• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.12
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• pp.5728-5737
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• 2012

The main objective of this study is to investigate the factor of participation motivation, recognition and reward affecting the continuance will of university student volunteers. For the research, participation motivation was consisted of egoistic motives and altruistic motives. Recognition and reward(R&R) were consisted of psychosocial R&R, educational cultural R&R, and economic R&R. The results of this study were summarized as follows: Frequency analysis and descriptive statistics showed that participation motivation was mixed, psychosocial R&R was higher than economic R&R. By using a multiple regression, egoistic motives and altruistic motives had a positive effect on the volunteers' continuance will, and psychosocial R&R and economic R&R had a positive effect on the volunteers' continuance will. This study finally discussed theoretical and practical implications for university student's volunteer strategies on the results.

• Journal of Korean Society of Disaster and Security
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• v.5 no.2
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• pp.49-59
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• 2012

The safety management of the emergency exit, by directly related to the $civil^{\circ}$Øs dead in the fire situation, have limited by which the fire station take the on-side and control-centered way of business processing, it is expect to the effects in which the citizen have to concern and to take part. From 2010 years in the back-ground, it is operated nationally the report and reward system on an illegal behavior of the emergency exit, it is happened to the unfit operating situation in the mission and direction of the system up which the exit paparazzi act with intent to receive the reward payments. The study suggests solution through analyzing the illegal emergency exit operation result of sixteen counties and the Seoul metropolitan from year 2010 to 2011. Firstly, the report destination is adjusted to the multiple use establishments and the large-scale multiple use facilities over the limit level is limited under five times the report events of the same people in the minor endorsement. And the fine incomes should be invested to the disaster prevention acting related with the exit. Secondly, for upgrade of the report accuracy, a reporter is received the possible information for the confirmation of an illegal act, has become to lead the pre-monitoring act which the reporter is can to take the safety education and to guide the information about season and vulnerable business location. Finally, considering the support way about the encounter facility, the fire officer is not happen to occur the repetitive report in the same place, is related to the volunteer service system the report acts, consider as the volunteer service time, and must support them to act as the disaster prevention volunteer.

• Journal of Information Technology Applications and Management
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• v.25 no.1
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• pp.67-85
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• 2018

We propose a noise reduced risk aversion index for measuring risk aversion through a laboratory experiment to overcome disadvantages of the multiple pricing list format developed by Holt and Laury (2002). We use randomized multiple list choices with coarser classification and reward weighting, supplement the rank of risk aversion with extra individual characteristics of risk attitude, and construct an index of risk aversion by standardizing the risk aversion ranking with quantile normalization. Our method reduces multiple switching problems that noisy decision makers mistakenly commit in experimental approaches, so that it is free of the framing effect which severely occurred in the HL. Furthermore, the index doesn't utilize any specific utility function or probability weighting, which allows researcher to hold the independence axiom. Since our noise reduced index of risk aversion has many good traits, it is widely used and applied to reveal fundamental characteristics of risk-related behaviors in economics and finance regardless of experimental environment.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.291-304
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• 2013

This study analyzed the effects of Employee Value Proposition (EVP) and the impotance of a job rotation system on the subjective career success. The total 379 samples were surveyed from employees engaging in domestic hotel enterprises located in Seoul using convenient sampling method. The result of this research is as followings. First, EVP has total 5 factors('career development,' 'affiliation,' 'work environment,' 'work content' and 'pay & reward') and job rotation has total 3 factors('individual capacity improvement,' 'procedural justice,' and 'career development'). Second, the results of hypotheses test using a series of multiple regression analysis indicate that EVP factors including 'career development,' 'affiliation,' 'work environment,' and 'work content' influence subjective career success. However, EVP factor of 'pay & reward' does not influence subjective career success. Similarly, EVP factors excluding 'pay & reward' affect a job rotation system. Lastly, a job rotation system positively affects subjective career success. Based on the analysis results, we could draw the importance of the non-financial reward instead of financial reward in the perception of employees' subjective career success. As a research implication, the importance of the creative organization culture was suggested in the conclusion section.

• The Journal of Korean Academy of Sensory Integration
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• v.20 no.3
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• pp.38-47
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• 2022

Objective : We investigated how sensory processing patterns contribute to temperament and character traits in undergraduate students. Methods : A total of 107 undergraduate students were recruited in September 2022 via convenient sampling method. They completed the Adolescent/Adult Sensory Profile and the Temperament and Character Inventory. Multiple regression models were applied to analyze the effect of sensory processing quadrants (low registration, sensation seeking, sensory sensitivity, sensation avoiding) on each temperament (novelty seeking, harm avoidance, reward dependence, persistence) and character (self-directedness, cooperativeness, self-transcendence) traits. Results : Sensation seeking significantly predicted high levels of novelty seeking, reward dependence, persistence, self-directedness, and self-transcendence but low harm avoidance. Low registration predicted high harm avoidance but low levels of reward dependence, persistence, and self-directedness. Reward dependence was predicted by high sensory sensitivity and low sensation avoiding. Conclusion : This study demonstrated that sensory processing patterns affected novelty seeking, harm avoidance, reward dependence, persistence, self-directedness, and self-transcendence in young adults.

