• Journal of Labour Economics
• /
• v.33 no.2
• /
• pp.91-134
• /
• 2010

This study examines job transition process and its lahor market performance by reasons of job separation, using the Employment Insurance DB(2000~07). The findings show that involuntary job changers lend to suffer greater loss in job spell and real wage than voluntary job changers, which seems to reflect their characteristics such as lower quality of job matching due to unsystematic job search, negative signaling effect in the labor market and decreasing availability of human capital in previous job. In addition, unemployment benefit eligible for involuntary job changers tends to prolong the period of unemployment, while increasing job spell in the following employment.

• Journal of Digital Convergence
• /
• v.19 no.8
• /
• pp.173-184
• /
• 2021

For the current organizations, retaining executive members is one of the most important functions of human resource management. Given that importance, although executives' mobility becomes prevalent, most prior studies tended to focus on involuntary turnover of executive members. To fill this gap, the current theoretical paper suggests a model of executive voluntary turnover, drawing on the lierature of employee mobility and entrepreneurship. First, running a new business as a CEO negatively affects prior-firm performance, but collaboration between two firms mitigate the negative association. Second, spin-off positively affects prior-firm performance, but this is weakened as spin-off firm performance decreases. Finally, moving to a competitor negatively, while moving to a collaborator positively affects prior-firm performance.

• Journal of Labour Economics
• /
• v.31 no.1
• /
• pp.29-57
• /
• 2008

We construct a unique panel data by using Korean Economically Active Population Survey (KEAPS) from 2003 to 2007 to estimate the returns to different types of job mobility among men. By adopting Mincer(1986)'s method, we estimate the wage change to job mobility after controlling the sample selection bias. There are four different types of job mobility that are concerned in the study: (1) voluntary job-to-job changes without experiencing unemployment, (2) voluntary job changes with experiencing unemployment, (3) involuntary job changes due to layoffs, and (4) involuntary job changes due to discharges. Our findings indicate that Korean men who changed jobs without experiencing unemployment realized wage gains of 7% while those who changed jobs through unemployment period lost 10% of their wages. Among those who changed jobs involuntarily and went through unemployment, the workers who discharged from the previous jobs realized substantially greater wage loss.

• Journal of Labour Economics
• /
• v.27 no.3
• /
• pp.25-52
• /
• 2004

The work history of the workers injured in industrial accidents was recomposed by combining the database on compensation for industrial accidents with the database on employment insurance among those who were newly classified as disabled during the period from 1998 to 2000. It shows that the injured workers mainly returned to the original workplaces, and such workers had higher job retention rate. It is in contrast with the higher separation rate of the workers who started to work at the new workplace after medical recuperation. And it is found that 61% left or lost their jobs out of the injured workers who returned to work, and 77% of the job separators had job tenure less than one year. The analysis based on competing risks model shows that the workers at the smaller workplace have the shorter the employment duration, and the longer job-searching period has the negative effect on the employment duration of the job losers. In addition, the longer employment duration at the first job after medical recuperation is more effective on the reemployment and job stability after separation.

• Journal of Information Technology Applications and Management
• /
• v.14 no.1
• /
• pp.179-202
• /
• 2007

This paper presents and tests a conceptual model of Technology Acceptance Model (TAM) that explains perceived usefulness, perceived ease of use, organizational commitment and turnover intention in terms of psychological commitments in mandatory environments. The model focuses on the psychological commitments (Kelman's internalization, Identification, compliance) as the primary predictors of perceived usefulness, perceived ease of use and organizational commitment. We discuss our current understanding of technology acceptance as well as the notion of mandated use. The results are as fellows that organizational commitment is negatively related to turnover intention : perceived usefulness is positively related to organizational commitment : psychological commitments are positively related to organizational commitment, perceived usefulness and perceived ease of use : perceived ease of use is positively related to perceived usefulness in mandatory environments. Through this research, psychological commitments are the strong determinants of technology acceptance in mandatory environments. These findings advance theory and contribution to the foundation for future research aimed at Improving our understanding of user adoption behavior in mandatory environments.

• Proceedings of the Korea Society of Information Technology Applications Conference
• /
• 2006.06a
• /
• pp.602-627
• /
• 2006

This paper presents and tests a conceptual model of Technology Acceptance Model(TAM) that explains perceived usefulness, perceived ease of use, organizational commitment and turnover intention in terms of psychological commitment in mandatory environments. The model focuses on psychological commitment(Kelman's internalization, identification, compliance) as the primal of predictor of perceived usefulness, perceived ease of use and organizational commitment we discuss our current understanding of technology acceptance, as well as the notion of mandated use. The results and implications of the research are as follows. First, organizational commitment negatively influence turnover intention in mandatory environment. Second, perceived usefulness positively influence organizational commitment in mandatory environments. Third, psychological commitment positively influence organizational commitment, perceived usefulness and perceived ease of use in mandatory environments. Fourth, perceived ease of use positively influence perceived usefulness in mandatory environments. Through this research, psychological commitment is a strong determinant of technology acceptance in mandatory environments. These findings advance theory and contribution to the foundation for future research aimed at improving our understanding of user adoption behavior in mandatory environments.