• Korea journal of population studies
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• v.20 no.1
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• pp.97-128
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• 1997

This paper was set out to study the structure of the career occupational mobility in the early and rapid phase of industrialization in Korea. By analyzing the individual life histories regarding occupational mobility and achievement, I propose a model of yearly career mobility of Korean men and Women during the period of 30 years between 1954 and 1983. With the occupational classification scheme of 5 groups - Upper Nonmanual, Lower Nonmanual, Self Employed, Manual, Farm - the mobility pattern in the person-year mobility table analyzed can be characterized primarily by the strong influence of immobility. The degree of immobility, however, is different by the occupational groups. The absolute amount of immobility can be summarized as being U-shaped. Overall, the pattern of mobility can be explained best by the concept of occupational distance. I then propose a model of relative career occupational mobility pattern that combines the conceptual and theoretical basis and the methodological rigor. The model is based on the notion of the reproduction of inequality, the labor market context, and the life history perspective. The model encompasses the 6 conceptual explanatory factors such as persistence effect, ceiling effect, traditional sector effect, nonmanual occupation effect, alternative mobility channel effect, and occupational distance effect, as well as the effects of both origin and destination occupations. The relative pattern of career mobiliity in Korea can be characterized by the following six findings. First, the persistence effect on the diagonal cells of the mobility table is dominant. Second, a clear evidence of the negative effect of occupational distance between nonmanual occupations and manual and farm occupations is found. Third, the out-mobility from farming took place regardless of the destination occupations. Fourth, the internal mobility within the nonmanual occupation block is high and bi-directional, and is exclusive against other occupations. Fifth, the 'self employed' occupation is serving a peculiar function in both inflow and outflow pattern. Last, the relative pattern of career occupation mobility is asymmetrical in terms of the upward and downward mobility.

• Journal of Labour Economics
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• v.24 no.1
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• pp.149-176
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• 2001

This paper analyzes job sequences of men and women using optimal matching in order to find patterns of intra-generational mobility in Korean society. Men and women differ in their job careers: men show long-lasting job sequences with few gaps, while women either have short careers or have interrupted careers with long gaps. Long gaps in men's career are limited to those cases in which men move from agricultural to other job. The results from a combination of optimal matching and cluster analysis show that men's job sequences cluster around major occupations while women's cluster in terms of sequence length. The interrupted careers characteristic of women are considered to be consequent on the burdens of house keeping and child raising together with the discrimination against women pursuing careers.

• Korea journal of population studies
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• v.10 no.1
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• pp.28-38
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• 1987

This paper was set out to study the structure of the career occupational mobility in the early and rapid phase of industrialization in Korea. By analyzing the individual life histories regarding occupational mobility and achievement, I propose a model of yearly career mobility of Korean men and Women during the period of 30 years between 1954 and 1983. With the occupational classification scheme of 5 groups - Upper Nonmanual, Lower Nonmanual, Self Employed, Manual, Farm - the mobility pattern in the person-year mobility table analyzed can be characterized primarily by the strong influence of immobility. The degree of immobility, however, is different by the occupational groups. The absolute amount of immobility can be summarized as being U-shaped. Overall, the pattern of mobility can be explained best by the concept of occupational distance. I then propose a model of relative career occupational mobility pattern that combines the conceptual and theoretical basis and the methodological rigor. The model is based on the notion of the reproduction of inequality, the labor market context, and the life history perspective. The model encompasses the 6 conceptual explanatory factors such as persistence effect, ceiling effect, traditional sector effect, nonmanual occupation effect, alternative mobility channel effect, and occupational distance effect, as well as the effects of both origin and destination occupations. The relative pattern of career mobiliity in Korea can be characterized by the following six findings. First, the persistence effect on the diagonal cells of the mobility table is dominant. Second, a clear evidence of the negative effect of occupational distance between nonmanual occupations and manual and farm occupations is found. Third, the out-mobility from farming took place regardless of the destination occupations. Fourth, the internal mobility within the nonmanual occupation block is high and bi-directional, and is exclusive against other occupations. Fifth, the 'self employed' occupation is serving a peculiar function in both inflow and outflow pattern. Last, the relative pattern of career occupation mobility is asymmetrical in terms of the upward and downward mobility.

• Management & Information Systems Review
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• v.36 no.2
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• pp.207-221
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• 2017

The career management concept is changing rapidly in the career management field in recent years. It becomes very difficult to have a lifetime employment within the same firm. As there is career interruption that is pervasive phenomenon in the women's career management area, many academics and practitioners have been interested in it. The purpose of this study was to examine the influence of women's career-interruptions as the effective career strategy on career development actors and career success. To test the effects of the proactive career management of career-interrupted women, data were divided into two groups including proactive career management group and general career management group based on whether career-interruptions are voluntary or not. The results showed that the proactive development actors was significantly different depending on women's proactive career management and general career management group. First, proactive-career women were more self-directed to learn and have a significant impact on developing skills through training. Second, the career successes were not significantly different depending on and general career management group.

• Korean Journal of Social Welfare
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• v.65 no.1
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• pp.201-226
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• 2013

This study aims to identify changes in early work career of youth cohort entering the labor market pre and post-the economic crisis and compare career pathway types of different cohorts. Labor market experiences of youth cohort were constructed by sequencing the number of organizations, kinds of jobs, the scale of the business, and type of employment. In addition, a holistic sequence was created by including complementary factors. In this sense, the labor market experience in this study was conceptualized as a process involving continuous sequences and hierarchical and orderly changes which differs from a simple job mobility. Sequence analysis involving Optimal Matching method was conducted to examine whether such cohort-differences in labor market experiences were related to differences in distribution of career pathway types. The result showed that the post-economic crisis cohort had a relatively higher likelihood of falling into the non-employment type, unemployment type, non-corporate employment type, irregular employment type, and mobile employment type. These findings provide empirical evidence supporting the hypothesis that the employment precariousness of cohort has exacerbated after the economic crisis.

