• Journal of Labour Economics
• /
• v.30 no.2
• /
• pp.1-31
• /
• 2007

The purpose of this paper is to analyse wage differentials between non-regular and regular works. Data from EAPS(Economically Active Population Survey) 2005 show that the monthly wage level of non-regular worker is only 63% of regular worker and thus there exist 37% wage differentials. However, these wage differentials do not control for hours of work, the amount of human capital, job characteristics, and other individual characteristics affecting wages. If these variables are added to the hourly wage regression equation, the wage gap between non-regular and regular workers drastically decreases to 2.2%. Furthermore, decomposition of the wage differentials by Oaxaca method shows that productivity difference between non-regular and regular workers explains up to 91% of the wage gap. This implies that the magnitude of wage discrimination against non-regular workers is at most 0.2% of hourly wage of regular workers. To control for unobserved individual heterogeneities more accurately, we also construct panel data and estimate wage differentials. The results from the panel data approach show that there is no difference in the hourly wages between non-regular and regular workers. In some specifications, the wage rate of non-regular worker is rather higher than that of regular worker. These results are consistent with economic theory. Other things being equal, workers with unstable employment may require higher wages to compensate their unstability. Firms are willing to pay higher wages if they can get more flexibility from non-regular employment. Empirical results in this paper cast doubt on the view that there is wage discrimination against non-regular workers in the labor market. Public policies should be targeted for disadvantaged groups among non-regular workers, not for non-regular workers in general.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.3
• /
• pp.157-167
• /
• 2019

This study empirically analyzed the effects of the use of a single human resource development system in the enterprise on corporate performance using the Human Capital Enterprise Panel (HCCP) data. The results of the hierarchical regression analysis on the sales per log of job analysis use, The use of job analysis confirms that $R^2=.294$ and ${\beta}=.165$ can have a positive effect on sales per log, and Hypothesis 1 is supported. The participation in the work parallelism participation was negatively influenced by the sales per log in $R^2=.283$ and ${\beta}=-.129$, and Hypothesis 2 was rejected. This is attributed to the lack of data of 66, and it was judged that there were 45 new companies entering the company. In addition, we conducted a hierarchical regression analysis that confirms the moderating effect of the training and training obligation by using interaction variables of job analysis use and education and training obligation. It was confirmed that the use of job analysis could have a negative impact on the sales per log, and Hypothesis 3 was rejected. As the labor productivity increases, firms have supported the previous study that productivity effect is not significant because they do not want to invest in education and training. In addition, it was confirmed that the participation of the training system in the job training system could strengthen the positive sales (+). Therefore, Hypothesis 4 was supported. In order to reflect the effective aspects of job analysis, the voluntary activation of enterprises should be premised. In addition, if employing talented people with diverse backgrounds such as academic backgrounds, gender, religion, nationality, etc. and investing in human resources development through education and training focused on job analysis, recruitment of learning workers in parallel with work- It will be possible to contribute to the creation of performance.

• Journal of Information Technology Services
• /
• v.23 no.2
• /
• pp.31-47
• /
• 2024

With the spread of COVID-19, non-face-to-face social exchanges around the world have increased, leading to a rise in the demand for telework. The recent advancement in technology has facilitated the emergence of metaverse platforms, with telework utilizing the metaverse gaining significant popularity. Such metaverse telework is signaling innovative changes in the business environment, yet sufficient research has not been conducted. This study analyzed the factors affecting the perceived work productivity, job performance, and job satisfaction of metaverse telework users. To achieve this, an online survey was conducted, focusing on individual factors (self-management tactics, sense of belonging, social presence, IT complexity) and situational factors (perceived workload, organizational support, metaverse telework environment, and flexible work arrangements). Out of the total responses, 358 valid questionnaires were used for the analysis, excluding any insincere responses. The SPSS 27.0 software was employed to verify the research hypotheses. This study proposed effective strategies to enhance the efficiency of telework within the metaverse.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.20 no.4
• /
• pp.284-292
• /
• 2019

The purpose of this study was to analyze the factors influencing the clinical nurse's self-leadership and self-efficacy on job involvement. The survey was conducted from October 20 to December 15, 2017 for 205 nurses working at hospitals located in D city and K province of Korea. Analysis was performed with descriptive statistics, independent t-test, one-way ANOVA analysis, Scheffe's post-hoc test, Pearson correlation analysis, and stepwise multiple regression using the SPSS 21.0 for Windows. The results of the study were as follows. Average score for self-leadership was 3.58, for self-efficacy was 3.56, and for job involvement was 3.36. This study showed positive correlations between self-leadership, self-efficacy and job involvement. Self-leadership, marital status, self-efficacy, and job position were significant influences on job involvement. The explanatory power of influence factors was 43.7%. Based on the results of this study, it is necessary for nursing organizations and hospitals to actively support programs that enhance self-leadership and self-efficacy, which will be used to increase nurses' job involvement and improve productivity and efficiency of nursing work.

