• Korea journal of population studies
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• v.30 no.2
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• pp.117-146
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• 2007

The research reported in this paper suggests an index of a 'good job' and validates it in several different ways. Not much is known yet, it is emphasized, about what the defining characteristics of a good job are and what the causes and major consequences are resulting from the attainment of such job. This is not merely because relatively little attention has been paid to construct a usable index, but also because a few studies, if any, were often plagued with several limitations, some theoretical and other analytical. As a consequence, fragmented speculations and research findings tended to flourish in the shortage of an overarching conceptualization and rigorous empirical assessment. In particular, a comprehensive index that encompasses a few critical job characteristics based on some solid theoretical underpinnings was in thirsty want. To relieve this want, the current study tries to formulate such index and validate it. A covariance structure analysis of representative national sample survey (Korean General Social Survey) data in South Korea indicates that wage, occupational prestige, authority and job security are the defining characteristics of a good job and that the index consisting of these characteristics is generally valid with respect to its constituent attributes, antecedents and a consequence, thereby supporting its discriminant-convergent and construct validities. The findings are interpreted with providing a few substantive implications stemming from them.

• KDI Journal of Economic Policy
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• v.14 no.4
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• pp.107-121
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• 1992

Moonlighting or second-jobs will increase shirking of the primary job. This paper analyzes the motives for moonlighting so that the means of reducing these motives could be explored. The traditional theory claims that a worker who cannot fully realize his work potential will look to moonlighting. In a two-period model, however, the following motives are more important. The precautionary savings motive : A worker has an incentive to save for fear of losing his job and his income in the second period. The worker could save more by working more during the first period, and this additional motive for working is the precautionary savings motive. The insurance motive : When a worker is unemployed, he cannot expand his moonlighting hours according to his needs since the moonlighting hour is upward rigid. Therefore, a worker has an incentive to secure additional moonlighting hours in the first period so that quick adjustment can be made during the unemployment in the second period. Two policy measures to remove those motives for moonlighting are recommended, for these measures will enhance the productivity in the primary job. First, a firm should guarantee that there will be no layoffs in a downturn in the economy and that the employment level is adjusted to the economic states by work sharing among workers. Second, as unemployment insurance benefits compensate a portion of the income in case of unemployment, it substitutes the motives for moonlighting. A generalization of this argument can be found in Ehrlich and Becker(1972) where self-insurance(moonlighting) and market insurance(in this case, unemployment insurance) serves as substitutes. The two policy measures in the above have a spill-over effect : A decrease of labor supply in the moonlighting market will ease job search, and therefore will help those who have their primary job in the moonlighting sector.

• 한국사회정책
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• v.20 no.2
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• pp.261-304
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• 2013

This article is aiming intensively to analyze the polarizing tendency of labour market and social integration. The polarization of labour market is being regarded as one of the hottest issues not less important than those problems of economic growth, employment, income distribution and national security etc. in the national policy. In this article, we will first follow up the important phenomena of labour market polarization and the background as well as its consequence. Especially, it asks if the present labour policy in the new government which is now being concentrated on the improvement of employment rate(from the present 63% to the 70% in the future) could deserve to diminish the polarization of labour market in korea. At one side, this article makes the special attention on the diversifying tendency of labour market and the various phenomena of fragmentation and segmentation in the labour market according to the forms and types of employment and according to the employee's status as much as the company's size. At the other side, it emphasizes that to overcome the polarization of labour market should require the wide reform from the legal measure to the improvement of the wage system, and the qualification system and the social investment as well as the human resource development. Furthermore, this article stresses the importance of integrative approach between the active market policy and the social policy instead of choosing each policy option, seperatively.

• Proceedings of the Korean Institute of Electrical and Electronic Material Engineers Conference
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• 2009.11a
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• pp.84-84
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• 2009

$BaTiO_3$는 perovskite 구조를 가지는 대표적인 강유전체 재료로서 MLCC (Multi Layer Ceramic Capacitor), PTC thermistor등에 널리 사용되어지고 있다. 최근 고용량 MLCC의 상업화와 함께 나노크기를 갖는 tetragonal phase의 $BaTiO_3$ 입자를 합성하기 위한 다양한 제조방법이 제시되고 있다. 또한 유전특성과 온도특성 및 신뢰성을 향상시키기 위해 많은 첨가제들이 연구되어지고 있다. 따라서 본 연구에서는 희토류 원소인 $Y_2O_3$를 첨가하여 유전특성 및 온도특성을 향상시키고자 하였다. 본 실험에서는 150nm 크기를 갖는 pure $BaTiO_3$ 분말을 사용하고 $Y_2O_3$의 양은 0.02 ~ 0.1wt%로 변수를 주어 첨가하였으며, 최적의 소결 조건을 찾기 위하여 1200, 1230, $1250^{\circ}C$에서 소결을 진행하였다. 실험방법으로는 균일한 혼합을 위하여 Iso-alcohol을 이용하여 48시간 ball-mill 하였으며 오븐에서 건조 후 ${\Phi}15$로 성형하여 소결을 진행하였다. 실험결과로는 $Y_2O_3$ 첨가량이 0.02wt% 부터 상온부터 상전이 온도 부근의 유전율 기울기는 완만해 지는 것을 확인할 수 있었으며, 소결시편의 정방정비 (tetragonality)도 뚜렷하게 나타났다. $Y_2O_3$ 첨가랑이 0.1 wt% 일 때는 첨가량의 증가로 인해 강유전성이 상쇄됨을 나타냈다. 이는 $2450^{\circ}C$에 이르는 매우 높은 용융온도와 $2350^{\circ}C$까지 상전이가 는 $Y_2O_3$를 미량 첨가할 때, 고온에서 높은 화학적 안정성과 내열성을 가져 온도 안정성이 향상된 것으로 판단된다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.577-583
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• 2020

