• KDI Journal of Economic Policy
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• v.14 no.4
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• pp.107-121
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• 1992

Moonlighting or second-jobs will increase shirking of the primary job. This paper analyzes the motives for moonlighting so that the means of reducing these motives could be explored. The traditional theory claims that a worker who cannot fully realize his work potential will look to moonlighting. In a two-period model, however, the following motives are more important. The precautionary savings motive : A worker has an incentive to save for fear of losing his job and his income in the second period. The worker could save more by working more during the first period, and this additional motive for working is the precautionary savings motive. The insurance motive : When a worker is unemployed, he cannot expand his moonlighting hours according to his needs since the moonlighting hour is upward rigid. Therefore, a worker has an incentive to secure additional moonlighting hours in the first period so that quick adjustment can be made during the unemployment in the second period. Two policy measures to remove those motives for moonlighting are recommended, for these measures will enhance the productivity in the primary job. First, a firm should guarantee that there will be no layoffs in a downturn in the economy and that the employment level is adjusted to the economic states by work sharing among workers. Second, as unemployment insurance benefits compensate a portion of the income in case of unemployment, it substitutes the motives for moonlighting. A generalization of this argument can be found in Ehrlich and Becker(1972) where self-insurance(moonlighting) and market insurance(in this case, unemployment insurance) serves as substitutes. The two policy measures in the above have a spill-over effect : A decrease of labor supply in the moonlighting market will ease job search, and therefore will help those who have their primary job in the moonlighting sector.

• Journal of Korea Society of Digital Industry and Information Management
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• v.15 no.1
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• pp.133-155
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• 2019

The economic growth has made our lives more prosperous than the past, and the development of science fueled the era of 100-year lifespan. It is now distinct to us that preparation for life after retirement is not a choice but an imperative. In the meantime, outplacement programs have driven many to challenge and start a new chapter in life. This paper measures the characteristics of outplacement programs based on the self-determination factors; empirically examines how those characteristics influence on learning performance through self-efficacy and psychological well-being; concludes by proposing effective and productive ways for young adults and senior employees who are in search for new jobs. To test the research hypothesis, a survey was conducted among job searchers who have been previously provided with outplacement programs. The results are as follows: First, self-perceived autonomy has significant influences on self-efficacy and psychological well-being. Second, self-perceived competency has significant influences on self-efficacy and psychological well-being. Third, perceived relationship has no significant influence on self-efficacy and psychological well-being. Fourth, self-efficacy showed significant influences on psychological well-being, while not showing on learning performance. Fifth, psychological well-being has no significant influence on learning performance. This paper finds its academic significance in its theory-based approach to outplacement service program; research variables and examination are not based on researcher's arbitrary choice. This paper is also practically significant in that it discovered that outplacement service alleviates psychological stress caused by job relocation, and guarantees stable life after retirement.

• Korean Institute of Interior Design Journal
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• v.20 no.6
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• pp.79-87
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• 2011

Spatial perception and spatial structure that focus on psychological effects produce a real force through the medium of space that can control human actions, even their psychology. The job of understanding the characteristics and effects of architectural spaces that recognize the relationship between architecture and human beings, including the psychological dimension, is an alternative search for quality spaces that can increase the mutual relationship between space and human beings. This paper introduces two propositions called "space" and "psychology" in order to discover a meta-pattern connecting space and the human mind with the aim of systematizing that internal network and establishing a new architectural system concerning space and human beings. This paper also proposes a method of accessing physical spaces that can affect psychological states through a conceptual substitution called "extension," with the aim of discovering the implications inherent in such extensive relationships and proposing a methodology of organizing psychological spaces based on the characteristics of that extensive connection. The means of extensively connecting psychological spaces were classified into the three categories of memory system, sensory system, and motor system, and their corresponding extensive connection characteristics called "simultaneous relativity," "non-mediated immediacy," and "purification process" were also derived. These characteristics accelerate the changes in psychological intensity and function as principles that organize psychological space.