• The Journal of the Korea Contents Association
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• v.18 no.7
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• pp.138-152
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• 2018

The purpose of this study is to investigate that effect of the social support to individual desire of reemployment and satisfaction to reemployed works of career interrupted women. We surveyed about 400 career interrupted women living in Seoul who quit their job within 3 years, analyzed collected data with empirical analysis, and applied structural equation analysis to verify the assumed model for this study. The results of this study showed that social supports influence career interrupted women's individual desire of reemployment, satisfaction to their work, and self-esteem. And the results also showed that the desire of reemployment performs a parametric role between social supports and satisfaction of reemployment. As a consequence, this study showed importance of social supports to reemployment of career interrupted women and satisfaction to their reemployment, therefore, can be helpful to build public policies to promote social manage of women resources.

• The Journal of the Korea Contents Association
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• v.17 no.9
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• pp.310-323
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• 2017

The purpose of this study is to provide necessary data and information in order to support economic activity of career interrupted woman by analysis the differences between seeking work need on individual characteristic and re-employment need of job-seeking activities. This study includes the result of reviewing a prospective study and an enpinical analysis based on the theoretical background of career interrupted woman, vocational education, individual characteristic and re-employment need to achieve its goal. The collected data from 150 career interrupted women who had a vocational education was analyzed by one-way analysis of variance, T-verification and SPSS 12.0v program. In summary of this study, re-employment need would be different by individual characteristic, seeking work need and job-seeking activities. It shows that the method of re-employment should be provided as considering the individual characteristic of career interrupted woman. Therefore, this study suggests the necessity of suited education and improved system for individual characteristic of career interrupted woman.

• Journal of Korean Academy of Nursing
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• v.53 no.1
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• pp.28-38
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• 2023

Purpose: This study aimed to provide a theoretical basis for career anchors of nurses by defining and organizing its concept. Methods: Using the Walker and Avant concept analysis, a total of 29 articles were analyzed through a literature search in this study. Results: The career anchors of nurses are individual career choice motives, a self-concept where in competency and values are harmonized, which act as a desire for growth and development in nursing, and are actions that maintain careers. Additionally, they indicate the direction for achieving individual career goals and act as a core value expected of nurses by nursing organizations, indicating continuous and integrated professional growth and development of the nursing profession. Conclusion: The career anchors of nurses identified in the results contribute to securing patient safety, providing quality care through policies, institutionalizing bases for career development, preventing nurse turnover, and retaining skilled nurses.

• Journal of Animal Science and Technology
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• v.53 no.1
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• pp.59-66
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• 2011

For the improvement of productivity of beekeepers and to develop new management strategy through the analysis of current honeybee-keeping management types and evaluation of related skills and basis in Korea were surveyed. The serial surveys were carried out in 2008 for a total of 253 beekeepers from different localities in Korea. The results revealed that 145.9 colonies of honeybee were managed by each beekeeper in Korea. The beekeepers group who were younger than 55 years possessed 191.7 colonies. The older age group of beekeepers kept rather smaller number of colonies. The career groups over 15 years in apiculture were keeping 176.0 colonies in average. The numbers of bee colonies were not significantly different among localities and educational backgrounds. The migratory apiaries with 145.9 hives were dominant than those fixed ones with 83.0 (p<0.01). It was observed that 57.8% of apiaries were located in the vicinity of farmer's house, whereas 30.3% were managed in mountain area; however older group (65.4%) preferred to keep it near their houses (p<0.05). The proportion (35.7%) of part-time fixed apiary was the highest among four apiary management types. The younger group and high career group operated full-time migratory apiary (38.8% and 40.3%) (p<0.05), respectively. However, the older group and low career group preferred as part-time fixed one (43.2% and 46.6%), respectively (p<0.001). There was no significant difference among localities. The surveyed beekeepers produced propolis, commercial colonies, pollen, royal jelly, and pollination hives in addition to honey. The group of less than 15 years career and mountain apiary mainly produced propolis and pollen. However, those who dwell in small and middle areas mainly produced propolis and commercial colonies. The levels related to beekeeping skills and basis were evaluated as intermediate from 3.11 and 2.86 points on 5 points scale, respectively. More careered group having skill level of 3.33 point and basis level of 3.02 showed higher levels than less careered one. The levels of skill and basis evaluated from age groups and localities were similar with each other with no significance.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.190-203
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• 2016

Based on the premise that a systematic career process was one of the essential elements of successful task performance both for individuals and the organization in the field of social welfare, this study set out to empirically analyze factors influencing the career commitment of social workers at a multidimensional level and provide practical implications for the directionality of career management on the basis of data with theoretical and statistical accuracy. For those purposes, the study collected individual and organizational characteristics data from 787 social workers at 46 agencies through a structured questionnaire and analyzed influential factors through the multilevel analysis technique by taking organizational effects into account. The analysis results show that explanations by the organization characteristics recorded significant 15% in the total variance of career commitment and that its influential factors included such significant variables as the protean career attitude, desire for growth, human network, and self-efficacy at the individual level and also the qualification compensation system at the organizational level. The study then proposed and discussed integrated practice strategies between individuals and agencies as the measures to promote career success through the activation of individual factors based on the consideration of organizational effects such as the application of an employee assistant program, provision of incentives to professional career development, and shift to a learning organization.