• Stress
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• v.26 no.4
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• pp.327-331
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• 2018

Background: For efficient management of an organization's human resource, it is crucial to increase the job satisfaction of women managers, since it is closely related to an individual's job performance and company's one. In this regard, this research explores how women managers' job stress and managerial efficacy affect their job satisfaction. Methods: This research uses the fifth wave of Korean Women Manager Panel (KWMP) collected in 2015. The 1,537 women managers who work at a company with 100 or more employees are employed and the data are analyzed using ordinary least squares (OLS). Results: Income, job stress, and managerial efficacy have a statistically significant effect on job satisfaction. In addition, managerial efficacy has a moderating effect between job-related stress and job satisfaction. Conclusions: This study suggests the meaningful findings that in terms of boosting women manager's job satisfaction, it is requested to promote their managerial efficacy at the human resource management level.

• Journal of Family Resource Management and Policy Review
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• v.21 no.2
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• pp.25-50
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• 2017

Recently, concern about family safety is rising again as an important issue with the context of family healthiness and well-being in Korean society despite of the dramatic economic growth. The purpose of this study is to examine the status of family safety of singles and single-parent households and to investigate the effect of social capital on the level of their family safety. Data are from the 10th wave of Korea Welfare Panel Study analysing one-person households(N=2,017) and single-parent households(N=172). One-person households were categorized as three groups by age(the youths/middle-aged/the elderly) and single-parent households were also three by family types(mother-child/fahter-child/grandparent-child). The major results were as follows: First, the mean of family safety index was highest among middle-aged, while single youths had the fewest problems in terms of family safety. Second, social capital was found to vary by family structure. In the one-person households, all the levels of the social capital variables, including trust, bond, acceptance, and participation, differed significantly; only two variables, bond and embracement, differed in the single-parent households. Third, social capital differed between the low-income households and others significantly. Forth, the positive effects of social capital on overcoming family safety problems were investigated. In conclusion, social capital represents an alternative resource for overcoming economic hardship for low-income one-person/single-parent households, especially for middle-aged singles and father-child single-parent households. Based on these empirical results, theoretical implications were discussed with regard to family policy and programs.

• Journal of Family Resource Management and Policy Review
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• v.25 no.4
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• pp.87-99
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• 2021

The life of middle-aged one-person households is rising as one of the most important family policy issues in Korean society. In Japan, even in multi-person households, the issues of middle-aged sons and daughters living with their old parents have been a concern. Data are from the 13^th wave of the Korea Welfare Panel Study analyzing 482 middle-aged singe males regardless of their past marital status. The purpose of this study is to investigate the effects of human capital and social capital on the life satisfaction of middle-aged single persons by comparing one-person and multi-person households, respectively. Major results were as follows: First, the level of human capital of one-person households of middle aged males was lower than their counterparts in multi-person households. Second, the level of social capital in the group of divorced or widowed, nonhouseholder middle-aged males in multi-person households was lower than their counterparts in one-person households. Third, the effects of human capital and social capital on life satisfaction was significantly different by their marital status and household types in the group of middle-aged single males. Based on the results, policy implications on the community programs for middle-aged males including not only one-person households but also multi-person households were discussed.

• Asia-Pacific Journal of Business
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• v.13 no.1
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• pp.125-139
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• 2022

Purpose - This study examines how employees' perception of HR department expertise affect their satisfaction of education and training. Moreover, this study explores that the HR department's communication activities moderate the main effects between satisfaction of education and training opportunities. Design/methodology/approach - This study predicts the positive relationship between employees' perceptions of HR department expertise and their satisfaction of education and training. Furthermore, the HR department's communication activities will strengthen this positive relationship. To test these hypotheses, this study used the Human Capital Corporate Panel (HCCP) datasets, especially individual-level 2017 data. The final number of samples is 1,947 for the analyses. In addition, this study utilized a hierarchical regression model with SPSS program. Finding - The results analyzed with the hierarchical regression model showed that the perceptions of HR department expertise had a positive relationship with satisfaction of provided educational and training. In addition, the HR department's communication activities moderated the relationship between perception of HR department expertise and satisfaction of education and training opportunities. Research implications or Originality - This study suggests academic and practical implications for future research in the human resource development filed by clarifying the critical factors to increase employees' satisfaction and transferability of education and training.

