• International conference on construction engineering and project management
• /
• 2011.02a
• /
• pp.256-261
• /
• 2011

Labor productivity is a significant factor related to control time, cost, and quality. Many researchers have developed models to define method of measuring the relationship between productivity and various constraints such as the size of working area, maximum working hours, and the crew composition. Most of the previous research has focused on estimating productivity; however, this research concentrates on estimating labor productivity and developing time and cost data for repetitive concrete pouring activity. In Korea, "Standard Estimating" only contains the average productivity data of the construction industry, and it is difficult to predict the time and cost of any particular project; hence, there are some errors in estimating duration and cost for individual activity and project. To address these issues, this research collects data, measures productivity, and develops time and cost data using labor productivity based on field conditions from the collected data. A probabilistic approach is also proposed to develop data. A case study is performed to validate this process using actual data collected from construction sites and it is possible that the result will be used as the EVMS baseline of cost management and schedule management.

• The Journal of Industrial Distribution & Business
• /
• v.4 no.1
• /
• pp.5-10
• /
• 2013

Purpose - Labor productivity is extremely important to the profitability and competitive advantage of organizations that provide services to customers, such as banks. This study investigates the factors driving labor productivity in Iran's Melli Bank. Research design, data, methodology - Five managerial, psychosocial, cultural, and individual factors are identified and their relative importance for labor productivity prioritized using AHP. The required data are then collected through a questionnaire designed for a pairwise comparison of the driving factors of labor productivity and their subcategories. Results - The study outcomes reveal that the managerial and individual factors are the most important. Specifically, the most important factors in increasing labor productivity in the branches of Melli Bank are having a competent supervisor, promotion opportunities, fair working conditions, conscientiousness, the right tools, and a correspondence between skills and work. Conclusions - Implementing AHP using Expert Choice software revealed that, among the driving factors of labor productivity (i.e., managerial, psychosocial, cultural, environmental, and personal), managerial factors were considered the most important by the respondents.

• Korea Journal of Hospital Management
• /
• v.15 no.3
• /
• pp.69-96
• /
• 2010

The aims of this study were to analyze affecting factors on labor union commitment among university hospital employees and provide basic data in two general hospitals. The subjects of this study were 357 hospital employees in one university hospital in Seoul and the other university hospital in Gyeong-Gi province from May 21 to June 10, 2010 through survey questionnaires. The main results of this study were as follow : First, labor union commitment level among subjects was increased as 40 years old, lower educational level, lower job position and union leader. Second, organization conflict level among subjects did not statistical differ significantly regarding age, education level, wedding, and job position, but job year. Third, correlation between labor union commitment level and organizational conflict increased. Finally, from the results of multiple regression analysis to identify major affecting factors of labor union commitment level, it depends on lower educational level, high conflict, and union leader between individual and group but not significantly. Therefore, it was necessary to continued to be supported for labor union. New research was required regarding organization culture and commitment.

• The Korean Journal of Franchise Management
• /
• v.6 no.2
• /
• pp.51-66
• /
• 2015

As competition for better service between corporations is getting fierce, many efforts to improve service quality are being made endlessly. The quality of service is directly associated with customer satisfaction and the employee performance of emotional labor is a key factor to attain a high level of customer review and better corporation image. This study examines an influence of emotional labor on job stress and customer orientation in the context of a service franchise firm. The results are as follow. First, deep acting of emotional labor has a negative influence on job stress, and surface acting of emotional labor has a negative influence on customer orientation. Also, job stress has a negative influence on customer orientation. Second, deep acting of emotional labor does not have a positive influence on customer orientation. Third, surface acting of emotional labor does not have a positive influence on job stress. The findings of this study show that deep acting of service based on an employee emotion can produce the employee's better service attitude by decreasing employees' job stress, but standardized surface acting of service cannot. Therefore, franchisor needs to use employees' deep acting to improve the franchisee service quality.

• Korean Journal of Construction Engineering and Management
• /
• v.9 no.2
• /
• pp.182-189
• /
• 2008

In private and public construction works, cost estimation and site productivity management are based on designed labor quantities calculated by the Standard Quantities per Unit (SQU). The designed labor quantities are regarded as the basis for insurance costs and safety and environmental costs and also affect the progress measurement of construction works. Even though the designed labor quantities from the SQU has been considered to be different from actual labor quantities put to construction works, there is no research that empirically analyzes the statistical differences. This study analyzes actual labor quantities of form workers, steel-bar fabricators, concrete pourers in reinforced concrete works of the 43 apartment projects, and compares the actual labor quantities to labor quantities from the SQU. It goes further to scrutinize the critical reasons underlying the differences through a survey on 65 practitioners and interviews with 32 site managers and supervisors. The regression models of labor quantities of the apartment concrete work produced by the present study will contribute to reasonable construction contracts based on the past actual costs and practical site management by the actual labor quantities.

• Korean Journal of Construction Engineering and Management
• /
• v.6 no.6 s.28
• /
• pp.181-192
• /
• 2005

Labor work information can be converted into the useful construction information in an effort to analyze project status, measure performance, and design a new similar project plan. The labor work information can also be used to make productivity data, which can be used to analyze the relationship between 'as planned' and 'as built' in scheduling management of a project, and to calculate 'percent completion' as well as analyzing delay cause. It is require to effectively collect the labor work information base on the activities. In general, current project management heavily depends on the experience and judgment of project managers, according to the work progress. However, relying on the oかy experience and judgment of the project managers might deteriorate the transparency or reliability of the collected labor work information. The purpose of this research is thus to develop a computer-based system for monitoring the work information generated by labors input in activities using PDA and Barcode technologies, and to propose a application method of the productivity data for effective project management.

