• The Journal of Industrial Distribution & Business
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• v.10 no.10
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• pp.45-51
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• 2019

Purpose - The purpose of this study was to propose a win-win development plan for not only suppliers of delivery applications but also traditional market vendor companies and delivery riders by analyzing existing delivery models and presenting a new delivery model to enhance competitiveness of the traditional market using delivery apps. Research desgin, data, and methodology - Specifically, small retailers, such as traditional markets and supermarkets, presented a compromised delivery model that utilizes the platform of specialized delivery app service providers for order reception, and that the delivery is delivered by delivery systems jointly hired by Vendor companies, such as franchising companies. To validate the significance of the trade-off delivery model, a cost-benefit analysis was conducted by those involved in the delivery application. Results - From the perspective of suppliers of specialized delivery applications, it is analyzed that the use of specialized delivery applications in traditional markets will be a new market opportunity for service providers to achieve increased sales. It is expected that consumer choice and satisfaction will be increased as convenience and accessibility of traditional market businesses that were available only through direct visit from the user side of the delivery application will be expanded. From the standpoint of delivery application franchises, it is analyzed that they can seek to increase sales and increase customer service as well as ease labor cost burden due to joint employment of delivery riders. The delivery rider will be able to seek to improve customer service due to job security, wage stability, risk reduction and overheated competition due to direct employment. Conclusion - In conclusion, the compromised delivery model solved the problems raised in the preceding study conducted on delivery application suppliers, users, franchises, and riders to establish that it could be a strategic alternative to increasing sales and expanding detailed rights for the self-employed in the traditional market, which are experiencing difficulties in management. However, the adoption of a compromise delivery model requires social consensus from those involved in the delivery application and requires legal, institutional and policy support, which will require continued follow-up research on the delivery model in the future.

• Journal of the Korea Society of Computer and Information
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• v.20 no.1
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• pp.175-183
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• 2015

In this paper, we propose a analyses the big data of students who are willing to find employment and thus presents strategy for their higher success rate of employment. The experiment covered in this paper is based on female two-year community college students who are yet unsure about their future employment. The primary flaw of pervious employment strategy was job opportunity was only based on simple factors such as student's grade, appearance, and personality due to employers and firms's demand. Therefore, students were less satisfied and often resign. In order to prevent these failures, this paper plans a strategy by analyzing the big data. Furthermore, this is proven by the comparison between 2014 employment statistics and those of previous years, and employment request has been 21.3 percent increased along with 81.4 percent increase in match rate between firms and graduating students. Most importantly, the final success rate of employment presented 63.1 percent increase compared to the previous year.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.169-193
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• 2017

This study analyzed the determinants that affect employment retention rate in order to diagnose dynamic employment stability in Korea. For this analysis, we constructed multi-level hierarchical data linking Workplace panel survey data and employment insurance job history data. And the determinants were analyzed using a multi-level analysis model suitable for these data. As result of the analysis, it is estimated that the employment stability is very low in Korea due to the widespread existence of the marginal sectors with low wage level and high level of nonstandard employment. In addition, the results of this analysis show that employment structure of Korea occupies considerable area of short-term employment where employment and unemployment are repeated, and overall employment stability is weak. This fact is likely to be a limiting factor for continued growth, as there is limited opportunity for skill development and skills formation at the corporate and individual levels. According to the results of this analysis, it is required to improve the quality of the employment structure for continuous growth and skill formation.

• International conference on construction engineering and project management
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• 2022.06a
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• pp.1242-1242
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• 2022

Annually, several construction workers fall ill, are injured, or die due to heat-related exposure. The prevalence of work-related heat illness may rise and become an issue for workers operating in temperate climates, given the increase in frequency and intensity of heatwaves in the US. An increase in temperature negatively impacts physical exertion levels and mental state, thereby increasing the potential of accidents on the job site. To reduce the impact of heat stress on workers, it is critical to develop and implement measures for monitoring physical exertion levels and mental state in hot conditions. For this, limited studies have evaluated the utility of wearable biosensors in measuring physical exertion and mental workload in hot conditions. In addition, most studies focus solely on male participants, with little to no reference to female workers who may be exposed to greater heat stress risk. Therefore, this study aims to develop a process for objective and continuous assessment of worker physical exertion and mental workload using wearable biosensors. Physiological data were collected from eight (four male and four female) participants performing a simulated drilling task at 92oF and about 50% humidity level. After removing signal artifacts from the data using multiple filtering processes, the data was compared to a perceived muscle exertion scale and mental workload scale. Results indicate that biosensors' features can effectively detect the change in worker physical and mental state in hot conditions. Therefore, wearable biosensors provide a feasible and effective opportunity to continuously assess worker physical exertion and mental workload.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.373-381
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• 2023

