• International Area Studies Review
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• v.15 no.2
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• pp.175-196
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• 2011

The developing countries have a lot of dormant resources, attempting the take-off of economic growth. The theory of 'vent for surplus' and Lewis model provide a good cornerstones to analyze the effect of export, FDI and domestic production on employment. This paper attempts to do empirical test to figure out what factor is significant as the determinant of Chinese employment. For this test, the estimation equations are derived from the Cobb-Douglas production function. The results are that the domestic production affects the most positive employment, compared to FDI and export. Unlikely general expectation, export doesn't have an substantial effect on employment in China. It is also found that the absorption of technology through export is lower than that of FDI in terms of the effect of technology on employment. So it is suggested that the employment policy should be shifted toward the increase of domestic production by using FDI rather than by promoting export industry. to reduce the internal imbalance.

• The Journal of the Korea Contents Association
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• v.19 no.6
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• pp.311-324
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• 2019

The purpose of this study is to analyze the mediating effects of employee outcomes on the relationship between quality of employment and organizational performance and to understand the specific mechanism of the impact of employment quality on organizational performance. Although there has been a widespread debate on the merits of the quality of employment, there have been few studies dealing with how the quality of employment contributes to organizational performance. For the empirical analysis, we analyzed the mediating effect of employee outcomes on the relationship between employment quality and employee outcomes (human capital competence and collective organizational commitment) and employment quality and organizational performance for 501 Korean companies. The results showed that the higher the quality of employment, the higher the employee's human capital competence and collective organizational commitment, and the employee outcomes mediate the relationship between the quality of employment and organizational performance.

• Journal of Korea Entertainment Industry Association
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• v.14 no.8
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• pp.11-23
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• 2020

Many former studies for the entrepreneurial intention dealt with the opportunity-driven motivation, but the actual entrepreneurial motivation is the necessity-driven motivation such as maintaining a living. It is necessary to study the necessity-driven factors for entrepreneurship such as employment barriers and job dissatisfaction. This study focused on the fact that the majority of cultural artists are freelancers or self-employed entrepreneurs. For those who majored in culture and arts, this study was conducted to investigate how an individual's internal and external environment affects the entrepreneurial intention considering the theory of planned behavior. I explored the factors that led individuals to choose entrepreneurial intention between employment and entrepreneurship, and studied the relationship between these factors and the entrepreneurial intention. As the result of the study, the job dissatisfaction and the employment barriers were the pressure factors for entrepreneurship. Job satisfaction had a negative effect on the entrepreneurial outcome expectation and the entrepreneurial intention. The perceived employment barrier had a positive effect on the entrepreneurial outcome expectation and the entrepreneurial intention. An individual's risk-taking orientation is one of the entrepreneurship and had the positive effect on the entrepreneurial self-efficacy. The entrepreneurial outcome expectation and the entrepreneurial self-efficacy had a positive effect on the entrepreneurial intention.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.5
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• pp.197-215
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• 2023

The main purpose of this study is to investigate the impact of COVID-19 risk perception on the operational activities and performance of incubator tenant companies during the early stages of the COVID-19 outbreak. The primary variables considered for the operational activities of incubator tenant companies include financial management, research and development, marketing, and downsizing. Financial and non-financial performance are the key variables for business performance. The research findings indicate that COVID-19 risk perception has a significant impact only on downsizing, but it does not significantly affect financial management, research and development, or marketing. Additionally, COVID-19 risk perception has a significantly negative impact on both financial and non-financial performance. Financial management and marketing significantly influence financial performance, while research and development and downsizing do not seem to have a significant impact on financial performance. Conversely, research and development, as well as marketing activities, significantly impact non-financial performance, while financial management and downsizing lack a significant influence on non-financial performance. Finally, when examining incubator tenant companies categorized into early-stage, leap-stage, and growth-stage companies, it was observed that only marketing activities have a common and significant impact on non-financial performance across all three types of companies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.11
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• pp.278-286
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• 2018

The existing test-based qualification system does not sufficiently reflect the demand for skills in industries and there exist concerns regarding its efficacy. In response, an innovative national technical qualification system, which uses a course-based qualification system, has been introduced to supplement the test-type qualification system. This study investigates the impact of the national technical qualification system on companies' decisions concerning employment by analyzing survey data from companies that employed persons who obtained course-based qualifications. Analysis results found the degree of company demand for skills had a positive impact on overall employment decisions. Especially, it was highly likely for those companies that experienced loss due to the lack of technology in the past to decide continued employment and expansion of employment. This suggests that it is necessary to design the national technical qualification system in response to the demand for technological skills of each industry in the future.