• Korean journal of food and cookery science
• /
• v.26 no.1
• /
• pp.41-53
• /
• 2010

The purposes of this study were to: a) investigate personal and foodservice operational factors affecting job stress of school foodservice dietitians, b) analyze the contribution of emotional labor to job stress of school foodservice dietitians. A survey was conducted from May 2 to June 13, 2008 to collect data from school foodservice dietitians (N=546). 206 questionnaires were returned completed, and 15 improperly-completed questionnaires were excluded. Finally, 191 questionnaires were used for final statistical analysis (usage rate : 34.98%). The results of the study were as follows. First, personal variables significantly affecting dietitians' job stress were 'monthly bills(p<0.05)' and 'total length of time in school foodservice (p<0.05)'. Second, foodservice operational variables affecting dietitians' job stress were 'school level (p<0.05)', 'type of school foodservice management (p<0.01)', 'number of meal service times (p<0.05)', 'total number of meals served per day (p<0.001)', 'number of meals served per day for students (p<.001)', 'number of meals served per day for teachers (p<0.001)', and 'number of foodservice staff (p<0.001)'. Third, emotional labor was found to contribute significantly to the job stress of dietitians in school foodservice (p<0.001). It was found that as dietitians experience more emotional labor at work, more job stress is experienced. Stress management is a very important and meaningful contributor to foodservice quality as well as to personal well-being for workers in school foodservice. Therefore, it is proposed that management of emotional labor is essential for stress management. Further, emotional labor and job stress should no longer be considered a personal matter, but rather should be approached systematically in all aspects of a school foodservice organization.

• Korean Journal of Construction Engineering and Management
• /
• v.15 no.6
• /
• pp.71-82
• /
• 2014

Korea's labor productivity in construction sites is dependent on experience and act in accordance with the human element of the construction workers. In order to increase the work productivity of the construction site that requires a strategic management to potentially hindrance factors of labor productivity. However, without considering the potential problems, management of labor productivity in prior studies is focused only on the immediate problems. The purpose of this study is to compare the site-specific analysis of labor productivity impediments using easy IPA to identify potential causes. As a result of the analysis was to identify the realistic problems of job insecurity and poor working conditions as well as economic problems. It is expected that it is possible to provide the basic data to strategy suggestions for long-term labor productivity improvement of the construction site.

• The Korean Journal of Franchise Management
• /
• v.13 no.4
• /
• pp.23-37
• /
• 2022

Purpose: The Korean franchise market has undergone drastic growth in recent years. Followed by expansion of franchise business types, relevant legal matters have diversified. Compared to conventional economic laws that focused on resolving problems related to unfair transactions between franchisors and franchisees, more diverse labor laws have emerged recently due to governance and economic dependencies of franchise structure. However, it was found that the business environment of franchisees and working conditions of franchisee employees have not changed accordingly due to the unique structure of franchise business. Though franchisees are entrepreneurs independent from franchisors, they are still under franchising contract with the franchisors. For instance, employees of franchisees have been exposed to malpractices in regard to pay, time, and other working conditions. These malpractices may show the ineffectiveness of current labor laws. Labor management is an important issue for sustainability of franchise businesses. Negative publicity of franchises generated from violating relevant labor laws may have significant negative impact on overall image of franchised brands. However, franchisors should not hold franchisees fully responsible for legal violations in terms of labor management but strive to prevent relevant risks. Thus, the recent amendment in labor law related to increased minimum wage and reduced worktime have called for more attention to effectively implementing the law. Research design, data, and methodology: This study was conducted through a review of franchise-related laws and various institutions and policies. Results: It is further needed for all parties, including franchisors, franchisees, and franchisee employees, to take collaborative actions to improve working conditions of franchisees. Therefore, this study aims to propose appropriate and effective response plans toward recent changes in the Minimum Wage Act, while strengthening sustainability of franchisors, franchisees, and their employees. Conclusions: The proposal mainly contains plans regarding profit-related aids and profit sharing/cost reduction strategies for franchisees, as well as collective bargaining in the franchisor-franchisee relation. More detailed suggestions are included. Conclusions: This proposal may help franchisors and policymakers develop business plans and policies in improving business conditions of franchisees and working conditions of franchisee employees.

• Journal of Korea Port Economic Association
• /
• v.24 no.2
• /
• pp.43-69
• /
• 2008

The labor contract Law has been prepared as an important solution for social stability. After long disputes around the orientations of the law, On June 29, 2007, the new Chinese labor contract law is passed. This law reflects the changing labor relations because of economic reforms like restructuring of the state-owned enterprises and so on. This law contains more market-oriented clauses that are supplemented by corporatist scheme supported by trade unions than the first draft. This law emphasize labor's rights and interests to remove prior labor contract problem. So Chines government see this law as standard law to restructure social relationship and also require firms to corporate social responsibility. Therefore, implementation of the new Chinese labor contract law bring about increasing labor cost, infringement of autonomy for human resource management, rigidity of industrial relations. Under these situation, Korean shipping and port logistics companies need to introduce management system of minimized employment, prepare human resource management in response to long-term employment, maintain favor relationship with trade union, and set up counteiplan about risk of a labor dispute.