• Journal of the Society of Disaster Information
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• v.15 no.4
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• pp.514-523
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• 2019

Purpose: This study was designed to provide necessary institutional improvements for job security for foreign workers in the domestic construction sector. Method: I analyzed the National Statistical Office and related reports to investigate the status of foreign workers. Based on this, the government came up with measures to improve the system. Results: Based on the current comparative advantage index (RCA) analysis, the technology standard of foreign workers compared to Korean workers was evaluated, and the results were analyzed in order of moldwork, rebar, concrete work, stone work, and waterproof work. Conclusion: A foreign worker's work system was introduced to solve the problem of local Lunar New Year's Day field manpower. To ensure stable implementation of the system, there is a need to improve the operation of the employment permit system at construction sites and limit the size of the construction industry that introduces the employment permit system.

• 한국사회정책
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• v.25 no.4
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• pp.125-161
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• 2018

This article aims to investigate the impact of Korean employment protection legislation that has implemented since 2007 on eliminating discrimination on non-regular worker's wage and social security. It is used the panel Tobit model reflecting the variation of implementation time according to the size of establishments. Although the employment protection laws for non-regular workers have implemented, the wage gap and discrimination in social security for non-regular workers have continued. Of course, the discrepancies on wage and social security were founded not only between regular and non-regular workers but also within non-regular workers. For reducing the discriminations, this study proposes to restrict the reason for justifying discrimination, and the introduction of a new approach to accessing the discrimination and complimentary credit system. Besides, this study suggests to actively review the strengthening of regulations on the use of non-regular workers.

• Industry Promotion Research
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• v.6 no.3
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• pp.1-8
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• 2021

This study is about the current status of management performance and employment prospects during the COVID-19 period, and the analysis data are based on the Q3 and Q4 2020 economic survey of manufacturing industry provided by the National Statistical Office's Microdata Integrated Service Portal. It used 83 large companies and 435 small and medium-sized businesses as analysis data. The analysis results are summarized as follows. It was analyzed that there was little change in business performance by company size on creation of jobs. In the analysis of the economic outlook for 2021, sales of large companies were analyzed to increase, but there was little change in creation of jobs at 66.3%. In terms of sales, small and medium-sized businesses are expected to see little change at 31.3% and increase at 30.3%. Therefore, it can be seen that there is no change in the company's management performance during the COVID-19 period. In other words, it can be seen that the COVID-19 pandemic does not have a significant impact on manufacturing employment and management performance of large and small businesses.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.1
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• pp.65-73
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• 2007

Purpose: This study was carried out to find out the factors affecting on organizational commitment of hospital nurses. Method: The questionnaire-based research was done with 989 hospital nurses between January and March, 2004. Results: Variables such as job satisfaction, met expectations, compensation and welfare status of hospital, work involvement, positive affectivity had significant positive direct effect on organizational commitment in order of size, however, vertical conflict and job opportunity had negative direct effect in order of size. It was found that the following variables, listed in order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, vertical conflict, compensation and welfare status of hospital, positive affectivity, work involvement, job opportunity, job autonomy, work definiteness, division justice, stability of employment, expectations before entering a hospital. Conclusion: It is recommended that programs for job satisfaction promotion, met expectations promotion, adequate compensation and welfare of hospital, work definiteness and work autonomy, solving conflict, positive affectivity promotion should be implemented to increase organizational commitment of hospital nurses.

• Journal of Families and Better Life
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• v.11 no.1
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• pp.176-190
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• 1993

This study intended to analyze the size and composition of social network and to identify their related variables in urban nuclear families. Data were collected through the questionnaires by wives living in Seoul area. The methods of statistical analysis used in the study were the frequency mean percentile and one-way ANOVA. The findings were as follows; 1) The size of social network in urban nuclear families was 10.0 in average and 2-33 in range. 2) The composition of social network were 45.5% in relatives 20.6% in neighbors. 21.8% in friends. 4,7% in coworkers, 4.1% religious group members 2.1% in associational members. and 1.4% in formal supporters. 3) The birth order of husbands was related to the size of social network. The composition of social network was influenced by SES family life cycle husband's birth order housing type residence duration age education employment religion and familism.

• Journal of Families and Better Life
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• v.17 no.2
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• pp.43-54
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• 1999

This study examined the impact of attachment styles on the size and the level of functions of social networks. 270 mothers of school children responded to the questionnaire and were classified into secure avoidant and anxious attachment groups. Findings indicated that three continuous attachment indexes security avoidance anxiousness and the size and the level of functions of social networks were not affected by mother's age educational level and employment status. However singnificant attachment style effects were obtained for the size and the level of functions of social networks. Secure subjects perceived their husbands closer and more important and listed more nonkin members in their netoworks than anxious subjects. important and listed more nonkin members in their networks than anxious subjects Also secure people perceived receiving more assistance from network members including household tasks money information and advice Secure and anxious subjects reported more emotio al support from networks than avoidant people.

