• Korean Business Review
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• v.12
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• pp.189-207
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• 1999

The recent keen global competition makes cooperative Labor-Management relations as one of the minimum requirements for the business firms in order to survive. Accordingly, this study focused upon the comparative analysis of the traits of some major countries' Labor-Management Joint Consultations for the purpose of explaining the core characteristics of them. The way how to develop and enhance the Labor-Management Joint Consultation in Korea was also suggested. As a result, this study shows that the social background of, the authority of, and the relationship with collective bargaining of the the Labor-Management Joint Consultation differed in great extent among the countries, and that these differences caused the various consultation patterns in each country. For example, the Labor-Management Joint Consultation was introduced and used voluntarily in the U.S.A. and Japan, while it was enforced by law in Korea, Germany, and France. Also, co-determination has been popular in Germany, France, and The U.S.A., but only the advising and consulting have been dominant in Korea and Japan. However, the rapid change of business environment and the increase in employees' need will make the co-determination as a desirable pattern even in Korea.

• Research in Community and Public Health Nursing
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• v.24 no.1
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• pp.51-61
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• 2013

Purpose: The aim of this study is to identify effects of emotional labor, job stress and personal resources on job satisfaction in home healthcare nurses. Methods: The subjects were 149 home healthcare nurses working for home healthcare centers at 61 hospitals. Data were collected using a structured questionnaire from November 22, 2010 to February 28, 2011 and analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlation, Hierarchical multiple linear regression analysis. Results: The mean score of emotional labor level was $4.23{\pm}0.95$, that of job stress level $3.39{\pm}0.57$, that of personal resources $3.38{\pm}0.36$, and that of job satisfaction $3.31{\pm}0.40$. There were positive correlations among emotional labor, job stress, personal resources and job satisfaction. After age, educational level, job position, and work period in home health care, and traffic accident were controlled, the variables, emotional labor (${\beta}$=-.198, p = .034) and personal resources (${\beta}$=.236, p = .005) turned out to account for 13.3% of the job satisfaction. But job stress was not a statistically significant predictor. Conclusion: Home healthcare nurses were needed to minimize emotional labor and revitalize personal resources in order to maintain a comparatively high level of job satisfaction. Furthermore, it is necessary to carry out systematic education and an organizational management scheme into practice.

• Korea Trade Review
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• v.41 no.3
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• pp.1-25
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• 2016

This study reviews international discussions about the trade-labor linkage and examines the labor chapters of FTAs enforced by the US and the EU from a comparative perspective. Since early 1990s, starting from the NAFTA, the US has included forceable labor provisions in its FTAs and this trend continues to the TPP which was concluded in October 2015. On the other hand, the EU's labor provisions in its FTAs have been composed of promotional elements on labor rights based on cooperations and dialogues. These different features of labor provisions in the US and European FTAs are mainly due to the motives of the FTAs of the US and the EU respectively as well as their domestic situations with regards to domestic law and institutional set-ups. The coordination of labor provisions involves a long-term institutional as well as regulatory convergence which triggers not only economic but also social changes, compared to a relatively short-term effect of tariff elimination. For Korea which has been a FTA partner country both with the US and the EU, it is significant to keep the different characteristics in the labor provisions in mind, particularly in the process of its implementation. Concerning the implementation of Korea-US FTA, it might be problematic if Korean law and its regulatory practice on labor-management relations do not comply with that of the US. The Korea-EU FTA case can also have an indirect impact on Korea's labor laws since it stipulates in its provisions that both parties should have discussions not only within each government but also with the civil communities including NGOs. Thus, Korea should pay more attention to the true meaning in labor provisions of both FTAs in order to promote its firms to be equipped with the right labor-management system in their operations abroad.

