• Journal of Labour Economics
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• v.24 no.2
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• pp.125-162
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• 2001

According to the survey results on non-standard employment, most of the non-standard workers are women and work at service jobs and some jobs that do not require firm-specific skill. Also wages of non-standard workers appear to be lower than those of standard workers by 10~19%. Non-standard workers are very much likely to be excluded from beneficiaries of economic growth because job contents and ability are not important relatively as criteria in determining their basic wage and their benefits are also much lower in severance pay and bonuses, vacations, 4 social insurances, education and training opportunities. Because of very low rate of union membership, the working conditions of non-standard workers are not expected to be improvable easily by unions. It seems that the reason of the demand increase for non-standard workers is mainly because not only an individual establishment demands quantitative flexibility in employment, but also there are tendencies of being smaller in establishment size and of growing service industries macro-economically. The number of non-standard workers are expected to increase continuously in the future, too.

• Journal of Environmental Policy
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• v.8 no.4
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• pp.171-198
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• 2009

The issue of burden sharing between sectors has become a pertinent national issue with respect tothe establishment of national greenhouse gas (GHG) reduction targets, and the means to achieve these targets. This study explores methods for equitable sectoral allocation to reduce GHGs based on an allocation index taking into account relevant attributes in line with national GHG emissions trends and structures. This paper considered potential for GHG reduction, rate of increase of emissions, and ability to pay as suitable criteria for analysis of each sector. As a result of the analysis, it was found that equitable allocation methods have significantly different burden sharing compared to allocation that considers only potential for GHG reduction. Accordingly, further empirical study on various simulations based on national economic impact will be essential for better policy solutions. This study will contribute to applying national allocation plans in a logical, consistent and transparent manner.

• Journal of Gifted/Talented Education
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• v.14 no.3
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• pp.41-52
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• 2004

No educational provision for the gifted and talented works in a cultural vacuum, and this is as true for out-of-school activities as for what happens in school itself. There is evidence that excellence in children's achievements can come from widely differing special provision or from no special provision at all. Cultural influences affect attitudes as to who might be gifted and talented and what might be done for them. Whatever the size and influence of special centres anywhere, there is always overlap between in-school and out-of-school activities. For all styles of provision, cooperation between the two is a vital aspect of success. The major cultural dichotomy in this field is between the perception, usually found in the Far East that 'most children have gifted potential' and the largely Western view that 'few children have gifted potential'. It is safe to say that children who are selected for aptitude and ability, and who are keen to learn, will get more from special enrichment than those who of equal potential who have not had that experience. But this does not necessarily show the provision as the best possible method for enhancing gifts and talents. In fact, I do not know of a single scientific investigation, either cross-culturally or within one country, which compares any aspect of an out-of-school programme with another. As a result it is hard to say what type of provision would be most appropriate and effective in any given situation. Outcomes are also dependent on the enthusiasm, organisation and money put into any scheme - as well as the way youngsters are chosen for it. Some of the largest and most influential out-of-school American institutions were founded on the psychological understanding of human abilities that was current in the 1920s. These early influences of seeking an IQ cut-off point (or equivalent) to identify the gifted still affect their practice. in addition, the big American Talent Searches so often select youngsters for summer-schools not only by their high-level achievements, but also by their parent's ability to pay the sometimes high fees. Opinions about the identification of the brightest children and consequential educational practice underlie all provision for their education, whether in or outside school hours. Because of cross-cultural differences, it would not seem wise to copy any action directly from one culture to another without recognising these influences and possibly modifying the model. The growing trend around the world is to offer high-level opportunities to as many youngsters as possible, so that no keen learner is turned away without even a change of sampling them.

• Journal of the Korean Dietetic Association
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• v.8 no.1
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• pp.33-41
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• 2002

