• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.169-193
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• 2017

This study analyzed the determinants that affect employment retention rate in order to diagnose dynamic employment stability in Korea. For this analysis, we constructed multi-level hierarchical data linking Workplace panel survey data and employment insurance job history data. And the determinants were analyzed using a multi-level analysis model suitable for these data. As result of the analysis, it is estimated that the employment stability is very low in Korea due to the widespread existence of the marginal sectors with low wage level and high level of nonstandard employment. In addition, the results of this analysis show that employment structure of Korea occupies considerable area of short-term employment where employment and unemployment are repeated, and overall employment stability is weak. This fact is likely to be a limiting factor for continued growth, as there is limited opportunity for skill development and skills formation at the corporate and individual levels. According to the results of this analysis, it is required to improve the quality of the employment structure for continuous growth and skill formation.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.35-45
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• 2022

Purpose - In spite of the growing importance of Taiwanese green industry, most of employees who work in this industry in Taiwan are dominated by males. Only a few females are working in this industry and their wage is lower. This research is applying role congruity theory which explains why females share only a small portion in Taiwan's green industry. This study addresses a research question, "How has the gender inequality and discrimination been reflected in the occupation structure of Taiwan's green industry? How has this gender occupation structure influenced females in the green industry?" Research design, data, and methodology - To find out the impact of gender role in the green industry, the dataset of the 2015 Taiwan Social Change Survey is used. Using STATA, t test has been implemented to address our research question with three hypotheses. Result -All of hypothesis were all supported. It is found there is a statistical difference in stereotypical thinking between female who work in the green industry and the non-green industry of Taiwan. The limited female representation in the green industry of Taiwan influences job matching and job satisfaction significantly. Conclusion - This study suggests the Taiwanese government should encourage STEM education for females and provide more relevant vocational education and training particularly for females' competency development in the green industry. By providing vocational education and training to meet the skill needs of greener economy resilient to climate change, Taiwan's green industry will grow further and will overcome gender inequality and discrimination.

• Korean Journal of Social Welfare Studies
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• v.40 no.2
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• pp.253-283
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• 2009

This study examined empirically the effect mechanism of labor market structure on access to social insurance. Data were derived from the second wave of Korea Welfare Panel Study in 2007 with a sub-sample of 3,790 of wage workers. Path analysis and structural equation model were used to analyze the effect mechanism. Findings confirmed the inequality of labor market by revealing high causal relationships among occupations and jobs, size of the firm, employment forms, and income. The results suggest that access to social insurance depends on the structural interaction of labor market rather than on the individual worker's trait. Small enterprises and non-standard employment were indicated as the main element explaining the unequal access to social insurance. Finally this study identified women's experience of intensive inequalities in the labor market status and access to social insurance.

• Research in Community and Public Health Nursing
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• v.10 no.1
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• pp.93-105
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• 1999

Recently, Korean health care industry managers are paying more attention to customer oriented service, the rationalization of business administration, and quality control of service to adjust their business to outer environment since IMF bailout program. They are focusing on the cost reduction through remodeling the size and structure of man power, viz. labor flexibility. Nurses are not free from this juncture and contingent nurses are increasing fast. This article intends to verify the actual condition of two types of contingent nurses -part-time nurses and internship nurses-and to compare their job satisfaction to provide basic resource for efficient management of nurse man power. The concrete goals of this article are; Firstly, to verify the actual condition of their employment. Secondly, to compare their job satisfaction. And Thirdly, to the relation between employment condition and job satisfaction. To accomplish these research goals, a statistical survey was executed, in which 384 questionnaires - 66 for manager nurses, 318 for contingent nurses-were given to nurses working at 66 general hospitals-which have at least 100 beds-in Seoul. Among them, 121 questionnaires-of 28 general hospitals-were returned. Then, the data coded and submitted to mean, standard deviation, T-test, variance analysis (ANOVA), correlation analysis, multiple regression analysis with SAS program. The research results of the contingent nurses are followings: 1. Two types of contingent nurses shows similar age spans: they are mostly 21 - 30 years old and unmarried. But internship nurses have high level of educational career. Part - time nurses spread at general beds, out -patient part, intensive care part, operation part, etc, but internship nurses work mostly at general beds. 2. Two groups shows difference in actual employment condition: average employment career of part -time nurses is 7.0 months but internship nurses' is 2.0 months: average duty-on days per month of part - time nurses are 23.7 days but internship nurses' are 24.8 days. But there are little difference in average working time per day: 7.7 hours for part -time nurses and 0 hours for internship nurses. 3. The average wage per month for part -time nurses is 836,026 won but for internship nurses is 557,428 won-66.7% of part-time nurses'. Both groups are enjoying little additional pay. 4. Both groups are getting job not so much through advertisement of newspaper or hospitals as through acquainted person or college. 5. Both groups show very high level of job satisfaction: 3.2195 for part -time nurses and 3.2881 for internship nurses. But they show very low satisfaction on payment level compared with other categories and two groups show meaningful difference(P<.0001). 6. The multiple regression test reveals the factors related with job satisfaction: wage level, working part(OR or ICU), age, job career, and motive of contingent job-taking('because I can take care of family duties at the same time') influence positively: motive of contingent job-taking('because I can work regularly without alternation') influences negatively.

