• Journal of Labour Economics
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• v.30 no.1
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• pp.109-137
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• 2007

One of the key features of the Korean labor market is that, even though the central axis of employment has shifted from manufacturing sector to service sector, the ratio of part-time work is very low. Its major reasons are low wage rate, insufficient fringe benefits including social insurance, and deficient job security, even though part-time work has positive characteristics. This study examines whether part-time work would be a decent one and an alternative to full-time work by answering two questions: one is who chooses part-time work and another is whether part-time work is satisfactory. Analyses of 3,971 wage workers in the 8th wave of the Korea Labor and Income Panel Survey reveal that, as expected, part-time work is prevalent among the young, married women, and the old supporting the results from previous studies and that choosing part-time work on one's initiatives has a significant positive effect on job satisfaction for women while it is not for men. Form the result, it can be concluded that part-time work can be an appropriate alternative for full-time work if one chooses it voluntarily.

• Journal of the Korean Institute of Navigation
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• v.19 no.2
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• pp.23-75
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• 1995

A major change occuring in the workplace is the willingness of union leaders, managers, and workers to experiment with various work schedules and to work toward the improvement in the QWL(quality of work life). In this study, the writer measures the level of QWL, embodies components of QWL, testifies the difference of QWL according to the demographical traits, and develops some scales to measure QWL in merchant ships. To achieve objectives of the paper, 11 hypotheses were established and a questionnaire was used, 894 proper data was obtained from 2, 910 Korean seamen working in merchant ships. Results of analyses are as follows : 1) The components of QWL in merchant ships are job, employee satisfaction, wage, welfare, working condition, supervise, colleague relations, initiative, and organization management. 2) Seamen of merchant ships are satisfied with job, supervise, colleague relations, and organization management. They are dissatisfied employee satisfaction, wage, welfare, and working condition. 3) According to demographical traits, the number of the factors significant difference(P<0.05) among components of QWL are 9 for type of ships, 8 ages of seamen, 7 for married or single, nationality of ships, and education level respectively, 5 for seamen career, for 4 rank on board and trading route of ships respectively, 2 for whether union or not and whether union involvement or not respectively, and 1 for department on board. 4) Results which tested hypotheses are as follows : For the components of QWL, married men are more satisfactory than an unmarried men, officers are more dissatisfactory than ratings, old men are more satisfactory than young men, men in high education level are more dissatisfactory than men in low education level, those who are much careers as a seaman are more satisfactory than those who are little careers as a seaman. There are significant differences in the components of QWL according to nationality and type of ships. There are insignificant differences in the components of QWL according to the shipboard department, whether union is or not, whether union involvement is or not, and trading route of ships.

• Korean Journal of Agricultural Science
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• v.39 no.2
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• pp.227-242
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• 2012

Accurate estimation of milk production cost is very important for dairy farmers in establishing strategies for business management (e.g. planning a program for milk production, deciding the size of business and investment, determining the milk price for sale). Since the estimated cost of milk production is used as an important index to determine the basal price of milk in Korea, there has been much interest and debate on the method used to estimate milk production cost among the stakeholder. This study was thus carried out to identify problems in the current methodology for estimating cost of milk production, and to find a better way to improve it. We propose several alternatives and better ways to improve the current method for estimating cost of milk production. Estimation of the income and cost per head should be based on the number of cattle converted to grown cows. Cost estimation per liter of milk should be made for both whole milk and 3.4% milk fat corrected milk. The value of purchased cows and raised replacement heifers should be the same as their market value. The productive life span of cows should be less 4 years, and the terminal or salvage value of cows needs to be 30 to 40% less than her initial value. When calculating depreciation of cows over the productive life span, however, the salvage value should be 0 or 1 Korean won. On calculating labor costs, the farm labor wage corresponding to the average wage of nonfarm industrial workers should be assumed. Beside of these, better estimation procedures for other items are also given. The proposed methods from this study should improve the accuracy of estimation of milk production cost and help to achieve consensus among the stakeholder.

• Journal of Families and Better Life
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• v.30 no.5
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• pp.89-105
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• 2012

The purpose of this study is to analyze working mothers' demand for child care and housekeeping home services, and to investigate the present supply condition of home services in Korea. Data collection was implemented to examine the service demand of working mothers(n=700) in four areas. The data were analyzed with SPSS. The results were as follows: 1) For home-based child-care dispatch services social enterprises are superior to other private service suppliers in terms of the treatment of service workers, wages, and quality control. As for child care service contents, the provision of meals, and casual safeguards were mostly expected. The most important qualification for care providers was found to be in faithfulness, and the certification related with child care was required. An affordable wage range was perceived as ￦3,000~5,000 per hour, and part time services. For the time range, services which commenced before 9 am and terminated after between 5~6 pm were preferred. 2) For housekeeping dispatch services, standard services, including basic cleaning, preparation of meals and side dishes, special cleaning, and washing, were in demand. The required qualifications of housekeeping service providers were similar to those of child care service providers. Possessing certification was not considered as an important quality; however, personality and career type were important factors. An acceptable wage range was ￦3,000~5,000 per hour and part-time services were preferred. In terms of the service time range, services which commenced between 8~9 am and terminated between 5~7 pm were preferred.

