• 한국체육학회지인문사회과학편
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• v.54 no.4
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• pp.439-452
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• 2015

The purpose of this study was to criticize the sport culture of babyboom generation women in Korea society. In the traditional society with Confucianism dominating, women were told to walk in small strides with modesty, keep footsteps narrower than the size of foot and never run frivolously. But in the modern society, many middle aged women-babyboom generation who was born in 1955-1963 and the first generation was served high level education engaged to enjoy various physical activities. For this study, there is a important method to analysis through three oral history interviews. It can be seen the cultural context in the result of sport as a play, restricted P·E class, forced motive-a good motherhood, survival fitness and ready for later life. These results will can be founded as a reality of dynamic relations and provided implications about founding the important of women voice and creating important data for people who want to be engaged in sports as a physical activities.

• Journal of dental hygiene science
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• v.24 no.1
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• pp.29-36
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• 2024

Background: This study aimed to investigate whether there is a difference in organizational member attitudes by workplace environment and workplace types in dental hygienists working at dental health centers. Methods: A face-to-face survey or online survey was administered to dental hygienists working at dental health centers, and a total of 95 subjects were included. The survey includes 13 items to ask factors affecting employee's job satisfaction. Also, some questions were included to assess perception of organizational member attitude: five about organizational citizenship behavior, two about innovative behavior, and four about organizational commitment. Results: Dental hygienists working at dental clinics were more satisfied with their incomes and numbers of working days, while those from dental university hospitals and general hospitals were more satisfied with education support. In addition, hygienists working at dental hospitals were more satisfied with job autonomy, individual work capability, safe working environment, personal relation, potential for personal development, and positive labor-management relations, compared to those working at general and university hospitals (p<0.05). Among the items about perception of organizational member attitudes, the scores of items about organizational citizenship behaviors were higher, whereas the scores of items about innovative behaviors were relatively lower. Individuals working at dental hospitals than those working at general and university hospitals, chiefs and team and department leaders than team members, and those with increased satisfaction with current workplace had more positive perception of organizational member attitudes. Conclusion: For dental hygienists to have positive attitudes as organizational members, working environment should be improved, and executives of dental healthcare centers should pay attention to improving job satisfaction of organizational members. Moreover, since dental hygienists need to improve their perception of innovative behaviors and citizenship behaviors to strengthen specialty of dental hygienists in a changing dental healthcare, relevant training should be addressed in refresher courses or school programs.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.61-102
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• 2007

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using The results of the study are as follows: First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ${(1)}$ recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ${(2)}$ training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms Increases. Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ${(1)}$ the interaction between differentiation strategy and compensation were significantly related to turnover, ${(2)}$ HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ${(3)}$ HRM planning, selection, training and development, compensation and communication practices interacted with technology innovation strategy to affect subjective organizational performance. So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it IS also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

• Journal of Venture Innovation
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• v.5 no.3
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• pp.57-70
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• 2022

In modern industrial capitalism, the relationship between the provision of work and the receipt of wages has become an important principle governing society. According to the labor contract, the wages provided by entrusting the right to dispose of one's labor to the employer are directly compensated, and human life should be guaranteed and reproduced with proper rest. The establishment of labor relations under free contracts represents a problem in protecting workers, and accordingly, the maximum of working hours is set as a minimum right for workers, and the standard for minimum rest is set and assigned. The reduction of working hours is very important in terms of the quality of life of workers, but it is also an important issue in efficient corporate activities. As of 2020, Korea has 1,908 hours of annual working hours, the third lowest among OECD 37 countries in the happiness index surveyed by the Sustainable Development Solution Network(SDSN), an agency under the United Nations. Accordingly, the necessity of reducing working hours has been recognized, and the maximum working hours per week has been limited to 52 hours since 2018. In this situation, various working hours are legally excluded as a way to maintain the company's value-added creation and meet the diverse needs of workers, and Korea's Labor Standards Act restricts flexible working hours within three months, flexible working hours exceeding three months, selective working hours, and extended working hours. However, in the discussion on the application of the revised flexible working hours system in 2021 and the expansion of the settlement unit period recently discussed, there is a problem with the flexible working hours system, which needs to be improved. Therefore, this paper aims to examine the problems of the flexible working hours system and improvement measures. The flexible working hours system is a system that does not violate working hours even if the legal working hours are exceeded on a specific day or week according to a predetermined standard, and does not have to pay additional wages for excessive overtime work. It is mainly useful as a form of shift work in manufacturing, sales service, continuous business or electricity, gas, water, and transportation for long-term operations. It is also used as a way to shorten working hours, such as expanding holidays through short working days. However, if the settlement unit period is expanded, it is disadvantageous to workers as the additional wages that workers can receive will not be received. Therefore, First, in order to expand the settlement unit period currently under discussion, additional wages should be paid for the period expanded from the current standard. Second, it is necessary to improve the application of the flexible working hours system to individual workers to have sufficient consultation with individual workers in a written agreement with the worker representative, Third, clarify the allowable time for extended work during the settlement unit period, and Fourth, limit the daily working hours or apply to continuous rest. In addition, since the written agreement of the worker representative is an important issue in the application of the flexible working hours system, it is necessary to secure the representation of the worker representative.

