• The Journal of Asian Finance, Economics and Business
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• 제8권8호
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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.

• 산업융합연구
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• 제20권5호
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• pp.11-20
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• 2022

본 연구에 목적은 중소기업 고용주의 윤리적 리더십이 직무만족에 미치는 영향을 파악하고, 이들의 관계에서 조직공정성의 매개효과를 파악하기 위함이다. 연구는 서울, 경기도 북부권역의 중소기업 직원 508명을 대상으로 온라인 설문을 실시하고 분석을 진행했다. 연구결과 첫째, 중소기업 고용주의 윤리적 리더십이 높을수록 직무만족이 높게 나타났다. 둘째, 중소기업 고용주의 윤리적 리더십이 높을수록 조직공정성이 높게 나타났다. 셋째, 중소기업 고용주의 윤리적 리더십이 직무만족에 미치는 영향에서 조직공정성의 부분매개효과를 확인했다. 따라서 중소기업 직원들의 직무만족과 조직공정성 증진을 위한 중소기업 고용주의 윤리적 리더십 역량강화 방안이 필요하다.

• 대한지리학회지
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• 제50권2호
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• pp.185-201
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• 2015

본 연구는 식모와 조선족 가사노동자가 한국인 고용주와의 관계에 있어 유사한 계급적 위치성을 지니며 이중적인 정체성을 형성함에 주목한다. 서울에 거주하는 27명의 조선족 가사노동자와 고용주, 식모 고용주와의 인터뷰를 토대로, 본 논의는 내국인-외국인의 이분법적 담론에서 벗어나 단순히 외국인성(foreignness)이 아닌 여성 노동자가 가진 계급적 열악함이 고용주와의 관계 형성에 핵심 역할을 한다는 새로운 관점을 제시한다. 식모와 조선족 여성은 자신이 살던 지역사회를 떠나 새로운 사회로 공간을 재배치함으로써 스스로의 노동가치를 향상시키는 생존 전략을 취해 왔다. 그들은 시골 출신, 저소득, 낮은 수준의 교육 등 여성 노동 역사 상에서 유사한 노동 지위를 지녔으며 이주 후에도 자신의 정체성이 소속문화, '그곳'에 얽매이고 평가되는 초지역적 정박(tranlocal anchoring)을 겪는다. 또한 한국인 고용주는 식모와 조선족 가사 노동자의 도덕성과 지적 능력을 그들이 가진 계층 차이에 근거해 평가한다. 이러한 일련의 낙인 찍기 과정은 고용주가 가사노동자를 위험에 처한 본인에게 위협을 가할 수 있는 존재인 동시에 애정과 보호를 받아야 할 이중적인 존재로 인식하도록 만든다. 고용주들은 그들이 도시 환경에서 생존할 수 있도록 요리나 언어를 가르치는 등 문화적으로 교육하고 장기적인 생애 계획을 조언해주기도 한다.

• International Journal of Costume and Fashion
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• 제3권
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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.

• 무역상무연구
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• 제77권
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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.

• 한국지역사회생활과학회지
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• 제26권2호
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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.

• 유통과학연구
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• 제19권11호
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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.

• 한국산업보건학회지
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• 제26권4호
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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.

• 한국컴퓨터정보학회논문지
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• 제21권4호
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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.

• 대한교통학회지
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• 제12권4호
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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.