• Journal of the Economic Geographical Society of Korea
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• v.13 no.4
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• pp.529-547
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• 2010

In den vergangenen Jahren ist im deutschsprachigen Raum eine Reihe von Studien entstanden, die sich mit wirtschaftlichen Auswirkungen von Hochschulen beschaeftigen, wobei vor allem die nachfrageorientierten regionaloekonomischen Ausgabeeffekte im Mittelpunkt stehen. Zu diesen Nachfrageeffekten gehoeren Auswirkungen der hochschulbedingten Ausgaben auf den Umsatz, die Beschaeftigung und das Einkommen. Sie lassen sich jeweils in direkte und indirekte Effekte aufgliedern und entstehen in der so genannten Phase der Leistungserstellung der Hochschule. Ziel dieser Arbeit ist es, angelehnt an bisherige Studien die regionalwirtschaftlich bedeutsamen Effekte der ausgewaehlten deutschen Hochschulen zu identifizieren und nachzuweisen. In der vorliegenden Untersuchung konnte festgestellt werden, dass die deutsche Hochschule einen wirtschaftlichen Stabilitaetsfaktor fuer die Region darstellt und traegt durch die Erhoehung des regionalen Einkommens und der Beschaeftigungseffekte erheblich zum Wohlstand in der Hochschulregion bei.

• The Journal of the Convergence on Culture Technology
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• v.6 no.4
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• pp.187-193
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• 2020

This study is on the business effectiveness and orientation of 45 Jahwal companies in Chungnam and Sejong Province. A survey was conducted on representatives of Jahwal companies in Chungnam and sejong area to analyze their effectiveness and orientation. Business effectiveness was analyzed through employment effectiveness. And orientation has derived the success factors of the enterprise based on the current management situation. The key factors to be finally oriented were analyzed Based on the results of this study, the effectiveness of the business through the employment effect was positively assessed. In particular, it was able to infer the dehydration effect of the vulnerable. Market creation and securing funds are the most important factors behind the success of jahwal companies. Key management factors that are oriented toward sustainability have been shown to be profit-making and job creation. It was analyzed that jahwal companies are pursuing social purposes.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.679-689
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• 2021

The objective of this study is to verify the moderated mediating effects according to the severity level of a disability as well as the mediating effects of job security in the relationship between difficulties in the workplace of the disabled wage workers caused by the COVID-19 pandemic and their life satisfaction. As a result of analysis using SPSS ver. 25 and PROCESS macro, the difficulties within the workplace caused by the COVID-19 pandemic had a negative influence on life satisfaction through the job security of the disabled wage worker. In other words, it was revealed that the level of difficulties being faced by the disabled wage workers, which were caused by the COVID-19 pandemic, hinders their life satisfaction through job security. In addition, no moderating effect according to the severity level of disability was identified in the relationship between these variables. This is translated that difficulties in the workplace caused by the COVID-19 pandemic reduce job security and life satisfaction of the disabled wage workers regardless of the severity level of the disability. Based on the results thus far, this study further discussed the institutional implications for promoting the job security and life satisfaction of the disabled wage workers under the COVID-19 pandemic situation.

• JOURNAL OF ELECTRICAL WORLD
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• no.5 s.25
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• pp.11-16
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• 1972

업무를 수행 할때에는 조명의 효과각 극히 중요시 되어야 함에도 불구하고 이것이 거의 무시되고 있다. 특정한 업무에 따라 적절한 조명속에서 일하는 것은 일의 능율을 올리고 피로 격감시키는 것이다. 이러한 점은 고용주나 고용인 모두에게 이익을 주는 것이다.

• The Journal of the Korea Contents Association
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• v.7 no.6
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• pp.206-216
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• 2007

The purpose of this paper is to examine the relationship between job satisfaction and organizational commitment according to employment types. As a result of this study, firstly, while there is a significant difference in the job itself satisfaction between regular and contingent workers, there is no significant difference in the organizational commitment between regular and contingent workers. Concretely, a job itself satisfaction degree is higher in contingent workers rather than in regular ones, and the level of organizational commitment is no difference between regular and contingent workers. Secondly, there is no moderating effect according to employment types in job satisfaction influencing on organizational commitment. In addition, there is a partially difference in the job satisfaction factor having influence on regular and contingent workers' organizational commitment. That is, it is confirmed that the satisfaction of job itself in regular workers has influence on organizational commitment positively, and the satisfaction of job itself, promotion, and supervisor in contingent workers has influence on organizational commitment positively.