• Journal of Korea Port Economic Association
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• v.35 no.1
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• pp.57-76
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• 2019

This study deals with the determinants of employment productivity of transportation labor, who are the main agents of the transportation industry that has made significant contributions to our country's industrial development. The study selected the determinants of employment productivity using the Korea Labor and Income Panel Study data, and analyzed the effects of various factors using panel logistic regression, panel OLS model, and panel robust regression. The results were as follows. First, a more positive effect was shown when employees held a regular job, had a "high level of education", "joining the labor union" and "experiencing vocational training". Second, in the case of job security, having a "high level of education" and "joining the labor union" showed a more positive effect; further, job security was higher for employees who worked in a "big company" or were "married". Third, in the case of higher income productivity, higher values of "age", "academic ability" and "company size" had a more positive effect, whereas larger values of "education" and "health condition except job training" had a negative one. Fourth, in the case of job satisfaction, "female", "joining the labor union" and having a higher "income" or "job security" led to higher satisfaction and a better "health condition compared to an average person". Further, a higher "overall life satisfaction" and "economic level" led to lower job satisfaction. The analysis of the determinants of employment productivity of transportation business and seeking for improvement plan is expected to improve the employment productivity in the transportation business.

• Journal of Technology Innovation
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• v.24 no.2
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• pp.57-89
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• 2016

This paper used individual establishment level data to estimate the effects of government support for the research and development of 'small and medium enterprises'(SMEs). We analyzed, on the establishment level, the degree of technical advancement, strength of private R&D incentives, and the effect on employment levels of firms which participated in the 2010 government R&D support project. The results of this study are as follows. First, the size and frequency of government investment in the R&D of SMEs were both positively correlated with the amount of patent registrations. Furthermore, we found that the amount of patent registrations were positively correlated with the size of the establishments, but the average level of technological advancement for the firms running the research was lower than the average level of technological advancement for the firms merely participating in the project. Second, the government's R&D policy was found to be complementary to private R&D incentives, and a 1% increase in government R&D investment resulted in an inelastic increase (0.193~0.245%) of the firms' post-program R&D spending. Third, we found that R&D support from the government contributed to an increase of employment by the participating firms. Additionally, we found that the impact of R&D support on job creation varied for the firm size and technological characteristics. Therefore, it is important for governments to take into consideration each type of small business, when setting R&D policies.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.2
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• pp.193-208
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• 2020

In this study, we investigate the effects of technology innovation investments and employment on credit ratings of very small start-up businesses using the data period of 2009 till 2015 test two hypotheses: asymmetric information hypothesis or competence hypothesis. We use financial and non-financial data of 51,903 observations of 12,028 small businesses from a database of a commercial bank and fixed effects panel models and two-stage instrumental variable models. We find that in the short-run small size startups show lower credit ratings than non-startups, and that both technology innovation activities and employment capability improve their credit ratings. In the long-run, technology innovation investments do not improve their credit ratings of later years while employment capability improve their credit ratings of the subsequent year. In addition, the age of startups improves their credit ratings of the current year and until the subsequent two years while employee productivity, fixed ratio and ROA positively affect their credit ratings for up to three years. However, short-term and overall debt ratios, cost of borrowings and firm-size negatively affect their credit ratings for up to three years. The results of the study on credit ratings suggest that credit rating agencies seem to consider both technology innovation activities and employment capability in the credit ratings of small start-ups as 'competence factors' rather than 'asymmetric information factors' with inefficiency and cost burdens. The results also suggest that we must find ways to reflect properly the severe asymmetric information of the early-stage start-ups, and technology innovation activities and employment capability in the credit rating formula.

• Journal of the Korean Home Economics Association
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• v.32 no.1
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• pp.47-58
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• 1994

The purpose of this study were to investigate the independant influence of variable related to the managerial satisfaction and casual relation between variables. For this purposes the data were collected through the questionnaire whose respondent were 448 housewives. The major results of this study were as follows; 1. The variables influenced independently to the managerial satisfaction were wife's age income perceived time pressure time planning time management strategies. 2. Among all varialbles affecting the managerial satisfaction income time planning and time management strategies had direct effect. And household size employment status and educational level had indirect effect.