• International Journal of Advanced Culture Technology
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• v.11 no.1
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• pp.153-158
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• 2023

Experts are concerned about the lack of troops and security vacuum due to the low birth rate in the Republic of Korea. They consider policies to expand the proportion and role of female soldiers to address these issues. In this regard, We would like to introduce the successful use of female personnel in the Ukrainian military and draw implications for the Korean military. This will provide a clue to offset the shortage of troops in the Republic of Korea.

• Journal of the Korean Society of Safety
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• v.35 no.2
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• pp.55-60
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• 2020

The purpose of this study is to analyze the influence of the economic and workforce factors on the annual number of occupational accident fatalities occurring at the construction sites. The considered variables of the economic factor are the amount of economic losses caused by industrial accidents, the GDP, and the total monthly wage for each economically active population. And, the variables related to the workforce factor are the number of economically active population, the number of female economically active population, and the number of labor union members. The multiple regression analysis was conducted to determine the effect of two factors on the total number of occupational fatalities in the construction industry. The results show that GDP among considered variables in the economic factor had a statistically significant negative relationship with the number of the construction accident fatalities in the construction industry. Among variables related to the workforce factor, economically active population showed a statistically significant negative relationship with the number of the construction accident fatalities.

• The Journal of the Convergence on Culture Technology
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• v.7 no.4
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• pp.15-19
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• 2021

In May 2021, a major conflict broke out between Israel and Palestine. Fourteen days after the conflict began, a ceasefire between the two sides was signed with the victory of Defense Forces (IDF). One of the reasons why IDF was able to lead the dispute to victory with the minimum damage in the shortest period of time is that the female workforce in IDF turned on. also, there are currently 33% of the female workforce in IDF, and various tasks are carried out in the field by convergence with male workforce. So, in this study, the examples experienced by IDF will provide clues to overcoming the future challenge of Korea's lack of military service resources.

• Biomedical Science Letters
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• v.25 no.4
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• pp.381-389
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• 2019

The physiological function test is the only patient contact area in the field of clinical laboratory. We need to recruit and encourage the experts due to requiring the expertise and long time for examination. However, there is currently no rule for estimating optimal workforce in the field of physiological function tests. The purpose of this study is to establish the basis of the studies for mid- to long-long term job creation in the field of ultrasound by evaluating the number of appropriate tests and appropriate workforce. We calculated the quantitative and qualitative workload for the number of appropriate tests and appropriate workforce using online questionnaire. All statistical analyses were performed using SPSS version 18.0 (SPSS Inc., Chicago, IL, USA). A total of 216 respondents were 48 (22.2%) male and 168 (77.8%) female. A total of 157 laboratories were 62 (39.5%) for echocardiography, 91 (58.0%) for the transcranial Doppler (TCD) and 4 (5.7%) for the carotid ultrasound. The mean number of appropriate tests was 10 ± 2 in the echocardiography, 9 ± 2 in TCD and 11 ± 2 in the carotid ultrasound. In addition, the number of laboratories required to recruit employees for appropriate workforce was 19 in echocardiography, 18 in TCD, and 0 in carotid ultrasound. The number of hospital required to recruit workforce were 7 primary hospitals, 22 secondary hospitals, 7 third hospitals. This study can be used as an important data as the first study at present time when the data on the workforce status and work environment of the ultrasonic laboratories is insufficient. Based on the quantitative and qualitative workloads, the number of appropriate tests and appropriate workforce can support mid- to long-long term job creation in the field of ultrasound.

• The Journal of the Korea Contents Association
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• v.20 no.9
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• pp.296-307
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• 2020

Compared to the quantitative increase in women's workforce, women's status in the organization remains poor. When it needs diverse perspectives and flexibility cope with the environment, it is an urgent challenge for companies to manage women in organizations. In this study, it is explored the internal factors of the organization that allow women managers to be more immersed in the organization. While previous researches have focused mainly on employment equality policies, this study expands the scope of existing research by considering the organization's internal support factors, such as mentoring, education and training, and organizational atmosphere. The female manager panel data showed that mentoring, education and training, and organizational climate all increase the leading influence of female. This leading influence affects organizational commitment and mediated between organizational internal factors and organizational commitment. In other words, it has been found that it is important for female managers to take the initiative in their position as well as the internal support of companies for female managers to immerse themselves in the organization. This study could contribute to solving the dilemma of the use of women's workforce by companies that fail to recover all investment costs such as recruitment, education, training, and compensation of excellent women's workforce.

• The Journal of the Convergence on Culture Technology
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• v.7 no.4
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• pp.21-26
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• 2021

After starting the war on terrorism, the U.S. military began to utilize the strength of its women's workforce by operating a cultural support team (CST) and a women's close combat team (FET) that obtained the information needed for civil operations with emphasis on civil factors. In addition, in order to subdue resistance forces that carry out surprise attacks by covering the shielded terrain of the rugged land or among residents, female personnel with excellent understanding, calmness, and detail were operated as unmanned aircraft operators (RPA). Since the situations that the U.S. has already experienced are likely to be reproduced on the Korean Peninsula, the South Korean military will be able to overcome uncertainties in the future battlefield environment by utilizing the U.S. female workforce.

