• Journal of Labour Economics
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• v.41 no.2
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• pp.1-29
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• 2018

The paper reviews the trend of youth employment in Korea in recent years and examines whether the change in labor demand through declining business dynamism is one of the causes. The analysis based on Employment Insurance database finds that the rate of job creation declined over the period from 1999 to 2014 and that the job creation of small- and medium-sized enterprises fell sharply. This is partly explained by entry of fewer firms than before given that young firms tend to experience rapid employment growth. In fact, it is confirmed that the share of firms under age 6 in employment level and job creation declined. The finding that young firms employ young workers more than old firms suggests that a smaller role of young firms in the economy had a negative effect on youth employment.

• The Research Journal of the Costume Culture
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• v.28 no.2
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• pp.166-180
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• 2020

This oral history study explores the past and present Japanese menswear custom-tailoring culture. Two master tailors with more than 50 years of experience and two young tailors with less than a year of experience were interviewed about the tailor training process and environment, working conditions, thinking and behavior, and societal and governmental efforts for vitalizing custom-tailoring. The results indicate, first, a 10-year apprenticeship was required in the past, whereas young tailors today must register for three-year professional tailoring classes. Tailors then and now have been trained in a similar sequence of pants, vests, and jackets. Second, regarding working conditions, tailors had to provide gratitude services to their masters for a few years, even after their training ended. In contrast, young tailors today must continue a probationary period after their three-year schooling; however, they experience difficulty with finding tailoring shops for their probation. Third, in terms of thinking and behavior, master tailors learned their trade to earn a living, whereas young tailors today entered the field due to their interests in it. In addition, young tailors want a systematic learning process, whereas master tailors learned their skills while on the job. Last, tailoring academies today are run by tailoring shops and societies. Career exploration programs are offered to elementary and middle school students by the Kobe government in association with the local tailoring society to provide tailoring experiences.

• Journal of Intelligence and Information Systems
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• v.26 no.4
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• pp.149-171
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• 2020

The period at university is to make decision about getting an actual job. As our society develops rapidly and highly, jobs are diversified, subdivided, and specialized, and students' job preparation period is also getting longer and longer. This study analyzed the log data of college students to see how the various activities that college students experience inside and outside of school might have influences on employment. For this experiment, students' various activities were systematically classified, recorded as an activity data and were divided into six core competencies (Job reinforcement competency, Leadership & teamwork competency, Globalization competency, Organizational commitment competency, Job exploration competency, and Autonomous implementation competency). The effect of the six competency levels on the employment status (employed group, unemployed group) was analyzed. As a result of the analysis, it was confirmed that the difference in level between the employed group and the unemployed group was significant for all of the six competencies, so it was possible to infer that the activities at the school are significant for employment. Next, in order to analyze the impact of the six competencies on the qualitative performance of employment, we had ANOVA analysis after dividing the each competency level into 2 groups (low and high group), and creating 6 groups by the range of first annual salary. Students with high levels of globalization capability, job search capability, and autonomous implementation capability were also found to belong to a higher annual salary group. The theoretical contributions of this study are as follows. First, it connects the competencies that can be extracted from the school experience with the competencies in the Human Resource Management field and adds job search competencies and autonomous implementation competencies which are required for university students to have their own successful career & life. Second, we have conducted this analysis with the competency data measured form actual activity and result data collected from the interview and research. Third, it analyzed not only quantitative performance (employment rate) but also qualitative performance (annual salary level). The practical use of this study is as follows. First, it can be a guide when establishing career development plans for college students. It is necessary to prepare for a job that can express one's strengths based on an analysis of the world of work and job, rather than having a no-strategy, unbalanced, or accumulating excessive specifications competition. Second, the person in charge of experience design for college students, at an organizations such as schools, businesses, local governments, and governments, can refer to the six competencies suggested in this study to for the user-useful experiences design that may motivate more participation. By doing so, one event may bring mutual benefits for both event designers and students. Third, in the era of digital transformation, the government's policy manager who envisions the balanced development of the country can make a policy in the direction of achieving the curiosity and energy of college students together with the balanced development of the country. A lot of manpower is required to start up novel platform services that have not existed before or to digitize existing analog products, services and corporate culture. The activities of current digital-generation-college-students are not only catalysts in all industries, but also for very benefit and necessary for college students by themselves for their own successful career development.