The purpose of the study was to describe male nursing image and to identify factors influencing the image. We performed an integrative review for a total of 12 studies published between 2009 and 2019. We derived four themes of male nurses' self-image: 1) just a nurse, 2) job opportunity, 3) identity ambiguity, and 4) role limitation. The factors influencing male nurses' self-image were derived from three themes, specifically 1) nursing competency, 2) social gender stereotypes, and 3) absence of male nurse role models. We suggested the need to develop various strategies to enhance male nurses' self-image. Further studies should investigate the public image of male nurses to improve their social role and the perception of them.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.19 no.2
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• pp.187-198
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• 2008

If mentoring is performed in university libraries for mentors, the senior librarians with much experience and mentees, the juniors with less or no experience, how would they respond to it and what would be the mentoring they wish to do? This study aims to find those out by analyzing data. For this, it referred to literature and conducted a survey with the subject of the librarians at the P university library. As a result, they showed relatively higher intentions to participate in mentoring. Their highest interest topics were their job related advice or consultation. For the mentor-mentee matching, they wished to have such relationship from the board organized in the library, or mentees wanted to select. They chose work ability as the most important requirement for their partners involved in the mentoring. They responded that the best mentor-mentee matching would be 1:1 and less than a year would be appropriate for the mentoring period. As shown above, most of the librarians showed intentions to participate in mentoring for their professional development and self-learning opportunity; therefore, university libraries should publicize librarians' mentoring actively and develop various programs for it.

• The Journal of Information Technology
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• v.1 no.2
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• pp.81-102
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• 1998

It is common description that modern society is In the era of limitless competition. In order to challenge the change of economy and its management at home and abroad, organization should be changed anew, and in this case, there accompanies conflict or trouble whether the subject of change wants it or not. Therefore, according to change, we should concern with settlement of small troubles as well as big ones, and by managing the conflict or trouble productively and originally, it should be utilized as new fatality and chance to develop something in organization. In the system organized by people, there exist various conflicts in accordance with the target and want of the system, therefore giving no freedom to each Individual member of the system, and this is an unavoidable tate in consideration of the modem society where the survival of mankind and human systems should be guaranteed. Therefore, it determines the coordinates of success of any of organizations to manage conflict or trouble well, and so, when decreasing or increasing conflicts so that the organization exerts its full influence, it is note worthy that conflict itself should be rationally and efficiently managed. In a view point of the theory of organization and its behavior, relating job satisfaction with the performance and validity of organization, the influence of individual conflict is so great on the rate of job transfer within an organization or nonattendance, even on the productivity of the organization. So, the manager to cope with conflict within an organization should devise following three plans to manage conflict for job satisfaction and conflict settlement. In conclusion, it is suggested that in order to manage conflict within an organization well, some plans to control conflict should be well utilized while giving more efforts to improving management of individual conflict, job satisfaction, validity of organization, productivity, etc and all the members of organization should remember that the Issue of conflict within an organization be recognized ad an opportunity of new development and a way to settle a trouble within an organization, and a direction of conflict management should be suggested so that new innovation ca be created.

• Korea journal of population studies
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• v.11 no.1
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• pp.204-229
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• 1988

