• Korea journal of population studies
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• v.19 no.1
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• pp.5-44
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• 1996

Wornen's lahor market participation as well as the policy concern for wider utilization of married women, have continuously grown up. However, research efforts on the determinants of women's labor market participation, in the context of the relationship hetween life courses and active entry into lahor market, has been far behind the growing interest in this field. This study has conducted an event histoiry analysis of women's labor market transition utilizing personal occupational history data collected by the Korea Institute for Women's Development in 1991. The analysis is divided into tow parts: First part introduces logit regression to analyze the determinants of women's labor market participation and exit. The second part employs Cox regression to see the variation of transition rate between employment and non-employment. The result shows that there is a wide variation in women's labor market participation according to age, cohort, and family formation. Special note is needed for the significantly negative effect of marriage and child birth on labor market participation. The transition pattern of lower class women with less education fits well to the prediction of neo-classical economics; but the tendency of highly educated women's regression to non-employment reveals the strong influence of the unfavorable labor market structure, which can be better explained by the neo-structuralist perspective. There is a strong trade-off between productive and reproductive labor of women, which can only be corrected by strong policy implementation, such as extended child care facilities, abolition of discriminatory employment practices, and expansion of flexible part-time employment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.61-102
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• 2007

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.141-167
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• 2017

This study carries out an empirical analysis of how workplace innovation affects employment growth. The theoretical model and hypotheses of this study are drawn from the previous research on the employment effects of innovation. I use the data on Workplace Innovation Indicators(2013-14) collected by Labor Foundation. As the regression models for this study, I adopt OLS models whose dependent variable is employment growth rate, and whose main independent variables are the adoption and the intensity(standardized values) of three innovative work practices such as TQM, employee suggestion plans and multi-skill training programs. The results of this study indicate that the adoption of workplace innovation does not have significant effects on employment growth, but that the intensity of workplace innovation has weakly positive effects on employment growth. Besides, the results of this demonstrate show that government-subsided organizational innovation consulting and training hours per capita have positive employment effects, but that wage level and prior employment size have negative ones. Finally the empirical results are outlined, and their limitations and the future direction of research on this topic are discussed.

• Journal of Labour Economics
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• v.24 no.1
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• pp.67-96
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• 2001

The recent economic crisis started at the end of 1997 has brought about changes in labor market practices. One of them is rapid increase in the ratio of workers with alternative employment arrangement, so-called contingent workers. This type of arrangement, unlike traditional employment arrangement, makes employers properly adjust employment to business cycles and it also makes it possible for employees to solve time and spatial constraints related to labor supply. However, recent experience has revealed its negative characteristics such as lower wage rate, deficient fringe benefits, insufficient job security. Using the data from the first and the second wave of the Korea Labor and Income Panel Survey, this study focuses on change in the tendency of being contingent workers and decomposition of the wage differentials among regular and contingent workers by estimating the switching regression model. Results show that the recent crisis significantly contributed to probabilities of being contingent workers, especially for women, the young, the older, and the lowly educated. Decomposition shows that one quarter or one third of 35% of wage differentials are due to the price effect that the same productive characteristics are differently paid by the types of employment arrangements.

• Health Policy and Management
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• v.10 no.4
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• pp.1-19
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• 2000

We have witnessed several kinds of new discourses and practices in health and medicine since the 1970s, such as popular concerns with alternative or complementary medicine, inordinate attention to the promotion of 'healthy' living, rapid resurrection of traditional medicine and ecological management of health. Four structural and situational factors are discussed to underlie these new trends：(i) as 'crisis' in health care of the 1970s was translated into health care reform of the 1980s backed up by neo-liberal political philosophy, the state responsibility for nation's health is being transferred to the individual ；(ii) it resulted from the limits of biomedical paradigm in dealing with chronic diseases；(iii) medico-scientific knowledge of disease is transformed into the subjective discourses and technologies of health in postmodern society ； and (iv) it is deeply associated with the considerable increase in environmental risk perception of health and disease. There are some inherent countervailing forces in these new discourses and practices. First, while they derive from lifestyle-oriented behavioral change, medicalization of life and death is still consolidated in the new trends. Second, inasmuch as new tides are reliant upon science, they. are likely to be remote from techne that means not the practical application of theoretical knowing but a special form of practical knowing. Third, as new discourses and activities accomplished＇in the name of health＇increasingly occupy important strategies in forming the self-identity, they serve as moral apparatus which involves prescriptions about how we should live our lives and conduct our bodies, both individually and collectively. Therefore, two points are suggested to consider seriously whether these streams will succeed in improving the‘healthy’living of all the people. Instead of limiting tile perspective to medicine, healing and health care, a new matrix that interweave welfare, ecology and labor along with them is timely needed for enhancing the health for all. In addition, as the World Health Report fm strongly shows, inequality in health heavily depends upon socio-economic development of a society, and it is not the richest countries that have the best health status, but those that have the smallest income differences between rich and poor.

