• Journal of Industrial Convergence
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• v.1 no.1
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• pp.159-169
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• 2003

In the 21st century, a time for smaller companies is fast approaching. A lot of people believe that the small and mid-sized companies will be a main force for industry. However, this concept could only be possible after we find some solutions for the general, labor shortage problem. Specifically, the majority of these challenges stem from improper distribution of labor within each company's divisions. These labor shortages have been influenced by a variety of exogenous (human) variables. The sources of the most serious problems come from the lack of appropriate labor and their fair wages. The work environment is also a contributing factor. These items are considered to be serious challenges to the development of smaller enterprises. The purpose of this study is to explore these difficulties. For solving the labor shortage, enterprises and government should offer employees supportive benefits. Enterprise companies should make an effort to improve their work environments. Companies should also use innovative strategies to raise labor compensation. With this in mind, smaller firms should struggle to retain their employees for an extended period of time and commit to an organizational business strategy. Governments should try to develop a higher recognition of smaller enterprises. They should create human power recruitment, development, and recourse policies as needed. Furthermore, they should manipulate existing policies to support human resource development that aids these companies to be more competitive with larger ones. Additionally, it is necessary to develop new, creative programs to help with the social recognition of smaller enterprises.

• Journal of Labour Economics
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• v.27 no.1
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• pp.27-53
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• 2004

This paper analyzes the two cases of labor disputes (Hyundai Motor in 1998 and Power Generation Companies in 2002) in the period of restructuring, by applying the behavioral theory of labor negotiations as a comparative framework. The paper compares th backgrounds of the labor disputes, core issues, bargaining processes, and evolutionary patterns and consequences of the labor disputes at the two cases. The common features, found in the two dispute cases, are strong mistrust and exclusive bargaining attitude between labor unions and management, little feasibility of contract zone in bargaining proposals by the two parties, heteronomous dispute resolution by the intervention of the government, and the lack of learning effect gained from the experience of labor disputes. This comparative case study identifies that the confrontational labor-management relations at the firm level is re-produced by a regressive process of the following circulation: labor-management distrust $\rightarrow$ interest conflict in bargaining demand $\rightarrow$ exclusive bargaining attitude $\rightarrow$ the experience of antagonistic dispute $\rightarrow$ deepened distrust. In conclusion, four parties-labor unions, management, the government, and public press - are required to make much effort to replace the vicious circle of labor-management confrontation by a virtueous cycle of labor-management cooperation.

• Journal of Korean Clinical Nursing Research
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• v.15 no.2
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• pp.23-35
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• 2009

Purpose: The objectives of this study were to investigate the degrees of emotional labor and the effects of Type A personality, emotional expressiveness, job stress, and social support on the emotional labor among clinical nurses. Methods: The subjects of this study were the clinical nurses working at the general hospital in Seoul. The subjects were selected by quota sampling in consideration of the length of employment and the working units. The self-reported questionnaires were administered to 286 clinical nurses and the data were analyzed with SPSS 12.0 software Results: The level of emotional labor of the subjects was revealed moderate to high. Significant explanatory variables of the degrees of emotional labor included psychological job load, the lack of job autonomy, and role conflicts. These three variables demonstrated the explanatory power of 11.4% of the emotional labor. Conclusion: The findings suggested that the intervention program intervening emotional labor should be developed in order to improve psychological job load, the job autonomy, and role conflicts among clinical nurses.

• Culinary science and hospitality research
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• v.8 no.1
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• pp.23-41
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• 2002

Ordinary, the hotel Career Development that cooks are hi red, then OJT and evaluation, disposition. It means that cook to set in order with licence and to carry-out effect But it is not continue forever about the job demand, attitude, ability of cook. The Executive Chef and depart of career development have to plan for problems now and a long time of time to cooks. Demand of cook career development are sociality and economical. Because the hotel needs a high-grade cook for keep competitive in changing surround. internal resources are more effect ive when require without delay man power than hire urgent. It is not only lack career development to cook, probably face up to retirement at one time and foment social order but also cook lose their a right to labor. Cook supports their family and grow, economic base for ethical by labor, so have to carry their point. In addition the domestic five stars hotel's career development structure are very simple and infirm, so it cause stagnation to position, lead to negative vision and show a drop in efficiency. Therefore the hotel must investment about Career Development.