• Journal of the Korean housing association
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• v.25 no.3
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• pp.155-164
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• 2014

The purpose of the study was to explore expectations of workforce entry preparers from non-capital regions on post-college housing and financial support from their parents. From July 26 to August 8, 2013, an on-line questionnaire survey was conducted to juniors and seniors in colleges nationwide and 692 useable responses were collected from college students who were from non-capital regions. Findings from this study are summarized as follows: (1) About 44% of the respondents expected to live apart from their parents and other relatives within two years from their college graduation and 48% of them expected to live in Seoul Metropolitan Area; (2) among those who expected to live apart from their parents and other relatives, 61% expected to be monthly renters; 75% expected to live in small-sized units such as studios; 85% expected parental support to afford post-college housing costs; (3) female respondents, younger respondents and/or respondents with a greater parent income showed more stronger expectation on parental support to afford housing costs; and (4) most respondents perceived influence of housing cost burden strong enough to affect their job choices.

• Journal of Technologic Dentistry
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• v.28 no.1
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• pp.103-120
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• 2006

In this study, we investigated the growth rate on the basis of the sex and the year among the subjects of the licensed dental technicians from the year 1970 to 2003 in Korea. In line with this investigation, this study aims to provide a basic material with regard to the state of dental technician workforce by sex and to suggest a need to reassignment of workforce by sex in accordance with the specific job description. The results of the study are as follows; First, among the licensed dental technicians from 1970 to 2003, males came to 11,589 and females, 5,976, which shows the number of males are 1.9 times higher than that of females. To put the mean sexual composite from 1970 to 2003, male was 82.9% and female 17.1%, indicating the number of males are 4.8 higher than that of females. Second, Of the mean increasing rate until the year 2003 in contrast to 1970, male was about 351 and female was about 181, which shows the number of males increased 1.94 times higher than the females. Comparing to the mean increasing rate of the last year, female came to 25.56% and male 10.73%, which reveals that the females were about 2.4 times higher than the males. In the case of the growth rate, females increased by 1,196,20 times and the males, 26,41. As a result the growth of females are about 45.3 times higher than the males. Third, in the case of the growth rate from 1980 to 2003, females came to 47.85 times and males 9.16, which shows the growth rate of the females was about 5.2 times higher than the males. In contrast to the year 1987, the growth rate until 2003 shows that the females came to 5,13 times and the males 2.70, which indicates the growth rate of females was about 1.9 times higher than males. Fourth, Compared to the year 1990, the growth rate until 2003 shows that females came to 3.40 times and males 2.03 indicating the growth rate of the females was about 1.7 times higher than males. In contrast to the year 2000, the growth rate till 2003 shows that females was 1,34 times and males 1.15 times increased. Fifth, the ratio of sex by the year among the licensed dental technicians is as follows; ratio of male to female in 1970 was 91.2 to 1. In 2003 the ratio came to 2.0 to 1. The number of growth by sex in 1970 came to 24.0 males to 1 female. But the figure was equalled in 2003.

• The Journal of Fisheries Business Administration
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• v.54 no.2
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• pp.1-14
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• 2023

The sustainability of fishing villages is threatened by manpower shortages due to population aging and poor settlement conditions. In the reality of poor fishing villages, the importance of women's labor is more emphasized than that of the past because female workers are key workers in fishing labor, processing and sales of marine products. However, policy support for female fishermen is not sufficient. The reason for this is that policy makers did not properly recognize the labor value of female fishermen. In fact, fishing villages have emphasized the importance of female workforce as a slogan, but there has been no attempt to estimate the labor value. There was not even a review of the methodology for estimating the value of labor that was attempted in similar fields. As a result, the policy importance of female fishermen was underestimated for there was no attempt to evaluate their value even though women had been continuously participating in the fishery from the past. Female fishermen's labor is under the dual labor structure of housework and fishing labor. Therefore, in this study, housework and fishing labor were estimated separately and the total labor value was calculated. The basic data necessary for estimating the labor value of female fishermen were obtained through a survey. The method of estimating the labor value of female fishermen was used in combination with the present income method and the total replacement cost method. As a result of the study, the total labor value of female fishermen was about 4.4 trillion won, which is about half of the total fishery production of 9 trillion won in Korea.

• Journal of Distribution Science
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• v.9 no.3
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• pp.65-71
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• 2011

There is a growing concerns for startups and management issues in the small business sector. In the Korean unique condition, female-owned small business seemed to play a crucial role in stimulating domestic demands and replacements for workforce reductions in the time of reduced birth rates and export-driven economy. Despite importance of female-owned small businesses, domestic statistics about female small businesses are not well recognized and defined. To design the current entrepreneurship training programs for female entrepreneurs more female-friendly, we need to improve overall environments surrounding training systems. We can classify the environmental improvement for women-friendly entrepreneurship training into three types as follows: First, it is needed to conduct regular surveys on difficulties female entrepreneurs may have. To develop a program for women-friendly entrepreneurship training, extensive and thorough survey is required for entrepreneurship training goals. To design women-friendly entrepreneurship training for women entrepreneurs henceforth, preliminary surveys should be carried out to detect problems within the course of the program and women's expectation regarding entrepreneurship training. Second environmental improvement is to overcome the lack of information on entrepreneurship training for women. Difficulties that women entrepreneurs experience are different from their counterparts, male. Last is about overcoming the lack of follow-up management after opening a business. To surmount the issue, we need to organize a management improvement consulting systems focused on female entrepreneurs. Establishing networks connecting female businesses should be the most urgent measure. With this regard, if follow-up services for female entrepreneurs are provided for at least three years from the time a business is opened, it may produce even more desirable results.