• Korean small business review
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• v.41 no.3
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• pp.107-128
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• 2019

The Employment Permit System (EPS), a system of bringing in low-skilled foreign workers, has been implemented since 2004 to relieve labor shortages in SMEs. Despite the increasing number of foreign workers under this system, due to lack of research we have very limited managerial understanding. Moreover, previous studies focused on economic or legal perspectives, which calls for a different perspective of business and management. In this study, we examined how to foster organizational citizenship behaviors (OCB) of low-skilled immigrant workers at the workplace by integrating two analytical frames-social support from management studies and cultural adjustment from immigrant literature. We tested our model using a sample of 661 immigrant workers from 11 countries working in Korea. Our results indicated that, social support perception triggered not only a direct effect on organizational citizenship behaviors of immigrant workers but also indirect effects via the level of cultural adaptation. Our findings indicated that two views are all meaningful in explaining OCB of immigrants, and provided practical implications to SMEs using EPS.

• Information Systems Review
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• v.22 no.4
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• pp.41-58
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• 2020

This study addresses the issue of which factors make domestic works have turnover intention. To pursue this research issue, we utilized a public database "2017 Occupational Migration Path Survey", administerd by Korea Employment Information Service (KEIS). Decision tree method was applied to extract crucial factors influencing workers' turnover intention. They include 'the degree of matching the level of education with the level of work', 'the possibility of individual development', 'the job-related education and training', 'the promotion system', 'wage and income', 'social reputation for work' and 'the stability of employment'.

• The Journal of the Korea Contents Association
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• v.15 no.4
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• pp.519-529
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• 2015

The purpose of this study is to examine the determinant factors of maintaining employment in young adults with intellectual disabilities who took part in a vocational training program and was employed. The determinant factors were from four areas, such as physical competence, job-related task performance, emotional behaviors, and functional adaptive behaviors. 64 young adults with intellectual disabilities participated in this study. The participants' capacities were examined during the program, and then their job retention was examined through a follow-up survey six month after the end of the program. Tests contained hand dexterity, grasp strength, finger strength, visual-perception, Survey of Functional Adaptive Behaviors, and Observational-Emotional Inventory-Revised. After data collection, the data were analyzed by binary logistic regression. The results indicated that dexterity in both hands (OR= 1.123) in physical competence, anxiety (OR= .733) and socialization (OR= .429) in emotional behaviors, and academic skills (OR= 1.077) and vocational skills (OR= 1.542) in functional adaptive behaviors were significant determinant factors. These significant factors which affected job attention were consistent with the results from previous studies, and should be considered when designing and constructing an effective career and vocational education program for young adults with intellectual disabilities.

• Korean Journal of Social Welfare
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• v.66 no.1
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• pp.251-276
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• 2014

This study scrutinizes the common sense in the field of disability employment that the bigger the size of a firm, the lower the employment rate of people with disabilities. This common sense has been established by conventional cross-tabulation and multiple regression analyses without taking into account possible interactions between the sizes of firms and the industries in which they operate. This study shows that the distribution of the disability employment rate violates the linearity and homoscedasticity assumptions of the OLS. In an effort to find models that explain the data better, this study fits the OLS model, the weighted linear regression model, and the multinomial logit model as well as the path analysis which is meant to examine the relationships between firm size and other variables relevant to disability employment. The result shows that, when an interaction term between firm size and industry is added to the model, firm size does not have any significant effect on disability employment rate for those firms with 100 or more regular employees, to the contrary of the findings of prior studies. It also demonstrates that other factors such as job setting, the extent of helpfulness of disability employment employers perceive, employers' care for disability, and employers' awareness of disability policies may matter more than does firm size. This study proposes that future research and policy implementation for disability employment should pay no less attention to industry and other factors mentioned above than to firm size.

• Korean Journal of Social Welfare
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• v.61 no.1
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• pp.239-262
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• 2009

The purpose of this dissertation is to positively analyze the characteristics of job center consultants' interorganizational relations and factors that influence this linkage in order to better understand the employment service of South Korea. The material utilized for analysis was collected by surveying consultants and managers of 38 job centers and 364 middle managers while applying the method of hierarchical regression. The following is the summary of the research results. First, there is a difference in the influence factor between the number of consultant's organization linkage and frequency of contact. As seen from this result, if the number of organizations a consultant links is affected by the organization's objective working conditions such as the organization structure, position, and primary responsibilities, then the frequency of contact which indicates intimacy by frequent contact depends on the professional ability of the person in charge rather than objective conditions. Second, the analysis result of influence factors according to the type of organization also displayed different influence factors based on the type. Public organizations and economics related organizations are existent in all areas in the form of municipal offices, public corporation, the Chamber of Commerce and Industry, and labor organizations. Therefore, rather than the personal ability of the person in charge or the influence of other work environments, information of the organization and the actual activities of the head are more influential. On the other hand, private organizations embrace service organizations, employment target related organizations, corporations; they are differentially distributed, which is why they are more influential in organizational reform, decentralization, communication, and the professional ability of the person in charge is significantly influential.