• Journal of Digital Convergence
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• v.11 no.8
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• pp.251-263
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• 2013

To explore the device to allow the marriage immigrants' family to take jobs in our country, the social and economic environments that they face are investigated and analyzed through literature survey and field inquiry. The principal motive of the marriage to Korean is economic problem. But their actual economic conditions are inferior, and other legal problems, such as getting jobs and remitting money to their home country, drive them to unstable status. The present hiring policy is applied only to foreign workers with no domestic relations(E-9), hence the marriage immigrants are excluded from the domestic employment. To make institutional devices for giving them the employment opportunity, the modification of the existing laws are proposed. For examples, the 'Act on employment of foreign workers' can be revised to permit immigrant's relatives to get jobs, and 'Immigration control law' can be amended to guarantee legal qualification for taking jobs. It is desirable that the overall control be made by the Prime Minister's Office, and operation as well as surveillance be performed by the Ministry of Gender Equality and Family (MGEF) and the Ministry of Employment and Labor (MEL).

• Journal of the Economic Geographical Society of Korea
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• v.14 no.4
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• pp.453-466
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• 2011

The main aim of this paper is to explore the Korean development strategy in the context of trajectories of the economic development from 1961 to 2010. The fast and high growth in the period of 1961 and 2010 resulted from the 'export-oriented industrialization' through a combination of 'mass production-mass exports' and '(relatively) high productivity-low wages' up to the late 1980s, a mixture of 'mass production-mass exports' and '(relatively) high productivity-high wages' to the late 1990s, and a combination of the reformation of public and private sectors for overcoming the Korean financial crisis and the gradual improvement of the marketization and social safety net since 2000. With respect to this model of development, the global and national modes of regulation were established. Along with the formation of endogenous forces (as the national mode of regulation), that of exogenous forces (as the global mode of regulation) are the important rules of the game at the global level, which lead and stabilize the process of accumulation by the export-led industrialization in Korea. In this respect, the establishment of global modes of regulation is led by exogenous forces such as trade regulations, exchange rates, global-Korean industrial relations, and global regulations of loans to developing countries. On the other hand, the national modes of regulation are formed by endogenous forces such as the triangular relationship of the state, capital and labor.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.169-177
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• 2012

Due to the influences of global financial crisis, countries are putting their efforts on the enhancement of appropriateness and transparency of director compensation. In several countries including Germany, the United States, the United Kingdom, France, and Italy, listed companies and financial institutions in certain levels make public announcement for compensations of individual directors, not the averages. Recently, even Asian countries including China, Hong Kong, and Singapore are introducing individual director compensation public announcement policies. On the other hand, in cases of companies, which must submit annual reports, under current Korean capital market laws and enforcement ordinances, they are obligated to mention 'total wage paid to all executives in that business year' on the annual report, but does not have to mention individual wages of each executive. About this, at the 17th national assembly, revised bill for the Securities and Exchange Act for companies to mention wages of each executive. The financial world is opposing to open individual director compensation to the public as they concern about the shrinking of outstanding human resources recruitment, breach of corporate confidence, privacy invasion, deterioration of labor-management relations, and downfall of the executive's management will as director compensation will be standardized downward; however, if public opening of individual director compensation is forced, domestic companies will prepare more objective and rational standards when they calculate director compensations, and moreover, it will prevent arbitrary intervention of dominant shareholders. Therefore, to clearly and efficiently control director compensation, we need regulations for obligating public opening of individual director compensation.