• Journal of KIISE:Computer Systems and Theory
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• v.33 no.7
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• pp.370-379
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• 2006

Computational grid provides the environment which integrates v 따 ious computing resources. Grid environment is more complex and various than traditional computing environment, and consists of various resources where various software packages are installed in different platforms. For more efficient usage of computational grid, therefore, some kind of integration is required to manage grid resources more effectively. In this paper, a global scheduler is suggested, which integrates grid resources at meta level with applying various scheduling policies. The global scheduler consists of a mechanical part and three policies. The mechanical part mainly search user queues and resource queues to select appropriate job and computing resource. An algorithm for the mechanical part is defined and optimized. Three policies are user selecting policy, resource selecting policy, and executing policy. These can be defined newly and replaced with new one freely while operation of computational grid is temporarily holding. User selecting policy, for example, can be defined to select a certain user with higher priority than other users, resource selecting policy is for selecting the computing resource which is matched well with user's requirements, and executing policy is to overcome communication overheads on grid middleware. Finally, various algorithms for user selecting policy are defined only in terms of user fairness, and their performances are compared.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.311-322
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• 2006

Purpose: The objective of this literature review study was to identify patterns and trends of studies on leadership among nurse managers in nursing organization and suggest the direction of future researches. Methods: Research Studies on the leadership were selected from thesis and related journals, which had been conducted from 1975 to 2006.5. Search Terminologies were used "leadership". The Total number of the collected studies were 69. Results: The number of studies on leadership has been increased rapidly since 1990's. In research design, Quantitative studies were 68 except for a Qualitative study. Correlation research were 45(65.2%) among quantitative studies. Conceptual frameworks, research questions and hypotheses were involved 31.9%, 98.6%, 31.9%. In subject, General nurse is 46.4%, Head nurse and General nurse was 23.2% and Head nurse is 2.9%. All the studies used questionnaire in data collection method. Measurement tools were used 50% for Bass' MLQ(MLQ-5X). For the statistical analysis, Correlation, ANOVA, t-test were used for 20.3%, 17.4%, 10.5% respectively. The number of leadership related variables were work-related, organization-related, personal recognition or attitude, empowerment, personality. The sub-variables were used for 31 Job satisfaction. Further studies were suggested the develop of leadership program, measurement for the effect of leadership, repeated studies on leadership, the development of measurement about leadership. Conclusion: These results will be used to provide the basic data for developing leadership theory on nursing organization.

• Fashion & Textile Research Journal
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• v.24 no.1
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• pp.81-94
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• 2022

The purpose of this study is to analyze the trends of MZ generation's lifestyle-related research from 2010 to 2020. As a result of searching keywords such as MZ generation's and lifestyle using academic database search sites, a total of 218 cases were used as analysis data to conduct frequency and content analysis. First, research type was 74 dissertations(34.6%), 144 journals(65.4%). The study of MZ generation was relatively active in journals. Second, the current status of academic field was 85(39.7%) in the social field, followed by 66(30.8%) in the arts/physical education, 21(9.8%) in the complex studies, 16(7.5%) in education, 15(7.0%) in nature, 6(2.8%) in engineering, 4(1.9%) in humanities, 1(0.5%) in agriculture/marine. Third, the current status of MZ generation research topics is 54 social participations(25.3%), 35 fashion/beauty(16.3%), 31 social/organizational adaptations(14.5%), 25 cultural/leisure activities(11.7%), 24 design/development projects(11.2%), 21 economic/employment/job projects(9.8%), 11 educational/career/experiences(5.1%), 9 self-concepts(4.2%), 4 welfare services(1.9%). Fourth, the current status of MZ generation research methods was quantitative research(survey/experiment) 125(58.4%), qualitative research(depth interview/participant observation) 42(19.6%), theory/literature research 35(16.4%) and mixed research 12(5.6%). Fifth, the study on the lifestyle of the MZ generation was conducted in four cases, one in 2016, one in 2019, two in 2020. This study is meaningful in that it grasped the overall flow of data of information exchange that can share the research trends of the MZ generation and suggested the basic data on the direction of future research, the individual tendency, behavior, and lifestyle characteristics of the MZ generation.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.4
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• pp.55-64
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• 2014