• The Journal of Korean Academic Society of Nursing Education
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• v.9 no.2
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• pp.186-198
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• 2003

The purpose of this study was to analyze social support, job satisfaction and burnout level of Korean nurses who are working in Germany. The data were obtained from 71 nurses in terms of questionnaire which was distributed between October 2000. to January 2001. The analysis of the data was done by means of the SPSS program. The results of this study were as follows ; 1. The subjects had social supporters on the average of 8 to 9. The total social support score was 264.79. An analysis of the relationship between social support and general characteristics for the subjects was found to be statistically significant in the case of religion(t=2.783, p< .05 ) and work experience(F=2.594, p< .05). 2. The mean score of job satisfaction was the highest in interaction(3.71) followed by the relationship between nurses and doctors (3.56), and then followed by autonomy, professional position, pay, requirements, administration in descending order. So the total mean score 3.33 was based on a maximum score of 5. An analysis of the relationship between job satisfaction and general characteristics for the subjects was found to be statistically significant in the case of the thought of the value for the nurse job (F=4.977, p< .001). 3. The mean score of burnout level was 2.94 based on a maximum score of 7. Burnout level was the highest in the order of physical exhaustion, emotional exhaustion and mental exhaustion. An analysis of the relationship between burnout level and general characteristics for the subjects was found to be statistically significant in the case of planning period of employed nursing profession (F=4.113, p< .001), shift of work department (F=2.593, p< .05 ), thought of the value for the nurse job (F=3.789, p< .001). 4. The job satisfaction was found higher as the social support was higher(r= .278, p< .05). The burnout level was found lower as the social support was higher(r= .342, p< .01). The burnout level was found lower as the job satisfaction was higher(r= .478, p< .01). These results discussed on the above indicated that social support influenced on job satisfaction and burnout level, and that job satisfaction influenced on burnout level. To improve job satisfaction for the nurse, it is necessary that the role of social support as well as the method to increase it should be investigated correctly. The study to adjust as well as to prevent burnout level is absolutely needed.

• Journal of dental hygiene science
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• v.8 no.4
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• pp.305-312
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• 2008

This study was attempted to look into relation between job stress and job satisfaction perceived by clinical dental hygienists and the influencing factors for providing fundamental data to increase their job satisfaction. For this, mailed correspondence examination was conducted with questionnaire for dental hygienists who are engaged in dental hygiene duties at dental clinics in Seoul between June 19 and July 24, 2008. Total 180 questionnaires were distributed, and among these, 156 questionnaires were included in analysis except for 24 questionnaires having incomplete answers. The findings of this study are as follows: 1. The total mean of dental hygienists' job stress was found to be 3.46 points out of 5 points, and that of their job satisfaction to be 2.99. 2. For relation between general characteristics and job stress of dental hygienists, significant difference was found just in the motive to select dental hygienist (p < 0.001) and the expected period of engagement in dental hygienist duties (p < 0.05). 3. For relation between general characteristics and job satisfaction of dental hygienists, significant difference was found just in job experience(p < 0.05), current position (p < 0.05), average salary (p < 0.001), and the expected period of engagement in dental hygienist duties (p < 0.01). 4. For correlation between job stress and job satisfaction, negative correlation was shown generally (r=-0.222), such that the more was job stress, the less was job satisfaction. 5. As a result of multiple regression analysis to look into the job stress factors influencing dental hygienists' job satisfaction, it was found that the factors of excessive workload(p < 0.05) and improper treatment(p < 0.01) most influenced job satisfaction, and the descriptive power on the job stress factors influencing their job satisfaction was found to be 24.1%.

• Korean journal of food and cookery science
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• v.16 no.2
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• pp.143-150
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• 2000

