• Journal of the Korea Convergence Society
• /
• v.11 no.1
• /
• pp.83-88
• /
• 2020

The purpose of this study was to investigate the optimal position among three manual muscle tested positions for upper trapezius in which to obtain an isolated upper trapezius EMG signal for the normalization of upper trapezius muscle EMG activity. A total of 28 healthy adult men participated in the experiment. The UT (upper trapezius) and LS (levator scapulae) muscle activities were measured using the TeleMyo 2400T and analyzed using MyoResearch software. The muscle activity of the US and LS was measured by performing three manual muscle test positions for the upper trapezius. The UT/LS ratio during the S-MVIC was 80.25 and was significantly higher than that during the T-MVIC (76.50; p = 0.011) and the C-MVIC (60.95; p < 0.001). And, the UT/LS ratio during the T-MVIC and was significantly higher than that during the C-MVIC (p < 0.001). Based on the results of present study, we suggest a switch from T-MVIC to S-MVIC for the independent normalization reliability of upper trapezius EMG activity. The UT muscle strength or normalization test using S-MVIC will be able to measure muscle strength or activity of UT compared to previous measurement methods.

• Journal of Digital Convergence
• /
• v.13 no.7
• /
• pp.33-45
• /
• 2015

Present study aims to describe who are the non-regular female workers in South Korea. The dominant form of employment of Korean female non-regular workers is characterized by instable contract, low wage, long-time work and exclusion from the state and occupational welfare. Also, non-regular female workers are not homeogenous but there are various groups of women among female non-regular workers including young part-time workers, high educational middle class contract professionals, particular contract workers such as home-schooling teachers. However, it would worth noting that over 40s, low-educational, low income, breadwinning women who are working in sales, service, and simple handy job are most likely to become non-regular female workers in South Korea. Those women are the major group among non-regular female workers. The public assistance (in cash) for non-regular workers are necessarily needed for them at this point in South Korea.

• Korean Journal of Labor Studies
• /
• v.23 no.1
• /
• pp.85-127
• /
• 2017

Due to the management innovation policy that was introduced to governmentsupported research institutes (GSRI) in 1998, their employment structure has been continuously changing, with the most notable increase of the number of non-standard researchers and the diversification of employment contracts. This paper examines changes in the employment structure of GSRI over the last 20 years in relation to the introduction and operation of the PBS (project base system), which is a main factor that fundamentally changed the employment structure of research institutes. This paper purposes to analyze the current status of non-standard workers in the science and technology research area through interviewing standard and non-standard researchers. Under the PBS as a principle of organizing their research project, the project-managers cannot help but exploit non-standard researchers to process research within a tight budget. This structure of organizing research projects reinforces the increase of the number of non-standard researchers and diversification of non-standard employment relations. In addition, the wage and working conditions of non-standard workers are getting aggravated in this structure. Considering the characteristics of research institutes, precarious status of non-standard researchers will have negative effects on the development of science and technology.

• Journal of the Korean Society of Safety
• /
• v.22 no.4
• /
• pp.83-89
• /
• 2007

This study is perform to improve the current point at issue of the non-regular employees, comparing the safety and health consciousness of between the regular employees and non-regular employees in manufacturing factory. The investigation is carried out using the statistical analysis. The study presents that most of the non-regular employees answer in the negative the current job satisfaction, work load, work risk, concern on the safety and health, education, occupational safety and health system than the regular employees. For the improvement of these problems, the government's safety and health policy should be changed and acknowledgement of the employer and employee on the safety and health should be improved.

• Korean Journal of Labor Studies
• /
• v.23 no.1
• /
• pp.1-45
• /
• 2017

The aim of this study is to analyze the process of the struggle and bargaining for the change of the employment position of the irregular (in-house subcontracted) workers being at work in the Hyundai Motor Company (HMC) plants into the status of the regular employee of the company, and evaluate the results and limitation of the irregular workers' movement. Since the unionization of irregular workers in 2003, they have carried on the struggle against and the bargaining with the HMC, over the past 10 years and more, making claims for abolishing 'illegal temporary agency work' and for converting their positions into the regular ones. The HMC have gradually altered a confrontational stance against the workers' claim at the early stage, into the bargaining relationship with irregular workers' union. Eventually, the collective agreement on the 'special hiring' of about six thousands irregular workers by the HMC was reached in 2016. We attempt to analyze in depth the overall process by dividing three phases of the movement, according to the criteria of the relationship between the alliance and conflict system, and the cycle of protests of irregular workers. Furthermore, we try to trace the long and winding path of the movement, focusing on the cooperation/conflict relationship within the movement's alliance system, the confrontation/bargaining relationship between the movement and the conflict system, and the critical roles played by mediators (or third parties) between two systems. In the conclusion of the paper, we evaluate the results and limitation of the irregular workers' movement upon the basis of the following points; the convergence of the workers' demands into the prime goal of 'becoming HMC's regular employee,' the breakaway of regular workers' union from the movement's alliance system, and a virtual extinction of irregular workers' union after the final labor-management agreement of 2016.

