• 문화기술의 융합
• /
• 제8권2호
• /
• pp.23-28
• /
• 2022

본 논문은 우리나라 기업들의 성과에 대한 기업들의 고용, 인적자원개발, 노사관행의 시행이 미치는 영향력에 대하여 분석하였다. 분석을 위한 자료는 한국노동연구원(KLI)의 2017년 7회차 사업체패널 조사로 수집된 2,868개 기업에 대한 자료를 활용하였다. 기업의 성과는 전년도 영업이익을 대상으로 하였다. 고용은 신입사원의 공개채용여부, NCS직무능력에 대한 평가여부, 핵심인력 확보 프로그램 실행여부를 포함하였다. 인적자원개발은 재직자 훈련 실시여부, 직무능력향상도 평가여부, 저성과자 관리프로그램 시행 여부, 근로자 경력계획 여부, HRD에 직무분석 활용여부로 구성하였다. 노사관행에는 육아휴직 보장, 출산휴가에 대한 보장과 보육시설 지원 여부를 포함하였다. 분석방법은 영업이익의 흑자 및 적자 기업의 두 집단에 대한 이항 로지스틱 회귀분석을 사용하였다. 분석결과 기업의 성과에 대해 고용, 인적자원개발, 노사관행의 영향력을 확인할 수 있었으며, 기업 차원에서 성과를 높이기 위한 고용 및 인적자원 개발, 노사관행 관리의 시사점을 논의하였다.

• 수면정신생리
• /
• 제25권2호
• /
• pp.58-67
• /
• 2018

목 적 : 본 연구는 과도한 감정노동에 노출되어 있는 여성 감정노동자들을 대상으로 해양자원을 활용한 심신치유 기법이 효과가 있는지 여부를 알아보는 예비 연구이다. 방 법 : 정상 참고치 이상의 감정노동에 노출되어 있는 신체건강한 여성 감정노동자 12명을 대상으로, 경남 고성 당항포 일대에서 해양자원을 이용한 심신치유 프로그램을 4박 5일간 시행하였다. 피험자들에게 프로그램에 참여하도록 한 뒤 사전, 사후, 추후의 평가를 바탕으로 수면, 기분, 인지기능 영역의 변화를 확인하기 위해 통계분석을 실시하였다. 결 과 : 프로그램에 참가한 뒤 피험자들의 수면의 질이 호전되고 수면 잠복기가 유의하게 감소하였고 우울, 긴장, 분노, 피로 등 기분상태의 호전을 보였으며, 인지기능 또한 향상되었다. 수면의 질, 우울기분을 비롯한 상기 효과는 한 달 반 뒤 실시한 추후 평가에서도 동일하게 확인되었다(PSQI t = 2.63, p = 0.02, HAM-D t = 5.92, p < 0.001). 결 론 : 해양자원을 활용한 심신치유 기법이 긴장을 이완하고 스트레스를 낮추는데 효과적일 수 있음을 시사하며, 이와 관련해 대조군을 포함한 추후연구 및 체계적인 프로그램 개발이 필요하다.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권12호
• /
• pp.853-861
• /
• 2020

The study aims to measure the productivity of the Saudi banking sector at the retail level using secondary data for 11 local banks from the period 2015-2019. The study uses an extended version of the Cobb-Douglas production function to account for the fact that as banks openup more retail branches, they will need to employ more labor. The extended Cobb-Douglas production function was estimated using the two-way fixed effect model to account for unobserved heterogeneity across Saudi banks resulting from differences in labor competencies and leadership style. Besides, the model accounts for unobserved heterogeneity among Saudi banks due to the advancement in electronic services over time. The results showed that labor, branches, customers' deposits, and fixed deposits have a positive effect on the total value of generated loans. Conversely, ATM has an insignificant effect on generated loans. The average scale elasticity shows that the Saudi banks at the retail level are operating under decreasing returns to scale. The average marginal rate of technical substitution shows that Saudi banks need at least one ATM to replace one unit of labor at the retail level while keeping the same level of output.

