• Electronics and Telecommunications Trends
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• v.9 no.3
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• pp.17-31
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• 1994

중소기업의 기술혁신은 제품의 생산성을 높임으로써 궁극적으로는 새로운 영역에의 참여와 고용창출 효과를 가져올 뿐만 아니라 국가의 수출경쟁력에 이바지하는 기여도가 매우 높다. 중소기업은 규모가 작고 유기적인 조직구조의 특성상 탄력적으로 기술혁신에 대처할 수 있는 유리한 면이 있지만, 국내의 중소기업 기술혁신은 매우 열악한 상태이다. 따라서 대기업을 위주로 형성되어 있는 통합생산관리시스템(CIM)의 개념을 도입하고 산업용네트워크와 통합생산관리시스템을 적용하는 중소기업 기술혁신의 추진전략에 대해 설명하였다.

• Korean small business review
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• v.41 no.3
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• pp.107-128
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• 2019

The Employment Permit System (EPS), a system of bringing in low-skilled foreign workers, has been implemented since 2004 to relieve labor shortages in SMEs. Despite the increasing number of foreign workers under this system, due to lack of research we have very limited managerial understanding. Moreover, previous studies focused on economic or legal perspectives, which calls for a different perspective of business and management. In this study, we examined how to foster organizational citizenship behaviors (OCB) of low-skilled immigrant workers at the workplace by integrating two analytical frames-social support from management studies and cultural adjustment from immigrant literature. We tested our model using a sample of 661 immigrant workers from 11 countries working in Korea. Our results indicated that, social support perception triggered not only a direct effect on organizational citizenship behaviors of immigrant workers but also indirect effects via the level of cultural adaptation. Our findings indicated that two views are all meaningful in explaining OCB of immigrants, and provided practical implications to SMEs using EPS.

• Journal of Korea Port Economic Association
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• v.24 no.2
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• pp.43-69
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• 2008

The labor contract Law has been prepared as an important solution for social stability. After long disputes around the orientations of the law, On June 29, 2007, the new Chinese labor contract law is passed. This law reflects the changing labor relations because of economic reforms like restructuring of the state-owned enterprises and so on. This law contains more market-oriented clauses that are supplemented by corporatist scheme supported by trade unions than the first draft. This law emphasize labor's rights and interests to remove prior labor contract problem. So Chines government see this law as standard law to restructure social relationship and also require firms to corporate social responsibility. Therefore, implementation of the new Chinese labor contract law bring about increasing labor cost, infringement of autonomy for human resource management, rigidity of industrial relations. Under these situation, Korean shipping and port logistics companies need to introduce management system of minimized employment, prepare human resource management in response to long-term employment, maintain favor relationship with trade union, and set up counteiplan about risk of a labor dispute.

• Journal of Digital Convergence
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• v.11 no.2
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• pp.419-424
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• 2013

A study was performed on the management of working hours, starting time, and the internship journal using mobile app in order to manage the on the job training of the disabled students in the industrial companies. The employer of the disabled verifies if the acceptable standard of the disabled students and the actual information of the applicant matches, before hiring (accepting) the applicant. The company manages the attendance information (working hours and address, etc.) of the trainees using GPS. Judging from the result of the performance of this process, the process has contributed to the on the job training of the disabled, so the program is underway to link the process to the actual employment in the future. To test This app in this research, surveys with 34 students were done on "Results of Usefulness." UI satisfaction about this application showed more than 81.1% of beyond Just OK.

• Journal of Digital Convergence
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• v.11 no.8
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• pp.251-263
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• 2013

To explore the device to allow the marriage immigrants' family to take jobs in our country, the social and economic environments that they face are investigated and analyzed through literature survey and field inquiry. The principal motive of the marriage to Korean is economic problem. But their actual economic conditions are inferior, and other legal problems, such as getting jobs and remitting money to their home country, drive them to unstable status. The present hiring policy is applied only to foreign workers with no domestic relations(E-9), hence the marriage immigrants are excluded from the domestic employment. To make institutional devices for giving them the employment opportunity, the modification of the existing laws are proposed. For examples, the 'Act on employment of foreign workers' can be revised to permit immigrant's relatives to get jobs, and 'Immigration control law' can be amended to guarantee legal qualification for taking jobs. It is desirable that the overall control be made by the Prime Minister's Office, and operation as well as surveillance be performed by the Ministry of Gender Equality and Family (MGEF) and the Ministry of Employment and Labor (MEL).