• Journal of Korean society of Dental Hygiene
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• v.15 no.1
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• pp.19-29
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• 2015

Objectives: The purpose of the study is to investigate the related factors to dental care utilization, oral health behaviors, and oral health status in immigrant workers in Korea. Methods: The subjects were 504 foreign immigrant male workers over 20 years old who visited Daegu labor consultation center for oral health survey and oral examination. The questionnaire included 5 questions of socioeconomic characteristics, 8 questions of oral health practice behavior, 6 questions of dental clinic visit, 8 questions of social relations and Korean language proficiency. The question for health behavior was measure by body mass index(BMI). Social relations and Korean language proficiency instrument was modified by Seol from "Family welfare survey in Korean international marriage" and scored by Liker 5 scale. Results: The oral health examination of the immigrant workers was as follows: decayed teeth - 76.6%, filling teeth - 27.4%, missing teeth - 69.8%, dental caries experience above five or more - 60.2%, periodontal pocket tissues - 58.9%. Simplified Oral Hygiene Index was very poor and accounted for 49.0%. Dental care utilization experience was closely associated with social relation indexes including attendance in family events, household stuff help, financial help and counseling for hard work(p<0.01). Dental care utilization experience proportionally increased with proficiency in Korean literacy including speaking, listening, and writing abilities of Korean language(p<0.01). Conclusions: In order to improve the oral health condition of the immigrant workers, it is important to provide social network, Korean language proficiency support, and health insurance coverage through economic burden reduction by the Korean government.

• Korean Journal of Labor Studies
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• v.19 no.1
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• pp.105-137
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• 2013

This paper proposes to examine the relationship between the two trade unions of Hyundai Motor Company (HMC) - those of the regular workers and of the in-house subcontract workers - around the issue of converting irregular workers to regular ones, which has been a social issue for a long time, and, furthermore, to find a desirable solution. The politics of the in-house subcontracting rotate around three axes: the conflictive collusion between the company and the regular workers'union regarding the internal labor market; the exclusion and resistance between the company and the subcontract workers'union; and the solidaristic conflict relationship between the two unions. After the final decree by the supreme court in 2012 the conflict and collusion/solidarity relationship of the three social actors have been amplified in scale - the continuous limping of the special bargaining between the company and the unions, the intensified conflict between the company and the subcontract workers'union, and the crisis of the collusion between the branches of the two unions are all evidence of this. A clue to the solution to the issues of in-house subcontracting in HMC can be found through reestablishment of the relationship among the three actors. In order to solve the in-house subcontracting issues in HMC, phased and lawful switching from irregular to regular positions, improvement of working conditions for the irregular workers, integration of the two unions (realization of 'one company one union'), and negotiated flexibility in the internal labor market will be required. Also to be considered are installation of a special committee for the issue, and utilization of external consultants. The result would be the possibility for the corporate labor market of HMC to be composed of regular workers, legal contract workers and directly-employed contract workers, which could be realized through bilateral relations of 'the labor and management conflict partnership'.

• 한국사회정책
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• v.25 no.4
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• pp.71-104
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• 2018

This paper adopts a distributive performance process model of in-work poverty based on labor markets, households, and welfare states and analyzes the 4-11 waves of the Korean Welfare Panel Study during 2008-15. Previous studies on in-work poverty have focused on the definitions and concepts of in-work poverty by analyzing employment and unemployment persistence and repetition dynamics, but rarely paid attention to institutional distributive performance. In this regard, this study preforms a stepwise analysis of labor markets, households, and welfare states as a process of income generation in labor markets, satisfaction of welfare needs and income pooling at households, and deduction of social security contribution and income tax as well as receipt of public transfer income at welfare states. Results of empirical analysis show that in-work poverty had been on increase during 2008-11, followed by a decrease between 2012-15. At labor market stages, full time status had the most prominent impact on in-work poverty process, while status by employment and contract type have generated a huge variation as well. At household stages, household work intensity and number of earners contributed to reduction of in-work poverty, but the relations did not seen to be straightforward. However, welfare state played little role in lifting employees out of in-work poverty. In terms of institutional distributive process, in-work poverty was prevalent in either household-welfare state stage or labor market-household-welfare stage. Non-vulnerable group in terms of in-risk poverty was around 80% of the sample during the period of analysis, the size of which has remained constant.