• Journal of Labour Economics
• /
• v.36 no.2
• /
• pp.37-65
• /
• 2013

This study compares the return to seniority and experience among different groups of workers. Skilled workers in large company appear to enjoy the biggest seniority premium, while non-regular workers and small company workers hardly have any. Trade union did not have significant effect. Return to experience increased especially in large firms. Nonparametric model specification test shows that the biases for returns to seniority and experience of 30 years to be between -25~29%, and -42%~6%, respectively.

• Journal of Digital Convergence
• /
• v.15 no.11
• /
• pp.581-589
• /
• 2017

The purpose of this study was to confirm the effect of the marital satisfaction, depression, and self-esteem on the quality of life. 131 workers in K area were used for the final analysis. The data collection was conducted from March 15nd, 2017 to April 10th, 2017. The quality of life was measured by means of Korean version of life scale abbreviated version, WHOQOL-BREF. Descriptive statics, t-test, two-way ANOVA, Pearson correlation coefficient and step wise multiple regression with SPSS/WIN 18.0 were used to analyze the data. As a result of study, it was confirmed that regular workers were higher than irregular workers in the quality of life, marital satisfaction, depression, and self-esteem all. The quality of life was explained by the martial satisfaction, depression, averagely monthly pay, and spouse relationship as 34.3%. It is necessary to essentially implement the government's support and the corporate cooperation for the improvement of working condition in order to enhance the life quality of workers. Also, workers need to give value to themselves leading their life and form a positive relationship with people around them not to let their family life be negatively affected due to the employment stress.

• The Journal of the Korea Contents Association
• /
• v.12 no.5
• /
• pp.459-469
• /
• 2012

The purpose of this study is to analyze the domestic travel activities by job characteristic and derive implications to improve the domestic tourism by using 2010 Korea National Tourism Survey data(Ministry of Culture, Sports and Tourism). We classified survey samples(1,813 persons) by 6 job characteristic categories and compared the domestic travel activities(number of travel, day of travel, expenditure of travel). As the results of analysis, the domestic travel activities of paid worker, full-time worker, employers with a 500 or more workers, biweekly five-day worker are more than non-paid worker, part-time worker, employers with a 10 or less workers, worker who work six to seven days a week.

• Korean Journal of Social Welfare
• /
• v.52
• /
• pp.201-221
• /
• 2003

This paper aims to examine whether there are significant differences in various aspects of a household's arrangements by type of employment of married woman; 1) the extent of the division of labor, 2) the authority of decision making, and 3) financial and expenditure responsibilities. It also investigates the determinants of gender equality in the family. Based on data collected in the fall of 2002 from a representative sample of the Korean population, this study finds that nonstandard employment of married woman including temporary work and daily basis work does not contribute to gender equality within the household, although most of nonstandard employees are full-time workers. However, standard employment of married woman contribute to gender equality in the family. The results of this study show that husbands whose wives are standard-employed are more likely to take part in housework chores that are female-dominated, and standardly employed wives are more likely than non-standardly employed or housewives to take part in the household's financial and expenditure responsibilities. Standardly employed wives also have more power in decision making process within households. On the contrary, non-standardly employed wives gain no advantage over housewives within their families, due to lack of bargaining resources that enable them to affect the household's arrangements. Thus, they have confronted additional burdens, which stem from carrying the dual role of doing house work as well as paid work. Such increasing work-family conflict may bring about disruption of family. Therefore, this study maintains that it is high time that government-level efforts should be made in order to improve the status of irregularly employed wives in the workplace.

• Journal of the Korean Regional Science Association
• /
• v.33 no.2
• /
• pp.3-23
• /
• 2017

This study aims to understand how human capital is related to the inter-regional wage gap between the capital region and the non-capital region in Korea. We focus more specifically on whether the inter-regional wage gap is due to high levels of human capital in the capital region or due to high returns to human capital in the capital region. The decomposition method based on the unconditional quantile regression was used to examine how the relationship between human capital and the inter-regional wage gap varies along the wage distribution. When first estimating earnings functions from the two regions to apply this decomposition method, we included not only conventional indicators of human capital, such as education and on-the-job training, but also occupational skills including cognitive-interactive skills, technical skills, and physical skills. As a result, other things being equal, a large part of the inter-regional wage gap was explained by the human capital variables. Although the composition effect of the human capital variables existed in all the wage quantiles, the more important factor was the wage structure effect of the human capital variables. In addition, among the various human capital variables, the wage structure effect of years of education was a key factor in explaining the inter-regional wage gap. This study is meaningful in that it shows that the relationship between human capital and the inter-regional wage gap may vary depending on the wage quantiles.