• Korean Journal of Child Studies
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• v.34 no.1
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• pp.87-102
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• 2013

This study examined the effects of paternal participation in child care and social support on planning for a second childbirth, focusing on the mediating effect of the mother's parenting stress. The 887 subjects studied in this paper were mothers who have a first child, and were selected from a sample of the 2nd Panel Study of Korean Children(PSKC) by the Korea Institute of Child Care and Education(KICCE), conducted in 2009. Data was analyzed using a Structural Equation Model(SEM) to identify a structure and relationships among factors. The significance of indirect effects to test the mediating effect of maternal parenting stress was identified via bootstrapping. Results indicated that maternal parenting stress partially mediated the relationship between the father's participation in child care and planning for a second childbirth, and absolutely mediated the relationship between social support and planning for a second childbirth. The findings reveal the importance of reducing parenting stress, given its substantial impact on planning for a second childbirth.

• Korean Journal of Child Studies
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• v.34 no.6
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• pp.77-96
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• 2013

The purpose of this study was to examine the relationships among mother's psychological characteristics(self-esteem, self-efficacy, and depression), parenting related factors(maternal parenting stress and mother's knowledge on infant development), maternal parenting style, and two-year-old infants' development. The participants consisted of 1735 mothers and their two-year old infants selected from a sample of the 3rd Panel Study of Korean Children(PSKC) by the Korea Institute of Child Care and Education(KICCE), conducted in 2010. Data were analyzed by means of a Structural Equation Model(SEM) to identify the structure and relationships among the various factors. The significance of direct and indirect effects to test the mediating effect of maternal parenting style were identified via bootstrapping. The results indicated that maternal parenting style most definitely mediated the relationship among the mother's psychological characteristics(self-esteem and self-efficacy), parenting related factors(maternal parenting stress and mother's knowledge on Infant development) and the development of their two-year-old infants.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.12
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• pp.75-83
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• 2021

Variation in demand, natural resource availability, and technological advancement within a country are the main reasons for necessitating export and import activities between nations. Accordingly, this paper aims to analyze the effect of economic openness on Multifactor Productivity (MFP) in selected Asian countries (Vietnam, Thailand, The Philippines, Indonesia, Cambodia, China, Japan, Malaysia, South Korea, and Singapore) based on data for the period 1990-2018. The analysis conducted in the study employed the panel ARDL approach based on the estimation by Pooled Mean Group (PMG), Mean Group (MG), and Dynamic Fixed Effect (DFE). The Hausman test conducted indicates that the PMG estimation is better than that of MG and DFE since it has a higher variability value than the significance value. The results revealed that economic openness is able to elicit significant and positive effects on short-term and long-term MFP growth. In addition, the study established that other variable, such as the number of schooling years, are also able to produce a positive and significant effect on MFP growth in the long term. Since economic openness can impact MFP growth, every country should thus increase its export activities through more capital and worker inputs that will stimulate greater production.

• Journal of Family Resource Management and Policy Review
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• v.24 no.2
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• pp.1-21
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• 2020

The purpose of this research was, first, to classify work-life satisfaction among married wage workers aged 20-59 years into several distinct types based on two dimensions of work and life, using data from the 20th(2017) wave of the Korean Labor & Income Panel Study. Second, the study aimed to assess the differences in socio-demographic characteristics (sex, age, educational level, average monthly income), and workplace-related variables (weekly working hours, full-time employment, job stability, business type, family-friendly leave policies) by work-life satisfaction type. Accordingly, four types of work-life satisfaction were identified: work-life satisfaction, work-life dissatisfaction, work satisfaction, and life satisfaction. There was a significant difference in the type of work-life satisfaction among married waged workers based on sex, age, educational level, and average monthly income. Additionally, there was a significant difference in the type of work-life satisfaction for all workplace-related variables, namely, weekly working hours, full-time employment, job stability, business type, and family-friendly leave policies. In particular, proportionally higher values of work-life satisfaction were evident among the workers in companies with family-friendly leave policies such as paid leave, menstrual leave, maternity leave, childcare leave, and family events leave, whereas there was a high rate of work-life dissatisfaction among the workers in companies without family-friendly leave policies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.110-124
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• 2011

Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly-based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.

• Korean small business review
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• v.43 no.1
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• pp.85-105
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• 2021

This study verified how R&D investment affects the management performance of SMEs, whether technology innovation mediates this relationship, and whether marketing competency moderates the relationship between technology innovation and management performance. A longitudinal analysis was conducted using data from the corporate panel survey performed by Daegu Technopark every year since 2013. Data from 349 companies in the Daegu-Gyeongbuk region were mainly used, and the size of 30 to 50 employees in the manufacturing industry was a major analysis target company. The results are as below. First, The results showed that R&D investment had a positive effect on management as well as technology innovation, but technology innovation did not affect management performance. Also, technological innovation did not mediate the relationship between R&D investment and management performance. This shows that in the case of small SMEs, even if technological innovation occurs through R&D investment, the technological innovation does not lead to management performance. Also, the relationship between technological innovation and management performance was not changed by marketing capabilities. This shows that technological innovation in small SMEs is not easy to lead to business performance.