• Journal of Korean Society for Quality Management
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• v.44 no.3
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• pp.649-660
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• 2016

Purpose: The purpose of this study is to find empirical studies the causal relationship among positive defining representation, negative defining representation, surface acting, deep acting, dissatisfaction of job, and intention of job transfer. Methods: The collected data through the survey by customer satisfaction team of "A" company call center. Results: The result of this study is that emotion and behavior norm influence on deep act of expressing both positive impacts of the employees. Conclusion: Feelings of corporate representation norm is psychologically of employees that because it affects even also must facilitate the surface acts and internal acts of employees and job dissatisfaction at the same time due to emotional dissonance and emotional exhaustion and turnover are hidden on the back emotion norms in the contact department, it should be aware of the need to address the emotional problems. Companies need to develop a variety of programs with attention to addressing the emotional difficulties experienced by workers.

• Korean Journal of Organic Agriculture
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• v.9 no.3
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• pp.45-71
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• 2001

The duck-rice forming system is increasingly spread up throughout Korea since 1992. It is discussed the rice field, rice quality, weed and pest management in the duck-rice weeding system compared to conventional farming system. Moreover the optimizing duck population, system management and fertilizer application rate were reported. Energy input and output by duck-rice farming system were carefully compared with those of low input sustainable paddy field and conventional farming paddy field. To find out the environmentally sound function of duck-rice system, the total nitrogen in paddy soil and paddy water, and nitrogen cycle in paddy rice cultivation system were analysed. finally the input and output were calculated, and ecological characteristic were determined in terms of nitrogen balance, labor input, animal input, renewable energy input, turnover of soil organic matter, energy loss, non-renewable indirect and direct energy input. It was concluded duck-rice weeding system could be recommended in terms of net only environmentally sound, but also farmer's income. But there are still some research needs for successful adaption of duck-rice farming to investigate to determine the optimal population of duck in rice paddy field unit, release time of duckling, duck management after release, and strategy for duck marketing and duck processing.

• Journal of Fisheries and Marine Sciences Education
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• v.23 no.3
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• pp.515-525
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• 2011

Due to changes in internal and external environment of coastal & offshore fishery such as decrease in coastal & offshore fishery resources, rising labor costs, rising gas prices, rising turnover rate of seamen, and intensified avoiding 4D types of business, the domestic seamen's avoidance of going to sea is being intensified. In order to solve the problems of domestic seamen shortage, coastal & offshore fishery businesses prefer to employ foreign seamen whose wages are relatively low, so employment of foreign seamen continues to increase. However, the foreign seamen system has the problems in selecting and managing seamen but these problems have been not adequately dealt with, so damages to fishery business continue to occur due to the seamen's deserting. The cases, in which foreigners who entered the country to take the sea in coastal & offshore fishing boats deserted their workplace, recorded 36.4% as of 2010. So in order to achieve the purpose of the foreign seamen system itself through rational management of foreign seamen, the exclusive organization to manage foreign seamen should be established and the system to rationally select foreign seamen who have experiences of fishery should be established. The utilization of foreign seamen during off season needs to be maximized by establishing the employment connection system for the management of foreign seamen and employment stabilization, and the exclusive organization for education of foreign seamen and the organization for nurturing domestic seamen need to be established and operated.

• Journal of Korean society of Dental Hygiene
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• v.18 no.6
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• pp.863-878
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• 2018

Objectives: The purpose of the study was to investigate the regional distribution and working environment of clinical dental hygienists in Korea. Methods: From 2015 to October 2016, a questionnaire was completed by 5,708 participants and the data were analyzed. Results: The region with the largest increase in clinical dental hygienist employees compared to graduates is Seoul. More than 50.0% of clinical dental hygienists working for less than 1.8 million won in the payroll period of 4-6 years were working in the Gwangju Jeonnam, Jeonbuk, and Gangwon regions. In addition, incentives and bonuses were rarely provided by localities and agencies. Although 43.4% provided both parental leave and maternity leave. Conclusions: In order to solve the fundamental problem of inter-regional movement and employee turnover rate of clinical dental hygienists, as well as address the regional imbalance in labor supply and demand, efforts should be made for institutional improvement to strengthen management and implementation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.7
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• pp.164-173
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• 2018

