• Korean journal of communication and information
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• v.57
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• pp.84-108
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• 2012

This article is concerned with exploring labour market transformation in newspaper industry and thereby looking into skill formation and professionalization of journalists. In Korea, according to previous research, newspaper journalist labour market had been characterized by a low inter-firm mobility of workers and patterns of long-term employment and firm-based skill training. However, over the past few years, as new product strategies of newspaper firms has changed due to management crisis employers pull back from the responsibilities of investment on skill training and securing job stability for journalists. However, in spite of overall weakened firm-based skill formation systems within the market, there still seems to be long way to build alternative systems of skill developments for them. As a result, it will be argued that, in the absence of manifest labor market institutions such as apprenticeships or skill certification system, which are assumed to traditionally certify workers' professionalization, occupational identity and professionality of newspaper journalist labour market will be weakened. Labor market data from interviews with journalists in the newspaper industry are used in order to test this hypothesis.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.407-416
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• 2019

This study is about a Customized Nursery School where working women can support work - life balance and a reduction in retirement or turnover. The research method is to identify the current status of Customized Nursery services and to recognize the recognition and need of the operation of Customized Nursery School. The importance of securing skilled nurses and preventing them from changing their jobs for the health and safety of people cannot be emphasized enough. A Customized Nursery School must be opened to reduce the retirement or change of jobs of working women nurses and to provide care for continuous work in three shifts from 365days to support the balance between the working mother and family. It is considered that nurses will put their children in relief when using retired nurses who have the ability to work 24hour rotation in a Customized Nursery School and when a Customized Nursery School be ran suited for the condition and demand of working women nurses, it is expected to reduce retirement and the change of jobs, also to give positive effect on marrige and family planning which would make improvement in low birthrate. To activate the Customized Nursery School, Creating a secure learning environment and qualification of educators great effort should be put. A program curriculum based on 'basic life and habits' should be the center of education. Continuous management and effort will need to be placed in continuous development of educators.

• Journal of Navigation and Port Research
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• v.48 no.3
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• pp.146-154
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• 2024

The ship management industry in South Korea has been growing steadily, leading the government to implement policies to support its development in response to changing environmental conditions. These policies aim to improve the competitiveness of South Korea's ship management industry by recognizing the importance of skilled professionals in determining its success. Plans and policies have been put in place to cultivate these professionals, but ship management companies are currently facing a serious shortage of manpower. To enhance the industry's competitiveness, it is essential to attract and retain competent ship management professionals. Therefore, this study investigates the reasons for turnover among these professionals. The research results identified four factors contributing to turnover: Work Environment, Economic Compensation and Welfare Benefits, Self-Development, and Promotion and Career Advancement. Subsequent multiple regression analysis based on these factors revealed the need to strengthen economic rewards and benefits in order to reduce turnover rates among ship management professionals. This study provides foundational data for the development of stable human resource management policies for the future of the ship management industry.

• Convergence Security Journal
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• v.15 no.3_2
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• pp.31-42
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• 2015

This study aims to discuss how job stress of private security guards would influence organizational commitment and turnover intention, and it basically looks into mediating effects of job burnout to understand the former's effects on the latter. In order to conduct the analysis, the study selected private security guards working for security agencies located in Seoul as a research subject, and carried out a survey targeting 700 of those security guards who had been gathered by a random cluster sampling method. The survey was conducted for about four months from May of 2014 to September of the same year and with 24 samples that had not been returned or that had been observed to have some outliers excluded, a total of 676 samples were applied as final data. The study used SPSSWIN 18.0 Statistical Package for analyzing the data, and hypotheses were confirmed via a Frequency Analysis, Factor analysis, Cronbach's Alpha, Person's Correlation Analysis, regression analysis and a path analysis. Findings of the analysis reported that emotional exhaustion has partially mediating effects on relations among role conflict, role overload and organizational commitment and that role ambiguity is not significantly connected. In addition, as for a relation of role conflict and turnover intention, emotional exhaustion was turned out to have a full mediating effect on the relation. The study did not notice any significant connection between emotional exhaustion and role ambiguity. Add to that, in terms of a relation between role overload and turnover intention, emotional exhaustion appeared to have a partial mediating effect on the relation which helped a relevant hypothesis to be partly adopted. Regarding a relation of job stress with organizational commitment, according to results of a path analysis on dehumanization, dehumanization does not significantly affect a relation between role ambiguity and organizational commitment and as for role conflict and role overload, the study confirmed that they have a partially mediating effect on this relation of dehumanization with organizational commitment. The study learned then that dehumanization does not have a significant influence on a relation between role ambiguity and turnover intention. However, the study figured out that when it comes to a relation of role conflict and role overload, dehumanization has a partially mediating effect on the relation and as a consequence, a relevant hypothesis was adopted in part.