• Journal of the Korean Dietetic Association
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• v.3 no.1
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• pp.9-22
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• 1997

Purposes of the study were to : (a) measure the levels of job satisfaction, (b) investigate the degree of job characteristics, (c) determine the levels of organizational commitment, (d) investigate relationships between demographic variables and job satisfaction, and (e) examine the relationship between organizational commitment, job characteristics and job satisfaction. Questionnaire was developed and mailed to 300 dietitians who are currently working in school, hospital and industry foodservices. A total of 177 questionnaires were usuable : resulting in a 59% response rate. Results of this study were summarized follows : 1. Approximately half of the respondents(46.9%) indicated that the were 26 to 30 years old. A total of 112 respondents(63.3%) were unmarried. A bachelor's degree was reported as the most common education level(46.9%) while 6.2% of the participants reported a master's degree. Years of employment in professional practices were ranged from 2 to 5. Approximately 40% of the respondents had earned over \900,000 per month. 2. Work itself of the JDI was with the highest job satisfaction mean score followed by supervision, co-workers, wage and promotion. 3. In total job satisfaction score, dietitians in school foodservices were a significant lower than dietitians in industry foodservices and hospital foodservices. 4. A significant relationship was found for demographic factors and four job facets in terms of job itself, co-workers, and promotion. 5. A work itself was the most improtant facet th the dietitian followed by wage and promotion. 6. Task identity of the JCI facets was the most prevalent job characteristics followed by variety, dealing with others, feedback and friendship. 7. Three groups of dietitians had no significant difference in total job characteristics score. 8. A group of dietitians with a higher job satisfaction score had a significant higher score in job variety and job autonomy. 9. Organizational commitment mean score with dietitians was 1.88. 10. Job satisfaction score for five facets and total job satisfaction were significantly correlated with organizational commitment score.11. Job charateristics with job variety, job autonomy, feedback, task identity, friendship were positively correlated with organizational commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.3
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• pp.108-117
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• 2020

The purpose of this study is to analyze the blind spots of Korea's employment insurance system from a gender perspective. The data used for this study was derived from 12th (2009) and 20th (2017) years of the Korean Labor and Income Panel Studies. Logistic regression analysis was performed to analyze the causes of the blind spot. As a result, the gender gap decreased by 5% in 2017 compared to that in 2009. In the coverage of employment insurance by gender, women are more likely to join when controlling for other demographic factors. If the conditions in the labor market are the same, then women's insurance coverage is likely to be higher than that of men. The policy suggestions are as follows. The current employment insurance system has a greater impact on the labor market characteristics than the difference in the participation rate according to gender itself. The results of this study show that bridging the gender gap in the labor market is an important way of bridging the gender gap in employment insurance coverage. In the short term, the social insurance subsidy program may be effective, but policy efforts are fundamentally needed to improve the employment environment of women and low-wage workers.

• Journal of Korean Society of Forest Science
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• v.86 no.3
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• pp.270-278
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• 1997

This study was conducted to estimate future need and supply of labor in forestry in Korea. To estimate future labor demand, it was hypothesized that 3,503 thousand hectares of privately-owned forest land will need to be managed for normal forest development. At each step in the forest management process, the work-force requirement was estimated. To estimate future labor supply, 520 rural residents were interviewed to reveal their willingness to be employed in forestry under four hypothetical wage rates. From those, 490 questionnaires were used to develop a probability function for labor supply. Based on this function, it was estimated that 39,190 forest workers will be needed per year for the next ten years. This labor needs will be met between the years 2003 and 2004 if the real wage rate rises 5% per year, and in 2001 if wages increase 7% annually. This assumes a base salary of 32,200 Won. However, if the wage rate remains constant at the 1995 level of 32,200 Won, then the labor deficit will be perpetuated.

• Korean Journal of Labor Studies
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• v.24 no.3
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• pp.35-71
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• 2018

The purpose of this study is to examine which job-related factors are associated with presenteeism, which is defined as attending work while ill. Although presenteeism is a relatively new concept in academic research, it should be regarded as an important social issue in that presenteeism threatens employees' job prospects and quality of life as well as it causes loss of work productivity. I analyzed a cross-sectional survey of 24,571 wage workers over 15 from the fourth wave of the Korean Working Conditions Survey in 2014. Five logistic regression models were analyzed on experience of presenteeism, and work hours and private life, occupational environment, job insecurity, rewards and welfare were assessed as key predictors of presenteeism. I found that 1) work hours with bad fit with private life, 2) high level of work time-pressure, and low job satisfaction 3) job insecurity, and 4) low benefits are associated with experience of presenteeism. The findings are fairly consistent with the theory of job-person mismatch, which explains that workers tend to preserve their personal resources by going to work while ill (presenteeism) when job demands or work conditions do not match with their level of personal expectation and, thus, workers are afraid of loss of personal resources. Presenteeism influences worker's long-term health and quality of life negatively as well as causes serious social costs. Therefore, we need organizational efforts to prevent the negative effects of presenteeism on society as well as workers.

• Architectural research
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• v.7 no.2
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• pp.91-96
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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.

• Journal of Labour Economics
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• v.28 no.3
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• pp.1-37
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• 2005

This article examines the reasons for the observed discrepancy between worker's actual and required levels of schooling and the resulting economic effects in wage and labor mobility using KRIVET's Graduates Economic Activities Survey in 2005. Overeducated workers in Korea are estimated to be 10.1%-20.7% among junior college graduates and 18.8% among university graduates for their first job according to job analysis method and worker's self-assessment method each. The effects of school quality-measured by the student/teacher ratio, school building area/student ratio-on the overeducation of their graduates are found to be mostly insignificant not only junior colleges but also universities. This founding implies that the increase of education investment from schools does not acquire any recognition from the labor market. Also, the effects of overeducation and school quality on wages are found to be insignificant and job mobility has little effects on improving overeducated workers' job match.