• 산업융합연구
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• 제1권1호
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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.

• 노동경제논집
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• 제27권1호
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• pp.27-53
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• 2004

이 논문에서는 구조조정을 둘러싼 두 개 기업(현대자동차와 발전회사)의 노사분규 사례를 중심으로 교섭행위론의 관점에서 그 발생 배경, 노사 쟁점과 교섭 과정, 그리고 분규양태 및 수습 결과에 대해 분석하고 있다. 현대자동차와 발전회사의 노사분규에서는 정부 및 정치권의 개입을 통한 타율적인 분규사태 수습, 노사 상호간의 높은 불신과 배제적 교섭태도, 합의도출이 불가능한 노사의 교섭요구안, 그리고 노사분규의 사후적인 학습효과 결여 등과 같은 특징적 공통점이 발견되고 있다. 이 사례비교 연구를 통해 국내 기업 차원의 노사관계가 노사불신 $\rightarrow$ 교섭요구의 이해상충 $\rightarrow$ 배제적인 교섭태도 $\rightarrow$ 적대적 분쟁 경험으로 이어지는 퇴행적인 순환 과정을 통해 노사갈등 구도를 확대 고착화하고 있는 것을 확인하게 된다. 결론적으로, 노사관계 혁신의 단초를 마련하기 위해 노사갈등이 확대재생산되는 악순환을 노사협력의 선순환으로 대체하려는 정책적 노력이 노 사 정, 그리고 언론에 의해 기울여져야 한다는 점을 제언하고 있다.

• 임상간호연구
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• 제15권2호
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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.

• 한국조리학회지
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• 제8권1호
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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.

• 한국건축시공학회지
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• 제5권1호
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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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• 제7권2호
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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.

• 농업과학연구
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• 제28권2호
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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.

• 의정연구
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• 제24권3호
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• pp.85-111
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• 2018

본 논문은 비정규직 보호제도가 해석 실행 집단의 주도적 권력 행위에 의해 규정 개정 여부와 관계없이 실질적 차원에서 제도변화를 경험해 왔다고 분석한다. 점진적 제도변화 이론을 통해 제도는 정치맥락 속에 끊임없이 재해석되는 동태적 성격을 가졌다는 데 주목하고 있다. 비정규직 보호제도는 단기계약반복, 정규직 외의 별도직군 형성, 차별 판단 회피의 방식으로 이면적 변화를겪어왔다. 이러한 제도의 전환적 변화는 제도적으로 '해석 실행의 재량수준'이 높고, 정치적으로 '제도변화 거부 가능성'이 낮아 발생할 수 있었다. 구체적으로 비정규직 범위, 사용기간 제한과 초과 시 근로계약 형태 및 고용의무, 차별금지 시정 규정에 대해 다양한 해석이 가능했다. 그리고 비정규직 조직률이 낮고 사회적 대화기구 내에서 노동계의 영향력이 위축되었을 뿐만 아니라 국회내 노동자정당 약화로 입법과정에서의 정치력이 약화되면서 전환적 제도변화를 거부할 가능성이 낮아졌다.

• 한국가구학회지
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• 제15권1호
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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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• 제25권2호
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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.