While small and medium-sized companies are suffering from a shortage of workers as a result of social tendency to avoid those companies, college graduates still prefer large companies or governmental positions, which consequently results in inconsistencies in the demand and supply of work forces. The gap between them is getting so bad that employment difficulties are exacerbating. Accordingly this study tries to search for potential employee's expected value factors which make people select small and medium companies not big companies. A survey was conducted from October 1 to october 30, 2012 with university students in the Seoul metropolitan area. a total of 350 questionnaires were distributed and 335 were collected. of these, 332 questionnaires were used for data analyses excluding questionnaires with missing values. Data was analyzed by frequency, descriptive factor, reliability, and regression with SPSS win 18.0 program The result of this study were as follows. A factor analysis extracted four factors comprising small and medium companies, which we named career(factor 1), working environment(factor 2), working achievement(factor 3), job security (factor 4). This study showed that small and medium companies' preference were affected by the career, working environment, job security, corporate reputation, salary.

• Journal of the Korean Society of Floral Art and Design
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• no.41
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• pp.93-114
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• 2019

The purpose of this study is to analyze the characteristics and problems of the content of flower design education videos on YouTube and to search for improvement direction. The subjects of analysis were 129 pieces of videos uploaded in the last one year including 'craftman floral design' as a search term. The result shows that contents covered were practical lectures, theory lectures, test related tips, job and character introduction, test work, educational guidance and publicity. The production format could be divided into studio lecture, classroom lecture, video feature, interview, Vlog, and television program. The hub-type programming strategy that periodically uploads the videos satisfying the target audiences' interests is mostly applied. The type of lecture covered 'practical skill test' got a good response from the users. Overall, content diversity, interaction between creators and users, and harmonious programming strategies are lacking. In order to improve this, it is necessary for emotional and expressive creators to pioneer differentiated fields and practice based on actual field. The introduction of interactive elements such as games and quizzes and the application of new media technologies such as VR and AR are worth trying. Three strategic types of 'hero', 'hub', and 'how to' should be applied complementary. As the demand for education content related to flower design is expected to expand in the future, it is required to develop content that can be used in various platforms, foster professional creators, and develop associated business models.

• Journal of Korean Academy of Nursing
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• v.26 no.2
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• pp.483-496
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• 1996

The purpose of this study was to describe how Korean nurses overcome the language barrier while working in the U.S. hospital settings. Twelve Korean nurses living in New York metropolitan area were asked open-ended, descriptive questions to collect the data. The interviews were done in Korean. All interviews were audiotaped under the permission of the participants and were transcribed verbatim. The data were analyzed using grounded theory analysis. The research process consisted of two phases. In the first phase 8 Korean nurses were interviewed and analyzed. In the second phase, further data were collected to verify categories and working hypotheses that were emerged from the first phase. The results of this study show that all Korean nurses experienced severe psychological stress such as confusion, anxiety, frustration, loss of self-confidence, embarrassment, guilt, depression, anger, and fear. Among the mode of communication such as listening, speaking, leading, and writing, they had the most difficulty in speaking. Speaking ability was especially important for them because of the emphasis of individualism and self-defense in the U.S. Among the verbal communication modes, non-face-to-face communications such as phone conversation and body language were the most difficu1t for them to overcome. It took at least 2 years for the participants to initially overcome the language barrier in U.S. hospitals. After 2-5 years they began to feel comfortable even in non-face-to-face communication. They could actively search for the better place to work after 5 years. They finally felt comfortable in English and in their job almost after 10 years. The factors that influenced the English improvement were ‘the years of clinical experience in Korea’, ‘the decade they came to the U.S.’ ‘coming to U.S. alone or with other Korean nurses’, ‘racial homogeneity or heterogeneity of the working unit’, and ‘the degree of social support’. The strategies Korean nurses used to overcome the language barrier included depending on the written communication, using ‘nunchi’, working and studying hard, and establishing good interpersonal relationships with co-workers. They also employed assertive behavior of the U.S., such as using more explicit verbal language and employing smiles and eye contact with others during the conversation. The results of the study may help Korean nurses and nursing students who try to work in U.S. hospital settings by understanding problems other Korean nurses faced, factors that influenced their English improvement, and strategies they used. They may also help U.S. nurses and administrators in developing and implementing efficient programs for newly employed Korean nurses by understanding major problems and feelings the Korean nurses experienced and strategies they used to overcome the language barriers.