• 한국의류학회지
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• 제33권2호
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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.

• 한국의류산업학회지
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• 제13권2호
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• pp.242-252
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• 2011

The purpose of the study was to investigate customer loyalty programs of diverse types of retailers. As offline retailers, department store and discount store retailers were examined, and as nonstore retailers, online store and TV home shopping retailers were investigated. Types of customer loyalty programs were analyzed based on Dowling and Uncles'(1997) loyalty program framework which included two schemes, types of reward(direct versus indirect rewards) and timing of reward(immediate versus delayed rewards). The study found that different types of retailers utilized different types of loyalty programs: Department store used all the type of rewards, discount store focused on direct/immediate rewards, online store retailers used direct/delayed rewards and/or direct/immediate rewards, and TV home shopping retailers focused on direct/delayed rewards. The study provided diverse managerial and academic implications.

• 가정과삶의질연구
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• 제21권2호
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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.

• 산경연구논집
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• 제9권7호
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• pp.71-82
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• 2018

Purpose - This study examined the effects of intrinsic and extrinsic motivation on employee creativity. Past research has consistently shown that intrinsic motivation is positively related to creativity. Yet conflicting results have been reported about the relationship between extrinsic motivation and creativity. To explore the reason why extrinsic motivation can either help or hurt creativity, we examined the role of contingent rewards as a moderator and tested whether either tangible or intangible rewards contingent upon creative performance significantly impact the relationship between extrinsic motivation and creativity. Research design, data, and methodology - Survey data was collected from employees working for diverse organizations in Korea through online research firm. Only employees who reported their job or organization provided opportunities to use their creativity were allowed to continue the survey. Out of 305 initial responses collected, those with too much missing data were deleted, which finally left 278 responses for statistical analyses. To examine the validity of the measurements, confirmatory factor analysis was first conducted. Next, to test the hypothesized relationships, multiple hierarchical regression analyses were conducted. Results - As hypothesized, both intrinsic and extrinsic motivation had positive effects on creativity. It was shown that contingent rewards did not influence the positive relationship between intrinsic motivation and creativity, but did significantly moderate the relationship between extrinsic motivation and creativity in a way that tangible rewards strengthened the relationship while intangible rewards mitigated the same relationship. Conclusions - This research enhances our understanding on the relationship between motivation type, rewards, and creativity. Intrinsically motivated employees showed a high level of creativity regardless of whether rewards were expected or not. In contrast, extrinsically motivated employees showed more or less creative behavior depending on whether they were expected to have tangible or intangible rewards. As extrinsic motivation is typically associated with tangible rewards such as pay, promotion, etc., tangible rewards were seen to be more effective in promoting creative performance from extrinsically motivated employees than intangible rewards. Our findings make a significant theoretical contribution to reconcile prior inconsistent findings. Furthermore, they provide useful insights for managers and organizations into developing effective strategies for facilitating employee creativity.

• The Journal of Asian Finance, Economics and Business
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• 제8권11호
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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.

• 예술인문사회 융합 멀티미디어 논문지
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• 제6권12호
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• pp.605-619
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• 2016

본 연구는 최근 스마트폰을 활용한 모바일 광고로써 많은 관심을 받고 있는 리워드 어플리케이션은 어떠한 효과가 있는지 확인하고자 하였다. 따라서 모바일 광고인 리워드 어플리케이션을 사용하는 사용자 특성과 인구통계학적인 특성 그리고 리워드 어플리케이션 특성에 따라 이용만족과 지속적 이용의도에는 어떠한 차이가 있는지 확인하였다. 연구결과는 다음과 같다. 첫째, 리워드 어플리케이션사용자 성별과 적립금 사용 경험 유무에 따른 리워드 어플리케이션 이용만족에는 상호작용효과가 있음을 확인하였다. 둘째, 리워드 어플리케이션 사용자 유형과 사용자 성별에 따른 리워드 어플리케이션의 지속적 이용의도에는 상호작용효과가 있음을 확인하였다. 셋째, 리워드 어플리케이션 사용자 성별과 적립금 사용 경험 유무에 따른 리워드 어플리케이션의 지속적 이용의도에는 상호작용효과가 있는 것으로 확인되었다. 이상의 연구는 모바일 리워드 어플리케이션 활성화시키기 위한 마케팅 전략의 기초자료를 제공하였다는 것에 의의를 두고자 한다.

