• 노동경제논집
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• 제28권1호
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• pp.29-60
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• 2005

본 연구에서는 기업이 임금과 고용(근로자 수) 중 주로 어느 변수를 전략 변수로 사용하여 수요충격(demand shock)에 대응하는가를 연구한다. 또한 그러한 기업들의 적응 과정이 정(+)의 수요충격과 부(-)의 수요충격 사이에서 대칭적(symmetric)인가를 분석하며, 나아가 산업별 기업규모별, 그리고 노조 유무별로 그 적응패턴이 상이한가를 분석한다. 분석 결과를 요약하면 다음과 같다. 첫째, 전체적으로 기업들은 수요충격에 대해 임금조정보다는 고용조정으로 대응해 나가고 있다. 둘째, 전반적으로 임금이 경직적(rigid)으로 나타나는 이유는 주로 부(-)의 수요충격시 임금이 하방으로 경직적 (downward rigidity)이기 때문이며, 정(+)의 수요충격 시에는 다소 상향조정되는 것으로 나타난다. 셋째, 임금조정과 비교하여 고용조정은 정(＋)과 부(-)의 수요충격에 대해 대체로 대칭적이다. 넷째, 고용조정은 매출액 변동률에 대해 선형으로 나타나는 반면 임금조정은 비선형으로 나타난다. 정(+)의 수요충격시 임금은 그 충격의 강도가 상대적으로 약할 때는 반응을 하지 않다가 강도가 높아짐에 따라 상향조정의 폭도 점차 증가한다. 반대로 부(-)의 충격시 임금조정은 매출액 성장률의 오목함수로 표시된다. 다섯째, 노조기업은 비노조기업과 비교하여 수요충격에 대한 적응 수단으로 (특히 부(-)의 수요충격시) 고용보다는 임금을 주로 사용하는 것으로 나타났다.

• 패션비즈니스
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• 제16권5호
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• pp.74-87
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• 2012

The service industry will be essentially extended during the economic growth and industrial development. Especially, the role of workers meeting the customers in service industry is very important from the view point of purchase intention. So many companies in service industry endeavor to increase the work efficacies of workers through the various prizes and incentives, and improve the job performance by additional education. Recently, the incentive tours are comprehensively accepted as an efficient tool to promote the loyalty and job performance of workers. The incentive tours enable the worker to gain the cultural experiences. They will experience not only the natural heritages and antiques, but also the local life culture and arts culture. The culture marketing for worker as the internal customer increase the worker's loyalty and the ties among workers, and therefore, their job performance will be increased. The empirical results (162 workers surveyed) showed the incentive tours have improved both the individual and group's job performance at a cosmetic sales organization. So it is recommend to plan the organization specific incentive tour in order to improve the productivity of the service organization.

• 한국직업건강간호학회지
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• 제13권2호
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• pp.89-103
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• 2004

One of the major health problems of working women is job stress according to many studies. However, existing job stress questionnaires are suitable for men and men's job environments only, and do not reflect emotional labor for sales people. The aim of this research is to find women's job stress factors. The subjects of this investigation are married working women in sales since they experience emotional labor in addition to physical and psychological labor and the work-family conflict is very important job stressor for them. The job stressor of married sales women was analyzed through qualitative research. After I had in-depth interviews with 20 married sales women, I identified 49 new concepts, 3 main categories and 17 sub categories. The results are like the following. 1. 3 main categories are job factor, aggravate factor, and compensate factor. 2. Job factor has 5 sub-categories including 'increasing of selling', 'emotional labor' and 'physical burden'. 3. Aggrabate factor has 6 sub-categories including 'work/family conflict', 'relationship with higher office' and 'relationship with a fellow worker' 4. Compensate factor has 6 sub-categories including 'opportunity of employment', 'discrimination', and 'prestige' Consequently this study newly found some major job stressors for married working women in sales department.

