• 간호행정학회지
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• 제12권1호
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• pp.122-130
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• 2006

Purpose: This study was performed to examine the level of reward's importance and job satisfaction perceived by nurses, understand how nurses' demographics, reward and reward's subcategories affected their job satisfaction. Method: The data were collected at the six general hospitals in five cities, Korea from July 15th to August 26th, 2005. Two questionnaires were used. One was the important level of reward and the other was job satisfaction. The data were analyzed by SPSS/PC ver 12.0. Result: The average scores of reward and job satisfaction were $3.77({\pm}.34)$ and $2.80({\pm}.32)$ of 5.0 that was full mark. In differences of the important level of reward, marital status was the only different characteristics. In differences of job satisfaction, age, education level, working period, and position had differences significantly. Among the job satisfaction and the reward's subcategories, there was the only significant correlation between the job satisfaction and the job contentment reward. And nurses' job contentment reward and position explained 40.5% of their job satisfaction Conclusion: Nurses' job contentment reward and position should be first considered in order to improve their job satisfaction. Since nurses' job contentment reward is the most important factor to improve their job satisfaction, a special strategies that can develop their job contentment reward is needed to nursing managers.

• 경영과정보연구
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• 제33권2호
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• pp.225-239
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• 2014

촉진 활동과 관련된 보상 프로그램의 효과는 단기적 성과에 집중되거나 일시적인 재구매를 유도하는 한계를 지니고 있다. 이에 본 연구는 불만족 보상 연구의 확장을 위해 보상방식이 소비자의 반응회복에 미치는 영향에 있어 보상시기와 보상강도의 상호작용 효과를 중심으로 검증하였다. 본 연구의 목적은 첫째, 보상방식인 경제적, 비경제적 그리고 결합보상이 소비자의 인지적 반응회복과 감정적 반응회복에 미치는 영향의 차이를 검증하는 데에 있다. 둘째, 보상방식에 따른 소비자의 반응회복 효과에 있어 보상시기와 보상강도의 조절적 역할을 확인하는 데에 있다. 연구의 설계를 위해 3X2X2의 피험자 간 완전 요인설계를 이용하였다. 주요 연구 결과 첫째, 보상방식에 따라 소비자의 반응회복에 미치는 영향의 차이가 있었다. 둘째, 보상방식이 소비자의 반응회복에 미치는 영향은 보상시기에 따라 차이가 있었다. 셋째, 보상방식이 소비자의 반응회복에 미치는 영향은 보상강도에 따라 차이가 있었으며, 소비자 반응 회복정도는 결합보상에서 영향력이 가장 큰 것을 확인하였다. 본 연구는 일반적인 보상 프로그램에서 다루어지는 보상 시기를 소비자들의 불만족 상황에 새롭게 적용시키는 것에 의의를 두고 있으며, 본 연구를 통해 선행 연구들의 실증분석 결과를 지지하고 그 역할을 여러 각도에서 확장시키고자 하였다.

• 한국초등과학교육학회지:초등과학교육
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• 제21권1호
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• pp.101-109
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• 2002

A cooperative teaming has been taken to consolidate the autonomous motivation of students and to develop a desirable attitude in a mutual cooperative atmosphere. Some studies on the reward effect showed that the reward after the evaluation, in the processes of cooperative learning, worked on students' learning motive directly, and the group reward was effective in learning attitude and the individual reward in academic achievement, respectively. Assuming that the group reward and the individual reward are organized and applied as a complex reward, the effects of rewards will appear, this study examined the effect of the complex reward on academic achievement and teaming attitude. For this study. 2 classes were randomly selected out of a elementary school in Gwangju and the teaming unit was based on chapter 4「The structure and function of plants」 in the 5-1 elementary Science textbook. This research has been done for 4 weeks after the students learned STAD for 8 weeks previously. The learning attitude was examined in pre and post tests, and the academic achievement was inspected twice at 2-week intervals after the pre test. The results were analysized by the SAS program In the case of academic achievement, both groups showed a significant improvement(p<.05). The experimental group showed no significant improvement in the first test, compared with the control group(p>.05), but after 4 weeks, it showed a significant improvement in the second test, compared with the control group(p<.05). From this result, it is identified that the reward should be done for a long time and the individual reward of the complex reward is successful in improving academic achievement. However, in the case of learning attitude, there was no meaningful difference in both groups(p>.05). But the control group showed a significant improvement, compared with the experimental group(p<.05). According to this result, it is indicated that the group reward only is more effective in improving learning attitude and complex reward can decrease the individual competition in experimental group.