• Journal of the Korea Institute of Building Construction
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• v.5 no.1 s.15
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• pp.75-79
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• 2005

The Korean society faces a new issue of accepting foreign workers. Foreign labors in construction industry reached about 400,000 recently. Thus they have become one of the essential resources to fill up insufficient labor supplies in construction industry. And it is important how to manage foreign labors efficiently. However there are few studies focused on this subject. Purpose of this study is to research productivity of foreign labors in the domestic construction site. So investigate the value of foreign labors. Also this study forecast elements effect on foreign labors productivity in the construction industry. And research what element is more important to improve productivity and what element is more difficult to manage. In the result, this study is expected to prospect effective method of foreign labor's management in the domestic construction industry, so contribute to utilize foreign labors more efficiently.

• Journal of Biosystems Engineering
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• v.7 no.2
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• pp.36-44
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• 1983

Farm population was rapidly decreasing due to shift of the people from farm sector to the non-farm sector caused by the economic growth of the country. Especially, a great shortage of farm labor in busy farming period in June and October is becoming a serious problem in maintaining or promoting land productivity. The peak of labor requirement in summer is caused by rice transplanting and barley harvesting. In order to reduce the restrictions imposed on farm management by the concurrence of labor requirement and the lack of labor, the experimental study for mechanization of barley harvesting has been carried out in the fields. 1. The machines for barley harvesting were knap-sack type reapers, windrow reaper (power tiller attachment), binder and combine. The order of higher efficiency of machine for barley harvesting was combine, binder, windrow reaper (WR), knapsack type reaper 1(KSTR1), and knap sack type reaper 2(KSTR2; mist and duster attachment). 2. The ratio of grain loss for the manual, binder, and combine plot was about four percent of total field yield. 3. The total yield of barley in 35 days and 40 days harvesting after heading were 514 kg and 507kg per 10 ares respectively. The yield of 35 days-plot was higher than other experimental plots. 4. The lowest yield was recorded in 30 days-plot due to the large quantity of immatured grains and having lighter 1000-grain weight. The ratio of immatured grains was 2.66 percent and 1000-grain weight was 29.4 grams. 5. The total harvesting cost of the windrow reaper was 10,178 won per 10 ares. It was the lowest value compared to other machines. The next were combine, binder, KSTR1, KSTR2, and manual in sequence. As a result, the optimum time of barley harvesting for mechanization was 35-40 days after heading. Combine, binder, and windrow reaper were recommended as the suitable machines for barley harvesting in the work efficiency. However, in total harvesting cost, the windrow reaper was the most promising machine for barley harvesting.

• Korean Journal of Agricultural Science
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• v.28 no.2
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• pp.147-161
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• 2001

Efficiency and competitive power in agribusiness management has became important issue due to the rapid changes in farming environment under new WTO agreement. To increase competitive power, small-sized petty farm should be restructured to be specialized large-scaled farming system. Trust farming corporation(TFC) has been introduced to increase farm productivity and competitive power through large scale farming system and refined management skills. Eventually, TFCs are expected to revitalize rural economy. TFCs are increasing in numbers, but they are unsatisfactory in quality often with insolvent operations. The typical problems with TFCs are internal conflicts among members, lack of management abilities and incentives, inefficiency in machinery use, and insolvent operations. The self effort by members and legal-institutional assistance can alleviate the negative factors against the rational for cooperative management and sustain TFCs. This study identifies the management problems of TFCs. To provide the methods for increasing management efficiency, improving rational management skills, and hence to help revitalizing the rural economy with competitive power, 20 TFCs in Nonsan County is surveyed. The major findings are as follows; 1) According to the survey result of 20 trust farming corporations, investments on the accumulation of knowledges and information, accounting management, machinery management are required due to the present lack of management/accounting ability. There also exist problems associated with revenue sources, labor uses, and public recognition. To increase management efficiency under current situation, corporations should import active business plans with expanding farming execution and off-farm season business. 2) Based on the result of corporations' business analysis, more than 50% of the corporations were not able to provide profit dividends to the members. It suggests that trust farming corporations need appropriate and stable revenue sources to sustain business. It is also required that corporations should reduce their excessive expenditure on fixed assets. 3) Theoretical amounts of consignment fees for tillage operation, planting, and harvesting were found to be 338,874 won, 216,596 won, and 332,318 won, respectively. Although actual levels of fee are 110%~120% of these theoretical levels of consignment fee, corporations' expected fee levels could not be acheived because of competency of consignment market.

