• Journal of Korean Clinical Nursing Research
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• v.22 no.3
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• pp.314-326
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• 2016

Purpose: The purpose of this study was to understand the experience of emotional labor of clinical nurses in medical institutes. Methods: A total of 26 nurses from 11 hospitals participated in the study. Six focus groups were organized and 4 to 5 nurses took part in each group. The compositional factors of groups included clinical experience, age, gender, work place and position. Data collection was conducted through focus group interview and it was proceeded by the time of data saturation. In this qualitative study, content analysis was conducted. Results: Five themes, 14 categories, and 33 subcategories, were emerged. The themes were 'Restrain themselves', 'Communion to the patients', 'Working environment provoking emotional tension', 'Respond to emotional events', 'Recovery of emotional energy'. Conclusion: Results indicated that surface acting of emotional labor such as, repression of personal desire and presenting the emotions that the organization ask nurse to express was related to psychosomatic symptoms, depression, burnout, poor job performance, increased mistakes, and low job satisfaction which eventually leads to nurses' turnover. In order to reduce negative influence of emotional labor, it is necessary to build positive organizational culture, to provide support from managers and co-workers. It is also important to improve work environment in order to do more deep acting since sharing emotions with patients can reduce the negative influence of emotional labor.

• East Asian Journal of Business Economics (EAJBE)
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• v.8 no.2
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• pp.1-14
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• 2020

Purpose - The current study analyzes effects of hotel restaurant cook's emotional labor on job satisfaction and customer orientation. Research design and methodology - In order to achieve the current study's goal, sample was extracted targeting cooks working in 5-stars hotels located in Seoul considering spatial and time limitation. Method of research was direct research method with survey. Survey was conducted from April 1st, 2018 to April 20, 2018 (approximately 20 days). Total of 300 surveys were distributed to cooks working in 5-stars hotels located in Seoul, and among those 250 surveys were returned. Among returned 250 surveys, 246 surveys. Results - First, in order to test H1, effect of hotel restaurant cook's emotional labor on job satisfaction (satisfaction on superior and coworker) was analyzed. Second, in order to test H2, effect on hotel restaurant cook's emotional labor on job satisfaction (satisfaction on compensation and promotion) was analyzed. Third, satisfaction on superior and coworker had statistically significantly positive effect on customer orientation, while satisfaction on compensation and promotion did not have statistically significant effect. Conclusions - First, deep acting had statistically significantly positive effect on job satisfaction (satisfaction on superior and coworker), while surface acting did not have statistically significant effect. Second, both deep and surface acting had statistically significantly positive effect on job satisfaction (satisfaction on compensation and promotion). Third, satisfaction on superior and coworker had statistically significantly positive effect on customer orientation, while satisfaction on compensation and promotion did not have statistically significant effect.

• Journal of the Korean Society of Clothing and Textiles
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• v.36 no.5
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• pp.534-548
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• 2012

This study investigates the emotional labor of fast fashion sales personnel using the qualitative research method. The research was performed through an in-depth interview with 10 sales personnel (managers, coordinators, head cashiers, and sales associates) who experienced fast fashion brands from July to October in 2011. The results of this study provide that fast fashion brands do have specific feeling rules and display behavior. Even though the sales personnel spend an extremely short time (about 1 minute) to serve customers, most of them experience exhaustion, fatigue, burnout and self-alienation because of emotional dissonance. Sales personnel do deep-acting and surface acting simultaneously and interviewees who have longer and more sales experience express less emotional dissonance. To reduce the negative results of emotional labor, the company plays an important role through the organizational culture; in addition, deep-acting could be recommended for a beginner until they are comfortable with sales. The results of this study provide the elements of emotional labor in a fast fashion and practical suggestions for store operation and sales personnel training.

• Child Health Nursing Research
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• v.12 no.1
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• pp.15-24
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• 2006

Purpose: This study was done to define nursing behavior in neonatal intensive care units so as to estimate resource-based relative value-. Method: Participating in this study were 292 nurses in neonatal intensive care units. The study surveyed physical and mental labor, stress and time involved in nursing work. Tool used in this study was a nursing labor per relative value tool. For analyzes, the relative value of each nursing behavior was calculated, where the mean value of the three components, labor intensity and component-by-component explanatory power were in percentage terms. Results: 1. Nursing behaviors in neonatal intensive care unit were classified and defined at three levels: 5 main domains, 17 mid-domains, and 42 small domains. 2. The per component explanatory power of intensity involved in nursing labor showed physical effort to be 32.45%, mental 32.86%, and stress 34.69%. 3. The reliability of nursing labor factors was very strong, Cronbach's alpha value of 0.96. Conclusion: In this research, which is a first in defining nursing behavior in neonatal intensive care units, individual nursing behavior were broken down using resource-based relative value for nursing cost, and each nursing behavior was successfully translated to a numerical value.

• Safety and Health at Work
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• v.12 no.4
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• pp.452-461
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• 2021

Background: The prevailing global work scenario and deteriorating health facilities in economies indulge the risk perspective in the labor market model. This is the reason that the risk factor is cautiously attributed to wages and labor market efficiencies specifically in developing and emerging economies. In this respect, Occupational Injuries of Workers (OIW) is considered essential to demonstrate the risk and Occupational Health and Safety (OHS) setups given the constraints of the labor. Intuitively, the prime objective of this study is to make an assessment of the labor market considering the OIW through the indicators of industry division, employment status, occupational distribution, adopted treatment, gender and regionality. Methods: The assessment strategy of the study has been categorized into trend analysis and Index Value Calculation (IVC) segments employing the data from 2001 to 2018. Results: The pattern of the selected indicators of the OIW has been observed in the available data while the IVC estimations are considered through time and reference categories. The findings of both exercises revealed absolute and relative heterogeneities at both industry and occupational levels. Conclusion: The consistency for gender and regional distribution of both assessments points out the need for effective policy initiatives. The study suggests separate analyses of industry and occupations for a better understanding of the OHS setups and up-gradation in Pakistan.

