• Asian Journal for Public Opinion Research
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• 제10권3호
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• pp.200-229
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• 2022

The purpose of this study is to analyze the effects of youth job policy measures, set forth in Korea's 2016-2020 Third Basic Plan for Low Fertility and Aging Society (December 2015), on marriage and fertility among young people. Based on the results, we provide theoretical explanations for the findings and suggest policy alternatives to overcome the low fertility phenomenon in Korea. Previous studies have shown that employment is an important factor for marriage among youth, and a job policy could increase marriage and fertility rates. To test this assumption, we performed an exact matching between Statistics Korea's Employee-Enterprise Linkage DB and the Newlyweds DB from 2011 to 2019, in order to identify all young people aged 15-34. Then, linear spline regression analysis was used to examine the impact of the youth job policy on marriage and fertility. Comparing the period before the implementation of the employment policy (2011-2015) and after (2016-2019), the fertility rate increased as the number of young people looking for work increased. In addition, it was found that these impacts were greater after the implementation of the measures (2016-2019) than before (2011-2015). It is interesting to note that job growth among young people did not lead to an increase in marriage. However, the number of births significantly increased when young people who occupy jobs got married, which seems to be related to the delay in marriage among young people who are employed. Survey results about the intentions to marry and views on fertility are utilized for the explanation of the study results.

• 보건교육건강증진학회지
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• 제23권4호
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• pp.173-192
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• 2006

Objectives: This job analysis of a staff in charge of quit-smoking policy at public health centers aims at providing fundamental information to establish strategies supporting various quit-smoking. Methods: The job analysis of a staff in charge of quit-smoking policy at public health centers was carried out through DACUM(Development of Curriculum) method from April through May 2006. Three experts had developed job description with staffs in charge of quit-smoking policy at public health centers through two workshops. The survey was practiced for staff in charge of quit-smoking policy at the other public health centers. The characteristics of the staffs such as age, years for working at public health center, years for charging with quit-smoking work, the proportion of responsibility for quit-smoking work, were surveyed. Results: The research has reached the conclusions below. 1. The job description have been developed considering input-process-outcome axis and plan-do-evaluation axis for quit-smoking policy at public health centers. The final job description is composed of 3 missions, 7 accountabilities, 20 sub-work items. 2. The quit-smoking activity mostly focused at direct education and counselling. But planing and evaluation activity for quit-smoking have been under-achieved. 3. The staffs for quit-smoking policy were feel it is easy to educate and counsel to comer to public health centers for quit-smoking. But having the high proportion of responsibility for quit-smoking policy have usually difficult to do that. So they want to education about counselling for smoker. 4. The staffs who worked over the 2 years for quit-smoking policy the public health center have responded that investigate the smoking rate of the jurisdiction community and the problem of the culture about smoking and smoking policy is important. Conclusions: The study helps reinforcing the initiatives of central government for quit-smoking policy at public health centers. Especially staffs want education in technology area for counselling smoker. And they want nationwide supporting for investigating smoking rate and related factors at the local level.

• 보건행정학회지
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• 제12권3호
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• pp.36-53
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• 2002

The purpose of this study is to investigate the determinants of intent to leave of hospital pharmacists. The independent variables contain three groups of determinants: environmental variables(job opportunity and external support), psychological variables(met expectations, growth desire, self-efficacy, and positive/negative affectivity) and structural variables (power, legitimacy, job variety, job significance, workload, physical environment, job security, pay, internal support, job growth, and promotional chances). The sample used in this study consists of 252 pharmacists working at hospitals in Seoul City, Inchon City and Kyunggi Province. Data were collected with self- administered questionnaires from Oct. 24 to Nov. 14 in 2001 and analyzed using path analysis. The results of this study indicate that the following variables, listed in order of size, have significant negative effects on intent to leave of hospital pharmacists; met expectations, organizational commitment, job satisfaction, promotional chances, and job variety. Job opportunity was found to have significant positive effect on the intent to leave of hospital pharmacists. Implications for hospital administrators and discussions for further research were suggested.

• 산경연구논집
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• 제11권10호
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• pp.27-38
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• 2020

Purpose: The public sectors including government and public organizations have put an efforts to improve the quality of people's lives by providing enhanced services. The purpose of this paper is to investigate the factors that affect job attitude, job satisfaction, and job performance in the public sector, that are rarely examined by previous studies. Research Design, data, and methodology: The following research questions have been proposed: i) how do payroll system, personnel management system, cooperative working environment, and self-efficacy affect job attitude?; and ii) how does job attitude affect job satisfaction and performance? This paper used a survey through an online platform and collected data randomly from five classified public institutions. This study applied regression analysis and ANOVA. Results: This study found that cooperative working environment and self-efficacy had significant impacts on job attitude, while payroll system and personnel management system did not affect job attitude. Overall job attitude affected both job satisfaction and performance. Conclusions: The results provide policy implications to the public sector which factors should be considered to improve job attitude, job satisfaction, and job performance. The results also provide managerial implications how such efforts ultimately improve service quality to the citizens.