• Journal of Practical Agriculture & Fisheries Research
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• v.13 no.1
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• pp.47-69
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• 2011

The purpose of this study is to suggest strategies for vitalizing Jeju citrus export-specialized organization. To achieve the goal, the research has been focused on the establishment and standardization for fruit production practices that can keep a steady supply of high quality citrus fruit for export market, and followed by systematization of farms using the practices. According to the research findings, it is desirable that the high quality fruit production manual such as the Global GAP must be established, developed and prepared to train farm households. The establishment of the high quality fruit production manual is focused on the items as follows : 1) labor productivity enhancement by structural improvement of farm layout, 2) the practices for high-sugar-fruit production such as thinning out, irrigation and drainage system, and mulching with a poromeric sheet 3) productivity enhancement and quality improvement of fruit by cultivar improvement and virus-free nursery trees, 4) standardization of cultural practices throughout the citrus fruit production.

• Korea journal of population studies
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• v.34 no.1
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• pp.53-72
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• 2011

This study analyzes the effects of life course events and labor market conditions on the duration of career interruption among Korean women. The data were drawn from 'A Survey on the Women's Employment Interruption in Korea' conducted by the Korean Ministry of Gender Equality in 2009(currently the Korean Ministry of Gender Equality and Family). This study categorizes the duration of career interruption into three categories: (1) short term interruption(less than 12months), (2) short-medium term interruptio(12-35 months), (3) intermediate term interruption(36-59 months), (4) long term interruption(longer than 36 months), and then analyzes how demographic factors, labor market condition, and life events shape the timing of re-entry into the labor market among women. According to the findings, the jobs that are conducive to combining market work and mother's role expedite women's return to the labor market. Further, the younger, higher the level of human capital, and higher monthly wages that women earned before leaving the labor market, women are likely to experience short-term interruption(less than 12 months) rather than long-term interruption(longer than 60 months). Women who left from the labor market to care for kids are also likely to return to the labor market. However, women who have preschoolers are likely to experience long-term career interruption. These findings highlight the role of family supportive culture at the workplace in order for women to continue their employment while intensive family formation period. Furthermore, the finding that the discriminatory practices against women, in particular mother workers at the workplace lead women to exit from the market work calls for attention to establish family friendly workplace.

• Journal of Construction Engineering and Project Management
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• v.2 no.1
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• pp.5-13
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• 2012

The lacks of local workforce supply become a problematic in Malaysian construction industry. Meanwhile, HRP is important during workforce supply to help organizations in order to appoint the right people in the right job. This paper reports on the use of factors influencing HRP towards local workforce supply in the construction industry in general, and Malaysian construction in particular. Semi structured interviews were conducted to 10 interviewees from the government and non-government organizations to investigate current issues of local workforce and the practices of HRP in the construction organization. The analysis methods were based on descriptions of previous tested research. The findings reveal that the lack of local workforce is due to low wages system, safety issues, educational changes, low status and unsecured work, environment in construction industry, developments and technologies changes in Malaysia. The internal factors of HRP were practiced among construction organization are organization strategy, organizational culture, organization changes, leadership and experience, nature of work and empowerment of labor. Meanwhile, the external factors are technology changes, economic changes, legislation and demographic changes. The paper provides valuable information on the practices of factors influencing HRP for local workforce supply in Malaysian construction industry.

• 모자간호학회지
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• v.3 no.1
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• pp.5-24
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• 1993

Where people within a certain cultural sphere have formed their own peculiar cultural beliefs including health belief, health value and health practice, care-givers have a good understanding of health management as those practices exist in the client's sociocultural background. The purpose of this study was to describe various caring behaviors in traditional childbearing management and ultimately to provide basic data for nursing practice and sustantive maternity nursing theory. To investigated taring behaviors, the ethnographic approaches were used. The fieldwork for this study has been conducted from December, 1991 to September, 1992. The data collection method was used in-depth interview. The key informants were 19 womans aged from 60 to 84, and general Informant was a native aged 50. Results of the study were as follows. The components of caring behavior inculded heeding, preventing from impurities, encouraging the power, praying, warming up one's body, enduring, helping, healing, resting, making preparations, utilizing mugwort, creating good blood circulation, tabooing, This components of taring behavior were 6 categories, making every effort, encouraing, contriving an easy labor, healing, making preparations, enduring, The prominent caring beehavier during childbearing process was making every effort. In conclusion, for more effective childbearing management of care-givers must eliminate from their own minds 'primitive' or 'supertitious' attitudes toward traditional childbearing management. Also it is desirable that they establish Korean style nursing intervention along with modern scientific practices in conjunction with the traditional childbearing management.

• Journal of Labour Economics
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• v.23 no.2
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• pp.81-106
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• 2000

This paper examines whether 'abnormal work practices', which have rapidly increased since the mid 1990s, are a 'bridge' for workers to 'normal work practices' or a 'trap' from which they are hard to escape. It provides both the static and dynamic analysis. The former shows they are likely to work as a 'trap'. The latter, which investigates the transition probability during the last 24 months, also supports the same result. It finds out that most of part-time workers paid by an employer are contingent workers or daily workers and that about fifty percent of 'abnormal workers' took them involuntarily.