• Korean Journal of Culture and Social Issue
• /
• v.17 no.1
• /
• pp.19-49
• /
• 2011

In this study, multilateral conceptualizations of underemployment were measured in terms of wages, social status, skill utilization and permanence of the job, and then the effects of antecedents on underemployment and the effects of underemployment on organizational adaptation were examined. Data obtained by a longitudinally designed survey at intervals of 18 months with the reemployed(N = 153) after job loss were used. The underemployment measures include 1) the ratio of wage change 2) the ratio of status change 3) the ratio of education 4) the occurrence of change from the permanent job to temporary job, 5) overqualification - growth opportunity, 6) overqualification - mismatch. The first four measures are social-economic and objective measures and the last two measures are psychological and self-reported ones. Demographic variables(sex, age, education level, and period of unemployed), circumstantial variables(economic hardship, number of dependents), and psychological variables(job-seeking self-efficacy, depression/anxiety, latent function) are included in antecedents. In the effects of antecedents on underemployment, age increases the level of underemployment in the aspects of wage and job status. Economic hardship increases the possibility of underemployment in the aspects of education and number of dependents increases the possibility of underemployment in the aspects of job status. Job seeking self-efficacy decreases the possibility of underemployment in the overqualification - no growth. Retention of latent function during the period of unemployment lowers the possibility of underemployment in the overqualification - no growth. The level of depression and anxiety during the period of unemployment raises the possibility of underemployment in terms of education and in the overqualification - mismatch. In the effects of underemployment on organizational adaptation, the higher the level of underemployment in the aspect of education is, the lower the level of person-organization fit, emotional commitment, and job satisfaction are. And the transition from permanent job to temporary job makes emotional commitment and job satisfaction lower. No growth and mismatch exerted a significant influence on organizational adaptation generally.

• Journal of the Korean Institute of Traditional Landscape Architecture
• /
• v.36 no.1
• /
• pp.89-96
• /
• 2018

JejuHaenyeo(women diver) culture has been designated as UNESCO Intangible Cultural Heritage of Humanity(ICH) in 2016. However, the number of new Haenyeo is decreasing due to the hardships and difficulties of Haenyeo job, and the aging factor of Haenyeo is threatening the cultural preservation and inheritance. The study aims to analyze JejuHaenyeo's awareness on self, community and UNESCO ICH designation. The study further aims to check any significant difference in Haenyeo's self-awareness per age group to conclude an effective strategy for permanence of Haenyeo culture. 228 JejuHaenyeo were interviewed at "The 10th JejuHaenyeo World Festival" around the Jeju Haenyeo Museum in Gujwa-eup, Jeju-si. The test result shows the difference per age group on awareness on self and UNESCO ICH designation status. The younger the generation of Haenyeo it gets, the awareness on self and UNESCO ICH designation status of Haenyeo gets lowerer. Without an immediate improvement to supplement JejuHaenyeo's awareness on self and UNESCO ICH designation status, preservation and inheritance of JejuHaenyeo culture may not be an easy task in the future.