• International Journal of Internet, Broadcasting and Communication
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• v.15 no.4
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• pp.294-303
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• 2023

This study was to find out the differences in self-esteem, body composition, and muscle strength of middle-aged women, and nine physical labor groups were selected as beautification workers at D University in Cheonan, and a total of 17 were selected as non-physical labor groups were 8 full-time housewives living in Cheonan. After selecting the subjects, the subjects arrived 30 minutes before the start of the experiment and completed the self-esteem questionnaire. After taking the stability, the measurement was carried out in the order of body composition, grip strength, and isokinetic muscle function, and the independent sample t-test was conducted. First, middle-aged women's self-esteem according to the type of physical labor was high in the physical labor group in relation to others among the sub-factors. Second, there was no significant difference in body composition according to the physical labor patterns of middle-aged women. Third, there was no significant difference in lower limb isokinetic muscular strength according to the types of physical labor of middle-aged women. Third, there was no significant difference in lower limb isokinetic muscular strength according to the types of physical labor of middle-aged women. The self-esteem according to physical labor is caused by the sense of belonging in the workplace, and the difference between body composition and muscular strength is insignificant. Therefore, it is necessary to introduce a physical activity program to promote self-esteem due to aging and prevent physical deterioration regardless of occupation.

• Journal of Korean Academy of Nursing Administration
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• v.17 no.2
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• pp.158-167
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• 2011

Purpose: This study was done to identify the relationship of occupational stress, emotional labor, and general characteristics to somatization, and to identify factors affecting somatization in nurses. Methods: A quantitative, descriptive research design was used to study 227 nurses. Nurses completed a 52-item self-questionnaire that included 3 concepts assessing somatization, occupational stress, emotional labor. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression. Results: Mean scales for somatization, occupational stress, and emotional labor were $22.96{\pm}7.87$, $78.73{\pm}12.29$, $29.63{\pm}3.97$ respectively. The explained variance for somatization was 35.5%. Among the variables, frequency of emotional display (${\beta}$=.136, p=.042), one of the sub-domains of emotional labor, and role overload (${\beta}$=.178, p=.023), one of the sub-domains of occupational stress and working in the ICU, OR, or ER (${\beta}$=.296, p<.001) and education level of diploma graduation (${\beta}$=.143, p=.028) significantly predicted degree of somatization. Conclusion: Findings of this study provide a comprehensive understanding of somatization and related factors for nurses in Korea.

• Korean Journal of Occupational Health Nursing
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• v.23 no.3
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• pp.154-162
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• 2014

Purpose: This study examined self-efficacy, emotional labor, and health promoting behaviors. It also investigated factors affecting health promoting behaviors of nurses working for tertiary and general hospital. Methods: Between June and July 2013, a convenience sample of 233 subjects was collected from 2 tertiary hospitals and 4 general hospitals. The data analysis was done with ANOVA, t-test and stepwise multiple regression. Results: Emotional labor of the subjects was slightly lower than that of other nurses and the average level of health promoting behaviors was lower than the median. Health promoting behaviors were differentiated by education, hospital type, and monthly income. Self-efficacy showed positive correlation with HPLP-II, but emotional labor showed negative correlation with self-efficacy and HPLP-II. The most significant factor affecting health promoting behaviors was self regulation(16.3%). The combination of self regulation, attentiveness to required display rules, BSN, preference to task difficulty, and monthly income(${\geq}300$) accounted for 25.4% of health promoting behavior. Attentiveness to required display rules was a negative factor of HPLP-II. Conclusion: When developing health promotion programs for nurses, self-efficacy should be considered and further research is needed to identify mediating variables between emotional labor and health promoting behaviors.

