• The Inventors News
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• no.53
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• pp.1-16
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• 2006

'여성기업지원에 관한 법률' 개정 한 목소리/발행인 칼럼/'제4회 여성발명경진대회' 수준 높아졌다/심사착수 예정시기 직접 통지 서비스 실시/특허청.한국기계연구원, 업무협약체결/낙도어린이들에게 꿈과 희망 심어주는 초청 행사 가져/특허청 팀장 선발 방식 변화 통한 팀제 강화/디자인 권리화 지원사업 실시한다/'DMB 특허품과 지재권전략 세미나'/'2006 독일 국제발명품 전시회' 회원 4명 수상/고성능 하이브리드 보호복, 출원 증가/'이달의 기능 한국인' 박순복 씨 선정/모방상표, 더 이상 등록 받을 수 없다/국내제약업계, 유사브랜드 너무많아/'2006 여성 재활용 발명경진대회' 개최/순수 한방재료로 만든 헤어 클리닉 화제/발명자에게 편리한 특허제도 마련/차로 마시는 '허브 추출물'로 살충제 만들어/종이컵에도 웰빙 바람이 불고 있다/특허공보 통해 '나의 발명' 확인가능/지역특산품도 지리적 표시로 보호 받는다/한미약품,'비만치료제 특허권 분재' 연승/국내특허, 해외에서 신속하게 심사 처리/'스판덱스 특허소송'에서 일본업체 패소/아모레, 다국적 화장품회사 로레알에 승소/제7차 한국.유럽 특허청장 회담 개최/고부가가치 창출하는 단백질 의약품 개발 필요/한방 진료에도 변화의 새바람 분다/에너지 절감'기능성 유리' 출원 급증/역사 속의 발명품/하루 10분 발명교실/특허Q&A/세상을 밝히는 여성들의 발명 아이디어/'특허넷' 정부기관 최초 CMMI 레벨4인증 획득/'해외지재권 보호 가이드북' 제작배포하다/아이디어 착상 및 발명 기법/고정관념을 깨트려 블루오션을 장악하라/에반스의 증기제분기/50년 후엔 동물과도 대화할 수 있다/첩보용 도구 전달 '발명팀' 실제 존재/중소기업 위한'2006 특허유통 페스티벌' 개최/출원료.심사청구료 반환제도 도입, 시행/'지재권 e-러닝 콘텐츠' 전 세계특허청 교육 자료로 활용/대한변리사회, 미 특허법 세미나 개최/한국여성발명협회 회원사 발명품 가이드

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.667-676
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• 2016

The purpose of study was to determine the differences in organizational culture between social enterprises and commercial enterprises and assess the impact on organizational performance in Korea. Main results are as follows. First, Social enterprises employ a lot of low-imcome women and the elderly worker. Second, rational culture is high in profit businesses, but cultural group is high in social enterprises. In commercial enterprise, productivity and efficiency, planning and goal setting, assessing goals and looking for the evaluation of the performance are important. and in social enterprise, affinity and participation, employees individual development and group morale and cohesion, emphasis on mutual cooperation and trust are important. In addition, both social performance and economic performance, social enterprises are higher than in commercial enterprises. Social enterprises are operating transparently based on workers participation and understanding is expected that economic performance is also highly recognized. Third, social performance is higher development and group culture are higher in commercial enterprises, and development, group and hierarchy culture are higher in social enterprises. Economic performance is higher reasonal culture is lower in commercial enterprises, and group culture is higher in social enterprises. Therefore, the social enterprise workers are recognizing social and economic performance are higher than commercial enterprise workers. In short, social enterprises is making discriminatory organizational culture, and this is contributing to achieving organizational performance.

• The Science & Technology
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• no.10 s.437
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• pp.26-29
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• 2005

• Proceedings of the KHMA Conference
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• 2013.05a
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• pp.361-361
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• 2013

• The Journal of the Korea Contents Association
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• v.8 no.2
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• pp.173-181
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• 2008

Considering the existing corporate culture, it's hard to compatible with work for the women and family and it brings a loss of human resources to government and corporate. But if the corporate realized the social responsibility for the childcare as one of the family-friendly culture, and had an aggressive will, it will be possible to break the way of traditional childcare, raise the competitiveness by expanding the work childcare facilities and laid a foundation for the social contribution. Thus, this study expressed the division of labor by gender culture should be changed to family-based women-friendly culture in the home and the corporate. And also this paper provides that, in the view of the corporate has to fully realize the social responsibility, the government properly supports the corporate which has family-friendly culture and through it, with pursuit of profit the corporate can ensure the social justice from social contribution.

• 한국사회정책
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• v.23 no.2
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• pp.49-81
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• 2016

This study agrees with the idea that a situation centered perspective provides a useful contribution in understanding women's attitude on organizations. Women's occupational experiences are less related to their "femaleness" than to the structural constraints inherent in the occupational positions women fill. So characteristics of the organizational situation including gender composition and hierarchical status may "shape and define" women's experience on the job. The present study examined the managerial level's gender gap and "glass ceiling" of the corporation. According to Kanter, if the ratio of women to men in organizations begins to shift, as affirmative action and new hiring and promotion policies promised, forms of relationships and corporate culture should also change. However, the mere presence of women on workplace may not, in itself, result in women-friendly work condition. This study analyzes "Korean Women Manger Panel survey(2010 3rd. wave)" to examine how much gender gap of the managerial level persists and when the glass ceiling effect emerges. Using t-test and ANOVA, various aspects of the gender gap within managerial level were verified. The most significant finding is the glass ceiling effect starts from very low level of management. Policy implications from the statistical analysis of the Panel survey are: 1) We need to increase the absolute number of the women managers for securing middle level women leadership pipe line. 2) We need to confront the fact that the glass ceiling starts from the very low managerial level, and to explore more realistic way to break up the vicious circle for the tokenism. and 3) We need to looking beyond numbers in approaching women's matter at work. At the cultural and institutional level, work-family programs and policies, women's ratings of their competence, and family-friendly organization's climate should be considered.

