• Journal of Korea Port Economic Association
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• v.33 no.3
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• pp.35-52
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• 2017

Interest and demand in heavy cargo logistics is increasing and becoming more diverse as economic scales have expanded and manufacturing activity has increased. Although cargo moves via maritime and/or land transportation, there is currently insufficient research on the actual condition of heavy cargo logistics. The purpose of this study is to carry out an in-depth analysis of heavy cargo laws, systems, logistics patterns, and current transportation status. By proposing measures to solve existing problems, this study aims to make an important and ongoing contribution to the scarcely studied field of heavy cargo logistics. The result of regression analysis on the main seven factors show that transportation frequency and law/system structure have a positive effect on working conditions. Furthermore, the result of correlation analysis on the main seven factors show that the cargo weight variable is highly positively correlated with cargo size. Also, the working conditions variable is highly positively correlated with the law/system structure. Detailed proposal measures to solve existing problems are summarized as follows. First, it is necessary to establish a clear concept of heavy cargo as numerous existing definitions differ. Second, laws and provisions relating to maritime and land transportation of heavy cargo need to be established and consolidated as current applicable legislation is insufficient. Third, the classification system for heavy cargo transportation needs improvement. Fourth, it is necessary to improve transportation performance statistics and the aggregate criteria system. Finally, the management system of heavy cargo also needs improvement.

• Proceedings of the KHMA Conference
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• 2011.11a
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• pp.269-269
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• 2011

• 인삼약초
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• v.1 no.4
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• pp.42-49
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• 2004

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.362-369
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• 2015

This empirical research mainly investigates the relationship between work-family conflict and organizational performance. Three key variables apply for the empirical research; work-family conflict, organizational performance, and family-friendly HR practices. A total of 230 questionnaires is collected from mid-sized companies for hypothesis testing. The empirical analysis shows that work-life balance has a great importance on workers' job satisfaction and intention to leave. The family-friendly HR practices play a moderating role between work-family conflict and organizational performance. The findings support the fact that achieving work-life balance enhances organizational performance and using family-friendly HR practices is an ideal for balancing between work- and family life.

• Journal of Technology Innovation
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• v.19 no.2
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• pp.1-23
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• 2011

In general, if employees recognize that their career are tied up, their overall level of job commitment and job satisfaction are decreased which eventually negatively affect individual performance. Especially, career development in the high specialized job like R&D task is more important than other jobs. While the previous studies showed interest in the negative consequences of career plateau, this study aimed at finding out the antecedents of career plateau. By diving the antecedents of career plateau into organizational level and individual one, we conducted direct effect and interaction effect of antecedents variables on career plateau. The empirical results using employees belonging to government funded R&D institute showed that career development practice and work experience in other institutes have negatively related to career plateau, while age has positively related to career plateau. In addition, the interaction effect between career development practice and work experience in other institute was also significant.

• Journal of Navigation and Port Research
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• v.44 no.6
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• pp.534-540
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• 2020

Like most developed countries, South Korea is experiencing a severe lack of seafarers. Because young people's demands for a high quality of life has led them to seek shore-based careers. The wage difference between seafaring and shore-based careers has been decreasing gradually, however South Korea's unique Boarding Service Reserve System Policy has helped recruit and retain young sailors and, since 2017, the government has focused on creating new jobs and stabilizing the status of irregular workers in both private and public sectors. It specifically established the Economic, Social & Labor Council to carefully analyze seafarers' employment stability, which previously had been overlooked in the country. This research used the Binary Logit Model (BLM) to analyze the determinants of seafarers' employment stability in both permanent and non-permanent positions. We found that seafarers' employment stability correlated highly with their education level. This means that seafarers who graduated from the above mentioned two maritime universities would have more job stablity than those who graduated from maritime high schools or general universities. Other independent variables, such as the shipping company, vessel, hip management companies, work assignment, rank, and license had no significant impact on employment stability.

