• 아태비즈니스연구
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• 제11권3호
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• pp.185-198
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• 2020

Purpose - The purpose of this study is to examine the effect of performance-related pay on gender labor productivity differences theoretically and empirically. Design/methodology/approach - This study analyzes the Principal-Agent model in which a firm employes many male and female workers under moral hazard, and uses large survey data from Survey of Business Activities of MDIS (MicroData Integrated Service) in Korea. The fixed-effect model is employed in order to analyze the data. Findings - The theoretical result is that, after performance-related pay is offered to workers, the effect of performance-related pay on gender productivity is determined by whether the female ratio within firm affects firm's performance(such as revenue and profit) per capita. The empirical result is that, before performance-related pay is provided for all workers, the firm's female ratio does not affect firm's revenue and profit per capita at all, but after it is offered, the female ratio positively affects firm's performance per capita. Research implications or Originality - Fixed pay does not bring about the difference between male and female productivity, but performance-related pay affects female productivity more positively than male productivity in Korean firms. It means that female workers are more sensitive to incentives than men in Korea.

• 한국병원경영학회지
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• 제4권2호
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• pp.162-191
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• 1999

This study was conducted to establish finance performance evaluation model for physicians in each clinical department, by using factors which determines financial outcome(performance) in each clinical department The ultimate aim of study is to develop effective performance-based pay system for physicians. The system, by motivating physicians, should increase their productivity. To do so, it is critical to establish finance performance evaluation model to achieve final goal of this study. 232 private hospitals were chosen from 693 hospitals which were subject to hospital survey by the Korea Institute of Health Services Management and their revenue and expense-related data during 1997 were collected. By adopting multiple regression method, the study shows that the evaluation model for each clinical department was statistically significant. The study suggest the effective performance-based pay system based on financial performance of each clinical department. The pay system includes the level of compensation, the way of how to allocate profits to each department, and criteria whether the compensation should provide or not. In conclusion, the study has following implications. First, the study suggest finance performance evaluation model for each clinical department Second, the study suggest guidelines and plans to establish qualitative measure of financial performance in each clinical department. Third, the study suggest that adopting performance-based pay for physicians could be impetus to achieve organizational goal by motivating them with fair compensation.

• 한국항해항만학회지
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• 제37권5호
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• pp.471-480
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• 2013

Pay-for-performance plans are some of widely used human resource practices in many firms, including shipbuilding, for productivity and motivational improvement purposes. Such plans play an important role in industries that are highly labor-intensive, and where effective management of human resources is critical to business operations, such as the shipbuilding industry. Those practices can have large impact on employee performance and ultimately company competitiveness. Research studies that show how such incentive plans improve productivity and reported pattern of adoption by firms have spurred the use and adoption in many firms. However, there are also researchers who point out that there are negative consequences to using incentive plans. Therefore it is important for companies to carefully consider the practices they use. In this paper, I discuss research findings that support the practices and critical viewpoints related to pay-for-performance plans. Research findings from Korean literature are, then, discussed. The shipbuilding industry is chosen because proper human resource management is critical in reducing turnover and increasing employee satisfaction. Through a shipbuilding company case, problems related to using pay-for-performance incentive plans and how they affect work-related issues of employee morale, cooperation, and teamwork will be discussed. While positive aspects have been emphasized to drive greater adoption among firms, the resulting consequences of the pay plans need to be seriously considered and improvements upon the plans made by firms. Improvement suggestions are discussed in the conclusions and implications.

• 유통과학연구
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• 제20권4호
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• pp.111-119
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• 2022

Purpose: This study seeks to address the omission through examining the manner in which demographic similarity affects the responses of employees in the retail sector towards horizontal pay dispersion. Through doing so the study will be effective in bolstering the recent efforts of more careful exploration of conditions. Research design, data, and methodology: Scant past studies are available to guide for practitioners in retail sector which compensation strategy might lead adequate job performance for retail sales workers. To suggest possible solution, the present authors used variables of pay dispersion and obtained 317 US retail sale workers in distribution channels to measure the association between pay dispersion and employee job performance. Results: The statistical findings indicated both first and second hypothesis could be acceptable with favorable Beta and T values, resulting high degree of pay dispersion leads a low level of job performance, while a low degree of pay dispersion can motivate retail sales workers to improve their performance. Conclusions: The findings of this study raises an argument that processes of social comparison work in a more vigorous manner. This is thus a representation of the propensity of a retail sales worker to voluntarily resign from an organization when dispersion rates are higher.

• 한국학교보건학회지
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• 제24권2호
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• pp.141-154
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• 2011

Purpose: The purpose is to provide basic information for establishing improvements on performance-based pay's evaluation method of health teachers. Methods: For subjects, 200 teachers at public elementary schools and 200 health teachers at public elementary schools in Gyeonggi-do were conveniently sampled, and then surveyed through a questionnaire. The questionnaire was to recognize recognition of teachers working under the teacher's performance-based pay system, which was quoted in the questionnaire of Choi ji-hye (2005) and Lee mi-gyeong (2008). Inquiry for the recognition of teachers on evaluation of health teacher's performance-based pay system and improvements on the performance-based pay's evaluation method of health teachers were used after consultation with five incumbent health teachers and a review with the thesis director. Results: The performance-based pay's evaluation method of health teachers has the same method with general teachers in schools, so it is not fair to evaluate the performance of health teachers. The ways to improve the performance-based pay evaluation method of health teachers is as follows: first, the approval on improving 'the number of class hours' which is a detailed item of a teacher's performance evaluation criterion to 'the number of health lesson hours per week and the number of students visiting the school infirmary per week'; second, improving 'life guidance' into 'counseling results of medically-treated students, parents of students and personal hygiene guidance'; third, improving 'a teacher in charge' into 'awarding of points by being recognized as a health teacher in charge of all students and considering the economic situation of the region,; forth, improving 'difficulty of position' into 'the number of health-teacher's annual promotion task items and the treatment number of issuing and receiving of official documents', and improving the 'task difficulty' into 'importance and urgency of emergency patient management, risk level and urgency of infectious diseases and avoiding work in charge' appeared to be more than 90% respectively. Conclusion: The performance-based pay system of teachers being carried out every year should be executed by preparing fair evaluation criteria suitable for task properties and the role of health teachers with different evaluation criteria compared to general teachers.

