• Journal of Fisheries and Marine Sciences Education
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• v.21 no.2
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• pp.306-324
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• 2009

The purpose of this study is to analyze green growth issues such as employment, education and training, social capital and nature's standing right from the complementary perspective between natural environment conservation and economic growth. Green growth can be defined as a growth which lowers an increasing rate of entropy and at the same time improves our living standard. Green growth paradigm requires a quite amount of understanding the laws of thermodynamics and the uncertainty principle as the highest orders which regulate our overall socio-economic behaviors. They suggest that socio-economic growth is a mere transformation process of natural energy from one form to another and they increases natural manmade entropy over time. The most important issue of green growth policy may be a problem concerning employment and/or unemployment since green growth may induce inevitable movement of resources from the existing industries to the green sector. In particular, green industries will demand more highly specialized manpower than the existing ones. Without a well-designed new training education system and social capital accumulation toward environmental concerns, green growth may accompany a substantial amount of structural involuntary frictional unemployment. This may increase not only wealth-distribution disparity but also political instability. In order to achieve harmonious green growth, we should recognize that there are important complementary relationships between green and growth. Our society should also be able to innovate the existing educational system to accumulate social capital, to create a new sharing system, and to admit nature's standing right. Although the 2003 lawsuit case of Korean Salamander in Cheonseong Mountain went against plaintiff, it would provide apparently our society with a way of green development ahead.

• Journal of radiological science and technology
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• v.20 no.1
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• pp.77-84
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• 1997

Job satisfaction is very important for adequate manpower management in the medical field. To study job satisfaction among the radiologic technologists, 344 cases were reviewed in five university hospitals and one general hospital. Self-administered questionnaire was used to study their socioeconomic characteristics, working conditions, job satisfaction, and the factors affecting there Job satisfaction. The results were as follows : 1. There was statistically significant difference in job satisfaction according to the their department of employment, position, and hospital characteristics. 2. The group that was satisfied with their salary had a higher job satisfaction score, whereas others who were not satisfied ranked lower. 3. The positive answering group on the ability and job recognition ranked higher score on the job satisfaction than the negative answering group. 4. The group that was in good relationship with their superiors and co-workers scored higher on job satisfaction From the above results, the job satisfaction was high for the group with positive thinking and reply, but the intentin to change their job was low. Considering the fact that these results represent only 6 hospitals from limited arease, therefore, necessary to include more medical facilities nationwide, especially small-medium sized clinics or hospitals where the difficulty with high turnover rate of employment is expected, to study further various factors involving job satisfaction in the future.

• Korean Journal of Labor Studies
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• v.24 no.1
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• pp.197-227
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• 2018

This article aims to analyze some conditions for the reinforcing social security rights of atypical construction workers, and their socio-economical effects, and furthermore, to explore political measures for compliance with obligation of the four basic social insurances. Although the construction industry is one of the pivotal industry sectors, which contributes to the economic development, it is a typical industry sector, half of whose manpower is atypical and irregular. This kind of reality results especially from its own sectoral features and employment structure. We will argue that our society needs political measures for compliance with obligation of the basic social insurances for the construction workers, and it would help the reinforcing social safety net of the precarious construction workers, and furthermore enhancing competition in the construction industry. For this purpose, we will suggest concrete conditions for compliance with obligation of the basic social insurances and prove its positive socio-economic effects. In the end, we will propose some detailed measures like direct construction, introduction of the prevailing wage, etc. for this politic approach.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.42 no.3
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• pp.70-79
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• 2019

Domestic SMEs play a key role in production and employment, accounting for 98.9% of total enterprises, 74.4% of employment, 50.8% of production, and 49.0% of value added (as of 2016). However, they are faced with difficulties of survival because of continuous decrease in profitability, shortage of funds and manpower, insufficient accumulation of technology, minimum wage increase, and 52-hour workweek. In order for SMEs to continue to develop in such a difficult environment, we must constantly innovate our organization by making full use of our knowledge, information, experience and ability. To do this, CEO (management) leadership is very important to ensure that the best people are focused on the organizational innovation and management performance without moving the company. In this study, we wanted to establish empirically how the newly emerging compassionate rationalism leadership of SMEs business managers affected the innovation activities and management performance of companies. Research has shown that management's compassionate rationalism leadership has a positive and significant causal relationship with the innovation activities and management performance of the enterprise. Therefore, SMEs managers need to learn the bottom eight strategic factors of compassionate rationalism leadership and use them strategically to make efforts to create positive emotions for the organization so that members can be immersed in innovative activities and management performance creation.

• Convergence Security Journal
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• v.18 no.2
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• pp.149-158
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• 2018

Military officials in Korea are forced to change jobs early due to the retirement age after active service. Measures are needed in view of the 55% average employment rate of middle and long term soldiers during the last five years. The last government of Park Geun-hye push ahead creating of 50,000 jobs in discharged soldier with policy, but the results were not great. Therefore, it is time to drastically change the government's efforts to create large-scale jobs for discharged soldiers. It is necessary to break away from the traditional ways of expanding opportunities for employment at the academic level. So it became necessary for discharged soldiers to actively review ways to build their own organizations. For such reasons, this study presents a measure to create job through food service, Security personnel training and Manpower provision business, Special Soldier Control and Training Center Operation business, Han River Water Cleaning Project, Caring business, and delivery business by establishing their own social cooperation to create jobs for discharged soldiers.