A survey was carried out from 143 cooks working at the deluxe hotels in Seoul to obtain the information on the working environment, characteristics, and the satisfaction of the cooks to improve the culinary art training program and the working environment. The results were as follows: Most of the cooks(58.7%) worked for 8-9 hours/day and 51.7% of the cooks earned 1-1.5 million won in a month. The cooks had average 1.6 licenses per person, however, their licenses accorded with their work place only with 85.3%. Subjects were unsatisfied with the pay(55.2%), but 42.7% of the cooks hoped to work in their current work place. If they could transfer to other work place, they wished to run a restaurant of their own. The unsatisfaction rate was high among the cooks worked for 10-15 years, and 19.2% of them was unsatisfied with the environment of work place and 11.5% was in promotion. The longer the working period of the cook, the higher the recognition of the culinary skill. Also, the more frequently transfer to other places, the higher the self-estimation in their skills. Subjects answered that the most important factors for good cooking are the good taste and hygiene. The quality of ingredients was recognized more important among the cooks worked for longer period. The greatest hindrance for the improvement of cooking skill was indicated as insufficient knowledge among the cooks worked under one year, lack of confidence among those worked for 2-5 years, and authoritarianism of seniors for 6-15 years. They answered that the most important qualification for cook is the sincere attitude. The cooks with under 5 years of experience indicated experience and studying attitude and the ones with over 6 years of experience culinary skill as the important factors for cooks. The important factors for promotion was pointed out as culinary skill and human relationship.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.393-405
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• 2019

This study is descriptive survey research to find out factors which violence experience, violence coping and social support affect. This study aims at reducing burnout of psychiatry nurses and founding problem-oriented violence handling standardized intervention. The subjects were 204 nurses who have worked for more than a year in a hospital. The data collection period was conducted with structured survey from July 1, 2018 to August 31, 2018. Collected data was analysed with average, standard deviation, t-test, ANOVA, Pearson's Correlation confident, Multiple Regression and this data will go to by SPSS. The results of the study were as follows. 92.2% of psychiatry nurses are experiencing verbal violence, 92.2% are experiencing physical threat and 75.5% are experiencing physical violence. Relations between violence experience and violence coping(r=0.15. p<.027), violence experience and burnout(r=0.16, p<.017) were positive correlation. Relation between violence coping and social support(r=0.30, p<.001) was positive correlation, and social support and burnout(r=-0.28, p<.001) was negative correlated. Also we found out that nursing job satisfaction, social support and physical violence experience affect burnout. Which shows model's explanatory power was 33.3%. Therefore preventive discipline which can reduce violence experience of psychiatry nurses, founding systems to reinforce social support and creating circumstance where nursing job satisfaction can increase will help reduce burnout and serve better nursing.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7564-7574
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• 2015

This study confirmed by a meta-analysis of the effect of suppressing the size of the turnover variable based on the thesis concerning "turnover intention" of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, turnover experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.

• Journal of Korean Public Health Nursing
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• v.14 no.1
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• pp.172-181
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• 2000

This study was designed to evaluate the degree of the anxiety and discomfort experienced by first-time donors in platelet donation. The subject of this study was 309 first-time platelet donors visiting apheresis unit of St. Mary hospital in Seoul. The data was collected from Questionnaire during period of 28 April to 10 September 1999. The statistical methods used were t-test. ANOVA and stepwise multiple regression. The results were as follows. 1. The most common group were 21-30 years of age and soldier of job. 2. The mean scores of the platelet donor's anxiety was $1.60\pm0.32$. 3. The mean scores of platelet donor's discomfort was $1.72\pm0.44$. 4. The variables influencing anxiety were the physical condition. the level of education and donation experience. 5. The variables influencing discomfort were the job. diet before donation and physical condition. As the result above. the student group of the first time platelet donor experienced highest anxiety. It is important to assess the physical condition and diet before donation for more comfortable platelet donation. Furthermore. the developments of nursing interventions are required to reduce anxiety and discomfort of platelet donors.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.952-955
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• 2005

In the early 90's, we had serious shortage of construction engineers in Korea. The shortage was acute especially in construction quality control and supervision area, which were gaining social attention due to the road bridge and the department store collapse that took the hundreds of lives in the early 90's in Seoul, Korea. In order to meet the high demand of construction engineers, the engineering license regulations were changed in 1995. Engineers who did not pass the written exam but have equivalent working experience are given engineering license to practice engineering legally. Since year 2000, while the severe engineer-shortage has been resolved, the opposite situation has occurred: there is serious over-supply of construction engineers. Policy makers and engineering practitioners are agreed to bring back the old-fashioned written exam engineer licensing system like before 1995, i.e., no more written exam exemption. However, the engineers who obtained license without taking written exam may not want to go back to old policy which would take their license. It is required to provide appropriate grace period before the new policy takes effect to minimize the impact of the changes. This paper forecasts the supply-demand of construction engineers providing the basis for the most appropriate policy changes.