• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.267-279
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• 2023

The purpose of this study is to find out the experience and meaning of discrimination among Korean-Chinese part-time job international students. To this end, after in-depth interviews with nine Korean-Chinese part-time job international students from May to June 2022, the data were analyzed using Colaizzi's phenomenological research method. The findings were as follows: New challenges for living expenses and efficient adaptation, this road full of thorns, efforts to adapt beyond discrimination, growth and relationships through part-time jobs turned out to be opportunities. This experience became a process for Korean-Chinese part-time international students to grow further as well as solve economic problems. However, they are subject to multiple discrimination due to their dual status as international students and ethnic Korean-Chinese. Their Korean identity gives a more directed differential experience in the process of working part-time. But in the process, they are still overcoming difficulties. Korean-Chinese international students are growing up by accepting discrimination experiences and adapting to their international life. As a result of the above research, we need education and help to guarantee working human rights for Korean-Chinese part-time students with the development of a multicultural society in the future.

• Korean Journal of Occupational Health Nursing
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• v.10 no.2
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• pp.131-141
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• 2001

Purpose: This study were carried out to investigate the difference employment characteristics and job satisfactions by gender and to explore the influences of demographic status and employment characteristics on job satisfaction. Method: Social statistics survey data collected by Ministry of Statistics in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaire which were consisted in 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship, working hours. Result: The results show that more than 50% of women were working as a part-time employees. Their education level were lower than men. Women workers were unmarried at higher percents than men. Men were showed more satisfaction significantly in their job than women. Men also had higher job satisfaction with work task, promotion, placement, and human relation. Women had shown higher job satisfaction with wage, working environment, and employer-employee relationship. Employment status had the most important factor on the job satisfaction. And, living status satisfaction, education, age, occupation, marital status, employment status and sex were significant for the job satisfaction. 33.34% of the variance in the job satisfaction were accounted for by these variables. Conclusion: The results of this study showed that there were difference of job satisfaction between gender and employment status was the most predictive factors on the job satisfaction. Women had more unstable employment status such as part-time, employment on probation, or family employer without wage than men. Stability of employment could be considered as a strategy for enhancing job satisfaction for women.

• Research in Community and Public Health Nursing
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• v.12 no.3
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• pp.661-669
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• 2001

Purpose: This study was carried out to investigate the difference in job satisfaction and marital satisfaction by gender and to explore the influences of demographic status. employment characteristics. and job satisfaction/marital satisfaction on each type of satisfaction. Method: Social statistics survey data collected by National Statistical Office in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaires, which consisted of 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship. and working hours. And marital satisfaction was collected by questionnaires which consisted of 7 items, including satisfaction with general family life, relationship with their own parent and parent-in-law, relationship with brothers and sisters, relationship with their children, and economic living status. These are measured by 5-point Likert scale. Result: The results show that more than 60% of women were working as part-time employees. Their education levels were lower than men. Men were satisfied significantly more in their jobs than women. Men also had higher marital satisfaction. The employment status had the most important factor on the job satisfaction. and the marital satisfaction was the second important factor among women and men. As for the age, while older men showed higher job satisfaction, younger women showed higher job satisfaction, 28.04% of the variance in the job satisfaction for men and 33.86% for women were accounted for by the following variables: the younger age. the higher education. job satisfaction, and the higher marital satisfaction, 22.15% of the variance in the marital satisfaction for men and 21.19% for women were accounted for by these variables. Conclusion: The results of this study showed that there were differences in job satisfaction and marital satisfaction between genders, and that job satisfaction and marital satisfaction influenced each other. Employment status was the most predictive factor on the job satisfaction. Married women had an unstable employment status such as part-time position. The stability of employment could be considered as a strategy for enhancing job satisfaction for both sexes. The reason that women had lower marital satisfaction than men will have to be further investigated.

• Management Science and Financial Engineering
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• v.9 no.2
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• pp.47-68
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• 2003

We consider the customer order scheduling problem with job capacity restriction where the number of jobs in the shop at the same time is fixed. In the customer order scheduling problem, each job is part of some batch (customer order) and the composition of the jobs (product) in the batch is pre-specified. The objective function is associated with the completion time of the batches instead of the completion time of the jobs. We first summarize the known results for the general customer order scheduling problems. Then, we establish some new properties for the problems with job capacity restriction. For the case of unit processing time with the objective of minimizing makespan, we develop a polynomial-time optimal procedure for the two machine case. For the same problem with a variation of no batch alternation, we also develop a polynomial-time optimal procedure. Then, we show that the problems with the objectives of minimizing makespan and minimizing average batch completion time become NP-hard when there exist arbitrary number of machines. Finally, We propose optimal solution procedures for some special cases.

