• The Journal of Asian Finance, Economics and Business
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• v.8 no.8
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• pp.613-624
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• 2021

The use of social networking sites (SNS) for e-recruitment has shifted the focus away from traditional hiring and selection processes. They are commonly used in the search and acquisition of new employees and are projected to expand in the near future as an e-recruitment tool. However, there is a lack of material on SNS and their impact on an employers' intention to use these sites for e-recruitment, in the context of Malaysia. Hence, there is an acute necessity for research on the extent that the features of SNS can influence the employers' intention to use SNS for e-recruitment and to know how to keep utilizing the platform for future e-recruitment. This study aims to identify the key features of SNS that lead to employers' intention to use SNS for e-recruitment in Malaysia. In this cross-sectional study, random sampling was utilized to obtain data from 198 recruitment professionals using online survey. The findings show that data quality, reliability, networking spectrum and simplicity of navigation of SNS are the key predicting factors for intention to use SNS for e-recruitment. Therefore, employers should acknowledge these key features of SNS to achieve their e-recruitment goals.

• Journal of Industrial Convergence
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• v.20 no.5
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• pp.11-20
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• 2022

The purpose of the study is as follows. This is to understand the effect of ethical leadership of small and medium businesses employers on job satisfaction and to understand the mediating effect of organizational fairness in their relationship. The study conducted an online survey and analyzed 508 employees of small and medium-sized enterprises in Seoul and northern Gyeonggi. The research results are as follows. First, the higher the ethical leadership of small and medium businesses employers, the higher the job satisfaction. Second, the higher the ethical leadership of small and medium businesses employers, the higher the organizational fairness. Finally, the partial mediating effect of organizational fairness was confirmed in the effect of ethical leadership of small and medium businesses employers on job satisfaction. Therefore, there is a need for a plan to strengthen the ethical leadership capabilities of small and medium businesses employers to improve job satisfaction and organizational fairness of SME employees.

• Journal of the Korean Geographical Society
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• v.50 no.2
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• pp.185-201
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• 2015

This paper suggests how Korean housemaids, called Sikmo, and Korean-Chinese migrant domestic workers have similar class positions and therefore form a dual identity in their interactions with female employers. rough spoken stories of the experiences of 27 females from Seoul, including Korean-Chinese domestic workers, Korean housemaids, and their employers, this research effectively overcomes the dichotomous discourse of natives versus foreigners. Instead it suggests the new interpretation that it is not foreignness but class inferiority of the domestic workers that plays a key role in establishing relationships with employers. Korean housemaids and Korean-Chinese domestic workers, both groups of whom are migrant workers, have developed coping strategies to enhance their labor value by spatially relocating themselves from their home society to a new society. They possess a similar labor status in women's history, being of low income, low education, and rural births. Consequently, these women experience 'translocal anchoring,' meaning their identities are intertwined with that of their home societies, and employers perceive them based on the characteristics of these places. The Korean employers perceive that the domestic workers' morality and intellectuality are inferior based on their class differences. This stigmatizing process leads employers to regard domestic workers as ambivalent people, not only threatening outsiders but also objects of pity, needing love and protection of their employers. The employers educate them culturally, teaching them skills to survive in the urban environment. These skills include cooking and language, in addition to advice on long-term plans to blend into society.

• International Journal of Costume and Fashion
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• v.3
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• pp.1-11
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• 2003

This study aims to recognize the value of traditional culture and to create 'Korean style rest costume' i.e. in-door clothes for comfort's purpose designed for hotel or other tourist accommodations with its own image. In so doing, national pride and identity will be exalted for Koreans, while an opportunity of cultural expose will be provided for foreigners through the symbols of Korea, which will contribute to the international introduction and representation of Korea. First, this study investigates the external characteristics in forms and structures of Korean style rest costume. Second, questionnaires regarding consciousness of Korean style rest costume and preference in design are distributed to the hotel guest and staff-both domestic and international- to be fir out. Lastly, designed rest costume representing Korean image, based on the results of the survey. Upon investigation, users and employers both preferred two piece style which is separated to upper garment and lower garment. While employers preferred short sleeve, users preferred long sleeves. In colors, employers preferred blue while users preferred white. In garments, both of. the employers and users preferred cotton, towel and cotton flannel. In addition, when introducing rest costume, it will be efficient to distinct the strategy between natives and foreigners, and also distinguish where the rest costume will be used.

• THE INTERNATIONAL COMMERCE & LAW REVIEW
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• v.77
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• pp.285-304
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• 2018

With the development of market economy, it has been a legislative trend to establish a system for vicarious liability of employers. China also established Tort Liability Law of People's Republic of China in 2009 and ruled responsibility of the employers for the acts for their employees through Art. 35. First, the employer's right to indemnity to an employee should be recognized, because employer's superintendence is much weak and economic power is similar between them. Second, an employer should take a responsibility for an unpaid employee as vicarious liability, because the Law did not exclude them from employees. Lastly, in case the Law conflicts with Interpretation of the Supreme People's Court on Certain Issues Concerning the Application of Law in Trying Cases Involving Compensation for Personal Damage, the Law should be regarded it has priority based on several related Principles. Regarding these matters, this study guides you to an analysis of vicarious liability of employers in China, benefits with a view to the perfection of the vicarious liability regime.

