• 한국노년학
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• v.30 no.1
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• pp.195-220
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• 2010

This study is to examine the job satisfaction of the social workers who manage the elderly care service in country, in order to find political alternatives and practical strategies for improving job satisfaction. The Factors to effect on job satisfaction are categorized as three groups ; personal factors, working environment factors and service related factors. The survey was conducted by 231 social workers who participated in a national seminar among 244 elderly care facilities in country, and 220 effective data were collected. Which factors effected on the job satisfaction of social workers and how much effected on it by them were mainly analyzed. The mean of job satisfaction status was 3.01, which was slightly higher than average(2.5). Men had higher job satisfaction than women. The unmarried than the married, permanent workers than contract workers, and workers who didn't execute other jobs had higher job satisfaction also. And The main factors which effected on job satisfaction were sex among personal factors, the manager willingness and not executing other jobs among working environment factors, and service attitude among service related factors. Particularly, the manager willingness was shown to effect on job satisfaction the most, and then service attitude, not executing other jobs and sex effected on it in order. The result showed that the elderly care facilities which had stronger manager willingness and better service attitude provided higher job satisfaction, and men who didn't execute other jobs than women had higher job satisfaction. The job satisfactions of payment and benefits, employment stability, appropriateness of working amount and working time, working environment and welfare conditions were lower than average. Therefore, the strategies to improve the lower job conditions are promptly required. Above all, the low payment strategy that has not been increased at all for 3 years has to be changed. In addition, it is important for the social workers not to execute other jobs as much as possible in order to reduce working amount and working time appropriately. In conclusion, it is required to try to improve the job satisfaction of the social workers who are the core of human service continually, which will make the elderly care service successful and effectiveness improved.

• 한국노년학
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• v.36 no.3
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• pp.905-926
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• 2016

Although the concept of the elderly varies depending on scholars and laws, as consumption expenditure is deeply associated with income due to the nature of this study, 55 years old was set as the low limit standard for the elderly according to Prohibition of Discrimination on Age in Employment and Employment Promotion for the Aged Act and the elderly households were limited to single-elderly person household and an elderly couple family household for this study. It is considered consumption characteristics as a significant analysis subject in terms of social welfare because it could be understood as an expressed need which was a reflection of desire. Therefore, the present study aimed to investigate the consumption characteristics of the elderly households by stereotyping the consumption pattern of the elderly households, and find the determining factors for consumption patterns and thus contribute to the establishment of related policies through the expressed needs of the elderly households. K-means of cluster analysis was performed by putting the consumption expenditure of the elderly households to investigate inherent structural type of consumption pattern of the elderly households, which were the investigation subjects. As a result, four groups were stereotyped and named as below: 'health care-centered type', 'saving-centered type', 'livelihood-centered type', and 'food expenses-centered type' Binary Logistic Regression analysis was used to identify the factors that influence the decision of consumption pattern of the elderly households. The result of study showed that the elderly households faced all different needs and problems and thus there is a need for various approach plans to solve this situation. In particular, although the elderly have been viewed as economically poor people so far, the study showed that there were also kind of prepared households through saving. Overall, livelihoodcentered type accounted for the highest portion and, as a factor that influenced this, marital state and household income played an important role. Therefore, it is considered that more active efforts to increase the income of the elderly households are needed. In addition, age, owning of house and subjective health state were found to also have significant influence. Through these results of the study, the elderly's own improvement of awareness on health, presentation of overall standard for health state of the elderly, securement of the elderly's access to cultural life, and financial management coordination for improvement of quality of life, development and dissemination of jobs suitable for the elderly, and dissemination of communal life household, which is a cooperation residential type, were presented as institutional task in the conclusion.

• Journal of Korea Entertainment Industry Association
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• v.15 no.4
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• pp.167-186
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• 2021

