• Journal of Families and Better Life
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• v.29 no.1
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• pp.21-40
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• 2011

This research is intended to find out the causes of the career interruption of highly-educated housewives, their experiences of caring for their children after career interruption, their psychological conflicts and coping strategies, and their attitudes toward reemployment. The participants were university-graduated housewives in their thirties who have pre-school children older than 2 years. The participants in this research consisted of twenty-nine participants. The essence of this study is the belief system that career and maternal roles are not compatible. Specifically, the participants possessed a certain motherhood ideology, so they gave up working in order to care for their children, deferring their careers for a while. The participants had ambivalent feelings about working mothers, and described their children by highlighting their negative aspects. Additionally, the participants experienced persistent conflicts about developing their careers and caring for their children during their period of career interruption. The participants seemed to possess a vague sense of hope about their careers, and their attitudes toward their careers were ambiguous in the past, present, and even in the future.

• Proceedings of The KACE
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• 2017.08a
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• pp.7-10
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• 2017

컴퓨팅 사고력, 정보문화소양 및 협력적 문제해결력 함양을 목표로 하는 소프트웨어 교육, 즉 코딩 교육에 있어서 양질의 강사를 수급하는 것은 교육의 성패를 결정하는 중요한 문제 중 하나이다. 이러한 관점에서 초등학교의 방과후학교, 중학교 자유학기 등의 강사 수급 문제를 해결하기 위한 방법으로 다양한 코딩교육 전문강사 양성 과정이 주목을 받고 있다. 본 연구는 여성가족부와 각 지자체의 여성새일센터 등을 중심으로 개설 및 운영되고 있는 코딩강사 양성 프로그램의 운영 및 개설 현황, 운영 시간, 수강생 특성, 교육과정 등을 분석하고 시사점을 도출하는데 목적이 있다. 본 연구의 결과는 향후 코딩교육 전문강사 양성 프로그램의 개발 및 효과성 분석 등의 후속연구로 이어질 수 있다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.14 no.4
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• pp.113-132
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• 2019

The degree of females' participation in corporate activity has been recently increased over the world and females' participation in economic activity may be new dynamic fuel for the Korean economy that falls into the vicious cycle of low growth. Start-up, therefore, has increasingly taken attention as an opportunity for females whose careers were interrupted to re-enter the labor market. The need for studies that examine factors influencing the decision of start-up is also increased along with the increase of the ratio of females' start-up. This study aims to verify effects of the women's characteristics(women discrimination, women's role conflict) and the human networks of females whose careers were interrupted, with the intention for entrepreneurial intention, which are mediated by personal attitudes and subjective norm suggested by Ajzen's Theory of Reasoned Action, based on an empirical research. The findings show that the human networks of females have an effect on attitudes toward start-up activity and subjective norm and the woman discrimination influence the personal attitudes. In contrast, the women's role conflict have no effect on both personal attitude toward start-up activity and subjective norm. This can be supposed as an outcome resulted from the subjects' low level of conflict caused by their sex roles, on their age distribution. The relation between subjective norm and entrepreneurial Intention seemed to be moderated by their perceived strong entrepreneurial supporting policy. Their attitudes toward start-up activity were found to have a mediating effect on the relation between the women discrimination, human networks and entrepreneurial Intention, while the subjective norm only mediated the relation between human networks and entrepreneurial Intention. Based on such results, this study attempts to suggest theoretical suggestions and the direction of various entrepreneurial supporting policy for the increase and the growth of start-up of females whose careers were interrupted, in Korea.

