• Fashion & Textile Research Journal
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• v.18 no.3
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• pp.282-288
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• 2016

This project aims to provide information on organizations and characteristics of Korean designer fashion industry in order to improve employment environment in fashion designer brands. This study utilizes the questionnaires and interviews with designers or human resources managers in Korean designer brands for forms, size and way of employment. The result shows that firstly, the size of employment in fashion designer brands is almost operated by small-scale human resources. Secondly, It is researched that they recruit less than 10 temporary employees per a brand on average as a problem. Thirdly, there are differences in business according to forms of employment. As researched, permanent employees usually conduct in design, products plan and production management, but, temporary employees conduct as a business assistant and salespeople. Fourthly, it is revealed that average salaries for permanents in fashion designer brands are between 1,510,000 and 2,000,000 won as the most people said. Moreover, the average salaries for temporaries are similar with permanents' as between 1,170,000 and 1,500,000 won. In fifth, in terms of the ways for recruitment, the proportion of job seekers who find a job by nonscheduled admission and special employment is larger than other ways. Finally, as a result of a research on an employment contract, employees have written the employment contract with the brands.

• The Journal of the Convergence on Culture Technology
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• v.5 no.4
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• pp.251-258
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• 2019

This study proposed a system that can improve the employment rate and maintenance employment rate by filtering information related to employment in analyzing big data for students who want to find employment. The subject was a two-year female university, the existing employment strategy participated in the job search with simple information such as school grades and personality. As a result, the maintenance employment rate was relatively low due to the decrease in the satisfaction of students seeking employment and the incompatibility with the post-employment aptitude. In order to solve these problems, we propose a system that determines and filters whether the input data in the process of analyzing big data such as employment-related information to improve employment and maintenance employment rates.

• The Journal of Industrial Distribution & Business
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• v.14 no.3
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• pp.27-43
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• 2023

Purpose: Changes in the employment environment in the era of the 4th Industrial Revolution are influencing various factors by the emergence of new jobs and the change in perception of job stability due to globalization of information technology and industry This study attempted to present implications by verifying the structural relationship of beauty workers' sustainable organizational commitment and the method necessary for conflict management in the industrial field due to the recent changes in the employment environment of the beauty industry in the 4th Industrial Revolution. Research design, data and methodology: This study sampled 604 beauty industry employees Frequency analysis, validity and reliability analysis, factor analysis, and path analysis were performed using SPSS WIN23.0. Results: It was found that the change in the employment environment caused by the 4th industrial revolution had a significant negative (-) effect on the job satisfaction and organizational commitment of beauty industry workers. Conclusion: This study is that changes in the employment environment negatively affect job satisfaction and organizational commitment of beauty workers. We hope to contribute to the development and growth of the beauty industry by providing basic data for the beauty tech service industry in the 4th industrial era.

• The Journal of the Korea Contents Association
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• v.17 no.4
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• pp.83-94
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• 2017

This study aimed to provide important information on vocational education and employment policy for the disabled by analyzing the relationship between disabled wage workers' occupational ability and job quality. For this purpose, the relationship between job competence and employment quality was theoretically examined and empirically analyzed based on human capital theory, screening theory, and job competition theory. The empirical analysis used data on 975 disabled wage workers with the use of the data of the 8th Panel Survey of Employment for the Disabled(2015). As a result of the empirical study, it was found that the occupational ability of the disabled workers is an important factor in determining Wage, job status, job satisfaction, which constitute the quality of employment. This result indicates that job quality can be improved by ameliorating disabled people's occupational ability. Accordingly, this study proposed that there might be a need to extend customized education and educational facilities for improving disabled people's occupational ability.

• Journal of the Korean Society of Costume
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• v.61 no.8
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• pp.127-140
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• 2011

The purpose of this study is to offer the basic data regarding the career development supporting system of senior fashion students. This study investigated contents of required vocational information and vocational information seeking behavior of senior fashion students. And this study also intended to analyse vocational choice anxiety factors and its relationship with level of vocational information requirement. The subjects of this study consisted 261 senior fashion students at eleven universities in the nation. The results of the study are as follows. First, five dimensions of required vocational information of fashion students were identified by factor analysis; information related to judgement of eligibility to apply for the job & company, information of work environment, information of fashion company that has the potential to hire them, information of level of compensation, stability of employment and promotion, and information of kind of job & job roles in the fashion field. Second, the senior fashion students faced few obstacles obtaining vocational information such as insufficient online vocational information, difficulties in discovering the sources of vocational information and time restriction for job search & career indecision. Third, the fashion students perceived diverse anxieties about making vocational choices. The survey identified five categories of the anxieties; anxiety about adapting to new job environment & recruiting process of the fashion company, anxiety about too heavy workload, anxiety about stability of employment & level of compensation, anxiety about lack confidence of their ability to do the job and anxiety about ability in English & the qualification for application. And there was significant relationship between vocational choice anxiety and requirement level of vocational information. This result proved providing vocational information relieves anxiety about getting a job.

