• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.4
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• pp.454-465
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• 2016

Objectives: The purpose of this study was to evaluate trends in asbestos exposure among asbestos-handling industries from 2000 to 2005. Methods: The data included the number of industries and workers exposed, concentrations of asbestos and the amount exceeded, and the type and size of industry by year. These data were collected by 46 regional employment and labor offices in Korea using work environment monitoring reports. A total of 1,481 samples from 284 industries were extracted from the reports and were analyzed with no data modification. Results: The means of asbestos concentration decreased from $0.84f/cm^3$ to $0.03f/cm^3$ during the period 2000-2005. Among the total of 1,481 samples, 11 samples(0.7%) exceeded the KOEL, and 178 samples(12.0%) were ACGIH TLV. The insulating paper product manufacturing industry was found to have the highest level of asbestos, followed by the fireproofing manufacturing industry, brake lining products manufacturing industry, commutator products manufacturing industries, and construction materials manufacturing industry. The number of asbestos handling industries decreased from 48 industries with 1,155 employees to 37 industries during the period of 2000 to 2005, but the number of asbestos workers expanded to the point that 1,182 employees could be found in 2005. Conclusion: Based on these results, the strengthening of the KOEL and new regulations turned out to help reduce asbestos exposure levels. This study recommends that retrospective exposure to asbestos based on various industry types should be assessed.

• Journal of the Korean association of regional geographers
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• v.13 no.6
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• pp.639-650
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• 2007

This paper deals with construction of a new administrative city in Naju. This kind of cities are commonly called as 'innovation city' in Korea. This is an experimental regional development program for non-Capital regions. State-owned corporations and public agencies are going to be relocated in the cities. Whether the employees will settle down in Naju with their families is the main research question in this paper. The result of the survey shows that more than half of the respondents are not going to settle down with their families. They are not optimistic about the present and future of the city either. In order to induce in-migration with families, educational environment need to be improved. To help their children to have more chance to talk with native English speakers is one of the examples. Facilities for the illed and the old are also necessary.

• Safety and Health at Work
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• v.9 no.3
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• pp.339-346
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• 2018

Background: Workplace bulling is a pervasive phenomenon with negative consequences for the health of victims and the productivity of organizations. The aim of this study was to measure the prevalence and forms of workplace bullying among employees working at the public health-care sector of Cyprus using the Greek version of Leymann Inventory of Psychological Terror (LIPT) instrument. Methods: A translation process was followed from the French to the Greek version of LIPT questionnaire. Test-retest reliability expressed by Pearson's correlation coefficient was 0.98 indicating excellent reproducibility. Internal consistency reliability assessed by Cronbach ${\alpha}$ coefficient was 0.87 suggesting high reliability. LIPT instrument was distributed among 403 employees working at the primary health-care setting and at the largest public hospital of Cyprus with response rate of 73.4%. Results: Women comprised the majority of participants (71.4%). Mean age was 43.3 years. Prevalence of workplace bulling according to Leymann's definition was 5.9%. Most common forms of bullying were "Being continuously interrupted" (17.2%) and "continuously being given new work assignments" (13.5%). Women were significantly more often exposed to at least one mobbing behavior than men within the previous year (49% vs. 35.7%, p = 0.038), whereas nurses were significantly exposed to at least one mobbing behavior as compared to physicians (53.3% vs. 31.4%, p = 0.004). Conclusion: This was the first study that examined the prevalence of workplace bullying in the public health-care sector by elaborating the Greek version of LIPT instrument. Results showed that workplace bullying is a common and complex phenomenon among health-care organizations.

• Journal of Family Resource Management and Policy Review
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• v.24 no.4
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• pp.1-20
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• 2020

This study aims to improve the family friendly certification system by analyzing the actual experience of family friendly certified companies with the certification's incentives and their demand for new incentives. We analyzed 2018 survey data of family friendly certified company incentives and interviewed representatives from 9 family friendly certified companies. First, the use of incentives differs according to the level of corporate classification, number of employees, industry, certification continuation training, and incentive impact. Current family friendly certification incentives indicate that the utilization rate of incentives is high when small and medium sized enterprises (SMEs) with less than 300 employees have newly received family friendly certification. Second, the use of the certification mark significantly differs by industry, certification duration, and incentive impact. Interviews with the companies' family friendly certification managers revealed that the incentives that companies use mainly are the Public Procurement Service bid points and priority immigration service. Large corporations hope for strong incentives, such as the National Tax Service's deferred tax investigation, interest rate cuts for bank loans, and corporate tax cuts. Lastly, the family friendly certification mark is a representative incentive used by 60% of family friendly certified companies. For the qualitative growth and stabilization of the family friendly certification system, the family friendly certification mark should be improved to become a more attractive incentive.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.3
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• pp.470-475
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• 2021

