• Journal of Labour Economics
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• v.40 no.3
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• pp.29-55
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• 2017

We examine the effects of the self-reported subjective and the objective health indexes on work compensations. The compensations consist of monetary factors, such as wages, and non-monetary factors reflecting job risks such as the workplace accidence. The wages and workplace injuries are clearly affected by gender and age differences as the subjective and objective health factors of elderly workers are combined with physical and systematic work environments. Mental health problems such as work depression are more serious especially for high income elderly groups. The elderly workers experienced with physical problems and chronic illnesses are led to the decrease in wages and the increase in safety accident risks at work sharply. Therefore, we need to provide supporting services, retirement planning designed by companies, supported by the government enhanced risk working conditions and the weakness on protecting jobs.

• The Journal of Asian Finance, Economics and Business
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• v.4 no.1
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• pp.67-78
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• 2017

The competitive nature of enterprises requires organizations to foster an environment that encourages employee innovation that leads to profitability and customer satisfaction. Organizational innovation is influenced by several factors with employee behaviour being one of the important factors. Employees contribute in the innovation process and thus, it is important for organizations to understand employee expectations to demonstrate innovative work behaviour in order to create and maintain an innovative work culture. In the present study, a conceptual model based on culture, reward and program, training, compensations, leadership and systems was tested to assess that impact on employee expectations leading to innovative work behaviour. The study was conducted in the context of city-state of Singapore due to its significant emphasis on promoting and nurturing employee innovation. The model was tested using empirical data collected through a survey of employees in Singapore. The results indicate that while culture, rewards and training programs have a direct relationship on employee expectations to demonstrate innovative work behaviour, when considered together, leadership and systems are significantly and positively associated with employee expectations. These factors are usually under the control of organizations and can be enhanced through systematic interventions, thereby providing practice managers an avenue to improve employee innovation behaviour. The other implications of the findings and future scope are discussed.

• Journal of the Korean Home Economics Association
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• v.29 no.3
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• pp.227-246
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• 1991

The study examined work and family life of married women employed in a manufacturing industry. Data were gathered from the use of face-to-face interview method from a sample of 230 married working women. The major findings of this study can be summarized as follows: (1) Most of the respondents found the work repetitive and unappealing, with the double burden of a paid work and housework. Thus, it is necessary for the government to implement social policies for married working women, such as establishment of various child care centers, part-time jobs, and dissemination of egalitarian sex-role attitudes. (2) More than half of the respondents were born in rural areas and immigrated to the urban sectors, forming a nuclear family structure. Most of these women were married with love, but some of them could not have a marriage ceremony because of the economic reasons. Thus, it may be necessary to increase the service centers to offer a free marital ceremony. (3) About 30% of the respondents answered they left their preschool aged children unattended, after dismissing from a kindergarden on a private institution. It was shown that working women, even though they were in charge of child-rearing, did not have an effective mechanism to control or protect their children while they were away from home. Most of them frequently used material compensations from their children in order to make up their absence at home. (4) It was found that the strategy for working women to decrease a dual-role conflict is to make a hierachy on the work they to do and to do only basic housework for everyday life and to do the rest of work on a off-day.

• Journal of the Korean Society for Precision Engineering
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• v.16 no.7
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• pp.66-72
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• 1999

Robot calibration is very important to improve the accuracy of robot manipulators. However, the calibration procedure is very time consuming and laborious work for users. In this paper, we propose a method of relative error compensation to make the calibration procedure easier. The method is completed by a Pi-Sigma network architecture which has sufficient capability to approximate the relative relationship between the accuracy compensations and robot configurations while maintaining an efficient network learning ability. By experiment of 4-DOF SCARA robot, KIRO-3, it is shown that both the error of joint angles and the positioning error of end effector are drop to 15$\%$. These results are similar to those of other calibration methods, but the number of measurement is remarkably decreased by the suggested compensation method.

• Journal of Korean society of Dental Hygiene
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• v.19 no.6
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• pp.993-1001
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• 2019

Objectives: The purpose of this study was to investigate the effects of dental hygienists' recognition of sponsorship on their organizational attachment and turnover and to improve their attachment affinity according to the working environment. Methods: Dental hygienists working at dental clinics distributed 220 questionnaires from the date of approval to October 31, 2019, at the dental hygienist maintenance training site and online. Data were analyzed using the IBM SPSS Statistics 20.0 program with a significance level of 0.05. Results: Dental hygienists' perception of sponsorship, organizational attachment, and turnover intention were 2.97, 2.86, and 3.43, respectively. The turnover intention was higher when participants were unmarried, had high work intensity, a clinical career of 4-6 years, low organizational attachment, and a 53.7% explanation. Conclusions: To reduce the turnover intention, it is necessary to make appropriate compensations according to the long-term root of the experienced person, to adjust the work intensity, and to make efforts to increase the workers' attachment so that workers and organizations have the same values.

