• 한국언론정보학보
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• 제66권
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• pp.211-241
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• 2014

청년실업률이 높은 신자유주의적 경제구조 하에서, 오늘날의 20대 대학생들은 소위 '스펙 쌓기'라는 노동 시장에 어쩔 수 없이 내몰리고 있다. 이 연구는 한국 대학생 중 절반 정도가 참여하고 있다는 '대외활동'을 중심으로, 창의적 생산과 자율적 선택을 기반으로 한 것처럼 보이는 경제 활동 기회의 제공이 사실은 자본주의 발전의 한 단계로서 디지털 노동의 국면을 보여주고 있음을 탐색한다. 대학교 재학 중 대외활동에 참여한 경험이 있는 학생들을 대상으로 심층 인터뷰를 실시한 결과, 대외활동은 자발적 참여와 문화 지식 생산을 기반으로 하고 있으나 강도 높은 노동이 무임금 혹은 저임금으로 이루어지는 전형적인 디지털 노동의 모습을 보였다. 대외활동은 경험을 시뮬레이션으로, 친구와 동료를 인맥으로, 창의적 생산을 표준화된 상품으로 생산하고 있었으며, 강제된 것은 아니지만 선택할 수밖에 없는 노동의 형태로 대학생들에게 제공되고 있었다. 이러한 노동 과정에서 대학생들의 지식과 정보는 데이터와 상품의 형태로 축적되어 커뮤니케이션 자본주의의 구조를 구축하는 데 역할을 담당하고 있었다.

• 경영과정보연구
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• 제25권
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• pp.243-273
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• 2008

A new research paradigm is emerging within organizational behavior, in both theory and empiricism, based on the increasing recognition of the importance of emotions to organizational life. This paper suggest that emotion intelligence play a moderate variables in relationship of emotion labor and emotional exhaustion. More specifically, it is proposed that emotional intelligence, the ability to understand and manage emotions in the employee self and others, contribute to effective emotions management in organizations. Four major aspects of emotion labor, appraisal and expression of emotion in oneself, appraisal and recognition of emotion in others, regulation of emotion in oneself and use of emotion to facilitate performance, are described. Also, the emotional intelligence are consists of four aspects, frequency of appropriate emotional display, attentiveness to required displayed rules, variety of emotions to be displayed and emotional dissonance. Then I propose how emotional intelligence contributes to of relations the emotion labor and emotional exhaustion. The purpose of this research is to investigate the impact of emotion labor to employee's emotional exhaustion to explore the moderating effects of the emotional intelligence between the emotion labor and emotional exhaustion. To complete the research the data were collected through a questionnaire from 147 employees from service company. After multi-hierarchical regression analysis, the outcomes of this study are the employee's emotional exhaustion are affected negatively by the three factors: major aspects of emotion labor, regulation of emotion in oneself, use of emotion to facilitate performance, make the moderation effect between emotion labor and emotional intelligence. These results indicate that instilling in others an appreciation of the importance of work activities: encouraging of true expression individual emotions, generating and maintaining well emotional climate and cooperation situations, and managing a meaningful environment for an organizational life.

• 대한통합의학회지
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• 제8권4호
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• pp.93-106
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• 2020

Purpose : This study examines dental hygienists' emotional labor, job satisfaction, and turnover intention and defines how this emotional labor affects job satisfaction and turnover intention in hospitals. Methods : Among the dental hygienists currently working for the dental department in hospitals and clinics located in Busan, South Korea, 216 dental hygienists who understood the purpose of this research and agreed to participate were instructed to answer a self-administered questionnaire from April 1 to April 30, 2019. A statistical analysis was subsequently conducted on the responses using the SPSS Win 23.0 program. Results : Emotional labor and job satisfaction showed a negative relationship; thus, as emotional labor was low, job satisfaction was high. Moreover, emotional labor and turnover intention were found to be positively correlated, while job satisfaction and turnover intention were shown to be negatively related (p<0.01). Conclusion : The present study demonstrated that the emotional labor of dental hygienists affects job satisfaction and turnover intention. The results suggests that through systematic organization and human resource management, hospitals should design and implement in practice programs to increase dental hygienists' job satisfaction. In addition, these hospitals should secure compensation systems that are motivating enough to enhance the severe emotional labor of dental hygienists to decrease turnover intention. As another method to lower turnover intention, dental hygienists may attempt to resolve emotional disharmony with their own problem-solving methods; however, it is necessary to develop and support organizational culture for the improvement of their working environment.