• The Journal of the Korea Contents Association
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• v.18 no.6
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• pp.554-563
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• 2018

In recent years, problems like the formation of the organizational culture that emphasizes the outcome, deepening of stagnation of promotion, the advent of high wages and the open era, the shortage of talented human resources has occurred. Thus, public agencies have an effort to improve the traditional seniority supply wage system and have carried out introducing the performance annual salary system. This study analyzed performance annual salary system problems and the improvement plan in addition to the investigation of the recognition of employees related to the outcome annual salary system of recent public agencies. Performance annual salary system of public agencies was introduced in conjunction with the evaluation of the public agencies. Performance annual salary system of this way were studied something that it have been properly secured, what is problems generated by the annual salary system fusing process and improvement about them. According to the study, It found that there are various problems like strong negative perceptions of overall performance annual salary system, the sense of discomfort occurrence associated with the implementation of the outcome annual salary system, salary piling of objectivity for the performance evaluation, etc. In order to improve these problems, It is necessary to converse of negative recognization, eliminate discomfort of performance annual salary system, provide fair evaluation criteria of the outcome, and due to the implementation annual salary system, and clarification of sectoral performance concepts and criteria.

• Journal of Korean Society of Forest Science
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• v.85 no.2
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• pp.180-194
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• 1996

The Working Unit of Forestry Management Cooperatives has been organized by the training and extention service center since 1984 so as to take charge of forestry work of Forestry Management Cooperatives, and this study has been carried out in order to find the problem of Working Unit of Forestry Management Cooperatives, and to show how to solve it in the future. We analyzed a material gained by the immediate questionnaires to 33 members of 4 Working Unit of Forestry Management Cooperatives in Ulsan-Kun, and 10 members of Working Unit of Forestry Management Cooperatives in Jinan-Kun between July and August in 1993. Later, we found that there was an almost inactive Working Unit caused by the insufficient work amount, which resulted in inefficient skill and forestry work due to leave of the skilled forestry worker. Though the government concentrates on bringing up the Working Unit centered by the specialized laborer, it is concluded that bringing up the Working Unit should consider local labor market, organization of agriculture and forestry, organization of labor, level of wage, and the amount of forestry work.

• International Area Studies Review
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• v.15 no.3
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• pp.471-491
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• 2011

This study is to analyze the determinants of inflow FDI with panel data of 12 provinces in western region of China for the period, 1990-2007, from the perspective of market-oriented FDI and production-efficiency-oriented FDI. The empirical findings are following. First, the empirical results prior to the start of western development program show that the GRDP, the intense of industrialization and university graduates per 10,000 residents have positive coefficient signs at the significant level, while wage level has a negative and significant value. Second the empirical results using the data after the launching of the western development program show that the GRDP, the intense of industrialization have positive relations with FDI, while openness in terms of the ratio of international trade to GRDP and the wage level have negative coefficients. Finally, this thesis finds that the empirical results for both periods are very similar, which suggest that the economic structure in western region has not changed significantly even though almost a decade passed since the western development program launched.

