• Korean Journal of Social Welfare
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• v.69 no.3
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• pp.193-212
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• 2017

This study is purposed to explain the characteristics of injured workers' labor market situation and to analyze the factors influencing labor market transition of those workers. Using the Worker's Compensation Insurance Panel Data ver.1~3 which was surveyed by the Korean Workers' Compensation & Welfare Service in 2013-2015, this study analyzed 1,668 injured worker cases. The study shows that workers who have experience job retention at least once are 36.8% of all, 51.5% of them have experienced re-employment, and 36.9% have done unemployment. One result of the longitudinal analysis is that socio-demographic factors including gender, age, education years, convalescence period, ability on job performance, company size, term of service, temporary employment, daily-workers status before job accident and job training were associated with return to pre-injury job. The other result is that statistically significant factors affecting the probability to be the unemployed are gender, age, levels of disability, convalescence, ability on job performance, term of service before job accident, job rehabilitation service utilization. These findings indicate that we need to develop efficient intervention programs for supporting return-to-work and labor market transition of injured workers.

• Korea journal of population studies
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• v.25 no.2
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• pp.41-68
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• 2002

This study explores school to work transition of female youth. Particularly, the analyses focus on a transition to the first job from the graduation, and exits of irregular employees from their first occupational status. Data used for the analysis are “The 4th Survey on Women's Employment”, collected by KWDI in 2001. The results show that it takes 1.54 years on average for transition. Significant factors that influence the probability of transition to the first job include economic situation and satisfaction level of major at college education. The general high school educated are less likely to move into the labor market. Only a half percent of irregular employees at their first jobs exits to regular employees or non-economically active status, and education levels and age cohorts have clear impacts of those exits. Majors in college education and holding irregular jobs before the graduation significantly affect the probability of being regular employees, while industry influences the exits to be non-economically active status.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.12
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• pp.7093-7100
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• 2014

This study analyzed the factors related to labor market transition of job injured workers. The Workers' Compensation Insurance Panel data ver.1, which that was surveyed by the Korean Workers' Compensation & Welfare Service in 2013, was used. Four key findings were made: first, the economically inactive populations are 7.2% and unemployed is 22.3% of occupational accident workers who finished the treatment period; second, 31.5% of laborers who returned to a new workplace went into another type of occupation; third, the results showed that socio-demographic factors, such as gender, age and education years, injury-related factors, such as the treatment period and work limitation, and workplace factors, such as company size and employment status, were associated with the return to work; and fourth, a relatively higher proportion of people who has received occupational training could not return to work and the disability grade was not associated with the return to work. These results suggest that policy makers need to understand the characteristics of labor market transition of job injured workers and develop efficient intervention programs based on the transitional labor market.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.424-432
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• 2018

Job-wage is "a compensation system in which the basic pay is determined by the value of the task regardless of the nature of the person performing the task." The retirement age of workers in 2016 is trying to improve the wage system due to the enactment of the 60-year-old law. The performance salary system introduced in the previous administration try to switch the government of Moon Jae-in. In other words, the introduction of performance salary from the Seniority based Wage and the shift to the job payment system are taking place. This study analyzed case agencies in connection with the transition of job wage to public agencies. In other words, based on the awareness of the employees involved to the contents of the transition of the performance annual salary system to the job wage system analyze empirically. This study finds that there was strong negative perception of the performance-based pay system as a whole and the shift to a job wage system was also highly opposing. It was revealed that efforts to improve the problem are needed to improve performance annual salary system, to reverse the negative perception of job wage, to prepare fair evaluation criteria for performance and job duty and to persuade employees who oppose job change.

• The Journal of the Korea Contents Association
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• v.16 no.2
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• pp.231-242
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• 2016

This study analyses labor transition of middle-aged and elderly in Korea utilizing Korean Longitudinal Study of Ageing(KLoSA). Then it estimates the effects of perceived job stability for the middle-aged and elderly on poverty exit based on the age group simulation. The outcomes suggest that mid-50s and over are highly vulnerable to early retirement and they suffer from unstable employment and low possibility of re-employment. The logit analysis that simulates the effects of perceived job stability on poverty exit shows that mid-50s are more likely to get off the poverty than 65 and over when they have stable jobs. These implies that labor market policies should be designed in a tailor-made manner in consideration of the age group and its characteristics. This study also suggests the introduction of progressive labor policy measures that extends retirement age, that provides with job opportunities to middle-age and elderly, and that links employment and welfare under the umbrella of income security plan for the middle-aged and elderly.

