• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.295-327
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• 2011

Although there are many studies on the retirement recently, very few studies have empirically addressed on mandatory retirement. In Korea, several scholars suggest that the seniority systems may be the main reason that employers have been reluctant to hire older workers. Therefore, the seniority system that Lazear(1979) proposed has significant implication on explaining mandatory retirement in Korea. Thus, this study aims to examine the seniority system that Lazear proposed can explain the retired employees' mandatory retirement. The empirical study is based on Korean Longitudinal Study of Ageing. wave I-II. The main result from this analysis is that interaction between wage and job tenure on mandatory retirement is statistically significant. For employees with high wage growth rates, the probability of mandatory retirement rate is higher as their job tenure is longer. On the other hand those employees with wage growth rates, that is lower although their job tenure is longer. This study supports the assertion of Lazear(1979).

• Journal of the Korean Society for Library and Information Science
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• v.20
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• pp.163-222
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• 1991

This dissertation are studying the conceptual structure of decision making situation in libraries, by analyzing the library function, decision makings of library and then seeking economic and efficient alternative decision making by programming the· decision making situations, and finally, introducing how to apply management information system or decision making support system. For this purpose, in order to analyzing necessary factors for the decision making system, the questionnaire used Lickert method were distributed to 400 librarians of 36 universities in Seoul by means of mail. 193 librarians, $48\%$ of the questionnaire, are returned are studied by using 'SYSTAT' statistical software to figure out the factors of the decision making system. This dissertation was put six hypotheses and tested with the returned questionnaire. The following five result can be asserted. First, to the higher degree of the librarians' participation in the important library decision makings, the quality of formal library services are improved regardless of seniority of the work. Secondly, the t-test results show that all of t-test scores of seniority of the work, educational background, and responsibilities of the work are exceeding significant level and perception of decision making was proved to be different depending on seniority of the work, educational background, and responsibilities of the work in libraries. Thirdly, as the results of factor af factor analysis, the encouragement on participation in the library academic activities, the extent to get useful information about performances of library and the improvements of library works were grouped by similar posibilities of distribution and therfore the academic activities, the collection of information and the improvement of library performances is proved to be interrelational each other. Fourthly, the fifth hypothesis of the close relationship between the decision making situation and types of advisor by it was more or less interrelational, but their relationship was not seen some significancies. Lastly, as the dynamic organization of library management forming a special commitee or a project team with librarian can improve the extent and quality of the librarian's participation in the decision making of library works, and thus library will become to performance more rational and effective library management.

• Journal of Industrial Convergence
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• v.1 no.1
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• pp.171-183
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• 2003

The purpose of this paper was to indicate the direction of the proper merit pay system against changing process of pay system and problems of seniority pay system in Korea. The results play an important role in settling of rational pay system in our industry.

• International Journal of Internet, Broadcasting and Communication
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• v.13 no.1
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• pp.37-46
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• 2021

Recently, social technologies have been created to solve problems from businesses for the establishment of generational solidarity ecosystem in terms of employment, residential space, network and social capital, age, cognitive and environmental aspects. This is senior-friendly healthcare business system aimed at meeting the senior needs for health life to enjoy active consumption culture life even after retirement, becoming a catalyst for minimizing generational conflicts, preventing the cognitive and physical deterioration of seniority in the areas of life healthcare, fitness and well-aging, and expanding into systems necessary for seniority self-reliance. We would like to draw up the development and requirements of the concept of the service platform for the study of collective characteristics for generation solidarity with senior class and the establishment of a customized senior health life system for generation solidarity. This system is characterized by a platform that can prevent the decline of seniors' cognitive and physical functions and enhance emotional stability. It is significant in providing feedback on the risk perception index, fall index, and prevention training index information to the child through the analysis and extraction of the senior health index for risk perception, fall probability, and fall prevention.

• Culinary science and hospitality research
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• v.6 no.3
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• pp.5-23
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• 2000

This study aims at suggesting an alternative plan on the efficient management of human resource of Hotel Foodservice Industry. The study breaks down into education/training, wage. welfare benefits. and human relations as is shown below; First Education/training should be conducted systematically in accordance with the contents and targets of the education & training program and directly be 1inked with personnel evaluation, so that the employees who faithfully devoted themselves to the program can get a fair reward. Second, job-evaluation-based wage system should be added flexibly to the seniority system to rationalize the current wage system and thereby resolve the problems inherent in the seniority system. Third, employees are required to participate in welfare benefit program and should be encouraged to use the program as a way of making good use of spare time. the introduction of education/training system is intended to recharge the spirits of employees and induce active life style, thereby contributing to the improvement of productivity. Fourth, Human Relations Program is needed to foster good human relations. Especially called for is the program which can lead to the improved productivity of the organization and provide incentives to human resource.

