• Convergence Security Journal
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• v.17 no.5
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• pp.187-203
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• 2017

This study focuses on analyzing the problems of the Korean standard classification of occupations(KSCO), which is a formal and institutional implementation method that affects the occupational identity and Occupational Prestige of Private Security, and suggests ways to improve it. The following should be supplemented. (1) It is necessary to unify occupations related to private security that are classified into simple labor workers. (2) Delete the Technical Security Guards(4123) and create a Security Guard(4123) instead. (3) Facility Security Guards(41230), Convoy Security Guards, Technical Security Guards(41232), Security monitoring and control personnel(41233), and Special Security Guards(National important facility security guard)(41234) will be newly established. (4) Change the name of subclassification and subclassification in simple labor worker of Major Class 9(Code 9), and adjust Security Guards(9421) to the Surveillance Personnel(9421).

• Korea journal of population studies
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• v.26 no.1
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• pp.143-170
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• 2003

During the last few decades dramatic expansion of education occurred for women as well as men in Korea. Taking into account such a rapid expansion of education, this study examines trends in the effects of education on first occupational attainment among Korean women. Using the data from "the 4th Survey on Women's Employment," conducted by Korean Women's Development Institute in 2001, this study investigates the trends across three cohorts classified on the basis of the year of labor force entry after schooling: before 1980, 19801989, and 1990 or later. First, log-linear models are applied to the data to detect the temporal change in the overall association between education and first occupational attainment controlling for marginal distribution. The log-linear analysis shows that the strength of association between education and first occupation has declined over time. An additional analysis of OLS regression is conducted to see how the effects of each level of educational attainment on occupational prestige have changed across the three cohorts. The results of OLS regression suggest that the differences in prestige scores between the lowest and each of other educational levels are narrower in recent cohorts.t cohorts.

• Korea journal of population studies
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• v.33 no.2
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• pp.33-59
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• 2010

This paper intends to find the determinants of the occupational aspirations of college students in Korea. According to Wisconsin model, the occupational aspiration of youth has a statistically significant influence on his or her actual education level and occupation choice implying that the more motivated with high-level occupational aspiration will obtain the higher level of occupation. The analysis for this study is based on the survey of undergraduate students' perception, attitude and lifestyle in Korea 2004, which was conducted against 1,947 respondents, and multiple regression model was utilized. The dependent variable for occupational aspirations was measured by the Standard International Occupational Prestige Scale (SIOPS) of Donald J. Treiman. Independent variables include social capital and cultural capital as well as demographic variables, socio-economic status, and human capital variables. Social capital variable was measured by the position generator scale of Nan Lin and Mary Dumin, and cultural capital variable was done to our original index. This study shows that social and cultural capitals are factors having significant influence on occupational aspiration, in addition to the well-known factors such as gender, human capital and the occupation of father.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.5
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• pp.469-480
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• 2014

Purpose: This study was conducted to explore clinical nurses' experience of positive organizational culture in order to provide data for effective strategies of acquisition and retention of competent nurses. Methods: In this qualitative study, interviews with four focus groups of four to six nurses, 19 in total, were held. Compositional factors in groups included clinical experience, age, work place, and position. Interviews proceeded until data were saturated. Results: Fifteen sub-themes, categorized into six themes, emerged. Positive organizational culture themes included "Helping nurses to be organization members", "Allowing nurses to communicate with one another", "Helping nurses take an initiative to lead organization", "Having competent leader take charge of organization", "Enabling nurses to achieve organizational changes", and "Leading nurses to accomplish organizational performance." Conclusion: Results indicate that positive organizational culture is related to increases in occupational satisfaction and decreases in turnover through supportive organizational culture which makes it possible to reinvest expenses required for training new members to promoting quality growth in the organization and the prestige of professional nurses. In order to improve occupational satisfaction and sustained growth in nurses, it is necessary to provide nurses with positive work environments and require members to make active efforts leading to strategic changes.

• Korean Journal of Occupational Health Nursing
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• v.13 no.2
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• pp.89-103
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• 2004

One of the major health problems of working women is job stress according to many studies. However, existing job stress questionnaires are suitable for men and men's job environments only, and do not reflect emotional labor for sales people. The aim of this research is to find women's job stress factors. The subjects of this investigation are married working women in sales since they experience emotional labor in addition to physical and psychological labor and the work-family conflict is very important job stressor for them. The job stressor of married sales women was analyzed through qualitative research. After I had in-depth interviews with 20 married sales women, I identified 49 new concepts, 3 main categories and 17 sub categories. The results are like the following. 1. 3 main categories are job factor, aggravate factor, and compensate factor. 2. Job factor has 5 sub-categories including 'increasing of selling', 'emotional labor' and 'physical burden'. 3. Aggrabate factor has 6 sub-categories including 'work/family conflict', 'relationship with higher office' and 'relationship with a fellow worker' 4. Compensate factor has 6 sub-categories including 'opportunity of employment', 'discrimination', and 'prestige' Consequently this study newly found some major job stressors for married working women in sales department.

