• 월간 기계설비
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• s.318
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• pp.78-81
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• 2017

최근 이랜드그룹이 그룹 내 외식사업체 근로자 4만4천여명에게 83억 7천여만원의 임금을 미지급한 것이 고용노동부 근로감독결과 적발되어 사회적으로 비난의 대상이 되었다는 보도가 있었습니다. 이랜드그룹의 임금체불액을 포함하여 올해 임금체불액은 1조 4천여억원으로 사상 최대 금액에 달한다고 합니다. 임금생활자에 대한 체불은 해고와 더불어 생존권을 위협하는 일임에도 임금체불에 대한 실질적인 법적 제재가 크지 않아서인지 체불액은 줄어들고 있지 않습니다. 근로자들의 권리의식이 신장되고 포털사이트 및 인터넷을 통해 법률정보의 취득이 대중화되고 무료상담 등도 늘어나면서 재직 중에 못 받은 각종 수당 등을 퇴직 후에 청구하는 사례 등도 늘어나고 있습니다. 특히 기간제 근로자 및 단시간 근로자의 연차휴가수당, 주휴수당, 시간외근로수당과 관련하여 중소기업 사업주들이 잘못 알고 있는 경우가 많은데요. 이랜드그룹의 경우도 아르바이트 직원의 연차휴가수당, 시간외수당, 휴업수당 등이 문제가 된 경우입니다. 임금체불이 줄어드는 2017년이 되길 바라면서 이번 호에는 기간제 및 단시간 근로자의 주휴수당, 연차휴가수당, 시간외수당에 대해 알아보고자 합니다.

• Land and Housing Review
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• v.14 no.1
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• pp.1-16
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• 2023

This study examines the housing-related characteristics of unmarried youth using occupational history data from the 10th-14th (2016-2020) youth panel (YP2007) of the Korea Employment Information Service, and the characteristics of housing and employment. Their effect on marriage intention was empirically analyzed. The results of the analysis show that highly educated people, high-wage workers, household heads or economically independent young people, and young people in good financial conditions have a high willingness to marry. Their economic conditions are very important factors. Among the young employed who have become economically independent from their parents, full-time permanent workers, workers at large corporations, and highly waged youth showed a strong desire to get married. On the contrary, young people who are insecure temporary/daily workers, workers at small firms, and low-wage workers show a low willingness to marry. In conclusion, the results imply that young people who are in a vulnerable state in the labor market are giving up or delaying their marriage. Therefore, it is necessary to enhance policies to provide better employment opportunities for youth and, simultaneously, revamp the policy measures to enhance housing conditions.

• International Commerce and Information Review
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• v.10 no.2
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• pp.189-209
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• 2008

This paper discusses the practical improvements for state government promotion programs to strengthen export competitiveness of small and medium trade business in the province to meet the needs of e-trade. This paper, first of all, describes how the problem on this subject relates to the existing literatures. It provides theoretical background about what programs mainly influence the export competitiveness of the province's small and medium business. Based upon the above results, the questionnaire for the analysis was grounded. The approach methodology is IP(Importance-Performance) analysis of satisfaction. The analysis collected the relations between the implementation and the satisfaction of 159 firms on the export promotion programs provided by its associated organizations. The I-P analysis results also reported that the organizations provided with the programs were listed in highly order of satisfaction as follows; KOTRA, Small and Medium Business Administration, Small Business Corporation, Gyeongbuk Internet Trade Center. Even though limitations of this paper exist, it can find provide the frames of ideal export promotion programs to meet the needs of a new era of trade.

• Korean small business review
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• v.42 no.3
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• pp.275-304
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• 2020