• Industry Promotion Research
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• v.8 no.3
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• pp.95-109
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• 2023

The purpose of this paper is to empirically grasp the influence on self-efficacy and depression and the relationship between variables, focusing on middle-aged women in their 40s and 50s who are psychologically and socially vulnerable. Through this, it was intended to explore the psychological problems of highly educated careerinterrupted women from a personal perspective and further derive implications for the development of policies and services for socially highly educated career-interrupted women. The relationship between variables was analyzed through a survey based on measurement tools structured by variables of Saju factors, self-efficacy, and depression, and the effect of the sub-dimensional characteristics of Saju structure on self-efficacy, and the resulting level of depression were verified through structural equation model analysis. Bigeop, Jaeseong, and Kwanseong have been found to have a positive and direct effect on self-efficacy and negative direct effect on depression, eventually increasing self-efficacy and lowering depression. It was found that Siksang had a positive (+) relationship with depression and a negative (-) relationship with self-efficacy, but Inseong did not directly affect self-efficacy and depression. In addition, the indirect effects between variables and the effects between self-efficacy and depression were identified.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.277-306
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• 2017

This article empirically explores the impact of minijobs in the wake of the Hartz reform in Germany on women's employment relationship. Theoretically it is of great significance to examine whether the minijobs play an active role as a bridge in leading the minijobbers to regular, socially secured jobs or not. Several interviews as well as secondary data I could get during my sabbatical in 2015 were used to test the theory. One of the main findings was the fact that the minijob labor market opened doors wide for women in Germany, particularly for career-interrupted women, students or pensioners. However, the minijob can easily become a trap of lowest income and poverty for women. Most women minjobbers cannot go over to regular, socially secured jobs. Especially in terms of collective industrial relations, it considerably damages the power of industrial unions and the legal binding force of collective agreement. In conclusion, this study makes it clear that the labor market segmentation theory rather than the transitional labor market theory is valid in accounting for the reality of minijob in Germany. In other words, the minijob in Germany has a Toijan Horse Effect. It also suggests, from a practical viewpoint, that German industrial unions or works councils organize the minijobbers and that the coverage of collective agreements be extended to the minijobbers. Consequently, the time-selective part-timer model put into practice in Korea in 2014 is not only invalid but also undesirable.

• Korea journal of population studies
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• v.25 no.2
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• pp.5-40
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• 2002

Using detailed data of women's work history, this study analyses the transition process between employment and non-employment over the life history in order to identity individual and structural determinants in the processes. Korean women comprise very heterogeneous groups in terms of work continuity: one group having a continuous work history and another having an interrupted work experience. While 4.0% of total women have stayed in the labor market since leaving school, 17.3% have not worked outside at all and remaining 87.9% have experienced into and out of the labor market at least once. On the average, the cumulated time of employment per woman is 8.2 years and the cumulated time of unemployment is 13.1 years. Thus Korean women work a total of only 38.5% of their whole lifetime after leaving school. We can conclude that the increase of the employment rate of married women in Korea since the 1970s has been due to the increase of the new entrants with short or little working careers into the labor market, not to the increase of women's work continuity on the whole. A women's educational achievement does not seem to be positively related to employment duration, contrary to the suggestion of the human capital theory, Rather, family variables, especially the existence of the child under 6 yens old, is a more significant determining factor for an individual's exit from employment. And there is little difference among different age cohorts which implies little improvement in the employment continuity of younger women. This study also documents the importance of structural variables, such as the type of occupation, as significant determining factors for the hazard rate. Specially women with professional jobs tend to stay longer in the labor market. Therefore, women's entry into more professional occupations is expected to contribute to the continuity of employment. Our results also show that duration-dependence is not spurious. When unobserved heterogeneity is controlled, the negative relation between the rate from employment and the duration of employment does not disappear.

• Journal of Digital Convergence
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• v.17 no.3
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• pp.181-189
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• 2019

The purpose of this study is to derive obstacle factors to 'high value vocational training' and to suggest development strategies. The training aims to solve the quantitative and qualitative problems of female employment by providing professional training in high value areas such as ICT, SW and knowledge service. To verify the training to meet these objectives, 48 processes operated in 2018 were analyzed and field monitoring was conducted. As a result of the analysis, problems were identified and improvements were derived in terms of learners management, training course design, field practice operation, and performance evaluation. Based on these results, researchers suggested four ways to develop high value vocational training. First, select learners based on combined talent and second, strengthen the project of linking enterprises and structured field practices. Third, establish a performance evaluation system of its own and manage performance and fourth, expand support for excellent training courses and provide consulting for course development. The results of this study are expected to be used as a reference for establishing policies for high value occupational training. In the future, quantitative research should be conducted to clarify the performance and problems.