• Journal of Korean society of Dental Hygiene
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• v.7 no.3
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• pp.343-354
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• 2007

This study is to provide basic materials for the purpose of maximizing satisfaction of university students with campus life and ensuring competitiveness of university by establishing educational conditions to make university students adapt themselves to campus life, enhancing their satisfaction with campus life and making and executing improvement methods of areas showing low satisfaction with campus life and selects 210 students studying dental hygiene at C university in Jeonnam region as subjects of research and as a result of examining their satisfaction with campus life and department using questionnaire, the following conclusions are obtained. 1. Subjects of research are 39.6% at the first grade, 38.1% at the second grade and 22.3% at the third grade, 51.0% of subjects graduated from academic high school, 70.3% lived in lent house or dormitory, 85.6% had normal health state and 60.4% had good personal relationship with schoolmates. 2. On information of dental hygiene before admission, 50.5% of subjects had it a little. On the Source of information in selecting department, 21.8% was through internet, on the period of selecting department, 33.2% was before application and on motivation of selecting department, 33.2% was because of good employment. 3. On satisfaction with this university, 46.0% answered normal, 34.2% answered they were dissatisfied with university and reasons of such a dissatisfaction were environment around school at 23.3% and scholarship and welfare system at 21.3%. On academic results, 58.4% marked average. On club activity, 82.7% didn't join in any club activity and on their current great trouble, 53.5% answered passing national qualification examination. 4. On satisfaction with department of dental hygiene, 57.4% answered that they were satisfied with their department and 19.3% were dissatisfied with it. On reasons of their dissatisfaction with department, 35.4% answered it was because of poor facility and 20.8%, difficult curriculum. On requirements of professors at department of dental hygiene, 51.5% wanted to have personal contact with their professors. 5. On motivation of employment, 50.5% was for economic reason. On areas desired, 44.1% was dental clinic and on standard of choosing job, 40.1% was job with high salary. On period of employment desired, 75.7% said they wanted to continue to work. 6. There were significant differences at satisfaction with campus life according to grade(p<0.01) and between campus life and satisfaction with department depending on health state(p<0.05). 7. There was statistically significant difference in satisfaction with department according to academic results(p<0.05).

• Korean Journal of Social Welfare
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• v.56 no.1
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• pp.127-153
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• 2004

In the absence of a male provider the state must decide how far and under what conditions it will provide for the mother and her children. In the case of lone mothers, there are three main possible sources of income: the labour market, the absent father, and the state. However, the relative proportions of these three sources vary significantly from country to country as well as from individual to individual within the group of lone parents. Until very recently the UK has been alone among countries of the EU in allowing lone parents to draw benefits without making themselves available for work so long as they have dependent children. However, in the 1990s, the UK government introduced major changes to his policies regarding lone parents. The UK government attempted to restrict the role of the state as a source of income for lone parent families. At the beginning of the 1990s, the emphasis in the UK was put on securing more money from 'absent fathers' to maintain. However, the policy was unsuccessful and by the mid-1990s attention to the only other possible source of income for lone parent families, the labour market, was stepped up, notwithstanding the ambivalence of politicians about the desirability of women with young children entering employment. From 1998 the Labour government introduced a series of reforms aimed at reducing both worklessness and poverty by raising welfare payments to families both in and out of work, improving financial incentives to work and introducing a more proactive welfare system. The results presented here suggest that these policies have raised the employment rates of lone parents by around 5 percentage points, or 80,000. These employment gains have come from a welfare reform package that does not require lone parents to search for jobs, or uses time limits in welfare programmes. In addition these gains have been achieved despite generous increases in welfare payments for lone parents who do not work. These earnings gains combined with the more generous welfare are making rapid progress in reducing lone parents' poverty.

• Korea journal of population studies
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• v.8 no.1
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• pp.47-65
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• 1985

Three stages of population growth during last forty years affected differently to the labor force and employment in Korea. The first impact of rapid population growth on the labor force occured after the end of World War II. Sudden growth of population due to repartriation and refugees directly increased the labor force. Deteriorating labor market conditions were caused not only by the explosive labor supply but also by the shortage of employment opportunities due to a lack of productive facilities. This severe excess supply of labor continued until the early 196Os. Population growth in the second stage which caused by high fertility during the post Korean War baby boom period induced an eventual increase in the labor supply with time lag of more than fifteen years. Younger persons born during baby boom period were flooded the labor market. Fortunately, job opportunities were expanded more rapidly than the labor force supply because high rates of economic growth and speedy industrialization were continued until the later half of 1970s. Unemployment, therefore, decreased dramatically during this period. The effect of third stage which is characterized as mitigated population growth due to birth control has appeared in the labor market since late 1970s. The growth rate of labor force has been going down and the proportion of younger workers was also been decreasing. From the early 1980s, furthermore, partial disharmony between supply of and demand for the younger workers is closing up. Less educated younger workers who works at low wage are lacking while more educated youngers who want to work at high wage are being excess, because a lot of younger prefer higher education rather than productive job. It is expected that the structural inharmony will be diversified in the future in Korea. The labor force will be changed to middleaged, highly educated and womenized till year 2000, and, after then, to old-aged. On the demand side, industries and jobs will transferred to be labor-saving and soft. These structural changes of labor supply and demand will not matching in time. Aggregate supply of labor force will be steadily increasing more rapidly than aggregate demand for labor until year 2000, and this trend will continue to the first one or two decades of the 2lth century because the persons born dufing the baby boom pariod are being eligible couples in recent. Therefore, conclusion is that appropriate manpower development policy as well as sustained birth control policy is necessary for harmonizing the structural unbalance and the disequilibrium between aggregate labor supply and demand in the future.

