• Journal of Labour Economics
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• v.31 no.1
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• pp.29-57
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• 2008

We construct a unique panel data by using Korean Economically Active Population Survey (KEAPS) from 2003 to 2007 to estimate the returns to different types of job mobility among men. By adopting Mincer(1986)'s method, we estimate the wage change to job mobility after controlling the sample selection bias. There are four different types of job mobility that are concerned in the study: (1) voluntary job-to-job changes without experiencing unemployment, (2) voluntary job changes with experiencing unemployment, (3) involuntary job changes due to layoffs, and (4) involuntary job changes due to discharges. Our findings indicate that Korean men who changed jobs without experiencing unemployment realized wage gains of 7% while those who changed jobs through unemployment period lost 10% of their wages. Among those who changed jobs involuntarily and went through unemployment, the workers who discharged from the previous jobs realized substantially greater wage loss.

• Safety and Health at Work
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• v.13 no.2
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• 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.

• KDI Journal of Economic Policy
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• v.44 no.3
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• pp.75-99
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• 2022

This paper analyzes job creation when the Korean economy transitioned to a knowledge economy from the 1990s to the 2010s. During this period, the ratio of service to manufacturing jobs increased, knowledge intensive industries grew, and job creation became geographically concentrated around Seoul. The changes slowed down in the 2010s, and overall job growth weakened. To analyze the effect of job creation driver industries during this period, the main part of which are knowledge intensive tradable service industries, on local service job creation, I use a modified version of the local labor market of Moretti (2010). I analyze the job changes during 1995-2005 and during 2006-2016 in 237 Si-Gun-Gu areas in the Census on Establishments datasets. I find that one manufacturing job creates 0.5 local service jobs and that one tradable service job creates 1.1 jobs within Gu areas of metro cities and 2.3 jobs in Si-Gun areas. The job creation relationship between the tradable and local service sectors was not altered in this period. As more jobs were created in the tradable sector driven by the transition to a knowledge economy, job creation overall remained active, with the opposite also being true.

• Journal of Technologic Dentistry
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• v.38 no.4
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• pp.365-380
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• 2016

Purpose: The purpose of this study was to ascertain the need to reform curriculums for digital experts in a way that include the practical and educational aspects of dental labs by determining why educational reforms are needed to comply with changes in dental technology business that are brought by the applications of digital scanning and what changes are being actually brought by the use of CAD/CAM. Methods: This study analyzed the need of education and practice in relation to CAD/CAM by using the independent sample t-test and One-way ANOVA. in accordance with the participants demographic characteristics and job-related variables and factors related to CAD/CAM, and provided only some of the analysis results that were found statistically significant. Concerning the need of education and practice in relation to CAD/CAM, the study also used the independent sample t-test to measure difference in the perception of that need within each of the three groups, or those of job performance, job efficiency and knowledge gain at the signficance level of ${\alpha}=.05$. Results: Dental technologists surveyed here were perceiving that the use of CAD/CAM would bring changes in their job performance, job efficiency and knowledge gain. They were expecting that the biggest changes would be made in work climate and product quality as sub-areas of job performance. However, they said that in terms of job efficiency, the use of CAD/CAM would change job contribution, job satisfaction and job efficiency, but not lead to staffing. These results suggest that more special programs for CAD/CAM education are needed to bring up CAD/CAM experts who are more specialized. Conclusion: Among 13 skills related to CAD/CAM, what is most needed to be educated to dental technologists was "molding the occlusal surface" (M=4.19), followed by "designing the 3-D work" (M=4.17), "final shape modification" (M=4.16), "molding the border" (M=4.15) and "checking the fit of prothesis" (M=4.14) in order.

• The Journal of the Korea Contents Association
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• v.21 no.11
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• pp.528-542
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• 2021

The purpose of this study is to examine the commonalities and differences that appear across the types of perceptions toward job changes according to the Industrial 4.0. among job seekers and workers. For an approach to subjective beliefs, viewpoints and preferences, the data investigated using Q methodology, was analyzed using the QUANL program for PC. From the Q-methodology, the types of perception toward job changes due to Industrial 4.0 and their features were drawn. The perception types were classified as four types: negative perception type, neutral perception type, high evaluation about quality of jobs, and employment increase perception type. The results found that views toward job transition due to Industrial 4.0 are were diverse beyond the dichotomy and institutional and educational efforts should be required to mitigate job insecurity and cope with job changes caused by technological advance.