This study analyzed the effect of career preparation behavior of female college graduates on their job satisfaction. The results of this study are as follows: First, the relationship between job satisfaction and career preparation behavior and a regression analysis of job satisfaction were all examined. This study used the original data from the Korea Employment Information Service for '2012 College Graduates' Occupation Route Survey'. The subjects of this study were 1,569 women in the science and engineering fields (649 engineering graduates, and 920 science graduates). The data was analyzed by frequency analysis, independent sample t tests, correlation analysis, and hierarchical multiple regression analysis using SPSS WIN 19.0. As a result, women with 4 years of college have higher job stability and job satisfaction than college students, but the reasons for major selection, university type, college location, and department. The results of this study are as follows. First, the effect of the variables on career satisfaction and job satisfaction was not statistically significant. This suggests that the type of college does not have a significant effect on job satisfaction if the university systematically prepares people for a career and the university suits a person's aptitude.

• Economic Analysis
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• v.25 no.4
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• pp.1-24
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• 2019

This study examines the labor market performance of graduates who had student loans. Compared to earlier studies, we extended analyses to all jobs that were experienced for more than 18 months after graduation. First, we found that students who had student loans earned 2.81% less at their first job compared to their counterparts without student loans. Second, the wage gap decreased over time, a reduction of 0.66%p due to labor market turnovers. Third, when we compared cumulated labor income, however, the amount for borrowers were continuously higher. This is because the job searching period of a borrower was shorter, despite relatively lower wages at the first job, and borrowers also made more frequent job turnovers, accompanying relatively more wage increases. These results suggest that the negative effects of college loans on earnings, reported in previous studies, may have exaggerated the negative impact to some extent of having loans. However, when we look at the quality of jobs beyond simply wages, the proportion of borrowers working at large companies as regular workers was consistently low. Given that job conditions at the earlier stages of one's career may lead to gaps over time, our findings call for more systematic investigations into the effects that student loans have on long-term labor performance.

• Journal of the Microelectronics and Packaging Society
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• v.17 no.4
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• pp.35-40
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• 2010

In this study, the reliability of thermal shock, thermal cycle, and complex vibration test at high temperature were examined for 3 types of lead-free solder alloys, Sn-3.5Ag, Sn-0.7Cu and Sn-5.0Sb. For the reliability test, daisychained BGA chips with ENIG-finished Cu pad was assembled with the three lead-free solders on OSP-finished PCBs. Among the 3 types solder alloys, Sn-3.5Ag solder alloy showed the highest degradation rate of electrical resistance and joint strength. On the other hand, Sn-0.7Cu solder alloy had high stability after the reliability tests.

• Journal of Labour Economics
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• v.30 no.1
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• pp.109-137
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• 2007

One of the key features of the Korean labor market is that, even though the central axis of employment has shifted from manufacturing sector to service sector, the ratio of part-time work is very low. Its major reasons are low wage rate, insufficient fringe benefits including social insurance, and deficient job security, even though part-time work has positive characteristics. This study examines whether part-time work would be a decent one and an alternative to full-time work by answering two questions: one is who chooses part-time work and another is whether part-time work is satisfactory. Analyses of 3,971 wage workers in the 8th wave of the Korea Labor and Income Panel Survey reveal that, as expected, part-time work is prevalent among the young, married women, and the old supporting the results from previous studies and that choosing part-time work on one's initiatives has a significant positive effect on job satisfaction for women while it is not for men. Form the result, it can be concluded that part-time work can be an appropriate alternative for full-time work if one chooses it voluntarily.

• The Journal of the Korea Contents Association
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• v.17 no.1
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• pp.728-739
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• 2017

This study has a purpose that comes up with a practical direction of training program about a cultivating vocational competence to older adults for living an independent life including a social, economic, and emotional base. The aged people suffered from a employment uncertainty because the aged people's job opportunity is just opened to unskilled works and not related with a regular lifelong educational program. In this study, the direction of program for cultivating vocational competence should be expanded and standardized. Also, there are less social agreement about older adult's cultivating vocational competence has a meaning above the purpose with economic activity. And the program should related with the employment. The direction of program for cultivating vocational competence to older adult should be the expansion and standardization of program. and should have the opportunity of sympathy about older adult's physical and social problem.

• Journal of Service Research and Studies
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• v.5 no.2
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• pp.51-70
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• 2015

The government announced a number of policy on service industries and pushing. over the past 10 years. Important role in the service industry is a very large degree job creation, as well as employment impacts have had a stable employment skills. In June 2015 the Bureau of Statistics released the youth unemployment rate (15~29 years) showed a 10.2%. The service industry is recognized as one of the alternatives that can overcome the deteriorating economic situation this way. Is there a difference between industry by type what performance management is applied when this service was variable with a GWP of Korean? Can GWP variables are variables which are more important to recognize the service industry? GWP variables having a certain impact on the activities of the member teamwork, job involvement has what effect on? And the impact on business performance relationship who only proven case studies whilst also want to empirical verification.