• 국제학술발표논문집
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• The 1th International Conference on Construction Engineering and Project Management
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• pp.968-973
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• 2005

The purpose of this study is to clarify the reality of labor and capital productivity in the construction industry through an industry-level approach and to analyze the relationship between labor and capital productivity using a Cobb-Douglas production function. According to the research results, the construction industry has shown a very high capital productivity, while labor productivity has kept up a low level during the 1980s and 1990s. The reason was because of the lack of skillful construction workers and the decrease of capital. Meanwhile, the construction productivity has greatly increased since 2000 when there was no change in wages. This was because of a large inflow of low-wage foreign workers while the amount of value added has dramatically increased due to the liberalized sale price of apartment buildings. According to the analysis by the Cobb-Douglas production function, the elasticity coefficient of V/L to K/L in the construction industry had decreased from 1.1663 in the 1^st period(1971-1988) to 0.4465 in the 2^nd period(1989-1997), and to 0.1664 in the 3^rd period(1998-2003). Such a result means that the allocation of labor has gradually increased while the allocation of capital has decreased. Moreover there was a big increase in allocation of labor after 1998 due to the excessive deterioration of capital. In conclusion, in order to raise the construction productivity and to avoid labor-intensive production methods, investment for capital should be more increased. In particular, new machinery and equipment that can actually substitute human labor in construction sites should be more developed and applied to construction sites.

• 한국컴퓨터정보학회논문지
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• 제28권11호
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• pp.181-190
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• 2023

본 연구는 간호·간병통합서비스병동과 일반병동 간호사의 직무스트레스, 직무만족, 감정노동과 이직의도와의 상관관계를 파악하기 위한 서술적 조사연구이다. 대상자는 간호·간병통합서비스병동 간호사 93명과 일반병동 간호사 92명이다. 연구결과 집단 간 직무스트레스, 직무만족, 감정노동, 이직의도는 유의한 차이는 없었다. 간호·간병통합서비스병동 간호사와 일반병동 간호사의 직무스트레스, 직무만족, 감정노동, 이직의도의 상관관계를 분석한 결과 두 집단 모두 직무스트레스와 감정노동, 직무스트레스와 이직의도, 감정노동과 이직의도 간 유의한 양의 상관관계로 나타났다. 간호사의 직무스트레스와 감정노동을 줄일 수 있는 적정인력 배치, 간호의 명확한 업무경계, 적절한 보상 등을 통해 직무만족을 향상시킴으로써 숙련된 간호인력의 이직을 감소시킬 수 있을 것이다.

• 자원ㆍ환경경제연구
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• 제22권2호
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• pp.309-328
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• 2013

환경을 보호하기 위한 정부의 규제가 경제를 지속가능하게 만들기 위해서는 기술발전이 수반되어 경제체제내의 기업들에게 수익을 보장하거나 증대할 필요가 있다. 포터(1995)는 기업의 경쟁력이 환경을 보호하려는 생산기술의 혁신을 통해서 가능하다고 주장했다. 그러나 과연 기업의 경쟁력을 높인 혁신의 성과가 각 사회의 구성원들에게 적절하게 배분되었는지는 알 수 없는 일이다. 본 논문은 포터의 가설이 맞다는 가정 하에서 과연 경쟁력의 향상이 기업의 노동수요 증가로 이어져 경쟁력향상의 과실이 사회구성원 전체에게 돌아갈 수 있는 조건이 무엇인가를 살펴보았다. 이론을 통한 그 조건을 살펴본 결과 오염물을 처리하는 기술의 수준이 노동생산성 향상으로 인한 오염물증가를 충분히 감당할 수 있다면 비록 자본생산성 향상에 따른 생산량증대가 매력적이더라도 합리적인 경제주체는 노동생산성 향상을 통한 기술을 선택할 것이며 이에 따라 노동수요의 증가가 가능하다는 것을 증명하였다.

