A Study on Stock Option of Chinese Private Enterprises : Focusing on Wangsu Science & Technology Co., Ltd.

FANG WEIZHEN 가천대학교 일반대학원 2020 국내석사

Since the equity incentive system entered China in the 1990s, it has achieved rapid development. In 2018, there are 409 listed companies implementing equity incentive in China, and in 2019, 337 listed companies implementing equity incentive. Equity incentive mechanism has become a very important incentive mechanism for Chinese listed companies. In this paper, through the case study of the status quo of equity incentive of Wangsu Technology Co., Ltd., we study the equity incentive of private listed companies in China and find out the Countermeasures for the continuous improvement and development of equity incentive, which is of great significance. From the theoretical point of view, it can theoretically improve the research on the equity incentive theory of the private listed companies in China; from the practical point of view, this paper takes nethome technology as the research object and case to conduct in一depth research on the development of the equity incentive system in China and find out the problems in the implementation process of the equity incentive system in China, so as to take targeted measures according to the relevant theories It can effectively promote the equity incentive policy to play a better role, which has played a huge role in promoting the efficient implementation of equity incentive policy for Chinese companies, especially private listed companies. This paper studies the equity incentive system through literature research and case study. The research on equity incentive starts from the background, significance, research content and methods of the topic. Then, it introduces the related literature review of equity incentive, including the theoretical review, namely the concept and elements of equity incentive, and discusses the theoretical review of equity incentive Equity incentive research institute needs a series of theoretical knowledge, which are incentive theory, principal一agent theory and human capital theory, to ensure that the following discussion has sufficient theoretical basis. Next, it describes the practical background and problems in practice of equity incentive of private listed companies in China, including the practical background of equity incentive of private listed companies in China, the main models of equity incentive of private listed companies in China, and the problems in equity incentive in China. The gentleness of equity incentive in our country includes unclear understanding of the purpose of equity incentive, failure to achieve actual results, the control of equity incentive by the company's management, the lack of fairness, the imperfection of the company's performance system in equity incentive, the imperfection of the professional manager market, the failure of the capital market to reflect the real value of listed companies, and the need for further improvement of national policies and regulations. Then take netsuke technology as an example to analyze the equity incentive, including the background of equity incentive of netsuke technology company, the implementation process of equity incentive, the characteristics of equity incentive of netsuke technology company, find the existing problems of equity incentive of netsuke technology company, and according to these problems, explore effective countermeasures theoretically and practically In order to recognize the purpose of equity incentive, we should strengthen the system construction; strengthen the supervision of equity incentive system, strengthen the equity of equity incentive; strengthen the construction of performance evaluation standards in equity incentive; strengthen the construction of capital market and manager market; improve the relevant laws and regulations of equity incentive. We hope that these countermeasures can provide reference for the improvement of equity incentive system of Wangsu technology company and similar companies. It can provide reference for the improvement of equity incentive system of Wangsu technology company and similar companies.

하이브리드 보상시스템 하에서 개인/집단성과급의 상대적 비중이 조직구성원들의 이기적 행동과 협력적 행동에 미치는 영향 : 개인성과급과 집단성과급의 차별적 효과를 중심으로

하신영 연세대학교 대학원 2017 국내박사

현대 많은 조직들이 하이브리드 보상시스템을 도입하여 사용하고 있음에도 불구하고 하이브리드 보상시스템의 효과가 긍정적인지 부정적인지에 대해서는 상반된 주장이 있어 왔으며, 하이브리드 보상시스템의 효과에 관한 실증연구 결과들 역시 일관되지 않게 나타났다. 하이브리드 보상시스템에 대한 기존 연구들은 하이브리드 보상시스템 자체의 특성이나 하이브리드 보상시스템의 효과에 영향을 미치는 다양한 조절 변수들에 대해서는 큰 관심을 기울이지 않았으며 하이브리드 보상시스템 하에서 상반된 지향점을 가진 두가지 성과급 제도가 구체적으로 어떻게 작동하는지에 대해서도 의미있는 설명을 제시하지 못하였다. 또한 주로 실험적 방법을 통해 분석하였기 때문에 해당 연구결과를 현실 기업상황에 적용시키기에도 한계가 있었다. 이에 본 논문에서는 하이브리드 보상시스템 하에서 주어지는 개인성과급과 집단성과급의 상대적 비중이 조직구성원들의 서로 다른 두가지 행동-이기적 행동(self-serving behavior)과 협력적 행동(cooperative behavior)-에 어떻게 차별적인 영향력을 가지고 작동하는지, 그리고 그 과정을 조절하는 요인들에는 어떠한 것들이 있는지를 실제 기업들과 해당 기업에 종사하는 개인들을 대상으로 한 데이터를 사용하여 분석함으로써 하이브리드 보상시스템이 성과에 영향을 미치는 중간 메커니즘을 규명하고자 하였다. 주요 연구결과는 다음과 같다. 첫째, 개인성과급과 집단성과급은 조직구성원들의 행동에 차별적인 영향력을 미치는 것으로 나타났다. 개인성과급은 그 상대적 비중이 낮은 수준에서도 조직구성원들의 이기적 행동(self-serving behavior)에 정(+)의 효과를 미쳤지만, 집단성과급은 그 상대적 비중이 특정 수준 이상일 때 비로소 조직구성원들의 협력적 행동(cooperative behavior)에 정(+)의 효과를 미치는 문턱효과(threshold)가 나타났다. 둘째, 변동급 비중과 조직구성원들의 지각된 고용불안 정도는 그 각각이 높을수록 개인성과급의 상대적 비중이 조직구성원들의 이기적 행동(self-serving behavior)에 미치는 정(+)의 효과는 강화시키고 집단성과급의 상대적 비중이 조직구성원들의 협력적 행동(cooperative behavior)에 미치는 정(+)의 효과는 감소시켰다(단, 고용불안의 조절효과는 부분적으로 지지됨). 마지막으로 개인/집단성과급 제도의 도입순서가 집단성과급의 상대적 비중이 조직구성원들의 협력적 행동(cooperative behavior)에 미치는 영향력을 조절할 것이라는 가설은 지지되지 못하였는데, 이는 본 연구에서 사용된 데이터의 한계로 인한 결과일 수 있다고 생각된다. 본 논문은 하이브리드 보상시스템의 성과에 대한 기존 연구결과들이 일관되지 못하게 나타난 이유를 풀 수 있는 실마리를 제공하고 하이브리드 보상시스템이 작동하는 원리에 대하여 보다 포괄적인 이해를 가능하게 함으로써 연구자들뿐만 아니라 실제 하이브리드 보상시스템을 사용하고 있는 조직실무자들에게 유용한 시사점을 제공한다. Although many organizations are using hybrid compensation system to gain the benefits of both individual and collective incentive systems, there have been conflicting arguments as to whether the effect of hybrid compensation system is positive or negative. Also, existing empirical studies have suggested the mixed results on the effectiveness of hybrid compensation system. Most of the previous studies on hybrid compensation system simply compared hybrid compensation system with pure individual incentive system or pure collective incentive system. Accordingly, they didn't pay much attention to the characteristics of hybrid compensation system and diverse factors which can moderate the effect of hybrid compensation system. In addition, since these studies mainly focused on group performance as a dependent variable, they could not provide a sufficient explanation for the intermediate mechanism in which hybrid compensation system works. Moreover, because these studies were conducted using laboratory-based methodology, their results can be applied to real business contexts in a restricted manner. This study attempts to elucidate the intermediate mechanism through which hybrid compensation system functions by investigating how the individual and collective incentives influence self-serving behaviors and cooperative behaviors depending on the characteristics of the hybrid compensation system and factors moderating the process. For this purpose, several hypotheses are drawn based on various theories related to two types of incentives(i.e., individual and collective incentives) under hybrid compensation system, two kinds of behaviors(i.e., self-serving behaviors and cooperative behaviors) that are affected by the incentives, and the nature of organizational system where hybrid compensation system is implemented. Those hypotheses are tested using field data. The main results are as follows. First, individual and collective incentives differently influence individual behaviors. Individual incentives increase self-serving behaviors even when their relative proportion is low. However, collective incentives increase cooperative behaviors only when their relative proportion is above a certain level (threshold effect). Second, the proportion of variable pay in total compensation and perceived job insecurity moderate the effects of individual and collective incentives on individual behaviors. As the proportion of variable pay becomes higher, the positive influence of individual incentives on self-serving behaviors increases and the positive influence of collective incentives on cooperative behaviors decreases. In addition, although the moderating effect of perceived job insecurity is partially supported, it is found that as perceived job insecurity increases, the positive effect of individual incentives on self-serving behaviors becomes stronger and the positive effect of collective incentives on cooperative behaviors becomes weaker. Finally, the hypothesis that the order in which two types of incentives were introduced into organization will moderate the effect of collective incentives on cooperative behaviors is not supported. But this result may be attributable to the limitations of the data used in this study. This study provides useful implications not only for researchers in academia but also for organizational practitioners who actually use hybrid compensation system. It suggests a clue as to why the results of the previous studies on hybrid compensation system are inconsistent. Also, it provides a more comprehensive understanding of how hybrid compensation system works, which may help the practitioners capture the best of individual and collective incentive systems.

