• KDI Journal of Economic Policy
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• 제44권3호
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• pp.75-99
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• 2022

This paper analyzes job creation when the Korean economy transitioned to a knowledge economy from the 1990s to the 2010s. During this period, the ratio of service to manufacturing jobs increased, knowledge intensive industries grew, and job creation became geographically concentrated around Seoul. The changes slowed down in the 2010s, and overall job growth weakened. To analyze the effect of job creation driver industries during this period, the main part of which are knowledge intensive tradable service industries, on local service job creation, I use a modified version of the local labor market of Moretti (2010). I analyze the job changes during 1995-2005 and during 2006-2016 in 237 Si-Gun-Gu areas in the Census on Establishments datasets. I find that one manufacturing job creates 0.5 local service jobs and that one tradable service job creates 1.1 jobs within Gu areas of metro cities and 2.3 jobs in Si-Gun areas. The job creation relationship between the tradable and local service sectors was not altered in this period. As more jobs were created in the tradable sector driven by the transition to a knowledge economy, job creation overall remained active, with the opposite also being true.

• KDI Journal of Economic Policy
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• 제40권4호
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• pp.65-80
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• 2018

This paper examines the differences between the subsequent careers of high school and college graduate workers based on a direct role of college graduation with regard to the revelation of workers' individual abilities. Using NLSY79, we document a positive relationship between off-the-job training/performance-pay jobs and ability for high school graduates at the early stages of their careers. However, this relationship is less prominent for college graduates. Moreover, we show that high ability is associated with more jobs, which reflects higher job mobility, only for high school graduates. We argue that these patterns are the result of productivity-revealing behavior of high school graduates, whose individual abilities, unlike college graduates, is not observed precisely at the beginning of their careers.

• 대한치과기공학회지
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• 제28권1호
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• pp.83-102
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• 2006

The purpose of this study is to understand the present conditions and problems of the joint education between industry and the academic world in the field of dental technology which were identified by the department of dental technology with the related industries and to meet their expectations for the cooperative education. The results of this study will be able to be furnished as basic data in deciding the direction of policy toward skillful dental technicians with a view to improving job employment rate of college graduates. The questionnaires for data were done by the dental technicians working in Daegu City and Kyeongbuk Province and students studying at the department of dental technology, Daegu Health College. The questionnaires of this study were processed by SPSS program. We could confirm through the investigation that on-the-job training as one of the joint policies between industry and the academic world is closely related to all the college education and that the results of on-the-job training can be expected under the close cooperation and the complementary relationship between industry and the academic world. Therefore, this study indicates the directions of policy toward skillful technicians through the cooperation between industry and the academic world as follows : 1. The cooperative systems among industry, academic world, and government are needed for the improvement of efficient job employment rate. The continuous training programs are needed to be built up for the maintenance and development of the technicians'specialty after employment. 2. The all-in-one educational programs both education and employment are needed for the on-the-job training through the cooperation between industry and the academic world, and the activation of the organizations which fully operate them is also needed. That's because the sufficient on-the-job training as one of the joint policies between industry and the academic world and the education of the whole man and the improvement of sociality for the expectant graduates in the academic world can be the methods which reduce the jobless rate and the job-change rate.

• 보건행정학회지
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• 제20권2호
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• pp.69-88
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• 2010

The effective administration of hospital with innovation and human resource practices is a matter of grave concern because hospitals are becoming bigger and more specialized. Biomedical engineers who manage medical machineries and tools used to deliver healthcare services in a hospital setting play an important role in providing customers good quality services. Maintaining job satisfaction of biomedical engineers is, thus, important in the delivery of quality care. This is a descriptive cross-sectional study aiming to determine factors affecting job satisfaction of biomedical engineers working in general hospitals. The study population consisted of biomedical engineers at 79 general hospitals of 26 regions based on the registry of the Korea Medical Engineering Association (KMEA). The data were collected using a self-administerd questionnaire between May and July of 2009. Job satisfaction was assessed with 19 items covering 3 dimensions of work-external, work-internal, and organizational aspects (Cronbach's ${\alpha}=0.884$), resulting in an average summary score. Statistical analysis was conducted with SPSS for Windows version 15.0. The mean score of job satisfaction was 3.50 (${\pm}0.04$). There were statistically significant differences in job satisfaction according to age, health status, job position, duration of work as a biomedical engineer, years in the current workplace, difficulty at work, intent to change job, and the amount of support from superiors and colleagues. In multiple regression analysis, the factors affecting job satisfaction of biomedical engineers were salary, health status, and support of superiors and colleagues ($r^2=0.512$). Effective motivation-plans, taking into account organizational characteristics and the working environment of the hospital, may help to improve the job satisfaction of biomedical engineers.