• Journal of Digital Convergence
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• v.15 no.4
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• pp.139-149
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• 2017

The purpose of this study is to compare and analyze the impact of self-leadership by worker in social enterprises and profit enterprise. For this purpose, 36 social enterprises and commercial enterprises in Chungcheongnam-do and 303 workers were surveyed. Main results are as follows. First, the workers in social enterprises and profit enterprises have many different characteristics. The workers who work in social enterprise is more women, less educated and were the elderly than profit enterprise. This is the reason that social enterprises are employing women, elderly and vulnerable groups by the government's social work support policy. Second, self leadership and all organizational Performance areas in social enterprises is higher than that of profit companies. Third, self-leadership in social enterprise and profit enterprise has positive effect on organizational performance. Therefore, in order to improve the organizational performance of social enterprises must share organizational vision and goals for the workers. It will increase the organizational competitiveness. The Journal of Digital Policy & Management. This space is for the abstract of your study in English.

• The Inventors News
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• no.57
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• pp.1-16
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• 2007

매니페스토 물결운동 동참/발행인 칼럼/일본 특허출원 "더 편리하고, 빨라진다"/지식재산 전문인력육성 추진기획단 발족/한반도 평화지도 여성이 그리자/꿈의 사업 시제품제작/구체적 이념 정책에 반영되도록 압력.감시/"한국형 매니페스토 정착시킬 것"/전국 5개도시 각 60시간 과정, 11월경 자격시험 거쳐 배출/"영재교육 붐 일고 있듯 발명창의교육도 붐 일 것"/"발명창의성 교육 중점 강의"/"자격증 따서 아이들 가르칠 거예요"/특허청 30주년 기념 엠블럼/특허청 대학 특허교육 지원 강화/특허서식, 민원인이 작성하기 쉽도록 개편/'미특허소송판례' 9월부터 온라인 무료서비스/서울대 등 주요대학 특허교육 확산/'2007 상표-디자인전' 8월2일 개최/역사 속의 발명품/하루 10분 발명교실/특허Q&A/국회 산자위 소속 김태년 의원/대학 중점 연구분야 특허지도 그린다/차세대 'IPTV' 특허출원 대폭 증가/아이디어 착상 및 발명기법/"지금은 여성발명가 시대" 정부의 관심이 필요하다/도마크의 크론토질/화폐 위조방지 기술 특허출원 동향/여성발명기업 육성 방안 등 논의/협회 대구지역 모임 활발/특허청, 기술사업화 중매 선다/지역명성 상표권으로 재탄생/한국여성발명협회 회원사 발명품 가이드

• Korean Journal of Labor Studies
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• v.14 no.2
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• pp.23-58
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• 2008

본 연구는 한국노동연구원에서 실시한 "일과 가족 양립 지원제도 운영실태조사" 원자료를 활용하여 우리나라 기업의 유연근로제도에 대한 수용성 정도를 실증분석한 것이다. 유연근로제도를 포함한 가족친화 경영의 기업수용성은 출산과 양육친화단계에서는 높지만, 가족친화적 경영수준으로는 확장되지 않고 있음을 발견할 수 있었다. 기존의 연구와 달리 기업 특성을 성(gender)과 시장(market) 가치에 따라 구분하여 유연근로제도의 수용성이 어떤 영역에서 높게 나타나는지를 분석한 결과 여성친화적-고시장성 기업일수록 보다 높은 수용성을 가지는 것으로 나타났다. 또한 다변량분석을 활용하여 유연근로제도에 대한 기업의 수용성 결정요인을 도출하였는데 여기에서는 비정규직 활용과 유연근로제도가 대체관계에 있는 것으로 분석되었다. 따라서 현재 우리나라 노동시장에서 큰 이슈가 되고 있는 비정규직의 무분별한 활용과 증가를 억제할 수 있는 대안 중의 하나로 유연근로제도를 활성화하는 방안을 제안할 수 있으며, 이는 기업의 효율적인 인력운영과 함께 일자리의 질도 제고시킬 수 있어 기업과 근로자가 모두 윈윈(win-win)하는 전략이 될 수 있음을 시사한다고 하겠다.

• Journal of Labour Economics
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• v.33 no.3
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• pp.47-88
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• 2010

Focusing on the Korean experience, particularly a recent amendment which extends maternity leave and increases financial benefits during maternity and childcare leave, this paper evaluates how such an expansion of benefits affects the employment and the hourly wages of young wages of childbearing age. Empirical results from a difference--in-difference-in-differences model having older warren, older men, and young men simultaneously as the control group suggest that neither the employment nor the hourly wages of young women are affected. This implies that the law change does not cause shifts in the labor supply curve and the labor demand curve for young women.