• Economic Analysis
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• v.25 no.4
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• pp.1-24
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• 2019

This study examines the labor market performance of graduates who had student loans. Compared to earlier studies, we extended analyses to all jobs that were experienced for more than 18 months after graduation. First, we found that students who had student loans earned 2.81% less at their first job compared to their counterparts without student loans. Second, the wage gap decreased over time, a reduction of 0.66%p due to labor market turnovers. Third, when we compared cumulated labor income, however, the amount for borrowers were continuously higher. This is because the job searching period of a borrower was shorter, despite relatively lower wages at the first job, and borrowers also made more frequent job turnovers, accompanying relatively more wage increases. These results suggest that the negative effects of college loans on earnings, reported in previous studies, may have exaggerated the negative impact to some extent of having loans. However, when we look at the quality of jobs beyond simply wages, the proportion of borrowers working at large companies as regular workers was consistently low. Given that job conditions at the earlier stages of one's career may lead to gaps over time, our findings call for more systematic investigations into the effects that student loans have on long-term labor performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.4
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• pp.214-223
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• 2019

This study is a meta-analysis based on results of empirical studies related to work-life balance(WLB), and the relationships between WLB and other variables. In order to achieve this objective, articles published in domestic journals prior to December 2018 were collected. Data was collected using an online database provided by the Korea Educational and Scientific Information Service, and a total of 27 studies and 126 sub data were coded. Data was analyzed using CMA (comprehensive meta-analysis) 3.0 program. Results of this study are as follows. First, the overall mean effect size of WLB was 0.365, indicating a small effect size. Second, the effect sizes of dependent variables influenced by WLB included immersion, innovation, and performance in order. Third, the effect size of organizational focus variables was more than twice as big as that of individual focus variables. Fourth, the negative theoretical background dependent variables of WLB, such as sacrifice, job stress, and turnover showed -0.254 effect size, and the positive theoretical background dependent variables, such as job satisfaction and emotional commitment have mid-size effect (0.576). Fifth, the effect size of independent variables were in the order of work-development balance, work-home balance, and work-leisure balance.

• Korean Journal of Community Nutrition
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• v.18 no.3
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• pp.213-222
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• 2013

Few studies investigated the effects of nutrition education and exercises in women with osteopenia. This study examined the relationship between changes in dietary intakes and changes in indicators related to bone health in postmenopausal women with osteopenia (-2.5 ${\leq}$ T-score ${\leq}$ 1) after a 12-week intervention. Thirty-one postmenopausal women aged > 50 years residing in Seoul were recruited and participated in nutritional education regarding bone health and general nutrition practices and aerobic exercises (three times a week; 60 min per session). Twenty-five subjects completed the study and were eligible for the analysis. Bone mineral density (BMD) at femoral neck was measured by dual energy x-ray absorptiometry. Serum calcium, osteocalcin, and intact parathyroid hormone (PTH) were also measured. Dietary intake was estimated by using a one-day 24 recall by a clinical dietitian. After 12 weeks, meat consumption increased (P = 0.028) but vegetable intake decreased (P = 0.005). Intakes of animal protein (P = 0.024), vitamin B1 (P = 0.012) and vitamin $B_2$ (P = 0.047) increased, and sodium intake decreased (P = 0.033). Intact PTH (P = 0.002) decreased and osteocalcin (P = 0.000) increased, however, BMD decreased (P = 0.000). Changes in mushroom consumption were positively correlated with femoral neck BMD (r = 0.673, P = 0.003). Changes in animal iron intake were negatively correlated with intact PTH (r = -0.488, P = 0.013) but were positively correlated with osteocalcin (r = 0.541, P = 0.005). These results suggested that the association between animal iron intake and biochemical markers of bone turnover may play an important role in bone metabolism. Further studies are needed to shed light on complicated mechanisms of diet, hormonal levels of bone metabolism, and bone density.

• The Journal of Society for e-Business Studies
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• v.25 no.4
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• pp.77-109
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• 2020

In this paper, we build a gradient Boosting model to predict government SME R&D subsidy, select features of high importance, and measure the impact of each features to the predicted subsidy using PDP and SHAP value. Unlike previous empirical researches, we focus on the effect of the R&D subsidy distribution pattern to the incentive of the firms participating subsidy competition. We used the firm data constructed by KISTEP linking government R&D subsidy record with financial statements provided by NICE, and applied a Gradient Boosting model to predict R&D subsidy. We found that firms with higher R&D performance and larger R&D investment tend to have higher R&D subsidies, but firms with higher operation profit or total asset turnover rate tend to have lower R&D subsidies. Our results suggest that current government R&D subsidy distribution pattern provides incentive to improve R&D project performance, but not business performance.

• Korea Real Estate Review
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• v.28 no.1
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• pp.7-21
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• 2018

This study was conducted to determine the location determinants that influence the sales of the "Storyway" convenience stores built at the country's railway stations. The preceding studies were about the convenience stores located in the residence-business areas or along the roadsides. This study, on the other hand, focused on the characteristics of the stations, based on a theory that is different from the existing theories. The targets of this study were the 301 "Storyway" convenience stores doing business in the 198 railway stations in the country, and the dummy parameter and hedonic-price model function were used for multiple regression analysis. For the study results, it was found that the number of people using the railway and the size of the store have a positive effect on the sales whereas the other brand competitors have a negative effect thereon. Second, the subway stations holding 89% of the total passengers in the country have unexpectedly no positive influence on the sales. Third, depending on the transfer, it was found that no transfer station had smaller sales than the transfer stations. Finally, as for the location of the stores in the station, the stores located on the platforms or passageways have a smaller turnover rate than the stores in the welcoming spaces and squares. This research result shows that when starting a convenience store business, the number of people using the railway, the size of the store, the transfer possibility, and the location of the store inside the station have to be considered under the circumstance of recession on the part of the convenience stores due to excessive competition.

