A Study on Factors Affecting Women's Labor Force Participation : with an Emphasis on Labor Force Participation of Teenager's Mothers

많은 사람들이 여성의 노동시장 참여에 대해 "성장기의 여성이나 젊은 여성은 어머니의 노동선택에 영향을 받는다"라는 직관적인 생각을 한다. 본 연구는 심리학적 측면의 성정체성 요인을 도입하여 여성의 경제활동에 영향을 주는 요인을 분석하였다. 구체적으로는 청소년기 어머니의 노동시장 참여가 여성의 노동시장 참여에 긍정적인 효과를 미치는지 여부를 실증분석을 통해 살펴보았다. 한국직업능력개발원의 한국교육고용패널(KEEP) 자료를 이용하여 분석한 결과, 어머니와 딸의 노동공급 사이에 양(+)의 관계가 존재하는 것으로 나타났다. 청소년시절 어머니가 노동시장에 참여할 때, 성인이 된 여성의 근로시간이 약 1.795시간(3.96%) 길어진다는 결과를 얻었다. 어머니 근로시간의 대리변수를 적용한 분석에서도 어머니의 노동공급은 여성의 노동공급시간에 통계적으로 유의한 양(+)의 영향을 미친다는 결과를 얻었다. 이에 비해 남성의 근로시간과 어머니의 노동공급은 유의한 관계를 보이지 않아 어머니가 청소년기 자녀의 준거집단이 되어 자녀의 노동공급 선택에 영향을 주는 것은 여성 자녀에게만 국한되는 효과임을 보여, 본 연구가 검증하고자 하는 가설의 타당성을 뒷받침한다.Focusing on gender identity, this study explores factors affecting women's decision on supplying their labor. In particular, we examine empirical studies to determine whether women's labor force participation has a positive relationship on their mothers' work choices when they were teenagers. From an analysis on KEEP data of KRIVET, we find a positive correlation between labor supply of mothers and daughters. If mother had a job, she increases her working week by 1.795 hours(3.96%). In empirical results with two proxies for mothers' hours worked, we find that mothers' working hour has a positive effect on daughters' labor supply. Meanwhile, male labor supply is independent on their mothers' labor supply. This result implies that the 'Role model effect' is restricted to daughters and supports the hypothesis this paper focuses on

Construction of Manpower Demand and Supply Forecasts System for Establishment of Higher Education Talent Policies (Ⅲ)