• Journal of the Korean Society of Radiology
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• v.81 no.5
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• pp.1024-1037
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• 2020

The resource-based relative value scale (RBRVS) compares the value of a medical practice to the consumption of resources, which consist of the work of the physician, practice expenses, and professional liability insurance. At the time of the 2nd revision of RBRVS, the fee for radiological examinations had been reduced due to the high preservation rate. In RBRVS, practice expenses account for most of the compensation of radiological examinations, and physicians' work is relatively undervalued. A new healthcare policy (Moon Jae-In care) consists of the expansion of the National Health Insurance (NHI) coverage, reduction of patient charges for the vulnerable class, and support for catastrophic medical expenses. However, Moon Jae-In care is expected to negatively affect the NHI in Korea financially. The expansion of the insurance coverage for ultrasonography and MRI examinations is a significant part of the Moon Jae-In care, and radiological societies should establish fair compensations for physicians' work within the field of radiology while implementing the Moon Jae-In care.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.314-321
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• 2009

This study investigates how the external factors of police organization, such as organizational environments, job characteristics, and compensations can influence job satisfaction and organizational commitment. Especially, this study considers what kind of organizational culture is dominant and what kind of compensation influences job satisfaction and organizational commitment in Korea. The purpose of this study is to find out the ways to maximize compensation and job satisfaction of police officers and to improve organizational commitment. The results are as follows: First, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction, whereas the more perceived work environment, the lower job satisfaction. Second, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction. However, the perceived work environment does not influence the job satisfaction. Third, the higher job satisfaction, the higher organizational commitment. Fourth, organizational cohesion, financial compensation and organizational environment have an effect on organizational commitment mediated by job satisfaction.

• The Journal of the Korea Contents Association
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• v.9 no.9
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• pp.218-225
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• 2009

The present research aims to analyze empirically the effect of group cohesiveness and supervisor trust which tax investigators recognize while performing tax administrative duties on the team commitment and in-role behavior. The result of the analysis showed that tax investigators' higher group cohesiveness and supervisor trust resulted in higher team commitment, and that higher team commitment in turn resulted in higher in-role behavior, thereby raising the efficiency of tax investigators' activities as well as tax payers' satisfaction with tax services. Therefore in order to improve the efficiency of tax organizations and team performance, the managers of the organizations must set solid goals, develop solid strategies appropriate for situation, and make proper compensations for investigators' achievements. In addition, there would have to be an organic improvement In all the relevant areas, including organization, personnel management, work style, compensation and welfare, in order to raise tax investigators' work desire.

• Journal of the Korean Society of Environmental Restoration Technology
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• v.20 no.3
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• pp.19-31
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• 2017

Plants are the basis for sustainable green growth, and the value of existence and importance of trees including landscape Plants can't be emphasized enough. Therefore, they are precious living things thriving in all sorts of public services, and continuous civil complaints for justifiable compensation of landscape Plants are filed. First, the standard formula of planting intervals according to production target specifications is calculated using root-collar caliper and diameter at breast height, and apply (1) standard medium sized trees which have not yet reached commercialization [deciduous tree production goal (R(B) less than 6cm]= (target standard)= [target standard $R(cm){\times}15{\times}0.7$]. (2) In case of commercialization(R6~R10)= [target standard $R(cm){\times}15{\pm}5%$], (3) In case of more than R12= [target standard $R(cm){\times}15{\times}130%$] shall be applied. In case of using diameter at breast height (4) In case of commercialization(B6~B10)= [target standard $B(cm){\times}20{\times}15{\pm}5%$], (5) In case of more than B12= [target standard $B(cm){\times}20{\times}130%$] shall be applied. Second, appraisal methods based on tree classification of compensation for loss are classified according to planted locations. (1) landscape trees within a house=[price of arrival at the site+planting cost], (2) landscape trees in places such as arboretum=[management technology of tress + relocation expenses considering scarcity of the trees (3) landscape trees in a place of loads= [landscape tree production cost + work out added price. In case of producted landscape threes (4) landscape trees ready to be commercialized as sales loss.

• The Korean Journal of Air & Space Law and Policy
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• v.23 no.1
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• pp.3-32
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• 2008

In proportion to recent developments in aviation technology and growth of the air transport market, the risk of damages to third parties caused by aircrafts and the likelihood of unlawful interference on an aircraft in flight has grown larger. The war risk insurance market was paralyzed by the 9/11 terror event. And if another event on the scale of 9/11 occurs, compensations for third party damages will be impossible. Recognizing the need to modernize the existing legal framework and the absence of a globally accepted authority that deals with third party liability and compensation for catastrophic damage caused by acts of unlawful interference, the ICAO and various countries have discussed a liability and compensation system that can protect both third party victims and the aviation industry for the 7 years. In conclusion, in order to provide adequate protection for victims and the appropriate protection for air transport systems including air carriers, work on modernizing the Rome Convention should be continued and the new Convention should be finalized in the near future. Korea has not ratified the relevant international treaties, i.e. Rome Convention 1933, 1952 and 1978, and has no local laws which regulate the damage caused by aircraft to third parties on land. Consequently, it has to depend on the domestic civil tort laws. Most of the advanced countries in aviation such as the United States, England, Germany, France and even China, have incorporated the International Conventions to their national air law and governed carriers third party liability within their jurisdiction. The Ministry of Justice organized the Special Enactment Committee for Air Transport chapter under Commercial Law. The Air Transport chapter, which currently includes third party liability, is in the process of instituting new legislation. In conclusion, to settle such problems through local law, it is necessary to enact as soon as possible domestic legislation on the civil liability of the air carrier which has been connected with third party liability and aviation insurance.