• The Journal of Industrial Distribution & Business
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• v.10 no.5
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• pp.27-36
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• 2019

Purpose - Naver has emerged as a new leader in the open market. While existing open markets such as Gmarket, 11th Street, and so on are suffering from profitability deterioration, Naver is attracting sellers based on low commission and powerful search engine. We would like to analyze the impact of Naver shopping on the national economy, especially on employment, in a situation where the market reaction to Naver's strength as a leader in online shopping is mixed. Research Design, Data, and Methodology - Through the demand inducing inter-industry analysis, we estimate the employment inducement effect by Naver shopping from its shopping transaction. In turn, through the supply inducing inter-industry analysis, we estimate the employment inducement effect by Naver shopping from its low commission and powerful search engine. For the purpose of inter-industry analysis, as of 2018, the most recently announced 2014 inter-industry table (extension table) from the Bank of Korea is used. Results - The results of this study are as follows. First, Naver Shopping is expected to generate 7.8 trillion won's trade in 2018, resulting in 244,225 of job inducement, and 158,598 of employment inducement. In addition, Naver Shopping is estimated to benefit KRW 213 billion to its sellers due to low commission and powerful search function, resulting in 8,667 of job inducement, and 5,655 of employment inducement. Second, in terms of job inducement and employment inducement due to Naver Shopping's trade, transportation, business support service, information and communication, broadcasting, restaurants and lodging were ranked. Third, in terms of job inducement and employment inducement due to Naver Shopping's low commission and powerful search function, restaurants and hospitality, f/b and cigarette manufacturing, construction, and transportation equipment manufacturing were ranked. Conclusions - The number of job inducement resulting from low commission and powerful search engine of Naver shopping in 2018 was 8,667 (3.7% of 244,225, which was caused by transaction in Naver shopping in 2018), and employment inducement was 5,655 (3.7% of 158,598, which was caused by transaction in Naver shopping in 2018), which can be considered as additional employment impacts of Naver Shopping compared to the other online shopping operators.

• 한국노년학
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• v.31 no.3
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• pp.527-538
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• 2011

The purpose of this investigation is to analyze the effect of employment and quality of employment of senior job training. The questionnaire administered to 576 senior job trainees(over 50 years old) and 28 training institute before and after job training to survey job training characteristics, training institute characteristics and trainee characteristics. The results were as follows : First, independence test(X2) revealed that occupational category, period of training, type of institution, training history, location, and trainee's education level had significant difference on employment. Second, The probability of employment was higher in new and well-equipped public institution than private or old public institution. Third, compared with the prior wage, the wage after training decreased. This result suggested that the unemployed senior can hardly be reemployed in prior level job. The result of analysis on the cases of increased wage after training revealed that the trainees who was women, had a little dependent family, a shorter unemployed period, and a higher prior wage showed higher wage than prior wage after training.

• Fashion & Textile Research Journal
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• v.25 no.5
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• pp.634-642
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• 2023

This study aimed to investigate the influence of career barriers on employment decisions among high school students specializing in beauty-related field. The subjects of this study were 339 students attending beauty-specialized high schools in Gwangju Metropolitan City and Jeollabuk-do, and a self-written questionnaire was employed for conducting the research. This survey was conducted from April 4 to April 18, 2022. A total of 380 questionnaires were distributed, and 350 responses were collected. Of these, 339 questionnaires were considered for the final analysis, as the remaining 11 had incomplete or insincere responses. The results of this study are summarized as follows. First, the career barriers affecting high school students in beauty-specialized schools were categorized into eight factors: lack of interest, economic difficulties, financial support, interpersonal challenges, job information, anxiety about future, conflict with others, and lack of self-clarity. Second, when assessing the impact of career barriers on employment decision-making, it was observed that the level of employment decision-making had a statistically positive (+) effect, and the lack of interest had a negative (-) effect on the level of employment decision-making. Next, the significance of the regression model, considering the specific factors of career barriers in relation to employment confidence, was established as p<.001. Variables such as a lack of interest, limited access to job information, and lack of self-clarity had a negative (-) effect on the level of employment confidence, with a significance level of 0.05.

• The Journal of Information Systems
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• v.31 no.1
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• pp.271-287
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• 2022

Purpose This research aims to study the changes in recruitment needed for the growth and survival of companies in the rapidly changing industry. In particular, we built a real company's worklist accounting for the rapidly advancing data-driven digital transformation, and presented the capabilities and conditions required for work. Design/methodology/approach we selected 37 jobs based on NCS to develop the employment search requirements by analyzing the business characteristics and work capabilities of the industry and company. The business specification indicators were converted into a matrix through the TF-IDF process, and the NMF algorithm is used to extract the features of each document. Also, the cosine distance measurement method is utilized to determine the similarity of the job specification conditions. Findings Companies tended to prefer "IT competency," which is a specification related to computer use and certification, and "experience competency," which is a specification for experience and internship. In addition, 'foreign language competency' was additionally preferred depending on the job. This analysis and development of job requirements would not only help companies to find the talents but also be useful for the jobseekers to easily decide the priority of their specification activities.

• The Journal of Korean Institute for Practical Engineering Education
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• v.4 no.1
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• pp.132-139
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• 2012

In private employment service, providing employment information for job seeker and recruiter, providing information on job, job map, and providing vocational training and development have been paid attention. Particularly, it needs to train the employees, working at private employment service agencies. The purpose of the study was to examine the current trends of private employment service, service employees, and their training status. In the result, we suggest that it needs to manage the quality of service employees' qualification, to initiate the accreditation program for their expertise, and set up an institutions for training them. In addition, providing a program of supervision for employees, considering a set up of an mutual aid association among themselves, and developing specialized training programs.