The purpose of this study is to present implications for revitalizing start-ups and contribute to enhancing the success rate of start-ups by clarifying factors and processes for converting workers with knowledge, experience and networks in related fields into entrepreneur. Based on the Shapero's Entrepreneurial Event Model, this study demonstrated whether the job insecurity and entrepreneurship of the workers were precipitating events of the entrepreneurial intention and whether the perceived desirability and feasibility of the entrepreneurial behaviour mediated between them. According to the results of the study, first, it was confirmed that job insecurity, innovativeness, and risk-taking of workers are factors that increase the entrepreneurial intention. Second, the indirect effect of perceived desirability between all components of job insecurity and entrepreneurial intentions was not significant, but all components of entrepreneurship appeared to improve entrepreneurial intention through perceived desirability. Third, it has been confirmed that job insecurity, innovativeness, and risk-taking strengthen the entrepreneurial intention through the perception of feasibility for entrepreneurial behavior. Through this study, it is confirmed that in order to convert workers into entrepreneur, it is necessary to strengthen entrepreneurship education and support for internal ventures for workers to increase their positive attitude and confidence in implementation. Therefore, it is expected to help solve job problems and revive the sluggish economy by contributing to boosting start-ups.

• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.73-103
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• 2005

This study takes of youth panel data(2002-2003), there is the purpose to know to youth employed's labor mobility conditions of employment status conversion and examine on factors affecting conversion of employment status. Main analysis result and policy imply, is as following. First, although youth employed's non-standard employment shows some decrease, employment youth hierarchy was construed that youth of our country is consisting very changefully because appear great turnover that is converted by unemployment or Not economically activity population same period. Specially, non-standard employment phenomenon of woman or low in scholarship person appeared notedly, and because phenomenon that is converted by unemployment or Not economically activity population is expose that is deepened, discriminating policy of government dimension is required for employment stabilization of these class. Second, show result that danger to escape to non-standard job risk trap which seeking employment activity of youth class is arranged case or company which is formed by official path is suitable becomes low, must formulate path of employment about youth class and improve qualitative level of employment through suitable job placement education of youth class or function (technology) level. Third, when was construed, but take into account that the although large enterprise have low risk in non-standard job, recently employment of youth class consists very limited, rather small scale business or smaller enterprise's competitive power preferably need to be plan. Finally, danger to non-standard job youth employed's company form is government connection wonder was expose that high, Such result can do that it is difficult by limited research period, but reflect actuality that youth unemployment policy of our country is enforced laying stress on public labor or unregular job employment such as internship system. Therefore, current youth unemployment policy may have to change by employment policy that can secure stable work record by youth class or act as bridge-building that promote conversion by full-time job.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.195-230
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• 2017

This study combined Youth Panel Data(2009~2014) to analyze youth employees' turnover determinants by business scale and wage effects and the results are as follows: First, the turnover rate of youth employees was analyzed and as a result, the average turnover rate in 2014 was 26.3% and was found to be small company 25.6%, medium-sized company 25.1%, large company 17.2% in terms of business scale (based on regular permanent position), showing that the larger the company size, the lower the turnover rate. Second, turnover reasons of youth employees were found to be dissatisfaction with working conditions 40.3%, job mismatch 39.2%, personal reasons 11.8% in order and turnover by job mismatch was higher in large companies (41.5%) than in small and medium enterprises (38.5%). Third, job satisfaction and job-major agreement depending on the status of turnover were analyzed and as a result, the lower the job satisfaction and job-major agreement, the higher the turnover rate in all areas. Fourth, scale turnover determinants by business scale were analyzed through panel regression analysis and as a result, variables significantly affecting turnover were analyzed to affect objective working conditions such as wage and employment type and job satisfaction and 'job-level of education skill level major'agreement variables to lower the turnover rate as well. Fifth, wage effects depending on the status of turnover were estimated and as a result, the wage level of youth employees who changed their job was lower than that of youth employees working in the same company by about 3.1% and this wage gap was further expanded over time. But, turnover of changing employment type(temporary position${\rightarrow}$regular permanent position) and company size (small and medium enterprise${\rightarrow}$large company) was not the case. Therefore, in order to reduce the turnover rate of youth employees, it is necessary to increase overall job satisfaction and job-major agreement with objective working conditions and working in the same company for a long period of time rather than changing jobs frequently can be said to be rational choice in terms of youth employees.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.237-245
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• 2016