• 한국건축시공학회지
• /
• 제12권6호
• /
• pp.624-635
• /
• 2012

Construction projects, including housing, are carried out over long periods of time. According to changes to the construction period, the cost of input materials and wages also changes. Therefore appropriate management is important in order to minimize cost risks caused by fluctuations in prices. In Korea, housing units are usually sold in lots prior to construction completion. Therefore, careful management of input elements such as materials and equipment that are sensitive to price fluctuations is very important. This study deals with how the price fluctuation of materials, labor, and equipment influences the change of housing cost and seeks a way for cost management through identifying key resources sensitive to price fluctuation. As a result, a change to the housing cost index multiplies depending on cost changes of materials and labor together. Labor costs are a major factor on the housing cost index. In addition, certain types of materials and labor input to housing construction greatly influence price fluctuations. Thus, it is found that managing those main cost factors is the key for effective cost management.

• 산경연구논집
• /
• 제12권3호
• /
• pp.31-41
• /
• 2021

Purpose: The purpose of this paper is to analyze the impact of the minimum wage policy and the employment labor force in Myanmar by exploring firms' actions such as installing supplementary machines to substitute for labor resources and by addressing gender issues in employment. Research design, data, and methodology: This paper applies a fixed-effect estimation method by using the World Bank's enterprise panel data set surveyed in Myanmar. Results: Findings suggest that the minimum wage reduces both full-time and part-time employment, while the first minimum wage policy increases overall female employment. The adverse impacts are more pronounced for female employees of Joint Venture enterprises and enterprises located in the less-populated regions. Investment in capital such as equipment and machinery increase to substitute for labor after the minimum wage policy implementation; as a result, full-time employment slightly decreases. Conclusions: Appropriate measures concerning the minimum wage policy must be prepared by the government and institutions related to the labor union to serve the well-being of employees. Government of Myanmar should fix the minimum wage in a reasonable period based on the fiscal year for both employers and employees to prevent possible issues and losses resulting from the minimum wage being set.

• 국제학술발표논문집
• /
• The 3th International Conference on Construction Engineering and Project Management
• /
• pp.499-505
• /
• 2009

Along with the changing pattern that the construction project is getting complicated, large-scaled and up-to-dated, necessity of efficient management of manpower and resources of the construction site is being increased. In particular, considering that the construction site requires a lot of labor force and in terms of the construction cost, labor cost shares 30-40%, labor management has become a very important factor. In this study, in order to support a stable and successful construction project implementation and supplement the existing system being utilized at the current site, construction site access management automation system based on hand vascular pattern, a biometrics system, is intended to be developed. Relevant theory for the system development and the problem of existing RFID system were evaluated and based on this findings, a system design and DB composition chart were envisaged. In addition, by applying this developed system to a number of sites, its result was analyzed

• World Technopolis Review
• /
• 제1권3호
• /
• pp.192-205
• /
• 2012

Globalization has fuelled the desire for simplicity and flexibility in rules and processes within nations. de Soto (2000) calls for the simplification of rules to enable people to join the formal economy. Friedman (2005) echoes the need for simpler rules, to attract business and capital. Market-based approaches to governing have been adopted in many nations due to globalization. Recent developments demonstrate that such approaches fail. Globalization may lead to impoverishment in the absence of proper forms of governance (Cooney 2000). That is why it has the tendency to become a "race to the bottom." Regulatory measures can be costly, and the costs of doing business are uneven across nations. This unevenness is being used as a comparative advantage. Others call this regulatory competition (Smith-Bozek 2007) or competitive governance (Schachtel and Sahmel 2000), which is similar to the model of Charles Tiebout. Collaborative governance is an approach that governments could use in lieu of the competitive method. Mechanisms that enable stakeholders to exchange information, harmonize activities, share resources, and enhance capacities (Himmelman 2002) are needed. Philippine public policy encourages a shift in modes of realizing labor market governance outcomes from command to collaboration (Sale and Bool 2010B; Sale 2011). Is labor market governance and regional development in the Philippines collaborative? Or is the opposite - competitive governance (Tiebout model) - more evident? What is the dominant approach? This preliminary research tackles these questions by looking at recent data on average and minimum wages, wage differentials, trade union density, collective bargaining coverage, small and bigger enterprises, employment, unemployment and underemployment, inflation, poverty incidence, labor productivity, family income, among others, across regions of the country. The issue is studied in the context of legal origins. Cultural explanations are broached.