• Journal of Technologic Dentistry
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• v.12 no.1
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• pp.15-21
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• 1990

This research was to investigate and study on 92 Dental Technicians who had had some experience of working or being employed at dental craft-shops or craft-rooms in Seoul area and had transferred to other types of occupation, with regard to their reasons for changing their profession. For an approach to the study, some questionnaires and interview including 3 aspects of in quiriesmental, economic and social backgrounds-were administered, and major findings are as follows ; 1. The ages in which transferring to other kinds of job happened occurred mostly from 20 to 30(78.26%) an a group of subjects whose ages ranged from 20 to 30 years old. And, with regard to their experience of working or being employed at dental craft-shops or craftrooms, the transfer of their profession to the other kinds mosty happened in a group of subjects(94.56%) whose experience of working in the dental field is less than 4 years. 2. The reason of transfer with reference to the mental background was mostly mattered in a group that expressed "Excessive Work Duties"(34.78%), and most lowly mattered in a group of subjets who had "Certain Relations with Dentists"(8.70%). Thus, it appeared that the biggest reason of transfer by the mental background was, due to the excessive duty work, not to have Sufficient time to be usualized by dental technicians for their own purpose. 3. With reference to the economical background, a group that declared there was "No Wage Standards in Ratio to Their Labor" was the most in the separation rate as shown 45.56%. And, a group suspecting "No Guarantee for Their Living after Retirement" Showed a separation rate, 9.78%. In other words, the reason for transfer was that they did not receive due wage according to their amount of labor. 4. With reference to the social background, a group making a subject for no good working environments or conditions had a separation rate, 41.30%, which was the most among others, and a group with a subject of "The Rarity of Employment because of Excessive Supply of Dental Technicians" had the rate, 10.87%, which was the lowest. This meant that the major cause of transfer by the social background was a phenomenon for dental technicans to escape from unclean working places.

• World Technopolis Review
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• v.5 no.1
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• pp.71-82
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• 2016

This paper explores, explains and describes a framework for analyzing collaborative governance, decent work and innovation as fundamental elements of sustainable workplaces through case study of Philippine science and technology (S & T) parks. Rules, or the legal infrastructure, are particularly significant considerations that facilitate or hinder collaboration. Industrial relations/human resource (IR/HR) practices are essential to collaboration and decent work. Employee consultation and labor-management council or committee are examples of IR/HR practices that might contribute to collaboration and decent work in firms and workplaces in S & T parks as they are team approaches to production, too. Collaboration and decent work enhance the capacity to innovate. In the long run, collaborative governance, decent work and innovation tend to converge in the concept of sustainable development. The interdependencies and interactions among collaborative governance, decent work and capacity to innovate in firms operating in S & T parks make possible new solutions to new problems (i.e., innovation) and, thus, sustainable workplaces.

• Journal of the Korean Society for Library and Information Science
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• v.19
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• pp.23-61
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• 1990

Libraries and information centers are no different from any other institutions in our society. Today, their managers have to make many more decisions which have certain legal implications than before. The ignorance of the law on their parts can not be an acceptable excuse anymore, since. the consequences sometimes maybe quite serious. This paper outlines some important legal issues involved in the services and management of libraries and information centers. They are: constitutional rights on human knowledge activities: library act and it's related laws; censorship and right to know; information access and the protection of privacy: library services and copyright law; labor relations; protections of the people and properties of the institutions, etc. The laws are not static: rather, they change with the social, political and technological environments. The managers, as well as the staff members of libraries and information centers should be constantly updated with the changes in the field, in order to give the maximum service to the clients and to prevent any infringement of the laws, which may discredit their services and the institutions.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.187-202
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• 2020

Can job training be considered a social right? Who must bear the costs of individual job training? This paper studies these two issues by examining the Korean Individual Learning Accounts (ILA) revised in 2020 and proposes future policy directions. Although there is no explicit legal provision stipulating job training as a lawful right in Korea, such absence does not negate the government's role of providing vulnerable people, etc with necessary training. Korean ILA heavily depends on the Skills Development Scheme under the Employment Insurance System which succeeded the past mandatory training levy system and it becomes harder to maintain principle of insurance because of sizable volume of atypical workers who are not insured. For future policy directions, it is desirable to increase the burden of general budget and self-financing as they are below 30% combined and the coverage of the ILA needs to be steadily expanded to all economically active people. Also, labor-management should step up joint efforts to stimulate the use of already existing policies such as paid training leave and request for reduction of working hours.