• Journal of the Korean Dietetic Association
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• v.24 no.3
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• pp.261-274
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• 2018

The purpose of this study was to compare wage treatment and the employment environment of school foodservice employees before and after conversion to indefinite contract status since September 2012 when the Ordinance on the Appointment of Education Officials (indefinite contract) under the Gangwon Provincial Superintendent of Education was applied as well as to examine the effects of wage treatment and the employment environment on job stability. The questionnaire survey was conducted from March 31 to April 10, 2017 for school foodservice employees working at 97 schools in Gangwon province. A total of 477 questionnaires were distributed and 470 questionnaires were used for the analysis. Statistical analysis was conducted using SPSS Window Ver.18.0. The detailed results of this study were as follows. First, wage treatment (2.29 vs. 3.16), employment environment (3.45 vs. 4.22) and job stability (1.88 vs. 2.35) revealed significantly positive perceptions after conversion to indefinite contract status compared to before conversion. Second, after analyzing leading factors influencing job stability, it was revealed that wage treatment (before: ${\beta}{\hat{a}}=0.516$, P<0.05; after: ${\beta}{\hat{a}}=0.465$, P<0.05) had a positive (+) effect on job stability, whereas employment environment did not affect job stability. In conclusion, in the context that most school foodservice employees are contract employees, this study is significant in that the changes in the employment policies of the national government and education office were confirmed to have effects on school foodservice employees.

• Fashion & Textile Research Journal
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• v.18 no.3
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• pp.282-288
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• 2016

This project aims to provide information on organizations and characteristics of Korean designer fashion industry in order to improve employment environment in fashion designer brands. This study utilizes the questionnaires and interviews with designers or human resources managers in Korean designer brands for forms, size and way of employment. The result shows that firstly, the size of employment in fashion designer brands is almost operated by small-scale human resources. Secondly, It is researched that they recruit less than 10 temporary employees per a brand on average as a problem. Thirdly, there are differences in business according to forms of employment. As researched, permanent employees usually conduct in design, products plan and production management, but, temporary employees conduct as a business assistant and salespeople. Fourthly, it is revealed that average salaries for permanents in fashion designer brands are between 1,510,000 and 2,000,000 won as the most people said. Moreover, the average salaries for temporaries are similar with permanents' as between 1,170,000 and 1,500,000 won. In fifth, in terms of the ways for recruitment, the proportion of job seekers who find a job by nonscheduled admission and special employment is larger than other ways. Finally, as a result of a research on an employment contract, employees have written the employment contract with the brands.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.243-267
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• 2011

This paper explores the impact of the external workers on employment performance in Korea, using Workplace Panel Survey (WPS). I find the use of external workers, e.g., temporary agency workers, in-subcontract workers, and contract workers, is mainly negatively related with employment performance. Especially the use of in-subcontract workers and contract workers is negatively related with the job creation rate of standard workers and the net growth rate of internal workers. The results show the existence of a substitute effect between the use of internal and external workers.

• Korea Journal of Hospital Management
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• v.13 no.4
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• pp.119-145
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• 2008

The objectives of this study were to inspect how the law effected on hospital employment system and which policy and strategy are needed to cope with the present situation as the law regarding irregular workers law has enacted for a year. To grasp the changes of employment style in hospital, 56 hospitals among 311 general hospitals were questioned in this study. And employment policy and strategy were developed by referencing examples of developed nations and other industries. The survey showed that the wage and welfare level of irregular workers in hospitals was improved compared to that in the other industries. But there were still much discrimination between regular and irregular workers. The policy direction of government is, first of all, to follow the principle of equal treatment to equal value of labour. The first feasible policy is to enforce social security. The second one is an employment promotion policy which reduces or exempts hospitals employing irregular workers from tax and insurance fee. The third one is to extend employment contract period to 3 years. and finally there are policies to permit more dispatched jobs and to expand the social insurance coverage. The strategies to solve the problem of irregular workers are as follows; 1) performance wage system, 2) guaranteeing employment by unlimited contract, 3) creating new category of workers, 4) the wage system of management by object, 5) the method of job classification. This study has a meaning in the point that it was studied on hospital which is special industrial part and analyzed the changes after enacting irregular workers law and presented management strategy for countermeaure program. In this study, it was expected to contribute to decisions-making in hospital management, especially when using human resources.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.177-186
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• 2021

This study examined the effects of the firm characteristics of the manufacturing industry on the female employment ratio. Three hypotheses regarding female employment ratio, were tested for 5,729 firms that could use financial data among the firms listed on the KOSPI from 2011 to 2019, in terms firm size, listing period, and foreign ownership. Follwing the analyses, three hypotheses were mostly adopted. It was found that as the size firm and foreign ownership ratio increased, the female employment ratio increased in the number of regular and permanent contract employees, fixed-term employees, and total employees. As for the listing period, the higher the value, the lower the female employment ratio in the number of regular and permanent contract employees, fixed-term employees, and total employees. These research results may be used as basic data for gender equal employment policies such as Affirmative Atcion for Gender Equal Employment.