Incentive Contracts in Multi-agent Systems: Theory and Applications

Luo, Qi ProQuest Dissertations & Theses University of Mich 2020 해외박사(DDOD)

This thesis studies incentive contracts in multi-agent systems with applications to transportation policy. The early adoption of emerging transportation systems such as electric vehicles (EVs), peer-to-peer ridesharing, and automated vehicles (AVs) relies on governmental incentives. Those incentives help achieve a specific market share target, prevent irregular behaviors, and enhance social benefit. Yet, two challenges may impede the implementation of such incentive policies. First, the government and subsidized organizations must confront the uncertainty in a market; Second, the government has no access to the organizations' private information, and thus their strategies are unknown to it. In the face of these challenges, a command-and-control incentive policy fails.In Chapter 2, we revisit the primary setting in which a government agency incentivizes the OEM for accelerating the widespread adoption of AVs. This work aspires to offset the negative externalities of AVs in the "dark-age'' of AV deployment. More specifically, this chapter designs AV subsidies to shorten the early AV market penetration period and maximize the total expected efficiency benefits of AVs. It seeks a generic optimal AV subsidy structure, so-called "two-threshold'' subsidy policy, which is proven to be more efficient than the social-welfare maximization approach.In Chapter 3, we develop a multi-agent incentive contracts model to address the issue of stimulating a group of non-cooperating agents to act in the principal's interest over a planning horizon. We extend the single-agent incentive contract to a multi-agent setting with history-dependent terminal conditions. Our contributions include: (a) Finding sufficient conditions for the existence of optimal multi-agent incentive contracts and conditions under which they form a unique Nash Equilibrium; (b) Showing that the optimal multi-agent incentive contracts can be solved by a Hamilton-Jacobi-Bellman equation with equilibrium constraints; (c) Proposing a backward iterative algorithm to solve the problem.In Chapter 4, we obtain the optimal EV and charging infrastructure subsidies through the multi-agent incentive contracts model. Widespread adoption of Electric Vehicles (EV) mostly depends on governmental subsidies during the early stage of deployment. The governmental incentives must strike a balance between an EV manufacturer and a charging infrastructure installer. Yet, the current supply of charging infrastructure is not nearly enough to support EV growth over the next decades. We model the joint subsidy problem as a two-agent incentive contract. The government observes two correlated processes -- the EV market penetration and the charging infrastructure expansion. It looks for an optimal policy that maximizes the cumulative social benefit in the face of uncertainty. In our case study, we find that the optimal dynamic subsidies can achieve 70% of the target EV market share in China by 2025, and also maintains the ratio of charging stations per EV.Chapter 5 ends the thesis with conclusions and promising future research directions. In summary, this thesis provides a new approach to appraise transportation and energy policies against exogenous and endogenous risks.