• 한국보건간호학회지
• /
• 제26권2호
• /
• pp.314-327
• /
• 2012

Purpose: This study was conducted in order to investigate the relationship between the level of emotional labor and job stress for public health nurses. Methods: The survey was conducted from Mar. to Oct. 2010 for collection of data from public health nurses (N=195). Descriptive statistics, ANOVA, t-test, Tukey HSD, and Pearson's correlation coefficient were used in performance of data analysis. Results: Results of this study indicate that as the nurses grow older, they receive a larger salary and their emotional labor is reduced. The results of this study also demonstrate that the emotional labor is highest when their total nursing job work duration and public health nurse work duration are between six and 10 years. There is a significant difference in job stress of the two age groups between occupational roles and personal strain. This means that job stress is highest in nurses who are in their thirties and low fifties. Emotional labor showed positive correlation with occupational roles and personal strain of job stress, but showed negative correlation with personal resources. Conclusion: According to the results of this study, we suggest development of interventions to reduce emotional labor and job stress, taking into account the characteristics of age.

• 경영과정보연구
• /
• 제17권
• /
• pp.191-214
• /
• 2005

Recently, most enterprises are having a knowlege management boom. A number of books associated with the knowlege management are being published, countless public seminars are held, and many research councils have been organized studying it formally or informally as if not importing the system is like falling behind a fashion. However, there are not many cases that achieved success by constructing the system of knowledge management. Then, why the knowledge management is not so much effective despite so many voices wanting the change of management system and a lot of public lectures about it? I guess the reason is that most companies do not have concrete methodology. Seeing a result of a survey which reported that with spread of venture boom and successful examples being known widely, the outflow of precious human resources is accelerated and a large number of employees of conglomerates have already resigned or are considering separation from their positions, we can realize that are occurring a change which can be nearly called severance in an occupational view and an organization culture. The preference to a large enterprise or a public institution of labor is low today and the notion about a lifelong job is regarded as past remains. As for this, it could be said that the social atmosphere that pursued the stability of a job has been changed to the practical one that attaches importance to ability and pay. The way of thinking of employees has been changed while established organizations cannot satisfy their desire and this explains why important members of a company are flown out. The reason why superior human resources move to venture businesses is that they can do their likable work and also prove their ability as well as unconventional rewards. Although existing companies are trying to preserve important human resources through performance compensating stock option, temporary patching up of personnel management cannot retard the rushing wind of foundation and the outflow of labor. On the contrary, clumsy import of performance-based reward system not only fails to hire superior labor power but also can bring about a sense of incompatibility and conflicts among the remaining employees. Therefore, this thesis, focusing on how to choose, develop, and maintain the human resources, will suggest a future-aiming human resources management model of Korean enterprises after comparing and analyzing the actual condition of domestic companies and the trends of advanced corportaions.

• 대한안전경영과학회지
• /
• 제12권2호
• /
• pp.183-192
• /
• 2010

Korean logistics industry have been focused on transportation business. However, with the expansion of the electronic commerce and on-line shopping, delivery service is now dramatically growing. Despite the expansion of logistics market, the domestic logistics industry have significant structural problems such as low productivity comparing with the advanced countries, relatively high cost and shortage of human resources and lack of professionalism of people in the industry. Logistics companies reallocate employees, use subcontractors, expand consignment and training the employees to overcome the labor shortages but it has some limits. In recognition of the importance of labor in the logistics industry, financial support and investment have increased. Logistics companies tend to hire consultants, set up logistics department or R&D center in order to establish highly productive logistics process and system so it is viewed that there will be considerable demands of human resources in the logistics industry. This study indicates implications and development direction of human resources in the logistics industry by looking into prospect and characteristic of the industry, employment status, training programs and qualification requirements.