• Journal of dental hygiene science
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• v.14 no.1
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• pp.43-50
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• 2014

The purpose of this study was to examine the influence of internal marketing activities on motivating dental hygienists in dental hospital in an effort to be of use for setting strategies geared toward boosting the productivity of dental hygienists. The findings of the study were as follows: Concerning internal marketing activities by general characteristics, the dental hygienists who received 4-year college or higher education received more education than the college graduates ($p{\leq}0.001$). As for the leave system, the dental hygienists who worked in general hospitals (p=0.011) and sited in Chungcheongnam-do ($p{\leq}0.001$) replied more leaves were provided. In terms of welfare benefits, there were significant differences in those regards according to the type of hospital (p=0.029) and service area ($p{\leq}0.001$). As to the reward system, their responses about this system were similar to their responses about education & training, leaves and welfare benefits. The motivating factors consisted of 6 motivation factors and 10 hygiene factors. The motivation factors included an opportunities to develop ability and appropriate training to their work. The hygiene factors involved implement of policies and procedures, work environments, relationship with colleagues. Regarding awareness of the motivation factors by general characteristics, there were differences in that aspect according to age (p=0.043), and their awareness of the hygiene factors was different according to service area (p=0.038). As a result of analyzing which factors affected motivating, the leave system (p=0.038) and communication (p=0.001) that belonged to the internal marketing activities were identified as the influential motivation factors. In terms of the hygiene factors, age and service area were influential among the general characteristics (p=0.047, p=0.045). Above findings of the study suggest that it will be possible for dental institutions to ensure successful management by conducting internal marketing activities tailored to the characteristics of their organizational members and by motivating dental hygienists especially through communication.

• Food Industry
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• s.186
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• pp.103-106
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• 2005

1. 중국 국가질량감독검험검역총국(이하 ''질검총국'')은 모든 포장된 수출입식품, 중국 국내에서 개별포장(분장)되는 식품, 면세 및 국제선 기내에서 판매되는 식품의 표시사항에 대한 심사허가제도를 운영하고 있습니다. 2. 동 제도에 따르면 수출입자는 각 지방검사검역기구(ciq) 또는 질검총국에 소정의 서류와 샘플을 제출하여(수수료는 건당 300mb) 허가를 신청하여야 하고 담당부서는 적합한 경우 $\ll$수출입식품 상표심사증서$\gg$를 발급해 주고 있습니다(처리기한 근무일 기준 13일). 수출입 신고시 동 증서를 제출하여야만 식품 통관이 가능합니다. 3. 동 제도 관련 당관에 민원인들로부터 문의가 증가하고 있어 관련자료 전문 국문번역하여 게재하니, 관련업계는 참고하시기 바랍니다.

• Journal of Digital Convergence
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• v.18 no.2
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• pp.13-21
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• 2020

As Korea's low birth rate has become a serious social problem, various government-level policy initiatives have been proposed to introduce and expand family-friendly personnel systems for work-family balance. The main causes of low birthrates in Korea are the increased participation of women in economic activities and the difficulties of work-family balance. As part of women's policy, support policies were introduced at various levels such as family-friendly institutions and flexible working systems, but they did not have much effect as an alternative to low birth rates. The implications of family-friendly institutions within the organization beyond low birthrates, which are continuously present, have greater implications at the time of new social transformation. This paper will investigate and discuss the implications of family-friendly policies and the implications of the flexible working system in the civil services.

• 월간 기계설비
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• s.322
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• pp.112-115
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• 2017

근로기준법상 법정근로간은 1일 8시간, 주40시간입니다. 정부는 4월 14일부터 인사혁신처를 시작으로 금요일 조기퇴근제를 실시할 예정이라고 하는데요. 주40시간 범위내에서 월~목까지 매일 30분씩 연장 근로하는 대신 한달 중 금 1회 오후 4시에 조기퇴근하는 방식으로 운용될 예정이라고 합니다. 공공기관에서는 이미 유연근로시간제가 실시되고 있는 사업장도 있고 별도 연장 근무 없이 Family day 또는 culture day 등으로 명명하고 월 1회 조기 퇴근하는 제도를 운용하고 있기도 합니다. 기존에 자율적으로 기업형편에 따라 실시되었던 유언근로시간제와 더불어 금 조기퇴근제도는 공기업을 중심으로 좀 더 확대될 것으로 보입니다. 다만 국가공무원법이 적용되는 공무원과 달리 민간부문에서 유연근로시간제도를 도입하고자 할 경우에는 근로기준법을 준수하여야 하므로 법률에서 정한 유연근로시간제도의 유형에 따라 취업규칙의 변경 또는 근로자대표와의 서면합의 등의 절차를 거쳐야 합니다. 금요일 4시 조기퇴근제도는 탄력적 근로시간제도의 일 유형이라고 볼 수 있기에 이번 호에서는 탄력적 근로시간제도에 대해 알아보고자 합니다.