• International conference on construction engineering and project management
• /
• 2009.05a
• /
• pp.196-202
• /
• 2009

Study from Yogyakarta earthquake reconstruction program, cast-in-place wall using fix-size formwork system (Old-CIP) has offered a good alternative for house construction. A simulation has also confirmed that this system using mortar as the main material can provide cheapest cost and lowest total man power compared to conventional wall construction technique: brick or mortar-block wall. This paper presents the new wall construction technique: full size cast-in-place wall (New-CIP). The detail of how this new technique implemented is described. In addition, considering that material and labor cost in one area is different to others, cost analysis for different resources prices and wages of three cities are taken into a simulation. The analysis is aimed to distinguish the implementation feasibility of New-CIP system compared to the four common wall systems. Finally, its implementation resistance is also discussed.

• Culinary science and hospitality research
• /
• v.8 no.3
• /
• pp.107-122
• /
• 2002

The analysis result regarding the influence where the enterprise culture goes mad to a duty satisfaction with afterwards is same. First. The enterprise culture factor who causes an effect in the supervision factor of duty satisfaction joint ownership of management idea, appeared with the example by leadership factor. Second. The enterprise culture factor who causes an effect in the promotion factor of duty satisfaction appeared with the all feeling factor of system. Third. The enterprise culture factor who causes an effect in the wages factor of duty satisfaction appeared with the all feeling factor of system. Fourth. The enterprise culture factor who causes an effect in the duty form factor or duty satisfaction clearness or example by leadership and belief, duty affirmation appeared with the factor. Fifth. The enterprise culture factor who causes an effect in the service environment factor of duty satisfaction appeared with the all feeling factor of system. Conclusion the enterprise culture appeared with the fact that it causes an effect duty satisfactorily.

• Proceedings of the Korean Institute of Building Construction Conference
• /
• 2016.05a
• /
• pp.60-61
• /
• 2016

The specialty of Construction Manager's work is largely depends on the project progress stage and the type of management work. However, at present, career management system manages only the type and duration of the construction project, disregarding specialty and competence. However, in order to select a right construction manager for the client's needs or project characteristics, career management should be subdivided and managed according to the project progress stages or the types of management. In addition, this career management plan is essential for construction managers to receive appropriate wages for their careers and competences. Therefore, this study proposes a classification system for the integration of career, work, and competency to promote effective career management.

• International Area Studies Review
• /
• v.22 no.3
• /
• pp.221-251
• /
• 2018

Two-tier wage systems mean the dual wage systems that the new wage system require the new future employees to get much lower wage level, compared to the level of wages for existing employees under the existing wage system. While it allows employers to benefit from low-cost advantages, the two-tier wage systems is definitely a type of wage discrimination by the collusion between management and trade unions in that it forces the new future employee to accept the low wages. Also it reflects extreme collectivism which old union members try to keep having their jobs and wages at the sacrifice of future members' wages. The two-tier wage systems had been introduced by airplane industry in 1980s and introduced again in Big Three auto companies in 2007. The purpose of this paper is to examine the history, contents, and details of two-tier wage system in the United States and to think of the possibility of recurrence of the systems in the context of Korean auto industry in the near future. The tentative findings from this paper implies that the two-tier wage systems will likely happen in Korean auto industry because the collusion between trade unions and management are found easily and the degree of extreme collectivism favored by the old permanent union members is seriously high. It is time for trade unions to go back to their original ideals and purposes and to revitalize solidarity among workers.

• Korean Journal of Labor Studies
• /
• v.24 no.3
• /
• pp.109-142
• /
• 2018

This paper aims to analyze the Award wage system in Australia for construction workers. Considering low wages and precarious employment situation of construction workers in general, it is of advantage especially for them in Australia. Furthermore, it seems to be instructive for Korean construction workers, who stand in more precarious and unstable situation and furthermore are lack of fair wage and social safety. After strong and longstanding labour struggle in the late 19th century in Australia, it has been established a tripartite institution called as 'tribunal' between trade unions, employers, and the government. Under the highly institutionalized form of industrial relations, it functions as an arbitration and conciliation system between labour and management. The Award wage system stands in the middle point. This Award wage system including various welfare provisions is settled by the tribunal, today renamed as Fair Work Commission. In this wage system should be defined level of minimum wages according to the various skill levels, which are in turn connected with compulsory superannuation and Medicare as well as vocational education and training. Furthermore, it provides especially for the construction workers, who suffer from job instability, so-called 'portable benefits', which relate to long service leave and redundancy pay. Considering general conditions of precarious construction workers in Korea, In that respect, the Australian Award wage system would be very instructive for our social wage and safety system for construction workers.