지역 교육청 성과급 제도 운영실태와 개선방안 연구

김태은 전북대학교 행정대학원 2020 국내석사

The performance-based system was introduced to create an atmosphere of hard work in the public office and to improve administrative productivity and service quality. However, even 20 years after the performance-based incentive system was implemented, seniority has been given priority over performance-oriented, and it has not been settled in the public office. Accordingly, this study aimed to derive the problems and improvement measures of the system by analyzing the current status of the operation of the performance-based system of local government officials under level 6 of the Jeollabuk-do Office of Education. The subjects of the study were those in charge of the performance bonus payment for local government officials at the Jeollabuk-do Office of Education, and eight public officials of level 6 or below who were eligible for the study were randomly selected by series and rank, and the method of research was conducted using the FGI method. The contents of the investigation are as follows. First, it was intended to examine how public officials perceived effectiveness as a motivation and motivation to introduce performance-based bonus systems. Second, it was intended to examine how public officials perceive the fairness of the performance rating method. Third, it was intended to examine the degree of acceptance by public officials about the level of performance pay. Fourth, this study aimed to examine how public officials perceive the differential width between performance pay grades, the ratio of the number of employees paid for each grade and the rate of payment, and department performance pay. Based on the results of this study, the problems and improvement plans of the performance-based bonus system are summarized as follows. As a problem of the performance-based bonus system, first, the performance pay was not enough to motivate public employees, and the performance incentive effect was low because the performance pay was mainly paid in the order of career. In addition, it was found that the intrinsic factors such as promotion and responsibility for work were more important than performance-based salaries. Second, since the seniority was given priority to evaluation of performance grades, public employees were less aware of the fairness of the evaluation criteria. Third, it was considered that the performance grade was determined by the longevity rather than the individual's ability or performance. Fourth, there was a lot of dissatisfaction about forcing the ratio of personnel by grade, considering that it is unfair for the difference between grades to be large and the difference in the amount of payment between grades to be unfair. In order to establish a successful performance-based bonus system based on the above problem recognition, this study suggested the following improvement measures. To increase the motivational effect, you can consider raising the standard for paying performance pay and using various intrinsic compensation mechanisms as well as performance pay to motivate members. In order to secure the fairness of the performance evaluation criteria, it is necessary to prepare evaluation items and evaluation indicators considering the characteristics of each evaluation unit through the participation of various stakeholders. In addition, it is necessary to find a reasonable unit of payment unit that can be accommodated by the members and make it a practical performance evaluation. In order to increase the acceptability of performance grades, it is necessary to develop a feedback system during the performance evaluation process to improve trust through dialogue between the evaluator and the evaluator. Lastly, in order to secure the rationality of the performance-based bonus system, it is possible to consider a method of reducing the differential between performance-based grades, classifying grades, and group performance-based and absolute evaluations.

職級別 職務特性이 成果給制 滿足度에 미치는 影響 : 公務員을 中心으로

오정현 한국외국어대학교 정책과학대학원 2007 국내석사

Performance assessment system is one of the main functions of personnel management, since it induces the goal achievement of an organization and that of its employees to be consistent with each other. In order to improve the system, today's many corporations are eagerly focusing on the development of a new system. In the international environment where things are getting more and more competitive, it is imperative to procure a large number of qualified people. This is applied to not only private companies but also public corporations and organizations. A performance-related pay being part of the new system, it is to be applied to the current situation in Korea after combining American and Japanese styles with it. With the establishment of the performance-related pay system, the public servants whose status used to be very secure are now supposed to compete with one another, which causes the individual pay to differ regardless of the year when one starts to work or one's seniority. This system, however, is not perfectly apt to Korean culture of personnel management, since its Confucian tradition makes a conventional preference for an age-based pay system persistent and its members keep sharing profit without much competition amongst themselves. This study began by questioning the efficiency of the performance-related pay system to be applied to each level of job positions in a public organization. All of the government employees, from level 1 through 9, are currently affected by the performance-related pay system. It is quite hard, however, to assess the performance of the employees whose position is relatively low; the lower their job position is, the more amount of simplistic task they are given. And it is all the more difficult to assess their job performance, since the kind of work that they perform at low positions is quite similar, regardless of their job categories. As policies are made by the superior employees over level 5, the relatively inferior ones are supposed to conduct the task that was drafted in such a way. This study is thus based on the assumption that the level of satisfaction varies according to the job positions. In Chapter 1, the objective of the study is presented in general terms, as well as its questions, scope and method. In Chapter 2, the main content of each variant is dealt with, based on theoretical backgrounds. In Chapter 3, the characteristics and current state of the performance-related pay system are examined generally, along with its problems; in Chapter 4, assumptions of this study are described; in Chapter 5, a positivist analysis is conducted. Finally, in Chapter 6, the meaning of this study is dealt with, based on its outcome in relation to previous studies. And some suggestions are presented for further studies. The meaning of this study lies in analysing the satisfaction level of the performance-related pay system in a horizontal way, unlike the previous studies that applied the vertical analysis to it. By examining the applicability of the personnel management that divides superior job positions and inferior ones, this study will tentatively contribute to the establishment of the performance-related pay system.

