• Journal of Korea Port Economic Association
• /
• v.32 no.3
• /
• pp.139-154
• /
• 2016

The port incentive scheme currently implemented in various Korean ports is used as a marketing tool to increase price competitiveness. Typically, ports implement piecemeal imitation strategies to enhance their competitiveness, rather than a precisely designed system. A precise analysis of the effectiveness of a port's system and scheme redesign are lacking because budget allocation is done without input from customers and freight groups. This study models the incentives faced by ports using a linear programming model. We use the Gwangyang port as the base case. Our analysis of the Gwangyang port reveals that there are insufficient incentives implemented when a traditional qualitative analysis is used. We also identify any excess, deficiency, or absence of the incentive effect for each type of customer and freight group. We find the overall budget of the incentive scheme to be more rational when ports allocate funds to minimize port mileage, and allocate 61.77 percent and 38.23 percent of the budget on existing and new (or increased) cargo inventory, respectively. Future studies can build on our work by further considering basic inputs, and by adding a system to estimate the input data of our model to identify constraints and thus provide a more accurate incentive scheme.

• Industrial Engineering and Management Systems
• /
• v.13 no.4
• /
• pp.383-397
• /
• 2014

Reverse logistics network design issues have been popularly discussed in recent years. However, few papers in the past literature have been dedicated to incentive effect on return quantity of used products. The purpose of this study is to formulate a dynamic nonlinear programming model of reverse logistics network design with the aim of managing the used products allocation by coordinating the collection centers and recovery facilities to warrant economic efficiency. In the optimization model, a fuzzy approach is applied to interpret the relationship between the rate of return and the suggested incentives. Due to funding constraints in setting up the collection centers, this work considers these centers as multi-capacity levels, which can be opened or closed at different periods. In view of the fact that the problem is known as NP-hard, we propose a heuristic method based on tabu search procedure to solve the presented model. Finally, several dominance properties of optimal solutions are demonstrated in comparison with the results of a state-of-the-art commercial solver.

• Journal of Navigation and Port Research
• /
• v.37 no.5
• /
• pp.471-480
• /
• 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.

• Journal of muscle and joint health
• /
• v.27 no.2
• /
• pp.112-121
• /
• 2020

Purpose: This study aims to determine the conceptual properties of work engagement in nursing professional groups, and to provide basic data for nursing personnel management. Methods: To identify a nurse's work engagement, data were analyzed according to Walker & Avant's concept analysis method. Results: The analysis identified four work engagement attributes in nursing professional groups, namely: vigour, dedication, absorption, and zest. Conclusion: To bolster nurses' engagement with their duties, it is necessary to provide opportunities and implement interventions such as incentive system in performance evaluation based on work engagement in nursing, appropriate education program, and positive work environment.

• Journal of the Korean Society of Safety
• /
• v.20 no.1 s.69
• /
• pp.143-147
• /
• 2005

Immediate responsibilities for occupational health and safety (OHS) management reside in business proprietors and supervisors whose voluntary participation in OHS educational programs, not legal sanctions, may thus lead to safe and pleasant work environments. This study investigates how to promote the effectiveness of OHS educational programs to draw voluntary participations in such programs in Korea To this end, drawbacks of current practices in OHS education are first analyzed, and then OHS related policies in advanced countries in the area of disaster prevention such as United States and Germany, are also scrutinized. Based on the preliminary investigations, the following propositions are made to lay out the foundation for promoting effective OHS educational programs in Korea: improvement of government regulations, revitalizing job training initiatives, on-site OHS education, compensation and incentive programs for OHS education. These propositions may also facilitate the deployment of disaster prevention activities across the organization and prevent various occupational disorders (for example, musculoskeletal disorders). This study emphasizes that monolithic OHS education systems led by regulatory agencies may not be efficient to ensure healthy and safe work environments. Globally competitive OHS educational systems may be established only when they are based on the health and safety requirements specified by proprietors and workers.

