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This book discusses perceptions of 'femininity' in contemporary South Korea and the extent to which fictional representations in South Korean women's fiction of the 1990s challenges the enduring association of the feminine with domesticity, docility and passivity.

Crisis of Gender and the Nation in Korean Literature and Cinema is about the changing constructs of modernity, masculinity, and gender relations and discourses in Korean literature and cinema during the crucial decades of the colonial and postcolonial era, based on close historical examination and a wide-ranging theoretical foundation that look at both western and Korean language sources. It examines Korean literary and cinematic texts from the period that spans from the1920s to the 1960s to reveal the ways in which many arrivals of modernity in Korea—through the traumatic pathways and contexts of colonialism, nation building, war, and industrialization—destabilize and set in flux the notions of gender, class, and nationhood. It probes into some of the most significant aspects of Korean culture in the earlier part of the twentieth century through an interdisciplinary inquiry that deploys methods and seminal texts from the fields of Korean Studies, Comparative Literature, Postcolonial Studies, and Film Studies. Each chapter is an exploration of a decade, organized around questions about modernity, gender, class, and the nation that are central to understanding the selected texts and their contexts. The nation of Korea has been under threat since the Japanese colonial period (1910-1945). Crisis of Gender and the Nation critically analyzes the cultural responses of the nation and its gendered subjects in crisis, represented in a selection of Korean literary and cinematic texts from the colonial period, beginning in the 1920s, to the postcolonial period, up to the 1960s, through the lens of both Western and Korean discourses of gender and postcolonial inquiries of literature and film.

Purpose The purpose of this study was to investigate South Korean women entrepreneurs’ motivations to start a business, the challenges they faced in business development and key factors that contributed to their career success. Design/methodology/approach The authors conducted semi-structured interviews with 23 women entrepreneurs to gather qualitative details on their experiences and performed a survey with 125 women Chief Executive Officers who are affiliated with the Korean Venture Business Women’s Association. Findings The authors found necessity-driven push (e.g. economic necessity for family) and opportunity-based pull (e.g. a strong sense of self) motivational factors, challenges (e.g. gender stereotypes) and opportunities (e.g. creating a family-like organizational culture) and key success factors (e.g. personality and loyal employees) for their career success. Research limitations/implications There is a strong need to emphasize the import of culture at the national level that would impact women entrepreneurs’ careers and business success. A majority of the studies on HRD in small- and medium-sized enterprises shed light on individual owners’ perspectives only. Researchers need to take multiple-level (i.e. national, organizational and individual) factors into consideration in research on women’s entrepreneurship. Quantitative analysis in this study did not have any statistical significance and there were a few inconsistent findings (e.g. disadvantage as woman Chief Executive Officers) between quantitative and qualitative analysis. Future research is called for to investigate where and why different results occurred by using a mixed-methods research design and inferential statistical analysis for significance. Practical implications The increased support at the national level for entrepreneurship education before and after school that has not received sufficient attention in Korea will allow aspiring women to embark on entrepreneurial career paths from early on. At the organizational level, women entrepreneurs’ efforts to create a family-like organizational culture can be used as references for aspiring women who want to start and develop a business. At the individual level, HRD practitioners can develop leadership programs to share internal and external success factors so that aspiring women entrepreneurs can develop required individual (e.g. personality attributes) and social competencies (e.g. networking) in business development. Originality/value The two unique study findings that reflect the importance of cultural context include: our study showed how women entrepreneurs in Korea transformed the challenges they faced in business development into opportunities that can be used for entrepreneurship education for aspiring women entrepreneurs; and women entrepreneurs in Korea were humble enough to ascribe their career and business success to their loyal employees who have stayed in their companies with commitment, which has not been captured in research on women’s entrepreneurship in western contexts.

