• Journal of the Economic Geographical Society of Korea
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• v.25 no.4
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• pp.600-616
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• 2022

This study contemplates spatial context of startup in manufacturing, mainly analyzing job creation effects of time lag of startups in manufacturing at different technology levels. Using DID model, we found that each region including capital, non-capital and metropolitan area shows different job creation effects of time lag. In capial region, startup cohort in high R&D intensity manufacturing was found to show short-term job creation effects, but in non-capital region, long-term job creation effects was found with the one in medium-high R&D intensity manufacturing. In case of metropolitan area, we couldn't find much evidence of job creation effects that was statistically significant. The result of analysis implied that, in capital region, startup support policies, targeting at high R&D intensity manufacturing, ought to be focused on scale-up of startups that survived for a certain period. And non-capital area and some of metropolitan areas in non-capital region that have comparatively inferior infrastructure and brain-drain problems as well should focus on fostering startups in medium-high R&D intensity manufacturing in a long-term perspective and utilize their traditional manufacturing base.

• Korean Journal of Occupational Health Nursing
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• v.21 no.3
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• pp.192-200
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• 2012

Purpose: The purpose of this study aimed to investigate job stress levels of occupational health managers and whether job stress levels were affected by various factors such as size and types of company and work-related characteristics of occupational health managers. Methods: The study was conducted from May to September 2011 in the chemicals manufacturing factories in Korea and total subjects were 59 occupational health managers. We measured job stress levels of occupational health managers using Korean occupational stress scale (KOSS) questionnaires and the information of company characteristics was obtained using a self-reported questionnaire. Results: The characteristics of company such as type, size and industries and job characteristics of occupational health managers were significant factors in job stress. Job demand, job control, job insecurity, organizational system and occupational environment scores were significantly associated with type, size and industries of company. In multiple regression analyses, we found that job demand was significantly associated with occupational position and type of company, and job insecurity was significantly associated with working hour. Also, we found that lack of reward was significantly associated with education level, speciality, duration of work and hour and type of company. Conclusion: These results indicate that job stress of occupational health managers is significantly associated with work-related characteristics and company's characteristics.

• Journal of Labour Economics
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• v.27 no.2
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• pp.29-66
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• 2004

In this paper, I investigate job creation and destruction in Korean mining and manufacturing between 1982 and 2000 using the raw data of Annual Mining and Manufacturing Survey. The rate of job creation and destruction of continuing plants averaged 9.75 and 10.33, respectively, which are higher than those of OECD countries, Chile, and Colombia. The created jobs showed weak persistence and the concentration of job reallocation is high, compared with other countries. Job reallocation accounts for major fraction of worker reallocation and the fraction has increased before 1997. Analysis of time series data of job flow revealed a general pattern of pro-cyclic job creation and counter-cyclic job destruction. However job reallocation in Korea is strongly acyclic whereas the rate is known to be counter-cyclical in the U.S.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.17 no.30
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• pp.167-175
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• 1994

Generally, queueing networks, networks, chains and simulation techniques are among the most widely used evaluation tools to study computer systems, manufacturing systems etc. But, these tools have some assumptions and difficulties. So, this thesis presents a method for manufacturing system using Petri nets. Petri nets are a graphical and mathmatical modeling tool and are promising tool for describing and studying systems that are characterized as being concurrent asychronous, dynamic, distributed and parrallel. It designs Petri net model for processing time of manufacturing system And it applied to a job shop system composed of 8 machines and 4 different job types.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8509-8515
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• 2015

The aim of this study was to investigate the relationship between job stress and smoking behaviors among small scale manufacturing male workers. A self administered questionnaire was given to 856 male workers employed in 24 work places under 50 members of manufacturing industries. As a results, the smoking rates of small scale manufacturing male workers was 35.2%. In the results of multiple logistic regression analysis to know the relationship between job stress and smoking behaviors, the Odds ratio of the total score of Korean Occupational Stress Scale(KOSS) and its subarea(physical environment, job demand, organizational system, lack of reward and occupational climate) were significantly increased in high risk group than normal group. These results suggested that job stress may play a significant role in the smoking behaviors in the high risk group than normal group of small scale manufacturing male workers.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.27 no.2
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• pp.17-23
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• 2004

