• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.215-245
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• 2018

The purpose of this study is to provide policy implications on the settlement of regional labor market of young women through detailed study on the experience of regional labor market in Jeollanam-do Province. For this purpose, this study analyzed the labor mobility experience in the regional labor market of young women, which lacked specific case studies. In this study, we have identified the causes of job changes by dividing the labor mobility of young women into intra-career moves and inter-career moves. For the causes of labor mobility we divided into two aspects: problems in preparation for employment and employment conditions. The inter-career moves included more diverse factors than intra-career moves. In the inter-career moves, problems in preparation for employment were highlighted as the causes of job changes. In the case of moving within the career, young women would leave because of the employment conditions such as the expiration of the employment period, but the turnover appears to be the way of retaining their previous career. On the other hand, in the case of intra-career moves, the strong desire to maintain the career was shown, and at the same time, the possibility of leaving the region was also high. Based on the case study, this study proposed systematic career counseling for career match, and construction of career management system to support continuous career development.

• Women's Health Nursing
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• v.10 no.1
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• pp.51-58
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• 2004

Purpose: To compare the difference of state anxiety, perceived support, and childbirth experience perception, between the primiparous's husband who participated in actual labor and delivery process with her wife after finishing Lamaze childbirth class education and the husband who did not finished Lamaze childbirth class, for providing the basic data for effective nursing intervention and pre-childbirth educational program development for husbands. Method: At one general hospital located in Kyunggi-do and one clinic in Seoul, from April 6th to May 12th, 2003, the subjects were 146 including 67 primipara's husbands who participated in the 5-week Lamaze educational program and 79 primipara's husbands who didn't, using structuralized questionnaire. Analysis: Mean, frequency, percentage, 2-test, and t-test were used by SPSS 10.0 program. Result: The sub-hypothesis 1, 'there are significant differences between anxiety of the group who participated in Lamaze and who didn't' was not accepted(t=-1.043, p=.299). The sub-hypothesis 2, 'there are significant differences between anxiety by cervical dilatation the group who participated in Lamaze program and who didn't' was not accepted(t=-1.123, P=.263, t=-.356, P=.722, t=-1.879, P=.062). The hypothesis 3, 'there are significant differences between perceived support of the group who participated in Lamaze program and who didn't' was accepted(t=4.860, P=.000). Especially, the obstetrical support of the group who participated in Lamaze program, which could reduce delivering pain, was higher. The hypothesis 4, 'there are significant differences between the perception of childbirth-labor experience of the group who participated in Lamaze program and who didn't' was accepted(t=2.816, P=.006). Conclusion: The Lamaze program was a effective nursing intervention for husband's affirmative perception of childbirth-labor experience as well as husband's role as active supporters during labor process. The change of present woman-centered pre-childbirth education into both partner-centered education stressing on husband's needs, viewpoint and role as a supporter should be considered. Therefore, hospital administrators should pay more attention on enhancing the opportunities of husband for pre-birth education and participating in the process of labor as a family-centered nursing intervention.

• Journal of East-West Nursing Research
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• v.27 no.2
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• pp.104-113
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• 2021

Purpose: The purpose of this study was to investigate the status of emotional labor of nursing personnel working in comprehensive nursing service ward and to suggest the way service improvement can be achieved. Methods: A total of 28 nurses working in comprehensive nursing service ward were divided into four groups to conduct focus group interview. All interviews were recorded and transcribed after the interview to perform data analysis in the order of data classification, topic categorization, and keyword derivation. Results: The five categories of subjects and relating keywords drawn from the focus group interviews are as follows: 1) Emotional labor experience: suppressing emotions, expressing emotions or actions that are different from reality, 2) Situations of emotional labor: verbal abuse and assault, sexual harassment, personal needs and errands, 3) Responses to emotional labor: responding directly, responding directly, receiving senior's help, using the organizational system, persevering, 4) Problems caused by emotional labor: work exhaustion, job change intention, job stress, 5) Protection plan against emotional labor: manual or education for nurses, education for patients and carers, compensation, tough sanctions though system strengthening. Conclusion: This study shows that although nurses working in comprehensive nursing service ward generally experience high levels of emotional labor, the problem solving of them relies mainly on personal response. Therefore, it is necessary to develop various measures to protect nurses in an organizational level response, thus to improve the comprehensive nursing service system.

• The Journal of the Convergence on Culture Technology
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• v.8 no.2
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• pp.99-108
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• 2022

This study was to investigates the effects of verbal abuse experience, emotional labor and nursing practice environment on job stress of nurses in hemodialysis units. Participants were 169 hemodialysis nurses. Data were collected with structured qustionnaires from March 1 to March 30, 2021. Data were analyzed SPSS 23.0 program for descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression. Factor affecting the job stress of hemodialysis nurses were emotional labor(β=.354, p<.001), verbal abuse(β =.255, p=.005) and nursing practice environment(β=-.214, p<.001). Therefore, in order to manage the job stress of nurses in hemodialysis unit, it is necessary to prepare measures to reduce verbal abuse experience, emotional labor and create a positive nursing working environment.