• Journal of Practical Engineering Education
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• v.9 no.1
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• pp.31-39
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• 2017

Due to quantitative growth focused on short-term field placement and excessive competition between universities, the need for long-term field placement model is increasing and participation of government and universities is increasing for effective on-the-job training. In order to solve the problems of shortage of R&D manpower in small and medium sized companies, Kumoh Institute of Technology and three participating universities have been conducting industrial internship as R&D long-term field placement program from 2015. Students undertake long-term on-the-job training in the R & D department for six months to improve their R & D skills and strengthen their work capacity. In this paper, we propose effective ways of stimulating cooperative employment through long-term field placement in R&D departments from pre-preparation stage to ending stage through comparative analysis of cases of industrial internship in 2015 and 2016.

• Journal of Korean society of Dental Hygiene
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• v.22 no.3
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• pp.199-207
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• 2022

Objectives: The objectives of this study were to find the influential factors of dental hygienists' work environment and level of perception of rights on their retention intention, and to provide basic data for protecting their rights and interests and improving their employment rate. Methods: From June 6 to July 24, 2021, a questionnaire survey was conducted among 214 dental hygienists via an online link. After questionnaire collection, IBM SPSS program (ver. 21.0; IBM Corp., Armonk, NY, USA) was used to conduct frequency analysis, t-test, one-way ANOVA and multiple regression analysis. Results: The significant and positive influential factors of dental hygienists' retention intention were married individuals (p=0.022), fewer working hours (p<0.001, p=0.007), good work environment (p=0.002), higher wages (p<0.001, p<0.001), higher education (p=0.032), and perception of rights in a mid-level (p=0.038). Conclusions: It is necessary to consider wages and welfare equivalent to dental hygienists' work intensity and workload. By regularly educating dental hygienists to increase their perception of rights, expanding an opportunity of participation, and improving their work environment, it will be possible to increase their retention intention and efficiently establish manpower in dental clinics.

• Journal of Korea Trade
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• v.26 no.3
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• pp.23-44
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• 2022

Purpose - Recent issues such as vessel enlargement, strengthening of environmental regulations, and port smartization are expected to increase costs and intensify competition in the port industry. In the new normal era, when external growth has reached its limit, the efficient operation of ports is becoming indispensable for achieving sustainable growth. This study aims to identify the determinants of inefficiency by examining the cost structure and efficiency of container terminals in Korea and furthermore propose the political implications to derive the maximization of efficiency. Design/methodology - This study estimates the cost function of container terminal operators and identifies the efficiency of container terminals using stochastic cost frontier (SCF) in the first stage. In the second step, the SCF results are compared with the data envelopment analysis (DEA). Last, this paper proposes efficiency determinants on container terminal operation to establish appropriate strategies. Out of the 29 container terminal operators in South Korea, 13 operators participated in the survey. The translog cost function was estimated utilizing a total of 116 observations collected over the 2007-2017 period. Findings - Empirical analysis shows that economies of scale exist in Korea's container ports, which provides a rationale for the government's policy to establish the global terminal operator by integrating small terminal operators to enhance competitiveness. In addition, as a result of the determinants analysis, container throughput, weight of direct employment costs, and labour cost share have positive effects on improving cost efficiency, while inefficiency increases as the length of quay increases. More specifically, cost efficiency improves as the proportion of direct employment costs to outsourcing service costs increases. Originality/value - This study contributes to analyzing the inefficiency factors of container terminals through efficiency analysis with respect to a cost function. In addition, this study proposes the practical and political implications, such as establishing a long-term manpower pool, the application of the hybrid liner terminal system, and the construction of a statistical data system, to improve the cost inefficiency of terminal operators.

• Journal of Navigation and Port Research
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• v.36 no.3
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• pp.205-213
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• 2012

This study focused on the supply-demand and training system of the crew for domestic coastal shipping. First of all, it forecasted the prospect and effect in the future of the crew supply-demand through the analysis to the current situation of crew employment and the internal and external environment changes. Next, it suggested the specific role and alternatives of government, industry and educational institutions after the comparison and examination of the sailor policies among Korea and major shipping countries. In regard to the demand of crew manpower in coastal shipping, it figured out the bottoms and the current circumstances of sailors, and it could anticipate the future demand by the gradational approach. According to the findings, firstly the result of this simulation by the changes of the ship numbers demonstrated that the demand over the next 10 years will be 7,890~8,025 in the case of the growth 0.4%, and 7,894~8,063 in 0.5%. Secondly, assuming the growth 0.1~1%, the result illustrated that the demand will come to 7,879~8,258. This means the fact that the additional manpower has to be input to 20~430 annually from now on. To conclude, this study showed the more rational numbers about the supply-demand than the past researches and displayed the systematic approach to supply and train the crew in domestic coastal shipping.

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.107-114
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• 2015

Objectives : The purpose of this study was to understand how work environment and conflict level of dental hygienists affect turnover for the efficive manpower management of dental hygienists. Methods : Dental hygienists in dental (hospital)clinics near Daegu were randomly selected as the subjects of this study, and the followings analysis results are from 249 questionnaires: which were collected from March 2 to March 31 2011. Results : Among the 249 dental hygienists surveyed, 33.7% experienced turnover and 59.0% had turnover intention. From the analysis of the demographic, working environment and levels of conflict, dental hygienists had significantly higher turnover experiences based on following factors: older age, employment at a dental clinic rather than a dental hospital, longer working hours, longer total career as a dental hygienist, and longer of length of time at their current job. Furthermore, dental hygienists had significantly higher turnover intentions based on the following factors: younger age, more ignorant and higher level of discomfort due to conflict levels. Conclusions : Therefore, the working environment of dental hygienists has to be improved to inspire motivation, and conflict management has to be taughht within an organization to allow free communication and active participation in decision-making.