• 한국사회정책
• /
• v.19 no.2
• /
• pp.69-97
• /
• 2012

This study has sought to analyze factors affecting work and work preference of older adults at national and individual level. A few theoretical hypotheses such as economic need versus job opportunity (or employability), attitude toward paid work, pull effect versus push effect were tested for citizens in eighteen OECD countries with International Social Survey dataset(2005) using multi-level analysis. Main findings are as follows. First, most older adults wanted to work regardless of the socio-economic status, which implies that non-work of older adults would be due to involuntary constraint rather than voluntary choice. Second, there existed class inequality in that the higher class tended to involve paid work more than the lower class did among 55-64 age group. Third, the push factor such as part-time employment ratio, rather than the generosity of social security, explained the work and retirement patterns better. In conclusion, at least from the comparative perspective, the main problem of older adults' work seems to be of labour demand rather than of labour supply, to be of labour market structure and work opportunity rather than of the pull factor.

• Journal of the Korean Regional Science Association
• /
• v.35 no.2
• /
• pp.59-71
• /
• 2019

Korea's average annual working hours are among the highest in the OECD. Such long-term work has been a factor that reduces the quality of life by discouraging workers' productivity and interrupting the compatibility of work and family, prompting the government to encourage flexible work systems, such as increasing part-time jobs, but a lack of quality part-time jobs. Part-time work enables flexible labor for workers, but at the same time, workers will involuntarily opt for part-time work as they have poor working conditions and negative social views. In this respect, the effect of the working type on an individual's life is expected to be different. In addition, for women, gender gaps exist in the labor market and the impact of part-time work on life satisfaction is expected to differ from men in terms of working and family alike. Using the data from the 2017 "Seoul Survey Urban Policy Indicator Survey", the ordered logistic regression model was used to analyze the cross-effect of working type and sex on satisfaction. The analysis of the study showed that when other factors were controlled, life satisfaction was high in the order of fulltime female, full-time male, part-time female, and part-time male. In addition, further analysis shows that the parttime female workers have the highest probability of choosing low life satisfaction, while the probability of choosing high life satisfaction is the lowest, and full-time male workers have the lowest probability of choosing low life satisfaction, while the highest probability of choosing high life satisfaction is the highest.

• Journal of Industrial Convergence
• /
• v.21 no.4
• /
• pp.13-22
• /
• 2023

Due to COVID-19, organizations are rapidly changing the way they work by providing telecommuting and flexible work, and by expanding Smart Work spaces. In a Smart Work situation, workers have improved their job autonomy to choose their work methods, hours, and places. However, previous studies do not reflect the Smart Work situation and there are limitations to still using the previous job autonomy concept and measurements. To overcome these problems, this study derived job autonomy types such as methods, scheduling, criteria, time, and place applicable to Smart Work environments and verified that the five types of job autonomy have a statistically significant positive effect on Smart Workers' creative behavior. This study is meaningful in that it categorized job autonomy into five types applicable to Smart Work by adding temporal and spatial flexibility to the traditional job autonomy concept such as method, scheduling, and criteria autonomy and provided the basis for subdividing and evaluating the operation performance of Smart Work through multi-dimensional job autonomy verification.

• Korean Journal of Culture and Social Issue
• /
• v.19 no.2
• /
• pp.109-131
• /
• 2013

It is expected that expanded use of smartphone and enhanced information technology will enable smartwork to change individuals and organizations. Smartwork is expected to allow people to perform their roles without barriers of time and space. However, people tend not to accept and actively utilize smartwork. The present study is to examine how important flexibility-willingness is for performance outcome in the context of smartwork. It was hypothesized that flexibility-willingness mediates between perceived smartwork usefulness and work-family conflict. It was also hypothesized based on technology acceptance model that task interdependence and process control moderates the relationship between flexibility-willingness and work-family conflict because the relationship is not consistent. The results show that the mediation effect of the flexibility-willingness is statistically significant. The moderator effects of task interdependence was marginal proved but process control wasn't. From these results, we discussed the theoretical implications of findings, limitations, suggestions for future research in discussion.

• The Journal of Society for e-Business Studies
• /
• v.19 no.3
• /
• pp.23-49
• /
• 2014

Development of smart devices and the network of the company change the way of working. 'Smart work' is a type of work method expected to handle business regardless of the time and space. Therefore, 'Smart Work' is being introduced and gradually expanded in variety of companies. However, despite this popularity its effect is under question. This article reports on the effect of 'Smart Work' through literature review and analyzed the relationship among the worker's job satisfaction, smart work continued usage. The results of this study are expected to help companies to establish strategies connected with 'Smart Work.'

• Journal of the Korean Society of Food Science and Nutrition
• /
• v.43 no.1
• /
• pp.162-171
• /
• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Journal of the Korean Society of Marine Environment & Safety
• /
• v.19 no.1
• /
• pp.71-77
• /
• 2013

Smart work has been gaining more popularity recently. Smart work means that employees perform their works anytime and anywhere as utilizing the information and communication technology. It can be divided into four categories; the mobile office, the home office, the work-at-center and the tele-cooperation. Among them, the mobile office based on tablet personal computers(PCs) or smart phones, employees can exchange information with tablet PCs or smart phones via mobile radio communication networks and portable terminals. Smart devices such as tablet PCs and smart phones help to access intranet system for requests, approvals, information search whenever employees need. This mobile office system for real-time HSE managing can contribute to improve the productivity and work efficiency in a shipyard. In this study, the main goal is to design the specialized mobile application for the HSE management system on the shipbuilding industry. The mobile application including 10 functions is designed based on ooCBD(object-oriented Component Based Development) methodology.