• Journal of Labour Economics
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• v.28 no.3
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• pp.39-76
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• 2005

This study examines the job changes of the youth university graduates in Korea. The pattern of job changes get observed in the Unemployment Insurance Database. This data enables us tracing all job changes in the labor market. The average number of job youth graduates have for four years from graduate is 1.68. The more jobs youth have, the longer total tenure youth have. Youth are much more likely to change careers to different occupation or industry. They move usually into upper occupations but small establishments. They enhance the level of wage through job changes. The science and engineering graduates are more likely to change jobs than the humanity and social science graduates. The higher the level of wage they get is, the lower the probability of their job change is. Those who have good scores in Scholastic Aptitude Test are less likely to change job.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.4
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• pp.193-206
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• 2023

In a workplace, workers exhaust their resources due to workplace adversity or acquire resources through job-related passion. The purpose of this study is to verify the factors that affect the conversion of workers to entrepreneurs and through what paths entrepreneurial intention is generated. To this end, the effects of workplace adversity and job-related passion on entrepreneurial intention were explored with workers in Korea. Also, by empirically analyzing the effects of workplace adversity and job-related passion on entrepreneurial intention through the mediation of job-related creativity, this author attempted to derive the factors and implications associated with the conversion of workers to entrepreneurs. Analyzing 333 workers' data acquired through online surveys with the statistical packages of SPSS and AMOS, this study has gained the following results. First, workplace adversity is found to have positive(+) effects on entrepreneurial intention. This implies that workplace adversity that is negatively regarded is rather a crucial variable that increases entrepreneurial intention. Second, workplace adversity has positive(+) effects on job-related creativity. It means that job-related creativity is an effective factor to overcome workplace adversity. Third, job-related passion is found to have positive(+) effects on entrepreneurial intention. The passion to concentrate on the resources secured is an important factor to elevate entrepreneurial intention. Fourth, job-related passion is verified to have positive(+) effects on job-related creativity. It implies that creative methods can be effective in achieving the goal. Fifth, job-related creativity is found to have positive(+) effects on entrepreneurial intention. Creativity is an intention or action that precedes starting up a business, and it is judged that high job-related creativity reflects high expectation about the possibility of success in starting up a business. Sixth, job-related creativity is found to have mediating effects in correlation between workplace adversity and entrepreneurial intention. Seventh, job-related creativity is found to have mediating effects in correlation between job-related passion and entrepreneurial intention. This means that job-related creativity is an effective factor to alleviate the adversity of workers and increase job-related passion in the process of becoming entrepreneurs. Academically, there were few previous studies related to the adversity of workers in Korea. As this study targets office workers, it can be said that it is a differentiated study extending the range of subjects. Also, practically, it has been learned that negative workplace adversity, too, is an important variable that affect entrepreneurial intention positively. This is practically meaningful in terms of office workers' career management because even in adverse situations that are negative, starting up a business through work experiences may work as an alternative.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.10
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• pp.4953-4961
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• 2013

The purposes of this study were to compare work-family conflict, job satisfaction, job stress, psychological health, and job involvement of Korean female office workers by marital status and to identify the factors that influence job involvement. Data were collected through self reported structured questionnaire form 171 Korean female office workers by convenient sampling methods form May 20 to August 15, 2011. After adjusting for age, education level, family monthly income, working periods and turnover number, work-family conflict(${\beta}$=0.54, p<.001) and job satisfaction(${\beta}$=0.35, p=.002) were identified as significant predictors of job involvement in the married working women. In the unmarried working women, work-family conflict(${\beta}$=0.22, p=.042) and job stress(${\beta}$=-0.57, p=.001) were identified as significant predictors of job involvement. Therefore, as a strategy for improving job involvement of female office workers, psycho-social nursing intervention will be provided considering the differences by marital status.

