• Journal of the Korean Society of Safety
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• v.37 no.1
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• pp.64-69
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• 2022

The study measured a subway construction worker's Macpa stress by Heart Rate Variability measuring instrument and conducted a survey of Korean job stress from subway construction workers. Also, the study analyzed the relationship between Macpa stress index and Korean job stress result and suggested managing stress method for each item. According to National Statistical Office data, the first line subway in Seoul was started to open in 1974. The extended total length is 996 kilometers until 2019. Many aged workers are currently working at subway construction sites due to the avoidance of young workers since the past until now. It means that the elderly has a substantial portion among subway construction workers. The productivity has been adversely affected by health problems due to the aging of workers, job stress due to heavy work, and personal health problems. So, the regulation and policies on job stress health management are being strengthened. The data were measured Macpa stress by machine measuring heart rate variability and conducted Korean job stress survey(shortened) from Sa-sang to Ha-dan line Busan subway construction workers for analyzing the relationship. Independent variable were age, job duration, job position, employment type, working type in this study. Macpa's dependent variable was stress index and Korean job stress survey(shortened)'s dependent variables were job requirements, job autonomy, relationship conflict, job instability, organizational structure, inappropriate compensation, working place culture, and total score. SPSS 12.0 K Statistics Program was used for statistical analysis. Kruskal-wallis test, a nonparametric statistical analysis, was used because the data are difficult to be assumed as normal distribution. As a result, the paper indicated the significant correlation between Macpa stress index and Korean job stress(short version). The elderly workers presented higher Macpa index and higher job stress due to aging and heavy-duty work. The majority workers were daily workers who had unstable working condition and uncertainty about the future. The study suggested a manual that could reduce job stress for subway construction workers and future study deriving management tool through analyzing job stress factor is necessary.

• Journal of the Korean Data Analysis Society
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• v.20 no.6
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• pp.3069-3085
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• 2018

In this study, we examined the effect of non-cognitive factors on job tenure and tenure using KLIPS. We examine the internal consistency of the big5 personality trait and of the locus of control, and use the parameterized proportional hazards model. As a result, we confirmed that non-cognitive skill such as personality traits and locus of control affect individual labor market performance. Conscientiousness has shown that the job seeking period of adult job seekers is lengthened, thereby lowering the unemployment rate. It can be understood that high attentiveness under uncertainty can misinterpret information, and that lack of decision restricts escape from unemployment. In the tenure analysis, people with internal locus of control tendency were less likely to leave the job due to longer tenure. Those who have internal control can not only be preferred by the organization but also the internal control tendency seems to be the factor that maintains the long-term job because of the motivation and self-control of their actions.

• The Journal of the Convergence on Culture Technology
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• v.9 no.2
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• pp.339-348
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• 2023

Uncertainty in the employment market from the COVID-19 created incomplete employment. As a result, job seekers were required to have overqualifications than job requirements. In previous studies, overqualified workers by incomplete employment were not satisfied with their jobs. A representative result is the intention to change jobs. However, within COVID-19, the perceived overqualification of workers will appear differently. This is because in a rapidly increased employment competition environment due to COVID-19, it will appear as loyalty to maintain a stable job. As a result of this study, work experience was the greatest benefit and high risk for office workers. In addition, both the benefits and risks of overqualification affected loyalty. Unlike the negative impact as in previous studies, workers tried to remain stable at work in an unstable employment environment caused by COVID-19.

• Journal of Information Technology Applications and Management
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• v.18 no.4
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• pp.119-130
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• 2011

When an organization adopts new technology, performance through the technology is expected to be decided depending on attitudes of the members, in that technology produces performance only if the members zealously use it. Therefore, the members need to devote themselves to acquire and use the new technology. This attitude of members is called "IT acceptance will" (Ranarajan et al., 2005), and this research is to examine the effect of an individual's "IT acceptance will" on performance. Thus, this research analyzes what increases IT acceptance will and what effect IT acceptance will has on stress due to uncertainty of an organization-job complexity and role conflict- through new IT adoption. This research conducted a survey from July to September in 2009, targeting employees of government offices and public institutions in Kyunggi and Kyungnam provinces. Then, a total of 370 was collected and the final 344 was selected for our research analysis. As a result, this research found out that personal innovation and client orientation improved an individual's IT acceptance will, which improved performance through new IT adoption. However, the new IT adoption also increased job complexity and role conflict, but negative effects of stress on performance was not found as IT adoption will diminished the stress. Based on this result, this research discussed practical and academic implications and the limitations.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.143-149
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• 2017

The company strives constantly to prepare for the current crisis and uncertainty of the future and to strengthen its competitiveness. At times, it strives to strengthen its competitiveness through continuous innovation, as well as securing technological innovation and talented personnel. However, even if the company makes such a hard effort, the sustainable growth of the enterprise will not be guaranteed unless smooth communication and efforts among the internal resources are supported. The social responsibility of management and the attitude of labor-management relations are important factors for the smooth coordination of labor-management relations. Therefore, this study empirically analyzed the relationship between manager 's social responsibility, labor relations attitude and job performance. The results of this study showed that the social responsibility of managers affects job satisfaction and job commitment. In addition, managers' attitudes toward labor relations have an effect on job satisfaction and job commitment. Also, job satisfaction has a positive effect on job commitment. The result of this study can be used as a practical application data for establishing new labor - management relations among the managers of the enterprise in the future.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.529-544
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• 2022