• 한국의류학회지
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• 제37권4호
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• pp.467-481
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• 2013

The study examined the main effect of the reward channel and reward time of customer loyalty programs for on-offline shopping channels; in addition, it investigated the interaction effect of the reward channels and merchandise as well as the interaction effect of the reward time and merchandise. An online apparel shopping web experiment was conducted with a 2 (reward channel: online channel reward vs. offline channel reward) ${\times}2$ (reward time: immediate vs. delayed) ${\times}2$ (merchandise: online channel product vs. offline channel products) between-subject factorial design. An online shopping channel was considered the core-shopping channel and a department store was considered the cross-shopping channel. Loyalty program value, core-channel loyalty and cross-channel loyalty were measured as dependent variables. A total of 845 shoppers (who had experiences in shopping in both channels) participated in the experiment. The results of the study revealed (1) the main effect of the reward channel on loyalty program value, core-channel loyalty and cross-channel loyalty [online>offline channel rewards], (2) the main effect of reward time on loyalty program value, core-channel loyalty and cross-channel loyalty [immediate>delayed reward], and (3) the interaction effect of the reward channel and merchandise on loyalty program value, core-channel loyalty, and cross-channel loyalty. (4) Finally the study found that loyalty program value affected cross-channel loyalty indirectly through core-channel loyalty. This study suggested diverse theoretical and managerial implications for multi-channel retailers.

• 간호행정학회지
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• 제3권2호
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• pp.41-59
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• 1997

This study surveyed nurses' value of reward and recognition level of organizational reward, and measured the fit of both. It also looked into the relationship between the reward fit and attitude of nurses toward their job and organization (job involvement${\cdot}$organizational commitment). It was planned to suggest the alternative of a future reward system. The sample consisted of 625 nurses of 8 private University Hospitals. Data for this study was collected from Mar. 25 to Apr. 17 by structured questionnaire. This study examined the differences of nurses' value of reward by their demographic characteristics, and looked into the relationship between the reward fit and job involvement${\cdot}$organizational commitment. Four instruments and a demographic questionnair were used to collect the data. Developed for myself and repaired by panel of judges, the value of reward scale and organizational reward scale consisted of 34 items on five points Likert-type scale. Developed by Kanungo and repaired by panel of judges, the job involvement scale measured overall job involvement on 7 items. The organizational commitment scale was developed by Mowday et al and repaired by panel of judges on 10 items. The data was analyzed by frequency, percentage, ranking, one-way ANOVA, Pearson's correlation coefficient, Chronbach alpha coefficient, t-test, SNK test, factor analysis with SPSS/PC+ progra,.Major findings are as follows 1. The mean of nurses' value of reward is 4.2435 and job content rewards are seen as the most important(M=4.5532). The following orders are seen as follows; financial rewards(M=4.4181), human realtion rewards(M=4.4130), establishment ${\cdot}$ facilities rewards(M=4.1632), professional rewards(M=4.1117), social status or prestige rewards(M=3.9228), career rewards(M=3.8816). Of 34 indivisual reward factors, the retainment allowance is seen to be thought of as the most important thing. 2. The mean of nurses' actual reward is 2.6035. The actual reward responded to the most extremely offered is job content rewards. The following orders are seen as follows ; human relation rewards(M=2.9420), financial rewards(M=2.7682), professional rewards(M=2.4601), social status or prestige rewards(M=2.3696), career rewards(M=2.3466), establishment ${\cdot}$ facilities rewards(M=1.9364). Of 34 indivisual reward factors, medical insurance benefits are felt to be most extremely offered. 3. The mean of fit of reward is -1.6874 and that means actual reward doesn't egual the value of the reward. What is offered mostly to nurses' value of reward is human relation rewards. The following orders are seen as follows; job content rewards(M=-1.5938), career rewards(M=-1.6381), social status of prestige rewards(M=-1.6382), financial rewards(M=-1.6836), professional rewards(M=-1.6854), establishment${\cdot}$facilities rewards(M=-2.3130). Of 34 indivisual factors, the item of fered most closely to nurses' value of reward is seen as the participation in educational programs at the nursing department of the hospital. 4. The mean of nurses' job involvement is 3.1987 and SD is 0.5667. 5. The mean of murses' organizational commitment is 2.9348 and SD is 0.6124, that is seen as a little lower than job involvement. 6. Significant value of reward differences were found among nurses by their demographic characteristics such as married status, tenure, academic career. 7. The fit of reward was significant related to job involvement and organizational commitment. When generalizing the result of this study, the value of reward, which nurses consider important and appropriate offers a reward that corresponds to the nurses' value of reward. This increases nurses' job and organization devotion further, as well as hospital effectiveness. It appears that nurses have recognized that the present reward offered in hospitals doesn't come up to their expectations so I think it is urgent to plan and perform the new reward system which is in accord with the nurses' reward fit.

• 한국조리학회지
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• 제15권4호
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• pp.313-330
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• 2009

본 연구는 외식업체의 판매 촉진 수단으로 가장 폭 넓게 활용되고 있는 온라인 웹 홈페이지에서의 고객 보상 프로그램이 고객의 신뢰와 몰입 및 고객 충성도에 미치는 영향에 대해 인과 관계를 밝히는데 목적을 갖고 연구하였는데, 그 결과를 요약하면 다음과 같다. 고객 보상 프로그램 내 보상 특성이 고객의 신뢰와 몰입에 미치는 영향을 검증한 결과 먼저 보상 시점의 경우 지연시점과 즉시시점의 보상 모두 고객의 신뢰, 몰입에 통계적으로 유의한 정(+)의 영향을 미치는 것으로 나타나, 고객 보상 프로그램의 보상 시점은 고객의 신뢰, 몰입의 향상에 중요한 요인임을 시사해 주었다. 또한 보상 유형의 경우도 고객의 신뢰, 몰입의 향상에 중요한 요인임을 알 수 있으며, 특히 간접적인 보상은 지속적인 고객의 몰입이나 충성도를 높이는데 유의적인 것으로 볼 수 있으며, 보상 속성의 경우 신뢰 형성에는 경제적 보상이 유의적인 속성임을 확인시켜 주었다.

