• Journal of Labour Economics
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• v.19 no.2
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• pp.161-174
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• 1996

Much of the dual labor markets literature is devoted to exploring the reasons as th why the markets are segmented along the lines where the observed wage differentials are not a result of underlying skill differentials . ; and why otherwise comparable workers different the duration of their job tenure and incidence of unemployment. the logic of competitive economics denies the possibility of equally skilled workers being treated differently in labor markets. The model presented in this paper shows that workers could be segregated quite simply due to the structure of information and job-match quality, even though they are the same in terms of productivity. In general, the model predicts that observability of a worker's productivity and the extent of match specificity are key features of labor market segmentation. An important implication is that the negative from the past labor market experienes, sometimes called as hysteresis effect, helps to restrict mobility of workers among different sectors and results in perpetuation of unemployment in the secondary sector. The model also provides an explanation of the efficient wage scheme in the primary sector.

• Journal of Labour Economics
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• v.41 no.3
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• pp.95-128
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• 2018

This study tries to measure the change in the state dependence of the three labor supply choices (part-time, full-time, and the state of unemployed) in Korean married women's labor market by estimating the dynamic multinomial logit model based on MSL (maximum simulated likelihood) method. A component representing individual's unobserved characteristics has been introduced, because it is crucial to control for unobserved heterogeneity in assessing the state dependence. Estimation results show that the state dependences of the three alternatives have strengthened recently. Therefore, part-time job has become more likely to be functioning as an extra option to participate in labor market rather than a bridge(stepping stone) or shelter between unemployment and full-time job.

• Journal of Labour Economics
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• v.41 no.3
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• pp.129-159
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• 2018

The foremost aim of the paper is to evaluate the flexibility and stability of the Korean labor market through a cross-country comparison with OECD countries. Evaluating by the OECD Employment Protection Legislation Index, the flexibility of permanent job layoff in Korea is close to the average of OECD countries. Employment of temporary workers appears to be relatively flexible allowing for effective indicators such as the proportion of temporary workers among paid employees. As regards security, the levels of job security, income security and combination security are all far below the OECD average. A panel data analysis of OECD countries reveals that labor productivity increases as regulations on permanent job layoff become looser and regulations on temporary employment become more rigorous.

• Journal of Distribution Science
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• v.21 no.5
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• pp.83-91
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• 2023

Purpose: Increasing their motivation and job satisfaction, employees in the distribution channel may be better able to interact with consumers and provide a more satisfying experience. Thus, increasing employee engagement in the supply chain necessitates a complex strategy considering the distinctive features of wholesale and retail markets. This study investigates how to boost employees' motivation in the supply chain based on the difference between wholesale and retail market. Research design, data, and methodology: The prior study analysis is a useful tool to take a look at relevant previous works via a significant screening and selecting strategy. The Key words based on the topic of the research have used, such as 'Employee Motivation', 'Supply Chain', 'Wholesale' and 'Retail' worker. Results: The findings of this research strongly indicates that motivating employees is essential for the efficient operation of supply chain activities as they continue to expand and become more complicated. The supply chain's two main segments are the wholesale and retail markets, each with distinct characteristics. Conclusions: This research focused exclusively on the factors that motivate supply chain workers, ignoring job satisfaction, corporate culture, and managerial style, which may affect employee motivation. These factors also have the potential to impact employee motivation and should be considered in subsequent research.

