• Journal of Korean society of Dental Hygiene
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• v.3 no.2
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• pp.183-196
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• 2003

Purpose: This study sought to identify factors associated with dental hygienists' decisions to leave one dental office and commence practice in another. In addition to, the reasons dental hygienists stay in the profession were investigated. Demographic descriptors, including education level, marital status and age, and employment setting were also examined. Methods: Currently practicing dental hygienists in Korea were surveyed from March to May 2003. Data were collected through a questionnaire. The survey collected information concerning the 461 respondents' personal characteristics and reasons associated with changing positions and staying. Data were analyzed using frequency distributions, independent t-tests and chi-square analyses. All statistical analyses were conducted using the Statistical Package for Social Scientists(SPSS v.10, Chicago, Illinois). Results: The primary reasons for taking up another employment were found to be better offer, inadequate salary and personal conflict with dentist. Secondary reasons stated for changing their job revealed additional factors including inadequate salary, better offer, and lack of benefits. The primary influence in deciding to remaining in the practice of dental hygiene was self-development. Family responsibility, safe environment and professional collaboration were also important factors in deciding to remain in workforce. Conclusion: The position changes of dental hygienists are primarily influenced by better offer. Inadequate salary and conflict with dentist were also important factors in deciding to change employment positions. The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employers of dental hygienists should be aware of these factors in employing process. If more hygienists could remain longer in their positions, the manpower situation would be affected positively.

• Journal of Distribution Science
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• v.13 no.4
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• pp.35-43
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• 2015

Purpose - This study aims to seek various plans to maintain the advancement of the overseas and domestic employment scenario through a case analysis of the Japanese industry, which maintains domestic employment while promoting the overseas advancement of companies despite having a similar industrial structure as Korea. The study further intends to derive insightful implications for Japanese manufacturing companies and government policies. Research design, data, and methodology - We selected four companies from the Japanese manufacturing industry. Being companies that were successful in increasing the domestic employment scenario while advancing in overseas markets. We utilized several secondary data sources including Japanese newspapers and report literature. Results - Previous studies have shown a negative relationship between Foreign Direct Investment (FDI) or offshoring and domestic employment. However, our results showed this relationship with respect to the Japanese manufacturing industry as follows: 1. FDI for developing overseas markets does not decrease domestic production. If Japanese companies change their strategy from exports to overseas production, there will be a consequent decrease in domestic employment of Multinational Enterprises (MNEs). However, the local production that plans the sales expansion of a foreign market does not substitute domestic production. 2. Several case studies illustrate that, as the production of final goods is expanded in foreign countries, there is a corresponding increase in the export of intermediary goods from Japan. In this case, if the production process of Japanese companies is promoted in foreign markets, the amount of exported material and parts from Japan will consequently increase. 3. It is difficult to consider that the establishment of subsidiary companies in foreign countries by manufacturing companies for wholesale, retail, and services decreases domestic employment. This is because the international development of these industries needs expatriates, expatriate training organizations, and research and development (R&D) activities. 4. When there is overseas demand, the growth of local management activities is expected to increase the work of the overseas business department in the head office in Japan, if competitiveness can be secured for better localization and management speed. 5. The conversion of the domestic manufacturing industry into high value-added production is necessary. The relocation of domestic production to foreign markets decreases domestic employment. To prevent this, the upgradation of domestic production bases, including high value-added production, and R&D capability need to be strengthened. Technology-based companies must develop new technology, patents, processes, and so forth, which require extensive human resources for R&D. Conclusions - Domestic medium-sized companies that are capable of consistently supplying high value-added products should be actively encouraged to deploy into and develop overseas markets. Further, this paper considers the necessity of a guidance policy that provides suggestions for overseas deployment, by the initiation of the government, to companies that cannot do so due to the lack of foreign experience or decisions by the CEO, despite having the relevant capability and technologies to supply high value-added products.