• 대한공업교육학회지
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• v.36 no.2
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• pp.131-150
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• 2011

The purpose of this study vocational courses in general high schools in each city in order to operate efficiently. Provinces operating status and the general high school vocational courses through the regular high school vocational courses siltae analysis to identify operational problems, and that is to derive ways to improve. Operating in the desired direction, the typical high school vocational courses ilbango select students that meet the purpose of operating as one that students admit you need the correct promotion and career guidance and vocational courses ilbango teachers of vocational courses is operating correctly recognize the purpose and students with career guidance and vocational courses so that you can operate effectively at: Provincial Office-wide need to conduct a systematic study. Vocational courses also target students ilbango sosokgyo (wonjeokgyo) to be completed in the course stated in the plan for the school and the need to practice, and professional students ilbango by configuring a separate class is most preferable to operate. If the person is prime target, with each region run by creating a class needs to definitely consider. Entrusted to the agency's key performance improvements in order to improve the employment rate in the direction of promotional materials for the students selected to take advantage of college enrollment than the employment data for the students and their parents ilbango vocational courses for the purpose and intent is necessary to provide accurate information In addition, the employment rate is relatively low industrial (information) to install the school department employment, and employment representatives (industry-academia co-coordinator), and by placing career paths and industries to ensure the needs of industry, including working conditions and students who wish adjusting to the role, and industrial college (2 years), industrial (information) through the school's agreement to the aggressive promotional schemes seonchwieop hujinhak. Getting the need to encourage. Vocational courses ilbango in the new and the abolition, rather than the case of some popular course when you are away from work and there, so if the course-changing industry, new or repealed to reflect the demands of social work and careful review of how to connect carefully to decide by. Commissioned a systematic quality management in education, in terms of industry (information) schools and public vocational training institutions or private vocational school is better than school. However, 16 cities across the country. Also only five of the major cities around the school has industry information. Ilbango vocational courses at the expected continued demand. Degrees, the operation in terms of comparative advantage in many ways the school's new industry information is necessary to consider.

• Journal of dental hygiene science
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• v.6 no.1
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• pp.11-17
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• 2006

The purpose of this study was to help prevent the turnover of competent dental hygienists in a bid to boost the efficiency of personnel management for dental health care workers and provide higher-quality oral health services. After relevant literature and data were reviewed, a survey was conducted on dental hygienists, who worked at dental institutes, for approximately four months from September to December 2004 to identify what affected their turnover. The findings of the study were as below: 1. Regarding turnover experience, 39.7 percent of the dental hygienists investigated had such an experience. As to turnover frequency, those who took up another employment once made up the largest group(28.2%), followed by twice(8.0%) and three times(2.9%). The most dominant turnover reason was working conditions(66.7%), followed by seeking being hired by larger institutes(36.2%), pay(21.7%), relationship with dentists(11.6%) and commuting distance(11.6%). 2. As for their hope for turnover, 82.8 percent hoped to take up another employment, and working conditions were cited as the most common reason(44.4%), followed by pay(33.3%), commuting distance(18.1%), marriage(13.2%), health/use of leisure time(11.8%), and commuting time(10.4%). 3. Concerning preference for future workplace, 38.5 percent, the largest group, wanted to work at public health clinics. As to a preferred term of working as dental hygienists, 50.0 percent, the greatest group, hoped to serve as dental hygienists until they are financially secure. 34.5 percent, the second largest group, intended to keep working until they reach the age limit. In regard to their responsibility for family economy, 47.7 percent, the greatest percentage, shouldered the partial responsibility for that, and 31.6 percent assumed no responsibility. 4. As to their intention to quit working as dental hygienists, 61.5 percent were willing to do that, and marriage(29.0%) was singled out as the most frequent reason, followed by working conditions(27.1%), child birth(22.4%), health/housework(18.7%), pay(15.9%) and learning/use of free time(15.0%).

