• Journal of Technologic Dentistry
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• v.25 no.1
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• pp.173-185
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• 2003

This study mainly intends to determine the factors for which dental technicians are satisfied with their jobs and how much the resulting job transfer rate is and thus to identify the correlation between them. For these purpose, 200 subjects were sampled out of dental technicians in Seoul and Incheon, and the survey was performed from July 19, 2002 to August 15 (for 25 days) with self-administered questionnaire. Out of all collected questionnaires, 131 pieces(65.5%) were addressed for this study. As for the tools for this study, the structured questionnaire was used with its proven reliability and feasibility, and the contents of questionnaire consisted of 32 questions on the basis of related references. The contents of questionnaire were categorized into 3 sections: General attribute of subjects; Factors for which dental technicians are satisfied with their jobs; and their intention of job transfer. The questionnaire consisted of total 32 questions which included general attribute of subjects(10 questions), factors of their satisfaction with jobs(17 questions) and intention of job transfer(5 questions). The data analysis was processed by computerized system with SPSS(Statistical Package for Social Sciences). Statistical analysis techniques included frequency, percentage, T-test, F-test analysis and regression analysis. As a result of those analyses, the conclusion can be summarized as follows: 1. As a result of analyzing the factors for which the subjects were satisfied with their jobs, it was found that there were significant differences in career and job title out of question items(P<0.001). It was also shown that the factors of subjects' satisfaction averaged 3.43, which was considerably higher value than I expected. It was found that job and management factors were major job satisfaction factors. 2. As a result of analyzing the intention of subjects to decide their job transfer, it was found that there were significant differences in job title and marital status out of question items(P<0.001). It was shown that the total average of the intention of their job transfer amounted to 3.06. It was shown that dental technicians have relatively higher intention of job transfer from their current work place. 3. It was found that there was inverse correlation between the factors of subjects' satisfaction with their jobs and their intention of job transfer(r=-0.490, P<0.05). Likewise, it was also found that there was inverse correlation mostly between the evaluation value for each independent variable region in term of each factor of job satisfaction and the value for the intention of job transfer. In view of these correlations, it was concluded that higher job satisfaction likely led to lower job transfer. 4. As a result of regression analysis so as to determine the influences of job satisfaction factors on the intention of job transfer, it was found that the highest influential factor was management factor. And it was shown that the test values of model were statistically significant and its explanatory power amounted to 54.6%.

• The Journal of Fisheries Business Administration
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• v.30 no.2
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• pp.91-105
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• 1999

본 연구는 필자가 미국 Oregon 주의 수산업사를 조사하던 중 1940년대부터 시작된 미국으로 이민 한 중국인들이 미국 서부 수산업에 미친 영향이 거대하다는 것을 발견하고, 이에 관련된 문헌을 찾아 최초 미국 서부(특히, California 주)에 이민하기 시작했던 중국 이민자들이 미국에서 수산업 활동을 시작한 배경과 그에 따른 영향 등을 살펴본 것이다. 중국인이 미국에 이민하기 시작한 배경은 두 가지가 있다. 하나는 국내적인 요인으로서 중국에서의 경제적 빈곤과 정치적 핍박이었고, 다른 하나는 국외적인 요인으로서 금캐기가 가능하다는 소식 등 미국 생활에 대한 동경이었다. 중국인의 미국 이민사에서 독특한 점의 하나는 중국 남부지 방에 위치한 광동성 지방민들이 절대적인 비중(90% 이상)을 차지하고 있다는 것이다. 가장 큰 이유는 광동성은 일찌기 외국문물이 드나드는 곳이어서 인근 광동성 지방민들은 다른 지방민보다 외국소식을 쉽게 접할 수 있었기 때 문이었다. 미국에 도착한 광동성 지방민들은 쉽게 직업을 구할수 없는 처지이 되자 그들이 익숙하게 알고 있는 바다생활에 뛰어들었고, 마침내는 미국 서부에서 진취적인 어업인이 되었다. 따라서 서부에서 최초의 상업적 어업인이 되었으며, 미국 서부에서 시작한 중국인의 수산업은 점차 다른 주로 퍼져 나갔다는 기록은 중국인이 미국 전역에서 최초의 상업적 어업인이었음을 알게 한다. 최초의 중국인 어촌은 1854년 San Francisco의 Rincon Point에 세워졌으며, 25척의 어선과 150여명의 주민이 살았다. 그들이 사용한 어구ㆍ어업은 통발, 정치망, 선망, 낚시, 연승 등이었으며, 중국풍의 어선과 어구를 직접 만들어 새우, 철갑상어, 대구, 우럭, 넙치, 게, 가재, 전복 등을 어획했다. 1888년에는 San Francisco 전역에 20개의 어촌이 형성되었고, 2천여명의 어업종사자가 있었다. 1900년부터는 점차 그 수가 줄기 시작하였다. 가장 크고 오래 지속된 어업은 새우어업은 1860년대부터 1940년 중반까지 계속되었으며, 이 어업에 의해 새우가 인근 지역의 보편적인 식품으로 자리하게 되었다. 인디언에 의해 단순한 장식품으로 사용되던 전복은 중국인에 의해 그 맛이 알려지게 되었고, 유럽이나 미국 동부로 팔려 나갔다. 상어 또한 중국인에 의해 먹기 시작하였으며, 내장에서 뺀 기름이 사용되기 시작하였다. 게를 잡기 위한 통발과 시장형성으로 San Francisco부두의 많은 부분이 차지되었다. 1880년대부터 시작된 해조류의 채취는 처음에는 인디언들에 의해 시작되었으나, 곧 중국인들에 의해 본격화되었다. 광동성 지방민들의 초속식품의 하나인 오징어를 잡기 위해 중국인들은 배를 만들어 야간에 횃불을 밝혔다. 오징어는 곧 San Francisco 주민은 물론 태평양 연안주와 미국 전역에 있는 중국식당에서 수요가 지속되었다. 중국인들은 1849년부터 연어를 상업적으로 잡기 시작하였으며, Washington주에서 시작되어 Oregon, British Columbia, Alaska로 퍼진 통조림 공장은 주로 중국인의 노동력에 의해 운영되었다. 위와 같이 중국인들이 미국 수산업 분야에서 크게 활동하자 미국인들은 그들의 수산업 활동을 제재 또는 통제하고자 일정한 납세를 명시한 각종 법률, 특히 The Chinese Exclusion Act 등을 제정하였다. 미국 서부에서 중국인의 수산업은 미국인의 법적 제재, 중국인의 다른 직업으로의 이직 등으로 1940년대를 끝으로 막을 내렸다.

