• The Journal of Asian Finance, Economics and Business
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• 제4권1호
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• pp.67-78
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• 2017

The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.

• 치위생과학회지
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• 제20권3호
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• pp.163-170
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• 2020

Background: Job satisfaction of dental hygienists has been discussed continuously in dental hygiene research. It has been the most representative performance variable in dental and human resource management. However, in quantitative research, most of the studies have analyzed the causal relationship with variables related to dental hygienists' job satisfaction. The existing qualitative research contains only the studies that targeted dental hygienists with an experience of more than 10 years. The present study aimed to understand and to characterize the job satisfaction of dental hygienists with an experience of 2 to 10 years and to compare it with the qualitative research on dental hygienists with an experience of 10 or more years. Methods: An in-depth interview of dental hygienists with 2 to 10 years of experience working in 10 dental clinics was conducted. For data analysis, Giorgi's analysis method was used. Results: After analyzing the meaning of job satisfaction of dental hygienists, 180 semantic words and 19 subcategories were derived. The results of the interview were categorized into for central meanings: recognition and rewards, work experience and ability improvement, occupational characteristics, and work characteristics. Recognition and rewards included workplace recognition, patient recognition, self-effort and recognition, and the feeling of being rewarded. Work experience and ability improvement included various work experiences and factors relates to improving the work ability. Occupational characteristics included professional job, interest and persistence, job extensibility, and no burden of employment. Work characteristics included working conditions and separation of work and private life. Conclusion: The development of tools to measure the level of dental hygienists' job satisfaction after long-term service and to conduct follow-up research regarding ways and effects to improve job satisfaction is needed.

• 기술혁신연구
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• 제18권1호
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• pp.219-245
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• 2010

본 연구의 목적은 고급 과학기술인력의 보상 수준과 포트폴리오를 분석함으로 써 고급 과학기술인력의 보상체계 모형을 도출하는 것이다. 본 연구의 결과는 다음과 같다. 첫째, 고급 과학기술인력은 보상항목 간의 중요도 측면에서 금전적 보상뿐만 아니라 사회적 위상, 직업성취도 등과 같은 비금전적 보상도 중시하고 있으며 그 비중은 이미 50%를 넘는 것으로 나타났다. 둘째, 고급 과학기술인력의 보상선호는 연구주체별로 차이를 보였다. 대학교수의 경우 보다 나은 연구환경조성을 원하는 반면, 정부 출연(연)의 연구자들은 직업안정성에 대한 개선, 그리고 산업계의 경우 더 높은 금전적 보상을 원하고 있는 것으로 나타났다. 셋째, 보상에 있어 경제적 보상과 사회적 위상이 이직에 영향을 미치는 주요 요인인 것으로 나타났다. 특히 출연(연)과 산업계에 종사하는 고급 과학기술인력의 사회적 위상제고가 필요한 것으로 나타났다. 이는 고급 과학기술인력의 보상 시스템을 개선하기 위해서 비금전적 측면에 대한 개선이 필요함을 의미한다.

• 한국전자거래학회지
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• 제20권1호
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• pp.45-59
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• 2015

최근 빅데이터에 대한 관심이 높아지면서 많은 기업들은 소비자의 개인정보를 수집하는데 많은 노력과 자원을 투자하고 있다. 극기야 소비자의 정보를 긴급히 필요로 하는 일부 기업들은 불법으로 정보를 거래하는 사건도 발생하고 있다. 기업들은 더 많은 소비자 정보를 수집하기 위하여 다양한 인센티브를 소비자에게 제공하고 있으나, 그 효과가 만족할 만한 수준에 이르지 못하고 있는 실정이다. 이에 본 연구는 실증적인 조사를 통하여 소비자의 개인정보 제공 의사에 영향을 미치는 요인이 어떤 것이 있는지를 탐색하여 보았다. 본 연구에서는 기존의 개인정보 노출에 대한 염려를 측정하기 위하여 개발되어진 Concern for Information Privacy (CFIP) 모델을 기반으로 소비자의 개인정보 제공 의사에 영향을 미치는 주요 요인을 정의하였다. 조사 결과, 제 3자의 허가되지 않은 2차적인 정보사용(Secodndary Use)에 대한 염려가 가장 크게 개인정보 제공 의사에 영향을 미치는 것으로 조사되었다. 그 뒤를 이어 경제적인 보상 (Monetary Rewards)과 부정확한 정보 (Error)에 대한 염려가 두 번째와 세 번째로 주요한 영향을 미치는 요인으로 조사되었다. 그리고 소비자의 인터넷 사용시간에 따라서 영향을 미치는 요인이 차이가 있음도 발견하였다. 또한 인터넷 사용 시간이 하루에 3시간 이상인 'Heavy User' 그룹에서는 3시간 미만인 'Light User' 그룹에 비하여 상대적으로 경제적 보상을 주요한 요인으로 꼽았다.

