• World Technopolis Review
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• v.1 no.3
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• pp.192-205
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• 2012

Globalization has fuelled the desire for simplicity and flexibility in rules and processes within nations. de Soto (2000) calls for the simplification of rules to enable people to join the formal economy. Friedman (2005) echoes the need for simpler rules, to attract business and capital. Market-based approaches to governing have been adopted in many nations due to globalization. Recent developments demonstrate that such approaches fail. Globalization may lead to impoverishment in the absence of proper forms of governance (Cooney 2000). That is why it has the tendency to become a "race to the bottom." Regulatory measures can be costly, and the costs of doing business are uneven across nations. This unevenness is being used as a comparative advantage. Others call this regulatory competition (Smith-Bozek 2007) or competitive governance (Schachtel and Sahmel 2000), which is similar to the model of Charles Tiebout. Collaborative governance is an approach that governments could use in lieu of the competitive method. Mechanisms that enable stakeholders to exchange information, harmonize activities, share resources, and enhance capacities (Himmelman 2002) are needed. Philippine public policy encourages a shift in modes of realizing labor market governance outcomes from command to collaboration (Sale and Bool 2010B; Sale 2011). Is labor market governance and regional development in the Philippines collaborative? Or is the opposite - competitive governance (Tiebout model) - more evident? What is the dominant approach? This preliminary research tackles these questions by looking at recent data on average and minimum wages, wage differentials, trade union density, collective bargaining coverage, small and bigger enterprises, employment, unemployment and underemployment, inflation, poverty incidence, labor productivity, family income, among others, across regions of the country. The issue is studied in the context of legal origins. Cultural explanations are broached.

• The Southeast Asian review
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• v.20 no.2
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• pp.135-178
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• 2010

This study is to seek alternatives for regional governance related to transnational labor migration issues in Southeast Asia. This study examined the present situation and trends of labor migration in the region, reviewed involved transnational issues, and identified the current issues of governance to seek alternatives for regional governance. The increase in cross-border labor migration is no doubt a sign of growth and dynamism of the region and greater integration of their economies. But it also poses complex policy and management issues as well as transnational issues over such as unequal economic profits, illegal migration, human rights, and social security issues. In this reality, regional governance is a very important theme and the efforts to manage their migration inherently involve fundamental conflict and tension between related countries and regions. However, politics and governance of transnational migrant workers in Southeast Asia are still pursued at the national level. To resolve these issues, it is urgently required to secure not only collaboration between the parties concerned but also governance at the regional level. Findings of this study are: First, although labor migration has been a relatively long-time transnational issue, the history of addressing the issue at the regional governance is very short and still inceptive. Second, given its size, labor migration in Southeast Asia requires effective regional governance but no breakthrough was possible due to the conflict of interests between origin and destination countries and the conflict of logic between the labor market and the state. Third, the issue of labor migration is an important element for the formation of economic and socio-cultural communities the ASEAN countries have pursued. Fourth, it is urgently needed to seek alternatives for good and effective regional governance as a key to resolving these issues over migrant workers in Southeast Asia.

• Human Ecology Research
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• v.51 no.4
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• pp.425-438
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• 2013

Postponing childbirth is becoming increasingly common and consequently serious social problem in Korea, among married-working women. It is relatively unknown which factors determine married-working women's childbirth intention. This study investigated the effects of demographical factors, labor market factors and social support factors on married-working women's childbirth intention. Data from a national survey of married-working women (Korean longitudinal survey of women and families) are used in this study. The findings are as follows. First, logistic regression analyses that married-working women's childbirth intention could be predicted by 1) personal characteristic factors such as age (p <.000), education level (p<.029), parenthood (p<.000) monthly pay (p<.01); 2) husband support factors, such as satisfaction with division of household labor (p<.009), time with family (p<.049) influence of family life on work (p<.083); and 3) institutional support factors such as regular position (p<.015), regression analysis showed similar results. Personal characteristic factors and husband support factors had statistically significant effects on the number of future children. Personal value factors such as traditional family support (p<.05) proved to be the best predictor of the number of future children. Institutional support factors, on the other hand, did not have statistically significant effect on the number of future children. In a nutshell, personal characteristics and husband support proved to be the most important determinant of married-working women's childbirth intention. The findings suggest that family friendly policy and flexible labor market policy will impact married-working women's childbirth intention.

• Journal of the Korea Society of Computer and Information
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• v.27 no.11
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• pp.231-239
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• 2022

The labor director system to be introduced into the company law, the labor director must be explained in the Korean company law and the inevitability of its introduction must be persuaded. Conflicts with shareholders' right to appoint institutions are also a task that must be resolved. Management has absolute meaning for shareholders who receive dividends from operating profit. On the other hand, for workers who are guaranteed the right to collective action and are paid for their labor according to the contract law and the labor law, the management must be considered as a partner in labor-management cooperation, so the labor director system may cause confusion. There are growing calls to create a system that can form a 'relationship of understanding, participation, and cooperation', away from the existing 'control and command'-centered manpower management that causes labor-management confrontation and the system can also serve as an opportunity to reduce harmful effects of high-handed personnel administration in public institutions.