• Journal of the Korean Home Economics Association
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• v.42 no.3
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• pp.91-104
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• 2004

This study analyzes the critical factors that decide the job continuity of married women after one of their life events, childbirth. It is based on the employment data from KLIPS(Korea Labor and Income Panel Study). Vols. 1-4, having observed 128 young mothers who gave birth to children after 1997. The analysis showed that women's employment after their maternity leave depend on whether new mother return to their previous job or not. The Following results are obtained: First, women's age, education, availability of caretakers for their children, and family income have a positive effect on the women's return to their pre-leave employers after childbirth. Second, professional or office work and the frequency of job transition before childbirth have a positive effect on women's employment in new jobs after childbirth. Third, women's age, availability of caretakers of their children, and professional or office work are critical factors that have a positive effect on women's job continuity after childbirth, whereas the frequency of job transitions has a negative effect on employment for women.

• The Journal of the Korea Contents Association
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• v.19 no.5
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• pp.484-496
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• 2019

The purpose of this study is to identify the factors influencing conflict transition through the conflict transition process experienced by college graduates with early careers. The participants of this study were in-depth interviews with a total of 8 young people aged 25-34 who graduated from college and found their common subjects in all cases. As a result, the topics such as 'lack of recognition and compensation', 'unfairness of supervisor', 'characteristics of job (interdependence, autonomy)' were derived. 'Lack of recognition and compensation' brought about a sense of skepticism about the idea that even though they worked hard, they could not be recognized. And it caused a conflict transition. When the participants felt the 'unfairness of the supervisor', the task conflicts were further amplified and it transfer to relationship conflict. Among the characteristics of 'job characteristics', when highly interdependent occupations were carried out, conflict transition was shown and conflict levels were high. On the other hand, the work environment with job autonomy showed job satisfaction and did not show conflict transition. This study has an academic significance in that it revealed the types of conflicts and conflict transfer factors experienced in early career status of college graduates. In addition, this research have the practical implications to improves the participants' understanding of the conflict transfer through actual scene in the workplace.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.7
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• pp.4258-4271
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• 2014

This study was conducted to determine the factors affecting the professional job perception and job satisfaction of medical recorders working at general hospitals. The study subjects were 314 medical recorders and health information technicians working at 42 general hospitals. The investigation was conducted using a standardized self-administered questionnaire during March 4-April 23, 2013. As a result, there was a significant correlation among gender, age, marital status, monthly salary, BMI, position, aptitude for one's duties, wish for a career transition, and perception of the prospects of the social status of medical recorders and health information technicians in the future and professional job perception. In particular, the demographic characteristics and work-related characteristics suggested a high correlation with the professional job perception. There was a significant correlation between age, monthly salary, BMI, position, work satisfaction, wish for a career transition, perception of the prospects of the respondent's social status, and professional job perception and work satisfaction. In particular, the work-related characteristic variables and professional job perception indicate a high correlation with the work satisfaction. The results indicated a high correlation between the demographic characteristics and job-related characteristics variables in terms of the professional job perception of medical recorders and health information technicians and between the work-related characteristics and professional job perception variables in terms of work satisfaction.

• 제어로봇시스템학회:학술대회논문집
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• 1989.10a
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• pp.583-588
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• 1989

In this paper, a modelling methodology for a robotic workcell is proposed and compared with the conventional Petri nets model. Also, a method for managing the cell operation is described through the knowledge base. The knowledge bases for state transition and assembly job information are obtained from the state transition map(STM) and the assembly job tree(AJT), respectively. Using the knowledge base, the system structure is discussed in both managing the cell operation and evaluating the various performance. Finally, a simulation algorithm is presented with the simulation results to show the effectiveness of the proposed modelling approach.

• Asian Pacific Journal of Cancer Prevention
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• v.16 no.8
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• pp.3429-3434
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• 2015

Background: This study analyzed predictors of regular mammography performance in Korea. In addition, we determined factors affecting regular mammography performance in life-transition aged women by applying an attitude, social influence, and self-efficacy (ASE) model. Materials and Methods: Data were collected from women aged over 40 years residing in province J in Korea. The 178 enrolled subjects provided informed voluntary consent prior to completing a structural questionnaire. Results: The overall regular mammography performance rate of the subjects was 41.6%. Older age, city residency, high income and part-time job were associated with a high regular mammography performance. Among women who had undergone more breast self-examinations (BSE) or more doctors' physical examinations (PE), there were higher regular mammography performance rates. All three ASE model factors were significantly associated with regular mammography performance. Women with a high level of positive ASE values had a significantly high regular mammography performance rate. Within the ASE model, self-efficacy and social influence were particularly important. Logistic regression analysis explained 34.7% of regular mammography performance and PE experience (${\beta}=4.645$, p=.003), part-time job (${\beta}=4.010$, p=.050), self-efficacy (${\beta}=1.820$, p=.026) and social influence (${\beta}=1.509$, p=.038) were significant factors. Conclusions: Promotional strategies that could improve self-efficacy, reinforce social influence and reduce geographical, time and financial barriers are needed to increase the regular mammography performance rate in life-transition aged.