• Journal of Distribution Science
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• v.14 no.5
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• pp.91-96
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• 2016

Purpose - Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology - Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results - First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and "very much satisfied" was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions - First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.23 no.4
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• pp.261-282
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• 2012

This study aims at analyzing librarians' job satisfaction at public libraries in Dae-gu, according to various management and employment styles. As a theoretical study, it discusses management styles of public libraries and argues concepts and factors of job satisfaction. Based on the discussion the study selects 7 factors of job satisfaction and conducts a survey. All the respondents are satisfactory to 4 factors; job, co-worker, superior officer, and business affairs, but are not satisfactory to 3 factors; wages, welfare, and employment. There are differences between contract managed libraries and direct managed libraries. At local government's contract managed libraries there is no difference in a sense of job insecurity between full-time and part-time librarians. The remarkable differences between full-time and part-time librarians are concerning participation in decision making processes and discretion in business affairs. The most significant differences between them are about wages, welfare and employment.

• International conference on construction engineering and project management
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• 2007.03a
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• pp.601-610
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• 2007

Responding to the fierce market competition and trying to cut personnel costs, the construction industry in Taiwan is adopting atypical employment in human resource. To discover this trend, this study employed a questionnaire survey to investigate the current use of atypical employment by domestic contractors and its possible impacts on the industry. According to the 103 returned valid questionnaires, 40.8% of the respondent contractors have applied some atypical employment types in recent three years and most of them used fixed-term employment. The major reasons the contractors used atypical employees are to reduce personnel costs, to deal with business fluctuations and to streamline personnel. According to the respondents, there is no significant difference between the advantages and disadvantages of using a large number of atypical employees in the short term. However, in the long term, atypical employment is generally more disadvantageous than advantageous.

• Journal of the Korean Regional Science Association
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• v.9 no.1
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• pp.65-78
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• 1993

In this study, the significant and enduring concentration of federal R&D spending in metro-scale clusters across the nation is treated as evidence of the operation of a distinct industrial infrastructure defined by the ability of R&D performers to attract external funding and pursue the sophisticated project work demanded. It follows, then, that the agglomerative potential of these R&D concentrations -- performers and their support infrastructures -- requires a search for economic impacts guided by a different stimulative effects attributable to federal R&D spending may be that substantial subnational economic impacts are routinely obscured and diluted by research designs that seek to discover impacts either at the level of nation-scale economic aggregates or on firms or specific industries organized spatially. Therefore, this study proceeds by seeking to link the locational clustering of federal contract R&D spending to more localized economic impacts. It tests a series of models(X-IV) designed to trace federal contract R&D spending flows to economic impacts registered at the level of metro-regional economies. By shifting the focus from funding sources to recipient types and then to sector-specific impacts, the patterns of consistent results become increasingly compelling. In general, these results indicated that federal R&D spending does indeed nurture the development of an important nation-spanning advanced industrial production and R&D infrastructure anchored primarily by two dozed or so metro-regions. However, dominated as it is by a strong defense-industrial orientation, federal contract R&D spending would appear to constitute a relatively inefficient national economic development policy, at least as registered on conventional indicators. Federal contract R&D destined for the support of nondefense/civilian(Model I), nonprofit(Model II), and educational/research(Mode III) R&D agendas is associated with substantially greater regional employment and income impacts than is R&D funding disbursed by the Department of Defense. While federal R&D support from DOD(Model I) and for-profit(Model II) and industrial performer(Model III) contract R&D agendas are associated with positive regional economic impacts, they are substantially smaller than those associated with performers operating outside the defense industrial base. Moreover, evidence that the large-business sector mediates a small business sector(Model VI) justifies closer scrutiny of the relative contribution to economic growth and development made by these two sectors, as well as of the primacy typically accorded employment change as a conventional economic performance indicator. Ultimately, those regions receiving federal R&D spending have experienced measurable employment and income gains as a result. However, whether or not those gains could be improved by changing the composition -- and therefore the primary missions -- of federal R&D spending cannot be decided by merely citing evidence of its economic impacts of the kind reported here. Rather, that decision turns on a prior public choice relating to the trade-offs deemed acceptable between conventional employment and income gains, the strength of a nation's industrial base not reflected in such indicators, and the reigning conception of what constitutes national security -- military might or a competitive civilian economy.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.3
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• pp.157-167
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• 2018

This research aims to generalize the conceptual basis of precariousness of employment, study the factors and scale of unsustainable of employment in the countries of the Eurasian Economic Union (EAEU). The concept of precariousness of employment is formed in social and economic studies about 40 years ago, but objective and subjective conditions and forms of unsustainable employment existed before. This study proposes a classification of forms of precariousness of employment on 16 criteria: the duration and timing of agreements, contract terms, the nature of income; the degree of labor autonomy; the level of formality; the level of openness; the level of vulnerability; the conditions of growth of qualification; the level of flexibility; the level of stability; regularity; the severity of the danger of work; in relation to the workplace; the quality of employment, the level of social security. In this research highlighted factors (globalization, demography, migration, structure factors, shadow and informal economy, social development and living standards, unemployment), and systematized certain trends of precariousness of employment, channels and means, forms of manifestation. The empirical analysis identified of the labor potential of the Eurasian countries and new quantitative estimates of the levels of unsustainable employment in the Eurasian Economic Space.