This paper analyzed the differences in the relationship between banking service automation and employment by bank ownership type. We found significant differences in the restructuring of the labor force and increasing banking service automation between foreign banks (owned by foreign capital) and local banks. Foreign banks showed the possibilities of reducing the regular labor force through the increase in banking service automation. However, banking service automation in local banks has reduced only the number of irregular employees but increased regular employees. This paper suggests new evidence on the differences between foreign and local banks in banking personnel management with the increase in banking service automation. This paper contributes to the preceding research areas of banking, business, and governance. In addition, this paper provides important insights on banking service automation, employment, and foreign banks for banking managers and policymakers.

• Knowledge Management Research
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• v.22 no.1
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• pp.155-181
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• 2021

The purpose of this study is to verify the correlation between leader's machiavellianism and turnover intention. To this end, we tried to investigate the overall mechanism of the research model through the mediating effect of hindsight bias. To verify the hypothesis, surveys were conducted twice with 335 employees working at companies with more than 300 employees in various occupations. As a result of the study, first, it was found that the machiavellianism of the leader had a positive significant effect on the employee turnover intention. Second, it was found that hindsight bias had a positive significant mediating effect between the leader's machiavellianism and employee turnover intention. It can be inferred that the higher the machiavellianism tendency of the leader, the higher the hindsight bias is experienced and the negative impact on the effectiveness of the organization, the higher the employee turnover intention. Therefore, this study in-depth verifies the mechanism between the leader's machiavellianism, hindsight bias, and employee turnover intentions, suggesting new implications from a perspective different from the existing research flow, and suggesting future research tasks and limitations on the role of leaders.

• Journal of the East Asian Society of Dietary Life
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• v.21 no.5
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• pp.771-778
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• 2011

This study surveyed the performance of food styling and recognition and utility properties of menu development for cooks in a super deluxe hotel. The questionnaires developed for this study were distributed to 400 males and females aged 20 and over. A total of 375 questionnaires were used for analysis (93.8%), and statistical analysis was completed using SPSS (version 14.0) for descriptive analysis and ${\chi}^2$-test. The most important item in food styling was 'harmony of food shape' (40.2%), and second ranked was 'harmony of food color' (23.4%). The most difficult item in food styling was 'lack of professional knowledge' (38.3%) followed by 'lack of creativity' (27.7%). In recognition of menu development, the importance of menu development and promotion was 3.82, and personal satisfaction after menu development was 3.29. Important items in menu development were 'taste' (41.8%) and 'use of new ingredient' (28.5%). When using newly developed menu, the ratio of selling new menu was '30~50%' at 42.7%, and the average selling period of new menu was '3~6 months' at 40.5%. For the effect of new menu on sales, 94.1% were aware of this effect, and to actively promote menu development, 'providing incentive' (35.7%), 'training in/out of country' (20.8%), 'self motivation' (17.3%), 'financial support' (14.7%), and 'motive' (11.5%) were all necessary requirements. In order to improve cooking performance, continued education on food styling and menu development along with the company's full support are required. Further, thorough training of employees is needed along with a high quality incentive policy needs to be done. In addition, to make the new menu profitable, an active marketing strategy must be employed, which will require further study.

• Journal of the Korean Institute of Landscape Architecture
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• v.27 no.1
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• pp.1-10
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• 1999

There is no official landscape architectural organization in the current government organization in Korea. Therefore, it is necessary to establish the landscape architectural organization which will carry out the works of the special landscape architectural interest and create the new services with other interested government offices. The contents of the study are as follows; 1. A legal basis for the establishment of the landscape architectural organization is the demand for the introduction of the landscape architectural organization which has 5 types(urban planning, architecture, land register, land surveying, civil work) of the special groups to official organization by changing the 1 article of the Official Appointment Regulations. 2. Theories of law of equality for everyone(the Constitution of Korea : §11(1)), the rights of having pleasant residential life(the Constitution of Korea : §35(3)) and the national duty of employment increase(the Constitution of Korea : §32(1)) are reviewed to provide the legal reason of establishing the landscape architectural organization. 3. With the addition of new landscape architectural organization, it could expand the areas of landscape architects by adding of new landscape architectural subjects into official examinations for government employees. Also it is necessary to exempt the test for those who have licenses and to give additional points in evaluation their works at the end of year to the people who have licenses. 4. The reasons for the creation of new landscape architectural organization into the present official organization are acquired from the derivation of 23 present regulations referring to the landscape architects, the existence of the landscape architectural administrative departments belonging to the Metropolis of Seoul, and the favorable result of the questionnaire on the establishment of the new organization. Hereafter the lawyers should be cooperated with landscape architects to initiate the related principles of law, and it is necessary to analyze each text of the related laws in detail to establish the landscape architectural organization by means of the joint studies.