Changes in manufacturing system are those that occur during production and cause the systems to behave unpredictably. So scheduling problem in this dynamic Industrial environments is very complex. The main concept of this dissertation is to continuously monitor a manufacturing system status(Rate of Prior Job, Rate of Large Job, Rate of Shortest due date Job, Job Interval Time) and detect or predict a change so that scheduling system will react by modifying production schedule(dispaching rule) to lessen the effects of this change.

• Korean Journal of Occupational Health Nursing
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• v.16 no.2
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• pp.109-118
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• 2007

Purpose: The purpose of this study was to identify stress and coping patterns of manufacturing male workers. Method: Data were collected from 215 manufacturing male workers and analyzed by SPSS WIN 12.0 Results: The total job stress score was 41.41 and the mean of the daily hassles score was 1.60. Related to the coping type, direct-active coping was the highest among four types of coping. Indirect-active coping was the second, followed by direct-passive coping and indirect-passive coping. Job stress score and daily hassles score were highly correlated by passive coping types. Conclusion: Occupational health management program including coping strategy is required to relieve workers' stress.

• Proceedings of the Safety Management and Science Conference
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• 2008.04a
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• pp.221-230
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• 2008

This paper reviewed the relationship between job characteristics and job stress responses(physiological response, psychological response, behavioral response), and the moderating effect of social support. Based on the responses from 187 employees in small & medium manufacturing industry, hierarchical regressional analysis showed that job characteristics factors have partly negative relationships with job stress response. But, job variety has positive relationship. Social support has partly moderating effect on the relationship between job characteristics and job stress.

• Journal of Distribution Science
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• v.14 no.8
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• pp.23-33
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• 2016

Purpose - The purpose of this study was to analyze the effects of education & training and organizational culture on job satisfaction and organizational commitment and then examine the difference that would appear depending on the job title in the case of Korean employees in the manufacturing industry. Research design, data, and methodology - Our sample consisted of 1,013 administrative employees in the manufacturing industry with data extracted from the 4th Human Capital Corporate Panel (2011) survey. Descriptive statistics and multiple regression analysis were conducted. Results - Results showed that education & training had positive effect only on job satisfaction while organizational culture had positive effect on both job satisfaction and organizational commitment. Components under education & training (duration of the formal learning, efficacy of formal learning and efficacy of informal learning) and organizational culture (equity, communication, talent recognition, innovation) that were found to be affecting job satisfaction and organizational commitment revealed to be different depending on the hierarchical position of the employee. Conclusions - Different approach and policy for each group of job title could be considered in order to increase job satisfaction and enhance organizational commitment of the employees.

• Journal of Digital Convergence
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• v.10 no.10
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• pp.405-413
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• 2012

This study of male workers of small manufacturing companies with 50 or less determine the level of job stress and Investigated the relevance of these demographic characteristics, health behaviors, and job-related characteristics. The study subjects were 856 male workers, health checkups and screening agencies are engaged in small manufacturing companies with 50 or less people. Data collection period from April 1, 2010 until June 30, during the self - administered questionnaire through a survey was done. The Study results, several demographic characteristics, health-related behavioral characteristics and job-related characteristics of the variables and job stress is surveyed, there was a significant association. Drinking status, occupation, hours of sleep, leisure activities, whether working position, duration, number of hours per week, for inpatient and outpatient experience, whether in the workplace satisfaction, especially those affecting the job stress factors, such as has been pointed out, Therefore, in order to reduce job stress, health-related behaviors and the work environment, and efforts to improve the content of the job.