PurposeThe purpose of this paper is to explore how multinational corporations’ (MNCs’) women leaders in South Korea (Korea) have overcome career challenges in the process of becoming CEOs. The two guiding questions for this study included: what career challenges have MNCs’ women leaders in Korea faced to become CEOs? How have they overcome their career challenges?Design/methodology/approachThe authors used a basic qualitative research design, the goal of which is to understand how people make sense of their lives and experiences. Qualitative data were collected by semi-structured interviews with 15 women CEOs at MNCs in Korea to capture their lived experiences (challenges and strategies) in their careers. The authors used NVivo 11, a qualitative data analysis software, to analyze the interview data.FindingsFrom data analysis, the authors identified five themes including: becoming a CEO, key success factors, MNC culture, career challenges and career development strategies. The authors found that in the process of becoming CEOs, 15 women leaders faced career challenges that are largely generated by traditional culture, work stress and work–life balance. The authors also found that the women leaders became CEOs through diverse on-the-job experiences (e.g. marketing and sales) and positions (e.g. managers, senior managers and regional directors) with organizational support (e.g. supervisor support).Research limitations/implicationsGiven research on organizational support for leadership, human resource practices and working conditions, this study’s findings have qualitatively confirmed the importance of organizational support for women CEOs’ career success. For theory building in women in leadership, the authors suggest that researchers investigate the complex process of becoming women CEOs, including their early experiences in their career in tandem with family background, organizational climate and national culture.Practical implicationsThe study findings on women CEOs’ career strategies can be used as a reference for women in the leadership pipeline who aspire to take leadership positions in organizations. A lack of role models or mentors for women leaders is one of the reasons why women give up on their career. Learning career strategies (e.g. global development programs, mentoring and networks) that women CEOs have employed to overcome their career challenges can help women in the leadership pipeline from their early career on.Originality/valueThe authors found that both internal and external factors combined were instrumental in the women CEOs’ career success. What stood out from this study was that the women’s desirable personality attributes might not have materialized without the MNC culture that has been supportive for these women. The women CEOs shared their company’s values and philosophy that is based on gender equality, received supervisor support that is crucial for their career success, experienced diverse jobs and positions along the way and were recognized for their work ethic. Given research on women leaders conducted largely in western contexts, this qualitative study on the lived experiences of women CEOs in MNCs contributes to emerging non-western research by capturing the importance of culture that is uniquely Korean.

This study aimed to describe the health-related quality of life of elderly women with experience in fall treatment as well as to prepare basic data for the development of interventions to improve the quality of life for this group. The study was based on raw data from the 2019 Korea Community Health Survey. Using the SPSS program, the characteristics of the subjects were tested by frequency, percentage, and chi-square test. To establish the impact of fall experience on the health-related quality of life of elderly women, the OR and 95% CI were calculated using multiple logistic regression analysis. Of the 4260 people surveyed, 44.7% of the elderly women said they had a high quality of life, whereas 55.3% of the elderly women said they had a low quality of life. A younger age was associated with a better-rated health-related quality of life. Those who lived in a city and had a high level of education tended to describe a high quality of life. The quality of life was considered high by those who exercised, but low by those who were obese or diabetic. The results of this study can lead to a better understanding of the experiences of elderly women who have experienced falls, and they can be used as basic data for the development of related health programs.

Purpose The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist. Design/methodology/approach The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research. Findings In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–life balance in Korea where women are expected to take a primary caregiver role. After obtaining a doctoral degree, participants struggled with limited job opportunities in the male-dominated higher education. Women’s unplanned and unexpected chance events are intertwined with the male-dominated culture in Korea, and career interruptions as such a chance event, whether voluntary or involuntary, happened largely due to family reasons. In this context, highly educated women responded to chance events largely at individual and family levels and articulated the need for support at organizational and government levels. Research limitations/implications The study findings confirm the literature that women’s careers are limited by traditional family roles in non-Western countries where strong patriarchal culture is prevalent. Particularly, women’s career interruptions surfaced as a critical chance event that either disrupts or delays their careers largely because of family issues. Future research is called for to identify both individual and contextual factors that influence women’s decisions on voluntary and involuntary career interruptions as their responses to chance events. Practical implications Based on highly educated women’s coping strategies largely at individual and family levels, we suggest national human resource development policies put in place not to lose out on the opportunity to develop highly educated women with doctoral degrees as a quality workforce for a nation’s sustainable economic growth. Additionally, organizations need to be aligned with the government policies and programs for the provision of developmental programs for women in the workplace, beginning with highly educated women’s career planning, while creating organizational culture to promote gender equality as a long-term goal. Originality/value The participants’ voluntary career breaks helped them care for their children, be involved in their children’s education, reflect on work–life balance after having long hours of work for many years and move forward with personal satisfaction. Voluntary career breaks can be understood as highly educated women’s unique way of responding to chance events.

