• Toxicological Research
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• v.17
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• pp.185-188
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• 2001

Genetically modified foods and food additives are derived from organisms that have been inserted foreign genetic materials by recombinant DNA techniques to improve the quality or any other pur-poses. The problems such as toxicity, allergenicity and antibiotics resistance in the safety of genetically modified foods are usually concerned. In Korea, the safety of foods is ensured by the Food Sanitation Act. Although there is no specific provision regarding the genetically modified foods in it, any foods that might cause negative effect(s) on public health or human life are prohibited to sell in the market. In order to systematically evaluate safety of genetically modified foods, the Korea Food and Drug Administration (KFDA) promulgated "Guidelines regarding review of safety assessment data for genetically modified foods and food additives (KFDA Notification 1999-46)". The objectives of these guidelines are to ensure safety of genetically modified foods and food additives. In order to evaluate the safety of genetically modified foods. KFDA operates a special expert committee composed by experts from government, universities, research institutes. and consumer's unions. Recently. manufacturers and consumers are interested in the issues on safety and labeling of genetically modified foods, because of increment of imported genetically modified crops and processed foods. Since government and consumers unions have different viewpoints, their positions regarding the issue are different each other. Therefore, the regulation of labeling on genetically modified foods is prepared and should be enforced at July 2000 in Korea. in Korea.

• Journal of Labour Economics
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• v.23 no.1
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• pp.27-45
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• 2000

An analysis of factors determining the quality of labor-management realtions shows that they include the external environment factors, the agent factors representing spirits and strategies of unions and employers, and the process factors of interaction channels in bargaining, consultation, and participation. It is found from recent research results that the spirits and strategies of unions and employers is the most important factor and that communication, consultation and sincere bargainings between them are the next most important, while environment factors are rarely important. It is suggested that mutual trust and respects, information sharing, sufficient communication and consultation, joint workplace innovation, and industry-level labor-management consultation are effective tools for good industrial relations.

• Korea Journal of Hospital Management
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• v.4 no.2
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• pp.131-161
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• 1999

This study is to analyze the reason of Breakdown of collective bargaining caused by the difference of main issue about bargaining and other factors influencing collective bargaining from the viewpoint of both labor and capital in Korean medical system. Korean medical system is facing the huge change of medical policy, so it should pursue institutional change following the change of medical system, On the contrary, the activity of labor union in medical system is more organized, activated, so understanding and cooperating on the related policy between labor and management are necessary. As the method of administration participation is collective bargaining, main issues between labor and management may lead Brwakdown of bargaining, so the author will analyze it from three viewpoints. First, the difference of recognition between labor and management due to the characteristics of hospital Secondly, the difference of recognition between labor unions due to the characteristics of hospital Thirdly, the difference of recognition between the characteristics of hospital and labor union.

• Journal of the Korea Society of Computer and Information
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• v.6 no.3
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• pp.113-121
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• 2001

The employee's are one of the most important parameters determining the success of orga as they have profound influence on the existence, growth and the development of an orga The importance of the workers in the credit unions prompted studies on the human re management. The credit unions are currently facing the impending needs not only to retain t also to help them grew in the organization, as their business prospects are becoming incr shaky. Therefore, this study was conducted to provide suggestion for a future research by estab human relations among the staff members in terms of factors affecting the quality of personal they provide centering on the influence caused by such factors. According1y this study presented the method to improve personal service provided b employees of the credit union by working out problem revealed by previous researches and more developed study results

• Journal of Korea Trade
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• v.23 no.3
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• pp.84-104
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• 2019

Purpose - This paper explains why free trade agreements (FTAs) are more popular than customs unions (CUs) in respect of tariff coordination. Design/methodology - This paper employs an equilibrium theory of trade agreements with tariff coordination. I set up three-country partial equilibrium model with competing exporters. Domestic and exporting firms decide their optimal production under given tariffs and each country levies its tariff under the trade agreements. I found stability of implicit tariff coordination and preference of each country between an FTA and a CU. Findings - I demonstrate that two FTA members can keep their external tariffs higher than separately decided external tariffs by keeping the status-quo. This implicit tariff coordination can benefit each member through trade diversion. In a CU, each member country must have a common optimal external tariff and it must incur costs because each country may seek different external tariffs for their own national welfare. The benefit of implicit coordination in an FTA and the cost of explicit coordination in a CU account for the popularity of the FTA. Originality/value - This paper uses the idea of implicit tariff coordination in trade agreements. In a CU, tariff coordination is explicit and mandatory. All member countries must have a single common external tariff for each good. On the other hand, in an FTA, each country establishes its external tariff with the goal of maximizing its own welfare. However, each country can also coordinate "implicitly" by keeping the status-quo after establishing an FTA.

• 한국사회정책
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• v.25 no.2
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• pp.429-446
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• 2018

