• Korea Journal of Hospital Management
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• v.15 no.4
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• pp.191-222
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• 2010

Revisioned labour law was confirmed by vote of National Assembly on 1st January 2010. Under revisions labour law the necessity was expressed to reconstruct and change the relationship between labour and management in hospital. This study was described to investigate the operational statement of labour union in general hospital and to investigate how the labour policy would be change and which form would be appear in labour union in hospital. The survey results which was operated targeting labour managers in hospital were as follows ; first, in the possibility of plural labour unions establishment, university hospital labour managers forecasted the possibility as high. but non-university hospital labour managers forecasted the possibility as low. second, even though the plural union labours would be established in hospitals there would be no difficulties in collective bargaining between labour and management. third, the labour union activities would not be shrink even though there would be wage pay prohibition for the full-time union laboures. As the wage pay prohibition acted on the full-time union labours, countermeasures are required as follows; first, there is a possibility that there will be diversity in the form of full-time union labours. It is need to make the criterion of hospital about the limit of full-time labour union members. It is need to make the criterion of labour activities of non-working hour exception. It is need to cope with the diverse demands of labour union which aim to solve the financial burdens. As the plural labour unions are permitted it is need to make countermeasures as follows ; To analyze whether there is a possibility by the establishment of new labour to be plural labour unions. To establish the countermeasures in short-term aspect to make the countermeasures to cope with the establishment of plural labour unions. In long-term aspect to establish labour and management strategies. Henceforth, found on the revisions labour law, it is need to provide in hospitals as follows; first, it is need to prepare labour management policies and substitutes which suitable for plural labour union period. Second, it is need to determine concretely on the related matters of the union labours and to develop the conclusion guidelines which preparing infective criteria. Third, to examine the effects on the hospital organization by organizational forms of labour union which is weak in financial aspect.

• Journal of Navigation and Port Research
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• v.29 no.3 s.99
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• pp.227-234
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• 2005

It is said the maritime labour law that total legislation system regulate all relationship concerning a labour of seafarers. A possibility of danger, a helplessness from the shore, a importance of the responsibility, a segregation from the public, etc. is mentioned as the particularity of a maritime labour which is distinguished from that of a shore labour. Therefore, the improvement of social standing and protection of rights for seafarers may be achieved substantially by the maritime labour standards considering such particularity of maritime labour. A vessel is itself international relationship, accordingly maritime labour is also same. It means that international relationship should be considered, whenever any country makes it's national law for maritime labour. Therefore, this paper aims to find out the spirit of legislation for the maritime labour law through a historical study on the development of it, and suggest the facts that should be considered for legislation of domestic law concerned.

• KDI Journal of Economic Policy
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• v.39 no.4
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• pp.69-94
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• 2017

This paper re-examines the impacts an institutional arrangement may have on labour market outcomes such as the employment and unemployment rates. Based on the results from a generalized econometric model, the generosity of unemployment insurance benefits, organized labour and active labour market policy have effects on a labour market in line with previous findings. However, taxes on labour and the degree of employment protection are found to affect neither the employment rate nor the unemployment rate. Thus, some findings in this paper validate earlier findings, whereas others do not.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.3
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• pp.123-130
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• 2019

The paper aims to investigate whether foreign direct investment (FDI) has positive effect on the labour productivity in Vietnam. Labour productivity is the elemental determinant of a country's development level in long-term. In recent years, although increasing consistently, labour productivity of Vietnam remains low in comparison to other South East Asian countries. To identify the direction of effect and the level of effect of FDI and human capital on the labour productivity of Vietnam, Autoregressive Distributed Lag (ARDL) model was used to examine the effect of FDI and human capital on labour productivity in Vietnam from 1986 to 2014. The results of bounds test confirm the existence of cointegration among the variables. Further, the Toda and Yamamoto Granger causality test affirms that there is unidirectional causality running from foreign direct investment and human capital index to labour productivity. The empirical results provide strong statistical evidence that foreign direct investment and human capital has a positive impact on labour productivity in Vietnam in long-term. These findings imply that workers are expected to further improve their knowledge, skills and that policy-maker should establish concrete plans to increase human capital. Results from this study provide suggestion necessary for Vietnam to achieve sustainable development.

• Journal of Wellbeing Management and Applied Psychology
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• v.2 no.1
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• pp.9-19
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• 2019

The uniqueness of labour as a factor of production is that labour services cannot be separated from the employee. However, since the object of sale is only the services of the employee, not an employee himself, the labour conditions, determined by the labour and collective agreements or other agreements concluded at other levels and within the current legislation, are equally important. Speaking as a subject of labour, a person can realize his or her labour potential by the way of self-employment, that means to act as an independent producer seller of their products. Another way of labour potential realization is hiring, that means offering of the services as a hired employee to the employer, who is the subject of ownership. In this case there is an exchange under the principle: qualification and working time of the worker - for wages and profits. Each enterprise is confronted with a set of goals, among them - economic and social leadership. For their achievement the company uses all the available arsenal of resources - material, land, financial, labour. This indicates the equivalence of all types of resources in achieving the goal. But this is not quite true, because every resource can be included in production only through the activity of labour and people. And this activity depends on the attitude of the company to its employees, the degree of their motivation and stimulation.