• Safety and Health at Work
• /
• v.12 no.1
• /
• pp.20-27
• /
• 2021

Background: Incentive and penalty (I/P) programs are commonly used to increase employees' safety outcomes, but its influence on employees' safety outcomes is under-investigated. Moreover, under developed economies lack safety culture and there is dearth of literature focusing on empirical studies over there [1]. Based on these gaps, this study attempts to see the impact of I/P programs on safety outcomes in a developing country. Methods: The study was carried out in three stages, where Stage I revealed that selected 45 organizations were deficit of safety culture and practices, while only three firms were found good at safety practices. At Stage II, these three firms were divided in two clusters (groups), and were probed further at Stage III. At this stage group, one was manipulated by providing incentives (experimental group) and employees' responses in terms of safety motivation and performance were noticed. Results: It was observed that the experimental group's safety motivation and performance had improved (both for immediate and 1-month later performance). The results were further probed at Phase 3 (after 3 months), where it was found that the benefits of I/P programs were not long lasting and started replenishing. Conclusion: Findings of the study helped researchers conclude that safety incentives have only short-term influence on safety outcomes, while a long-term and permanent solution should be found.

• The KIPS Transactions:PartB
• /
• v.17B no.3
• /
• pp.189-196
• /
• 2010

Peer-to-Peer (P2P) has attracted attention as an alternative way to enable streaming videos on the Internet. Although P2P systems depend on bandwidth contribution from peers, peers are likely to refuse to contribute their bandwidth. In this paper, we proposed a P2P streaming system that encourages peers to contribute their upstream bandwidth by maintaining fairness among peers and providing different video quality between cooperative peers and selfish peers with a manageable way. Our proposed system determines if peers are cooperative or selfish by a rating mechanism based on their contributed upstream bandwidth, and offers a high quality video to cooperative peers as an incentive. Also we propose a tree reconstruction algorithm to make the system work effectively. Through simulation, we show that the tree reconstruction algorithm works effectively, and our incentive mechanism allocates more downstream bandwidth to cooperative peers and punished selfish peers with low quality video.

• Proceedings of the Korean DIstribution Association Conference
• /
• 2000.10a
• /
• pp.47-59
• /
• 2000

Following the increasing importance of logistics function in today's company operation, this work explores the mechanism for cooperation within a supply chain, especially between a firm and an independent logistics supplier. We first characterize the optimal linear logistics contract based upon the recent developments in contract theory, and then investigate the effect of such a contract on the firm's inventory policy. The results indicate that the order quantity becomes smaller and the lead time becomes shorter and under the optimal contract than without the incentive scheme. Accordingly, the service level under the optimal contract becomes higher. These findings are in accordance with the literature on vertical control and JIT (Just in Time) philosophy.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.11
• /
• pp.1009-1019
• /
• 2020

This study presents an exploratory investigation of SMEs in Vietnam to understand the impact of personal-level factors on middle managers' work motivation and the moderating role of work environment. A survey of 450 middle managers (MMs) in 150 Hanoi's SMEs was conducted. The findings of this research showed a significant positive impact of Achievement (ACHV), Recognition (RECOG), and Responsibility (RESP) on work motivation of MMs under the investigation. Furthermore, the result indicated that the work environment affects the relationship between personal-level factors and work motivation of participants. Consequently, both work environment improvement and strategies related to personal-level factors need to be taken into consideration. Especially, Recognition and transparency in Responsibility are appreciated in organizations with a low level of work environment satisfaction. However, there were no indications that Participation (PAR) and Communication (CMM) have a considerable impact on work motivation of respondents, being neither low level nor high level of work environment satisfaction. Based on the findings, recommendations are suggested for Vietnam's SMEs to improve work motivation of MMs, by (i) developing standards with emphasis on their achievement, (ii) paying attention to organizational culture focusing on the responsibility of this managerial level, and (iii) building an adequate incentive system, especially non-financial incentives.

• Journal of Information Technology Services
• /
• v.21 no.1
• /
• pp.103-125
• /
• 2022

This study empirically examines the correlation between the data, system, service quality, collective intelligence, innovation activity, and work performance of the KMS for employees of state-run enterprises. This study also confirmed that collective intelligence and innovation activity have a mediating effect on the relationship between KMS system quality and work performance. For this study, employees of state-run enterprises completed a 5-point Likert scale survey, and the data obtained were analyzed with descriptive statistics. The reliability and validity of variables were also verified through a measurement model analysis. Structural equation modeling of IBM SPSS 26 and AMOS 26 were used to prove the hypothesis. Through this study, For the improvement of sustainable work performance of state-run enterprises, which is a difficult issue to solve, not only should the quality of the KMS utilized in the enterprises be improved and managed, but also the design for various incentive schemes tailored to the enterprises' job characteristics, such as rewards, HR bonus, work incentives, job allowance, and encouragement from the head of the enterprise, should be reviewed and continuously developed in reflection of the active collective intelligence of the employees and the effect of innovation activities. Then, the work performance of public institutions will increase.