• The Journal of the Korea Contents Association
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• v.11 no.8
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• pp.388-398
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• 2011

This study analyzes a correlation between organizational commitment, work values, job satisfaction and loyalty of the middle management in hotel enterprises. In other words, this research aims at drawing up theoretical and working-level implication through establishing the competition model of parameters and independent variables, which have an effect on loyalty of the middle management in hotels. Analysis showed that work values of the middle management play not a key role to mediate between organizational commitment and job satisfaction, and that internal values are higher than external values in route analysis of work values. Meanwhile, it was analyzed that the middle management of hotels make a long-service commitment with great satisfaction on the job. But there was no connection between their job satisfaction and loyalty. Consequently, it was confirmed through the analysis of the competition model that they rather attach significance to internal values and specificity of the hotelier than their satisfaction with work because of economic stability, and the loyalty of the middle management responds sensitively to the organizational commitment variables as a permanent job, sense of belonging, self-esteem.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.354-372
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• 2020

This study analyzed how North Korean defectors recognized and overcame conflict in the South Korean job culture during the course of entering and settling into South Korea, and the association between their old career and adaptation within their new careers. The study selected 13 employed participants who entered South Korea more than five years ago and experienced working. Interviews were conducted over the course of five years. The topics were analyzed after performing interviews 60 to 120 minutes long by recording and transcribing the recordings and using semi-structured questionnaires for the 13 people. The results reflected the job environment in North Korea, their career background, factors for a successful new life, their constant efforts for employment, the difficult adaption to South Korean life, pursuing job stability, accepting South Korean culture, and career compromises. The results of this study are as follows. First, they undergo difficulty in the course of selecting jobs due to the converted environment from passivity to autonomy. Second, they cannot use their previous job history and they complained about prejudice and the lack of job information. Third, major problems included their lack of adaptability, stress, and loss of economic power. The study suggests that these North Korean defectors undergo an integrated course of cultural learning. Fourth, they were hardly able to adapt. Fifth, they tried to overcome conflicts of job culture according to their personal characteristics.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.604-611
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• 2020

This study was undertaken is to improve the working conditions by improving the job satisfaction of clinical research nurses and clinical nurses involved in and conducting clinical trials. The survey was conducted from November 6 to December 6, 2017 for 100 nurses working in Seoul and Gyeonggi-do. The accumulated data were analyzed by frequency analysis, reliability verification, and t-test using the SPSS program. Our results reveal that job satisfaction was higher for clinical nurses (2.94 ± 0.609 points) as compared to clinical research nurses (2.89 ± 0.620 points). Also, the satisfaction level of salary received was higher amongst the clinical nurses than the clinical research nurses. Furthermore, although career decision was relatively lower for the clinical nurse than the clinical research nurse, the importance of job performance and job stability ranked high. Considering importance of the role of clinical research nurses in clinical trials, it is necessary to enhance their job satisfaction by improving the clinical trial environment such as appropriate treatment and professional role, and the working environment including remuneration, professional status, and administrative work to establish their jobs.

• Journal of the Korean Chemical Society
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• v.53 no.2
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• pp.152-158
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• 2009

Spectrophotometric investigation of the interaction of Cefpodoxime proxetil (CFP) with $Ca^{2+},\;Mg^{2+},\;Mn^{2+},\;Fe^{3+},\;Co^{2+},\;Ni^{2+},\;Cu^{2+}$ and $Zn^{2+}$ in acidic medium showed the formation of 1:1 complex. The absorption spectrum of pure drug exhibits two prominent peaks at 270 and 345 nm. Its spectra scanned at several pH exhibited two isosbestic points (305 and 330 nm) indicating the presence of zwitterionic condition of drug in solution phase. The fluorescence emission spectra of CFP in presence of different concentrations of metal ions showed enhancement in fluorescence intensity which is ascribed to chelating enhancement fluorescence effect (CHEF). The stoichiometry of the complexes was determined by Job’s and Benesi-Hildebrand method. The stability of the complexes follow the order $Ca^{2+}\;<\;Mg^{2+}\;<\;Co^{2+}\;<\;Ni^{2+}\;<\;Zn^{2+}\;<\;Mn^{2+}\;<\;Cu^{2+}\;<\;Fe^{3+}$.

• 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.