• Industrial Engineering and Management Systems
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• v.4 no.2
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• pp.198-206
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• 2005

The single sourcing policy, in which an automobile manufacturer purchases identical or similar parts from one supplier, has an advantage of scale economy. Meanwhile, multiple sourcing policy, which allows procuring similar parts from multiple suppliers, has benefits of dispersing risks and promoting competition among suppliers. This paper analyzes the procurement policies by presenting a model of the Japanese automobile parts trade. It concludes that maturity of technology involved should be taken into account besides above-mentioned factors which have traditionally been recognized. For parts produced using evolving technologies, the single sourcing enhances purchaser’s benefits because of the scale economy in learning process. In the meantime, multiple sourcing is more beneficial to the purchaser if the parts are based on mature technologies. In either policy, if the technology involved is evolving, motivating suppliers by returning a great part of cost reduction as a reward to them may eventually increase profit for the purchaser. The conclusion supports the situation where the number of suppliers is being cut down as the trend of modularization and system deliveries of parts progresses in the auto parts industry, and suggests that returning part of benefits to parts suppliers may be encouraged from the viewpoint of auto manufacturers’ own interest.

• Korean Journal of Occupational Health Nursing
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• v.21 no.2
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• pp.134-144
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• 2012

Purpose: The purpose was to investigate the relations among job-stress, self-efficacy, and depression of nurses. Methods: The data were collected from a random sample of 213 nurses working in two general hospitals of a local area. A self-reported questionnaire was used to assess the level of job-stress, self-efficacy, and depression. Results: The mean score of job-stress was 49.1 and the score of job demand was the highest. The mean score of self-efficacy was 3.4, and depression was 18.2. The prevalence of depression was very high. The job-stress and depression were negatively correlated with self-efficacy. Hierarchial multiple regression showed that the self-efficacy and the high job demand, lack of reward, and organizational injustice of job-stress explained 53% of the variance for the nurses' depression. Conclusion: The findings indicated that the self-efficacy and job stress, especially job demand, organizational injustice, and lack of reward contributed to the depression. In order to prevent and decrease the depression, the developing programs to improve self-efficacy are needed.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.10 no.8
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• pp.3602-3620
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• 2016

Dynamic topology is one of the main influence factors on network performability. However, it was always ignored by the traditional network performability assessment methods when analyzing large-scale mobile ad hoc networks (MANETs) because of the state explosion problem. In this paper, we address this problem from the perspective of complex network. A two-layer hierarchical modeling approach is proposed for MANETs performability assessment, which can take both the dynamic topology and multi-state nodes into consideration. The lower level is described by Markov reward chains (MRC) to capture the multiple states of the nodes. The upper level is modeled as a small-world network to capture the characteristic path length based on different mobility and propagation models. The hierarchical model can promote the MRC of nodes into a state matrix of the whole network, which can avoid the state explosion in large-scale networks assessment from the perspective of complex network. Through the contrast experiments with OPNET simulation based on specific cases, the method proposed in this paper shows satisfactory performance on accuracy and efficiency.

• Fashion & Textile Research Journal
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• v.11 no.3
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• pp.399-408
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• 2009

The purpose of this study is to analyze whether leadership of team leaders and trust of team members have an effect on job commitment and satisfaction in fashion companies. A survey was conducted from December 8 to 22 in 2008, among team members of fashion companies. The data was collected with 464 subjects, the statistical analysis methods were frequency analysis, factor analysis, reliability analysis and multiple regression analysis. The results of this study were as follows; first, contingent reward, intellectual stimulation and individualized consideration of leadership had an effect on all factors of trust. Charisma of leadership had an effect on calculus-based trust and identification-based trust, but management by exception had an effect on knowledge-based trust. Second, calculus-based trust and identification-based trust about team leaders had an effect on job commitment and satisfaction of team members. Third, charisma, contingent reward and intellectual stimulation of leadership had an effect on job commitment and satisfaction of team members.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.2
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• pp.231-241
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• 2007

Purpose: The purpose of this study was to identify the effects of nurse's internal marketing on job satisfaction, turnover intention, and customer orientation. Method: The subjects were 559 nurses were working in 3 general hospitals. The data were collected from October 20 to November 15, 2006. For data analysis, descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used. Results: The mean score of the total internal marketing was 2.68, communication 3.03, vacation and suspension from office 2.64, education and training 2.60, reward system 2.56, work environment 2.53, and employment benefits 2.38, total job satisfaction was 2.96, turnover intention was 3.10, and customer orientation was 3.76. 'Internal marketing', and total subcategories of internal marketing were positively related to job satisfaction. 'Internal marketing', and total subcategories of internal marketing were negatively related to turnover intention. 'Internal marketing', 'communication', 'vacation and suspension from office', 'education and training', and 'work environment' were positively related to customer orientation. Conclusion: Through this results, to increase job satisfaction and customer orientation and to decrease turnover intention, it is necessary to concentrate on improving internal communication and reward system in the internal marketing strategy.