• Journal of Preventive Medicine and Public Health
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• v.27 no.3 s.47
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• pp.475-486
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• 1994

In order to provide necessary information for better health of workers through understanding the actual status of the industries adopting shift systems. The data were gathered from a stratified random sample of 347 (0.5%) firms selected out of about 70,000 manufacturing industries throughout the nation in 1993. Stratification during sampling was by industrial group and number of workers. The major findings obtained from 288 firms surveyed completely were as follows : 1. About 20.2% of the 288 firms were adopting shift systems and shirtworkers accounted for about 25.1% of the total work force in 288 firms. 2. The bigger number of workers was, the higher the adopting rate of shift system was. 3. The rate of having welfare facilities such as dining room, commuting bus, washing facilities, and health care room etc. was higher in the industries adopting shift systems. 4. The major industrial groups adopting shift systems were the rubber a: plastic goods manufacturing industry (54.1 per 100 firms) and the textile manufacturing industry (44.8 per 100 firms). However, the proportion of shiftworkers was higher in the textile manufacturing industry (70.5 per 100 firms) and the electronics industry (57.9 per 100 frms). 5. The most predominant work schedule was the weekly rotating, semi-continuos 2-crew 2-shift system (47.5%). 6. In the industries adopting shift systems, shiftworkers had an adjusted average of 0.29 spells per 100 workers ($0.14{\sim}0.45$ in 95% C.I.) compared to 0.23 spells per 100 nonshift dayworkers ($0.15{\sim}0.31$ in 95% C.I.) for 1 month. 7. Also, in the industries adopting shift systems, the adjusted average annuel turn-over rate of shiftworkers was 13.07 per 100 workers ($12.03{\sim}14.12$ in 95% C.I.) compared to 10.18 per 100 nonshift dayworkers ($9.53{\sim}10.82$ in 95% C.I.).

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.4
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• pp.224-234
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• 2017

This paper compares the realities of the salary Peak Policy's status and management processes in Korea and Japan, with the aim of determining the development direction for Korea's salary Peak Policy's. Unlike Japan, which successfully achieved close cooperation between government, firms and workers in implementing the Retirement Age Extension Type salary Peak Policy, Korea experienced many problems due to lack of preparation. In order to rationally develop the salary Peak Policy, the government, firms, and workers must cooperate to increase the policy's efficiency via the following steps. First, gradually increase the proportion of retirement age extension. Second, career development that takes into account the various employment types, flexible working hours and aged workers. Third, development of training programs for senior citizen workers, as well as increasing support for changing of jobs and startups. Fourth, expansion of re-employment after retirement age and ways to make use of the skilled labor. Fifth, increasing work efficiency through bonuses and work evaluation that is specialized for aged workers. This paper argues that such measures are necessary for the co-existence of firms and workers, as well as for improving employment stability and labor market flexibility.