• 유통과학연구
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• 제20권4호
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• pp.111-119
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• 2022

Purpose: This study seeks to address the omission through examining the manner in which demographic similarity affects the responses of employees in the retail sector towards horizontal pay dispersion. Through doing so the study will be effective in bolstering the recent efforts of more careful exploration of conditions. Research design, data, and methodology: Scant past studies are available to guide for practitioners in retail sector which compensation strategy might lead adequate job performance for retail sales workers. To suggest possible solution, the present authors used variables of pay dispersion and obtained 317 US retail sale workers in distribution channels to measure the association between pay dispersion and employee job performance. Results: The statistical findings indicated both first and second hypothesis could be acceptable with favorable Beta and T values, resulting high degree of pay dispersion leads a low level of job performance, while a low degree of pay dispersion can motivate retail sales workers to improve their performance. Conclusions: The findings of this study raises an argument that processes of social comparison work in a more vigorous manner. This is thus a representation of the propensity of a retail sales worker to voluntarily resign from an organization when dispersion rates are higher.

• 유통과학연구
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• 제14권12호
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• pp.5-21
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• 2016

Purpose - This study aims to clarify the meanings of small enterprise and modify criteria for explaining its range. Prioritizing the number of full time workers first and the sales next are proper as a new concept and range. Research design, data, and methodology - In research, 'small company' is a basic concept because the range of its standard is categorized as a 'small company' in the policy system of small & medium business. This study focuses on the solutions with ① evaluation on sales, ② standard for excluded ones ③ regulation for excluded business types in 'Act on Protection and Support for Small Enterprise'. Results - Clarifying the range of standard with maintaining the title is advisable. The scope should resist the current criteria or adopt a new standard which contains not only full time workers but also the sales. The new one may raise the policies' effectiveness because it can sort the 1% people of small enterprises. Conclusions - However, there should be a preventive system for sorting out the non-eligible ones not conformed to the CAP for small company. Therefore, it is desirable to prepare the system with 'unsuitable ones list' or regulate large income·inappropriate business types in 'Act on protection and support for small enterprise'.

• 유통과학연구
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• 제19권10호
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• pp.99-109
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• 2021

Purpose: Retail workers have a role in attending to customers better, not only making sales to them. In this regard, this research focuses on having a clear understanding of the effects of emotional factors and job stress on mental health for retail sales workers. Research design, data and methodology: The present research conducted both a qualitative textual analysis and interview. This research method is quite useful because it relates the information collected with the research gap. Qualitative data is time-consuming type of data to analyze since it involves interpreting words rather than numbers. Results: The findings showed that emotional labor and stress may not only cause mental harm to the employees but can result in adverse reaction to the customers. Retail employees need to express their true emotions and avoid pretending to be helped with a clear understanding of their needs. Conclusion: This study conclude that motional labor and stress to the retail workers is a real issue that has affected many people around the globe and there is a need to conduct more research on the issue to help employees serve customers much better. Stress among sales workers results to poor working morale and thus affects the entire organization at large.

• 산업공학
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• 제21권3호
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• pp.333-342
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• 2008

Warehouses form an important link in a supply chain network. Among a variety of activities in warehouses, order picking is the process of retrieving a number of items out of storage to meet customer orders. Today, as the transactions through direct sales are wide spread, warehouses often receive a large amount of small orders to be handled within tight time windows, which makes fast and efficient order picking more important than ever. This paper examines a new order picking method where the concept of bucket brigade (BB) is applied. Bucket brigade is a way of dynamically coordinating workers who progressively perform a set of operations along a flow line. In bucket brigades, a worker is not assigned his jobs in a static way. Each worker takes a job from his predecessor when he is free. We identify some considerations when bucket brigades are applied to order picking activities. A new BB picking protocol is presented to improve existing BB picking protocols. Through simulation experiments, the performance of BB order picking is evaluated under various logistics environments.