본 연구는 전망체제의 일관성 및 신뢰성 확보와 활용도의 제고를 위하고, 또한 고등교육의 인재정책을 수립하기 위한 중장기 인력수급 전망체제 구축과 전망결과의 신뢰성 제고를 위한 통계인프라의 구축, 그리고 핵심부문별 인력수급 전망 등의 목적을 달성하기 위하여 다년도 연구수행과 함께 관련 연구기관 및 전문가가 연구에 참여하는 협동연구 방식의 연구수행이 필요하다.○Projections on higher education workforce demand & supply were made on the basis of the 1st and 2nd-year study results. Over the 2012~2022 projection period, higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year. ○The surplus in demand for the higher education workforce stems from the low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce. ○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand. Ⅰ. Outline of the Study 1. Background □ Paradigm Shift in the Global Economy ○Global economy has witnessed the rapid paradigm shifts from Industrial Economy, Knowledge Economy and now to Creative Economy, which emphasize on physical things such as commodities, knowledges & information, and creativity, respectively. -Specifically, the focus on the main resources has shifted from hardware in Industrial Economy, software in Knowledge Economy and now to wetware (human brain) in Creative Economy. Developed countries, well aware of the impotance of human capital in determining national competitiveness, have fostered, alloted and utilized human resources at a national level. □Importance of Human Capital Development in the “Creative Economy” Era ○An increasingly greater emphasis has been placed on human capital development in Korea, with its population rapidly ageing and fertility rate continuing to fall, and also with the current government’s focus on “Creative Economy.” -Workforce demand & supply projections on the basis of current status and future prospects of the human capital development and utilization shall be in place for an effective human capital development. But in reality, infrastructure for a reliable workforce demand & supply projection, including base statistical data and a functional classification system, has yet to be in order. 2. Goal □Workforce Demand & Supply Projection System as a Reliable Source for Workforce Planning ○Establishing a long-term workforce demand & supply projection system is critical to develop effective and practical policies for higher education workforce, which shall lead a continued economic growth. -The long-term workforce demand & supply projection is conducive to effective human planning and a maximized national economic growth potential, and ultimately to the long-term national economic growth. ○Multi-year, collaborative researches and studies have been conducted to secure a consistent, reliable and favorable projection system, develope a long-term workforce demand & supply projection system for higher education workforce planning, build a statistical infrastructure for reliable projections, and project workforce demand and supply by different factors. Ⅱ. Main Results 1.Overview of the long-term higher education workforce demand & supply projection system □ Assumptions & Projection Period ○Annual average potential growth rate of 3.6% ○Additional part-time job openings resulting from efforts made to realize ‘Roadmap to 70% employment rate’ □ Projection Model ○KRIVET Workforce Demand & Supply Projection Model, based on BLS stock approach for aggregate projection and ROA flow approach for new workforce demand & supply projection □ Projection Procedure ○Workforce Supply Projection -Civilian, non-institutional working age population was calculated on the basis of population projections published by Statistics Korea. -Yearly economic activity rates were projected based on long-term projections. -Economically active population, i.e. the total labor force, was drawn using working age population and economic activity rate. ○Workforce Demand Projection -Gross domestic product by industry was projected by using potential growth rate and KRIVET Macro-Econometric Model developed in the 1st-year study. Yearly employment was estimated using gross domestic product by industry and employment to GDP Ratio. Employment to GDP Ratio: the number of employees input to generate 1 billion won of GDP. Lower employment to GDP ratio is translated to technical advancement & enhanced productivity. -Employment by occupation was calculated from the industry- occupation matrix and then employment by educational attainment was drawn from the results. ○New Labor Force Supply Projection -New labor force supply (job seekers) was estimated with economic activity rate by major & the number of graduates with associate degree or more projected from Basic Statistics on Schools. -New labor force supply by occupation was drawn from the major-occupation matrix. ○New Labor Force Demand Projection -New labor force demand consists of employment growth Additional jobs in a particular occupation that