• Journal of Korean Society of Industrial and Systems Engineering
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• v.39 no.3
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• pp.118-128
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• 2016

The purpose of this study is to verify the role of moderating effect of pay system on the relation between organizational justice and employee's pay level satisfaction. By default, it would be a justice find out a positive impact on pay levels satisfaction members feel. It will examine the mediating effect of the wage system the main purpose of this study is to prove their relationship. A survey was conducted to examine the role of moderating effect of pay system on the responses of 218 employees. sex, education, status, and service type were chosen as control variable, and the regression model which treated the distributive justice and procedural justice as independent variable was set. A pay system was supposed as moderating variable of the relation between organizational justice and pay level satisfaction, In addition the pay system have a dummy variable (if pay system is lower than the average, pay system is 0, else pay system is 1). The result showed that the relation of organizational justice and pay level satisfaction are significantly unique. This means that pay system moderates the relation of organizational justice and pay level satisfaction. These results are different from the prior researches which had treated pay system as mediative variable of organizational justice and pay level satisfaction. This difference may be from the property of attitude variable. For example, pay satisfaction is individual-based attitude. Moreover, organizational committment has the instrumentality for future reward, while pay satisfaction does not. The future study should consider the properties of these variables and other employee's attitude variables.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.2
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• pp.281-295
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• 1999

The purpose of this study is to provide the basic data for the development of new pay system of hospitals by analyzing the status and problems of current pay system. The pay systems of 20 nationwide hospitals were analyzed and compared with the average pay level in Korea. In addition, the annual trend of pay system was analyzed. Based on this study, the following suggestions can be made. First, the pay levels of hospitals are, in some types of workers, lower than average. Hospitals should take much efforts to improve the payment capability through the effective management. Second, the effort to raise the proportion of basic pay to the total pay and to simplify the pay system on the basis of basic pay rather than the allowance and bonus should be made. Third, the pay system based on the length of service should be revised into the one based on work capability, achievement and performance in case of professional, clerical and managerial jobs. Fourth, the pay system determined depending on the power relationship between the labor unions and the management should be improved into the one, with which workers can feel reliable and satisfied through the revealing of the payment ability and the management improvement.

• Journal of Industrial Convergence
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• v.1 no.1
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• pp.171-183
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• 2003

The purpose of this paper was to indicate the direction of the proper merit pay system against changing process of pay system and problems of seniority pay system in Korea. The results play an important role in settling of rational pay system in our industry.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.521-531
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• 2006

Purpose: The purpose of this study were to examine the pay system and pay form of hospital nurses. Methods: This study performed secondary analysis on the existing data and employed a case study design. Data were collected from May 1, 2005 to September 30, 2005. Analysis of the results was carried out using SPSS win 12.0 for frequency, percentage, mean and standard deviation. Results: All hospitals did have pay steps considering the seniority rule. Each hospital had a variety types of an allowances, the criteria of the payment, and the bonus. The majority of payment form was a monthly pay. Several suggestions could be drawn from this study. The pay system of the hospital nurses should reflect market pay and pay system should be set up according to the value of duty, performance, and expertness of hospital nurses and should be clear and lucid. Conclusion: Pay is a major function of human resource management and is a motive to nurses. Each hospital's pay system is different outwardly but it is the same as internally. Therefore pay system and form should reflect a value of the duty and the expertness and performance of nurses.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2010.05a
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• pp.554-557
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• 2010

Pay Per Drive System can be a new solution for improving the traffic congestion and air pollution by not only taxing on the driving distance but also taxing different proportion with driver' s location and time. Thus it gives us new concept of the area and time of traffic jam, as a result, we can find a natural and efficient transportation mechanism and reduced air pollution. Also this system can trace the driver' s location by GPS, it can provide Black Box function on every car on the road. We propose the method of advanced transportation service by Pay Per Drive System.

• 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.