• Journal of Distribution Research
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• v.13 no.1
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• pp.79-96
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• 2008

This research has the goal of model presentation which explains the mediating role of the salespeople-related variables(customer orientation, job satisfaction, and organizational commitment) and the customer-related variables(service quality, service value, customer satisfaction, and customer loyalty) on the market orientation's effect on the performance. We collected survey data from 152 shop managers working in the department-store. In the result of final analysis, all 12 hypotheses are supported with statistically significance. The market orientation of firm increases the salespeople-related variables(customer orientation, job satisfaction, and organizational commitment), and the salespeople-related variables increase the customer-related variables(service quality, service value, customer satisfaction, and customer loyalty). Finally, customer loyalty increases the performance. This research has the contribution of explanation which shows the mediating role of the salespeople-related variables(customer orientation, job satisfaction, and organizational commitment) and the customer-related variables(service quality, service value, customer satisfaction, and customer loyalty) on the market orientation's effect on the performance. According to the result of this research, firms have to focus on the market orientation and understand the role of salespeople-related variables and customer-related variables on the process between the market orientation and the performance.

• Journal of Labour Economics
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• v.35 no.1
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• pp.21-54
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• 2012

This paper investigates how technological change and the consequential occupational choices do influence the recent Korea labor market. Following Autor, Levy and Murnane (2003) and Autor, Katz and Kearney (2006), it shows that decreasing price of computer assets raises relative wages for nonroutine tasks and the self-selected occupational choices with increasing demands for computerization in routine tasks would be a main cause for the job polarization in the labor market.

• The Journal of the Korea Contents Association
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• v.11 no.7
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• pp.366-373
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• 2011

This study aims to present basic directions and implications of the organizational culture and job performance by analysis of the causal path between the variables acknowledging the important role of the organizational satisfaction on the assumption that the organizational culture which is developed for improvement of the revenue officer's job performance by the taxation organization. In the results of analysis, the clan culture, hierarchy culture and market culture except the culture of innovation have positive effects on the organizational satisfaction, and the higher the organizational satisfaction, the higher efficiency of the performance of the tax administration affairs become, so the job performance becomes increase. This can be the results that the characteristics of the tax organizational culture which conducts the taxation administration affairs by the clan culture which is hierarchical and emphasizes the business performance through teamwork, and the market culture which emphasizes the results reflect the job performance. Therefore, the organizational culture that develops sense of ownership and being performed autonomously and responsibly should be created in order to increase the competitiveness in the organizations and to increase the job performance efficiently by the members of the organization to have worthwhile feeling.

• Journal of Practical Engineering Education
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• v.16 no.2
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• pp.195-202
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• 2024

This study explored the effect of job experience while attending engineering colleges on entry into the labor market. To this end, the relationship between work experience and first job success among the job preparation behaviors of engineering majors and students with other majors was compared. Next, we analyzed the effects of work experience such as internships experienced by engineering students on adjusting to their first job after graduation and maintaining their employment. In particular, by analyzing the relative influence of factors affecting engineering students' entry into the job market, what kind of policy efforts can be made at the university level for the success of engineering students' employment is presented. The results showed that work experience affects the quality of employment of engineering, and it had a positive effect on all engineering students regardless of gender.

• Journal of Convergence for Information Technology
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• v.8 no.5
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• pp.183-188
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• 2018

This paper examines career self-help advice in light of its influence on white-collar job searching in the US. After a brief overview of the white-collar labor market changes in the past few decades and the rise of the career self-help industry in America, it focuses on career self-help advice concerning a resume and networking that involves the use of information communication technology (ICT) through the review of career self-help manuals and other related literature. Finally, it looks at some of its major limits, especially the problem of presenting job searching in terms of individual efforts without regard to its structural aspects and its implications - individual responsibility for job searching and its outcomes - along with a suggestion for the type of help that can be offered to job seekers.

• Journal of Labour Economics
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• v.42 no.3
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• pp.75-98
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• 2019

This paper examines the impact of on-the-job training (OJT) programs on turnover rates and employment status in the labor market. Exploiting the administrative data (the Employment Insurance Database), we apply the propensity score matching method to investigate 1) whether OJT participation increases the probability of remaining in the labor market after the job training, and 2) whether trainees are more likely to transition to a new employer. Our findings reveal positive effects of OJT on the continuous employment (2.4~5.3%p). We also observe that trainees show lower rates of turnover for some part of the study period, from 2008 to 2015.