The purpose of this study is to investigate the effect of job experience while attending college on the turnover risk in the first job following graduation. Data was obtained from the 2015 Graduates Occupational Mobility Survey (GOMS). Subjects included college graduates under 30 years of age, who graduated from high school and entered college in the same year. The results of this study are as follows: First, students who had job experience while attending school were relatively low in economic characteristics, but showed active employment preparation behavior. Second, there was a significant difference in the characteristics of entry into the labor market according to whether they had job experience while attending school. It was found that the securing their first job of graduates with job experience was shorter, and the period of tenure was longer, but their wage was smaller than non-experienced graduates. Third, the Cox regression analysis confirmed what factors affected their employment period, and that job experience, experience frequency, and experience period while attending school had a positive effect on lowering turnover risk. Therefore, this study found that job experience during schooling years makes the employment period of the job longer after graduation, which is consistent with those who had previous job experience. However, the greater amount of job experience during the period of study positively affects job retention.

• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.73-103
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• 2005

This study takes of youth panel data(2002-2003), there is the purpose to know to youth employed's labor mobility conditions of employment status conversion and examine on factors affecting conversion of employment status. Main analysis result and policy imply, is as following. First, although youth employed's non-standard employment shows some decrease, employment youth hierarchy was construed that youth of our country is consisting very changefully because appear great turnover that is converted by unemployment or Not economically activity population same period. Specially, non-standard employment phenomenon of woman or low in scholarship person appeared notedly, and because phenomenon that is converted by unemployment or Not economically activity population is expose that is deepened, discriminating policy of government dimension is required for employment stabilization of these class. Second, show result that danger to escape to non-standard job risk trap which seeking employment activity of youth class is arranged case or company which is formed by official path is suitable becomes low, must formulate path of employment about youth class and improve qualitative level of employment through suitable job placement education of youth class or function (technology) level. Third, when was construed, but take into account that the although large enterprise have low risk in non-standard job, recently employment of youth class consists very limited, rather small scale business or smaller enterprise's competitive power preferably need to be plan. Finally, danger to non-standard job youth employed's company form is government connection wonder was expose that high, Such result can do that it is difficult by limited research period, but reflect actuality that youth unemployment policy of our country is enforced laying stress on public labor or unregular job employment such as internship system. Therefore, current youth unemployment policy may have to change by employment policy that can secure stable work record by youth class or act as bridge-building that promote conversion by full-time job.

• 한국사회복지학회:학술대회논문집
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• 2003.10a
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• pp.185-216
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• 2003

This study was aimed at investigating important factors influencing career success among regular workers. The current researcher scrutinized the degree to which variables and factors affect the career success and occupational turnover rates of the research participants. At the same tune, two hypothetical path models established by the researcher were examined using linear multiple regression methods and the LISREL. After examining the differences among the factors of career success, a comparison was made between the disabled worker group and the non-disabled worker group. A questionnaire using the 5-point Likert scale was distributed to a group of 374 workers with disabilities and 463 workers without disabilities. For the data analysis purpose, the structural equation model, factor analysis, correlation analysis, and multiple regression analysis were carried out. The results of this study ran be summarized as follows. First, the results of factor analysis showed important categories of conceptual themes of career success. The initial conceptual factor model did not accord with the empirical one. A three-factorial model revealed categories of personal, family, and organizational factor respectively. The personal factor was composed of the self-esteem and self-efficiency. The family factor was consisted of the multi-roles stress and the number of children. Finally, the organizational factor was composed of the capacity for utilizing resources, networking, and the frequency of mentoring. In addition, the total 10 sub areas of career success were divided by two important aspects; the subjective career success and the objective career success. Second, both research participant groups seemed to be influenced by their occupational types. However, all predictive variables excluding the wage rate and the average length of work years had significant impact on job success for the disabled work group, while all the variables excluding the frequency of advice and length of working years had significant impact on job success for the non-disabled worker group. Third, the turnover rate was significantly influenced by the age and the experience of turnover of the research participants. However, the number of co-workers was the strongest predictive variable for the worker group with disabilities, but the occupation choice variable for the worker group without disabilities. For the disabled worker group, the turnover rate was differently influenced by the type of occupation, the length of working years, while multi-role stress and the average working years at the time of turnover for the worker group without disabilities. Fifth, as a result of verifying the hypothetical path model, it showed that the first model was somewhat proper and could predict the career success on both research participant groups. In the second model, the Chi-square, the degree of freedom (($x^2=64.950$, df=61, P=0.341), and the adjusted Goodness of Fit Index (AGFI) were .964, and the Comparative Fit Index (CFI) were .997, and the Root Mean Squared Residual (RMR) was respectively. .038. The model was best fitted and could predict the career success more highly because the goodness of fit index in the whole models was within the allowed range. In conclusion, the following research implications can be suggested. First, the occupational type of research participants was one of the most important variables to predict the career success for both research participant groups. It means that people with disabilities require human development services including education. They need to improve themselves in this knowledge-based society. Furthermore, for maintaining the career success, people with disabilities should be approached by considering the subjective career success aspects including wages and the promotion opportunities than the objective career success aspects.

