• 한국사회정책
• /
• v.23 no.2
• /
• pp.141-172
• /
• 2016

This study examines the employment conditions and labour experience of elementary after-school care teachers in South Korea. Based on the empirical data collected through in-depth interviews with after-school care teachers in Gwangju Metropolitan City, the study considers multifaceted problems faced by after-school care teachers in their workplace. The after-school care class is part of educational policies initiated and rapidly expanded by the Ministry of Education, resulting in the substantial increase of non-regular school workers. The irregularization of after-school care teachers illustrates that the common problems faced by female non-regular workers, such as social discrimination, exclusion and inequality, are also transplanted into the typical public sector. In the case of Gwangju Metropolitan City, during the past two years there have been evident increases both in under 15-hour short time contract care teachers and outsourcing of care classes. Temporary part-time contract care teachers suffer relentless job insecurity and experience poor working conditions, exclusion and discrimination within the workplace and labour alienation. In order to minimize the organized resistance of care teachers, school authorities implicitly individualize and isolate care teachers through hierarchization, the division of labour and the spatial division of classes between indefinite and temporary contract teachers.

• Journal of the Korean Home Economics Association
• /
• v.45 no.10
• /
• pp.59-71
• /
• 2007

The purpose of this study was to investigate differences in wives' financial management behavior according to variables related employment and income, and perceived economic instability of household. Financial management behaviors were constructed with 4 sub dimensions : investment, income expenditure, risk, and debt management behavior. The subjects of this study were 225 wives. Factor analysis and MANOVA were performed for data analysis. The results of this study were as follows : First, there were signigicant differences in financial management behavior according to variables related employment, i. e. employment state of wives and husbands. Second, there were signigicant differences in financial management behavior according to variables related income, i. e. monthly income, additional income, income stability. Third, there were signigicant differences in financial management behavior according to perceived economic instability of urban household.

• Proceedings of the Korea Contents Association Conference
• /
• 2011.05a
• /
• pp.133-134
• /
• 2011

고용없는 성장이 이루어지고 있는 가운데 청년실업과 기후변화, 세계경제의 극심한 불안은 새로운 경제성장 패러다임을 요구하고 있다. 이에 세계 각국은 녹색성장을 신성장 동력으로 주목하고 있다. 우리나라는 저탄소 녹색성장을 목표로 녹색인재양성을 통한 국가경쟁력 확보와 청년실업해소 및 일자리 창출을 도모하고 있다. 본 논문은 AHP 방법론을 통하여 녹색인재양성을 위한 국가정책과제의 우선순위를 도출하여, 효율적인 투자와 인재양성계획을 수립하도록 돕는다.

• Journal of Legislation Research
• /
• no.44
• /
• pp.655-688
• /
• 2013

Most of all the transfer of undertakings in such a service provision business as labour-intensive operation creates uncertainty of employment, aggravates terms of employment and breaks a trade union. However there are no regulations in Korea to protect employees from these undesirable situations. On the other hand Great Britain has introduced the concept of a transfer of undertakings by service provision change in 2006. It was intended to remove or at least alleviate the uncertainties and difficulties created by the need under TUPE 1981 and EU Directive to establish a transfer of a stable economic identity which retained its identity in the hands of the alleged transferee. In contrast to the words used to define transfer in the 1981 Regulations 'service provision change' is a wholly new statutory concept and distinguished from the economic entity. The new provisions seems to be straightforwards and the circumstances in which service provision change is established are clearly set out in Regulations. In this context there is no need for a judicially prescribed multi-factorial approach, as advanced by European Court of Justice like Spijkers test. The new concept of service provision change apply even though there are some minor difference or differences between the nature of the tasks carried on after service provision change as compared with before it. A commonsense and pragmatic approach is required and It is enough only to ask whether the activities carried on by the alleged transferee are fundamentally or essentially the same as those carried out by the alleged transfer. TUPE 2006 of Great Britain far exceeding the scope of the Acquired Rights Directive is full of suggestions as a model of legislation to secure a stable employment itself and favorable and fair conditions of employment. More active efforts are needed for lawmaking to prohibit a dismissal and vary conditions of employment for the reason of the transfer of undertakings itself.

• Journal of Labour Economics
• /
• v.30 no.2
• /
• pp.1-31
• /
• 2007

The purpose of this paper is to analyse wage differentials between non-regular and regular works. Data from EAPS(Economically Active Population Survey) 2005 show that the monthly wage level of non-regular worker is only 63% of regular worker and thus there exist 37% wage differentials. However, these wage differentials do not control for hours of work, the amount of human capital, job characteristics, and other individual characteristics affecting wages. If these variables are added to the hourly wage regression equation, the wage gap between non-regular and regular workers drastically decreases to 2.2%. Furthermore, decomposition of the wage differentials by Oaxaca method shows that productivity difference between non-regular and regular workers explains up to 91% of the wage gap. This implies that the magnitude of wage discrimination against non-regular workers is at most 0.2% of hourly wage of regular workers. To control for unobserved individual heterogeneities more accurately, we also construct panel data and estimate wage differentials. The results from the panel data approach show that there is no difference in the hourly wages between non-regular and regular workers. In some specifications, the wage rate of non-regular worker is rather higher than that of regular worker. These results are consistent with economic theory. Other things being equal, workers with unstable employment may require higher wages to compensate their unstability. Firms are willing to pay higher wages if they can get more flexibility from non-regular employment. Empirical results in this paper cast doubt on the view that there is wage discrimination against non-regular workers in the labor market. Public policies should be targeted for disadvantaged groups among non-regular workers, not for non-regular workers in general.