• Journal of Korean Institute of Industrial Engineers
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• v.4 no.1
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• pp.57-63
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• 1978

Hourly earnings of the employed U. S. women are regressed upon a set of independent variables, separately for white and nonwhite women. In support of the human capitalist's point of view higher hourly earnings are positively associated with number of years of education completed, attainment of vocational training either at the company or/and non company training. In addition to education one's obtainments of certain occupational certificate and one's assignment of occupation in the order of the Duncan prestige index and years of work experience since leaving school are also significantly related to hourly earnings. Women workers employed at the government sector or employed in an industry where proportion of female is smaller than average earn more than those at private sector or at industries of high female composition.

• Korea journal of population studies
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• v.30 no.2
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• pp.117-146
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• 2007

The research reported in this paper suggests an index of a 'good job' and validates it in several different ways. Not much is known yet, it is emphasized, about what the defining characteristics of a good job are and what the causes and major consequences are resulting from the attainment of such job. This is not merely because relatively little attention has been paid to construct a usable index, but also because a few studies, if any, were often plagued with several limitations, some theoretical and other analytical. As a consequence, fragmented speculations and research findings tended to flourish in the shortage of an overarching conceptualization and rigorous empirical assessment. In particular, a comprehensive index that encompasses a few critical job characteristics based on some solid theoretical underpinnings was in thirsty want. To relieve this want, the current study tries to formulate such index and validate it. A covariance structure analysis of representative national sample survey (Korean General Social Survey) data in South Korea indicates that wage, occupational prestige, authority and job security are the defining characteristics of a good job and that the index consisting of these characteristics is generally valid with respect to its constituent attributes, antecedents and a consequence, thereby supporting its discriminant-convergent and construct validities. The findings are interpreted with providing a few substantive implications stemming from them.

• Journal of the Korean Society for Library and Information Science
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• v.21
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• pp.103-140
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• 1991

Knowledge about career patterns of women In any profession and about factors which influence these career patterns becomes increasingly necessary because of the influx of ever-increasing numbers of women into the labor force, and the need for the development and utilization of the creative productivity of women. This study alms to investigate Korean female librarians' overall career patterns and verify relevant factors which might affect to their career patterns. As an instrument, self-reported questionnaires were sent to 1,251 full-time Korean female librarians throughout the country with regular librarian's certificate, currently engaging in public, college or university, and special libraries. Based on the data gathered, the interrelationship between their career pattern inclination and its influential factors were examined through hypothesis testing. Major findings of the survey are outlined in the following: 1). Female librarians' career patterns were classified into five categories with the group represented as Categories-2 (single; wishes to continue working after marriage; places an emphasis on the sense of occupational accomplishment and social prestige) accounted for the highest proportion$(33.4\%)$. 2). The result of the hypothesis testing revealed that there is no significant relationship statistically between social factors(parents' socio-economic status, etc.) and female librarians' career patterns. So the hypothesis concerning social factors were rejected. 3). In psychological factors(job satisfaction ; self-concept sex role attitude ; role conflict ; and achievement motivation), all except for self-concept were shown to be relevant with female librarians' stable career pattern. So the hypotheses concerning psychological factors were supported. 4). According to the result of multiple discriminant analysis conducted between the above four statistically significant psychological factors and career patterns, the most influential factor for female librarians' career patterns was job satisfaction and sex role. In conclusion, the following recommendations were made: For overall enhancement of Korean female librarianship, earlier career guidance and concrete sex role education for young women is urgent which enable them to establish correct viewpoint for their occupational career female librarians themselves' constant endeavor In maintaining positive attitude toward their job is required.

• Proceedings of the Korean Association for Survey Research Conference
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• 2001.04a
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• pp.109.1-127
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• 2001

This paper offers a method to measure the distribution of niches of two types of social organizations, Internet sites and voluntary organizations, based on the socio-demographic characteristics of their members. It examines the niches of Internet sites based on age and education of site visitors and those of voluntary organizations based on age, education, and occupational prestige of their members. The method to measure organizational niches makes it possible not only to understand the niche width of organizations but also to examine the extent to which organizations potentially compete and coexist. This leads to a method to recognize the way organizational environments influence the performance of individual organizations ecologically.

• Survey Research
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• v.2 no.1
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• pp.109-127
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• 2001

This paper offers a method to measure the distribution of niches of two types of social organizations. Internet sites and voluntary organizations. based on the socio-demographic characteristics of their members. It examines the niches of Internet sites based on age and education of site visitors and those of voluntary organizations based on age. education. and occupational prestige of their members. The method to measure organizational niches makes it possible not only to understand the niche width of organizations but also to examine the extent to which organizations .potentially compete and coexist. This leads to a method to recognize the way organizational environments influence the performance of individual organizations ecologically. To conclude, this paper shows that organizations are socially embedded through a process of pariticipation in which individual members choose their organizations not randomly. but based on their socIoifemographiccharacteristics.