• Korea Journal of Hospital Management
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• v.2 no.1
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• pp.162-182
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• 1997

This study was carried out to assess the current status of hospital wage structure and to find out the characteristics and problems in the current hospital wage structure. so as to provide empirical data for establishing a rational wage structure. The data were collected from administrative personnels in charge of wage management in 31 hospitals by using a structured questionnaire through direct visiting and mailing in Pusan Metropolitan City. The major findings in this study were as follows: First, the hospital wage structure applied differently to the basic wages between doctors and the other employees. The wage structure for doctors included performance rate of 51.6%, followed by a synthesis rate of 29.0%, while the wage for the other employees had the synthesis rate of 74.2%, followed by the seniority rate of 12.9%. Second, the wage consisted of a basic wage for 57.5%. the allowance for 21.1% and monthly installed bonus for 21.4%, and the basic wage comprised 68.3% of the total wage for doctors, as compared to 51.9% for nurses and medical technicians and 52.4% for administrative and managerial personnel. The annual rate of the bonus was average 460%, and 96.8% of the hospital did not consider personnel preformance appraisal when paying the bonus. Third, 80.6% of the hospitals applied the legal rate to the retirement allowance while 19.4% applying cumulative rates more than the legal rate, and all of university hospitals applied cumulative rates. Retirement reserves were practiced only in 54.9% of the hospitals. Forth, many hospitals seemed to be interested in applying graded wage system according to performance, by showing that 42.9% of the hospitals were planning to apply it in the future, despite only 9.7% practicing it. Fifth, the wage structure appeared to be complicated due to various kinds of allowances. The kind of the allowances varied among hospitals, ranging from 2 to 26 kinds, and increased as the size of hospital was larger. Sixth, the opinions leading to improve the basic wage structure favored the seniority rate for 51.6% either to maintain the present seniority rate(16.1%) or to apply the incentive pay in addition to the senior rate(35.5%). and also favored the performance rate for 35.5%, followed by the job rate for 12.9%. In conclusion, the current hospital wage structure seemed to be too complicated to reflect personal ability, contribution and performance and to become a big barrier to inducing worker's motivation and to strengthening in competitveness. Therefore it is suggested that the current wage structure should be revised to the one emphasizing on job and ability base with considering characteristics and situation of the hospital, rather than seniority factors.

• Journal of Labour Economics
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• v.24 no.3
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• pp.39-62
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• 2001

The purpose of this paper is to investigate determinants of firms' workforce reduction ratio in Korea, utilizing a dataset surveyed by Korea Labor Institute in 1999. We hypothesize that firms' employment structure has an effect on their workforce reduction ratio. Our findings indicate that the ratio of the layoffs and/or the buyouts is higher, as the average tenure of employees is longer. The findings also indicate that the unionization as a proxy variable for the intensity of the seniority-based pay moderates positively the effect of employees' tenure on the workforce reduction ratio, implying that the more seniority-based the pay system is, the higher positive effect the average tenure of employees has on the workforce reduction ratio.

• Journal of Labour Economics
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• v.29 no.2
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• pp.29-66
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• 2006

This study investigates the structural change of wage determination within internal labor market that have occurred around the financial crisis in 1997 by using the personnel data(1996~2000) of a Korean large firm. We take the effect of performance-based pay system to apply on wage determination of workers using Mincerian earnings function estimation. After introducing the annual salary system in the firm, we did not find the fact that the wage effect of seniority decreases, but we found the wage effect of relative evaluation ratings increases. Then, this study identifies the importance of the reward strategy of firm in Korean internal labor market. Finally, we have concluded that although the firm acknowledged the positive effects of performance-based HRM practices, we have not obtained enough evidence on the transformation into such practices because the seniority-based HRM has been traditionally prevalent in the Korean internal labor market.

• Journal of Periodontal and Implant Science
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• v.49 no.5
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• pp.287-298
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• 2019

Purpose: The aim of this retrospective study was to determine the prevalence of early implant failure using a single implant system and to identify the factors contributing to early implant failure. Methods: Patients who received implant treatment with a single implant system ($Luna^{(R)}$, Shinhung, Seoul, Korea) at Dankook University Dental Hospital from 2015 to 2017 were enrolled. The following data were collected for analysis: sex and age of the patient, seniority of the surgeon, diameter and length of the implant, position in the dental arch, access approach for sinus-floor elevation, and type of guided bone regeneration (GBR) procedure. The effect of each predictor was evaluated using the crude hazard ratio and the adjusted hazard ratio (aHR) in univariate and multivariate Cox regression analyses, respectively. Results: This study analyzed 1,031 implants in 409 patients, who comprised 169 females and 240 males with a median age of 54 years (interquartile range [IQR], 47-61 years) and were followed up for a median of 7.2 months (IQR, 5.6-9.9 months) after implant placement. Thirty-five implants were removed prior to final prosthesis delivery, and the cumulative survival rate in the early phase at the implant level was 95.6%. Multivariate regression analysis revealed that seniority of the surgeon (residents: aHR=2.86; 95% confidence interval [CI], 1.37-5.94) and the jaw in which the implant was placed (mandible: aHR=2.31; 95% CI, 1.12-4.76) exerted statistically significant effects on early implant failure after adjusting for sex, age, dimensions of the implant, and type of GBR procedure (preoperative and/or simultaneous) (P<0.05). Conclusions: Prospective studies are warranted to further elucidate the factors contributing to early implant failure. In the meantime, surgeons should receive appropriate training and carefully select the bone bed in order to minimize the risk of early implant failure.

• Transactions of the Korean Society of Automotive Engineers
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• v.16 no.1
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• pp.158-165
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• 2008

Hydraulic power steering system has been adopted in seniority passenger and commercial vehicle system for an easy maneuverability and a smoother ride. In this study, hydraulic power steering system analysis model which includes hydraulics and mechanical sub-systems was developed using commercial software, AMESim in order to predict characteristics for various steering components. Each component which constructs system was modeled and verified by experimentally obtained characteristics curves of each components. The agreement between simulation and experimental results shows the validity of the simulation model. The parameter sensitivity analysis such as valve opening area, torsional stiffness for system design are carried out by the analysis and experimental method.