• Journal of environmental and Sanitary engineering
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• v.15 no.2
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• pp.10-17
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• 2000

현대 생활에서 대부분의 사람들은 90%이상을 실내(가정, 일반사무실, 실내작업장, 공공건물, 지하시설물, 상가, 음식점, 자동차, 지하철 등)에서 생활하기 때문에 실내공기질(indoor air quality)은 개인이 오염물질에 노출되는 주요한 요인이다. 이산화질소($NO_2$)는 고온의 연소과정에서 발생되는 부산물로써 차량, 발전소와 산업장 등에서 발생되고 있다. 실내에서 이산화질소의 농도는 가스레인지, 케로센(kerosene) 난방기, 흡연에 주로 영향을 받는다. $NO_2$는 호흡기 증상과 관련된 각종 질환을 유발시키는 것으로 보고되고 있다. 본 연구는 한국의 서울에서 직장인 95명의 시간활동도가 조사되었으며, 호주 브리스베인에서 직장인 57명의 시간활동도와 동시에 각 가정의 실내.외 및 직장의 $NO_2$ 농도를 측정하였다. 또한 개인 $NO_2$ 노출을 예상하여 각 도시의 빈도분포를 예상하였다. 본 연구의 결과를 보면 다음과 같다. 1. 서울의 95명의 직장인들은 실내에서 약 83.8%의 시간을 보냈으며, 브리스베인의 57명의 직장인들은 실내에서 약 88.3%의 시간을 보냈다. 2. 브리스베인에서 측정된 실내의 NO2 평균농도는 10.5ppb(${\pm}5.6$), 실외의 NO2 평균농도는 14.5ppb(${\pm}5.8$), 직장에서의 $NO_2$ 평균농도는 18.2ppb(${\pm}5.0$)였다. 개인의 $NO_2$ 노출은 평균 15.0ppb(${\pm}5.2$)였다. 개인의 $NO_2$ 노출은 실외의 $NO_2$ 농도(r=0.42)보다 실내의 $NO_2$ 농도(r=0.42)보다 실내의 NO2 농도(r=0.49)에 상관성이 더 높았다. 3. 시간 가중치 모델을 이용한 개인 $NO_2$ 노출은 측정된 개인 NO2 노출과 통계학적으로 상관성을 가지고 있었다(r=0.58). 예측된 개인 $NO_2$ 노출은 측정된 $NO_2$ 노출보다 낮게 나타났으며, 이것은 출퇴근 등에 의한 교통의 이동에 따른 노출 때문인 것으로 생각되었다. 4. $NO_2$ 농도 분포를 log-normal 분포, 시간활동도를 Normal 분포로 가정하고 Monte-Carlo 시뮬레이션을 했을 때 서울의 직장인의 개인 노출은 평균 36.7ppb(${\pm}10.9$)였으며, 브리스베인의 직장인의 개인 노출은 평균 13.7ppb(${\pm}4.1$)였다.

• Journal of vocational education research
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• v.30 no.4
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• pp.241-258
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• 2011

This study analyzes educational panel on the relationship between college life and job satisfaction of women college graduates. Higher college satisfaction increases job satisfaction of women workers with college degrees. Job training programs increase job satisfaction. However, job satisfaction relative to her skills and competency becomes lower when they complete a number of job training programs. Moreover, English education and job training programs exert positive influences over the effects of college satisfaction on job satisfaction of women workers with college degrees. Thus, although there are conflicting aspects, job training programs have potentials to contribute to the job satisfaction. The results of the study suggest that college life is closely related with their job experiences. However, Korean society neglects the importance of college relative to four-year university. Thus, Korean society exerts efforts toward enhancing the educational quality of college education.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.293-303
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• 2015

This study examined the relationships among work-family role conflicts(WFC, FWC), work distress(WDIS), and life satisfaction(LS) for female workers using child daycare center in workplace. From the data of 137 female workers, it showed statistically significant results that FWC on WDIS and WDIS on WFC were positive. It also demonstrated the degree of WFC was higher, the LS level was lower. The results revealed not only WDIS fully mediated between FWC and LS, but also WFC partially mediated the relationship between WIDS and LS. Comparing to the previous studies that failed to tell the directions of work-family role conflicts on LS, this study distinguished the bi-directional work-family role conflicts in searching for causal relationships among WFC, FWC, WDIS, and LS. This study recommended further studies for comparing female workers using child daycare center in workplace or not.