자원봉사자에 대한 인센티브제공이 봉사활동에 미치는 영향 : 인천광역시 자원봉사센터를 중심으로

김혜선 인천대학교 행정대학원 2004 국내석사

자원봉사가 개인적 차원을 넘어 정부에서 조직적, 체계적인 자원봉사활동이 이루어지도록 지원하게 되면서 전국 248개 모든 지방자치단체에 자원봉사센터가 설치되었다. 자원봉사활동이 지속적이고 체계적으로 이루어질 수 있도록 새로운 자원봉사자를 발굴·모집하고 교육시켜 봉사자의 능력에 맞게 수요처에 연결해 줌과 아울러 관리해주고, 피드백 해주는 역할까지를 담당하게 되었다. 봉사자들의 욕구가 증가하고, 자원봉사활동의 질이 높아질수록 자원봉사자를 관리함에 있어 체계적이고 전문적인 지원이 요구되며, 최근 이슈가 되는 사항중 하나가 자원봉사자에 대한 '인센티브 지원'이다. 본 연구에서는 '자원봉사자에 대한 인센티브 제공이 봉사활동에 미치는 영향'에 대해 알아보고 그 결과를 토대로 자원봉사활동이 더욱 활성화 되고 지속적으로 유지될 수 있는 방안을 모색코자 했다. 조사방법은 인천에 소재한 11개의 자원봉사센터에서 활동하고 있는 자원봉사자 155명을 대상으로 설문조사를 실시하였고, 분석 고찰한 연구결과를 요약하면 다음과 같다. 첫째, 자원봉사활동 만족도를 종속변수로 하여 인구사회학적요인을 투입 분석한 결과 성별, 연령, 학력, 평균 월수입에 따른 자원봉사활동 만족도간에는 상관관계가 없었으며, 자원봉사활동기간에 따른 자원봉사활동 만족도에 있어서는 활동기간이 오래될수록 만족도가 높은 것으로 나타났다. 둘째, 응답자가 소속된 기관에서의 인센티브 지원 여부와 지속적인 봉사활동에 미치는 영향에 있어서는, 물질적인 보상 중 대부분의 기관에서 보험가입을 해주고 있으며 일부기관에서는 활동비지원 및 물품격려금을 지급하고 있었으며, 물질적인 보상을 제공받는 자가 봉사활동 지속에 영향이 있다고 응답했다. 또한, 사회적인 인정은 88.4%의 기관에서 자원봉사자들에게 격려나 칭찬의 사회적 인정을 제공하고 있으며, 전반적인 기관에서 여러가지 방법을 통한 봉사자들의 지지나 격려가 이루어지는 것으로 나타났다. 봉사자들은 기관장의 성의 표시, 지속적인 관심, 정부포상, 시간적립 인증제도 등이 봉사활동 지속에 있어 많은 영향이 있다고 응답했다. 그러나, 피드백 제공 여부에 있어서는 전반적으로 피드백 제공이 봉사활동의 지속성에 영향을 준다고 응답하였으나 통계적인 유의도는 없었다. 한편, 봉사자의 명단을 공개하는 기관에 소속된 봉사자는 그렇지 않은 기관의 봉사자보다 봉사활동 지속에 있어 영향이 있다고 응답했다. 셋째, 자원봉사자의 활동만족도에 대한 응답은 자녀와 자기개발에 본보기가 되고, 여가시간을 보람있게 활용하여 대부분이 만족하였다. 넷째, 인센티브지원 만족도와 지속적인봉사활동과의 영향에 있어 물질적인 보상중 교육 및 연수비지원, 활동비지원이 지속성에 영향을 미치는 것으로 나타났고, 사회적인 인정과 피드백제공은 지속성에 대한 유의미한 차이를 발견할 수 없었다. 그러나, 인센티브지원 만족도에 따른 자원봉사활동 만족도를 비교 해보면, 인센티브만족에 대한 자원봉사활동만족 척도 5문항 모두 인센티브지원에 대한 만족도가 큰 집단이 그렇지 않은 집단보다 자원봉사활동에 대한 만족도가 높은 것으로 나타났다. 결론적으로, 자원봉사활동 참여 만족도를 종속변수로 하여 자원 봉사 인센티브 만족도를 통합적으로 투입 분석한 결과, 물질적인 보상만족(β=0.647 P<0.01), 사회적 인정 만족정도(β=0.508 P<0.01), 및 피드백 만족도(β=0.124 P<0.01) 등에 대해서 강한 정(+)의 상관관계를 나타냈다. 즉 인센티브에 대한 만족도가 클수록 자원봉사활동 만족도도 상대적으로 큰 것으로 나타나 인센티브지원이 지속적인 봉사활동에 큰 영향을 미치는 것을 알 수 있다. 본 연구를 통해 효과적인 자원봉사활동을 위한 방안 및 개발해야 할 요소들은 다음과 같다. 첫째, 자원봉사자들이 원하는 인센티브를 제공해야 하고, 다양한 인센티브 지원방법을 활용하여 개인차에 따른 욕구에 맞는 자원봉사 인센티브를 개별화하여 제공해야한다. 따라서 자원봉사자들이 원하는 인센티브에 대한 정기적인 욕구조사가 필요하고 각종 인센티브를 제공할 때는 인센티브의 양적인 측면보다는 질적 측면을 충분히 고려해야 할 것이다. 둘째, 자원봉사 활동시 필요한 최소경비(재료비, 교통비, 식비)지원을 통해 경제적으로 풍족하지 않아도 봉사활동에 대한 의지로 참여한 봉사자의 부담을 줄여 지속적으로 봉사활동을 할 수 있는 여건을 마련해 주어야 하며, 공공시설(공영주차장, 문화회관 공연관람 등)이용료의 할인 또는 무료이용권 제공을 통해 자원봉사활동의 가치를 높이 인정해 주어야 한다. 셋째, 자원봉사활동의 활성화 및 지속화를 위해 계속적인 관심과 피드백을 제공함으로써 자신의 활동에 대해 자긍심과 만족을 느낄 수 있도록 지지해주고, 자원봉사자간 친목을 도모하기 위한 다양한 프로그램을 개발하고 제공해 주어야 할 것이다. 넷째, 전문적이고 체계적인 인센티브를 제공하기 위한 제도적장치(자원봉사기본법, 운영지침 또는 조례제정)가 시급히 마련되어야 하며, 자원봉사자 유형과 활동내용에 따른 객관적인 기준표가 마련되어야 할 것이다. According to the Governmental policy to support systematic voluntary activities through organizations, all of 248 local governments(si,gun,gu) throughout the country are running volunteer information centers. As routine tasks for running centers, they develop new volunteers, and offer them basic training courses in order to help them to access to a wide range of opportunities within their abilities. And they manage the volunteers' activities and provide feedback services as well, paving the way for the volunteer activities to be continued systematically. When it comes to managing volunteers, systematic and professional supports are required as volunteers' desires are increasing and the quality of volunteering is upgrading. Accordingly, one of current issues in this regard is the 'supporting incentives' to volunteers. The purpose of this study is to investigate whether providing incentives to volunteers can affect on their volunteer activities, and then to find a way to encourage volunteering to be stimulated even more and being ever-lasted. I was able to implement a questionnaire to 155 volunteers who serve for 11 volunteer information centers in the City of Incheon. The result is summarized below; FIRST: As a result of the analysis by inputting socio-demographic factors to the satisfaction degree of volunteering, a dependent variable, it turned out that there was no relationship between gender, age, academic background, average income and the satisfaction degree. As the period of participating volunteer activities was long, however, their satisfaction degree