• Survey Research
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• v.9 no.3
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• pp.71-91
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• 2008

Workplace Panel Survey(WPS) is the representative panel survey of workplace in Korea. WPS was newly sampled in 2005 and is to be used for the subsequent biennial survey. The main survey is divided into a questionnaire for human resources(HR) manager, a questionnaire for labor relations manager and a questionnaire for representatives of unions. The population of WPS 2005 included workplaces across the country with 30 or more employees. The WPS 2005 was composed of 1,905 workplaces including 290 workplaces in the public sector. The sample was selected by the stratified random sampling. Weighting process for the survey data was introduced to compensate for differential sampling and non-response rates. Personal interviews were conducted using the Computer Assisted Personal Interviewing(CAPI) system during visits by interviewers, along with survey via mail and e-mail concerning employment and financial issues. The CPAI system introduced for the WPS 2005 can by used for automatical detection for errors and inconsistencies which may occur during the survey process. The CAPI system played an important part in enhancing the reliability of the survey data.

• Journal of the Korean Geographical Society
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• v.43 no.6
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• pp.894-913
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• 2008

This study examines scale issues in the contemporary feminist migration literature. Scale appears as important, yet poorly understood concept in this field of study. The increasing attention to the feminization of migration requires not only gendered, but also scalar-sensitive approaches. Feminists criticize the conventional approach to the migration as a gender-blind approach that privileges national scale around which migration processes are organized. Claiming multiscalar and interscalar analyses, they propose investigations ranging from macro to micro processes which include globalized gendered division of labor, transnational family networks, and reproduction which takes place in and through the bodies and homes of migrant women. The migrant women, the major actors in recent transnational migration, cross various borders: the national boundaries and the public and private divides, in particular. This crossover can unsettle patriarchal gender relations which have been established based on the physical and symbolic division of nation-states and public/private spheres. Blurring these divisions accompanies social construction of various scales. The transnational family networks of migrant women, for example, show the construction of a transnational scale by migrant women as well as globalization from below. This paper points out misunderstandings of scale in the feminist migration literature and attempts to fill the gaps by introducing the meanings and implications of scales developed mostly by feminist geographers. In so doing, it promotes the interdisciplinary communication.

• Architectural research
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• v.8 no.1
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• pp.1-7
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• 2006

Various housing measures are needed for the rapidly aging society of Korea. In particular, the welfare policy for the elderly has changed towards the community care. Taking this fact into consideration, it is necessary to have the establishment of a system that offers the elderly appropriate welfare services at their appropriate residence (ageing in place) for the effectiveness of the community care. In this aspect, there are a number of implications to Korea to study merits and demerits of the Health Facilities for the Aged (HFA) in Japan. The society of Japan has been rapidly aging since 1970, and Korea is to face the same situation. As for the data of this study, a total of 2,393 facilities (as of November 1999) mentioned in the annual report of the Japanese Ministry of Health, Labor and Welfare were classified based on types of their establishment: (1) free-standing structures (603 facilities); (2) annexes to hospitals (981 facilities); (3) annexes to welfare facilities (511 facilities); and (4) annexes to clinics (298 facilities). Next, 239 facilities were selected through taking a sample of 10 percent from each type of the HFA mentioned above. This was done through the random sampling method with the computer program of MS EXCEL. The Implications of the results of analyses are as follows. First, most of the health facilities were planned with the scale that was larger than the scale of standard special nursing homes in terms of the total floor area. Precise equations that were to obtain precise results of the scale of the HFA and the appropriate number of residents were obtained through the method of the regression analysis. Korea and Japan have similarities in terms of culture, society and family relations; however, the two countries also have differences in terms of the application of laws on the establishment of houses, hospitals, and welfare facilities. As for planning the scale of the HFA, the realities of Korea should be considered. Second, as for the functional aspect of the HFA with a condition of returning home, the place before and after the HFA showed the pattern of 'from a residential place to a residential place' and 'from a hospital to a hospital.' This reveals a close correlation with the types of the HFAs and operational ways of the facilities. Its cause is considered to be the aspect of the operation and management of the HFA rather than the aspect of its function of providing services in association with medical and health facilities. Therefore, when intermediate welfare facilities are considered in Korea, it is strongly advised to consider the problem of annexes to other facilities and efficiency of sharing of the facilities in terms of its operation and management.