This study has been focused on understandings for the problems of dietitian who perform nutrition service in the field of industry foodservice and then focused on using of its findings as basic material for smooth nutrition service performance through analyzing job satisfaction, job characteristic and its importance of dietitians' task in industry foodservice. A questionnaire survey of 120 nutritionists who have engaged themselves in industry foodservice―60 are under direct management and 60, held in trust―has been performed, and 95 responses (79%) have been collected and categorized, except some unfinished responses. The examined data have been classified statistically by using of SPSS, and then analyzed into frequency, percentage, mean value, standard deviation, and correlation among factors, according to questionnaires. The findings of the research can be summarized as following: The details of the surveyed dietitians were: 20-25 years old on an average; working less than two years; college graduates; mere employees; receiving monthly pay of 70～100 won on an average; working more than 52 hours weekly; and providing with four meals a day in a single menu. For job satisfaction and job characteristic, the service itself and the understanding of the service appear as main features. For the relative importance of the service, the findings show that the menu making, sanitation and cost control occupy an important position, while nutrition counseling, nutrition education and dietary control by ailments make up very low portion. For the cause of not enacting the nutrition service, the lack of counseling ability and the overburden of food service are at the top. The findings of this research, therefore, present the needs of the service capacity education and the reduction of excessive foodservice hours of dietitians in order to secure the efficient nutrition service in industry foodservice. To achieve this goal, first of all, there should be an intensive education course in school by using of practice hours. for enhancing practical service adaptability, and then the computerization of foodservice should be executed perfectly to reduce the excessive foodservice hours.

• Management & Information Systems Review
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• v.17
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• pp.191-214
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• 2005

Recently, most enterprises are having a knowlege management boom. A number of books associated with the knowlege management are being published, countless public seminars are held, and many research councils have been organized studying it formally or informally as if not importing the system is like falling behind a fashion. However, there are not many cases that achieved success by constructing the system of knowledge management. Then, why the knowledge management is not so much effective despite so many voices wanting the change of management system and a lot of public lectures about it? I guess the reason is that most companies do not have concrete methodology. Seeing a result of a survey which reported that with spread of venture boom and successful examples being known widely, the outflow of precious human resources is accelerated and a large number of employees of conglomerates have already resigned or are considering separation from their positions, we can realize that are occurring a change which can be nearly called severance in an occupational view and an organization culture. The preference to a large enterprise or a public institution of labor is low today and the notion about a lifelong job is regarded as past remains. As for this, it could be said that the social atmosphere that pursued the stability of a job has been changed to the practical one that attaches importance to ability and pay. The way of thinking of employees has been changed while established organizations cannot satisfy their desire and this explains why important members of a company are flown out. The reason why superior human resources move to venture businesses is that they can do their likable work and also prove their ability as well as unconventional rewards. Although existing companies are trying to preserve important human resources through performance compensating stock option, temporary patching up of personnel management cannot retard the rushing wind of foundation and the outflow of labor. On the contrary, clumsy import of performance-based reward system not only fails to hire superior labor power but also can bring about a sense of incompatibility and conflicts among the remaining employees. Therefore, this thesis, focusing on how to choose, develop, and maintain the human resources, will suggest a future-aiming human resources management model of Korean enterprises after comparing and analyzing the actual condition of domestic companies and the trends of advanced corportaions.

• Journal of Korea Technical Association of The Pulp and Paper Industry
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• v.47 no.1
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• pp.24-34
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• 2015

Domestic companies supplying electricity must increase obligatory duty to use renewable energy annually. If not met with obligatory allotment, the electricity-supply companies must pay RPS (Renewable Portfolio Standards) penalty. Although the power plants using a pulverizing coal firing boiler could co-fire up to around 3 per cent with wood pellets mixed in with coal feedstock without any major equipment revamps, they recorded only about 60 per cent fulfillment of RPS. Consequently, USD 46 million of RPS penalty was imposed on the six power supplying subsidiaries of GENCOs in 2014. One of the solutions to reduce the RPS penalty is that the power supply companies adopt the co-firing of torrefied lignocellulosic biomass in coal plants, which may contribute to the use of over 30 per cent of torrefied biomass mixed with bituminous coals. Extra binder was required to form pellets using torrefied biomass such as wood chips, PKS (Palm Kernel Shell) and EFB (Empty Fruit Bunch). Instead of corn starch, 30, 50 and 70 per cent of Larix saw dusts were respectively added to the torrefied feedstocks such as Pinus densiflora chips, PKS and EFB. The addition of saw dusts led to the decrease of the calorific values of the pellets but the forming ability of the pelletizer was exceedingly improved. Another advantage from the addition of saw dusts stemmed from the reduction of ash contents of the pellets. Finally, it was confirmed that torrefied oil palm biomass such as PKS and EFB could be valuable feedstocks in making pellets through improved binding ability.