• Management & Information Systems Review
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• v.34 no.2
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• pp.131-149
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• 2015

Recently many organizations have engaged in widespread restructuring as well as more flexible usage of labor in an attempt to cut costs and to increase profit. As a result of lays offs resulting from frequent restructuring, many people no longer consider their jobs as permanent positions. many employees have an increased feeling of job insecurity. There structuring and following downsizing have created an uncertain environment within creased fear offer ther job losses. therefore the study of job insecurity is significant. especially To understand the relationship between job security and union-relation behaviors on the industrial relations. The purpose of this study suggested the strategies to company and union. The purpose of this study is to examine how the union-relation behaviors are influenced by the job security. This study built a exploratory model that there is causal relationship of job security to union commitment, dual commitment, and labor related behaviors. For the verification of this study model, the regression analysis was applied to the surveys of 236 members of union that are located in Busan, Gyeongnam, Ulsan, and Pohang. The result of this research shows that the job insecurity is strongly related to the union commitment and union related behaviors. According to the research, the effect that the job security affects union commitment and union related behaviors are positive. With the research outputs, we have discussed about the academic and pragmatic viewpoint. We proposed comprehensive model to verify how the job insecurity affects the union-related behaviors, and objectively analyzed the model. The research result was opposite to what the existing theories have said that high job insecurity derives high union-related behaviors. This result is meaningful because it is concerned with the social issues-present situation of Korean company, low-employment, unstable employment and so on. Moreover, this research may contribute to expand the aspect of academic research on job insecurity as there are few research conducted in korea. This research also suggests the realistic alternative of union-related behaviors because it is proved that job security can contribute to innovation activities. Also, this research implies that the matter of job insecurity is the basic need of organizational individual and presents that job security is not a notion but the alternative by using of the positional stability and situational control power. The limitation of this research is that it is only utilized the cross-sectional study. To remedy the cross-sectional study, vertical, and serial method of research is needed. And there is no enough sample to secure more comprehensive data as the targets of the research is limited to Busan and Gyeongnam regions. Finally, the measurement tool for job security is needed to be suitably modified to by the South Korea's economic, linguistic, and cultural situation.

• Communications for Statistical Applications and Methods
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• v.17 no.5
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• pp.745-753
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• 2010

Compared to the U.S. Government Accountability Office(GAO) and the U.K. National Audit Office(NAO), the Board of Audit and Inspection of Korea(BAI) has not laid a rather solid system for effective assessment and judgment on the reliability of computer-processed data used as audit evidence in its public auditing activities. Accordingly, based on the experiences of GAO and NAO, this study suggests criteria and methods as the key elements of the methodological framework for assessing the reliability of information system data. Then, the usefulness and effectiveness of the criteria and techniques for assessing data reliability were tested and proved by applying to the analysis of allotment for mandatory disabled employment data that have been computer-processed and managed by the Korea Employment Agency for the Disabled(KEAD).

• KDI Journal of Economic Policy
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• v.16 no.4
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• pp.141-167
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• 1994