The purpose of this study was to present a new direction for sports talent cultivation, determine the sports talent cultivation status in various types of sports and relevant areas, and present specific plans for activating practical sports talent cultivation in the elderly population in an effort to cope with the rapid changes of times. For this purpose, literature review was performed to analyze the elderly sports and sports talent cultivation status, analyze the problems with elderly sports and sports talent cultivation and development tasks, and present the following comprehensive plan for cultivating elderly sports talent cultivation in pursuit of elderly sports promotion: First, it is necessary to become more competitive in education by developing various programs for convergent and combined elderly sports talent cultivation as well as by changing into a convergent and combined way of thinking in the organizational culture environment of sports. Second, it is necessary to build more career education infrastructures for elderly sports talent cultivation in the elderly sports and relevant departments. Career education may become an issue in every area, which means building comprehensive DBs for undergraduates and graduates. Third, it is necessary to give greater support to research and development in the entire area of elderly sports. This means implementing relevant projects efficiently through governance with the Ministry of Culture, Sports, and Tourism in charge of elderly sports policies, the Ministry of Health and Welfare, and professionals in the private sectors. Fourth, it is necessary to make comprehensive, systematic, and mid- and long-term strategies for cultivating sports talent at the governmental level. This means sports talent cultivation and search, career and employment, reeducation (competence reinforcement training), and job and employment stability in the areas of education, health, and welfare as well as sports. Fifth, it is necessary to operate a tentatively-called elderly health agency under the influence of the Office of the Prime Minister. This requires expansion and qualitative improvement of education on the basis of greater efficiency in preventing any overlapped task from wasting the budget through inter-department cooperation and positive partnership.

• 지역과문화
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• v.7 no.2
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• pp.173-202
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• 2020

This study aims to enhance the family-friendliness of the region by examining the relationship between family relations and the community environment, and objectively comparing the local environment surrounding the family. To this end, we reviewed the areas of socio-cultural and economic sectors that affect the family relationship satisfaction, and in particular, analyzed the trend of changes in regional index by utilizing the Korean Family Happiness Composite Index (KFHCI) developed as a community indicators. This index utilizes community indicators published in the National Statistical Portal's "e-Region indicators," and these variables are related to family relationship satisfaction. Therefore, this study compared the seven areas of the Family Happiness Composite Index (Population Family, Health Culture, Education, Income Consumption, Employment Labor, Housing Transportation, Environment and Social Integration) by region, and examined the trends for 10 years. According to the study, the average score of KFHCI's entire region was rising from 2008 to 2018. Overall, the community environment that affects family relationship satisfaction is also improving. The regions belonging to the upper level were Jeonnam, Gangwon, Chungnam, Jeonbuk, and Gyeongbuk. Areas belonging to the lower level are Seoul, Busan, Daegu, Incheon, and Gwangju. In almost sectors, the lower-level regions did not have sufficient physical infrastructure compared to population density and over-density, and improved little by little, but not enough to reflect the needs of local people and improve the quality of life. In the future, we should develop more regular and complementary indicators to develop customized policies for each region that can improve the quality of family relationships. It will also be necessary to study the impact of each index field when a socioeconomic crisis occurs due to social disasters, and try to change indicators

• Journal of Intelligence and Information Systems
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• v.28 no.3
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• pp.237-258
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• 2022

As the global market environment changes, the domestic ICT industry has a growing influence on the world economy. This industry is regarded as an important driving force in the national economy from a technological and social point of view. In particular, small and medium-sized enterprises (SMEs) in the ICT industry are regarded as essential actors of domestic economic development in terms of company diversity, technology development and job creation. However, since it is small compared to large-sized enterprises, it is difficult for SMEs to survive with a differentiated strategy in an incomplete and rapidly changing environment. Therefore, SMEs must make a lot of efforts to improve their own capabilities, and the government needs to provide the desirable help suitable for corporate internal resources so that they can continue to be competitive. This study classifies the types of ICT SMEs participating in government support programs, and analyzes the relationship between resources and performance creation of each type. The data from the "ICT Small and Medium Enterprises Survey" conducted annually by the Ministry of Science and ICT was used. In the first stage, ICT SMEs were clustered based on common factors according to their experiences with government support programs. Three clusters were meaningfully classified, and each cluster was named "active participation type," "initial support type," and "soloist type." As a second step, this study compared the characteristics of each cluster through profiling analysis for each cluster. The third step carried out in this study was to find out the mechanism of R&D performance creation for each cluster through regression analysis. Different factors affected performance creation for each cluster, and the magnitude of the influence was also different. Specifically, for "active participation type", "current manpower", "technology competitiveness", and "R&D investment in the previous year" were found to be important factors in creating R&D performance. "Initial support type" was identified as "whether or not a dedicated R&D organization exists", "R&D investment amount in the previous year", "Ratio of sales to large companies", and "Ratio of vendors supplied to large companies" contributed to the performance. Lastly, in the case of "soloist type", "current workforce" and "future recruitment plan", "technological competitiveness", "R&D investment", "large company sales ratio", and "overseas sales ratio" showed a significant relationship with the performance. This study has practical implications of showing what strategy should be established when supporting SMEs in the future according to the government's participation in the startup program and providing a guide on what kind of support should be provided.