• Korean Journal of Legislative Studies
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• v.24 no.3
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• pp.85-111
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• 2018

This study examines the puzzle of institutional change of irregular worker protection system in Korea through a theory of incremental institutional change. It is the case of "conversion" mode of institutional change that occurs when ambiguous rules permit reinterpretations of rules and regulations for converting functions of institutions into new ones without formal revision. Management sectors with enforcement power have circumvented main rules of high discretion since 2007. In institutional dimension, the extent of irregular workers and the provisions of limit on employment-period and prohibition-correction on discrimination lack sufficient details. In political context, veto possibilities have been downward. Irregular workers were hardly organized independently and two labor union federations mainly composed of regular workers were less receptive to them. Veto possibilities in legislation were also low: the Economic and Social Development Commission ended up in weak labor representation and labor parties in the National Assembly have undergone dissolution.

• Journal of the Korea Furniture Society
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• v.15 no.1
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• pp.27-40
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• 2004

Designers in Korea have stuck to development of furniture which has high reliance of foreign national resources. They made mistake that they didn't try to make inroads into the world market. They have kept production system of labor intensive method till 1990. They imitated foreign manufactures to win in domestic economy. It became the complete lack of exploitation experience and brought stagnation of design which couldn't defeat. Now Korea is making progressive impression in territory of an electron and information in a foreign market. A new progress of furniture design which was developed centering around a digital suggest a new appearance that will lead a future with modernization in a space of residence. This sis a new starting point which was most completed by anyone. If we will prepare without delay we can take part in a world market with competitive power.

• Journal of Korea Trade
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• v.25 no.2
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• pp.46-57
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• 2021

Purpose - In terms of human resource management, many Korean enterprises in China have experienced problems such as frequent resignations of Chinese employees and labor disputes. This can be mainly attributed to the fact that Chinese employees are not consistent with Korean vertical management methods, which is closely related to the national culture theory proposed by Hofstede, specifically the dimension of power distance and long- versus short-term orientation (LTO). Therefore, this research aims to investigate cultural differences between Korea and China from these two dimensions, and the impact on the human resource management of Korean-invested enterprises in China. Design/methodology - This research first utilizes the latest data (Wave 7) of the World Values Survey (WVS) to verify the difference in power distance and long- versus short-term orientation between Korean and Chinese cultures using responses from Korea and China, and then uses case analysis to analyze the impact of this cultural difference on the human resource management of Korean enterprises in China. Findings - Our main findings can be summarized as follows. Korea and China have significant differences in power distance and long- versus short-term orientation. In terms of power distance, Korean respondents show higher power distance compared to Chinese respondents. In the dimension of long- versus short-term orientation, it was found that Chinese respondents showed a shorter-term orientation, whereas Korean respondents showed a longer-term orientation. Originality/value - Previous studies put focus on the power distance and individualism-collectivism dimensions to explain cultural differences between Korea and China, and generated contradictory results. This research further confirms the cultural differences between Korea and China from the dimensions of power distance and long-versus short-term orientation using secondary data. The comparative studies from this perspective have long been underexplored and lack empirical confirmation.