• Journal of the Korean Society for Railway
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• v.15 no.2
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• pp.199-204
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• 2012

This study examines the mediating effect of Organizational Citizenship Behavior in the relationship between Job Insecurity and self-reported Job Performance. 207 employees from 4 Railroad Organizations (Korail, Seoul Metro, Incheon Metro, Metro 9) are selected as the main target of this study. Based on advanced researches, hypothesizes are developed and according to received questionnaires, SPSS 18.0 is used for testing empirically. Result shows that with Mediating variable OCB, Job Insecurity is negatively associated with self-reported Job Performance. And because OCB is complete mediating in the relationship between Job Insecurity and self-reported Job Performance, actually, OCB is shown to play a very important role in Job Insecurity.

• Industry Promotion Research
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• v.8 no.2
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• pp.93-100
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• 2023

This study used Gangwon provincial social survey data(2021) to verify the effect of working environment satisfaction of the main working population on settlement consciousness and the mediating effect of subject employment stability. The working environment satisfaction was analyzed by dividing it into three sub-factors: income satisfaction, working conditions satisfaction, and community life satisfaction. As a result of the study, all three sub-factors of working environment satisfaction and subjective employment stability had a positive correlations with settlement consciousness. It was confirmed that subjective employment stability had a partial mediating effect when each of the three sub-factors of working environment satisfaction affected settlement consciousness. Based on the results of the study, it is meaningful to provide empirical data for preventing outflow of the local population by revealing the effect of working environment satisfaction and subjective employment stability on the settlement consciousness.

• Electronics and Telecommunications Trends
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• v.29 no.2
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• pp.1-15
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• 2014

기술혁신이고용에 미치는 영향에 대한 논쟁은 산업혁명 시기부터 시작된 오래된 경제학적 이슈다. 개별 기술혁신의 영역과 성격, 산업 특성에 따라 상이한 양상으로 나타나는 고용변화를 한마디로 단정하기는 쉽지 않고 기술혁신에 따른 고용 보상효과를 실증적으로 검증하는 것 또한 어렵다. 하지만 기존의 기술혁신이 대체해온 인간의 능력이 주로 육체적인 것이었던 점에 비해 빠르게 진화 중인 스마트기술은 인간의 지적능력의 상당부분을 모사할 것으로 보여 주의가 요구된다. 인간 고유능력인 지능을 확장하고 나아가서는 자체적으로 인간 지능을 기술 자체에 내재화해 나가고 있는 스마트기술의 발전은 제조업뿐만 아니라 의료, 법률, 금융, 교육 등 복잡한 전문 지식과 상호작용이 필요한 영역의 업무환경과 고용에 영향을 미칠 것으로 전망된다. 한편 스마트기술에 의한 고용 대체가능성에 대한 경고에만 집중하는 것은 새로운 산업창출과 경제성장동력을 간과할 수 있다. 균형잡힌 미래 전망과 정책적 대비가 필요하다.

• Journal of Labour Economics
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• v.36 no.1
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• pp.63-91
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• 2013

This paper analysed the training effects on wage and employment security by the non-standard worker types by using Economically Active Population Additional Survey data. Through propensity score matching method, we found that the regular workers' training effect on wage was 4.2%, that was very higher than 2.7% of fixed-term workers. Logistic regression analysis showed that the training participation itself did not affect on the regular workers' regular position continuance, but training duration affected. Just in fixed-term workers among non-standard workers, both of training participation and training duration affected the transition from non-standard position to regular position. The result that both training effects on wage and on employment were positive just in the fixed-term workers might be interpreted owing to the clear employment contract relation between employer and employees.

• Journal of Technology Innovation
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• v.21 no.3
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• pp.73-94
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• 2013

The prinary cause of the decreasing SME's competitiveness in technology is the intensifying human resource shortages. The government supports a part of labor costs for SMEs as a means of policy. There are two ways of supporting labor costs for R&D personnel. One is to hire R&D personnel first then support their partial labor costs. The other is to support labor costs first for R&D personnel in national R&D programs then hire R&D personnel. This study analyzes the effectiveness of two different ways by classifying sales, no. of employees, R&D expenditure, no. of researchers, and no. of MA/Ph.D. researchers. In terms of employing researchers with MA or Ph.D., the effectiveness on employment subsidy is significantly higher than that of R&D subsidy. Its effect has been relatively high in non-metropolitan areas and manufacturing industry.