• Asia-Pacific Journal of Business
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• v.3 no.2
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• pp.23-33
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• 2012

Sustainable competitive advantage depends on formulation and implementation of appropriate human resource management (HRM) strategies and deployment of their competencies effectively in dynamic and complex environment. Competencies deployment is an approach to make decisions on the intentions and plans of organization concerning employment relationship and its recruitment, training, development, performance appraisal, reward and employee relations policies and practice. The improvement of organizational effectiveness is an overall objective of people management in organizations. In light of these, this study explores the present practices of HRM like: HR departments, HR policies and strategies, HR planning, recruitment selection and placement, training and development, performance appraisal, compensation and benefit, employee relations and communications. Based on the survey in 204 Nepalese organizations as a unit of analysis, the study concludes that HR practices in few organizations have action program for minorities, ethnic group, older employees and people with disabilities. Due to centralized organizational structure, most of HR decisions are taken into central office and line managers being involved highly in planning and implementing HR policies. In a nutshell, though HRM practices are not developed like developed countries, Nepalese organizations are realizing the significance of people management at work and changing their practices in the present dynamic environment.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.541-548
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• 2020

This study aimed to explain the factors that influenced an individual's decision to migrate. The method of analysis in this study was the estimation of the probit regression model with data from the Indonesian Family Life Survey (IFLS-5), which covered 30,000 individuals from 13 provinces in Indonesia. Data from IFLS-5 were longitudinal data, meaning that the study was looking for data consistently to get reliable data from respondents. The research variables to determine the individual's decision to migrate were education level, income level, employment status, marital status, land ownership status, health quality, gender, residence status, and poverty status. Individual decision to migrate as a dependent variable was placed as a dummy variable. The results showed that the level of education, income level, employment status, marital status, land ownership status, health quality, and poverty status significantly influenced an individual's decision to migrate. Meanwhile, gender and residence status did not significantly affect an individual's decision to migrate. This research recommends that it is necessary to pursue a policy of economic equality between regions because economic factors are the main trigger for an individual's decision to migrate. Policies to overcome economic disparities among regions will reduce the individual's decision to migrate.

• Asia Pacific Journal of Business Review
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• v.1 no.2
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• pp.17-35
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• 2017

This research is a case study that focuses on how conglomerate illegality and corresponding penalty affects corporate performance and strategy. The research aims to provide base information for policy-makers as well as the general public about the corporate environment. The analysis results can be summarized as follows. First, profitability is represented as an M-curve. Profitability falls from indictment to the final pronouncement of the corporate head and increases upon his or her return. The result suggests that the absence of a corporate head could result in low profitability as the firm is exposed to owner risk. Secondly, significant effects on investment were not found. Investment showed a continuous increase from indictment to final judgment. This could have resulted from investment decisions made prior to the indictment, which are generally long-term. Meanwhile, the rate at which investments rose for core subsidiaries were lower, which makes it reasonable to suspect dwindling executive capacity due to the absence of a corporate head. Thirdly, employment showed a slight increase, but the rate was found to be greater during the periods following the final judgment. From a political perspective, this increase can be inferred from a give-and-take tradeoff between corporate employment and the pardon of the corporate head.

• International Journal of Knowledge Content Development & Technology
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• v.12 no.3
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• pp.51-77
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• 2022

This study attempted to grasp the current status of field training in the Department of Library and Information Science and the training institutions of the students of the Department of Library and Information Science and to propose a development plan based on this. To this end, a questionnaire survey and survey were conducted on the status of field practice in the Department of Library and Information Science at 4-year and 2-year colleges. As a result of the study, first, it was analyzed that field training has an effect on the employment competitive- ness and employment competency of students, and the field training environment has an effect on career decisions of students in the Department of Library and Information Science. Second, it was found that the library with the most field training was found to be a public library, and it was investigated that in order to allow students to experience various institutions and choose their career path, it was necessary to jointly discover and use field training institutes. Third, the evaluation contents or evaluators of the field training did not show a big difference by school, and it was found that most universities are evaluating the field practice using various scales. Lastly, in order to maintain the level of on-the-job training to some extent, it is necessary to develop a training manual and distribute it to each university.