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

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.385-393
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• 2022

In the study of the mechanism of labor motivation as a determinant of economic security of the enterprise in competitive conditions, it was found that motivation is determinant in creating the conditions for production and ensuring the active functioning of the enterprise. It is substantiated that the motivational mechanism is the presence of a system of levers, incentives, measures and other elements for economic and administrative incentives for employees, which are used for incentives to work, increase productivity and safety, and more. The motivational mechanism plays an important role in ensuring the economic security of the enterprise and at the same time is a lever to increase competitiveness in the market. The functions of the mechanism of labor motivation are singled out, among which: explanatory-substantiating, regulative, communicative, socialization, regulating. The stages of occurrence of the motive for the employee are classified. The interrelation of motives and incentives in the mechanism of labor motivation as determinants of economic security of the enterprise in competitive conditions is proved. It is proved that the mechanism of labor motivation as a determinant of economic security of the enterprise in competitive conditions should be aimed at: assistance in forming and achieving goals and objectives of the enterprise and achieving balance and equilibrium of economic goals and social responsibility of the enterprise; ensuring close cooperation between management and employees of the enterprise; focus on building a flexible mechanism; transition to a democratic style of governance and involvement of employees in decision-making.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1217-1230
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• 2021

Using a multinomial logit model with the panel-data set of Vietnam manufacturing firms, this paper investigates the impacts of foreign direct investment (FDI) - small and medium enterprises (SMEs) linkages and other factors on SMEs' participation in the global value chain (GVC). We consider GVC firms are those engaging in any of the three modes including (i) using domestic inputs to export (D2E), (ii) using imported inputs to produce for the domestic market (I2P), (iii) using imported inputs to export (I2E). We discover that FDI-SME linkages statistically encourage Vietnamese SMEs to integrate into the GVC via I2P and I2E, while no statistical association between FDI-SME linkage and D2E participation is found. GVCs participation likelihood is also positively correlated with the introduction of new product introduction. The establishment of firms' production facilities in industrial zones and foreign ownership are both reported to be significantly decisive factors to SMEs' decisions on GVC participation. Besides, there is a strong association between firms' attributes, i.e. employment, capital intensity as well as financial access, and their participation in the GVC. Local governance quality (proxied by the Provincial Competitiveness Index) and the share of skilled labor at the province-level can facilitate firms' integration into GVCs, while greater market concentration may be a hurdle to such potential.

• Journal of the Korean Regional Science Association
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• v.12 no.2
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• pp.99-116
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• 1996

This study investigates the nature and patterns of interrelation between the emerging information and communication technology(ICT) and the organization of corporate space, both theoretically and empirically. In this work, ICT is conceptualized not so much a space-adjusting technology as an organizational technology. ICT is considered as a governance technology which is related to coordination function within a firm. Therefore, it is supposed to have a great relevance to the spatial reorganization of functions within a firm. Both questionnaire and case study method are used to gather necessary data from Korean electronics manufactures. The results of this study can be summarized as follow. First, the spatial structure of a firm, which is operationalised as the number and type of spatially separated establishments, is turned out to have a great explanatory power to its adoption of computer networks. Computer networks in muli-locational companies are introduced to overcome the limits of its spatial structure, such as duplication of functions, such as duplication of functions, loss of time spent in proceeding a job between different functional units, and unresponsiveness to the change of market demand. Second, new spatial division of labor and function could be possible through a series of business process reengineering, not through the mere adoption of ICT. Case studies reveal that computer network could help a firm to realize new forms of spatial division of labor, especially in those functions which is mainly based on the flow of information. Such function as ICT management, sales logistics and after-sales service are major parts where a new operational unit has appeared with the help of ICT. From above results, it can be concluded that the interrelations between ICT and organizational space should be approached intimately integrated with the change of industrial structure and it's organizational implications.

• International Commerce and Information Review
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• v.14 no.3
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• pp.75-96
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• 2012

China will replace the global governance of the 21st century in 2050. The rise of China provide the Chinese development model to other developing countries. There are positive element and disability element in China's 'peaceful rise' strategy at the same time. Success of the reform and opening up, market liberalization, economic interdependency, economic globalization, stability of ruling power, consolidation of one-party rule and soft power increase are the promotions of peaceful rise. China's rise as a power nation begins by regaining the superpower status in East Asia. East Asia is a lebensraum assuring a continuing growth to China. For this lebensraum, China shows an interest in institutionalization of regional economic cooperation. The core values of ASEAN, namely the mutual respect, harmonious coexistence, co-prosperity, egalitarianism and pluralism are in conform to China's policy of harmonious world and peaceful coexistence. Through this common value the tension in East Asia will be alleviated. By the regional hegemony strategy based on soft power and economic success, China will try to regain the past glorious position. Attaining status as a coordinator of the world rule will be based on the success of the East Asian strategy. Korea and other neighboring countries will be the best beneficiary countries of the China's rise strategy. China's rising strategy will have a profound effect on neighboring countries especially, Korea. The scale of the movement of goods, labor, and capital between the two countries will become much larger than present. Through regional trade agreements, economic interdependency between Korea and China will increase.

• Journal of the Economic Geographical Society of Korea
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• v.19 no.4
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• pp.597-615
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• 2016

Since 1997 the United Kingdom has pursued creative industry and creative city development in accordance with the New Labor Party policy, strengthening its cluster policy by assigning creative city policies to traditional manufacturing-oriented regions. Tech City in London, one of the most successful examples of digital clusters, is an area in which diverse ecosystems for venture business integration have been established, as the once barren space began to spontaneously develop. For this region, systematic linkages including universities, private companies, start-ups, and accelerators have been added, along with the UK government's active support system. As a result of this opportunity, the scale of the UK start-up ecosystem has significantly grown, the number of local companies has surged, and brand effect has greatly improved. Tech City is an example of a well-balanced combination of public effort and private governance, based on the region's historical background and its potential for growth. It is an effective coordination of public policy and private active investment, services, research, and education. The market platform for institutional technology and commercialization, and aggressive investment shares in the risk, have lead to its growth as a start-up and an innovative city. Britain's efforts to expand the nationwide cluster for the future-oriented digital economy is most noteworthy.