• Journal of Korean Society of Transportation
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• v.16 no.1
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• pp.35-46
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• 1998

본 연구의 목적은 직장인과 비직장인들의 일일교통발생량과 관련된 시간적 요인들과 인구 및 사회.경제적 변수들의 관계를 비교.분석하는 것이다. 이러한 분석은 도심내 직장인과 비직장인들의 교통발생특성뿐만 아니라 교통방생행위 예측을 위한 기초적 이해를 제공한다. 본 연구의 대상 직장인과 비직장인들의 교통발생행태는 미국 텍사스주 샌 안토니오시에 살고 있는 사람들로 한정하였다. 본 연구에서 관련자료의 비교.분석한 결과 첫째, 직장인들의 평균 일일교통발생량이 비직장인들 보다 많다. 주활동 이전의 직장인의 교통발생량은 비직장인들보다 적고, 주활동 이후에는 직장인들이 비직장인들보다 많은 교통을 발생시키고 있다. 특히, 오후 교통혼잡시간대 직장인들의 교통발생이 비직장 인들보다 많은 차이를 나타낸다. 둘째, 두 집단의 주활동 기간은 그 밖의 다른 활동에 소비한 시간과 주활동 전후의 교통발생수와 반비례 상관관계를 갖는다. 주활동의 시간의 다소에 따라 다른활동을 위한 시간적 여유와 교통량과 밀접한 관계 때문에 주활동의 시간은 교통량분석에 있어 결정적 변수이다. 마지막으로 출근하기 이전 직장인들의 교통량은 사회.경제적 변수들과 관계없이 독립적으로 발생되나, 퇴근한 이후에는 모든 인구 및 사회.경제적 변수들과 밀접한 함수관계를 갖는다. 비직장인들의 교통발생은 자동차 보유대수와 경제적 여유수준과 밀접한 관계를 나타낸다.

• Journal of Labour Economics
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• v.31 no.1
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• pp.29-57
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• 2008

We construct a unique panel data by using Korean Economically Active Population Survey (KEAPS) from 2003 to 2007 to estimate the returns to different types of job mobility among men. By adopting Mincer(1986)'s method, we estimate the wage change to job mobility after controlling the sample selection bias. There are four different types of job mobility that are concerned in the study: (1) voluntary job-to-job changes without experiencing unemployment, (2) voluntary job changes with experiencing unemployment, (3) involuntary job changes due to layoffs, and (4) involuntary job changes due to discharges. Our findings indicate that Korean men who changed jobs without experiencing unemployment realized wage gains of 7% while those who changed jobs through unemployment period lost 10% of their wages. Among those who changed jobs involuntarily and went through unemployment, the workers who discharged from the previous jobs realized substantially greater wage loss.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.185-202
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• 2023

The COVID-19 pandemic catalyzed major changes in our work environment, underscoring the critical role of workplace flexibility. While a wealth of research exists on specific flexible work strategies and schedules, a broader understanding of workplace flexibility has been somewhat overlooked. This study aimed to bridge this gap by examining the correlation between workplace flexibility and organizational commitment. Our sample consisted of 300 employees from foreign businesses in the ICT(information and communications technology) service sector and the manufacturing industry, along with those from the top 50 leading Korean enterprises. We bifurcated workplace flexibility into two distinct categories for this study: quantitative and qualitative. Our results revealed that within the quantitative category, the flexibility of continuity of work and flexible place significantly enhanced organizational commitment. Interestingly, the flexibility of work schedules didn't have a marked impact on commitment levels. On the qualitative side, job autonomy and teamwork emerged as significant drivers of organizational commitment. It's worth noting that qualitative aspects of workplace flexibility had a more pronounced effect on organizational commitment than the quantitative elements. These findings highlight the necessity of approaching workplace flexibility from a comprehensive perspective, embracing both its quantitative and qualitative dimensions. For businesses aiming to maximize the benefits of flexibility, it's essential to cultivate a culture of open communication, champion collaboration, and prioritize job autonomy and teamwork. Establishing a work environment that actively supports feedback-oriented communication stands as a key component in this endeavor.

• Korean Journal of Childcare and Education
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• v.6 no.2
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• pp.17-37
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• 2010

The purpose of this study is to understand principals' difficulties in opening procedure of employer-supported childcare center. Participants of this study were 5 principals of employer-supported childcare center. This study was carried out as a qualitative study with several in-depth interviews in group and individually. The results of this study were as follows: Principals of employer-supported childcare center have hard time 1) due to the lack of understanding of the person in charge about the distinctive nature of childcare center 2) in the relationship with consignee 3) due to collective demands of parents 4) because of the complex administration system 5) because of operation applied to the characteristics of the consigner.