• Journal of the Economic Geographical Society of Korea
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• v.22 no.3
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• pp.337-350
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• 2019

The Gwangyang City of Jeonnam Province, is one of the steel cities representing the Korea. Gwangyang Steelworks are the core of the local economy, and 59 firms of POSCO Outsourcing Partner Cooperation(POSPA) have been employed 9,300 to 9,500 peoples, and have been acted as an central incubator for job creation. POSPA, however, are suffering from the retirement of company in young age group, in their 20s and 30s. The purpose of this study is to analyze potential job seekers' perceptions and job preferences for POSPA are suffering from job openings. In order to this research purpose, it used questionary survey, and sample groups were divided into three areas, the Eastern Jeonnam Province, Gwangju, and the Seoul metropolitan area. Potential job seekers' perceptions for POSPA was low, and perceptions on firm and job opportunity information was lower. This characteristics were the same as those of respondents living in eastern South Jeolla Province. Potential job seekers, however, showed high preference for finding job at POSPA. A place-based policy considering the local labor market is needed to resolve the mismatch between the difficulty of finding a labor and the difficulty of finding a job.

• The Journal of the Korea Contents Association
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• v.21 no.7
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• pp.629-636
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• 2021

The study analyzes the relationship between demand, satisfaction, and perception for non-face-to-face continuing medical education(CME) conducted in 2020 for 225 radiological technologist license holders working in the Busan area, and the factors that influence the positive perception of CME. T-test and one way ANOVA were used, and stepwise multiple regression analysis was performed. As a result, there were high demands for mobile publicity, professional radiological technologist, educational expenses support from institution heads, and CME. Male radiological technologist, over 50 years of age, and the more experienced they had a job chance, the more they had a positive perception. In the correlation between variables, the perception of the education system and the need for education showed a positive correlation. The higher the satisfaction with the education system, the higher the perception of the need for education. About 53% of the content was satisfied. Therefore, in order to raise awareness of CME, it is considered that policy changes to the education system are necessary first of all. It is considered that the search for the development of education content and educational content is necessary above all.

• Journal of dental hygiene science
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• v.18 no.6
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• pp.374-379
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• 2018

This study attempted to identify factors work environment that affect job satisfaction in dental hygienists. This study was conducted between August 29 and September 28, 2017, as part of an in-depth study of the 'Survey on the Working Environment of Clinical Dental Hygienists' of the Korean Dental Hygienists Association. To get the responses, the questionnaire was posted on the website of the Korean Dental Hygienists Association, and of the respondents, 4,663 were selected and analyzed. An independent t-test and one way ANOVA analysis were used to make a comparison of job satisfaction according to the general characteristics, salary, and tasks. Logistic regression analysis was conducted to identify factors affecting job satisfaction. The significance level was 0.05. In regard to salary information, the job satisfaction was found to be high (p<0.001) in cases where the salary was considered appropriate, when incentives were provided, when rewards or vacation expenses were supported, and when overtime and nightly work allowances were paid. In regard to job information, the job satisfaction was found to be high (p<0.001) when the volume of work was considered appropriate, when there were sufficient numbers in the workforce, and when the division of labor among the other personnel was clear. As a factor affecting job satisfaction of dental hygienists, the case of thinking that 'workload is appropriate' was found to be 2.052 times, showing the highest score. Job satisfaction in dental hygienists affects the turnover and has a significant effect on the performance of the organization. Therefore, it is believed, that it is urgent to improve the working environment such as salary and clear division of duties affecting job satisfaction of dental hygienists.

• The Korean Journal of Franchise Management
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• v.9 no.2
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• pp.7-16
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• 2018

Purpose - Turnover Intention in the franchise industry is becoming a very important issue. This study examines the structural relationships between organizational justice, emotion, job satisfaction, and turnover intention in the franchise industry. In this model, emotion was classified into two sub-dimensions such as positive and negative emotion. Research design, data, methodology - The sample of this study collected from employees of a food-service franchise company is representative. Copies of the questionnaire along with a cover letter were delivered by a research assistant to the human resources manager or the general manager of the selected food-service franchise firms after they agreed to participate in the study. In order to increase the response rate of the respondents, a small gift was provided to the respondents who completed the questionnaire. A total of 300 questionnaires were distributed and 285 returned responses, 9 responses were not usable due to missing information. Thus, a total of 276 responses were used using structural equation modeling with Smartpls 3.0. Results - The results showed that organizational justice had positive significant effects on positive emotion and job satisfaction. Job satisfaction had negative a significant effect on turnover intention. And negative emotion had positive significant effect on turnover intention. Conclusions - The results of this study provide some implications. If employees feel that the franchise headquarters is fair about the methods and procedures of decision making, resource allocation, information sharing, etc., it means that employees feel better. If the franchise's decision-making processes and methods and results are transparently disclosed and processed in accordance with the internal rules of the company, the employees will be able to fully understand and accept them. The results of this study also show that positive and negative emotions of service-based franchise employees have different effects on job attitude and organizational behavior. In particular, when negative emotions of employees are passed on to others and the results are negative, employees may feel that they are disoriented or wrong. Therefore, the franchise headquarters should try to inspire employees' sense of organizational community, and should pay attention to how to relieve the job stress and the fair distribution of work and rewards.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.61-102
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• 2007

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.