are added to the workforce over and above the existing workforce. (employment growth=total employment of the assessment year-total employment of the previous year) and replacement demand The number of job openings required to replace workers who change occupations or leave the labor force for such reasons as retirement, marriage, education, military service, and emigration. (replacement demand=workforce demand projection ×replacement demand rate) -Employment growth was drawn from changes in annual total employment and replacement demand was calculated with occupational dropout rates. □Main projection Outcomes ○Total population is forecast to have a stunted growth, while civilian, non institutional working age population is projected to rise from 41.58 mil. in 2012 to 44.01 mil. in 2022. ○Working age population is to increase, and economically active population to rise from 25.50 mil. in 2012 to 27.89 mil. in 2022. -economic activity rate: 2.1%p increase from 61.3% in 2012 to 63.4% in 2022 ○With the projected potent growth rate of 3.6%, the total employment is projected to rise about 28 thousands annually over the projection period, from 24.68 mil in 2012 to 27.46 mil. in 2022. -An annual average growth rate of 1.3% in the former half of the projection period (2012~2017) and a slower growth rate of 0.9% in the latter half (2017~2022) ○Employment rate is going to go up with the employment growth rate passing over working age population growth rate. -employment rate: a 3.0%p growth from 59.4% in 2012 to 62.4% in 2022. 2. Workforce Supply Projection □Working Age Population Projection ○Working age population is projected to increase by 2.42 million, an average annual growth rate of 0.6%, over the projection period. ○By age, with the declining fertility rate and ageing babyboomers, the share of core working population group aged 25-49 is going to fall, while those of the 50-55 population and the 55 and older population are going to rise. ○By educational attainment, due to “Rush to higher education,” the share of graduates with associate degree or more will have a whopping 11.3%p growth, from 41.0% in 2012 to 52.3% in 2022. □ Economic Activity Rate Projection ○Over the 2012-2022 projection period, economic activity rate is projected to rise 2.1%p. ○Female economic activity rate is going to continue its growth, leading the total economic activity rate, while male economic activity rate is going to have a slight growth. -male economic activity rate: a 0.9%p rise from 73.3% in 2012 to 74.2% in 2022 -female economic activity rate: a 2.1%p rise from 49.9% in 2012 to 52.0% in 2022 □ Economically Active Population Projection ○Over the projection period, economically active population is forecast to grow 2.41 mil. at an average annual growth rate of 0.9%. ○Economic activity rate of prime working age group, workers aged 35-39, is going to drop. ○Economic activity rate of people with high school diploma or less will continue to fall at an average annual rate of 1.0%, while that of people with associate degree or more will keep growing at an average annual rate of 3.2%. 3. Workforce Demand Projections □ Workforce Demand Projection by Industry ○Workforce demand is expected to increase at an average annual growth rate of 1.1%, by 2.78 mil. over the projection period 2012~2022. ○Employment in farming and fishing is going to continue to decrease from 15.3 mil. in 2012 to 10.9 mil. in 2022, and employment in mining is projected to fall from 15 thousands in 2012 to 12 thousands in 2022. ○Employment in manufacturing is going to grow at an average rate of 0.2%, from 4.11 mil. in 2012 to 4.17 mil. in 2022. ○Service industry is going to hire more employees at an average growth rate of 1.5%, from 19.03 mil. in 2012 to 22.19 mil. in 2022. ○The share of manufacturing industry in the total employment is going to drop, while that of service industry is going to rise -Share of manufacturing industry: 16.6% in 2012 to 15.2% in 2022, a 1.4%p drop -Share of service industry: 69.3% in 2012 to 73.9% in 2022, a 4.6%p rise. □ Workforce Demand Projection by Occupation ○Over the 2012-2022 decade the most rapid growth at the major occupational group level is expected to occur among management and professional & related occupations, while the fastest decline in the farming & forestry occupational group. -average annual growth rate: management occupations(2.8%), professional and related occupations(2.7%), farming & forestry occupations(-3.3%) ○At the sub-major occupational group level, public sector & corporate executives will see the fastest average annual growth rate of 5.5%, followed by legal and administrative professionals (4.1%), office and administrative support occupations (4.0%), and healthcare, social assistance & religion