was long, as well, SECOND: When it comes to the effect of incentive, if any, by pertinent organizations for which the respondents were serving on their continued service, most organizations provided insurance to their volunteers and some organizations paid fringe benefits, etc. And responders answered 'Yes' if those kinds of benefits can affect their continued services. Regarding the social recognition, also, 88.4% of the participating organizations provided their volunteers with words of encouragement and praise. And volunteers answered 'Yes' if the expression of good faith, continued interests on their activities by heads of organizations, rewards from the government and the accumulated time certification system, etc. can affect their continued services a lot. As far as providing feedbacks, volunteers generally answered positively, but there's no statistic significance. Volunteers who were serving for organizations which announce names of their volunteers answered 'Yes' if it affects their continued services, comparing others who serve for organizations which don't do that. THIRD: Regarding the answers of the satisfaction of their volunteer services, most of them expressed their satisfaction because the service can be a role model for their children and the self-development, as well as using their spare time effectively. FOUR: When it comes to the effect between the incentive satisfaction and the continued service, it turned out that training and education expenses support, fringe benefits among material rewards affected the continuation of their services. Meanwhile, the social recognition and the feedback offer had no significant difference in the continued service. Comparing the volunteering satisfaction to the incentive satisfaction, however, all of the five index questions of the volunteering satisfaction to the incentive satisfaction indicated that groups which were more satisfied with their incentives showed more satisfaction on their services than others who didn't. In conclusion, the satisfaction of material rewards(β=0.647 P<0.01), the satisfaction degree of social recognition(β=0.508 P<0.01) and the feedback satisfaction(β=0.124 P<0.01) had a strong plus(+) correlation as a result of inputting the volunteering incentive satisfaction degree collectively to the volunteering satisfaction degree, a dependent variable. In short, the incentive support affected significantly to the continued volunteer service, based on the fact that the more volunteers satisfied with the incentive, the more satisfied with their volunteer services. The following is some suggestions, methods and factors to be developed for effective volunteer services accrued from this study. Firstly, it's critical to provide incentives that mostly wanted by volunteers and to furnish volunteers with individualized incentives by utilizing various incentive support methods, Accordingly, regular surveys on their desires for incentives are required, and the qualitative aspect should be considered sufficiently when providing various incentives than the quantitative aspect. Secondly, it's necessary to furnish volunteers with the better condition through supporting minimum expenses (material, transportation costs and food expenses) necessary for volunteer activities, though not being affluent economically, leading them to serve continuously, including recognizing the value of their services highly through providing them with discount or FOC tickets for public facilities, such as public parking lots, public peformances, etc. Thirdly, it's required to encourage volunteers to have pride and satisfaction on their services by providing continued interests and feedbacks for the stimulation and continuation of volunteer activities, as well as developing and providing various programs to facilitate friendships between volunteers, Fourthly, it's urgently required to have systematic devices (enacting basic volunteer service laws, operational guides or regulations) to provide volunteers with professional and systematic incentives. An objective standard chart is needed, as well.