• Journal of International Area Studies (JIAS)
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• v.14 no.2
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• pp.287-310
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• 2010

Developed nations are increasingly seeking to secure competitiveness in the international market through the development of human resources of workers in high value-added industries. And what is especially important in this process is the fact that workers, employers, and concerned government agencies are participating together in building and improving workers' skills through partnerships. This is based on the perception that workers training programs conducted according to the interest of one side are difficult to bring desired results. For the past decades, Korea has focused mostly on labor-management-government partnerships and strategies for developing the human resources of workers in developed nations in Europe. Related case studies show labor-management-government partnerships in European countries established through powerful trade unions, and interested parties actively cooperate and participate in employment and training programs that benefit both workers and employers. In contrast, studies on human resource development participated by workers and employers are relatively rare in the US, the reason being the lack of a mechanism for establishing labor-management-government partnership due to the country's strong tradition of decentralization and the emphasis on market principles. However, while it is difficult to find such channels for dialogue between workers, employers, and the government in th US on the federal level, there are many regional-level or industry-level programs that tackle common problems through partnerships between interested parties. This study analyzes how the regional labor-management-government partnerships in the US work and examines the types of programs operated by investigating the One-Stop Center based on the Workforce Investment Act and the Wisconsin Regional Training Partnership. While the One-Stop Center is a regional labor-management-government partnership model that is institutionally executed in each state according to the Workforce Investment Act, the WRTP is a regional labor-management -government partnership model led by the private sector. The two examples are introduced in the OECD as best practice examples of regional partnerships, and are key references to Korea's current human resource development policy.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.1
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• pp.13-28
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• 2022

Korean Government Budget Supports for startups have been spiked and resulted in increasing the number and scaling up Startup Accelerating managers. It have skyrocketed the strong demand for their qualified roles. However, unclear role description and gap between required role and their capability have discouraged startup manager's self-efficacy resulted in declining their full commitment and causing poor role performance. The focus of this research falls on empirical analysis to the effect of startup accelerating manager's capability characteristics on their full commitment and performance to start-up support groups. This research is expected to deliver diverse policy alternatives to build up manager's core competencies to accelerate their self-efficacy leading their full role commitments and finally pushing up policy performance. In addition, this research will found more strong literature review for the following researches in this emerging fields. This research is brought four highlighting results with respect to four research problems. First, it propose proper concept of startup accelerating manager based upon its legal entitlement. Second, it drive required core competencies of manager for successful their accountability. Third, it analyze the unique features of startup accelerating manger's capabilities against business incubation manger. Fourth, it empirically analyze in coming with government startup funding, the effect of self-efficacy including employment status, job environment, etc. on their organizational commitment and job performance. This research reveal the required unique core competencies of manger into founder sourcing ability, project managing ability, startup proving and pivoting ability, consulting ability for successful investment raising. As of this empirical research results, First, manager's ability have positively effect on their job performance, full commitment, and self-efficacy. Second, self-efficacy have a mediating effect on manager's ability, job performance, full commitment. This research derive key policy implication of requiring to build up more accelerating ability, of manager from the basics to advance level by customized and algorithm based traing program. This accelerating ability buildup program will not only surge self-efficacy of manger resulting in making full commitment and better job performance, but also devote to categorizing the unique new feature and position of manger as seed investment and supporter.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.4
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• pp.219-232
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• 2022

Empirical studies on entrepreneurial intentions have been conducted from various perspectives over the past few decades. The unemployment rate has increased as the global economy stagnates in the aftermath of the COVID-19 pandemic, and entrepreneurship is emerging as an alternative to job creation. Although numerous antecedent variables have positive effects on entrepreneurial intention, this study focuses on entrepreneurial self-efficacy as an individual factor and the entrepreneur's family background as an environmental factor. This study analyzed the survey results of 300 global respondents through the online survey platform Prolific. The respondents were screened by asking a question about having had entrepreneurial education. Since the effects of entrepreneurial self-efficacy on entrepreneurial intention have been proved in numerous domestic studies, this study aims to generalize these results by investigating global samples. The moderated mediation analysis was performed using PROCESS to verify the research hypotheses. This research investigated the effect of entrepreneurial knowledge acquisition on entrepreneurial intention via entrepreneurial self-efficacy and the moderated mediation effect of the family background of entrepreneurs. The results of this study are summarized as follows. First, acquisition of entrepreneurial knowledge had a positive effect on entrepreneurial intention. Second, entrepreneurial self-efficacy mediated the relationship between entrepreneurship knowledge acquisition and entrepreneurial intention. Third, the entrepreneurship family background moderated this relationship. Specifically, when the family entrepreneurship background is strong (vs. weak), the positive effect of entrepreneurial knowledge acquisition on entrepreneurial intention via entrepreneurial self-efficacy significantly increased. The implications of this study are as follows. First, in the process of preparing for a own business, entrepreneurial education is a necessary condition to improve the entrepreneurial intention. Second, the higher the level of acquisition of entrepreneurial knowledge, the more positive attitudes toward entrepreneurial intention can be induced. Third, strong family background of entrepreneurship further promotes entrepreneurship intention by increasing entrepreneurial self-efficacy. In conclusion, in order to revitalize entrepreneurship, it is important to provide various entrepreneurial education programs. These educational programs will be able to improve entrepreneurial self-efficacy by providing more opportunities for students to acquire entrepreneurial knowledge, and thereby promote entrepreneurial intention. In addition, it is important to develop and provide advanced educational curriculum for those who have start-up business experiences in their families.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.19 no.1
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• pp.55-73
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• 2024

