• 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.

• 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.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.1-11
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• 2015

Objectives : The aim of this study was to identify the relationship between Organizational Citizenship Behavior (OCB) and quality of service (QoS) on pay satisfaction for employees at small-and medium-sized hospital that adopted an annual salary system. Methods : The subjects were 136 employees working at 2 Small-and Medium-sized Hospitals in Seoul and Daejeon. The data were collected from May 11 to May 22, 2015 using a structured questionnaire. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, ANOVA and Scheffe test were used with the SPSS 21 package. Results : The mean score for pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system was 1.74. The mean score for OCB and QoS was 4.02 and 4.43, respectively. The pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system were positively related to the OCB. Pay satisfaction was positively related to the QoS; however, it was not statistically significant. The OCB and QoS showed a significant difference in age, marital status, and education level. Conclusions : Small and Medium sized Hospitals have to develop an efficient pay management system which evaluates the CSFs and KPI of every department or staff member.

• Journal of Korea Port Economic Association
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• v.38 no.2
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• pp.139-152
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• 2022

In this paper, samples are collected for individual companies and the factors affecting worker wages (average annual salary) are analyzed in depth. In addition to the average annual salary of workers in a company, we would like to conduct an in-depth analysis of the average annual salary of first-time employees. Specifically, we tried to explain the size of companies, the production structure of capital and labor, and the impact of business on the average annual salary of first-time, college, and graduate school graduates by educational background of first-time employees. The difference in average annual salary of first-time employees of logistics companies is a decisive factor in the main project on sales, and first-time graduates and college graduates provided high salaries in the overseas passenger cargo transportation, port operation, and unloading management, and low salaries in the land cargo and warehouse industries. n addition, Korean logistics companies had relationships between the location of the headquarters, the number of employees, the proportion of labor costs to sales, and the four characteristic factors of the main business on sales. This fact is that Seoul-based foreign passenger cargo transportation, corporate logistics agency, complex transportation, and international transportation relay are large companies, with a low proportion of labor costs and a higher proportion of capital, technology, and information-intensive investments.

• Journal of Technology Innovation
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• v.4 no.1
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• pp.83-128
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• 1996

This paper explores desirable features of annual salary system a corporation can adopt to design it for R&D personnel or staff. This research, in particular, purports to examine how effective the money compensation is used to motivate R&D personnel and some differences with respect to their research areas, educational backgroudns and professional positions. In addition, the paper analyzes the motivational effectiveness of non-money compensation by comparing the preference level of the money and non-money rewards such as recognition, autonomy and responsibilities, etc. The response of R&D personnel as analyzed in this paper would provide a helpful reference for designing an annual salary system in R&D group.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.424-432
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• 2018

Job-wage is "a compensation system in which the basic pay is determined by the value of the task regardless of the nature of the person performing the task." The retirement age of workers in 2016 is trying to improve the wage system due to the enactment of the 60-year-old law. The performance salary system introduced in the previous administration try to switch the government of Moon Jae-in. In other words, the introduction of performance salary from the Seniority based Wage and the shift to the job payment system are taking place. This study analyzed case agencies in connection with the transition of job wage to public agencies. In other words, based on the awareness of the employees involved to the contents of the transition of the performance annual salary system to the job wage system analyze empirically. This study finds that there was strong negative perception of the performance-based pay system as a whole and the shift to a job wage system was also highly opposing. It was revealed that efforts to improve the problem are needed to improve performance annual salary system, to reverse the negative perception of job wage, to prepare fair evaluation criteria for performance and job duty and to persuade employees who oppose job change.

• Journal of the Korean Data and Information Science Society
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• v.23 no.2
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• pp.285-298
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• 2012

This research deals with a relationship between the performance of Korean professional baseball players and their annual salaries. It is based on the sabermetrics, which measures the performance of baseball batters in a refined way. We collect the records of batters of eight professional baseball clubs during the season 2009 and 2010. Then, we calculate every index of the sabermetrics. Principal component analysis is used for examining the relationship between those indexes of sabermetrics and annual salary for the next year. In general, batters who show higher performance get more salary. The result of this research can be useful in order to reach an agreement on salary between a player and his club partner.

• Journal of the Korean Data and Information Science Society
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• v.28 no.2
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• pp.317-326
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• 2017

In this paper, we investigate the effects of performance and non-performance variables attributed to Korean professional baseball pitchers on annual salary by the records about pitchers between 2010 and 2016. We select the variables in reference to previous research related to this topic. The models are then estimated using linear regression model. For pitchers, age, experience in the league, year, eligibility for free agency, the number of wins, WAR, the number of innings pitched, the number of games, the number of saves, the number of games started, and type of baseball team have a statistically significant effect. Among the notable factors, affecting pitchers salaries are largely measure of starting pitchers. Pitcher sabermetrics indexes were poorly reflected on annual salary. The model presented here can be used to remove any unobjective salary differences for Korean professional baseball pitchers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.356-373
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• 2017

The purpose of this study is to empirically analyze whether performance-oriented remuneration systems in public thermal power generation companies substantially induces organizational commitment of employees, and contributes to organizational performance. According to the study, adequacy of salary and individual work evaluation have significant effects on organizational commitment, whereas external and internal evaluations for pay-for-performance remuneration systems do not have a significant effect. Annual salary for performance and pay-for-performance systems have a significant influence on organizational performance. In addition, because annual salary and individual work evaluation of the performance-oriented remuneration system have significant effects on both the indirect effect, through organizational commitment, as well as the direct effect on organizational performance, there exists a partially mediated effect on organizational commitment. Conversely, because external and internal evaluations do not significantly affect organizational commitment, there is no means of verifying the mediating effect. Studies suggest that a fair annual salary system for performance employed in conjunction with a pay-for-performance system will provide positive impacts on organizational performance and employee loyalty.

• The Korean Journal of Applied Statistics
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• v.24 no.2
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• pp.435-443
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• 2011

On March 2011, an annual salary plan was applied to new faculty members in National Colleges and Universities. In 2015, all tenured faculty members will receive salaries based on annual performance evaluations. The efforts and accomplishments of faculty are normally assessed according to a standard formula of 40% teaching, 40% research and 20% service. In almost all colleges and universities, student course evaluations may be considered as the only measure of the perceived quality of the courses offered by the faculty member. The mandatory course evaluations are becoming prevalent in Korea. The results of course evaluations do not reflect the fairness and the appropriateness of the quality of the course taught by the faculty member and should not be considered under the teaching evaluation criteria.