandparenting and explore the group differences. The data were gathered from 449 grandmothers raising their grandchildren as a primary caregiver, using a structured questionnaire. The data were analyzed using descriptive statistics, correlation, hierarchical multiple regression and ANOVA, with SPSS WIN 12.0 program. Main findings are as follows: First, custodial grandmothers report not only care-giving burden such as physical burnout and economic burden but also various rewards such as joy of watching their grandchildren grow and feeling good about themselves to be a help with their adult children, i.e. grandchildren's father or mother. Second, factors related to the level of perceived cost of grandparenting are different from the factors affecting the positive aspects of grandparenting. Third, results of the two by two cross-tab analysis based on the level of rewards and burden show that about 32 percent of the grandparents belong to Type II group(high rewards-low cost). This result is quite contrary to the assumption of previous research focusing mostly on cost and burden of custodial grandparenting. Fourth, four groups were different in terms of grandmother & grandchildren's characteristics. Implications of these results are discussed.

• Journal of the Korean Applied Science and Technology
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• v.38 no.6
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• pp.1423-1432
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• 2021

This study aimed to understand the relationship between nurses' rewards and job enthusiasm, using the data from the 5th Korean Working Conditions Survey(2017). The subjects of this study consist of 359 nurses randomly sampled nationwide(218 from youth group, 141 from midddle age group). The effects of intrinsic and extrinsic rewards on job enthusiasm was indentified through GLM analysis. The results reveal that, for the entire group, participation in decision making, sense of achievement, self esteem, career prospects, recognition at work, work-life balance influence job enthusiasm. For the youth group, participation in decision making, sense of achievement, self esteem, career prospects, and work-life balance are the influencing factors; while for the middle age group, sense of achievement, self-esteem, and recognition at work are the influencing factors. In conclusion, we suggest establishing a reward system that incorporates participation in decision making, sense of achievement, self esteem, career prospects, recognition at work, and work-life balance, in order to boost nurses' job enthusiasm. Also, taking age groups into account when establishing such system may improve efficiency.

• International conference on construction engineering and project management
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• 2011.02a
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• pp.567-574
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• 2011

The purpose of this paper is to identify factors that influence knowledge sharing and determine the attitudes of quantity surveyors towards knowledge sharing based on the factors. The analysis was based on an online questionnaire survey of Registered Quantity Surveyors from Selangor and Kuala Lumpur. Individualism and collectivism were identified as two major factors that influence attitude towards knowledge sharing. Indicators of individualism include individual attitude, competitiveness, care, incentives and rewards; while the indicators of collectivism are trust, social behaviors and motivation. The findings show that the level of attitudes towards knowledge sharing among quantity surveyors is generally high under enabling organizational environment. However, this is a cautious conclusion as the valid sample on which the analysis is based is relatively small. Willingness to share was found to be highest when incentives and rewards are involved as well as when there is a knowledge management system to promote continuous learning and sharing of knowledge.