• 한국항해항만학회지
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• 제44권6호
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• pp.534-540
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• 2020

승선 환경의 폐쇄성과 이사회성, 선내 규율의 엄격함 등으로 청년들은 선원직을 기피하고 있다. 우리나라는 승선근무예비역제도라는 특수한 제도가 존재해 청년들을 선원직으로 유인하고 있지만, 이 제도마저 존립이 위태롭다. 최근의 선원 고용유형은 선박관리회사로부터 고용되어 선사에 파견되는 비정규직 형태가 대부분이다. 선박관리회사(SM)와 선원 간에 임시 고용계약을 맺고, SM이 선사에 선원을 파견하는 비정규직 고용형태가 유행하고 있다. 선원직 매력도가 떨어지고 있는 상황에도 2018년 발표된 국가 해운재건 5개년 계획에는 선박과 화물의 확보 방안만 담겨 있다. 이 논문의 핵심 내용은 이항로짓모형을 이용해 선원의 고용형태 결정요인을 분석하는 것이다. 분석 결과, 선원의 최종학력이 고용형태를 결정하는 요소로 나타난 반면, 소속선사 유형, 승선 선종, 소속 선박관리회사 유형, 근무 분야, 해기사 면허 소지 여부 등은 선원 고용형태 결정에 유의미한 변수가 아닌 것으로 나타났다.

• KDI Journal of Economic Policy
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• 제38권3호
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• pp.17-35
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• 2016

In many advanced countries, most outside directors are executives, active or retired, at other firms; in other words, executives from other companies make executive compensation decisions. This situation may hinder the board of directors (BOD) in their efforts to optimize executive compensation levels objectively. Using a panel data analysis of the S&P 1500 companies, we provide supplemental evidence of whether, and to what extent, the concurrent executive employment of outside directors distorts the executive pay decisions at a given company. An unbiased fixed-effect estimation confirms that a $1.00 increase in CEO pay at outside directors' primary companies results in an approximate increase of $0.22 in CEO pay at the given company. From a policy perspective, this added agency problem - caused by the BOD and not by management - is noted as difficult to control; although a firm may establish board independence, the inherent concurrent employment of directors on a board continues to exist.

• 한국가정과학회지
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• 제6권2호
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• pp.41-48
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• 2003

The purpose of this research was to analyze the sexual discrimination level of woman employee in hotel industry. This research was based on a survey. The survey was conducted on 130 individuals who were working in hotels in Seoul. With collected data, regression analysts, T-Test and analysis of variances were utilized using SAS program. The results showed that there were no evidences of sexual discrimination among tile individuals' educational levels and the departments. Whereas, there were evidences of sexual discrimination, sexual harassment. discrimination against employment, and workload among the position levels within a corporation. Finally. the analysis showed that there were sexual discrimination in a promotion policy. retirement policy. workload. and employment during employment period. However, there were no evidences of sexual discrimination in ether areas.

• 산경연구논집
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• 제13권12호
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• pp.33-39
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• 2022

Purpose: This research investigates the paths of some important economic variables: government domestic product (GDP), capital accumulation, unemployment rates. Decreasing GDP, declining capital accumulation and higher unemployment affect to South Korea economy. The macroeconomic policies discussed are all capital financed accumulation policy and an enactment of unemployment regulation. Research design, data and methodology: The GDP, capital accumulation rates and unemployment rates are the main macroeconomic issues in the South Korea. This research studies the correlations of the GDP, capital accumulation, and unemployment rates by time series data from 2000 to 2005 in a Vector Autoregressive (VAR). Results: The first, GDP relates a positive effect between the GDP and capital accumulation in the long term. The second, there is the negative relationship between GDP and unemployment rates. Economic growth was strongly supported by employment growth and by declining unemployment. The third, There is positive relationship between unemployment rates and capital accumulation. Conclusions: This research provides that fiscal policy introduce to increasing GDP, private investments and employment rates. The GDP should be major on capital accumulation to increase employment rates in South Korea.

• 보건행정학회지
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• 제3권1호
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• pp.146-168
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• 1993

The study was conducted to project supply and demand of the nurses till year 2010 based on analysis of supply and demand of nurses up to year 1991. Results of the study will provide invaluable information for nurses manpower planning as well as overall health manpower planning for the 21th century. It is projected that nurses will be oversupplied based on the current prductivity which is undesirable situation if the quality of care is considered, and undersupplied based on the the medical law as well as optimal productivity. Thus, it is desirable to increase active supply of nurses. One of the ways of increasing active supply would be increasing the size of training and education. But, considering low employment rate of nurses which is about 59% better way of solving problems related to nurses shortage would be improvement in nurses' employment rate. According to simulation study done as part of this study, if nurses' employment rate goes up to 80%, there is no need for increasing the size of training to meet the demand at the level of medical law.

• Asian Journal of Innovation and Policy
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• 제12권3호
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• pp.323-344
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• 2023

This study investigates the resilient structural characteristics of a region by assessing the impact of the financial crisis. Utilizing panel data at the prefecture level for metropolitan cities across pre-shock (2006-2008), shock (2009), and post-shock (2010-2019) periods, we calculated an employment resilience index by combining the resistance and recovery indices. The panel logit regression measures the influences of the region's industrial structure and external economic factors in response to the global financial crisis. The results revealed that the diversity index of industries contributed to the post-shock recovery bounce-back. Additionally, the presence of large firms and industrial clusters within the region positively contributed to economic resilience. The specialization and the proportion of manufacturing industries showed negative effects, suggesting that regions overly reliant on manufacturing-centered specialization might be vulnerable to external shocks. Furthermore, excessive capital outflows for market expansion were found to have a detrimental impact on regional economic recovery.

