• Journal of the Korean Home Economics Association
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• v.36 no.1
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• pp.65-79
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• 1998

The purposes of this study were to establish a conceptual model on the woman's labor force participation and mobility in the labor market and to analyze the correlation between them. Included in those models were two independent variable sets. The one was related to household's financial conditions and the other was associated to the woman's role such as marital status, the number of children and the existence of young children. KHPS's national data was used and the Binomial Probit Model and Bivariate Probit Model were employed to analyse the effects of independent variables and the correlations between two dependent variables. The results of this study were as follows. The rate of women's labor force participation and the percentage of mobility willingness were 15.4% and 22.0%. Among the variables which have affected women's labor force participation were total wage income, non-wage income, expenditure on children's education and the subject judgement of their financial status. The existence of children under the age of 6 and marital status had significant influences on women's mobility willingness. The correlation between women's labor force participation and mobility willingness was very significant statistically. These findings clarified the status of woman as a secondary worker and pointed that a woman's economic activity would be subject to the woman's condition rather than her human capital.

• Journal of Labour Economics
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• v.29 no.2
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• pp.145-169
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• 2006

This study analyze the effect on wage, labor mobility by using Craft II Class certification out of National skill certification. In this article, we used the parametric and nonparametric method. In the former we used IV that the fraction of certification by occupation by firm scale to solve the selection problem. In the latter, it's used matching method and kernel regression. The paper shows that certification effect on wage has about 5.1~9.9%. The result of analysis between certification and labor mobility indicates better certification effects on long term tenure to the same firm than certification effects on wage from labor mobility. Also, we knew that the employee which have no certification relative is difficult to be established in the same workplace.

• Journal of Engineering Education Research
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• v.17 no.6
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• pp.30-45
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• 2014

Using the data of Economically Active Population Survey and GOMS, we analyze youth employee's labor mobility. We found the causes of the youth employee's labor mobility as follows: work environment, salary, enterprise's vision, job satisfaction, job mismatching, organizational culture, mismatching of work and housing and so on. On the basis of results, we proposed a step by step solutions. The resulting policy implication is that rather than raising job finding rate of the unemployed youths, we need to focus more on reducing job mismatching.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2022.06a
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• pp.357-358
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• 2022

Seafarers from 21 APEC economies, are not only an indispensable source of human capital for the global maritime industry, covering at least 56% of the world's seafaring population (BIMCO, 2015), but also pivotal in providing support to their economies as a major industrial pillar, specifically in developing economies where the development of skills and enhancement of labor mobility of human resources is essential in creating sustainable and inclusive regional growth. This paper examines challenges and barriers in seafarer mobility in relation to policies in APEC economies and investigates mutual collaborative actions that can be taken to address the issues identified in a coordinated and harmonised manner.

• Journal of the Korean Regional Science Association
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• v.39 no.3
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• pp.49-63
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• 2023

This study investigates the occupational mobility patterns of young wage employees at the local level of the labor market and empirically examines the interplay between worker-level and local labor market-level determinants between 2010 and 2020. The 4th to 14th waves of the Youth Panel 2007 were integrated with the Korea Network for Occupations and Workers and the Local Area Labor Force Survey for estimation using hierarchical linear model. Our results indicate that Gross Regional Domestic Product per capita is key determinant of occupational upward mobility. Also, Estimates of employment size, population density, and the unemployment rate of local labor market have different effects depending on the education level and occupational location of youth workers, suggesting that the effects of structural factors of local labor market may not be distributed equally among all youth wage workers. The findings have policy implications regarding the recent rise in inequality and polarization in local labor markets.

• Journal of Labour Economics
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• v.33 no.2
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• pp.53-89
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• 2010

Curricula relevant to labor market needs are often designed with the goals of individual employment and regional development at the forefront. This study provided information on regional scope by investigating the extent and determinants of the geographic mobility of vocational high school graduates and the effects of that mobility on first-job wage rates. Geographic mobility was defined as being employed in other provinces in which vocational schools were located. About 38% of graduates were employed in other provinces. Geographic mobility was positively related to gender and human capital such as health, course of study, vocational certificate, and job training. Mobility led to higher wage rates even after controlling for sample selection bias. The implication is that vocational high school curricula which focus excessively on provincial concerns may weaken a workforce's effectiveness.

• Journal of the Korean Regional Science Association
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• v.12 no.2
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• pp.37-57
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• 1996

Intra-metropolitan spatial segmentation of the labor marker requires barriers of mobility on both supply and demand side of the local labor marker. The phenomena of spatial segmentation of the labor market are particularly applied to the secondary workers rather than to the primary workers. Supply side barriers include the costs of obtaining job information regarding jobs outside of the immediate area, commuting costs, and barriers to residential mobility. Demand side barriers include site-specific technology and product demand, and discrimination. In this paper, I discuss these barriers and examine their implications for differences in segmentation by demographic and skill groups at the intra-metropolitan scale. In particular, I apply a job search model to examine supply side barriers such as information and commuting costs, and an implicit contract model to explain demand side barriers such as dual/internal labor market and firms' (re) location strategies.

• Journal of Technology Innovation
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• v.16 no.2
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• pp.1-16
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• 2008

This paper shows that labor mobility is positively related to R&D intensity at the industry level in Korea. Different from the perception based on individual firm-level studies arguing that firms can be reluctant to R&D in fear of the job transfer of employees, firms in industries which have high job transfer of employees turn out not to reduce investment in R&D. This result is also confirmed by 2SLS regression. This result supports that, if there exist spillover effects through the job transfer of employees, job transfer can positively contribute to R&D activities.

• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.215-245
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• 2018

The purpose of this study is to provide policy implications on the settlement of regional labor market of young women through detailed study on the experience of regional labor market in Jeollanam-do Province. For this purpose, this study analyzed the labor mobility experience in the regional labor market of young women, which lacked specific case studies. In this study, we have identified the causes of job changes by dividing the labor mobility of young women into intra-career moves and inter-career moves. For the causes of labor mobility we divided into two aspects: problems in preparation for employment and employment conditions. The inter-career moves included more diverse factors than intra-career moves. In the inter-career moves, problems in preparation for employment were highlighted as the causes of job changes. In the case of moving within the career, young women would leave because of the employment conditions such as the expiration of the employment period, but the turnover appears to be the way of retaining their previous career. On the other hand, in the case of intra-career moves, the strong desire to maintain the career was shown, and at the same time, the possibility of leaving the region was also high. Based on the case study, this study proposed systematic career counseling for career match, and construction of career management system to support continuous career development.

• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.137-163
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• 2011

The objective of this study is to examine the trend of real earnings for TANF leavers. Using administrative data in Wisconsin, this study tracks the 1998 TANF leavers over 7 years. Based on the cyclicality of real wage hypothesis, this study finds: First, although the average real quarterly earnings of TANF leavers have remained stable since their exits, there are substantial labor mobility among TANF leavers. Second, the panel data analysis shows that the real earnings of TANF leavers are significantly associated with local labor market conditions, which supports the hypothesis on the cyclicality of real wages. This study has policy implications that labor market conditions matter for the economic well-being of TANF leavers and the labor demand policies are needed for the economic security of TANF leavers after the exit.