• 한국융합학회논문지
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• 제13권5호
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• pp.373-379
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• 2022

본 연구는 종합병원 간호사를 대상으로 조직몰입, 간호근무환경, 감정노동이 이직의도에 미치는 영향의 정도를 파악하기 위한 서술적 연구이다. 자료수집은 구조화된 설문지를 통해 G광역시에 소재한 100~300병상 미만의 종합병원 간호사 129명을 대상으로 수집하였다. 자료수집 기간은 2020년도 8월 1일~20일까지였다. 연구 결과 조직몰입은 평점 3.19점, 간호근무환경은 평점 2.75점이었고, 감정노동은 평점 3.19점, 이직의도는 평점 3.16점이었다. 연구결과 간호업무성과에 영향을 주는 요인은 조직몰입과 감정노동이었고 설명력은 32.0%였다. 본 연구 결과는 종합병원 간호사의 이직 의도를 감소시키기 위한 중재 프로그램을 위한 기초자료로 활용될 수 있을 것이다.

• 통상정보연구
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• 제7권4호
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• pp.367-386
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• 2005

The purpose of this is to analyze environment of foreign direct investment and Act in Korea and to find invitation and extension of foreign direct investment into Korea. Investment incentives, simplification of investment procedures, image improvement, increased public relations and investment support services are all factors which can be enhanced in the short term to positively influence investors decision-making in where to invest. Since the enactment of the Foreign Investment Promotion Act in November of 1998, there has been a signification improvement in Korea's investment environment in terms of policies and systems. It is expected that the foreign direct investment environment in Korea will continue to improve through the improvement in political stability, labor-management relations and easing of political tensions between the North and South, in the long term, as well as through improvements in investment incentives, investment procedures and public relations activities, in the short term.

• 한국치위생학회지
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• 제18권1호
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• pp.31-42
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• 2018

Objectives: This study aims to alleviate dental hygienists' job stress caused by emotional labor, lower their turnover rate, improve the working environment, and offer better quality of services by understanding correlations among emotional labor, job characteristics, job stress, and turnover intention. Methods: A survey was conducted in the subjects with dental hygienists who were working at general hospitals, dental university hospitals, and private dental clinics located in Seoul, Gyeonggi, and Chungnam by the convenience sampling method from June 1 through 30, 2017, and the collected data were analyzed using by SPSS Windows Ver. 22.0 (IBM CO, Armonk, NY, USA) and AMOS 21. As the statistical analysis methods, convergent validity test, structural equation model analysis and model goodness of fit were conducted using independent samples t-test, one-way ANOVA, path analysis, and confirmatory factor analysis. Results: It turned out that the more dental hygienists' deep acting of emotional labor and the more their workload of job characteristics, the higher their job stress got, and that the higher their job stress, the higher their turnover intention got. Conclusions: As a method of lowering dental hygienists' turnover intention, they may resolve emotional disharmony with their own problem-solving method, but it is necessary to develop and support organizational culture for the improvement of working environment. Dental hygienists' organizations should implement the measures to minimize their turnover rate and job stress level by allocating appropriate workload.

• East Asian Economic Review
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• 제25권3호
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• pp.273-309
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• 2021

The development of regulatory systems varies between transition and non-transition economies. This suggests that they provide different incentives for entrepreneurial development and could have varied effects on the economy because they have different methods to deal with market failure. However, limited empirical evidence exists to prove the assumption of dichotomy. Using comprehensive data for institutional quality, labor market and financial market development, this research sought to analyze their effect on employment growth at micro level. The results show that the quality of institutions in transition economies are poorer relative to those in non-transition economies, but their financial and labor markets are more developed than the latter. Further analysis for the transition sample shows that the three variables are individually positively related with employment growth. For the non-transition sample, institutional quality and labor market flexibility bear a positive and significant effect on employment. Financial market development enters the model with a negative coefficient when regressed alone, but a joint test of significance finds that all the variables have a positive effect on employment growth. This result could imply that there is interdependence between institutional quality, labor flexibility and financial market development in firm-employment-growth relationship, or complementarity between regulations and the quality of institutions. Alternatively, this finding suggests that a stringently regulated credit market in non-transition economies have a selection effect-allocating credit only to entrepreneurs who already demonstrate strong growth potential. In sum, despite differences in the evolution of regulatory environment between the two samples, both of them complement employment growth at firm level. The overall implication of these findings is that less rigid regulations and coherent policies that are enforced with impartiality provide incentives for firms to expand.