• 간호행정학회지
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• 제12권4호
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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.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2002년도 학술대회지
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• pp.72-77
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• 2002

미국에서는 품질 관리 문제를 해결할 수 있는 아이디어로 지급(Pay) Factor가 사용되어왔으며 현재는 생애주기비용까지 고려한 한층 진보된 지급조정모델 개발에 많은 관심을 가지고 있다. 하지만 이러한 지급조정모델절차의 개발은 품질특성변수 선택의 문제, 품질특성변수의 확률적 분포와 도로 공용성간의 관계 분석의 문제, 그리고 하나의 전체 지급조정모델 개발의 문제 등으로 미 교통부에서 어려움을 가지고 있다. 본 논문에서는 이러한 점을 극복하기 위한 방법론으로 생애주기비용분석을 고려한 몬테카를로 시뮬레이션 접근 방식이 사용되었다. 미 여러 교통부에서 적용 가능한 견본이 될 수 있도록 현 위스콘신 교통국에서 사용중인 도로관리 관련 시스템들에서 데이터를 축출하여 지급조정을 격정하기 위한 분석 절차를 제시하고 이를 근간으로 지급조정모델 결정 지원 시스템을 개발하였으며 민감도 분석을 실행하여 실제 데이터를 사용하여 개발된 지급조정모델의 적정성을 평가하였다. 본 논문에서 사용된 지급조정모델 개발 절차는 한층 정확성을 높인 도로공용성예측모델과 생애주기비용모델을 사용함으로써 실제 프로젝트에 사용 가능할 것으로 판단된다.

• 한국도로학회논문집
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• 제11권3호
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• pp.111-120
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• 2009

본 논문에서는 도로포장의 성능개선을 유도하기 위한 제도적 수단인 공사비 차등지급규정(지불규정)을 제시하고 이를 고속도로 아스팔트 포장 공사에 처음으로 적용한 결과를 다루고 있다. 지불규정을 적용하기 위한 단위구간(lot)은 덧씌우기 포장의 일평균 시공연장으로 정의하였다. 단위구간은 다시 포장의 초기상태 평가를 위한 최소 단위인 세부단위구간(sublot)으로 나누었으며, 세부단위구간에서 측정한 품질항목의 평균과 표준편차를 이용하여 단위구간을 대표하는 품질항목별 지불계수(pay factor)를 산정하였다. 마지막으로, 각각의 품질항목이 포장의 중장기 공용성에 미치는 상대적 영향을 고려하여 합성지불계수를 결정하였다. 본 연구에서 제시한 지불규정은 2008년에 한국도로공사 6개 지역본부(충청, 호남, 경북, 경남, 경인, 강원)에서 시행된 아스팔트 덧씌우기 포장공사에 적용하였으며, 이 과정에서 제기된 고려사항 및 문제점을 정리하였다. 결론적으로, 품질항목에 대한 평가결과가 품질관리한계를 만족하는 경우에는 기존 공사비 대비 최대 50% 가까이 인센티브 지급이 가능함을 알 수 있었다. 반면에, 다짐도와 같은 주요 성능관련 품질이 낮을 경우 기존 공사비 대비 최대 10% 가까이 공사비 감액도 있을 수 있음을 확인하였다.

• 한국도서관정보학회지
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• 제48권2호
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• pp.159-186
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• 2017

본 연구에서는 교원 성과급제에 대한 사서교사의 인식과 직무만족과의 관계를 분석하였다. 전국의 초중고 사서교사를 연구 대상으로 하였으며 참여 인원은 총 371명이다. 연구 결과 사서교사의 등급은 S등급 4.1%, A등급 27.5%, B등급 62.5%, 성과급 제외 5.9%의 비율로 나타났다. 사서교사의 성과급 등급이 높을수록 성과급제에 대한 만족도, 참여도, 평가 기준의 적절성, 평가 절차 및 결과의 공정성 인식이 높게 나타났다. 또한 사서교사의 성과급 등급이 높을수록 직무만족 요소인 업무 관계, 인사 및 승진이 높게 나타났다. 결론적으로 교원 성과급제에 대한 사서교사의 인식이 높을수록 직무만족이 높은 것으로 나타났다. 이를 바탕으로 교원 성과급제에서 사서교사 평가에 대한 개선방안을 제안하였다.

• 보건행정학회지
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• 제27권2호
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• pp.121-127
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• 2017

The effort to measure and improve the quality of healthcare is a common health policy issue worldwide. Korean Value Incentive Programme is one of that effort, but some concerns exist. Compared to pay for performance program in other countries, it measures healthcare quality with relatively narrow performance domain using a small number of clinical indicators. It was designed without involving hospitals and other key stakeholder, and program participation was mandated. Highest and lowest performers get bonus and penalty using relative ranking. As a suggestion for development, the direction for quality management at the national level should be given first. Therefore the philosophy or strategy for quality improvement should be reflected to the program. And various domains and indicators of healthcare quality should be developed with active communication with healthcare providers. The evaluation method is necessary to be changed to provide achievable goal to the healthcare providers and attract quality improvement.