• Journal of Korean Clinical Nursing Research
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• v.26 no.1
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• pp.75-85
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• 2020

Purpose: The purpose of this study is to develop a nursing salary guideline for Korean hospitals. Methods: Literature review and a mobile survey were conducted regarding staff nurses' salary. Regression analysis and simulation model were applied to develop the nurses' salary guideline. Results: The United Kingdom, Australia, and Germany have standard salary guidelines which demonstrated the standard salary of nurses. These were determined mainly by nursing experience and expertise. The results of the mobile survey indicated that the maximum to minimum ratio of the salary was as high as 4.5 among staff nurses working in Korean hospitals. Two models (exponential and linear) for a standard nursing salary guideline were developed and the simulation results demonstrated an improved salary structure for staff nurses. Conclusion: This developed salary guideline for staff nurses is recommended to be applied in Korean hospitals which provide total nursing care services.

• Journal of Agricultural Extension & Community Development
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• v.6 no.1
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• pp.35-42
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• 1999

Despite salary is one of the important factors affecting the morale, most of agricultural extension officials are not satisfied with salary system for their roles in Korea In these conditions, it is impossible to develop the extension services in Korea. It is necessary to improve salary system by upgrading to the level of salary for research officials or converting to the salary system for education officials such as professor, high school teach. The other alternative is to improve by reforming based on the tenure.

• Journal of Technologic Dentistry
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• v.18 no.1
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• pp.73-94
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• 1996

This study was aimed for evaluating the validity of relative-productivity index on the basis of working hour(RPHW index) designed by author as new productivity index and drawing up a plan of bettering productivity to cope with financial difficulty of dental laboratories. Fortyeight dental laboratories extracted by cluster-sampling method form all the dental laboratories in Seoul were subjected for this study. And in each of them, the term of establishment which was divied into three group as short-term, mid-term and long-term group, the scale of dental laboratory which as divided into two group by number of dental technician as small-scale group and large-scale group, the salary system which was composed of salary criteria, pay according to ablility criteria and collectiveagree, the salary level, simple labor productivity index(SLP index), relative-productivity index on the basis of worker number(ROWN) and relative-productivity index on the basis of working hour(RPWH index) were surveyed through the self-administractive questionaires. The results as follows : Most of dental laboratories(93.6%) were managed by non-professional managers. The establishment rate per year of dental laboratory was the increase. The mean number of employees of dental laboratories was $7.00{\pm}3.90$ person. The ratio of smallscale group(under the 5 employees) was 42.6% and as the term of establishment was shorter, the ratio of small-scale group was higher. The mean establishment area of dental laboratories was $24.49{\pm}10.97$ unit and the mean establishment area per head of dental laboratories was $4.05{\pm}3.90$ unit. The estabilshment area and area per head were not significantly associted with the term of establishment, but as the term of establishment was shorter, the estabkishment area per head was slightly wider. The establishment area per head in small-scale group was significantly wider than large-scale group(over the 6 emplayees) The salary criteria(54.4%), pay according to ability(79.2)m ability criteria(77.1%) and collectiveagree(79.2%) as salary systems were used in the most of all dnetal laboratoies. The all salary systems were not significantly associated with the term of establishment and the scale of dental laboratories. The monthly mean salary level of dental laboratoies was $125.64{\pm}31.06$ milion won. The monthly salary level was not significantly associated with the term of establishment and the scale of dental laboratores. But the monthly salary level in the short-term group and the small-scale group were slightly lower than others. The SLP index, the RPWN index and the RPWH index of dental laboratories were $132.16{\pm}48.41$, $382.41{\pm}128.76$ and $76.06{\pm}25.11$, respectively. The SLP, the RPWN and the RPWH of dental laboratories were not significantly associated with the term SLP, the RPWN and the RPWH of dental laboratories were significantly associated with the area of dental laboratory and the salary level. Except for only the association salary criteria among salary system with RPWH of dental laboratories, all other salary system were not associated with the SLP, the RPWN and the RPWH of dental laboratories.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.554-563
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• 2018

In recent years, problems like the formation of the organizational culture that emphasizes the outcome, deepening of stagnation of promotion, the advent of high wages and the open era, the shortage of talented human resources has occurred. Thus, public agencies have an effort to improve the traditional seniority supply wage system and have carried out introducing the performance annual salary system. This study analyzed performance annual salary system problems and the improvement plan in addition to the investigation of the recognition of employees related to the outcome annual salary system of recent public agencies. Performance annual salary system of public agencies was introduced in conjunction with the evaluation of the public agencies. Performance annual salary system of this way were studied something that it have been properly secured, what is problems generated by the annual salary system fusing process and improvement about them. According to the study, It found that there are various problems like strong negative perceptions of overall performance annual salary system, the sense of discomfort occurrence associated with the implementation of the outcome annual salary system, salary piling of objectivity for the performance evaluation, etc. In order to improve these problems, It is necessary to converse of negative recognization, eliminate discomfort of performance annual salary system, provide fair evaluation criteria of the outcome, and due to the implementation annual salary system, and clarification of sectoral performance concepts and criteria.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.4
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• pp.467-476
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• 2008

Purpose: The purpose of this study was to examine the factors determining salary level of hospital. Methods: This study performed secondary analysis on the existing data. Data were collected from May 1, 2005 to September 30, 2005. Analysis of the results was carried out using SPSS win 12.0 program for t-test, ANOVA and multiple regression. Results: For the determinant factors on the level of nurse's salary, the R2 for this whole regression model was .72, indicating that approximately 72% of the variance in salary level of the nurses was accounted for by the linear combination of these three independent variables, the size of hospitals, the characteristics of a fund, and nursing delivery system. Conclusion: Salary is a major part of human resource management and is compensation for the labor of nurses and is a motive to nurses. Each hospital's salary needs to be more affordable to nurses.