• Journal of Korea Technology Innovation Society
• /
• v.19 no.2
• /
• pp.302-323
• /
• 2016

To date, the literature has focused on formal R&D activities, such as internal, joint or external R&D, but informal R&D activities, such as job training or design, can also have a positive impact on technological innovation. To address this research gap, this paper examined 1) the influence of informal R&D activities on innovation adoption, and 2) the differences between formal R&D-oriented and informal R&D-oriented firms in process and product innovation. For this, statistical analysis was conducted using the data set from 2012 Korea Innovation Survey. The results suggest that 1) informal R&D activities can influence process innovation, and 2) firms engaging in both informal and formal R&D actively adopt product innovation. Findings suggest that 1) firms should recognize the importance of informal R&D and 2) national R&D policy should reflect the positive role of informal R&D in technological innovation.

• Journal of Industrial Convergence
• /
• v.20 no.5
• /
• pp.29-38
• /
• 2022

Because of the need of actual performance of education, this study aims to understand how the factors of educational content and organizational characteristics affect organizational commitment and work performance, which are organizational effects, through learning transfer. As a result, task value, job relevance, and organizational compensation had a significant effect on learning transfer, learning transfer had a significant effect on organizational commitment and work performance, and organizational commitment had a significant effect on work performance. In order to increase the learning transfer of education, when specifying the connection with the actual job and strengthening the compensation system of the members, the learning transfer can be increased and eventually connected to performance. Since limited variables are considered, a more representative sample or professional group should be extracted through future research. In future studies, it will be possible to closely grasp the relationship between learning transfer and organizational effectiveness by setting representative samples and specifying variables.

• The Journal of the Korea Contents Association
• /
• v.11 no.5
• /
• pp.433-448
• /
• 2011

In this study, an empirical analysis was made with intent to establish an appropriate marketing business strategy for customers by inquiring into the effect of service education of 250 Korean restaurant employees, who provide services for foreign tourists in Seoul area as professional customers, on service orientation and organizational effectiveness. The result is summarized as follows. The effect of service education of Korean restaurants' employees on service orientation showed that the typicality, reliability, confidence and empathy have a positive effect on the service orientation. For the effect of service orientation on organizational effectiveness, the service orientation had a positive effect on the job satisfaction and organizational effectiveness. In other words, it was proven that the typicality, reliability, confidence and empathy of employees education are key mechanisms in improving their behaviors and attitudes to aim for important customer-centered services. Consequently, the backup of these attitudes and customer-oriented behaviors can be connected to the increase of productivity, which enhances the organizational effectiveness.

• Journal of Labour Economics
• /
• v.37 no.4
• /
• pp.113-141
• /
• 2014

This paper examines the occupational gender wage gap in the Korea labor market. This paper classifies occupations into three(the blue-collar profession, white-collar profession and female-dominated profession) according to job characteristics and female worker's ratio. To analyze occupational gender wage gap, this paper uses Mincer's wage equation(1974) and Oaxaca model(1973). The results are listed below. First, the gender wage gap is growing in all occupations. Second, the cause of increasing gender wage gap varies in different occupations.

• Journal of the Korea Safety Management & Science
• /
• v.17 no.4
• /
• pp.181-192
• /
• 2015

The health care markets are rapidly expanded due to population aging, increasing incomes, strengthening assurance of health insurance and so on, and the competition in the markets is getting serious. In the industry, hospitals have played more important role than any others, where doctors, nurses, medical technicians, administrative staff, etc cooperatively works hard. Among them, nurses capture 40 percents of specialized hospital workers and their role for patients as customers is essential. Therefore, it could be one of the most important keys to increase the productivity and wellbeing of nurses with respect to enhancing efficiency and competitiveness of operating hospitals. In this paper the impact of nurses' job satisfaction, job stress, burnout, and organizational citizenship behavior on their productivity is studied. The subjects were 576 nurses in 20 different hospitals in Seoul, Kyounggi, etc. We held hypotheses and statistically tested and analysed them, using SPSS 20.0 software. Thus, we found various significant results(p<0.05), and they will give useful suggestions for managing nurse manpower and enhancing their productivity.

• Korean Journal of Breeding Science
• /
• v.40 no.2
• /
• pp.159-163
• /
• 2008

A New spary chrysanthemum (Dendranthema grandiflorum) cultivar 'Water Fog' was bred by open pollination of 'Angaesoguk'. Its characteristics were investigated three times from 2004 to 2006 under forcing culture in spring and retarding culture in autumn. The natural flowering time of 'Water Fog' was 24 October, but year-round production was possible by shading and lighting. It had flower diameter of 2.3 cm, 46.5 petals and 34.4 flowers per stem in autumn. The petal was narrow(0.4cm) and the color of petal was white with presence of green at flower center. Days to flower from short-day start for 'Water Fog' was about 48 in spring. 'Water Fog' showed the vase life of 22.6 days in autumn. This cultivar was registered for a commercialization in 2007. 'Water Fog' would be cultured under greenhouse and rain shelter condition in Korea.