• Korea journal of population studies
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• v.35 no.2
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• pp.159-184
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• 2012

This study purports to analyze how individuals' labor market integration affect their transition to marriage. In doing so, I construct variables for job stability and continuity to represent labor market integration using labor force status and years of participation at the time of marriage and during the three years up to the point of marriage. In particular, I focus on differential effects of these labor market integration on the transition to marriage by cohorts: one for those who are likely to enter the labor market after the 1997 financial crisis and the other for those who are before the 1997 financial crisis. I used the Korean Labor and Income Panel Study and analyzed individuals aged above 18 in 2008. The main results are as follows. being currently employed and regular employment increases hazards of the first marriage for men but decreases them for women. long-term no-jobs decreases hazards of marriage for both women and men. long-term regular employment increases hazards of marriage for women but not for men at the statistically significant level. These effects vary by cohorts implying that recent economic and labor market instability deteriorated economic conditions for the youth making transitions to marriage.

• Journal of Navigation and Port Research
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• v.44 no.6
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• pp.534-540
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• 2020

Like most developed countries, South Korea is experiencing a severe lack of seafarers. Because young people's demands for a high quality of life has led them to seek shore-based careers. The wage difference between seafaring and shore-based careers has been decreasing gradually, however South Korea's unique Boarding Service Reserve System Policy has helped recruit and retain young sailors and, since 2017, the government has focused on creating new jobs and stabilizing the status of irregular workers in both private and public sectors. It specifically established the Economic, Social & Labor Council to carefully analyze seafarers' employment stability, which previously had been overlooked in the country. This research used the Binary Logit Model (BLM) to analyze the determinants of seafarers' employment stability in both permanent and non-permanent positions. We found that seafarers' employment stability correlated highly with their education level. This means that seafarers who graduated from the above mentioned two maritime universities would have more job stablity than those who graduated from maritime high schools or general universities. Other independent variables, such as the shipping company, vessel, hip management companies, work assignment, rank, and license had no significant impact on employment stability.

• Journal of Distribution Science
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• v.9 no.4
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• pp.83-91
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• 2011

In addition to the globalization of the distribution industry and intensified competition, the importance of Private Brands has been emphasized, and thus, many studies that clarify the various preceding factors that affect PB purchase intent are being conducted. Following this trend, the purpose of this study is the following. First, the effect of distributor's corporate image on consumer behavior was verified. Second, the perceived quality difference on PB products according to consumers' job was verified. Third, satisfaction difference for PB products according to consumers' job was examined. Research results were shown as the following. First, factorial analysis, conducted to verify distributor's corporate image, gave out the result of ethicality, reliability, stability factors. Among those factors, ethicality and stability were shown to have an effect on brand attitude. However, reliability was not shown to influence PB brand attitude. Second, through the analysis to see the effect of distributor's corporate image on PB product attitude, it was verified that stability has an effect on PB product attitude but ethicality and reliability do not. Third, the analysis to verify the effect of distributor's corporate image on PB product purchase intent showed that ethicality has an effect on purchase intent, but reliability and stability do not. Fourth, housewives, the most active users of distributors, were shown the highest in the research on whether there is perceived quality difference according to consumers' job. Following the group were college students, and then office workers. Fifth, research on the level of satisfaction according to consumers' job showed that there was not a significant difference. The limitations and suggestions of this research were as the following. First, this study could go over each corporate image according to distributor type and characteristics. Due to the vast development of distribution industry, the companies can be classified according to the various types. Therefore, we propose the corporate image of each distributors to be checked, and furthermore, to verify which image of the different types of distributors has positive influence on consumer attitude. Second, PB products should have various perceived quality. However, in this research, it has not been verified which specific factors among the various perceived quality of PB products has a more meaningful influence on consumer attitude. Therefore, we also would like to propose a need for closer research on the specific factors and on which factor has a more positive influence on consumer attitude.

• Management & Information Systems Review
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• v.38 no.2
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• pp.139-163
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• 2019

The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.

• Journal of Digital Convergence
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• v.20 no.4
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• pp.449-457
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• 2022

The chaperone practices is being applied to solve the problem of sexual harassment in clinics in medical institutions. Therefore, considering the characteristics of the radiation work and the application of the chaperone practices in the radiation work, this study is to analyze the requirements for the application of the chaperone practices and the impact that may occur on the job. From the end of 2021 to the beginning of 2022, a survey was conducted targeting radiologists in Daegu and Gyeongbuk, and about 52.9% of the surveys were analyzed. As a result of the analysis, the demand for the application of the chaperone practices was higher among women than men, the younger the age, the higher the degree, and the lower the age. Also, as for the job impact of the application of the chaperone practices, the higher the demand, the greater the reduction in sexual harassment and credibility. In other words, the younger the age and the higher the education, the higher the need for the chaperone practices, but it is thought that it is necessary to supplement the policy for job security and Employment stability before applying it. Therefore, when considering the application of the chaperone practices to radiation work in the future, it is judged that it is necessary to sufficiently collect opinions in advance to guarantee the job in the relevant occupation.