related occupations (3.8%). □Workforce Demand Projection by Educational Attainment ○Employment of those with high school diploma or less is projected to decline at an average annual rate of 0.5%, while employment of those with associate degree or more is going to rise at an average annual rate of 3.0%. ○Higher education group’s share in total employment will rise 8.5%p from 41.0% in 2012 to 49.5% in 2022. -Despite the strong demand for the higher educated, demand for graduates with high school diploma or less is projected to remain high. 4. New Workforce Demand and Supply Gap Projection □ New Workforce Supply Projection ○The number of graduates with associate degree or more is forecast to fall about 2.3 thousands annually, an average drop rate of 0.4%, from 584 thousands in 2012 to 561 thousands in 2022. -average annual growth rate of graduates: associate degree (-1.9%), bachelor’s degree (-0.2%), master’s degree (1.6%) ○New labor supply from higher education is expected to grow slightly from 482 thousands in 2012 to 486 thousands in 2017 owing to the higher education rush, but to slight drop to 479 thousands in 2022 due to the falling fertility rate. ○Over the projection period, less of associate and bachelor’s degree completers are going to join the job market, while more from the master’s degree or more group are going to gain a job. □ New Workforce Demand and Supply Gap projection ○Over the 2012-2022 projection period higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year. ○The surplus in demand for the higher education workforce stems from low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce. ○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand. Ⅲ. Recommendations □ Addressing Demographic Changes ○Enhancing productivity to offset the decline of core working population -Boosting productivity of the existing labor force through increased investment in human capital and vocational competencies development, including life-long learning of employees and promoting senior employability. ○Developing measures to secure additional workforce supply -Preparation of various job preparation programs for the young adults -Facilitating senior workers'' employability through life-long learning programs -Introduction of foreign talents and revision of the immigrant policy tenor ○Stimulating female participation for the sustainable economic growth -Efforts to tackle with female-discriminatory systems and practices in labor market and to help childcare □ Dealing with structural changes in Labor market ○Fostering core creative scientific brains to lead economic growth -Development of high-skilled scientific and technical talents to head new “growth engine” and converging industries in the Creative Economy era ○Keeping up employment in conventional industries with higher employment capacity -Promoting technical competitiveness in parts and material industries -Employment retention through an active investment in trade, food-service, SOC industries and competitiveness enhancement in accommodation and food industries. □ Narrowing workforce demand & supply gap ○Excess demand for associate degree mid and low-skilled workers -Introducing foreign talents needs to be considered in occupations with the projected supply shortage. -Driving out the least competitive businesses needs to be considered. ○ Demand & supply gap in the bachelor’s degree group -Generally, a slight surplus in demand is regarded as a desirable balance. For the continued balance, efforts shall be made to generate more job openings for mid to high skilled workers, a transition from low to mid skilled occupational structure. -Measures are to be sought to relocate surplus labor supply to occupations with surplus demand. ○ Demand & supply gap in the master’s degree or more group -System development for and long-sighted, consistent investment in building up of high-skilled workforce -Considering time requirement for degree completion, measures need to be considered to attract foreign talents. □ Improving infrastructure for higher education workforce demand & supply projection ○Statistical infrastructure development to strengthen the link between higher education market and labor market ○Statistical infrastructure development and extension of surveys for workforce demand & supply projection ○Continued improvement in statistical infrastructure for workforce demand & supply projection요약 xi 제1장 서 론_1 제1절 협동연구의 필요성과 목적 3 제2절 연구 내용 7 제2장 고등교육시장의 환경변화_15 제1절 고등교육시장의 변화 현황 17 제2절 고등교육시장의 과제 29 제3절 고등교육시장의 정책환경 변화 48 제3장 중장기 고등교육 인력수급 전망_57 제1절 인력공급 전망 60 제2절 인력수요 전망 82 제3절 신규인력 수급차 전망 112 제4장 국정과제 핵심 정책분야 전문인력 분석과 전망_141 제1절 창조경제 부문의 지식재산 전문인력 수급전망 144 제2절 복지분야 인력수급전망 175 제5장 정책 제언_221 제1절 전망결과의 시사점 223 제2절 정책 과제 228 SUMMARY_237 참고문헌_25