유인체계를 통한 의료비지출 효율화와 건강보험재정 건전화

박지연 京畿大學校 2004 국내박사

본 논문은 건강보험재정의 건전화를 위한 대응방안으로서 의료비 지출을 효율화하는 것이 중요하다는 점에 착안하여, 이를 위한 정책방향을 도출하고 각 정책대안이 경제주체들의 행태와 건강보험재정에 미치는 효과를 실증적으로 분석하였다. 제2장에서는 선진국 건강보험 재정위기의 배경과 이에 대한 대응과정을 살펴보고 한국 건강보험재정 위기의 원인을 구명함으로써 재정건전화를 위한 정책방향을 설정하였다. 주요 연구내용은 다음과 같다. 첫째, 선진국 건강보험 재정위기의 배경은 의료이용에 대한 접근성을 강조하고자 설계된 건강보험제도에서 비롯된 것으로 나타났다. 둘째, 선진국에서 재정위기에 직면하여 우선적으로 취한 조치는 총액예산제 도입, 수가규제 강화 등 의료공급자를 직접적으로 규제하는 방식을 취하였다. 셋째, 직접규제 방식이 의료생산의 효율성을 크게 떨어뜨리는 결과를 초래함에 따라 최근 선진국의 정책방향은 직접규제보다는 의료수요자, 보험자, 의료공급자에게 유인을 제공함으로써 의료비 지출의 효율을 추구하고 지출을 억제하고자 하는 정책에 주안점을 두고 있는 것으로 나타났다. 넷째, 한국 건강보험 재정위기의 근본적 원인은 건강보험제도의 내재적 속성뿐만 아니라 제도의 설계와 수가규제정책에 있는 것으로 분석되었다. 이러한 분석을 통해 2장에서는 건강보험 재정건전화를 위한 정책방향으로 유인제도로서 의료 수요와 의료 공급 양 측면에서 과다한 의료이용과 과다한 의료제공을 방지할 수 있는 비용분담제도와 보험자와 의료공급자간의 자발적인 의료제공계약 및 수가계약이 필요할 것임을 주장하였다. 제3장에서는 의료수요측의 과다의료이용을 억제하도록 하기 위한 유인제도인 본인부담률 인상의 유인효과와 건강보험재정에 미치는 영향을 건강보험의 미시적 자료를 이용하여 실증적으로 분석하였다. 분석결과 본인부담률의 인상은 초진의료수요를 감소시키나, 의료수요 감소로 인한 진료 수입의 감소를 예상하는 의료공급자들의 재진유인행위가 나타나는 것으로 분석되었다. 이러한 재진유인행위로 인해 초진의료수요의 감소로 인한 재정절감부분이 상쇄되는 것으로 나타났다. 따라서 본인부담률 인상을 유인수단으로 하여 의료비용을 억제하기 위해서는 재진유인행위에 대한 감시활동이 필요함을 정책적 시사점으로 제시하였다. 제4장에서는 의료공급측의 유인행위 및 과다의료제공을 억제하며, 의료생산에서의 효율을 높이고 의료비용을 억제하기 위한 목적을 가진 포괄수가제의 유인효과와 건강보험재정에 미치는 영향을 건강보험의 미시적 자료를 이용하여 실증분석하였다. 분석결과 포괄수가제는 의료기관 자원투입의 대리변수로 사용되는 진료건당 입원일수를 줄인 것으로 나타났다. 이는 포괄수가제도가 제공한 금전적 인센티브에 대해서 의료공급자들이 의료를 효율적으로 제공하는 방향으로 반응한 것으로 해석할 수 있다. 그러나 포괄수가제 하에서 의료의 질적 변화를 나타내는 재입원율은 증가하는 것으로 나타났다. 마지막으로 한국에서 실시된 포괄수가제도는 건강보험재정에 부정적 영향을 미친 것으로 나타났다. 따라서 의료의 효율적 생산과 의료비용억제라는 포괄수가제 본연의 목적을 달성하기 위해서는 보험급여범위의 조정, 포괄수가제도의 추가비용 지불부분에 대한 재설계, 의료수가의 조정, 재입원에 대한 감시활동 강화가 필요하다는 정책적 시사점을 도출하였다. 본 논문의 연구결과로부터 의료수요 측면에만 초점을 둔 본인부담률 인상은 의료공급자들의 재진유인행위라는 도덕적 해이로 인해 총의료수요에는 부정적 영향을 미칠 것이므로 전체적인 의료수요를 줄이기 위해서는 의료수요와 의료공급 양 측면을 모두 고려하는 유인제도를 설계해야 한다는 사실을 알 수 있었다. 유사한 맥락에서 의료공급 측면만을 대상으로 한 비용억제 정책은 전체적인 의료수요를 줄이는 데 한계를 가질 것이다. 이러한 연구결과는 수요측 비용분담과 공급측 비용분담정책은 대체적이라기 보다는 보완적이라는 것을 의미하며, 전체적인 의료수요를 줄이고 건강보험재정을 절감하기 위해서는 수요측 비용억제 정책과 공급측 비용억제 정책이 동시에 추구되어야 함을 시사하고 있다. This study aims to derive reform proposals to enhance the efficiency of expenditure for health care as a measure for the financial soundness of National Health Insurance and to analyze empirically the effects of each proposal on the behaviors of economic agents and the finance of National Health Insurance. Chapter Ⅱ reviews the background of the financial crises of National Health Insurance in developed countries and the actions to cope with the crises. Also, this chapter identifies the causes of the financial crisis of Korean National Health Insurance. First of all, it is shown that the financial crises of National Health Insurance in developed countries had come from the scheme's design allowing everyone an equal access to medical services. Faced with the financial crises, these countries relied on direct regulations on medical service supply such as the introduction of global budgets and the tightening of provider fee. Such direct regulations, however, resulted in lack of efficiency in medical production. As a result, developed countries recently focus their policies on controlling medical expenditure by taking into account incentive effects on consumers, insurers and providers rather than direct regulations. As for the Korean National Health Insurance, the financial crisis are due to not only to the inherent nature of the National Health Insurance system but also to the system's design and the regulation on service fee. Accordingly, this chapter argues in favor of need for the demand and supply sides cost-sharing to prevent excessive use and provision of medical services and the voluntary medical service provision contracts and fee contracts between insurer and medical service providers to ameliorate the financial soundness of National Health Insurance. Chapter Ⅲ, based on the theoretical discussions on moral hazard in health insurance, analyzed empirically the incentive effects(indirect effects) of the increase of outpatient co-insurance, which is demand-side cost sharing to the excessive use of medical services, and its effects on the finance of National Health Insurance, using micro-data from the National Health Insurance Corporation about medical service consumption. Directly, an increase of co-insurance rate lessens the financial burden of the National Health Insurance by lowering the benefit rate. Indirectly, an increase of co-insurance is expected to increase the number of medical visits despite the reduction of first examinations by consumers. Consequently an increase of co-insurance is found to have negative indirect effect on the financial status of the National Health Insurance despite a slight reduction of the costs of medical services per visit. Accordingly, these empirical findings suggest that it is necessary to monitor and control the supplier induced medical demand in order to maximize the financial saving effect of an increase of outpatient co-insurance rate. Chapter Ⅳ investigates empirically the impact of DRG payment system on health care providers' incentives in Korea. I estimate single equation models, with DRG system dummy and the traits of patients and health care providers as explanatory variables and using the data reported in the National Health Insurance Corporation. The results are as follows. First, the hospital length of stay diminished under the DRG system. This indicates that the change of payment system enhances the efficiency of health care resources. Second, the rehospitalization ratio increased under the DRG system, which implies the possibility of undertreatment under the new system. Finally, the financial status of the National Health Insurance Corporation deteriorated under the DRG system, which implies that the payment level of DRG system needs to be reviewed. The results of this study show that the increase of co-insurance focusing only on demand may have negative effect on medical expenditure due to supplier-induced demand. On the other hand, the cost control policy targeting only medical supply will have limitations in reducing the medical demand. These results imply that cost sharing by consumers and cost sharing by suppliers are not alternatives to each other but mutually complementary and that cost control policies taking into account both consumers' behavior and suppliers' behavior must be implemented to reduce the whole medical expenditure and improve the finance of National Health Insurance.