• 한국경영과학회지
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• 제34권1호
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• pp.1-10
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• 2009

Consumers earn a number of points for every purchase and then they can exchange a specified number of points for a desired reward in a typical loyalty program. The immediate payoff of their effort given as points is not the real reward they actually care about. It is merely an instrument (or medium) which has no value in itself. In a real world, consumers frequently choose the option with a bigger medium even though the economic value of the option is not changed by the medium. We call it 'medium effect.' In this study we explored if the size of medium affects consumers' preferences. For this we controlled the reward options with three types of medium (small, medium, big) and measured the magnitude of preference difference among the three types of reward options. In addition, we manipulated comparability of reward options with wine and gas discount coupon. We confirmed that choosing one of two wines was easier than that of the two gas coupons. 123 respondents were allocated into three experimental groups. In three experimental grounds, the ratios of the focused reward option's medium to the compared reward option's medium were different. For example, the focused reward option has 10 million points whereas the compared reward option has 10 million points for 1 million won purchase amount in the first group. Then each respondent was asked to choose one of two loyalty programs (focused program vs. compared program) in two different conditions (comparability between reward options. easiness vs. difficulty). To compare the medium effects among the experiment conditions we used chi-squares tests. The empirical results show consumer preference increases and then decreases as reward mile-ages/points given according to purchase amount increase. Additionally, they let us know that comparability of alter natives affects change of consumer preference by reward mileages/points.

• Asia pacific journal of information systems
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• 제11권4호
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• pp.63-79
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• 2001

In this study, we tried to find the factors that influenced appraisal and reward satisfaction in knowledge management, and to observe whether appraisal and reward satisfaction were related to employees' commitment to knowledge management. Analyzing valid 38 data in the organizational level, we found that only result validity and reward justness affected employee appraisal and reward satisfaction. Also, if was found that appraisal and reward satisfaction were related to employees' commitment to knowledge management. The implications of the findings and future research directions were discussed.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2008년도 추계학술대회 및 정기총회
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• pp.179-190
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• 2008

Consumers earn a number of points for every purchase and then they can exchange a specified number of points for a desired reward in a typical loyalty program. The immediate payoff of their effort given as points is not the real reward they actually care about. It is merely an instrument (or medium) which has no value in itself. In a real world, consumers frequently choose the option with a bigger medium even though the economic value of the option is not changed by the medium. We call it 'medium effect'. In this study we explored if the size of medium affects on consumers' preferences. For this we controlled the reward options with three types of medium (small, medium, big) and measured the magnitude of preference difference among the three types of reward options. In addition, we manipulated comparability of reward options with wine and gas discount coupon. We confirmed that choosing one of two wines was easier than that of the two gas coupons. 164 respondents were allocated into three experimental groups and one control group. In three experimental groups, the ratios of the focused reward option's medium to the compared reward option's medium were different. For example, the focused reward option has 10 million points whereas the compared reward option has 10 million points for 1 million won purchase amount in the first group. Then each respondent was asked to choose one of two loyalty programs (focused program vs. compared program) in two different conditions (comparability between reward options: easiness vs. difficulty). To compare the medium effects among the experiment conditions we used chi-squares tests. The empirical results show the medium effect increases and then decreases as the ratio of reward mileages/points to purchase amount increases. Additionally, they let us know that comparability of alternatives affects on the medium effects depending on the ratio of reward mileages/points to purchase amount.

• 감성과학
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• 제20권4호
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• pp.101-112
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• 2017

We investigated the neural representation of reward probability recognition and its neural connectivity with other regions of the brain. Using functional magnetic resonance imaging (fMRI), we used a simple guessing task with different probabilities of obtaining rewards across trials to assay local and global regions processing reward probability. The results of whole brain analysis demonstrated that lateral prefrontal cortex, inferior parietal lobe, and postcentral gyrus were activated during probability-based decision making. Specifically, the higher the expected value was, the more these regions were activated. Fronto-parietal connectivity, comprising inferior parietal regions and right lateral prefrontal cortex, conjointly engaged during high reward probability recognition compared to low reward condition, regardless of whether the reward information was extrinsically presented. Finally, the result of a regression analysis identified that cortico-subcortical connectivity was strengthened during the high reward anticipation for the subjects with higher cognitive impulsivity. Our findings demonstrate that interregional functional involvement is involved in valuation based on reward probability and that personality trait such as cognitive impulsivity plays a role in modulating the connectivity among different brain regions.