• Journal of East Asia Management
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• v.4 no.2
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• pp.1-18
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• 2023

This study examined the degree of job mismatches and how job mismatches affects wages and job satisfaction of women wage workers who graduated from college. The four-year data from the 20th to 23rd (2017-2020) of the Korean Labor & Income Panel Study (KLIPS) were integrated and used for analysis. As a result of the study, first, it was found that female workers graduating from universities in Korea are experiencing serious job mismatches such as education, skill, and major mismatches. The degree was more pronounced as the level of education increased. Second, it was found that it had a negative (-) effect on wages according to the degree of job mismatch, such as education, skill, and major mismatch. Third, it was confirmed that job satisfaction decreased according to the degree of job mismatch such as education, skill, and major mismatch.

• Journal of the Economic Geographical Society of Korea
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• v.24 no.1
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• pp.1-13
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• 2021

The POSCO Outsourcing Partners(POSOP) consisted of 59 companies plays an important role in creating jobs in Gwangyang City of Jeonnam Province, the representative steel city of Korea. However POSOP are suffering from a job shortage. The purpose of this study is to analyze the mismatch between job-seekers and job-openers in relation to employment in Gwangyang City. As a result of the job-mismatch analysis of nine factors, there was a clear mismatch in recognition of suppliers, access to corporate and employment information, employment information acquisition path, and employment preference factors. However, there was no mismatch in the factors of employment avoidance and difficulty in the job-seeking and recruitment process. As solutions to the mismatch, it proposes to redefine the role of POPOS, promote capacity building projects for labor-management co-prosperity and cooperation, and gradually promote related projects in connection with the master plan related a comprehensive plan for youth jobs.

• Journal of Korea Society of Digital Industry and Information Management
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• v.12 no.3
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• pp.11-24
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• 2016

The purpose of this study is to develop a recruiting platform resolving the mismatch between corporate job and job finder's competence in recruitment market. For this, we investigated technological trends and limitation on recruit platform. Based on the findings, this study investigates the trends and directions related to recruiting platform evolution and identified critical success factors and development strategies for successful development of recruiting platform. Two development strategies include employment of online resume and construction of database assessing job finder's competence. We also proposed target system architecture incorporating job database, competency assessment form, capability oriented resume. To analyze user requirement national competency standards and core job capability evaluation model were analyzed. Next, we designed integrated database, user interfaces, and dynamic functionalities using the forms developed in earlier stage. Finally, we assessed the fidelity of form item, integrity of database, and the usability of interface to evaluate the effectiveness of the system.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.310-319
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• 2012

Purpose: The purpose of this study was to analyze emotional labor factors influencing job satisfaction, intent to leave, and nursing performance of clinical nurses. Method: The participants were 384 clinical nurses working in a hospital. Study design was cross sectional survey. Subcategories of emotional labor (frequency of emotional labor, attentiveness of emotional display, mismatch of emotions) of emotional labor were dependent variables. Job satisfaction, intent to leave, and nursing performance were independent variables. Data were analyzed by hierarchial multiple regression. Results: The strength of emotional labor of nurses was similar for all participants in spite of differences in age, position, and clinical career. Total score for emotional labor was 3.21, frequency of emotional labor 3.34, attentiveness of emotional display 3.41, and mismatch of emotions 2.87. Mismatch of emotions influenced job satisfaction (F=12.53, p<.001) $R^2$ 27%, intent to leave (F=8.51, p<.001) $R^2$ 19%, and nursing performance (F=5.80, p<.001) $R^2$ 15%, Conclusion: These findings indicate that the factor (mismatch of emotion) is an important variable for clinical nurses in human resource management. Therefore, nurse managers should consider this factor for the improvement of organizational effectiveness.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2013.05a
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• pp.880-882
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• 2013

A great number of job seekers are referring to job search sites in order to obtain useful information about employment and the number of job search sites is increasing owing to the various needs of the job seekers. The main role of such sites, however, is merely an information provider, and this causes the mismatch between the potential employers and the employees. Therefore, this paper suggests a customized job information system between college students and affiliated companies so as to mitigate the chance of mismatches.

