• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.302-307
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• 2011

The current criminal procedure law stipulates that dismissal cause this has to be true when the dismissal judgement. These regulations should be considered as limited by regulations or rules should be considered as exemplary is the problem. Depends on how you look at the difference in the range of dismissal judgement is encountered to. Therefore, this should be reviewed. Encountered to study the reason for the results referred to in Article 326 are valid reasons to limit. Appeals rejected the verdict abuse the rights of appeals, etc. are encountered to dismissal cause is because the restrictive rules. Therefore, the dismissal causes set forth in Article 326 as a guide only view limited because of regulatory reasons the rights of appeals encountered to abuse, etc. should not be included.

• Korean journal of communication and information
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• v.52
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• pp.69-89
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• 2010

We investigated the frames represented in the news media coverage in Korean daily newspapers during dismissal procedure of the director-general of the public service broadcaster, KBS. We analyzed 470 newspaper stories in the period surrounding the dismissal. The use of news frames in newspapers depended on the disposition of outlets, conservative or progressive. Conservative newspapers, ChoSun and DongA, described the dismissal of the director -general with a generally favorable or supportive view, but progressive outlets, Hankyoreh and KyeongHyang, reported more and non-favorable for the issue. Our results showed that conservative newspapers more often used episodic and cause for dismissal frame in the presentation of news, whereas progressive more often used thematic and media independence frames. Main frames commonly used in the news are the cause for dismissal, conflict, media independence, and regime maintenance, respectively, which are formed by 9 minor news frames. Conservative newspapers concentered on the cause attribution; management responsibility, conflicts, and dismissal procedures, but progressive focused on media independence and dismissal procedures. All newspapers selectively quoted groups, institutions and actors to enhance their messages and frames. Finally, there was significant difference between stories in each newspapers and the court's ruling for the dismissal.

• Journal of Labour Economics
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• v.23 no.2
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• pp.1-37
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• 2000

Since the early 1990s, the Korean courts have tilted in the direction of giving greater freedom to employers by relaxing the restrictions on dismissal for economic reasons. During the Korean economic crisis of 1998, the Korean Labor Standard Act was also revised for the purpose of relieving the limitation of employer's discretion in employment adjustment. From the Coasian perspective, this article analyze how implied contracts for the employee's reliance and employer's compliance might be influenced after the formal law is revised. We demonstrate that, if the legal change results in excessive intervention, it might cause the employers to over-breach, the employees to under-rely, and the accompanying efficiency to decrease. We scrutinize the total population of unjust dismissal cases since 1987 in order to investigate how the legal changes in Korea have affected the implied contracts. Our empirical analysis raises a possibility that Korean legal changes made in 1990s might have increased the employer's opportunism and decreased the employer's reliance effort.

• Journal of Research and Publication Ethics
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• v.1 no.1
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• pp.1-9
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• 2020

Purpose: The main purpose of this study is to identify the cause and problem of one plagiarism and suggest a solution. Research design, data and methodology: Based on the Center for Research Ethics Information, this study analyzed the total of 17 cases from October 3, 2017 to June 16, 2020. Results: As seen in the case of this study, the Supreme Court's verdict on plagiarism requires clear sources, whether it is plagiarism or self-plagiarism, and the criterion for plagiarism is the time of writing the work, and the final judgment will be conducted by the court. Evidence-based sources indicate that the researcher or professor provides a lot of anticipation to the academic development and readers who read it. In addition, it is necessary to revise and submit the thesis judge's point of view in the thesis for doctoral dissertation within the proper and reasonable scope. The implications are also very large. Lastly, the reason for dismissal of a doctoral dissertation plagiarized at the time of recruitment is recognized Research ethics should be institutionalized in educational institutions or research institutions. Conclusions: Research ethics education should be strengthened in universities and research institutes. Research ethics is a code of ethics that must be ruled by everyone who explores.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.199-208
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• 2007

The Employment instability of current employees should be related to uncertainty of switching job for experienced ones. Therefore, the researcher would like to look into the influence which is taken by Job Insecurity after verifying Job Instability Recognition through employees and identification of the level into Trust in organization, In particular, for the employee who is working in a catering department and expected to be ranked highly among tourist companies concerning Job Instability Recognition. According to the result of a tentative theory that Job Insecurity will effect negatively to Trust, conversely, it does not give any considerable effects both Trust in colleague and company. It just turned out that the risky factor of their dismissal could come to a substantial consequence to Trust in Superior. In this regard, a study shows that there isn't any relation to Trust in colleague even though there Is the cause of being fired. In this sense, employees can assume that a work evaluation or relationship with their superior, who work together in the field, is related to the risky factor regarding their dismissal. In other words, it turned out that there was no difference between regular employee and non-regular employee in the matter of Job-Instability-Recognition.