• 가족자원경영과 정책
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• 제19권1호
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• pp.139-161
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• 2015

The number of Healthy Family Support Centers has increased and the services for enhancement of family strength have extended during the past ten years since the Framework Act on Healthy Families was enacted. It is time to pay attention to the empowerment for Healthy Family Specialist because their capability is directly linked to improve the quality of services, which means the satisfaction of family services and the quality of family policy. In this context, this study investigate organizational experience of Healthy Family Specialists and suggest the empowerment plan to enhance their capability. We conducted in-depth interviews for 9 Healthy Family Specialists who is currently working at Healthy Family Support Centers as a manager status during June 2014. We analyzed organizational experiences through job commitment and job satisfaction and empowerment plans through their strength and weakness. Our findings revealed that job commitment and job satisfaction of Healthy Family Specialist are relatively low due to a poor working condition and a low brand awareness. Also, the capability of Healthy Family Specialists is an important factor to determine their job commitment and job satisfaction, and it can impact on the long service. These results suggest that the payroll system, increment of salary, career recognition, employee benefit, systematic operation, and motivation are needed to improve their job satisfaction. There are various ways to improve professional capability of Healthy Family Specialists besides education program. This study contributes to make the plan of empowerment for Healthy Family Specialists and it also contributes to improve the service quality of family policy.

• 디지털융복합연구
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• 제19권12호
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• pp.79-89
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• 2021

본 연구는 정부의 조직성과와 목적달성을 제고하고자 공무원의 직무열의에 있어 개인-조직/직무적합성, 자기효능감이 어떤 영향을 미치는지 살펴보며, 자기효능감이 어떤 매개효과를 가지는 지 살펴보고자 하였다. 연구 대상과 방법으로는 경기도 3개의 시(P, U, Y시)의 공무원 248명을 대상으로 설문조사를 실시하였으며, 수집된 설문조사에 대해 구조방정식 분석을 활용하였다. 연구결과 공무원의 개인-조직적합성이 직무열의에 긍정적인 영향을 미치고 있었으며, 자기효능감은 개인 조직적합성과 직무열의에서 부분매개효과가 있는 것으로 나타났다. 개인 직무적합성의 경우에는 직무열의에 유의하지 않았으며, 자기효능감은 완전매개효과를 가지고 있었다. 이러한 연구 결과를 바탕으로 행정조직의 일선 공무원에 대한 직무열의를 제고하는 행정적·정책적 시사점을 제시하였다.

• 한국실천공학교육학회논문지
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• 제4권1호
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• pp.119-131
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• 2012

본 연구에서는 미국의 그린직업훈련체계 및 정책동향을 연방정부 및 주정부 차원에서 분석하고, 다양한 그린스킬 수요에 대응한 수준별 훈련프로그램체계와 관련 사례들을 조사하였다. 이러한 조사 분석에 기반 하여 우리나라 신성장동력분야의 향후 인력양성 정책방향을 다각도에서 제시하였다. 신성장동력분야는 우리나라의 경쟁력을 제고시킬 고부가가치 산업이지만, 첨단 기술력이 요구되고 투자 위험성이 크며 신속한 시장대응이 필요하기 때문에 적절한 인력공급체계를 갖추기 어려운 실정이다. 따라서 본 연구결과가 정부 인력양성정책의 문제점을 찾고 개선방안을 모색하는데 도움이 될 것으로 기대한다.

• 보건의료산업학회지
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• 제13권1호
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• pp.1-13
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• 2019

Objectives: This study was designed to determine the relationship among emotional labor, perceived organizational support, and job attitude in public health centers. Results: First, emotional dissonance had no effect on perceived organizational support. However, emotional endeavor had a positive effect on perceived organizational support. Second, perceived organizational support had a significant effect on job attitude. Third, emotional labor had no effect on job satisfaction, but emotional labor had a positive effect on job commitment. Fourth, perceived organizational support had a full mediating effect on the relationship between emotional labor and job attitude. The implications of this study are as follows. Conclusions: Higher emotional labor leads to lower job satisfaction and job commitment in public officials, thereby affecting job attitude. Accordingly, various systematic methods, such as flexible working hours and personnel policy, need to be implemented to alleviate the negative effects of emotional labor.

• 디지털융복합연구
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• 제6권2호
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• pp.107-115
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• 2008

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 204 were analyzed through frequencies, correlation and multiple regression. The results of this study are as follows; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.

• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2006년도 춘계학술대회
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• pp.77-86
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• 2006

This paper aims to examine the main factors of the job embeddedness on organizational citizenship behavior and job performance. To accomplish these purposes, the main factors of the job embeddedness such as fit, linkage, and sacrifice were found from the previous studies. The questionaries of 250 were distributed to the employees working at the Gumi Industrial Complex. The questionaries of 220 were obtained and 202 were analyzed through frequencies, correlation and multiple regression. The results of this study are as followings; First, we conducted exploratory factor analysis for three constructs (fit, linkage, and sacrifice) using oblique rotation method that did not assume independence among the factors and main factors of job embeddedness were grouped together by three factors. Second, it is shown that three main factors of job embeddedness have a positive influence on the organizational citizenship behavior and job performance (p<0.05). This study, however, have limitations of number of sample and survey area. The future study should consider these limitations in improving model applicability in practice.