• KDI Journal of Economic Policy
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• v.33 no.2
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• pp.111-143
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• 2011

As the 'jobless growth' is developing into a worldwide phenomenon, many countries try to recover a virtuous relationship between the growth and employment using various wage subsidy programs. This study focuses on wage subsidy to employers, labor demand-side wage subsidy for which one can think of two types-a tax credit(a flat wage subsidy) and a social insurance premium exemption(a proportional wage subsidy). For job creation, Korean government reintroduced a tax credit to small and medium-sized enterprises(SMEs) which have increased their employment level in 2010. But many experts has continuously insisted that it should be replaced with a social insurance premium exemption arguing only a few SMEs benefit from the tax credit as most of them are actually not paying any corporate or general income tax bills. However, as the insurance premium exemption accompanies an increase in the amount of budget with the coverage widen, one cannot confirm its cost effectiveness over the tax credit. This paper aims to provide a theoretical analysis to derive some formal conditions under which a social insurance premium exemption creates more jobs than a tax credit does given a budget constraint. We show that the former's dominance over the latter depends on whether there exists a dead zone of social insurance or not. If there does not exist a dead zone, a social insurance premium exemption is more desirable in many cases, whereas one cannot guarantees its dominance over a tax credit if there exists a dead zone. Therefore in order to realize its dominance, the government should minimize a dead zone so that most SMEs effectively benefit from the insurance premium exemption. In addition, applying discriminative exemption rates which reflect each firm's job conditions such as wage level and labor demand/supply sensitivity, the government try to enhance job creation effect.

• 대한공업교육학회지
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• v.33 no.2
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• pp.44-71
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• 2008

This paper was intended to investigate employment conditions and career planning of ex-participants of the customized training program(CTP) in Technical High Schools for the specific Small and Medium Business through questionnaires. Results of the research were: 1. The average ex-participant of CTP was employed in small size company with 50 employees, earned 1~1.2 Million Won monthly, worked about 50 hours per week. 2. They were earnestly considering and worried about their career. They had their career goals : Engineer in production and manufacturing, CEO of a company, Design engineer. 3. They were not able to invest enough time and energy in developing their capabilities and skills. 4. There were feelings of respondents, which the main barriers of their career achievement were : (1) their deficiency of personal competencies and endurance. (2) not time enough to learn (3) the fallacy of organizational support and atmosphere.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.9
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• pp.495-503
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• 2019

The purpose of this study was to investigate the general characteristics, work overload, work life balance, job engagement of working adolescents and the factors affecting job engagement. We examined 1,772 working adolescents under the age of 24 years in response to the fifth Korean Working Conditions Survey. Technical statistics, t-test, ANOVA, and regression analysis were used. The study results showed that men had high-level job engagement when they were professional, self-employed, 41-52 hours per week, and never experienced employment discrimination. For women, job engagement was high if they were under 19 years of age, college graduates, professions, temporary work, 41-52 hours a week, and had never experienced gender discrimination, and employment discrimination. In addition, the job engagement of both men and women was higher when work overload was less and work life balance was good. This study is meaningful in that it examined the job engagement of working youth by using the Korean Working Conditions Survey representative of Korean workers. However, it has limitations in that it does not take into account specific circumstances such as academic status or military service. Based on the study results, it can be used as basic data for developing educational programs to manage job engagement and understanding of working adolescents.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.259-266
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• 2021

Recently, the financial industry has seen a dramatic change due to the development of innovative technologies such as FinTech, but there is a lack of research on the digital level of financial institution workers. This study analyzes factors that affect the willingness of financial institution workers to accept digital innovation and to examine the relationship between acceptance intention and business performance. Based on the theoretical basis of UTAUT, independent variables were divided into internal expectations, external influences, facilitation conditions, and employment risks. Survey data of 100 bankers at N bank were analyzed using SPSS and AMOS 18. Studies have shown that internal expectations and external influences have positive effects on the acceptance intention of financial institution workers, and that facilitation conditions, employment risks do not. This study found a significant relationship between acceptance intention and business performance and confirming that acceptance intention has a direct and indirect impact on business performance. Study findings could be a reference to enhancing the willingness to accept digital innovation technologies and developing ways to improve business performance by validating factors that affect the willingness of financial institution workers to accept digital innovation.

• 한국사회정책
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• v.23 no.2
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• pp.141-172
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• 2016

This study examines the employment conditions and labour experience of elementary after-school care teachers in South Korea. Based on the empirical data collected through in-depth interviews with after-school care teachers in Gwangju Metropolitan City, the study considers multifaceted problems faced by after-school care teachers in their workplace. The after-school care class is part of educational policies initiated and rapidly expanded by the Ministry of Education, resulting in the substantial increase of non-regular school workers. The irregularization of after-school care teachers illustrates that the common problems faced by female non-regular workers, such as social discrimination, exclusion and inequality, are also transplanted into the typical public sector. In the case of Gwangju Metropolitan City, during the past two years there have been evident increases both in under 15-hour short time contract care teachers and outsourcing of care classes. Temporary part-time contract care teachers suffer relentless job insecurity and experience poor working conditions, exclusion and discrimination within the workplace and labour alienation. In order to minimize the organized resistance of care teachers, school authorities implicitly individualize and isolate care teachers through hierarchization, the division of labour and the spatial division of classes between indefinite and temporary contract teachers.