• Journal of Digital Convergence
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• v.11 no.12
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• pp.145-154
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• 2013

This research draws the factors of managerial performance that was verified by research model and hypothesis after considering research type, factors of performance and research model. The result of this research is as below. Firstly, psychological traits, capabilities of CEO is positively correlated with cost superior tactic and organizational effectiveness Secondly, entrepreneurial capability of CEO is positively correlated with organizational effectiveness for and managerial capability of CEO is positively correlated with cost superior tactic and technical capability of CEO is positively correlated with organizational effectiveness. Thirdly, technical resource is positively correlated with product innovation differentiation tactic, and organizational effectiveness and finance resource is positively correlated with marketing differentiation tactic and organizational effectiveness, and marketing capability is positively correlated with product differentiation tactic, marketing. Fourthly, product innovation-differentiation tactic, marketing differentiation tactic, and cost superior tactic are positively correlated with organizational effectiveness.

• The Journal of Korean Association of Computer Education
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• v.20 no.1
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• pp.87-97
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• 2017

Recently, much research has been done on the turnover and retirement intentions of the organization members as many companies recognize the negative impact of the human resource outflow on the organization. However, most of the studies are conducted in the form of questionnaires, and there is still a lack of studies on the turnover and retirement intentions based on the work life data. In this study, we analyzed the factors affecting the retirement of employees based on the work life profile, and created a retirement prediction model using the machine learning method. As a result, we could identify various factors that were not covered in previous researches. In addition, we have established a basis for research that can provide a solution for the problem of human resource outflow by generating a good performance retirement prediction model.

• Convergence Security Journal
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• v.11 no.2
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• pp.45-54
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• 2011

The purpose of this study is to investigate the causal relationships among social capital, job satisfaction, and organization commitment in the Korean Security Organizations. One hundred eight one questionnaires, with a 72.4% response rate from a convenient sample of 10 security organization guards, were utilized to study the relationships between research constructs. SPSS(12.0 version) were guard to analyze the unintentionality of research concepts and reliability test, and confirmatory factor analysis were performed. Factor analyses identified three internal dimensions of relational factor as superior relation. There are among results, first, the social capital is influencing to job satisfaction positively. second, the social capital is influencing to organizational commitment positively. third, the job satisfaction is influencing to organizational commitment positively.

• Convergence Security Journal
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• v.11 no.5
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• pp.53-63
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• 2011

The purpose of this study is to investigate the causal relationships among corporate social responsibility, job satisfaction, and organization commitment in the Private Security Provides's. One hundred eight one questionnaires, with a 72.4% response rate from a convenient sample of 12 security organization guards, were utilized to study the relationships between research constructs. SPSS(14.0 version) were guard to analyze the unintentionality of research concepts and reliability test, and confirmatory factor analysis were performed. Factor analyses identified three internal dimensions of relational factor as superior relation. There are among results, first, the corporate social responsibility is influencing to job satisfaction positively. second, the corporate social responsibility is influencing to organizational commitment positively. third, the job satisfaction is influencing to organizational commitment positively.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.271-280
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• 2019

This study aimed to examine the relations between organizational fairness and organizational effectiveness in fire-fighting organizations, and provide basic data for higher organizational effectiveness. The subjects of the study were fire-fighting officers under the Jeollanamdo Fire Service and were interviewed with the use of questionnaire from April 3 through 13, 2016. 433 copies of the responses were analysed with the use of SPSS ver. 18.0 for Window. The results are presented as follows: Distributive justice and interaction justice had a positive effect on job satisfaction, and procedure justice and distributive justice had a positive effect on organizational commitment. Distributive justice and interaction justice had a negative effect on turnover intention.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2021.05a
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• pp.100-103
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• 2021

Most companies study why employees resign their jobs to prevent the outflow of excellent human resources. To obtain the data needed for the study, employees are interviewed or surveyed before resignation. However, it is difficult to get accurate results because employees do not want to express their opinions that may be disadvantageous to working in a survey. Meanwhile, according to the data released by the Korea Labor Institute, the greater the difference between the minimum level of education required by companies and the level of employees' academic background, the greater the tendency to resign jobs. Therefore, based on these data, in this study, we would like to predict whether employees will leave the company based on data such as major, education level and company type. We generate four kinds of resignation prediction models using Decision Tree, XGBoost, kNN and SVM, and compared their respective performance. As a result, we could identify various factors that were not covered in previous study. It is expected that the resignation prediction model help companies recognize employees who intend to leave the company in advance.