• The Korean Journal of Community Living Science
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• v.26 no.2
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• pp.415-426
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• 2015

This study examines the employment experience of beauty shop owners with respect to immigrant women. A quantitative analysis was conducted through a survey of beauty shop employers. Total 400 beauty shop owners were given a questionnaire and 380 responses were obtained. IBM SPSS 21.0 was used for frequency analysis, chi-square test, t-test using obtained data. Most of the respondents reported rare immigrant women employment. In addition, they were not likely to have experienced benefits from government support system and had little knowledge of such systems. According to an the employment analysis, there were differences in business areas, locations, regions, business type, and the number of employees according to characteristics of beauty shops. Immigrant women were more likely to be employed in Gyeonggi than in Seoul and Chungcheong Province and in skincareshops than in hairshops, nailshops and make-up shops. Shops with fewer than six employees were more likely to employ immigrant women. Those shop owners has employed immigrant women were more likely to hire immigrant women. Employment intentions of employers included mitigation services for auxiliary and sharing purposes, government benefits, and solutions for employment difficulties. Government support had a positive effect on employment intentions of beauty shop employers. Employers with knowledge of government support programs were more likely to hire immigrant women. The results suggest that the government should make more efforts to promote relevant policies. Future research should identify the reasons why few immigrant women are employed.

• Journal of Distribution Science
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• v.19 no.11
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• pp.91-98
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• 2021

Purpose: With the interest and ability in recruitment, it is totally worthy to discover how is labor market developed in Vietnam since the existence of the Internet. Considering employers as well as recruiters similar to jobseekers in term of technology adoption of job distribution, they should be treated fairly while performing their scopes of work. This paper aims to explore how employers perceive online recruiting platform as a supportive system, and this is to find out contributions of external factors regarding Job Boards behavioral intention to use. Research design, data and methodology: Conceptual framework tests the hypotheses involving in recruitment websites. Results: The results suggest that Board of Directors (BoD) or direct middle managers need to pay more attention on how their workforce performs through various channels of recruitment - both formal and informal, such as Linkedin or Facebook rather than a few compulsory job boards - no longer being accessed with high performance expectancy. However, the technology adaptation of recruitment is still a controversial issue due to its access to privacy of users. Conclusion: Therefore, employers should be more careful on how their personal contacts are going to be delivering without consent. Secondly, keeping systems up to date and "connected" is essential for both employees and employers.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.4
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• pp.389-395
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• 2016

Objectives: Acute methanol poisonings known to be typical occupational diseases occurring in developing countries broke out in sub-contract manufacturers in the early 2016. The present paper attempted to identify underlying causes which hide under apparent findings, and suggest alternative policies to prevent recurrence of similar intoxication Methods: We evaluated occupational health and safety characteristics of workers in micro-enterprises similar to workplaces with methanol poisoning by in depth-interview of employers, workers, and labor inspectors, and literature review. Results: The common findings of workplaces with methanol poisoning were addressed; First, the victims were illegal agency workers. Second, the workplaces were sub-contract micro-manufacturers with less than 5 employees. Investigators found that local ventilations did not work, while most of workers did not wear any proper personal respiratory protective equipment in the workplace. In addition, periodic environmental monitoring and medical check-ups were not done. However, these apparent findings do not appear to be root causes of methanol poisoning. Our in depth-analysis clarified a root cause; micro-enterprises with less than 5 employees are exempted with essential regulations of OSH Act, and employers do not know about OSH Act. Conclusions: We suggest occupational health policies to prevent recurrence of similar intoxication; First, government should introduce programs so that all employers should know about employers' responsibilities in OSH Act from the start of business. Second, even manufacturers with less than 5 employees should not be exempted with essential regulations of OSH Act. Finally, employers should take responsibilities for health and safety of all the workers including agency workers working in workplaces.

• Journal of the Korea Society of Computer and Information
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• v.21 no.4
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• pp.89-96
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• 2016

In this paper, we study the relationship between vacancy duration and information items of a job posting by using generalized linear models and a decision tree analysis w.r.t. the three factors such as company characteristics, employment conditions, and constraints. The results indicate that the employment conditions rather than company characteristics are more influential to the vacancy duration. These effects are presumed to be based on the complex relations between the decisions of the employers and the job seekers. And in this paper we suggest the need to provide personalized and profiled labor market information tailored for a quick decision to job seekers and employers. Policy implication is that since employer's decision affects the vacation duration, employers may had better to provide a comprehensive labour market information including supply and demand of the required skills in order to reduce the time for judgment on the cost-effectiveness.

• Journal of Korean Society of Transportation
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• v.12 no.4
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• pp.99-118
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• 1994

This study is designed to evaluate the effectiveness of TDM as a peak-period trip reduction strategy. This effort uses as a case study, the implementation of Regulation XV (REGXV) in Southern California, the most ambitious and far reaching employer-based ridesharing program implemented to date. This study explores the program effectiveness in terms of three aspects ; employee travel behavior changes after implementating Regulation XV, TDM programs offered by employers subjects to Regulation XV, and causal relationship between employee travel behavior changes and employer-based TDM programs. The study finds that Regualtion XV has a small, but statistically significant positive impact on AVR change. Popular incentives used by employers are less costly and easy to implement rather than to be effective. The increase in AVR is associated with increases of carpools promoted by strong incentives such as monetary subsides. A large number of indirect incentive programs are not effective. The study concludes that employers need to invest heavily on strong incentives, rather than on proposing diverse incentives, to comply with REGXV.