• Journal of the Korean Regional Science Association
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• v.31 no.2
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• pp.79-100
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• 2015

In spite of the various government policies to increase the jobs and to improve the employment environment, the unemployment rate has not reduced. The aims of this study are to analyze the structural mismatch(especially geographical mismatch) between job opening and job seeking, and thus to comprehend more deeply the factors affecting unemployment rates of economic regions in Korea. For the period of 2008~2013, the unemployment rates caused by geographical mismatches between job opening and job seeking have been increased steadily. For Chungcheong, Dongnam and Honam economic region, geographical mismatches of low-educated and low-skilled jobs showed relatively quite high, indicating that the job seeker have a strong tendency of preferring certain areas in looking for their jobs. It means that the job seeker can get a job only to move the other areas within an economic region. However, for Capital region, which is the largest job seekers in Korea, geographical mismatches in all types of jobs showed very quite low. So, it is very difficult for the job seeker to escape from unemployment when changing the other areas in looking for a job in Capital region. The results of this study gives an important implication that a nationwide uniform unemployment policy may not be effective to reduce unemployment conditions, and a differentiated unemployment policy should be established in considering the characteristics of geographic mismatches by the types of job in terms of the level of education and skill for each economic region.

• Journal of Information Technology Applications and Management
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• v.28 no.4
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• pp.33-43
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• 2021

While youth unemployment has recorded the lowest level since the global COVID-19 pandemic, SMEs(small and medium sized enterprises) are still struggling to fill vacancies. It is difficult for SMEs to find good candidates as well as for job seekers to find appropriate job offers due to information mismatch. To overcome information mismatch, this study proposes the fine-turning model for bidirectional HR matching based on a pre-learning language model called BERT(Bidirectional Encoder Representations from Transformers). The proposed model is capable to recommend job openings suitable for the applicant, or applicants appropriate for the job through sufficient pre-learning of terms including technical jargons. The results of the experiment demonstrate the superior performance of our model in terms of precision, recall, and f1-score compared to the existing content-based metric learning model. This study provides insights for developing practical models for job recommendations and offers suggestions for future research.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.38 no.1
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• pp.90-100
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• 2015

This study is conducted to suggest ways to mitigate the mismatch phenomenon between job seekers who want to find right company for themselves and companies looking for appropriate new employees. For this purpose, this study improves the company assessment framework reflecting job seekers interests by using fuzzy analytic hierarchy process. The improved evaluation framework is a three-level hierarchical structure, where there are 4 groups at the top level, 12 factors at the intermediate level and 36 indexes at the bottom level. For the empirical analysis of the applicants preferences based on the improved model, a survey for F-AHP analysis is carried out to university students and then priorities of components in the evaluation model are calculated. Moreover, the differences of priority of the company assessment framework are analyzed for different genders, college years, and major divisions. The results show that job seekers' most concerning factors are wages, stability, working environments, and labor deal, which are ranked highly in this order and the differences in preferences for each type of job seekers (genders, college years, and major divisions) are obvious. The results also show that the male prefers wages to environment, on the other hand female does working environment to wages.

• The Journal of the Korea Contents Association
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• v.16 no.10
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• pp.81-95
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• 2016

This study aims to introduce a new approach to make up for the weak points in small business, to explore views of the small business employees and job-seekers on the basis of Q-Methodology. From the Q-methodology, the types of perception toward small business and their features from diverse views were drawn. The data from 33 participants were analyzed by using QUANL-PC program. The perception types were classified as four types: positive perception type, negative perception type, high evaluation about utilitarian pursuit type, neutral evaluation type. The results found that views toward small business are more positive than previous findings and perceptions were diverse beyond the dichotomy. Hence, to mitigate job mismatch, small business recruiting strategy should be provided based on diverse job-seeker types.

• Journal of the Korean Regional Science Association
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• v.39 no.4
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• pp.3-17
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• 2023

This study aims to comprehensively assess the phenomenon of structural unemployment, with a specific emphasis on unemployment resulting from spatial mismatch, while also exploring potential solutions. Spatial mismatch unemployment presents a unique challenge distinct from unemployment stemming from demand deficient, thus requiring a more multifaceted approach beyond the efforts of individual businesses and national economic recovery policy. To underscore the importance of addressing spatial mismatch, this research seeks to quantify its contribution to overall unemployment. Additionally, we evaluate the effectiveness of local labor markets, a prominent mechanism for alleviating spatial mismatch, categorized by occupation, to assess their effectiveness for addressing this issue. Through this analysis, our study advocates for the development of comprehensive policies within the realm of job-related initiatives, including spatial alignment through inter-regional collaborations, in conjunction with region-specific policies and strategies for job creation.