• Management & Information Systems Review
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• v.26
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• pp.27-60
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• 2008

Researches on the introduction of ERP system kept on examining the critical successful factors (CSFs) that focus on factors to achieve effectively successful projects, and trying to measuring the actual effectiveness of the introduction of ERP system. However, most of the preceding researches on the effectiveness of the introduction of ERP system that was searching devoted effects has been ceased, and actually even researches on the economical results have just done the basic cognitive evaluation of result indicators by many questionnaires instead of objective measuring values, because of the difficulty of measuring the evaluation of the result. Moreover, researches on positive effects of the introduction of ERP on enterprise results and researches that failed to give advantageous effects showed different results each other. And a part of researches reported that only a part of result indicators were partially affected. In this research, we investigated Korean large enterprises or middle-sized enterprises in manufacture industry that introduces SAP R/3 and Oracle package to compare their quantitative financial results after the introduction of ERP system, in order to measure the effects of the ERP system. First, we evaluated the difference of the quantitative financial results before and after the introduction of the ERP system. Second, we evaluated the opportunities shown by the effects after the introduction of the ERP system. Third, we removed the sample of the exchange crisis (IMF) and executed the additional analysis to reflect the average increasing and decreasing rate in the industry, so that pure evaluation can be achieved. Inherent limits of precedent researches are removed and practical effects of the pure introduction of the ERP system are evaluated, so the research of this research is significant. The result of this research is as follows. Because of the introduction of ERP, the rate of turnover of inventory property has increased and sales of preparation inventory property have decreased so that more effective inventory property management has been achieved. Moreover, preparation sales of labor costs and preparation sales of the number of employees have decreased to show the effect of the reduction of labor costs. However, it could no be concluded that we could increase the profit due to the introduction of ERP system. Due to the introduction of ERP, although we concluded that the return on assets (ROA) and the additional value of one-person employee statistically showed obvious differences and increased, the return on equity failed to show obvious differences after the process of introduction of ERP.

• Culinary science and hospitality research
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• v.22 no.4
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• pp.265-276
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• 2016

In this study, what is motivation factors through academic study about whether to choose a career for chef and analysis career choice motives and IPA between importance and satisfaction and motivation was to analyze the impact of factors affecting satisfaction. The impact on job satisfaction according to the chef choose the real motivation, self-centered, values, etc., but having a significant impact on satisfaction stable did not have any effect on satisfaction. Therefore, the management runs the company makes employees motivate to engage in promoting stability through increased opportunities to employees, the ability to demonstrate opportunities, compensation, career development, work environment improvement. In addition, unlike the restaurant operated by individually casinos and luxury hotels apply overtime, laundry service, employee cafeteria, night shift allowances, operated by the Labor Standards Act such work 40 hours, but the non-corporate individual restaurant or newly opened hotels that still don't have it showed the low importance for welfare benefits, and expected to have a high turnover rate.

• The Journal of the Korea Contents Association
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• v.12 no.3
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• pp.295-310
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• 2012

The purpose of this research is to examine qualitative and quantitative performance on SCM. To validate our research model, five hundred survey questionnaires were distributed to the companies that have implemented SCM systems for at least one year. A total of 153 valid responses were obtained. In this research, we were to derive influencing factors of SCM performance, modelize the mutual influential relationship between them, and look into the influential relationship influencing the SCM performance. Moreover, we tried to analyze difference of financial ratios after adopting SCM. The results of the research can be summarized as follows. Change management had a significant impact on information system quality and SCM performance, and, information system quality had a significant impact on SCM performance. And, the difference of financial ratio was existed after the adopting SCM. Moreover, inventory turnover rates, ROI, ROA were increased, and labor costs to sales was decreased.