This paper documents and discusses trends and differentials in youth's participation in the labor force and employment. Youth in this study is defined asthe young aged 15-29. Youth passes through a series of life-course transitions,which include school completion own family formation(marriage and childbirth) .mandatory service in the army (by males) , and their economic activities are affectedby those life-course events. Accordingly we show how and to what extent youth'slabor force participation and employment varies with age and how the age patternhas changed over time.Throughout the 1980's and 1990's, youth's labor force participation showeddifferent trends by age group Labor fDrce participation rate of the 15-19 agedsteeply decreased, while that of the 25-29 steadily increased during the twodecades, the rate fsr the 20-24 aged showing not much variation. The former is dueto the increased rate of school enrollment among the age group, while the lattercould be attributed, in part, to the young women s increased and more steadyparticipation in the labor force over time.While labor force participation could be considered as a result of one's choicesand preferences, employment opportunities are more or less restricted by labormarket structure and institutions . This study documents how the structuralconstraints have interacted with individual and group attributes to differentiateemployment opportunities between individuals (educational background) and groups(especially sex diffrences) . One of the most salient feature of youth's em[ploymentstructure is the recent high unemployment rate of the college graduates. We discusshow that is related to the'credential society'in which one's educational credentials and it's social status play major role in determining who gets what in terms of job opportunities. Also is discussed the discordance between school and labor marketsupply and demand system, which is apparent in the prolonged oversupply of thecollege graduates, which is due to the consistently high rate of college entranceobserved since the early 1980's. Theoretically the job market for college graduates isviewed not as the'neoclassical'wage competition market but as job competition market in which one's (good) job opportunity is determined by one s position in thejob queue, which is in turn heavily dependent on from which college one get shis/her college degree as well as one's sex.

• Journal of Korea Entertainment Industry Association
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• v.14 no.4
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• pp.289-303
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• 2020

The purpose of this study is to provide adequate datas on number of people who are in golf related field and also further expend that number for golf industry. The main stream of this study is to map out present golf related jobs and how this study can help golf industry in general. To make a greater improvements on golf industry with more job opportunity following ideas were presented. First, improving education on "hand on experiences on the field of golf industry" Better educating potential employees for golf industry for the right positions can enhance overall work environment. To do so, the society and the schools must come to agreement to provide adequate curriculum for people. Second, implementing "a golf club division program." The support from Ministry of Culture and Sports and Tourism Department, which are govern by Republic of Korea, are aggressively working to expend the golf business and also recruit elite personnel like former tour players to work on the field to better operate the whole system. Third, performing a thorough research on current golf related jobs and numbers and diversity on the field. Fourth, developing a specific and a differentiated golf job fields for better future for people and students who majored in golf industry. So that they cam feel secured and have a sense of dignity. Finally, strengthening the golf industry's competitiveness. The golf related companies have to step up to higher gear. With working in harmony between golf industry and government can assure of brighter future for our next generation.

• The Korean Journal of Air & Space Law and Policy
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• v.24 no.2
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• pp.47-67
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• 2009

In recent years, greenhouse gas (GHG) reduction has become high priority issue in international aviation. GHG emissions from the aviation sector only accounts for approximately 2 percent of total GHG emissions in the world. However, as with GHG gases in other sectors, it has been pointed out as a contributing factor to global warming and there is an ongoing conversation in the aviation community to establish international framework for emissions reductions. In the case of international aviation, effects of aviation activities of a State go beyond the airports and airspace of that State. This makes compiling of GHG emissions data very difficult. There are also other legal and technical issues, namely the principle of “Common but Differentiated Responsibility (CBDR)” under the United Nations Framework Convention on Climate Change (UNFCCC) and “Fair Opportunity” principle of the Chicago Convention. For all these reason, it is expected that it will not be an easy job to establish an internationally agreed mechanism for reducing emissions in spite of continuing collaboration among States. UN adopted the UNFCCC in 1990 and the Kyoto Protocol in 1997 to impose common but differentiated responsibility on emissions reductions. In international aviation, ICAO has been taking the lead in measures for the aviation sector. In this role, ICAO held the High-level Meeting on International Aviation and Climate Change on 7 to 9 October 2009 at its Headquarters in Montreal and endorsed recommendations on reducing GHG from international aviation which will also be reported to the 15th Meeting of the Conference of the Parties (COP15). Key items include basic principle in global aviation emissions reduction: aspirational goals and implementation options: strategies and measures to achieve goals: means to measure and monitor the implementation; and financial and human resources. It is very likely that the Republic of Korea will be included among the Parties subject to mandatory limitation or reduction of GHG emissions after 2013. Therefore, it is necessary for Korea to thoroughly analyze ICAO measures to develop comprehensive measures for reducing aviation emissions and to take proactive actions to prepare for future discussions on critical issues after COP15.