Anxiety for employment of workers has been increased due to rapid change of management environment, which tends to increase psychological instability on the job of all workers. Accordingly, this study examined the moderating effect of self-efficacy between job instability and organizational citizenship behavior. The research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. 500 sheets of the questionnaire were distributed from August 5, 2015 to August 30, 2015. Among them, 321 were collected with 64.2% of the response rate. Total 312 sheets were used for analysis excluding 9 sheets with incomplete answers. The results are as follows. Firstly, it proved that job instability had negative (-) effect on organizational citizenship behavior. Secondly, in the relation between job instability and organizational citizenship behavior, there was moderating effect of self-efficacy. Accordingly, if self-efficacy of the workers is higher in the threat of job instability, it means organizational citizenship behavior would increase. In conclusion, in the current situation where there is instable survival of corporation and job, the management of small and medium manufacturing company needs to increase self-efficacy through training and internal reward to employees. The limit of the study is that the research subjects were employees of small and medium companies in the manufacturing industry in Daejeon-si, Sejong-si and Chungcheongnam-do and Chungcheongbuk-do. Accordingly, as situational peculiarity may be observed, it is required to have expanded study to more various areas, works and industries.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.4
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• pp.177-191
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• 2023

This study analyzes the types of linkages between major projects used by firms that attracted venture capital among firms that received government support in the field of SME startups. It identifies the types of linkages between support programs related to attracting venture investment and verifies the usefulness of integrated and cooperative support. The main findings of this study are as follows. First, Startup Success Packages, Startup Foundation Funds*, Youth Entrepreneurship Centers, and Training are the main programs used by startups and venture firms, and support-implementing agencies use these programs to provide support for each stage of growth. Second, the majority of startups and venture firms receiving policy support for job creation and manpower enhancement projects. Third, export-type growth companies receive continuous support from MSS, MOTIE, MSIT, and KIPO. Fourth, job creation programs drive the employment performance and creation of companies. Fifth, local government support projects tend to rely heavily on central government support programs. Sixth, growth companies in the startup and venture sector have a clear link to credit guarantee scheme by KIBO. These findings provide empirical evidence on the necessity and feasibility of integrated and collaborative support, and are expected to contribute to the direction of better support policies.

• Industry Promotion Research
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• v.2 no.1
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• pp.39-44
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• 2017

The purpose of this study is to analyze the effect of the Naeil Chaeum deduction system on job satisfaction. The results of the study are summarized as follows. A total of 159 small to medium-sized enterprise workers participated in the deduction for Naeil Chaeum. The data were analyzed using SPSS Statistics 20, which included frequency analysis, factor analysis, reliability analysis, correlation analysis, regression analysis, and post analysis. First, the suitability of the method of the Naeil Chaeum deduction system has the highest positive effect on the job satisfaction. Second, the correlation of job satisfaction after filling in Naeil Chaeum deductions showed that fitness (p <.01, ${\beta}=.307$) and efficiency (p <.01, ${\beta}=.296$) had a significant effect on job satisfaction. Third, the analysis of the difference of job satisfaction according to the academic ability of the workers who were enrolled in Naeil Chaeum deduction system was analyzed that professional college graduates (2.08) were higher than job college graduates (1.99).The purpose of this study is to analyze the impact of the Fill - Down System on the job satisfaction by analyzing the importance of quality of life, job satisfaction, and muscle strength, analyzing the difference according to the demographic characteristics of the workers, And helping to stabilize the work life, and to verify the effectiveness of the study.

• Journal of Convergence for Information Technology
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• v.11 no.11
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• pp.345-352
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• 2021

This study examines the status quo of the support system for companies of persons with disabilities in Korea, and then estimates the corporate income tax reduced from a special taxation system, same as one applied to social enterprises and standard workplace for persons with disabilities, using 「Data for registered companies of persons with disabilities」(2020.6) by the Disable Enterprise Business Center. Now companies of persons with disabilities have more than 87% in the business continuity rate, and their employment rate of the average rate for 2015-2017 is higher than public institutions and private companies, which is in line with the government's employment promotion policy for the disabled. However, article 14 (Support in Taxation) of the 「Act On The Facilitation Of Entrepreneurial Activities Of Persons With Disabilities」 is still declarative and optional. Meanwhile, the corporate income tax reduced by a simulation method was calculated to be about KRW 130.1 billion for 5 years (KRW 26.02 billion per year). In this context, when comparing the tax revenue to be reduced with a positive effect by securing the effectiveness of Article 14, it can be said that the tax support for companies of persons with disabilities is feasible.