• Knowledge Management Research
• /
• v.22 no.4
• /
• pp.283-301
• /
• 2021

RPA (Robotic Process Automation) technology has recently been spotlighted to preemptively respond to the 4th industrial revolution without spending a lot of time and money to improve various existing business and IT processes. In this study, variables affecting intention to use RPA technology were representatively identified into three positive factors and three negative factors, and the causal relationship between the effects of these variables on actual RPA acceptance intention was examined. After conducting an email survey for general office workers, structural equation analysis (SEM) was performed using SPSS 27.0 and SmartPLS 3.3.5. The second order factor of a positive perception consisting of security, accuracy, and efficiency, and the second order factor of a negative perception consisting of job security, execution error, and fear of introduction failure. The positive perception affected the intention to use RPA through perceived usefulness and perceived ease. It was confirmed that the negative perception has a mediating effect on the intention to use RPA through acceptance conflict. In addition, it was confirmed that the presence or absence of experience in using RPA interacts with perceived ease and has a moderating effect on intention to use RPA. It can be said that there is practical and theoretical implications from the point of view of knowledge management in that it allows companies to recognize and respond to which factors are important from the point of view of companies that want to use RPA.

• The Journal of the Korea Contents Association
• /
• v.22 no.6
• /
• pp.530-540
• /
• 2022

The aim of this study was to analyze the impacts of perceived economic instability on drinking frequency in the mist of exercising the strong social distancing in the early phase of COVID19 pandemic. The data were collected from 1,117 adults aged between 19 and 70 across the nation from May 13 to May 19 in 2020 by Embrain, an on-line research company. We used only 820(73.4%) out of 1,117 who answered that they had a drinking in 2020. Bi-variate analysis and multivariate multinomial logistic regression were performed using STATA16. Multinomial logistic regression results showed that the increase of employment instability was related to the increase of drinking frequency, whereas the increase of income instability was related to the decrease of drinking frequency. In sum, the impact of perceived economic instability during the early phase of pandemic may be presented as an increase or decrease of drinking frequency depending on the effect of employment instability and income instability.

• Journal of Digital Convergence
• /
• v.16 no.3
• /
• pp.487-495
• /
• 2018

The purpose of this study is to diagnose problems of the permanent judge system by examining the cases of practical running of the permanent judge system, and to provide basic materials for the settlement of fair and transparent judge culture. The findings of the case studies are as follows. First, the difficulties in selection, allocation, and education of judges caused by the operation of the permanent judge system. The problems in allocation are forceful allocation, conflict over allocation with general judges. The problems in evaluation are individual evaluation and limits of fairness, lack of evaluation rules. Second, the unpredictability of whether the permanent judge system survive or not. Third, there are some environmental constraints of the permanent judge system. Lack of protective apparatus is lack of rescue method and solution for intentional protest. Forth, there is a problem of low recognition of the permanent judge system. As the federation has been not active in publicizing the permanent judge system, the system is not well known.

• The Journal of Korean Institute for Practical Engineering Education
• /
• v.4 no.1
• /
• pp.140-145
• /
• 2012

Korean government improved the Individual Training Account (ITA) System in September 15, 2011. This paper evaluated the Improved Individual Training Account System of Korea based on the success conditions of contracting-out public services. The results showed that the improved ITA system of Korea was expected to solve some of the problems of former ITA system of Korea by stabilizing ITA training market, improving target of ITA and better matching between jobs and training courses, and activating trainees. Nevertheless the improved ITA system of Korea still has some problems to be solved. The relationship between job placement services and issue of ITA should be closer by improving tailored total one-stop services for job seekers. The government should develop infrastructure for evaluating, monitoring and supporting the ITA training to enhance the effectiveness and efficiency of the ITA training system.

• Journal of Engineering Education Research
• /
• v.11 no.1
• /
• pp.15-23
• /
• 2008

This research was conducted to evaluate economic & non-economic performance of the National Authorization System of Private Qualification. After the Private Qualifications had the National Authorization, acquisitors have been helped related to the job-seeking compare to private certification's acquisitors, but promotion and wage of acquisitors were not about economic performance. Non-economic performance was lowed like satisfaction of job and improvement of special competence. However fear of current employment have been relieve throughout national authorization.