• Asian-Australasian Journal of Animal Sciences
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• v.13 no.3
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• pp.334-347
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• 2000

The present experiment was carried out to study the utilization of glucose in the mammary gland of crossbred Holstein cattle during feeding with different types of roughage. Sixteen first lactating crossbred Holstein cattle which comprised eight animals of two breed types, Holstein Friesian${\times}$Red Sindhi ($50{\times}50=50%$ HF) and Holstein Friesian${\times}$Red Sindhi ($87.5{\times}12.5=87.5%$ HF). They were divided into four groups of 4 animals each of the same breed. The utilization of glucose in the mammary gland was determined by measuring rates of glucose uptake and the incorporation of glucose into milk components in both groups of 50% HF and 87.5% HF animals feeding on either hay or urea treated rice straw. In early lactation, there were no significant differences of the total glucose entry rate and glucose carbon recycling among groups of crossbred animals feeding on either hay or urea treated rice straw. During lactation advance, the total glucose turnover rates and recycling of carbon glucose of crossbred HF animals feeding on urea treated rice straw were markedly higher than those of crossbred HF animals feeding on hay as roughage, whereas there were no significant changes for both groups of crossbred animals feeding on hay. The percentages and values of non-mammary glucose utilization showed an increase during lactation advance in the same group of both 50% HF and 87.5% HF animals. The percentage of glucose uptake for utilization in the synthesis of milk lactose by the mammary gland was approximately 62% for both groups of 87.5% HF and by approximately 55% for both groups of 50% HF animals feeding on either hay or urea treated rice straw. Intracellular glucose 6-phosphate metabolized via the pentose phosphate pathway accounted for the NADPH (reducing equivalent) of fatty acid synthesis in the mammary gland being higher in 87.5% HF animals during mid-lactation. A large proportion of metabolism of glucose via the Embden-Meyerhof pathway in the mammary gland was more apparent in both groups of 50% HF animals than those of 87.5 % HF animals during early and mid-lactation while it markedly increased for both groups of 87.5% HF animals during late lactation. It can be concluded that utilization of glucose in the mammary gland occurs in a different manner for 50% HF and 87.5% HF animals feeding on either hay or urea treated rice straw. The glucose utilization for biosynthetic pathways in the mammary gland of 50% HF animals is maintained in a similar pattern throughout the periods of lactation. A poorer lactation persistency in both groups of 87.5% HF animals occurs during lactation advance, which is related to a decrease in the lactose biosynthetic pathway.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.409-415
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• 2017

This study examines the effect of pay dispersion on labor productivity by focusing on the inflow of newcomers into the tournament and the outflow of stayers from the tournament. According to tournament theory, the expansion of pay dispersion within the organization contributes to enhanced organizational performance by attracting high performers externally and by removing low performers internally within the organization. However, previous studies regarding tournament theory have overlooked the participant aspects. Therefore, this study explores how external hiring and involuntary turnover influence the effect of pay dispersion on labor productivity. This paper hypothesizes that pay dispersion will have a positive effect on labor productivity. Moreover, this paper predicts that the inflow of new competitors will strengthen the positive effects of pay dispersion on labor productivity, whereas the outflow of incumbents will weaken this relationship. Empirical results showed that pay dispersion increased labor productivity and the inflow of newcomers strengthened this positive relationship. However, contrary to our prediction, the outflow of incumbents weakened the positive effect between pay dispersion and labor productivity. These theoretical arguments and empirical findings highlight the proper conditions should be equipped to practically achieve the positive effect of pay dispersion on labor productivity.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.571-580
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• 2017

Since the KONEX market was launched in 2013, many studies of the market have focused on policy reports and management of the market. In this study, we analyzed the impact of training and employee benefits expenses on business performance in the KONEX market in comparison with firms in the KOSDAQ 100. The expenses associated with employee training and benefits can have an overlapping power when explaining the business performance. To determine the net effect of each variable on business performance, we used regression by successive orthogonalization. The training and the employee benefits expenses in both markets showed a positive effect on business performance. However, in the KONEX market, we found that the lag effect of training expense to business performance was relatively smaller than in the KOSDAQ 100. This difference may be related to problems such as short continuous service and frequent turnover of SMEs in Korea, and implies that overall human resource management should be implemented to increase the efficiency of training expenses.

• International Area Studies Review
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• v.14 no.1
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• pp.33-53
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• 2010

This study has analysed riffle effect of shipbuilding business on regional economy in Jeonnam. For the analysis on connection to regional business, the most favored way to estimate economic effect of a certain industry in the nation and overseas, has been adopted. As a result of analysis, in case of 1,908,800 million won turnover in shipbuilding in Jeonnam, it would induce about 3,038,624 million won of production, about 940,656 million won of added value, about 13,361 employment and about 702,056 million won of income. Seeing production riffle effects of shipbuilding industry in Jeonnam on other businesses in the same area, it is found out to influence in order of on the primary industry metal products 458,784 million won, chemical products 128,250 million won, metal products 71,498 million won and on petrol and coal products 50,829 million won. Like this, shipbuilding industry is highly connected with metal and chemical industries, which make a cluster in eastern area of Jeonnam, suggesting that growth of shipbuilding industry in Jeonnam would maximize inter-industrial synergy effect in the region.

• The Korean Nurse
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• v.36 no.1
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.