• Industrial Engineering and Management Systems
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• v.15 no.1
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• pp.11-18
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• 2016

This paper considers a scheduling problem in a flexible job shop with a reconfigurable manufacturing cell. The flexible job shop has both operation and routing flexibilities, which can be represented in the form of a multiple process plan, i.e. each part can be processed through alternative operations, each of which can be processed on alternative machines. The scheduling problem has three decision variables: (a) selecting operation/machine pairs for each part; (b) sequencing of parts to be fed into the reconfigurable manufacturing cell; and (c) sequencing of the parts assigned to each machine. Due to the reconfigurable manufacturing cell's ability of adjusting the capacity, functionality and flexibility to the desired levels, the priority scheduling approach is proposed in which the three decisions are made at the same time by combining operation/machine selection rules, input sequencing rules and part sequencing rules. To show the performances of various rule combinations, simulation experiments were done on various instances generated randomly using the experiences of the manufacturing experts, and the results are reported for the objectives of minimizing makespan, mean flow time and mean tardiness, respectively.

• The Journal of Korean Medicine
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• v.44 no.3
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• pp.59-73
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• 2023

Objectives: The role of physician-scientists who bridge the gap between basic science and clinical medicine is crucial in advancing medical innovation. This study aims to examine the educational and research environment and career satisfaction of graduate students in Korean Medicine among those who are Korean medicine doctor (KMD). Methods: This study analyzed the results of a survey consisting of respondents' composition, job status, graduate education and job satisfaction, economic conditions, career determinants, and obstacles to the career path of KMD-scientists from 65 participants including both full-time and part-time graduate students. Results: The results revealed significant differences between full-time and part-time graduate students in terms of weekly hours spent and job priorities, motivation for entering graduate school, career preferences, and desired career paths. The study highlights the need for tailored support for full-time and part-time graduate students and the importance of economic assistance in fostering KM scientists. Economic difficulties were identified as a major obstacle for full-time graduate students pursuing research careers. Tuition fees were found to be a significant burden for all graduate students. Furthermore, it emphasizes the importance of enhancing the research capabilities of part-time graduate students and improving the quality of education to foster KMD-scientists. Conclusion: This research provides essential insights for Korean Medicine colleges and graduate schools to develop targeted improvement plans and effectively train KMD-scientist.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.23 no.4
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• pp.261-282
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• 2012

This study aims at analyzing librarians' job satisfaction at public libraries in Dae-gu, according to various management and employment styles. As a theoretical study, it discusses management styles of public libraries and argues concepts and factors of job satisfaction. Based on the discussion the study selects 7 factors of job satisfaction and conducts a survey. All the respondents are satisfactory to 4 factors; job, co-worker, superior officer, and business affairs, but are not satisfactory to 3 factors; wages, welfare, and employment. There are differences between contract managed libraries and direct managed libraries. At local government's contract managed libraries there is no difference in a sense of job insecurity between full-time and part-time librarians. The remarkable differences between full-time and part-time librarians are concerning participation in decision making processes and discretion in business affairs. The most significant differences between them are about wages, welfare and employment.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.41
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• pp.231-242
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• 1997

This paper describe an approximation method for solving the minimum makespan problem of job shop scheduling with fuzzy processing time. We consider the multi-part production scheduling problem in a job shop scheduling. The job shop scheduling problem is a complex system and a NP-hard problem. The problem is more complex if the processing time is imprecision. The Fuzzy set theory can be useful in modeling and solving scheduling problems with uncertain processing times. Lee-Li fuzzy number comparison method will be used to compare processing times that evaluated under fuzziness. This study propose heuristic algorithm solving the job shop scheduling problem under fuzzy environment. In This study the proposed algorithm is designed to treat opinions of experts, also can be used to solve a job shop environment under the existence of alternate operations. On the basis of the proposed method, an example is presented.

• Journal of Technologic Dentistry
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• v.29 no.1
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• pp.73-91
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• 2007

The purpose of this study is to investigate relations among job-related attributes of dental technicians. Findings of the study can be summarized as follows. Differences in four job-related attributes among dental technicians in accordance with their titles were investigated to find that dental lab managers were higher in job satisfaction than chief and assistant technicians of the lab. Dental lab managers were given the best work climate, followed by chief technicians of hospital, those of dental lab and assistant technicians. Job competence was highest in part of the managers, followed by chief assistants of hospital, those of dental lab and assistant technicians. But work facilities that were being used by dental technicians were not significantly different in quality in accordance with their titles. Assistant technicians were lower in job satisfaction, given work climate and job competence than managers and chief technicians of both hospital and dental lab. Under same work conditions, female dental technicians were higher in job satisfaction than male ones. Dental technicians' job satisfaction were most affected by work climate, followed by job competence and the quality of work facilities in order. In other words, job satisfaction was higher when work climate was better, job competence was higher or when work facilities were better. Job satisfaction was generally lower in part of male dental technicians than female ones. Considering the fact that job satisfaction is most influenced by work climate, more careful attention should be paid to assistant technicians who while on duty, usually have not so good relationship with seniors or colleagues. Those technicians also usually have few or no opportunity of obtaining latest knowledge or skills, so they should be allowed time for seminars or lectures in which such knowledge or skills are educated. It is also important to raise assistant technicians' pride about their job by empowering them by authorization or giving more remuneration or other rewards for their improved job competence.

• Journal of Distribution Science
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• v.14 no.5
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• pp.91-96
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• 2016

Purpose - Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology - Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results - First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and "very much satisfied" was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions - First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.