• 보건행정학회지
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• 제13권4호
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• pp.66-83
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• 2003

Self-efficacy is a person's perceived capability to perform a behavior. We have studied the antecedents of self­efficacy, and its moderating role on the relationship between job characteristics and job satisfaction. Data is collected through questionnaire from 910 employees of 6 large hospitals in Korea. The results show that individual's internal locus of control has positive relationship with self­efficacy and self-efficacy has positive relationship with job satisfaction. Contrary to the hypothesis, supervisors' transformational leadership doesn't show any relations with self­efficacy. The moderating role of self efficacy on the relationship between job characteristics and job satisfaction is supported. These results suggest that hospital managers should manage the self­efficacy as an important instrument of enhancing productivity and employee satisfaction.

• 보건행정학회지
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• 제11권1호
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

• 대한기계학회논문집A
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• 제24권8호
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• pp.2131-2142
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• 2000

As recent production facilities are usually operated with unmanned material-handling system, the development of an efficient schedule with deadlock avoidance becomes a critical problem. Related researches on deadlock avoidance usually focus on real-time control of manufacturing system using deadlock avoidance policy. But little off-line optimization of deadlock-free schedule has been reported. This paper presents an optimization method for deadlock-free scheduling for Job-Shop system with no buffer. The deadlock-free schedule is acquired by the procedure that generates candidate lists of waiting operations, and applies a deadlock avoidance policy. To verify the proposed approach, simulation resultsare presented for minimizing makespan in three problem types. According to the simulation results the effect of each deadlock avoidance policy is dependent on the type of problem. When the proposed LOEM (Last Operation Exclusion Method) is employed, computing time for optimization as well as makespan is reduced.

• Asian Journal of Innovation and Policy
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• 제4권1호
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• pp.55-75
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• 2015

The purpose of this study is to find what competence determines the employment of college students using data from the K-CESA (Korea Collegiate Essential Skills Assessment) of a Korean university during 2009-2014. This test comprises of 6 categories of competence: self-management, global readiness, interpersonal relationship, resource/information/technology handling, communication and comprehensive reasoning. In addition to these competences, we add the comprehensive variable, grade point average. In order to identify the qualities of employment, employment was classified into 3 types: all employment, employment in decent jobs and employment in the top 500 companies. Results are as follows: For all employment and decent jobs, GPA and comprehensive reasoning were the meaningful variables. However in case of the top 500 companies, interpersonal relationship was added. Based on the analysis, this study suggests the fundamental concepts of college students' job competence: job specific competence, job basic competence, and basic competence.

• International Journal of Advanced Culture Technology
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• 제10권3호
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• pp.33-38
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• 2022

Gyeongsangnam-do needed an employment stability response policy to induce re-employment of job seekers who retired due to large-scale unemployment and job instability following the employment crisis, and stable settlement and long-term employment after new employment.This study is to confirm the effective corporate support policy as an employment promotion strategy through new recruitment of the employment crisis in Gyeongsangnam-do. A total of 380 companies in Gyeongsangnam-do were targeted for the survey through online surveys and in-person surveys. As a result of the study, as a measure to improve working conditions through financial support for long-term employment stability, first, support for youth-middle-age asset formation of SME workers is required, and second, support for old-age income guarantee for SME workers was proposed. Third, direct corporate subsidies are continuously needed for job promotion and job stability of Gyeongsangnam-do companies.

• 보건행정학회지
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• 제25권4호
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• pp.333-342
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• 2015

Background: The purposes of this study is to analysis the differences of the job satisfaction between regular and non-regular workers in hospitals. Methods: The samples used for data analysis are 632 workers of 6 hospitals using a standardized questionnaires in B, C, D, and G provinces. In research methodology, all the data were analyzed with descriptive statistics, t-test, Pearson's correlation, and multiple linear regression analysis. Results: In case of regular workers, communication, working conditions and employee benefit, and education were found to have a significant positive (+) effect on job satisfaction. In case of non-regular workers, empowerment, reward systems, communication, working conditions, and employee benefit had a significant positive (+) effect on job satisfaction. Conclusion: These results showed that hospitals needed to reinforce communication, working conditions and employee benefit to regular and non-regular workers in order to improve job satisfaction. Especially, more empowerment, working conditions, and employee benefit should be given to non-regular workers.