• Korean journal of communication and information
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• v.79
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• pp.226-259
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• 2016

Drawing on the autonomist Marxist concepts of 'social factory', 'immaterial labour', and 'precarity', this paper discusses the changed nature of labour, life and social relations in contemporary informational capitalism. More specifically, it first traces back to the early autonomist (operasimo) theories of 'social factory' and 'class composition' and then discusses how these earlier theories were developed into the concept of 'immaterial labour' by a group of later autonomist theorists such as Paolo Virno, Maurizio Lazzarato, Micheal Hardt, and Antonio Negri. Then, it reviews how the concept of immaterial labour was taken up to understand the nature of labour in digital economy within the tradition of Cultural Studies, closely intersecting with the critiques of 'creative labour'. Finally, it discusses how the changed nature of labour is interrelated with the neoliberal labour forces transformations such as casualization of employment and increasing insecurity in employment and life, which the autonomist explores with the concept of 'precarity', the material condition of immaterial labour.

• The Korean Nurse
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• v.31 no.3
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• pp.62-75
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• 1992

This study was done to suggest basic modifications in the present situation for the family of women in labour which is a separation management method. The study design was a descriptive study. The number of the subjects were 80. they were husbands, mothers in law, and mothers of women in labour who were full term and for whom there were no complications, either for the mother or the fetus. Data collection was done with a structured questionnaire which was analyzed using frequencies. The results were as follows, 1. Most of the subjects(95.0%) wanted to participate in the labour process. 2. The subjects wanted to support the women in labour by way of encouraging(95.0%), consoling (95.0%), listening to(75.0%), praying with(68.8%), hand holding(97.5%), stroking(63.8%), helping with respiration control(50.0%), maintaining relaxation(46.3%), changing position(58.8%), and illustration (58.8 %). 3. The subjects answered that they expected their participation to have the effect of an easier labour course(52.5%), security for the women in labour(95.0%), and providing a better relationship between the women in labour(66.3%) and the new baby(55.0%). 4. The priority of the response as to who is the best supporter was husband, and mother of the women in labour in that order. It can be concluded that nurses maintained a management method which ignored the needs of the families of women in labour. If given consideration is to be given to these subjects, future programs should initiate ways to let the families participate in the labour process.

• Proceedings of KOSOMES biannual meeting
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• 2006.05a
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• pp.153-157
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• 2006

The General Conference of International Labour Organization adopted the Maritime Labour Convention on 23 February 2006 in Geneva, Swiss and it is. composed of four structures of Preamble and Articles, Regulations, Code A and Code B. According, in the preparation of future enforcement, amendments to the Seamen Act, etc. and relevant regulations are needed and regarding issue of the Maritime Labour Certificate and preparation of The Declaration of Labour Compliance, relevant law and regulation for Recognized Organization and training for related persons, etc. should be established.

• 모자간호학회지
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• v.3 no.1
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• pp.38-48
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• 1993

This study was done to suggest modification in the present hospital policy for Labour and Delivery which separates women in labour from their families. The design for study was a descriptive study. The number of subjects consisted of 82 postpartum women who had delivered within 12 hours and for whom there were no complications either for the mothers or for the newborns. Data collection was done with a structured questionnaire which was analyzed using frequencies and percentiles. The results of this study are as follows : 1. Most of subjects (90.2%) wanted their family to participate in the labour process. Husband were chosen as the primary participant(79.3%). The number of subjects who wanted their family to support them through the whole labour process (35.4%) was the highest, followed by, during labour(32.9%), as contrasted to, during delivery (1.2%). 2. Support from husband during pregnancy ranged from 55.6%-87.6% for all items. Primary support was from husband during the pregnancy. 3. The subjects wanted support from their families in labour by way of encouraging(84.1%), consolidating(81.7%), changing position(43.9%), maintaining relaxation(35.4%) and helping with respiration control (29.3%). The results showed higher support on the emotional level than the physical and informational level (26.8%). 4. The subjects answered that they expected that participation by their family during the labour process would have the effect of increasing security for the women in labour(79.3%), providing a better relationship between the family and the women in labour (57.3%) and the newborns(34.1%), and making for an easier labour courses (23.2%). 5. The priority of family members that the subjects wanted support from was, the husband, mother and mother-in-law in that order. It can be concluded that nurses help to maintain a management policy in the maternity setting which ignores the needs of the women in labour. If consideration is to be given to these subjects, future programs should include participation by the family in the labour process.

• Korean Journal of Labor Studies
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• v.24 no.3
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• pp.179-209
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• 2018

Three dacades of time have passed since the Korean labour movement experimented its political empowerment struggle. Generally it has failed for all some positive results. But unfortunately there were no critical and intellectual reflections regarding the failure within the labour movement. This study drew three conclusions. Firstly, the success or failure of political experiments was caused mainly by the labour regime changes of the Korean society. Secondly, the motive power was provided not by the progressive party, the Democratic Labour Party, but by the trade union movement and organization, the Minjoonochong. Lastly, the Candle-Light revolution in 2016 has produced some new conditions for the second stage of political empowerment praxis in Korean labour movement.