• Journal of The Korean Society of Integrative Medicine
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• v.9 no.2
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• pp.153-164
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• 2021

Purpose : This study aims to assess the impact of the emotional labor on female dental clinic employees' intention to leave, and the moderating effect of internal marketing, reducing the intention to leave and providing basic data for an effective human resources management of dental clinics. Methods : The structured self-administered questionnaires were distributed to dental hygienists, dental assistants and other employees (including administrative staff and dental coordinators, but excluding dentists) working at a dental hospital and at dental clinics in the Busan and Gyeongnam area. This study used SPSS Windows version 18.0 program (Chicago, IL, USA) to perform frequency factor, reliability, correlation, and hierarchical regression analyses were performed using SPSS. Results : First, emotional labor had a positive effect on the intention to leave. Two components of the internal marketing, communication and employee welfare system, had a significant moderating effect on the relationship between employees' emotional labor and their intention to leave, while the education/training component of the internal marketing showed no moderating effect. Conclusion : Enhancement of communication and the employee welfare system will help dental care organizations reduce their employees' emotional labor and hence employees' turnover.

• Korea journal of population studies
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• v.8 no.1
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• pp.47-65
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• 1985

Three stages of population growth during last forty years affected differently to the labor force and employment in Korea. The first impact of rapid population growth on the labor force occured after the end of World War II. Sudden growth of population due to repartriation and refugees directly increased the labor force. Deteriorating labor market conditions were caused not only by the explosive labor supply but also by the shortage of employment opportunities due to a lack of productive facilities. This severe excess supply of labor continued until the early 196Os. Population growth in the second stage which caused by high fertility during the post Korean War baby boom period induced an eventual increase in the labor supply with time lag of more than fifteen years. Younger persons born during baby boom period were flooded the labor market. Fortunately, job opportunities were expanded more rapidly than the labor force supply because high rates of economic growth and speedy industrialization were continued until the later half of 1970s. Unemployment, therefore, decreased dramatically during this period. The effect of third stage which is characterized as mitigated population growth due to birth control has appeared in the labor market since late 1970s. The growth rate of labor force has been going down and the proportion of younger workers was also been decreasing. From the early 1980s, furthermore, partial disharmony between supply of and demand for the younger workers is closing up. Less educated younger workers who works at low wage are lacking while more educated youngers who want to work at high wage are being excess, because a lot of younger prefer higher education rather than productive job. It is expected that the structural inharmony will be diversified in the future in Korea. The labor force will be changed to middleaged, highly educated and womenized till year 2000, and, after then, to old-aged. On the demand side, industries and jobs will transferred to be labor-saving and soft. These structural changes of labor supply and demand will not matching in time. Aggregate supply of labor force will be steadily increasing more rapidly than aggregate demand for labor until year 2000, and this trend will continue to the first one or two decades of the 2lth century because the persons born dufing the baby boom pariod are being eligible couples in recent. Therefore, conclusion is that appropriate manpower development policy as well as sustained birth control policy is necessary for harmonizing the structural unbalance and the disequilibrium between aggregate labor supply and demand in the future.

• Journal of Practical Engineering Education
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• v.9 no.2
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• pp.167-174
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• 2017

The purpose of this paper is to review the effects of the $4^{th}$ Industrial Revolution on job competency development by the Transitional Labor Market(TLM) model, and suggest job competency development policiy in the rea of the $4^{th}$ Industrial Revolution. The $4^{th}$ Industrial Revolution will create new jobs, destroy many current jobs, and will fundamentally change employment pattern, contents of jobs and ways of works. In these circumstances, we will confront more risks in each stage of labor market transition. To minimize the risks of TLM, we should reform education and develop life time career and job competency. We have to train high level talented persons to lead the $4^{th}$ Industrial Revolution. We have to retrain employed people to adjust new technology and to enhance employability and adaptability. We have to train vulnerable groups so that they may adjust new circumstance. Government should develop life time job competency development open platform.