Unicorn companies are attracting attention around the world as they are recognized for their high corporate value in a short period of time as an innovative business models. Their growth process presents good lessons for the startup ecosystem and have a positive impact on national economic development and job creation. However, previous studies related to unicorn companies are focused on 'event studies' and 'case studies' such as characteristics of founders, environmental factors, business models and success/failure cases of companies already recognized as unicorns rather than a multifaceted approach. The occurrence of unicorn companies and Macroscopic analysis of related factors is lacking. Against this background, this study are considering the characteristics of unicorns examined through previous research and the current status unicorns with a high proportion of technology companies, the purpose was to analyze the impact of the country's technological competitiveness, such as 'technology human resource index', 'R&D index', and 'technology infrastructure index', on the increase in unicorn companies. For statistical analysis, data published by various international organizations, the Bank of Korea, and Statistics Korea from 2017 to 2020 and unicorn company data compiled by CB Insights were used as panel data for 44 countries to be tested by multiple regression analysis. As a result of the study, it was confirmed that the number of science majors had a positive (+) effect on the increase of unicorn companies in the case of technology human resource index, and in the case of R&D index, the total amount of R&D investment had a positive (+) effect on the increase of unicorn companies, while the number of Triad Patents Families and the number of scientific and technological papers published had a negative (-) effect on the increase of unicorn companies. Finally, in the case of technology infrastructure index, it was confirmed that the number of the world's 500th-ranked universities had a positive (+) effect on the increase of unicorn companies. This study is the first to reveal the causal relationship between national technological competitiveness and unicorn company growth based on country-specific and time-series empirical data, which were insufficiently covered in previous studies. and compared to the UN's ranking of the global industrial competitiveness index and the OECD's total R&D investment by country, Korea is considered to have technological and growth potential, while the number of unicorn companies driving growth as leaders of the innovative economy is relatively small, so the research results can be used when establishing policies to discover and foster unicorn companies in the future.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.183-200
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• 2024

Recently, with the MZ generation's entry into society and the social participation of the female population, conflicts are occurring between workplace groups that value WLB and existing groups that emphasize collaboration due to differences in work orientation. Public institutions and companies that utilize work-life balance support systems show differences in job Commitment depending on the nature of the work and the activation of the support system. Accordingly, it is necessary to verify the effectiveness of the WLB support system actually operated by the company and present universally valid standards. The purpose of this study is, first, to verify the effectiveness of the support system for work-life balance and to find practical consensus amid changes in policies and perceptions of the working environment. Second, the influence of work-life balance level and job immersion according to work characteristics was analyzed to verify the mutual influence in order to establish standards for WLB operation that reflects work characteristics. For the study, a 2X2 matrix model was used to analyze the impact of work-life balance and work characteristics on job commitment, and four hypotheses were established. First, analysis of the job involvement level of conflict-type group members, second, analysis of the job involvement level of leading group members, third, analysis of the job involvement level of agreeable group members, and fourth, analysis of the job involvement level of cooperative group members. To conduct this study, an online survey was conducted targeting employees working in public institutions and large corporations. The survey was conducted for a total of 9 days from October 23 to 31, 2023, and 163 people responded, and the analysis was based on a valid sample of 152 people, excluding 11 copies that were insincere responses or gave up midway. As a result of the study's hypothesis testing, first, the conflict type group was found to have the lowest level of job engagement at 1.43. Second, the proactive group showed the highest level of job engagement at 4.54. Third, the conformity group showed a slightly lower level of job involvement at 2.58. Fourth, the cooperative group showed a slightly higher level of job involvement at 3.80. The academic implications of the study are that it subdivides employees' personalities into factors based on the level of work-life balance and nature of work. The practical implications of the study are that it analyzes the effectiveness of WLB support systems operated by public institutions and large corporations by grouping them.