미집행 도시공원 해소를 위한 결합개발제도 적용 연구

박정아 서울시립대학교 대학원 2009 국내석사

도시공원은 시민생활의 질과 도시환경의 질을 높이고, 도시공간구조의 균형과 건강성을 확보하는 역할을 담당하고 있으며, 현대 도시인에게는 필수적인 요소로 대두되고 있다. 또한 우리사회가 소득증대와 더불어 쾌적한 생활환경, 여가ㆍ문화시설 등에 대한 수요가 높아지면서 도시공원의 중요성은 더욱 크게 인식되고 있다. 그러나 도시공간에서 지가 상승 등의 요인에 의해 공원부지를 확보하기란 점점 힘들어 질 것으로 예상된다. 그렇다고 공원시설 면적이 부족한 우리나라 실정에서 미집행 도시공원에 대한 이해관계의 상충을 이유로 도시계획결정을 해제 또한 곤란한 상태이다. 본 연구는 서울시에 존재하는 장기미집행 되고 있는 도시공원을 해소하기위해 재개발지역에 적용되고 있는 결합개발제도의 도입가능여부를 검토하기 위하여 수행되었다. 먼저 장기미집행 되고 있는 도시공원의 현황 분석을 실시한 결과 재정부족과 집행순위에서 밀려나 매년 악순환이 되풀이 되어 도시공원이 장기미집행 되고 있고, 도시공원의 장기미집행 기간설정은 10년 이상인 것으로 나타났다. 또한 서울시에서 시행되고 있는 인센티브제도의 고찰을 통해 추가 용적률의 법적허용치가 50%까지 가능한 것으로 나타났다. 결합개발이라 함은 재개발지역과 구릉지경관보호가 필요한 지역에서 개발압력을 받아 구릉지경관을 훼손하게 되었을 때, 이를 위해서 재개발지역과 구릉지경관지역을 하나의 사업구로 묶어서 추가용적률을 재개발지에 적용하는 것을 말한다. 이를 위한 결합조건으로 구역간 면적비 및 총 토지가액비 등을 함께 고려해야 함을 알 수 있었다. 하지만 재개발지역을 대상으로 하는 결합개발제도를 도시공원에 그대로 적용하는 것은 다소 무리가 있어 도시공원에 적용하는 공식을 보정하였다. 이러한 보정방식의 적용 타당성검토를 위해 공원부지 확보가 시급하고 공원주변의 개발압력이 높아 부지매입에 어려움이 있는 서울시 구로구에 위치한 천왕도시자연공원, 근린공원, 어린이공원을 대상 사례분석을 하였다. 제도 도입의 전에 시행착오를 줄이고 도입가능성을 고찰하기 위해서 결합개발제도를 장기미집행 도시공원에 적용했을 때 적용 가능성과 적용방안 및 향후과제를 다음과 같이 제시하였다. 첫째, 재개발지역에 도입된 결합개발제도처럼 면적대비나 평균공시지가로 산출되는 용적률산출값은 비현실적으로 그 차제로는 도입이 불가능하여, 도시공원에 결합개발제도를 도입할 때 면적대비와 평균공시지가대비를 절충할 수 있는 총토지가액비로 산출한 값이 적용 가능함을 알 수 있었다. 둘째, 도시공원별로는 도시자연공원과 근린공원의 총토지가액비는 면적대비와 평균공시지가비를 서로 절충시킬 경우 용적률이 적용 가능한 값으로 도출되어 결합개발제도가 도입가능 하였다. 하지만, 어린이공원의 경우 면적이 협소하여 결합개발제도를 통한 부지매입보다 현물보상방법이 나은 것으로 판단되었다. 셋째, 총토지가액비에 따른 보상율과 용적률산정값의 관계를 도출하였다. 총토지가액비가 클수록 보상율과 용적률산정값의 기울기는 완만해져 법정 범위 내에서 총토지가액비가 낮은 것보다 도입가능성이 더 큰 것으로 나타났다. 따라서 총토지가액비에 따른 보상율과 용적률산정값의 관계를 일반화 시켜 인센티브 용적률 산정표를 대상지의 특수성에 따라 보상율과 용적률산정값의 적정값을 정할 수 있다고 판단된다. 넷째, 결합개발제도가 미집행 도시공원에 원활히 도입해 부작용을 최소화하기 위해서는 재개발지역에 도입되는 추가용적률값에 대한 연구가 선행되어 타당성 있는 기준이 될 수 있는 추가용적률을 산정하는 것이 필요하다. 본 연구에서 결합개발제도를 미집행 도시공원 해결방안으로 적용의 가능성을 검토하여 도시공원의 부지확보 어려움을 해소하기 위한 방안의 하나로서 참고자료로 활용될 수 있음을 확인하였다. The urban parks do as a role of escalating the quality of civil and city life and secure the structural balance and soundness of urban space. The urban parks emerge as a essential factor to the modern metropolitans. The importance of urban parks are largely recognized as the demands for the comfortable living environment and leisureㆍcultural facilities are growing with the increasing income of our society. But, securing land for parks in the city area would be expected to be harder and harder due to the rising land price. However, in the existing state of our country which is lack of park facilities, it is also difficult to cancel the decision of city planning due to the conflict of interest for the long-delayed urban park plans. This study has been performed to examine the possibility to introduce the conjoint renewal system which is applied to the redeveloping areas to solve the long delay of city park construction plans in Seoul. First of all, through the present situation of long delayed city park plans, I found that the execution of city park construction delayed in long term in a vicious circle of repeating budget shortfalls and low priority and also found that the "long delayed" term is 10 years. And I found through the examination of incentive system executed by Seoul authorities that the law allow the additional floor area ratio by 50%. In the examination of Conjoint renewal system, the conjoint renewal means that the authorities bind the redevelopment area and hill area landscape as a work district and apply the additional floor area ratio to the redevelopment area. when the damage for the hill area landscape is inevitable in the process of development in the redevelopment area and in the area where the reservation for hill area landscape. As a condition of binding, I found that the dimensional ratio between the areas and total land price ratio should be considered together. But there can occur some mismatches when we apply the conjoint renewal system for redevelopment area solely to the city park development, I have to make some revision. I choose the Cheonwang City Natural Park, vicinity park and children park located in Guro-gu, Seoul where has urgent need of securing the land for park but hard to succeed due to the high potential of development of surrounding areas of the parks. Before introduce the system, to shorten the process of the trial and error and to consider the possibility, I hereby suggest the possibility and method of application and following subjects when the conjoint renewal system will be applied to the long-delayed city parks. First, unlike the conjoint renewal system introduced to the redeveloping area, the value of the floor area ratio calculated compared to the dimension or to averaged official land price can not be applied as itself because it is unrealistic and I found that the we could apply the value calculated compared to the total land price which is compromising the two aforesaid comparisons. Second, the floor area ratio calculated compared to the total land price compromising dimension comparison and averaged office land price comparison of the city natural park and the vici nity park found applicable to conjoint renewal system. But, in case of the children park, I found the compensation in kind method is better than buy out of land through the conjoint renewal system because of the small dimension of the site. Third, I calculated the relation between the compensation ratio and value of floor area ratio according to the total land price ratio. As value of the total land price ratio increases the inclination of compensation ratio and the value of floor area ratio, the possibility of introduction is stronger than when the total land price ratio is low within the boundary the law allows. Therefore, by generalizing the relations between compensation ratio conform to the total land price ratio and the value of floor area ratio, I believe that we can calculate the optimal value of compensation ratio and value of floor area ratio with incentive floor area ratio calculation table considering the particularity of the target area. Fourth, when the conjoint renewal system is applied to the unexecuted city park plan, to ease and justify the process of introduce of the system and to minimize the side effect, I assume that the calculation of the value of additional floor area ratio which can be the appropriate standard through advanced study for value of additional floor area ratio applied to the redevelopment area is needed. As the result of this study for the possibility of application of conjoint renewal system to the city park which is not yet introduced, it can be applied to the city natural park and vicinity park among city parks and also can be used as a reference for a method to ease the difficulty of securing land for city park for developing green lung which is short in cities.