• Journal of Korean Society of Forest Science
• /
• v.104 no.4
• /
• pp.632-639
• /
• 2015

Working in the forest would require a wide range of skills and experience for specific tasks which involve with a high level of risks to worker's safety. However, there has been a concern on the current standard wage system for forest workers because it does not effectively reflect the characteristics of typical working conditions in the forest. In addition, the current standard wages for forestry workers was estimated based on the construction industry's wage system. Therefore, the purpose of this study is to assess a current wage system through the mail survey method and to develop a new wage system for forest worker which effectively reflects skill sets and experience required for successful completion of the work in the forest. We mailed the survey questionnaire consisting of 19 questions to 659 forest workers and received 188 responses resulting in a 28.5% response rate. The results showed that the current average optimal wages of forest worker, special worker and feller were 97,680won/day, 127,559won/day and 152,403won/day, respectively though there were variations depending on the regions. In developing the new standard wage system, this study suggest the current work types(worker, special worker and feller) could be divided into 5 work types (forest-environment workers, forest operations in beginner, forest operations in intermediate, forest operations in advanced and forest equipment operator) reflecting specialty of forest operation thereby stabilizing the new wage system for forest workers.

• Journal of Korean Library and Information Science Society
• /
• v.48 no.1
• /
• pp.43-75
• /
• 2017

In this study, Employment Status and Environment of Librarian, to investigate the employment prospect survey was conducted to the subjects of a librarian. The results of this study are as follows. First of all, employment environment of the library site base on the cognitive survey was showed that low wages, unstable jobs, difficulty in work due to staff placement that does not match majors, disagreement with the boss, self-regard as a librarian, excessive workload, a poor work environment etc. Second, the field workers preferred cultural program related electronic information organisation and service as the contents to be added to the curriculum of the library information department of the university. Third, the employment environment of irregular workers is characterised by high competition, low wages, high turnover number, and excessive workload. Fourth, The biggest problem when preparing for employment was the lack of employment information. Therefore, various improvement measures based on the results of the above studies are required, especially, construction of employment information system, Introduction of the field - based curriculum, specific employment conditions are required when hiring.

• Journal of Korean Clinical Nursing Research
• /
• v.15 no.1
• /
• pp.149-165
• /
• 2009

Purpose: This study was done to identify the causes of turnover in nursing staff in small and medium‐size hospitals and prepare measures to decrease turnover. Nurses in these hospitals were surveyed focusing on their nursing activities, reasons for turnover, and content of their work. Method: A mail survey of hospitals with 300 beds or less was conducted using a questionnaire including items on the current state of nursing, performance of nursing tasks, turnover of nurses, working conditions, and supports and policies related to insufficient number of nurses. Results: The average number of nurses per 100 beds was 37.5, 3.3 less than the prescribed level of 40.8. The turnover rate was higher when the level of remuneration for nursing care was low, and the most frequent reason for nurses leaving was 'move to another hospital', showing that there is a continuous chain of moves for nurses. Other frequent reasons were situations related to working conditions such as childbirth, child care, irregular working hours, night work, and low wages. Conclusion: To guarantee adequate nursing coverage in these hospitals, working conditions for nurses should be improved, including higher wages, a more flexible work system, and installation and operation of 24-hour child care facilities.

• Korean System Dynamics Review
• /
• v.5 no.2
• /
• pp.149-174
• /
• 2004

Since the economic crisis in 1997, the Korean government has implemented a number of reforms in order to eliminate inefficiencies in both private and public sectors. One of the reforms made in the public sector was to lower the retirement age of teachers from the original age of 65 to that age 62. The ultimate aim of this compulsory policy was to improve the quality level of education by hiring many young teachers instead of senior teachers. It was made based on the calculation that by lowering the retirement age by three years, the government can hire three young teachers with the saved wages. However, this policy has brought an unexpected result; the imbalance between the supply and demand for teachers has become a much more serious problem in Korea's elementary education system The purpose of this study is largely twofold; First of all, it aims to identify the scope of imbalances occurred in the supply-demand system of elementary school teachers in a region of the nation, and also to find out why such imbalance occurred. Secondly, the purpose of this study is to experiment with feasible policy alternatives and their effects on the system and to suggest some resolutions on the imbalance.

• Culinary science and hospitality research
• /
• v.14 no.4
• /
• pp.339-356
• /
• 2008

The purpose of this study is to provide the developmental basic data of a change in shift work types by making a self-administered survey of the effect of commitment by shift work and the open kitchen system on job satisfaction and job stress, and mutual relation between variables on 287 cooks in luxury hotels. Analysis showed that the operation of the shift work system was effective in reducing the internal stress of the cooks, their external stress, or their self-uncertainty on the job, and the business by the open kitchen system was effective in raising self-esteem. In addition, job commitment by shift work and the open kitchen system were effective in promoting the job satisfaction of employees, interpersonal relations, promotion, benefits and wages. Consequently, the decrease of external and internal stress or self-uncertainty and the improvement of job satisfaction can be connected with the increase of productivity or cost reduction. Therefore, the open kitchen system should be properly applied to the shift work system, along with sanitation, safety and the periodic checkup of kitchen.