• 복식문화연구
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• 제1권1호
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• pp.95-111
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• 1993

The purpose of this study was to find out the relationship between the conspicuous consumption of clothing and status inconsistency. For this study, two kinds of guestionnaires were conducted to collect data for the conspicuous consumption variables of clothing and status inconsistency variables. Status inconsistency was measured by educational levels and occupational levels of married women and their husbands, the family′s total income. Status inconsistency was defined by the inconsistency among married women′s and their husband′s educational levels, family′s total income, their husband′s occupational levels. In order to investigate status inconsistency effects, when their investment (education0 are lower than their rewards (income or occupation) they are classified as over-rewarded inconsistency, while their investments is higher than their rewards, as under-rewarded inconsistency, and their investments are equal to their rewards, as consistency. The conspicuous consumption variables in clothing were consisted of seven variables; Brand-oriented, Fashion-oriented, Leisure-showing, Leisure-oriented purchase of clothing and Excessive expenditure to purchase of clothing, purchase of Imitation clothing in well-known brand and purchase of Expensive clothing from abroad. Data were obtained fro m436 housewives living in Kwang-ju are a and analyzed by F-test, Pearson′s Correlation and Frequency. The results of this study were follow; When the subjects were divided into three group according to their status inconsistency type, there were significant differences (P<.05 or P<.01) among groups of conspicuous consumption variables in clothing. The groups of "under pivileged" status inconsistency type and "over rewarded" status inconsistency type were tend to show conspicuous consumption in clothing than other type of status inconsistency groups.

• 한국학교보건학회지
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• 제30권2호
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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.

• 간호행정학회지
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• 제3권2호
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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.

• 한국노년학
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• 제28권4호
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• pp.1147-1164
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• 2008

본 연구는 현재 한국사회에서 급증하고 있는 조손가족의 성격과 경험의 다양성을 탐색해보는 연구의 일환으로 조손가족 조모들이 손자녀를 양육하면서 겪는 어려움(비용)과 더불어 긍정적 측면(보상)을 함께 탐색해보았다. 이에 조모의 양육 보상 및 비용 지각의 수준 차이를 살펴보며, 조모 및 손자녀 특성, 가구 특성, 정부의 지원이 조모의 보상 및 비용 지각에 미치는 영향력을 파악하였다. 또한 양육 보상-비용 지각의 유형화를 시도함과 아울러 각 유형집단이 가진 특성을 고찰하였다. 한명 이상의 18세 이하 손자녀와 동거하면서 주양육 책임을 지고 있는 조모 449명으로부터 수집한 자료를 분석한 결과, 우리나라 조손가족 조모는 양육에 대한 비용을 지각하는 것과 동시에 보상 또한 높은 수준에서 지각하는 것으로 나타났다. 양육 보상감을 종속변수로 한 위계적 다중회귀 분석 결과, 조모의 경제적 형편, 손자녀의 연령, 손자녀의 기질적 특성 등이 유의미한 영향을 미치며, 친족지위, 정부의 도구적 지원 등도 유의미한 영향력을 가지는 것으로 나타났다. 양육비용을 종속변수로 한 분석결과에서는 조모의 신체적 건강, 경제적 형편, 손자녀 수, 양육동기가 비용감에 유의미한 영향을 미치는 것으로 나타났다. 양육보상-비용 지각 수준을 기준으로 유형화 작업을 실시한 결과, 4개의 유형이 관찰되었으며 가장 많은 수의 응답자가 <보상고(高)-비용저(低)>집단에 속하는 것으로 나타났다. 이는 조손가족의 부정적 측면, 즉 높은 비용에 초점을 맞추는 기존 시각을 재검토할 필요성을 제기하는 결과라고 할 수 있으며, 조손가족 조모의 손자녀 양육경험이 다양한 양상임을 시사한다고 하겠다.