Purpose Global gender diversity and equality indexes have been developed to promote gender diversity and equality at the country level, but it is difficult to see how those indexes are applied to organizations on a daily basis. The purpose of this study is to examine the application of environmental, social and governance (ESG) measures for gender diversity and equality at the organizational level in a Korean context. Design/methodology/approach Based on the institutional theory, the authors reviewed ESG measures for gender diversity and equality of women funds in four countries (USA, Canada, UK and Japan) and examined The Women Fund in Korea through document analysis and interviews. Findings ESG measures in four countries’ women funds mainly assessed the percentage of women in the workforce, on boards and in leadership positions. In The Women Fund, gender diversity indicators consider the ratio of female to male employees, while gender equality indicators take into account gaps of male and female salaries and positions. This study’s impact analysis indicates that the companies invested in by The Women Fund had higher return on assets and return on equity than those without the fund. Research limitations/implications Although women funds explored in this study exemplify the use of ESG measures to apply global gender diversity and equality indexes at the organizational level, research is needed to examine ESG measures and women funds and their associations. Possible topics include what needs to be measured in ESG, who should be involved, how ESG measures should be applied, what outcomes of using ESG measures would ensue in organizations and how ESG measures relate to regional and global gender diversity. Practical implications In promoting ESG measures that apply global gender diversity and equality at the organizational level, human resource development practitioners, as change agents, can help organizations develop socially responsible and ethical behaviors and transform organizational culture, practice and systems, which may influence organizations’ long-term survival and development as well as financial performance. Social implications As the government’s support and policies guide and drive firms to develop and implement initiatives and programs, the launch and implementation of gender diversity and equality at the organizational level in the form of women funds require a certain level of collaboration between the government and the private sector. Originality/value This study on the application of ESG measures for global gender diversity and equality at the organizational level in the form of women funds is timely to engage organizations in dialogue regarding what needs to be done to promote women’s participation and leadership roles in organizations in Korea and other countries.

The primary goal of this paper is to provide a balanced perspective for understanding inequality in research productivity among Korean scholars in humanities and social sciences. Specifically, we examine cumulative advantage over the careers of a sample of Korean social scientists and humanities scholars (N = 8933). Descriptive analyses indicated that the level of inequality among junior humanists and social scientists rivals that found among similar scholars in the USA, and among engineers and natural scientists in Korea. Inequality indices examined over 25 years reveal a U-shaped trajectory for social scientists and an L-shaped trajectory for humanities scholars. In both disciplines, female scholars averaged fewer publications than their male counterparts at any given time in their respective careers. Furthermore, according to results from generalized estimating equations, age at receipt of doctorate and years to doctoral degree completion were negatively associated with the number of publications. The prestige of scholars' undergraduate and graduate schools also appears to be associated with productivity, though to a greater extent in the social sciences than in the humanities. The results imply that the incentive structure in Korean academia does not necessarily lead to an increase in the number of publications. Rather, it appears that, in the later career stages, activities outside the university become more important than scholarly performance, perhaps due to the tradition of basing wage and promotion systems on seniority. (HRK / Abstract übernommen).

In existing research, the analysis of the cause of marriage delay has been focused on the educational level. Marriage influences the housing price because it increases housing demand. Also, it has greatly influenced the labor market participation of women. Marriage delay is the major factor of birthrate decrease because it decreases the child-bearing period and the possibility of childbearing in women. Finally, it is the major factor of the rate of decrease of the population and of economic growth. In this paper, we discuss the economic capacity as well as the educational level for the exact cause analysis. The purpose of this paper is cause analysis for marriage delay of singles in South Korea. We expect this research to propose new values for the government policy-making on marriage and birthrates through analysis of reasons for the delay in marriage. In this paper, we used the Korea Labor & Income Panel data (2004-2014). The survey was conducted among 500 men and women aged 20 to 40 through a marital status check for the last 10 years. In this study, we used estimation method and non-parametric statistics. In this paper, independent variables are the age, number of siblings, the metropolis residence, the economic level of family, the education level, the income, and the employment status. The dependent variable is the delay of marriage. Marriage encouragement is needed for birthrate increase. Also, analysis of the cause of the marriage delay of singles is essential for government policy-making. In this research, the sociocultural effect, the educational level, the economic capacity have been considered for the analysis of the cause of marriage delay. Also, we discussed the economic capacity as well as the educational level for the exact cause analysis.