• Journal of Korean Library and Information Science Society
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• v.51 no.2
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• pp.23-53
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• 2020

Following the rapid development and change of information technologies and sociocultural environments, public libraries are recently facing demand for various changes regarding their traditional functions and roles. They need to make efforts to understand accurately the changing factors of their surrounding environments and their resulting job changes so that they can make active responses to the changes of the times. The purposes of this study are to diagnose changing situations in the current surrounding environments and job content of public libraries and propose a basic direction for them to figure out and react to the causes of their core change content. For these purposes, the study 1) examined literature and previous studies on the surrounding environments and job factors of public libraries, 2) reviewed current job states and change cases in major criteria and standards, legislations, institutions, and policies about public libraries, and finally 3) identified the factors of their surrounding environments and job changes, tested their validity in the delphi method.

• Journal of Labour Economics
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• v.29 no.1
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• pp.153-184
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• 2006

This study examines the job changes and the coincidence of job and major In the case of the youth, science and engineering graduates in Korea. The pattern of job changes and the coincidence of job and major get observed in the Unemployment Insurance Database and the Graduate List. This data enables us tracing all job changes in the labor market, and analysing the coincidence of job and major. The average rate of coincidence is not so high, the rate at first job is roughly one third. The youth with coincidence of job and major have earned less income than the youth without coincidence of job and major. But this result is impressive in the lower wage earners, any differences in regard to coincidence is not found in the upper wage earners. The probability of the coincidence of job and major is higher in case of the high wage and the high study attainments. The results suggests that the problem of the science and engineering graduates should be concentrated only on the lower manpower in the scientist and engineer jobs. Korean government have to lessen the number of entry into the science and engineering college and enlarge the number of entry into the science and engineering graduate school. Korean government have to prepare the system that aids establishment where the employee with coincidence of job and major earns more income.

• Quality Improvement in Health Care
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• v.12 no.1
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• pp.18-39
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• 2006

Background : This study was carried out to examine the changes of job stress after adoption of order communication system(OCS) and its related factors. Methods : Two hundreds and twenty one employees in a university hospital were surveyed 4 months before and 1 year after the OCS had been adopted. Author used Korean version of Karasek's job content questionnaire(K-JCQ) to evaluate job stress. The questionnaire developed by Doll's was used to assess the satisfaction for the OCS. Result : With the adoption of OCS, the scores of skill discretion increased significantly from 29.9 to 30.8 that meant job stress was decreased. In use of OCS, direct user group showed significant increase of skill discretion, whereas the indirect user group showed significant increase in psychological job demand, and it was statistically significant when compared to direct user group(p<0.05). Among the changes in job stress, skill discretion score change was significantly different by age(p<0.05). This study revealed that there was statistically significant relationship between the change of skill discretion score and time computer use, level of satisfaction for content of provided information(p<0.05). And psychological job demand score change was significantly different by time of computer use(p<0.05). Conclusion : Adoption of OCS into hospital may increase job stress, but when it is adopted wisely and appropriately, it may enhance skill discretion of each individual, and decision authority while reducing psychological job demand.

• The Korean Journal of Food And Nutrition
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• v.32 no.5
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• pp.536-552
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• 2019

The purpose of this study was to develop a standardized job description for dietitians using the DACUM technique. To examine the validity of job description through DACUM, dietitians were surveyed relative to importance, performance, and difficulty. The survey was conducted April 1-30, 2014. A total of 217 questionnaires were used in the analysis. The final developed job description for dietitians included six duties, 38 tasks, and 210 task elements. DACUM's findings include six duties: nutrition management, food service operation management, hygiene safety management, community food and nutrition program management, organization management, and professionalism strengthening. There were 5.1 points regarding importance, 4.1 points regarding performance, 4.9 points regarding difficulty, and statistically significant differences (p<0.001). Dietitians responded that 'nutrition management' and 'hygiene safety management' were the most important. 'Hygiene and safety management' showed the highest performance, and 'community food and nutrition program management' and 'professionalism strengthening'' showed the highest difficulty. Thus, it is considered that the job analysis results can be used to evaluate and improve the subjects' training program. Dietitians' jobs are subject to various environmental changes, such as demographic changes, health care system changes, and the development of the food industry, and thus, should be reviewed and analyzed periodically.