• Korean Journal of Culture and Social Issue
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• v.28 no.2
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• pp.107-131
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• 2022

This study was conducted with the aim of developing and validating a measure of the workplace bullying bystander behavior. For the purpose, items were developed by referring to previous studies related to workplace bullying, and behavior subtypes were defined as pro-bullying, defending, and bystander behaviors. After confirming the content validity with the help of experts, a total of 31 preliminary items were composed. The final 26 items were selected by conducting an exploratory factor analysis and verifying the validity and reliability of the scale with a survey of 288 office workers who have directly or indirectly witnessed workplace bullying over the past three years. In this process, it was confirmed that defense behavior was distinguished into two types: Active and supportive. Confirmatory factor analysis was conducted with data from 518 office workers who have directly or indirectly witnessed workplace bullying over the past year, and the validity and reliability of the developed scale were confirmed. As a result of comparing the competing models to reconfirm the subtypes, it was confirmed again that active defense behavior and supportive defense behavior were distinguished. The criterion-related validity of all subtypes was confirmed by setting the criterion variables for workplace bullying behavior, altruistic behavior, pro-social behavior, fear of intervention, moral disengagement, guilt, and moral identity. Based on the result of this study, follow-up research tasks related to workplace bullying bystander behavior scale were suggested and the methods to prevent and intervene in workplace bullying while utilizing workplace bullying bystander behaviors were discussed.

• Proceedings of the KAIS Fall Conference
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• 2011.05b
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• pp.911-912
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• 2011

2009년 6월 20일부터 2009년 7월 10일까지 실시하여 198명으로 일선 직장인들의 음주량과 음주 횟수등을 조사하고 그에 따라 직장에 미치는 영향을 조사해서 보다 적극적인 직장인의 음주 대책을 수립하기 위해 기초적인 자료를 제공하기 위해서 시도되었다. 음주량에 미치는 요인을 보면, 가족이나 의사가 금주 권고한 경우(p<.001), 흡연상태(p<0.01) 및 취중 기억할 수 없었던 경험(p<0.05) 문항이 통계적으로 유의한 차이를 보였다. 또한 전체 모델의 설명력은 52.9%로 나타났다. 이상과 같은 결과를 볼 때, 2005년도의 정부 국민건강증진종합계획 2010은 이러한 내용을 반영하여 수립되었으나 2010년 현재 국민의 음주량이 현저하게 감소하지는 않았고 직장인의 음주량은 큰 변화가 없고 직장에서의 스트레스를 해소하는 취미활동이나 여가선용이 활용되고 있지 않아 효과를 보지 못하고 있다. 이러한 현실에서 보다 적극적인 정책수립과 접근방법을 고려해야 할 것이다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.3
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• pp.73-88
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• 2020

The majority of previous research on start-ups consist of research on leading variables that affect the entrepreneurial intention related to start-ups established by young people, college students or senior citizens, and the influencing relationships regarding start-ups in the sense of their form such as independent start-ups, franchising start-ups, small business start-ups, etc. It is difficult to find research on entrepreneurial intention targeting office workers. This study investigates the question of how office workers' entrepreneurial mindset affects their entrepreneurial intentions, focusing on mediating role of social capital and moderating role of state-action orientation. We use survey data to empirically test the relationships between the variables in question. This study finds the presence of the positive effect of entrepreneurial mindset on social capital that significantly promotes entrepreneurial intention, demonstrating mediating role of social capital. We understand the existence of moderator, action state, showing that entrepreneurial intention is affected by interaction of entrepreneurial mindset and action state, not entrepreneurial mindset alone. We propose some policy implications based on the results of this study, and lists the limitations of the study.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.185-202
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• 2023

The COVID-19 pandemic catalyzed major changes in our work environment, underscoring the critical role of workplace flexibility. While a wealth of research exists on specific flexible work strategies and schedules, a broader understanding of workplace flexibility has been somewhat overlooked. This study aimed to bridge this gap by examining the correlation between workplace flexibility and organizational commitment. Our sample consisted of 300 employees from foreign businesses in the ICT(information and communications technology) service sector and the manufacturing industry, along with those from the top 50 leading Korean enterprises. We bifurcated workplace flexibility into two distinct categories for this study: quantitative and qualitative. Our results revealed that within the quantitative category, the flexibility of continuity of work and flexible place significantly enhanced organizational commitment. Interestingly, the flexibility of work schedules didn't have a marked impact on commitment levels. On the qualitative side, job autonomy and teamwork emerged as significant drivers of organizational commitment. It's worth noting that qualitative aspects of workplace flexibility had a more pronounced effect on organizational commitment than the quantitative elements. These findings highlight the necessity of approaching workplace flexibility from a comprehensive perspective, embracing both its quantitative and qualitative dimensions. For businesses aiming to maximize the benefits of flexibility, it's essential to cultivate a culture of open communication, champion collaboration, and prioritize job autonomy and teamwork. Establishing a work environment that actively supports feedback-oriented communication stands as a key component in this endeavor.