• Journal of the Korean Operations Research and Management Science Society
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• v.38 no.1
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• pp.15-27
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• 2013

Because consumers tend to have negative opinion about a company that neglects social issues like poverty or pollution while it focuses on its own profit, a lot of companies have invested their resources in Corporate Social Responsibility(CSR). CSR has merits of image improving and profit gaining, on the other hand, it has also many shortcomings. First, the cost of CSR may become a heavy financial burden. Specifically, CSR tends to be implemented by a company's unilateral backup, and then this may impose a heavy burden on the company. Second, one cannot expect effects of CSR in a short-term. Because of these shortcomings, the unilateral CSR has gone into alteration of the type of CSR since 1980's. Instead of unilaterality, Cause-Related Marketing(CRM) began to be used for mutual profits among company, consumers, and society. That is, CRM has become to be spotlighted as a new type of CSR. It focuses on partnership between a company and consumers based on cause and mutual profit pursuing through this partnership. So, many contemporary companies prefer CRM activities that derive their positive corporate image, that increase their sales, and that reduce their financial cost. The IBM Matching Grants Program, which is the largest of the IBM-Employee partnership programs, is a typical CRM. This program enables employees and retirees to increase the value of their donations to educational institutions, hospitals, hospices, nursing homes, and cultural & environmental organizations with a matching gift from IBM. Hundreds of educational institutions and thousands of nonprofit organizations have benefited from the contributions by IBM. There might be various types of matching grants. For example, an employee might choose a lump-sum expense or partitioning a lump-sum into a series of small ongoing expenses for his (or her) donation, and a firm might match the employee's total contribution with a lump-sum expense or might match the employee's total contribution with a series of small ongoing expenses. However, it is not easy to find an academic research on which type of matching grant is preferred by employees. This paper shows that an employee prefers the type of matching grants that consists of a lump-sum expense for his (or her) contribution and a series of small ongoing expenses for a firm's contribution [or the type of matching grants that consists of a series of small ongoing expenses for an employee's contribution and a lump-sum expense for a firm's contribution] to the other types of matching grants.

• Journal of Distribution Science
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• v.13 no.10
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• pp.65-72
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• 2015

Purpose - A rapidly changing business environment places great demands on small and medium-sized enterprises (SMEs). These SMEs need to find strategic alternatives for continued growth and, ultimately, survival. Thus, mergers and acquisitions (M&A) are deemed an acceptable solution. Research to date has dealt with M&A in major organizations and focused on post merger integration (PMI). Our study focuses on SMEs, as they are relatively new and unknown to the public. Therefore, this study highlights successful M&A and decision making for SMEs through a case study analysis. Research design, data, and methodology - For this study, we examined an M&A case between company S, which produces cell phone parts, and company P, which produces SSD cases. We reviewed theories and previous studies in M&A literature. We comprehensively examined the decision-making procedure at each M&A stage, describing the situation of the buying company and the selling company from the period of the M&A announcement through deal completion. In addition, we conducted interviews with both companies. The data regarding this case study were collected through interviews with managers of both companies who actively participated in the M&A process. When necessary, we asked them about additional relevant information during the interviews. Results - The result of the M&A between company S and company P was deemed acceptable with the exception of the long negotiation period. However, company S was not able to prepare for PMI after the acquisition due to a controversy over acquisition values. Moreover, the employees of the newly formed company, especially those who came from company P, complained about the M&A and attempted to leave. Thus, implications for successful M&As of SMEs are as follows: First, the procedural compliance of the M&A is needed. Second, support is needed from the CEO for the working group, rather than excessive intervention during due diligence. Third, the right, talented members of the organization should be part of the process of the M&A. Fourth, the use of various types of outside expert or business consultants is needed. Fifth, the strategic intervention by Human Resource managers is required. Last, sharing M&A information among employees is important as information dissemination will help employees be more receptive to such a change. However, this study has several limitations as a single case study; more varied SME M&A case studies are needed in order to generalize the results of the study. Conclusions - Most of the research dealing with M&As has focused on major companies and PMI and neglected SMEs. Thus, our study focuses on SMEs and the decision-making procedures for M&A. This study has significantly contributed to the literature in this area and has provided practical information around the implications of sound decision-making during M&As. Specifically, the results of the study contribute to the need for research on M&A among SMEs, which to date has often been neglected as a topic of choice.