• 노동경제논집
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• 제28권3호
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• pp.111-139
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• 2005

본 연구는 고용불안을 정의하고 실제 자료를 사용하여 이를 측정하여 고용불안에 대한 사실들(facts)을 찾고 그 원인을 분석한다. 고용불안을 실직의 두려움과 재취업의 어려움으로 정의할 때 우리나라에서 고용불안은 외환위기 발생 전에 비해 2000년 이후 상당히 높아졌으며 이는 대부분 일용직 종사자 집단의 고용불안 증대에 기인한다. 이러한 고용불안의 증대는 고용의 소멸이 많아졌기 때문이기도 하지만 창출되는 고용도 일용직 중심으로 이루어지고 있기 때문이다. 뿐만 아니라 외환위기 하에서 대대적으로 실시된 공공근로 정책으로 일용직에 진입한 근로자들의 고용불안 증대가 노동시장 전체의 고용불안 증대와 깊이 관련되어 있다.

• 한국사회정책
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• 제20권2호
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• pp.261-304
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• 2013

본고는 우리나라 사회적 양극화 중에서 가장 중심적 주제의 하나인 '노동시장 양극화'의 배경과 현황을 살펴보고 대안으로서 사회통합방안을 제시한다. 동시에, 논문은 현재 신정부가 치중하는 고용률 70%제고 등 일자리정책이 이러한 노동시장 양극화를 해소하기 위한 방안으로 충분하며 적절한지를 검토한다. 본고는 고용률 70%제고가 복지로서의 일자리 확충을 통한 사회통합방안으로 필요한 정책이지만 여성, 청년, 고령자를 주 대상으로 하면서도 단시간근로의 확충에 주로 치중하고 있는 정책의 한계를 지적하며 우리 노동시장 내 심화되고 있는 노동시장양극화를 해소하기에는 보다 근본적인 사회통합적 법 제도와 노동 시장정책이 필요하다고 본다. 논문은 또한 노동시장 양극화의 극복은 법제도적 방안과 함께 임금체계의 개편에 이르기까지 매우 포괄적이며 복합적인 대응을 요구한다는 점을 지적한다. 그 외에 고용 연금보험 등 광범위한 사회적 안정망의 사각지대해소, 노사 간 자주적 교섭에 의한 임금 근로조건의 향상, 기업 내외의 인적자원개발 및 숙련체제와 분배구조의 개선에 이르기까지 보다 견고한 복지체제의 발전을 위하여 노동조합이 실업보험 등의 운영에 직접 참여하는 겐트시스템의 도입을 중장기적인 전략목표로 삼아야 할 필요성을 지적하고 있다. 아울러, 분절된 노동시장 구조의 문제를 궁극적으로 해결하기 위하여 보다 적극적 노동시장정책과 사회정책의 통합적 접근필요성을 강조하고 있다.

• 통상정보연구
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• 제8권3호
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• pp.385-396
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• 2006

The successful knowledge and information based companies facilitate to restructure the industry and strengthen the national competitiveness in the future. The advent of information age provides us new challenge because the information breakthrough can play a pivotal role in terms of knowledge transfer in the human resource management. Executive officer must present long term vision in order to expand enterprise continuously and establish long term management goal and strategy which are appropriate for key organizational skills of future management environment (Pfeffer, 1998). Also, long term talent management based on vision, goal and strategy and talent development strategy and employment management must be established (小池, 1994)). American HRM system's reformation cannot be defined without scientific management policy. However, currently widely discussed Japanese HRM system's reformation cannot be defined without organizational commitment focused Japanese employment system. (津田, 1992 ; 太田, 1994). Japan's development of the following policies are behind comparing to Europe : (1)Skill based talent management regardless of age, sex, nationality, race and academic background (2)Consideration of retirement age of 64 (3)Creativity and freedom promoting talent management policy. Also, there are problems to be solved. Solutions will be searched for by establishing new wage policy based on tasks and individuals in the basis of lifetime employment system.

• 한국안전학회지
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• 제29권3호
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• pp.121-128
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• 2014

Risk assessment system which is the point of occupational safety and health management system is recognized to be effective to prevent industrial accident and occupational disease internationally. Ministry of Employment and Labor developed guidance on risk assessment at workplace recently. This guidance presents standard model on risk assessment at workplace. However, enterprises may be confronted with many questions in the process of introducing and operating risk assessment. For risk assessment to be implemented properly and effectively at workplace, there are various questions that need to be considered in advance, including giving shape to standard on risk evaluation and clarifying the implementation system at workplace in advance. Also for risk assessment to be revitalized at workplace, several policy matters need to be settled. First, an administrative agency should present the implementation method of risk assessment more concretely. Secondly, it is necessary for an administrative agency to develop and spread various detailed manual, models and good practices related to risk assessment. Thirdly, a government agency need to apply an incentive & disadvantage policy actively to risk assessment.