• Proceedings of the KSR Conference
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• 2007.05a
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• pp.1276-1281
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• 2007

This study examined the procedures and legal issues for introduction and current Salary-structures and methods for system introductions centered around Seoul Metro which is railway related public company along with the background on introducing Salary-peak system and national/international situations according to the changes in paradigms. Base on these, the study deduced presented plans for improving corporate competitiveness by the introduction of Salary-peak system such as target for applications and ages for Salary-peak and the rate of fall, plans for adjusting duties to present optimum plans according to the introduction of Seoul Metro Salary-peak System.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.105-128
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• 2000

This study was conducted to investigate the prospects and issues for the implementation of the annual salary system in Korean hospitals. Data were collected from the top management of 669 hospitals in Korea through the self-administerd questionnaires. Of the 175 respondents, 171 questionnaires were used as final data and analyzed using $X^2$ test. The results of the study are as follows. 1) It is found that 49.7% of the study hospitals are operating the annual salary system. 2) Among the hospitals which are not operating the annual salary system, 49.2% have the plan to implement the system and 44.5% have not decided yet whether they introduce the system or not. 3) The proportion of the hospitals which have the plan to implement the annual salary system within 5 years is 96.8%. 4) The proportion of the hospitals which will begin the system only with full-time physicians and middle level managers is 36.2%, while that of the hopsitals which will apply the system to all employees is 30.5%. 5) Hospital Administrators seems to prefer to 10-20% salary gap for the introduction period among the employees with same salary. 6) Most of the respondents are willing to accept the payment system based on the performance. 7) The major issues which should be dealt with before the implementation of the annual salary system are the establishment of the objectivity of performance evaluation criteria, the improvement of teamwork, and the maintenance of organizational commitment. 8) The desirable criteria for employee evaluation are found to be the mixture of the ability, job position, tenure, and the job difficulty.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.1
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• pp.108-117
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• 2013

Purpose: To analyze trends in salaries for registered nurses when compared with salaries for elementary school teachers from 2002 to 2009 and identify salary gaps of nurses according to workplace size and geographic location. Methods: Data were obtained from the Occupational Employment Statistics collected by the Korea Employment Information Services each year from 2002 to 2009. The study sample consisted of 2,281 registered nurses and 2,578 elementary school teachers. Linear multiple regression analyses were conducted to analyze salary trends and differences. Results: Elementary school teachers had higher monthly salaries than nurses with a baccalaureate degree after adjusting for years of work. Salary differences increased significantly by 40,000 won every year (p<.001). Nurses working in large facilities in Seoul had the highest salaries, whereas those in small/medium, non-Seoul facilities had the lowest salaries consistently over time. Salary differences between the two groups increased by 47,000 won every year (p=.001); salary differences between nurses in large, non-Seoul facilities and those in small/medium, non-Seoul facilities also increased by 40,000 won annually (p=.001). Conclusion: Geographical imbalances in the nurse workforce and nurse shortages in small/medium, non-capital facilities could be reduced by increasing the salary of nurses working in those facilities.

• Journal of the Korean Home Economics Association
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• v.42 no.5
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• pp.175-192
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• 2004

The purpose of this study was to examine the preferences and needs of middle-aged salary workers' to make silver town their future care type. The sample of this study consisted of 837 middle-aged salary workers living in Seoul, Daejeon, Jeonju, Daegu, Gyonggi-do, and Jeju-do. Statistic values that were used for the analysis were frequencies, means, and logistic analysis. The major findings were as follows : First, 91.5% of the middle-aged salary workers needed silver town as their future care type and 63.2％ of all workers wanted to live in the silver town. Second, the most frequent reason for choosing silver town as their care type was the convenience of their daily life. For the most part, salary workers answered that they would be moving to a silver town when they have some problems with mobility. Also, they wanted to pay for a deposit of 54,620,000 won and a monthly payment of 870,000 won. Third, the significant factors affecting the salary workers' preference to silver town were the respondent's sex and job, possession of a first child or not, real estate asset and monthly household income, subjective recognition for their economic status, having savings for their future, and the preparation for elderly life.

• Journal of Families and Better Life
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• v.25 no.2 s.86
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• pp.89-104
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• 2007

The purpose of this study was to analyze the affecting factors on male salary workers' level of retirement planning. The focus was on the causal effects on salary workers' attitude toward retirement and their level of retirement planning. The major findings were as follows.: First, the salary worker's attitude toward retirement was neutral, neither positive nor negative, and they estimated their level of retirement planning relatively high. Second, the major factors affecting on attitude toward retirement were salary workers' age, their current economic status, and future perspectives for the post-retirement life. Third, the major affecting factors on level of retirement planning were salary workers' age, health status, and level of self-esteem, household net asset, savings and investment for elderly life, and attitude toward retirement. forth, the causal effects on the level of retirement planning was verified, and attitude toward retirement had direct effect as well as indirect effect on the level of retirement planning. From the findings, it can be concluded that the salary workers' attitude toward retirement played a important role in the process of retirement planning.