• Journal of Wellbeing Management and Applied Psychology
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• v.7 no.3
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• pp.13-24
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• 2024

Against the backdrop of China's implementation of the "universal two-child" policy, the expansion of higher education, and the narrowing gender gap in the labor market and family status, we investigated the impact of the number of children on parental labor supply and occupational prestige scores using data from the China Family Panel Studies (CFPS) for 2016 and 2018. We found that the influence of children on the parental labor market shifted from labor supply to occupational prestige scores. Heterogeneity analysis reveals a more negative significant adverse impact of younger children on parental labor market performance compared with children over 7 years old. Compared to rural areas, parents in urban areas experience a more significant negative impact from an increase in the number of children. Extended families facilitate rural fathers' employment and leads to a decline in occupational prestige for urban parents.

• Journal of Family Resource Management and Policy Review
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• v.4 no.1
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• pp.69-78
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• 2000

The aim of this study was to clarify the social labor experience of women especially female slaves and to review the family problems of them in the Yi Dynasty. For the purpose, this study made use of literature reviews. It was founded that female slaves in the Yi Dynasty had participated in social labor between the ages 10 and 60 though they were forced to work against their will. The slaves whether they belonged to government or landowners were entrusted with hard work or were bound to pay cotton fabrics. So they contributed to maintain national economy and to accumulate private wealth but they sometimes suffered their family to be dissolved by the demand of owners.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.374-382
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• 2012

Purpose: This study was done to investigate the effects of university hospital nurses' organizational conflict between organizational commitment and labor union commitment, so as to provide data on prevention of conflict with the hospital and to improve work achievement with commitment of two different groups: hospital and labor union commitment. Methods: Data collection was conducted from May 15 to 31, 2011 for nurses registered in the labor union of a university hospital. The collected data were analyzed using t-test, ANOVA, Scheffe test and multiple regression. Results: Organizational commitment of the nurses showed significant differences according to age, position and work experience, and degree of labor union commitment according to academic achievement. The factors affecting labor union commitment were organizational conflict and recognition of need for labor union, which accounted for 19% of the variance. Factors affecting organizational commitment were organizational conflict, recognition of need for labor union, participation in organizational events, and renewal of membership in the union, which accounted for 33% of the variance. Conclusion: The results of this study indicate that there is a need to improve work achievement by minimizing conflict and preventing labor disputes for better organizational commitment and labor union commitment of nurses.

• Journal of Labour Economics
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• v.27 no.1
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• pp.27-53
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• 2004

This paper analyzes the two cases of labor disputes (Hyundai Motor in 1998 and Power Generation Companies in 2002) in the period of restructuring, by applying the behavioral theory of labor negotiations as a comparative framework. The paper compares th backgrounds of the labor disputes, core issues, bargaining processes, and evolutionary patterns and consequences of the labor disputes at the two cases. The common features, found in the two dispute cases, are strong mistrust and exclusive bargaining attitude between labor unions and management, little feasibility of contract zone in bargaining proposals by the two parties, heteronomous dispute resolution by the intervention of the government, and the lack of learning effect gained from the experience of labor disputes. This comparative case study identifies that the confrontational labor-management relations at the firm level is re-produced by a regressive process of the following circulation: labor-management distrust $\rightarrow$ interest conflict in bargaining demand $\rightarrow$ exclusive bargaining attitude $\rightarrow$ the experience of antagonistic dispute $\rightarrow$ deepened distrust. In conclusion, four parties-labor unions, management, the government, and public press - are required to make much effort to replace the vicious circle of labor-management confrontation by a virtueous cycle of labor-management cooperation.

• Journal of the Korean Home Economics Association
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• v.42 no.1
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• pp.69-79
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• 2004

This study has examined factors of young married women's new entry in labor market after the birth of their first child. For the dynamic analysis, the Cox Regression Hazard Model is applied. The following results are obtained： First, about 33％ of married women who did not have a job at the pre-birth enter in labor market at the post-birth. Second, compared to those out of the labor force, women who succeeded in finding their first jobs after the birth of their first child are more likely to be younger, have baby-sitters, have working experiences in the past, and have lower level of household income. Third, age, having baby-sitter and the experience of job transition are vital factors in entering the labor market after the first child birth.

• Korea journal of population studies
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• v.27 no.1
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• pp.121-146
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• 2004

Despite the fact that there are about 435,000 unemployed youth out there in 2003, small and medium manufacturing companies experience a shortage of labor in South Korea. Korean government has released the statistical data on labor shortage as well as unemployment. However, there is an inconsistency in the labor shortage statistics of the small and medium business sector released by two different government bodies: the Labor Demand Survey by the Ministry of Labor (MOL), and the Manpower Survey for the Small and Medium Business by the Small and Medium Business Administration (SMBA). This paper analyzes causes of the differences the conceptualization and measurement of labor shortage and the data collecting methods. This paper also suggests alternative statistical indicators to overcome the confusion.