• 한국사회정책
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• v.23 no.1
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• pp.95-123
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• 2016

As Korean society grows rapidly older, a systematic analysis of the determinants of labor supply behavior among the elderly becomes a prerequisite for designing more effective senior employment policies and income security regime for the elderly. Literatures review shows that a majority of previous researches have been ignoring the problem of "endogenous predictor" especially when it comes to the estimation of the effects of the two key variables, education and non-labor income, on labor supply decisions among older people. They have failed to take into consideration the unobserved heterogeneities which might affect both labor supply decisions of the elderly and their levels of education and non-labor income, which means, according to some econometric literatures, that the estimated coefficients of the two predictors can be inconsistent. The paper tries to redress the endogeneity problem by employing a panel logit model with data from the 1st. to 4th. wave of the KLoSA(Korean Longitudinal Survey of Ageing) to estimate the effects of key predictors on the probability of getting jobs among older people(ages of 60 or older). Both a random effects and a fixed effects model reaffirms that non-labor income has a negative effect on the chances of being employed. And a random effects model shows that the effect of education is also negative, as has frequently been reported by previous studies. That means the effects of education and non-labor income on elderly employment remain negative after the effect of unobserved heterogeneities is controled for and the problem of endogenous predictors is redressed through an appropriate panel data analysis. These findings mean, in turn, that when Korean baby-boomers, who had acquired an unprecedentedly higher level of education and were expected to enjoy ever-larger amount of non-labor income than their preceding generations, retires in near future, their incentives to work will become much weaker and the lack of labor-force and the burden of financing increased public pension expenditure will become more troublesome. The paper concludes with recommending some policy initiatives helpful to solve these expected problems.

• Journal of Labour Economics
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• v.25 no.1
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• pp.161-182
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• 2002

The self-employment can provide work time flexibility. Work time flexibility would be a critical factor for married females' labor supply considering allocation of their time to market work and household work. This study used the 1998 and 2000 Korea Labor and Income Panel Survey for the empirical analyses. Applying the bivariate probit model with partial observability, this study analyzed factors related to the choice of participation in labor market and choice of self-employment. Also, this study examined the effects of marriage and the presence of younger children on changes in decisions related to labor supply using the multinomial logit model: exit from the labor market, increasing and decreasing work hours. The presence of the younger children showed a significantly negative effect on the participation in labor market while positive, but insignificant, effect on self-employment. Compared with females working for others, self-employers without employees and unpaid family workers are less likely to exit labor market rather than increasing work hours. The self-employment would be a good alternative to evade females' career interruption and therefore to enhance the potential human resources.

• KDI Journal of Economic Policy
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• v.37 no.3
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• pp.75-106
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• 2015

The primary goal of this paper is to explore the microeconomic foundation of Korean firms' adoption of foreign technologies. The paper also reviews the overall trend of international technology transfers to Korea. The period covered in this paper is Korea's high growth era, from the 1960s to the 1990s. The works of this paper center on the two questions of what characterizes foreign technologies which had been imported through licensing contracts, and which driving forces expedite technology adoption by firms. The Korean experience provides the context of success in the catch-up growth. The co-movement of technology imports with capital goods imports manifests Korea's effort to improve the technical efficiency toward the world frontier. Underlying this trend are firms' decisions to adopt new technologies. The paper shows that firms respond proactively to wage increases by adopting newer technologies and thus, in turn, increasing employment, which implies the existence of a virtuous interactive mechanism among these factors.

• Proceedings of the Korean System Dynamics Society
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• 2000.02a
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• pp.29-37
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• 2000

In this paper an attempt is made to understand contribution factors in the field of electronic commerce(EC). To do that, we adopt and modify an existing commerce model. The following two major conclusions are drawn from our simulation. Most of all, the diminution of information delay introduce monotonous growth rather than fluctuation of EC market. The stable increase of revenue or market scale makes us decide the employment or capacity scale quickly. Second, for favorable and continuous evolution of EC, utilization system of electronic money should be established steadily. The following findings strongly support our claim: We found full oscillation of EC market when electronic money system didn't established well. On the contrary, if electronic money system could provide fast cash flow and fully trustful function, decisions of company or consumer would be executed promptly.