With the global pandemic in the era of the 4th industrial revolution, the business environment of companies was engulfed by rapid volatility and uncertainty. In particular, in order for an organization to have high competitiveness due to the spread of the flexible work system, relationship management with members of the organization and self-directed job crafting are recognized as important key resources. This study aims to investigate how relational energy and resilience within a corporate organization affect job crafting and to verify the effect of job crafting on individual job performance. For empirical research, 400 valid responses to employees of general companies were analyzed by SPSS 26.0 and Smart PLS 3.0. As a result of the analysis, first, it was confirmed that relational energy did not have a positive (+) effect on task crafting. Second, it was found that relational energy had a positive (+) effect on relational crafting and cognitive crafting, respectively. Third, it was found that resilience had a positive (+) effect on both task crafting, relationship crafting, and cognitive crafting that constitute job crafting. Fourth, it was found that job crafting had a positive (+) effect on individual job performance. Based on these research results, we intend to derive academic and practical implications and provide practical help to follow-up researchers and stakeholders.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7971-7977
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• 2015

This paper attempts to select the attributes of job creation and to rank them for evaluation of companies' job creation. And the results of this paper are expected to provide the information for the polices of job creation. In doing so, this paper applies fuzzy decision making analysis that reflects ambiguity and uncertainty in decision-making process. According to the results, the weight of quality of employment is similar with that of quantity of employment. In addition, annual employment growth rate, annual net employment are ranked as first and the percentage of irregular employment, the average length of employment of all workers, average monthly wages of all workers, and employment growth over sales growth rate are next ranked.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.1
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• pp.123-142
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• 2018

This study defined the concepts of change-readiness, affordance system, agility, and performance, which are becoming increasingly important and necessary in service industry. Also, by verifying the relationship among these factors based on theoretical and empirical researches, it proposed strategic implications for service firms to reinforce their competitiveness. The results of the analysis in this study are as follows. First, the factors of technology, organization, and environment had significant effects on affordance system. Second, affordance system had significant effects on both agility and performance. Third, agility had a significant effect on performance. Fourth, job uncertainty moderated the relationship between affordance system and agility, but not between affordance system and performance. The results suggest that affordance system is a highly effective method of improving agility of the frontline employees. To maximize the utility of affordance system, sufficient change-readiness in technological, organizational, and environmental factors are required. Reasons and implications of these observed relationships are discussed.

• Journal of the Korean Society for Library and Information Science
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• v.16
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• pp.207-242
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• 1989

This study hypothesizes that the present deadlock situation in public library development in Korea has chiefly been caused by the underdevelopment of the consciousness of the librarians themselves presently employed in various levels of public libraries throughout the country. This study, therefore, aims to define the areas in librarians' consciousness in which elements of backwardness prevail, and thereby to produce a theoretical framework to develop public library services in Korea on an indigenous footing. To do this, the present author set up a relationship between the traditional consciousness of the Korean People and the public library performances, based on existing published materials. In order to prove hisirelatonship, he then sent out questionnaires to public librarians and male high school students and analyzed the answered questionnaires using Pearson's Correlation Analysis and Multiple Regression Analysis. Results of the analysis are asfollows: 1) Those who place an importance on the show of respectability tend to prefer to work in an indirect services area. 2) Male librarians tend to show a job satisfaction because of chances of promotion reflecting a positive correlation between this-worldiness of librarians and their job satisfaction. 3) Male librarians tend to be satisfied in their job for the conviction for their self-accomplishment, and female librarians tend to be satisfied in their job for the attention and respect they receive from users. 4) Library technicians tend to draw their job satisfaction from their sense of job stability. 5) Male librarians tend to be dissatisfied for the lack of the monetary rewards they receive, while female librarians tend to be dissatisfied for the lack of promotional chances. 6) Most librarians tend to maintain a positive job attitude for the promotional chances, reflecting a positive correlation between this­worldliness in librarians and their service attitude. 7) Power-orientednes in librarians and their job satisfaction correlate negatively in the case of male librarians. This does not apply to female librarians. 8) Power-orientedness and good service attitude correlate negatively in the case of male librarians. This does not apply to female librarians. 9) The fact that male high school students desire to enter good colleges and universities and to obtain a position in his job positively correlate to the fact that public libraries have transformed themselves into a mere reading room. 10) Male library science students show a maladjustment in their major department in earlier years for the professional uncertainty, and as they advance into senior years they show a positive attitude about the library profession.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.199-208
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• 2007

The Employment instability of current employees should be related to uncertainty of switching job for experienced ones. Therefore, the researcher would like to look into the influence which is taken by Job Insecurity after verifying Job Instability Recognition through employees and identification of the level into Trust in organization, In particular, for the employee who is working in a catering department and expected to be ranked highly among tourist companies concerning Job Instability Recognition. According to the result of a tentative theory that Job Insecurity will effect negatively to Trust, conversely, it does not give any considerable effects both Trust in colleague and company. It just turned out that the risky factor of their dismissal could come to a substantial consequence to Trust in Superior. In this regard, a study shows that there isn't any relation to Trust in colleague even though there Is the cause of being fired. In this sense, employees can assume that a work evaluation or relationship with their superior, who work together in the field, is related to the risky factor regarding their dismissal. In other words, it turned out that there was no difference between regular employee and non-regular employee in the matter of Job-Instability-Recognition.