• Korea journal of population studies
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• v.21 no.2
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• pp.5-36
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• 1998

This study examines the change of female labor market structure during the last several decades, focusing the effects of demographic factors such as declining fertility and increasing educational attainment of women. Women of the recent cohort tend to postpone their first marriages, to attain higher levels of education, and to have smaller number of children than women of the old cohort. This demographic trend results in the change of the population compositions in a way that population subgroups with high labor force participation have been increased. In addition, women of each population subgroup supply their labor in the market with higher rate than their old cohort counterparts. The labor force participation rate of highly educated women, and of married women has been increased faster than that of women with low education and of unmarried women. Although childbirth is still one of the most critical barrier for the women's participation, more and more women with young children tend to work for pay than ever before. In spite of the demographic change which is supportive to the increasing labor force participation, the Korean labor market have lost its female participants for the last year of the economic restructuring, reflecting demand-side factors as well as demographic factors are essential to determine the labor force participation of women.

• Korean Journal of Childcare and Education
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• v.8 no.6
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• pp.57-76
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• 2012

The purpose of this study was to investigate the effects of emotional labor on burnout and career commitment of childcare teachers. For that purpose, a survey was taken with 207 childcare teachers in the region. Collected data were analyzed with SPSS 12.0(ver.). The findings were as follows: first, emotional labor(3.05), burnout(3.22), and career commitment(2.86) recorded higher points than average on a 5-point scale. Second, there were significant correlations among the variables of emotional labor, burnout, and career commitment. Third, emotional labor had positive(+) impacts on emotional exhaustion and depersonalization of the burnout subvariables and no significant impacts on personal accomplishment. Fourth, emotional labor had significant negative(-) effects on career commitment. Those findings show that the emotional labor of childcare teachers has influences on their burnout and career commitment on which it was estimated to have tacit effects. It is thus required to recognize and reevaluate the importance of emotional labor and establish a foundation for a social support system.

• Journal of the Korean Society of Safety
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• v.22 no.4
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• pp.72-82
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• 2007

The purpose of this study is to put forward revitalization of the Honorary Industrial Safety Inspector System by using the survey(2006.05) of the Honorary Industrial Safety Inspector in the Construction Industry. It can be summarized to develop the system as the following: 1) If there are neither labor union nor representative of workers in a company, workers must elect the representative of workers at first and then recommendation of the honorary industrial safety inspector by the representative of workers, 2) It should regulated in the industrial safety and health act about the tenure of the representative of workers and the process of election, 3) Prohibition the honorary industrial safety inspector as the employer members in the Industrial Safety and Health Committee and exclusion of both main office supervisor and subcontract-company supervisor from the appointment of the honorary industrial safety inspector, 4) Measures to realize the prohibitive regulation of unfavorable treatment on the grounds that the inspector has performed legitimate activities as an Honorary Industrial Safety Inspector, 5) Statutory regulation of the educations' hours(primary education & professional education), 6) Specification of the professional education and increase of the frequency, 7) Support of the government(the Ministry of Labor) to revitalize the honorary industrial safety inspector system, 8) Put in a statutory form the regular hours to carry out the work of the honorary industrial safety inspector in the workplace.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.9
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• pp.5716-5725
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• 2014

This study examined the effects of a prenatal education program of labor and delivery experience for primigravidas in mid-pregnancy. This investigation was designed as a one group pre-post quasi-experimental study, aiming to determine the effects of prenatal education on anxiety, confidence and knowledge in delivery by demonstrating knowledge and actual situations including understanding labor, breast-feeding, baby care and others, and experiencing the education program. Subjects were collected randomly from an on-line club in D city. The simulation education proceeded for 2 hours a week from April to June, 2014, and there were 6 sessions each in the first and second periods. We included 35 primigravidas who attended all 6 sessions. The data was analyzed using descriptive statistics, exploratory factor analysis and a paired t-test. According to the study results, the subjects showed a significant difference in knowledge in delivery (t=-9.07, p<001), confidence in delivery (t=-9.00, p<001) and anxiety (t=14.39, p<001) after participating in the prenatal education program. An evaluation of satisfaction revealed experience to be the most differentiating factor, and the simulation experience was identified as most effective. The desired appropriate number of class sessions was 4 times, and 88.6% of the pregnant women intended to attend the program at their next birth, indicating a high response rate.