• Health Policy and Management
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• v.32 no.4
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• pp.368-379
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• 2022

Background: This study aimed to establish a strategy to improve the poor working environment and working conditions among long-term healthcare workers in Korea. Methods: A total of 600 questionnaires with which long-term health care workers participated in the targeted base areas of each city and province nationwide were distributed directly and 525 responses were collected and 506 responses were analyzed. Surveys, on-site field visits, and in-depth interviews were also conducted to understand the working environment as well as conditions and establish a strategy for improving the working environment among long-term healthcare workers to understand the demands of working conditions and working conditions. Results: Korean long-term care workers firstly and mostly enumerated their risk factors for ill-health when lifting or moving elderly recipients directly by hand (69.9%), followed by increased physical workload with old beds, tools, and facilities (42.3%) in the workplaces, shortage of manpower (32%), and source of infection (30%). To improve the working environment as well as conditions, Korean long-term care workers considered improving low-wage structures, ergonomic improvements to solve excessive physical loads, and increasing various bonus payments as well as implementing the salary system, positive social awareness, and increasing resting time. Of 506 responses, 92.3% replied that the long-term care insurance system for the elderly should be developed to expand publicization at the national level. Conclusion: This study proposes to improve the low-wage structure of Korean long-term care workers, automation and improvement of facilities, equipment, and tools to eliminate excessive physical loads (beneficiary elderly lifting), and reduction of night labor.

• KDI Journal of Economic Policy
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• v.12 no.4
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• pp.3-20
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• 1990

The multisector model is designed to analyze and forecast structural change in industrial output, employment, capital and relative price as well as macroeconomic change in aggregate income, interest rate, etc. This model has 25 industrial sectors, containing about 1,300 equations. Therefore, this model is characterized by detailed structural disaggregation at the sectoral level. Individual industries are based on many of the economic relationships in the model. This is what distinguishes a multisector model from a macroeconomic model. Each industry is a behavioral agent in the model for industrial investment, employment, prices, wages, and intermediate demand. The strength of the model lies in the simulating the interactions between different industries. The result of its simulation will be introduced in the next paper. In this paper, we only introduce the structure of the multisector model and the coefficients of the equations. The multisector model is a dynamic model-that is, it solves year by year into the future using its own solutions for earlier years. The development of a dynamic, year-by-year solution allows us to combine the change in structure with a consideration of the dynamic adjustment required. These dynamics have obvious advantages in the use of the multisector model for industrial planning. The multisector model is a medium-term and long-term model. Whereas a short-term model can taken the labor supply and capital stock as given, a long-term model must acknowledge that these are determined endogenously. Changes in the medium-term can be analyzed in the context of long-term structural changes. The structure of this model can be summarized as follow. The difference in domestic and world prices affects industrial structure and the pattern of international trade; domestic output and factor price affect factor demand; factor demand and factor price affect industrial income; industrial income and relative price affect industrial consumption. Technical progress, as measured in terms of total factor productivity and relative price affect input-output coefficients; input-output coefficients and relative price determine the industrial input cost; input cost and import price determine domestic price. The differences in productivity and wage growth among different industries affect the relative price.

• Korean Journal of Labor Studies
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• v.23 no.1
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• pp.85-127
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• 2017

Due to the management innovation policy that was introduced to governmentsupported research institutes (GSRI) in 1998, their employment structure has been continuously changing, with the most notable increase of the number of non-standard researchers and the diversification of employment contracts. This paper examines changes in the employment structure of GSRI over the last 20 years in relation to the introduction and operation of the PBS (project base system), which is a main factor that fundamentally changed the employment structure of research institutes. This paper purposes to analyze the current status of non-standard workers in the science and technology research area through interviewing standard and non-standard researchers. Under the PBS as a principle of organizing their research project, the project-managers cannot help but exploit non-standard researchers to process research within a tight budget. This structure of organizing research projects reinforces the increase of the number of non-standard researchers and diversification of non-standard employment relations. In addition, the wage and working conditions of non-standard workers are getting aggravated in this structure. Considering the characteristics of research institutes, precarious status of non-standard researchers will have negative effects on the development of science and technology.