본 연구는 현행 우리나라 노사관계(勞使關係)의 특정을 분석한 후, 미(美) 일(日) 등 선진국가의 노사관계(勞使關係) 경험으로부터 시사점을 도출하여 경제적(經濟的) 합리성(合理性)에 기초한 합리적(合理的) 노사관계(勞使關係)를 정립하기 위한 기본방향(基本方向)과 제도개선방안(制度改善方案)을 제시하였다. 첫째, 파업비용(罷業費用)이 작아 노동조합의 힘이 과도하게 커졌던 교섭력(交涉力)의 부균형(不均衡) 구조(構造)를 개선해야 한다. 반면에 한계근로자(限界勤勞者)는 주로 근로기준법(勤勞基準法)에 의해 보호를 받고 있으므로 법정근로기준(法定勤勞基準)을 일률적(一律的)으로 하향조정(下向調整)하는 것은 바람직하지 않다. 둘째, '종업원만족(從業員滿足)을 통한 고객만족(顧客滿足)', '정보공유(情報共有)를 통한 파업예방(罷業豫防)'을 위해 노사협의회(勞使協議會)의 기능을 강화(强化)하여 근로자(勤勞者) 경영참여(經營參與)를 확대(擴大)해야 한다. 셋째 유연(柔軟)한 인력관리(人力管理)를 위해 고용관계(雇傭關係)의 경직성을 초래하는 법 제도를 개선해야 한다. 유연한 고용조정을 위한 정리해고규제(整理解雇規制) 완화(緩和), 다양한 근로관계의 형성에 유연하게 대응하기 위한 고용결약(雇傭契約)의 자유화(自由化) 확대(擴大)등이 이루어져야 할 것이다. 넷째, 노사분쟁(勞使紛爭)의 소지가 많아지고 파업(罷業)의 경제적(經濟的) 비용(費用)이 크게 증대될 것이므로 노사분쟁처리의 공정성(公正性)을 제고하기 위해 중재위원(仲裁委員) 선정방법(選定方法) 개선(改善) 등의 제도개선이 있어야 한다.

• Proceedings of the Korea Information Processing Society Conference
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• 2013.11a
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• pp.868-870
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• 2013

전자의무기록(Electronic Medical Record, EMR) 시스템은 기존에 수기로 작성하던 의무기록을 디지털화 한 것이다. 이는 다양한 장점이 있지만 의료인이 관리 도메인을 통해 환자의 정보를 세밀하게 수집할 수 있는 환자 개인의 프라이버시 침해 문제가 발생하게 된다. 즉, 관계자에 의해 의도적인 유출이 발생하거나 의료정보의 거래, 복제 등 위험성이 존재한다. 특히 일부 의료정보는 고용 차별이나 사회적 차별 등 환자에게 정신적 고통을 안겨줄 수 있다. 이러한 프라이버시 침해는 유전성 질환 유전자를 가진 사람에게 유전적 요인에 근거하는 고용 차별이 발생할 수 있다. 관련연구에서는 환자의 임상적(Clinical) 또는 유전적(Genomic) 정보가 자신의 신원과 연계되어 있다면 프라이버시 침해가 발생할 수 있음을 나타낸다. 이러한 프라이버시 문제로 인해 EMR 시스템에 기반을 둔 전자건강기록(Electronic Health Record, EHR) 시스템 또한 개인 프라이버시 침해의 위험이 존재하게 된다. 따라서 의료정보의 프라이버시 보호를 위해 부당한 고용 차별 보험 차별 사회적 차별로 연결될 수 있는 개인 의료정보의 유출방지, 타인에게 알려지고 싶지 않은 개인 의료정보가 무단으로 거래되지 않는 것을 보장해야 한다. 이를 위해 본 논문에서는 의무기록의 익명화를 통해 환자와 의무기록 간의 관계를 제거하는 여러 방법들을 소개한다.

• Korean Journal of Social Welfare Studies
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• v.48 no.4
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• pp.221-249
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• 2017

This study aims to investigate determinants that affect job retention of injured workers depending upon types of return to work in order to suggest define the intervention priority for those who returned to original works and for those who did not. After constructing explaining variables based on literature reviews, determinants were verified analyzing 1,292 people using Panel Study of Worker's Compensation Insurance(PSWCI) data. The job retention period turned out to be 46.6 months for those who returned to original work and 34.2 month for those who returned to new works. Injured workers who return to new works tend to have more unemployment experiences. As a result of Cox proportional regression analysis, the longer it takes to return to work, the longer both groups tend to retain after the accident. Age, recuperation period, health status, psycho-social rehabilitation, education and occupational training also affect on job retention probability for those who return to new work. Based upon the analyzed result, setting up an adequate duration for return-to-work, intervention for injured workers who experienced vulnerable working condition before the accident and continuous case management after return-to-work are suggested.