• Safety and Health at Work
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• 제10권4호
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• pp.476-481
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• 2019

Background: Mystery shopping is a method in which a company monitors quality of service and employee conduct and compliance with regulations using an evaluator posing as a customer. It is a typical tool of customer-centered bureaucratic control insofar as it provides overall and standardized evaluation of intangible elements of customer service as well as physical elements of service environments. The purpose of this study is to examine how mystery shopping is related to the health status of service workers in South Korea. Methods: Data from semistructured interviews with 15 workers were collected from January to April 2019 to obtain information on service worker experiences with mystery shopping. Data were analyzed using the constant comparison method. Results: Mystery shopping limits worker autonomy and stiffens the workplace environment by standardizing and monitoring labor processes for service workers. In addition, mystery shopping heightens work stress through increased labor intensity. Five mechanisms by which mystery shopping affects service worker health are identified and comprise (1) multifaceted and multilayered surveillance, (2) evaluator subjectivity and irrational requirements, (3) standardized rules combined with high pressure to achieve sales, (4) self-esteem degradation because of evaluator results, and (5) musculoskeletal disorders because of strict adherence to labor processes based on evaluator results. Conclusion: Mystery shopping as an evaluation method should be reconsidered not only in terms of health problems but also in terms of organizational efficiency and issues of human rights.

• 기술혁신연구
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• 제31권3호
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• pp.139-169
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• 2023

본 연구는 기업의 기술혁신이 고용과 기업성과에 미치는 영향을 변수 간 양방향 인과관계를 고려하여 분석하였다. 기술혁신의 대리변수는 기업의 특허출원 수이며, 분석대상은 100인 이상 규모의 국내 제조업체이다. 실증분석의 경우 기술혁신(특허출원), 고용(근로자 수, 숙련 근로자 비중), 기업성과(근로자 1인당 매출액)가 종속변수인 연립방정식 모형을 3단계 최소자승추정법(3SLS)으로 추정하였다. 외생변수로 기업의 경영상 특성과 일반적 특성을 통제하였고, 각 방정식의 식별변수로 R&D집약도, 근로자 1인당 노동비용(또는 기업부설연구소 보유 여부), 교육훈련투자를 사용하였다. 분석자료는 인적자본기업패널(HCCP)의 1차년도(2005년)~7차년도(2017년) 자료이며, 이를 NICE신용평가정보(주)의 기업 재무자료 및 한국 특허청의 특허정보와 병합하여 사용하였다. 분석결과에 의하면, 기업의 특허출원이 활발할수록 근로자 수, 숙련 근로자 비중, 근로자 1인당 매출액이 모두 증가하였고, 반대 방향의 인과관계도 모두 유의하였다. 따라서 기업의 기술혁신은 고용의 확대 및 질적 제고뿐 아니라 기업의 지속적인 성장에도 기여하는 것으로 확인된다.

• 벤처창업연구
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• 제10권2호
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• pp.135-142
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• 2015

본 연구는 국내 벤처기업 1,793개사 자료를 활용하여 비정규직 비중 증가가 경영성과에 미치는 영향, 업무분야별 근로나 비중 및 근로자의 학력 비중이 벤처기업의 경영성과에 미치는 영향을 실증적으로 분석하였다. 분석 결과, 벤처기업의 비정규직 비중이 높을수록 유의하게 매출액 성장률이 낮은 것으로 분석되었고, 이는 소규모기업보다는 중규모 기업이 그 부정적인 효과가 더 크고, 유의성이 더 높은 것으로 나타났다. 또한, 관리직, 연구직, 생산직 및 판매직 등 업무분야별 비중이 벤처기업의 경영성과에 미치는 영향은 기업 규모에 따라 다르게 나타났는데, 소규모기업은 업무분야별 비중의 차이가 경영성과에 유의한 영향을 미치지 못한 반면, 중규모기업의 경우에는 생산직과 판매직 비중에 영향을 받았다. 한편, 근로자의 학력과 매출액 상승률과의 관계에 대하여는, 기업규모별 차이가 가장 두드러져서, 소규모기업의 경우에는 대졸자 및 대학원졸업자의 비중이 매출액 증가율에 유의하거나 또는 유의하게 않은 정도로 부정적인 영향을 미친 반면, 중규모기업의 경우에는 대학원졸업자 및 대학졸업자의 비중이 모두 매출액 증가율에 유의하게 긍정적인 영향을 미쳤다. 본 연구의 결과는 혁신성을 바탕으로 한 인적 네트워크를 기반으로 창업하는 벤처기업의 경우, 섣부른 비정규직의 활용이 경영성과 제고에 부정적인 영향을 끼칠 수 있다는 점을 시사하고 있으나, 그러한 영향을 발생시키는 근본적인 이유에 대한 추가적인 분석이 필요하다.