• The Journal of the Korean dental association
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• v.54 no.5
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• pp.374-383
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• 2016

The purpose of this study is to analyze the determinants of pay satisfaction of dental employees. The questionnaire used in this study consists of personal characteristics, characteristics of workplace, administration of pay, Pay satisfaction questionnaire (PSQ). PSQ was translated, and backward translation into korean was implemented. A pilot test was conducted with 25 dental employees to complete the questionnaire. Survey was conducted from February to July in 2015, receiving 323 valid responses. Anova or t-test was conducted with categorized characteristics, by calculating pay satisfaction scores. Principal factor analysis which is an exploratory factor analysis was conducted to investigate the consistency of pay satisfaction. Multiple regression analysis was conducted to investigate how much effect the variables have on pay satisfaction. The result of principal factor analysis showed that pay satisfaction consists of 3 factors which are 'paying system', 'pay level', 'benefits'. 'Pay raise' which was one of 4 factors of original PSQ was not the factor of pay satisfaction of dental employees. The result of analysis of characteristics showed that the scores of paying system between dental clinic and dental hospital had significant difference. The result of multiple regression analysis showed tendencies pay satisfaction increases when age and monthly income increases and whole career and the number of unit chairs decreases. Increasing the autonomy of employees and simplification of paying system would improve pay satisfaction efficiently. When age increases, the pay level increases because of the seniority-based pay structure, and this leads to the higher satisfaction. The higher amount of pay leads to higher satisfaction. The expectation over pay increases relatively higher than the increase of pay level and this leads to the less satisfaction. When the number of unit chairs is fewer, the workplace is smaller, so the employees have more autonomy, and this leads to higher satisfaction.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.31-44
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• 2011

The objectives of this study were first to inspect the background information of an incentive pay system in hospitals, which provide specialized services for the public, the current status of hospitals with the system, as well as effects produced by introducing it, and then to come up with measures to invigorate the system. According to the findings of a survey, a total of 123 out of 150 hospitals responded that they applied the system to their HR management, some fully or some partially, which accounts for 82.0 percent. This study suggested that the following strategies to invigorate the incentive pay system: having a clear objective when adopting the system; concerted performance targets; practical yet worth challenging business objectives; transparent information disclosure; and establishing a confidence-building system between labor and management. Mutual trust between labor and capital should be a key factor for the successful implementation of the incentive pay system.

• Asia-Pacific Journal of Business
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• v.9 no.4
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• pp.49-65
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• 2018

This paper illustrates the competition between the mobile pay and credit card systems by utilizing the theory of two-sided markets. Two firms, as platforms, maximize the profit collecting fees from consumers on one side and from retailers on the other side. Consumers pay to buy goods and services with mobile pay, credit card, or cash. The basic model is one that each platform maximizes its profit. We show that the fees for credit card holders and retailers are higher than the respective costs. The fee for retailers of the mobile payment is higher than its cost, while the buyer's fee may be higher or lower than its cost. Applied model is the one that employs the delegation game model. The total profit of the mobile pay system is composed of its profit and the weighted demand for the mobile pay. It is shown that buyers' fee under the applied model is lower than that under the basic model, resulting in an increase of the demand for the mobile pay. The fee for the retailers rises, albeit the sum of fees for the buyers and retailers falls. The profit for the mobile pay system is increased, while that for the credit card company stays the same.

• International conference on construction engineering and project management
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• 2011.02a
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• pp.521-525
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• 2011

Although the Korean construction industry has risen rapidly, the quality of the buildings is not met with the industry standard compared to the potential of the technology development and the cost of maintenance has been increased. The user's request for quality have been increased, but in the current building construction, the contractors only follow the specifications of design, material and technology, and their main concern is whether they are in right track with the specification or not. Thus, the necessity of developing technology has been ignored and sufficient opportunities for the development have not been provided as well. In the developed countries, in contrast, the quality assurance and the payment regulation system has been utilized for the active response to the changes of users' request. As a result of this, the maintenance cost has been decreased and the development of construction technology has been improved. Therefore the pay adjustment system is needed to create the improvement of the quality of the buildings by the contractors' earnest building construction. In order to introduce the pay adjustment system suitable to the Korean construction industry, this study presented the logical method of adjusting the construction cost and making payment with the pay adjustment index that is created based on the result of the performance test, after making a set of the indicators of the building performance standard and applied them to the targeted building.