(The) Theory of Zhu Xi′s Cultivation

학위논문(박사) --서울대학교 대학원 :철학과(동양철학전공),2010.2.Docto

A Study on Restablishing the Role and Functions of Centers of Regional Human Resources Development

국가경쟁력의 지속적 발전을 위해서 지역의 자생력을 증대하고자 하는 노력이 점차 중요해지고 있다. 이에 따라 지역인재육성 사업이 인적자원개발기본법 및 시행령에 근거하여 이루어져 왔으며, 지역인적자원개발지원센터는 지역인재육성을 위한 추진체계 구축, 예산 확보, 프로그램 운영 등의 가시적인 성과를 거두어 왔다. 그러나 최근 인적자원개발기본법 및 시행령 폐지가 논의되고 있는 상황에서 지역인재육성사업 및 지역인적자원개발지원센터의 운영 및 방향에 변화를 모색할 필요성이 증대되고 있다. 인적자원개발기본법 및 시행령이 폐지될 경우 지역인재육성을 위한 예산 확보, 조직 운영, 프로그램 운영 등에 어려움을 겪을 것으로 예상되기 때문에 대안 마련과 함께 지역인적자원개발지원센터의 역할 및 기능 재정립 방안 마련이 절실히 요구되고 있다. 따라서 본 연구는 정부의 지역인재육성 정책 기조와 방향을 고려하여 인적자원개발기본법 및 시행령 폐지에 따른 법령 정비 방안을 마련하고, 지역인적자원개발지원센터의 역할과 기능 재정립 방안을 제시하였다. 이를 위해 지역인재육성 관련 개념, 정책, 법령을 고찰하고, 지역인재육성사업 및 지역인적자원개발지원센터의 운영 현황 및 성과 분석을 통해 정책과제를 제시하였다. ○ 주요내용 - 지역인재육성을 개념, 정책 및 법령 - 지역인재육성사업 현황 및 성과 분석 - 지역인적자원개발지원센터의 운영 현황 분석 - 인적자원개발기본법 폐지에 따른 법령 정비 방안 - 지역인적자원개발지원센터의 역할과 기능 재정립 방안1. The Purpose of the Research The purpose of this study was to reestablish roles and functions of RHRD center according to abolition of the human resources development basic act. For achieving the purpose, 5 analyses were used as follows; 1) analysis about concepts, policies and laws of RHRD. 2) analysis about current status and performances of RHRD, 3) analysis about current status, performances, and problems of RHRD center, 4) development about directions of laws according to abolition of the human resources development basic act, 5) development about roles and functions of RHRD center. 2. Concept, policy, and law related to RHRD The new directions of government changed from balance and distribution to autonomy and competition. Therefore, RHRD policy is to promote regional autonomy in strengthening capacity and competition for RHRD. The RHRD means regional systematic efforts that targeted a local resident to train, distribute, utilize human resources. The law related to RHRD were human resources development basic act, lifelong education act, balanced national development special act. 3. Performances and Problems of RHRD center The performances of RHRD center can be identified as operation of centers and councils related to RHRD, Establishment of basic plan about human resources development etc. But the actual performance such as operation of RHRD program, construction of DB, and education of local resident were shortage. The problems of RHRD center can be identified as decrease in budget, legal notice about abolition of the human resources development basic act, and reduction of organization related RHRD. 4. Improvement Alternatives of the Law Related to RHRD As a abolition of the human resources development basic act, the alternatives of the law related to RHRD are developed. The direction of that is to develop regional human resource according to abolition of the human resources development basic act. For achieving this direction, objectives of alternatives were developed as follows: 1) Preparation of legal basis to push forward RHRD, 2) Preparation of institutional basis to operate RHRD center, 3) Preparation of supporting budget basis. These alternatives were required as follows laws; 1) Duty of government and local government, 2) Establishment of basic plan about human resources development, 3) Composition of council for RHRD, 4) Designation a person in charge of RHRD, 5) Operation of RHRD center. Three alternatives were suggested as follows; 1) Revision of the lifelong education act, 2) Revision of the balanced national development special act, 3) Enactment of a new law such as regional human resources development supporting act. 5. Directions and Tasks about Role and Function Related to RHRD Center The final goal of this study is to develop directions and tasks to reestablish roles and functions of RHRD center. Main vision of RHRD center for this goal is to lead regional human resources and to reinforce regional competitiveness. For achieving this vision, objectives of RHRD center were developed as follows: 1) Leading the regional human resources development, 2) Flexible response of external environment change surrounding RHRD center, 3) Reinforcement of internal competitive of RHRD center. Four areas of tasks were identified for RHRD center; 1) Supplement of legal and institutional basis to operate RHRD center, 2) Re- establishment of operation direction for RHRD center, 3) Securement of organization and budget to push ahead with RHRD, 4) Construction of internal capability of RHRD center.제1장 서 론 제1절 연구의 필요성 및 목적 1 제2절 연구의 내용 및 방법 4 제2장 지역인재육성의 개념, 정책 및 법령 제1절 지역인재육성의 개념 9 제2절 지역인재육성 관련 정책 12 제3절 지역인재육성 관련 법령 26 제4절 시사점 33 제3장 지역인재육성사업 현황 및 성과 분석 제1절 지역인재육성사업 현황 37 제2절 지역인재육성사업 성과 및 문제점 51 제3절 시사점 58 제4장 지역인적자원개발지원센터의 운영 현황 분석 제1절 지역인적자원개발 추진 및 운영체제 61 제2절 지역인적자원개발지원센터 운영 사례 66 제3절 지역인적자원개발지원센터 운영 성과, 문제점 및 발전방안 91 제4절 시사점 105 제5장 인적자원개발기본법 폐지에 따른 법령 정비 방안 제1절 법령 정비 기본방향 109 제2절 법령 정비 세부방안 111 제3절 법령 정비 세부방안 종합 123 제6장 지역인적자원개발지원센터의 역할과 기능 재정립 방안 제1절 지역인적자원개발지원센터의 역할과 기능 재정립을 위한 비전 127 제2절 지역인적자원개발지원센터의 역할 및 기능 재정립을 위한 추진과제 129 제3절 법령 정비 방안에 따른 지역인적자원개발지원센터의 역할과 기능 재정립 방안 135 Summary 139 참고문헌 143 부록 14

Numerical studies on open-channel MHD characteristics and heat transfer of conducting liquids for protection of plasma facing components in magnetic fusion reactors

학위논문(박사)--서울대학교 대학원 :원자핵공학과 핵융합전공,2002.Docto

산학협력 성과의 영향요인에 관한 연구 : 61개 대학의 사례를 중심으로

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