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Sung, Nak-Il;Jo, Dong-Hyuk
- Korea journal of population studies
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- v.33 no.3
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- pp.1-30
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- 2010
This study examines difference in age at marriage between spouses and more importantly, investigates into the economic and social factors affecting the ratio or probability of wife-older marriages. Empirical analysis is carried out by applying both logit model and multinomial logit model to an independently pooled cross-section over 2004-2007. The data was collected mainly from the micro data service system of the Statistics Korea. Empirical results indicate that a wife-older marriage was more likely as a wife was more educated and was a larger income earner than a husband. On the other hand, a wife's educational and income level themselves had few systematic relationships with the probability of a wife-older marriage. The probability of a wife-older marriage tended to decrease(increase) when a husband's(a wife's) marriage was the second' The study calculates the average marginal effect of difference in the income level between spouses on the probability of a wife-older marriage, which is -0.007. That is, the probability of a wife-older marriage increases by 0.7% as a husband's income level is 1 million Korean Won less than a wife's. This results presents empirical evidence against widely distributed misconception on wife-older marriage in the mass media.
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Suh, Yong-Han;Toshihara, Yabu
- Management & Information Systems Review
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- v.36 no.2
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- pp.207-221
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- 2017
The career management concept is changing rapidly in the career management field in recent years. It becomes very difficult to have a lifetime employment within the same firm. As there is career interruption that is pervasive phenomenon in the women's career management area, many academics and practitioners have been interested in it. The purpose of this study was to examine the influence of women's career-interruptions as the effective career strategy on career development actors and career success. To test the effects of the proactive career management of career-interrupted women, data were divided into two groups including proactive career management group and general career management group based on whether career-interruptions are voluntary or not. The results showed that the proactive development actors was significantly different depending on women's proactive career management and general career management group. First, proactive-career women were more self-directed to learn and have a significant impact on developing skills through training. Second, the career successes were not significantly different depending on and general career management group.
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