• Korea Trade Review
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• v.47 no.5
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• pp.241-251
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• 2022

As a 4th industrial revolution technology, robots are changing the form of labor market and trade in Korea. In the future, changes in the international trade order are expected to move in the direction of shortening global supply chains and restricting trade between countries. Accordingly, reshoring of relocating overseas production facilities to Korea or near-shoring of relocating overseas production facilities to neighboring allies may expand. In this context, this study analyzed the impact of robot introduction on the domestic labor market and trade based on firm-level data. As a result of analysis based on the 'business activity data' accumulated from 2017 to 2019, the introduction of robot technology was analyzed to expand low-wage, low-skilled employment. Analysis on trade shows that the introduction of robots decreases exports and increases imports. In order to expand exports through the technology of the 4th industrial revolution, employment expansion and robot introduction should occur at the same time, rather than replacing the labor force with robots. In addition, it is thought that reshoring's goal of risk management can be achieved when a stable supply chain for imports of raw materials or essential goods, which are difficult to transfer to Korea, is established together.

• Survey Research
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• v.10 no.3
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• pp.59-83
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• 2009

The purpose of this study is to understand why female labor force participation rates decline in early times after their marriage. Data were derived from the 4th(2001) to 9th(2006) Korea Labor & Income Panel Study. 194 Korean married women in twenties and thirties who had a job before marriage were analyzed. Survival analysis was used to explore the first labor force exit of married women longitudinally. The major findings are as follows. First, nearly half of them went away from labor market in the first 3 years after marriage. Second, child birth was the most significant factor in predicting women's labor force exit. Married women's employment discontinuity tend to be lowered after child birth, with working hour decreasing, and with the number of available family-friendly policies increasing. Married women's income encouraged them to hold on their career, though husband's income and household income were not significant. Third, married women tended to leave their job before giving birth. Women who remained in the labor market at child birth or until a year after birth were inclined to continue their job thereafter. Fourth, maternity leave and childcare leave diminished the probability of employment discontinuity. Many working wives could not use a maternity leave or childcare leave. This study shows married women usually underwent labor market exit in their newly married time. They cannot help facing conflict between the role of mother's and a worker's. Family-friendly policies could encourage working wives to rear child and continue work at the same time. The findings of this study could serve as fundamental material for further studies and would be a key to find effective solution for problematic issues on reconciling work and family.

• Korea journal of population studies
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• v.31 no.1
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• pp.27-54
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• 2008

The purpose of this study is to analyze the effect of policy boosting fertility and labor participation rate on potential GDP growth rate. To do this, we employ a growth accounting approach, which decomposes per capita GDP into two parts. The first one is the change of dependency ratio and the other is the change of labor input. The labor input is again decomposed into the qualitative and quantitative parts. The quantitative part considers the change of labor participation rate and working time. The qualitative aspects is based on the trend of productivity of labor. From the scenarios of NSO(National Statistics Office), the effect of the fertility-raising policy on per capita potential GDP growth rate is calculated and projected to the year of 2050. We also forecast the policy effect inducing high labor participating rate of female labor and beyond 55-year old labor. The baseline results show that the per capita GDP growth rate will show mid 4% to the year of 2010, gradually declining to 3.94% by 2020, 3.03% by 2030, 2.41% by 2040. The high fertility rate scenario will not have effects on the potential growth by 2030, but show 0.10%p higher per capita GDP growth rate than that of baseline scenario result. By the high female labor participation policy, the per capita GDP growth rate will reach 0.04%p higher per capita GDP growth rate than that of baseline scenario. Based on the results of this paper, we conclude that the quantitative labor input cannot solely account for the trend decline of potential GDP, and the qualitative aspect, like labor productivity, is much more important element to sustain and boots the economic growth.

• Journal of Family Resource Management and Policy Review
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• v.2 no.2
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• pp.147-159
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• 1998

Given the dramatic increase in the percentage of married women working in clercial occupations and the inflexibility of work commitments for employees working in this domain, this paper investigates the division of household labor between married female clerical workers and their husbands, and their sources of external help. The total housework time of couples, the percent of total housework done by husbands, and a scale measuring the wife’s perception of the frequency with which her husband does specific household tasks are all used to measure the division of household labor between couples. Data for 143 couples were gathered from using structured questionares and the time dairies that included one weekday and one weekend day. The findings of this study are as follows; 1) The couples receive substantial support in housework from their mothers. 2) Wives spend an average of 23 hours and 26 minutes per week on household labor, whereas husbands spend an average 7 hours and 7 minutes per week. Husbands do an average of 20.9% of all housework done by the couples. Wives typically perceive that their husbands are not frequently participating in a variety of household tasks(mean = 2.88 on a 5-point Likert scale where 1=never and 5=always). 3) Multivariate analysis reveal that working hours is negatively related to while the presence of child under 6 years old is positively related to total housework. Time availability variables(e.g. working hours and the presence of child under 6 years old) and relative resource variables(e.g. the rate of wife’s income on that of husband) are related to the percent of total housework done by husbands. The sex-role attitude variables are related to the wife’s perceptions of the frequency with which her husband does specific household tasks.

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