• 한국콘텐츠학회논문지
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• 제16권4호
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• pp.477-487
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• 2016

본 연구는 대학생의 기업가정신이 창업의지에 미치는 영향 관계를 찾고, 창업공모전 참여동기의 매개효과를 규명하고자 하였다. 본 연구의 결론은 다음과 같다. 첫째, 기업가정신의 요인은 혁신성, 진취성, 위험 감수성이며, 창업의지에 미치는 영향관계는 모두 유의한 정(+)의 관계를 보였다. 둘째, 기업가정신과 창업의지와의 영향관계에서 창업 공모전 참여동기의 매개 효과 검증 결과, 기업가정신의 혁신성이 창업의지와의 관계에서 공모전 참여동기의 성취감과 유의적인 매개 역할을 하는 것으로 확인하였다. 그 외 공모전 참여동기 요인인 금전적보상, 경력적보상과는 유의한 영향이 없음을 확인하였다. 이러한 연구결과를 바탕으로 시사점은 기업가정신이 높은 대학생은 창업의지가 높음을 알 수 있었고, 대학생들이 창업공모전에 도전하는 이유는 금전적보상이나 경력적인 보상을 얻기보다는 도전을 통한 성취감을 느끼기 위함이다. 따라서 대학생들의 창업의지를 제고시키기 위해서는 혁신적인 아이디어를 개발할 수 있는 환경 조성과 자신감을 고취시켜 대학생들의 창업공모전 참여가 활성화되어야 할 필요가 있다는 것을 보여주고 있다.

• 지식경영연구
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• 제19권2호
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• pp.133-150
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• 2018

To cope with the rapid changes in the corporate environment, the creation of innovative output through various forms of collaboration have been discussed. For open collaborations, contributors who distribute to various countries and cultures are able to share knowledge via the internet without physical rewards or responsibilities. In this study, we focused on the open source software project, which is a representative open collaboration. We investigated the factors that affect the knowledge contribution of developers of various countries within the open collaboration platform. Specifically, we investigated the open collaborative nature of multi-culture developers by dividing cultures according to collectivism and individualism. We collected data on 26,604 developers using a python based web crawler for GitHub which is an open source software development platform, and conducted cross-cultural study. This paper contributes to the field of knowledge management by suggesting various impacts of antecedents such as hireability, and information exposure on knowledge sharing according to culture.

• 전기전자학회논문지
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• 제23권4호
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• pp.1150-1156
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• 2019

This paper explores a model-free value-based approach for solving survival gridworld problem. Survival gridworld problem opens up a challenge involving taking risks to gain better rewards. Classic value-based approach in model-free reinforcement learning assumes minimal risk decisions. The proposed method involves a hybrid on-policy and off-policy updates to experience roll-outs using a modified Q-based update equation that introduces a parametric linear rectifier and motivational discount. The significance of this approach is it allows model-free training of agents that take into account risk factors and motivated exploration to gain better path decisions. Experimentations suggest that the proposed method achieved better exploration and path selection resulting to higher episode scores than classic off-policy and on-policy Q-based updates.

• International Journal of Fuzzy Logic and Intelligent Systems
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• 제10권3호
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• pp.165-169
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• 2010

This study seeks to find the factors associated with social workers' turnover intention and show us how to manage turnovers by looking for some rules affecting turnover intentions. Our investigation surveying 331 social workers reveals that social workers' turnover intentions are affected by organizational commitment, job satisfaction, and burnout. Our pattern analyses using fuzzy ID3 show that the higher their commitment, the higher their job satisfaction stemming from promotion opportunities, rewards, and personal relations with peers and bosses. In addition, turnover intentions decreases (even if burnouts--the job-related stress--are very serious) when organizational commitment increases. We come to understand that organizational commitment could be a more important variable than job satisfaction and burnouts. Such results suggest that it would be necessary to consider how to improve social workers' organization-wide commitment rather than satisfaction and burnout related to jobs and environments.

• 한국IT서비스학회지
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• 제14권1호
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• pp.1-21
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• 2015

Recently, many companies have launched a new business model related to the mobile gift service in order to achieve or sustain a competitive advantage in the fast-growing mobile market. Due to the well combination of mobile technology advantages and offline gift-giving motivations, a mobile gift service has been proliferating over recent years. Although the motivation of mobile gift purchasing behavior can be different from that of offline gift purchasing behavior, there is still a lack of research on what factors are influencing and how they are impacting mobile gift purchasing behavior under diverse gift-giving settings. Therefore, based on both exchange and motivation theories as well as literature review, this study identified three influencing factors-economic (immediate rewards, convenience), social (friendship needs, reputation), and personal (enjoyment, self-satisfaction) benefits-and validated their impacts on intention to repurchase a mobile gift. Moreover, the moderating roles of intimacy and gift price in the relationships between benefits and mobile gift repurchasing intention were examined. The results provide many implications for marketing managers on how to enhance consumers' intention to repurchase, which in turn leads to sales and increased profit.

• 여성건강간호학회지
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• 제7권1호
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• pp.80-92
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• 2001

The labor participation rate of women are increasing, especially for married and 30 and over aged women in Korea. Marital role quality might be regarded as an influencing factor on quality of life or health status. The purpose of this study is to investigate influencing factors on quality of marital role for Korean employed women with husband. Data were collected from 323 mothers of students at 3 kindergartens, 2 elementary schools, 3 middle schools, 4 high schools in metropolitan area, during 1998.8~1998.12. they were dual-earner couples, and were employed over one year. Response rate is 62.3%. Quality of marital role was measured using Role Quality Scale developed by Park, June & Kim(1999). This instrument is based on Role Rewards and Concerns Scale of Barnett et al.(1993) for quality of marital role. Quality of marital role is made of 19 items and the subfactors are doing households, satisfaction with husband, and relationship with husband The scale has good internal consistency (Cronbach $\alpha$= 0.90). The findings of this study show that age, monthly average household income, husband's occupation, husband's attitude for wife's employment, and the perceived equity for labor division between couples are significant variables for quality of marital role. But education, career years, working hours per week, occupation, monthly average wage, and marital years are not significant. 33.81% of the variance in quality of martal role were accounted for by these variables.