• Journal of Korean Academy of Nursing
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• v.24 no.3
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• pp.484-498
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• 1994

The purpose of this study was to investigate the home care needs in a rural county as a basic study to develop a Korean home care model. A stratified cluster sampling method was used to select 1, 352 household which accounted for 8.8% of Youn Cheon County population. A Standard criterias for home care subject were delineated by five nursing professors representing five different areas of nursing specialty. The developed criteria for home care subjects were as below, 1) Patients who had been discharged from hospital during the previous week. 2) Patients with special medical devices 3) Newborns and the mothers. 4) The chronically ill with poor recovery or control of disease. 5) Subjects with poor health care behavior or ability 6) Subjects with poor social support and / or family resources. 7) Subjects with health related educational needs. Three types of questionnaires were developed to screen home care subjects, one for adults, one for infants and one for the elderly. Also different questionnaire items were developed to evaluate the control and self care ability of chronically ill subjects. After training in interview methods for 2 days, 39 interviewers visited individual households for interviews. As the results of the study showed that 14.1％ of adult subjects and 76.5% of infants and child were judged as having at least one criterion related to home care need, 15.69% of adults and 53% of elderly had at least one chronic illness. The most prevalent chronic illnesses were hypertension, skeletal-neurological disease and diabetes. The prevalence of subjects with home care needs were, those with poor health care behavior(8.89%), with health-re-lated educational needs(8.71%), with poor recovery or control of disease (3.52%), and with poor social support and inadequate family resources(3.19%). There were only 0.3%, 0.37%, 0.11% who were discharged patients, patients with medical devices, or newborns respectively. Thus, the largest home care client group were those who need direct health care and health education. Seventy five percent of the subjects responded that they were willing to use and pay for home care service if it is offered in the future. It is suggested that recently discharged patients and patients with special medical devices can be cared for by hospital based home care nurses, but other home care clients can be cared for by com-munity based home care nurses.

• Journal of Labour Economics
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• v.30 no.1
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• pp.31-53
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• 2007

This paper, using the sample of male workers in manufacturing industry from the HCCP (Human Capital Corporate Panel) data, analyzes the effects of trade union on the level and dispersion of wages. One of the advantages of the HCCP data is that it enables a researcher to control the effect of individual firm's 'ability to pay' on wage. All relevant variables controlled, the union effect is estimated to be 5-8%. Yet this figure seriously underestimates the wage advantage enjoyed by union workers, because union sets the "price" for experience low and the price for tenure high and at the same time extends tenure of workers by adopting strong employment protection policy. The paper also analyzes the effects of union on the wage inequality. The results are mixed: overall wage inequality is smaller in union sector while standard deviation is larger when all the personal characteristics are controlled.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.11-21
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• 2020

This study is a phenomenological study that aimed to understand the meaning of nursing students' experience of class using flipped learning method. The participants are 8 senior nursing students. The data collected by individual in-depth interviews and analyzed by Colaizzi's method. As a result of this study, 35 key themes and 11 clusters of themes were derived. The 11 thematic categories are classified in pre-education, in-classroom, and post-education. At the pre-education, the theme clusters are 'lack of information', 'psychological burden', 'different teaching methods', 'improvement of self-directed learning ability', and 'different learner's achievement'. At the in-class, the theme clusters are 'efficient teaching direction' and 'confidence improvement'. At the post-education stage, the theme clusters are 'positive influence on class', 'strengthening self-pay', 'not preferred', and 'lecture preference'. Therefore, a more diversified and in-depth repetitive study is suggested in order to apply the flipped learning method to the nursing major.

• Journal of the Korean Society of Food Culture
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• v.11 no.3
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• pp.393-402
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• 1996

The purpose of this study was to get data on the job attitude of cooks. This study was surveyed 216 cooks who work for deluxe hotels at Pusan. The results were summarized as follow: 1. The cooks think that their devotion is most important source for the best cooking. The next are taste, quality of raw materials, skill and hygiene in order. 2. 57.9% of the cooks think that a degree of expertise their field are average, but 73.6% cooks believe that the degree of expertise is higher than the other restaurant cooks. 3. They think that a good cook should be sincere and have proficiency of skill, good human relationship and study attitude, but they also believe an academic background and knowledge is not important to be a good cook. A deficiency of knowledge about cooking is what cooks believe to be the greatest hindrance for progress of cooking skills. The next hindrance are, a shortage of endeavor and authority of management. 4. The cooks believe that the ability of cooking is most important for a promotion, the others are, in order, human relationship, career background and age. 5. The cooks show little satisfaction with their job, but express their unsatisfaction with their pay. Also the cook's social status is mean. 6. The cooks recognize that a change in hotel policy is most important for the cooking department of the hotel. The next are, in order, enlargement of working space, arrangement of equipments and hiring of experts. 7. The cooks think that Japanese cooking have the best prospect in a food and beverage enterprise, while Chinese cooking have relatively lower prospect.