The $4^{th}$ Industrial Revolution, symbolizing the explosive innovation of digital technologies, is expected to have a great impact on labor relations and produce a lot of contested issues. The labor-management issues, created by the $4^{th}$ Industrial Revolution, are as follows: (1) employment restructuring, job re-allocation, and skill-reformation, driven by the technological displacement, resetting of worker-machine relationship, and negotiation on labor intensity and autonomy, (2) the legislation of institutional protection for the digital dependent self-employed, derived from the proliferation of platform-mediated labor, and the statutory recognition of their 'workerness', (3) unemployment safety net, income guarantee, and skill formation assistance for precarious workeforce, (4) the protection of worker privacy from workplace surveillance, (5) protecting labor rights of the digital dependent self-employed and prcarious workers and guaranteeing their unionization and collective bargaining. In comparing how labor unions in Western countries have responded to the $4^{th}$ Industrial Revolution, German unions have showed a strategic approach of policy formation toward digital technological innovations by effectively building and utilizing diverse channel of social dialogue and collective bargaining, while those in the US and UK have adopted the traditional approach of organizing and protesting in attempting to protect the interest of platform-mediated workers (i.e. Uber drivers). In light of the best practice demonstrated by German unions, it is necessary to build the process of productive policy consultation among three parties- the government, employers, and labor unions - at multi levels (i.e. workplace, sectoral and national levels), in order to prevent the destructive damage as well as labor-management confrotation, caused by digital technological innovations. In such policy consultation procesess, moreover, the inclusive and integrated approach is required to tackle with diverse problems, derived from the $4^{th}$ Industrial Revolution, in a holistic manner.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• Health Policy and Management
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• v.10 no.3
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• pp.108-128
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• 2000

The Korean government has implemented the policy for merging 141 health insurers into Korean Unified Health Insurer (KUHI) in July of 2000. The unification of multiple insurers will definitely effect the stability of financial management, equity of premium burdens and efficiency of administrative management. However, it is difficult to predict what forms the far-reaching effects of the unification would take. Thus, pursuing the unification may be express as a huge policy experiment. In order to lead the unification, which lies on a crossroad between success and failure, to the road of success, we need to infer the problems and obstacles predicted in the step-wise processes of merging organizations, finances and the systems of computing premium, and come up with the effective means to maintain the stability of financial management, to improve the equity of premium burdens and to increase the efficiency of administrative management. Thus, I first described the changes of the Korean medical insurance system, and analyzed the performances of self-employed medical insurance 1 year after the integration of societies in October of 1998. At the base of examining the stability of financial management, equity of premium burdens and efficiency of administrative management, I predicted the problems and obstacles that could occur after the unification of the multiple medical insurers, and proposed a few ways of leading the unification of the multiple medical insurers in Korea to success. The most worried factor is that insurance finance would become unstable since the expansion of premium revenues is not easy because raising the premium for all Koreans is to be difficult. In addition, the unification of insurance finance could weaken the insurer's efforts for declaring real incomes of the self-employed and increasing the collection rate of premiums from them. This weakening would be the decisive factor of lowering the equity of premium contributions between the self-employed and employees. And bureaucratization and rigidity that are unavoidable in a gigantic unified organization could lower the efficiency of administrative management. Furthermore, by having 3 labor unions in the unified organization, it is possible to experience frequent difficulties and discords among the unions and between the unions and organization. Thus, when smooth pursuing of the unification of multiple insurers gets difficult, the social expenses derived from the failure would eventually end up on all Koreans. The unification is to be performed after coming up with the ways to eradicate these worries, so that the unification of multiple insurers would step onto the road of success.

• Korean journal of communication and information
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• v.57
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• pp.69-83
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• 2012

This paper attempts to explore the development of the media labor movement and its tasks. Due to the unique characteristics of information delivered by media, the media labor movement under the authoritarian regime was oppressed and regulated by the government. As democratization has proceeded, the state's oppression and regulation of media has been weakened. However, media workers should wage the struggle for union recognition and independence of editorship simultaneously. Because media unions as labor market organizations also seek for job security and wage increase, we need to understand both political dimension and economic dimension of union activities in media industry. While state's control over media has been diminished in the late 1900s, competition in media industry has been intensified. As small number of media corporations monopolizes the media market, the ecology of media has been completely transformed. Unions in media industry should respond to the change of the media ecology and should build solidarity among media workers at the same time. The achievement of the public nature of media as a part of democratization and building union federation of media industry as a response to the marketization of media still remain as an epochal task for media unions. Like the case of "Hope Bus" in the strike in Hanjin Heavy Industrial Corporation, solidarity between citizens and striking workers should be strengthened.

• Journal of Korean Society of Forest Science
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• v.98 no.5
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• pp.618-629
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• 2009

The objective of this study was to examine the impact of pruning (P treatment) and transplanting (T treatment) of Acer palmatum on cambial growth and compartmentalization of pruning wounds for one year after treatments. Changes of cambial electrical resistance (CER), sizes of pruning wounds, cambial growth of trunks and stems near the wounds, and total phenols at branch unions during the period were examined using a total of 49 trees. After harvesting, areas of discolored wood behind the wounds, relative proportions of extractives, holocellulose and lignin at branch unions were also determined. CER and the cambial growth of trunk at 30 cm above the ground (TGR) were inversely correlated, and differences of CER and TGR among three treatments were significant. TGRs of control, P treatment and P+T treatment after the treatments were 112.2%, 72.4% and 52.5% of the annual growth for the year before the treatments, respectively. The cambial growth rate of stem (SGR) at 1.5 cm above the branch bark ridge and the closure rate of pruning wound (WCR) for one year after treatments were positively correlated, and WCR of P treatment of 39.8% was significantly higher than that of P+T treatment of 31.8%. Wounds of P+T treatment formed greater discolored area per unit area of pruning wound (D/W Ratio) than those of P treatment significantly. Lower WCR and higher D/W Ratio of P+T treatment suggested less ability of compartmentalizing the wounds than P treatment. Total phenols at branch core of pruning wound for both treatments heightened a month after treatment, and then lowered. The contents at below core of the wound were higher than those at control ones continuously, while they became similar each other at above core. Relatively high phenol contents of the extractives at P+T treatment implied that trees with P+T treatment allocated more energy to compartmentalize their wounds. Holocellulose and lignin contents at the branch core of treated branch unions of both treatments were lower and higher, respectively, than at the same part of the union with living branch, as results of the tree reaction to protection from wounding and microbial invasion.