지방정부 세출효율화의 제도적 맥락 : 상징, 경쟁, 모방과 학습을 중심으로

안지선 연세대학교 대학원 2024 국내박사

환경규제의 효과성 제고방안에 관한 연구 : 경제적 유인제도를 중심으로

양귀호 연세대학교 행정대학원 2003 국내석사

자연을 개발하고 지구상에서 인간의 활동영역을 넓혀감에 따라 필연적으로 환경의 파괴, 오염은 발생하게 된다. 경제학적 측면에서 환경을 하나의 재화라고 가정한다면, 한정된 재화를 다수의 사람들이 무차별적으로 사용하려 하기 때문에 환경문제와 같은 부작용이 발생하게 되는 것이다. 이러한 환경문제가 대응하는 환경규제수단에는 정부의 직접규제와 경제적 유인제도가 있으나, 세계 각국의 환경규제수단은 정부의 직접규제수단 위주로 시행되었다. 그러나 이러한 정부의 직접규제는 문제점들(막대한 규제순응비용, 규제의 시차성(time-lag), 민간영역에 환경오염 저감을 위한 동기부여 미비 등)이 지적되었고, 이로 인해 세계 여러 나라에서는 시장경제의 원리를 적용한 경제적 유인제도의 도입을 통해 환경규제의 효과성을 제고하려고 노력하고 있다. 본 논문은 이러한 배경 하에서 한국에 있어 환경규제의 효과성을 증진하기 위한 방안으로 경제적 유인수단을 중심으로 작성되었다. 이를 위해 먼저, 이론적 배경의 고찰부분 에서는 환경문제 해결을 위한 정부중심의 논리와 시장중심의 논리에 대하여 살펴볼 것이다. 그 후 경제적 유인제도의 몇 가지 유형에 대해 고찰하고, 이를 통해 경제적 유인제도에 대한 평가를 실시하고 바람직한 환경규제수단이 경제적 유인제도임을 제시 할 것이다. 둘째, OECD에서의 경제적 유인수단에 대한 논의 및 적용 현황을 살펴본 후 한국에의 시사점을 도출하게 된다. 여기에서 중요한 것은 OECD의 환경규정으로 회원국들에게 환경규제에 대해 어떠한 권고를 하고 있는지 그리고 그러한 권고가 등장하게 되는 근본적 이유는 무엇인지 알아보는 것이다. 이를 통해 왜 경제적 유인수단 중심으로 환경규제를 시행해야 하는지에 대한 이유를 찾아 볼 것이다. 셋째, 한국의 경제적 유인제도 현황을 살펴보고 이에 따르는 문제점을 제시하여 개선방안을 제시하도록 한다. 이를 통해 한국에서 현재 시행되고 있는 경제적 유인제도의 효과성을 더욱 증진시키는데 기여하고자 한다. 본 논문은 다음과 같은 전제에서 출발한다. 먼저, 경제학의 방법론을 원용하여 환경을 재화의 하나로 간주한다. 다음으로, 환경문제의 초점은 환경오염을 허용할 것인가? 그렇지 않을 것인가? 하는 문제에 있는 것이 아니다. 왜냐하면 현대 산업사회에 있어서 환경오염을 완전히 방지한다는 것은 불가능하기 때문이다. 가장 중요한 것은 환경오염을 어느 수준까지 허용하고, 어느 수준에서 제한할 것인가 하는 것이다. 환경은 우리가 보존하여할 대상인 동시에 개발하여야하는 것이기 때문이다. 국내적으로 새로운 정부의 출범으로 인해 국민의 참여욕구가 증대하고 있다. 따라서 민간영역을 규제의 대상으로만 간주하였던 기존의 정부 직접규제를 대신하여, 시장원리에 입각한 경제적 유인제도를 도입하여 민간의 참여와 창의성을 적극 받아들여야 할 것이다. 또한 국제적으로는 1992년 리우회의에서 제기된 "지속가능한 발전(sustainable development)"을 위해 환경과 경제정책의 혼합을 통해 환경보전과 경제성장을 도모하려는 노력이 증대되고 있다. 이와 같은 국내·외적 여건은 기존의 정부 직접규제 위주의 환경규제를 탈피하여 환경규제의 효과성증진을 위하여 경제적 유인제도의 도입 증대를 요구하고 있다. The development of nature and expanding of human being's activities have destructed and polluted the environment of the earth. If we assume that environment is one of the commodities, a kind of side-effect such as environmental problem can be caused when people try to use the limited goods competitively. There have been both direct regulations and economic incentive systems for handling the environmental problems, but most of the cases, the direct regulations have been the major tools for the most governments in this world. However, the direct regulations have led many problems such as the lack of motivation in order for decreasing environment problems in private sectors so that many countries have already made the efforts to increase the effectiveness of the environmental regulations by introducing the economic incentives in accordance with market economic principles. First of all, this study focuses on the economic incentives which can increase the effectiveness of environment regulation in Korea. For the theoretical background of the study, the author would take a look at both in government-centered and market-centered policies. After having the review, the author would study several types of economic incentives and it would make it possible to say that the economic incentives would be an effective alternative for better regulation. Second, the author would study the experiences of OECD countries which have applied the economic incentives for better environmental policy, to learn what Korean government can apply to. One of the most important aspects for discussing the issue is to know what exactly the OECD's environmental policies are and what the background of those. It would make it possible to discuss why the economic incentives would be effective for the environmental regulations. Third, the Korean system of economic incentives would be evaluated for offering the measures of improvement. Through the evaluation, it would be possible to increase the effectiveness of the economic incentives. This study starts on the premises like following; First of all, the environment is a good in accordance with economics. Then, the author assumes that the focus of the environmental problems should be placed on how to regulate the environmental pollution. That is because the environmental problems are inevitable in these contemporary industrial societies. That is to say, the environment is an object for us to preserve and at the same time, to develop. The setting off of the new government in Korea has led the increasing desires for participating to the process of policy-making among the Koreans. In this sense, the government should replace the direct regulation by the government with the economic incentives to improve the effectiveness of the environmental regulation using by the creativity and participants of private sectors. In addition, there has been efforts for the environmental preservation and economic growth through the mixture of environmental and economic policy for "the endurable development" which has originated from Rio International Conference. The in and out given conditions have asked to the Korean government to take advantage of the economic incentives rather than using the direct regulations of the government.