• Journal of Labour Economics
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• v.28 no.3
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• pp.39-76
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• 2005

This study examines the job changes of the youth university graduates in Korea. The pattern of job changes get observed in the Unemployment Insurance Database. This data enables us tracing all job changes in the labor market. The average number of job youth graduates have for four years from graduate is 1.68. The more jobs youth have, the longer total tenure youth have. Youth are much more likely to change careers to different occupation or industry. They move usually into upper occupations but small establishments. They enhance the level of wage through job changes. The science and engineering graduates are more likely to change jobs than the humanity and social science graduates. The higher the level of wage they get is, the lower the probability of their job change is. Those who have good scores in Scholastic Aptitude Test are less likely to change job.

• Advances in pediatric surgery
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• v.15 no.1
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• pp.58-63
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• 2009

환아는 4개월부터 직장 탈출증과 심한 변비를 보였으며, 9개월에 질로부터 대변이 배출되는 증상을 나타냈으나 검사상 우측 이상 형성 콩팥 및 이소성 요관 이외 특이 소견이 없어 경과 관찰을 시행하였다. 16개월에 전신 마취하에 이학적 검사를 시행하여 누공을 확인하였고 이를 통한 대장 조영술에서 직장 중복증을 진단하여 수술을 시행하였다. 수술 시야에서 직장부터 횡행 결장에 이르는 관형의 뒤창자 중복을 확인하고, 직장-질 누공을 분리하고 결장 및 직장에는 중격절개술을 시행하였으며, 동반된 기형인 이소성 요관과 무기능 우측 신장은 절제하였다. 환아는 수술 후 3년간 잘 지내고 있다. 직장-질 누공을 동반한 관형의 뒤창자 중복은 매우 드문 선천성 기형으로 저자들의 경험을 문헌 고찰과 함께 보고하는 바이다.

• 건강소식
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• v.35 no.11
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• pp.18-20
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• 2011

대장암은 결장과 직장에 생기는 약성의 종양을 말하며, 암이 발생하는 위치에 따라 결장에 생기는 암을 결장암, 직장에 생기는 암을 직장암이라고 하고, 이를 통칭하여 대장암 혹은 결장직장암이라고 한다. 대장암의 대부분은 대장의 점막에서 발생하는 선암이다. 선암의 대부분은 선종이라는 양성 종양(폴립, 용종)이 진행되어 발생하며 선암 이외에도 림프종, 육종, 편평상피암, 유암종 등이 발견된다.

• 주택과사람들
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• s.81
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• pp.143-166
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• 1997

보건복지부에서는 보육대상아동에 비하여 부족한 직장 및 민간보육시설을 조속히 확충하여 아동의 건전한 보육과 여성의 경제활동 참여기회를 확대하고자 ''94년부터 직장 및 민간보육시설 설치자금 융자사업을 실시하고 있는 바, ''97년도 직장 및 민간 보육시설 설치자금 융자계획''이 다음과 같이 실시되오니 회원사에서도 이를 적극 검토$\cdot$활용하시기 바랍니다.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.293-303
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• 2015

This study examined the relationships among work-family role conflicts(WFC, FWC), work distress(WDIS), and life satisfaction(LS) for female workers using child daycare center in workplace. From the data of 137 female workers, it showed statistically significant results that FWC on WDIS and WDIS on WFC were positive. It also demonstrated the degree of WFC was higher, the LS level was lower. The results revealed not only WDIS fully mediated between FWC and LS, but also WFC partially mediated the relationship between WIDS and LS. Comparing to the previous studies that failed to tell the directions of work-family role conflicts on LS, this study distinguished the bi-directional work-family role conflicts in searching for causal relationships among WFC, FWC, WDIS, and LS. This study recommended further studies for comparing female workers using child daycare center in workplace or not.

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.378-385
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• 2011

The purpose of this study was to investigate the relationship of job-stress, job-family conflict, and mental health according to lifestyles of married office worker. Data were collected by structured questionnaires form 185 married office worker by convenient sampling methods from May to August 2011. In our research outcomes, it found that job-stress was positively related to job-family conflict in the self-belief type, family-centralized type, heeding duty type and creative type. Job-family conflict was negatively related to mental health in the heeding duty type. And job-stress was positively related to metal health in the creative type and individual success pursuing type. These findings show that it is necessary to develop therapeutic psychosocial nursing intervention and to locate social-support-resources for reducing high job-stress, solving job-family conflict, and improving mental health in the married office worker.