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Body mapping refers to the process of representing a person’s lived experience and sociocultural contexts by creating a visualization of the person’s body, with accompanying texts and symbols. Despite the history of disembodiment in the western context, the wide use of body mapping as a visual methodology in various fields attests to the potential of body mapping in promoting embodiment and witnessing. By analysing three body maps that were created at three distinct teaching sites in community-based and preservice art education settings, I examine how body mapping can evoke embodied witnessing and explore its implication for art education.

It is hard to coherently narrate traumatic memories as they are intensely emotional and fragmented. I created this narrative inquiry in the hope of enacting care and performing mourning for the unexpected death of Seonjeong Yi Lebrun (1983‐2017). Seonjeong was a Korean-born art education researcher in Canada whose work exemplified how artistic approaches to narrative evoke empathy and connectivity. Her research spanned arts-based self-study to participatory action research about comfort women (Korean sex slaves for the Imperial Japanese Army during the Second World War). In performing mourning for Seonjeong through examining her research, I endeavour to have my research possibly initiate a new form of arts-based collective care for her, comfort women and those suffering from other forms of trauma.

At the 34th Annual Distance Teaching and Learning Conference, a presenter of the “ABCs of DE: Avoiding Pitfalls in Online Teaching” session began her talk by asking this question of the audience: “...

PurposeThe present study seeks to trace the unionization process of a global top 10 video game company (Company N) in which workers formed the first enterprise union in South Korea's game sector. Drawing upon the analytical framework of Kelly's (1998) mobilization theory, the authors investigated what motivated workers to form a union and what factors facilitated unionization.Design/methodology/approachThis study used a qualitative research method on a single case study basis. The authors collected 41 in-depth interviews with game developers, full-time union staff from the case company and union leaders in their affiliated union, as well as game journalists, labour attorneys, and human resource professionals in the video game industry. The authors had their original data supplemented and triangulated by archival data including union letters and other documents and media reports. They analysed the data using computer-assisted qualitative data analysis software (CAQDAS).FindingsThere are three key findings. First, in the game sector, a high barrier against unionization exists, arising from industry characteristics such as a project-based work system, high mobility, reputation-based hiring, meritocracy, and a continuous influx of game-loving young developers. Hence, although the time was ripe for worker activism, latent grievances failed to be converted into real collective mobilization, resulting in non-organized workplaces for the past decades. Second, the mandatory labour-management negotiations arising from a legal change acted as a key catalyst for unionization at Company N. The newly elected three employee representatives came to identify and develop their own collective interests through the direct experience of negotiations, which greatly augmented their negative emotions and improved their legal consciousness. These three representatives could identify numerous deep-rooted problems, attribute these problems to their employer, and realize that they are ordinary salaried workers different from their employer. Going through the three-month negotiation and post-negotiation period, a set of ordinary game developers transformed themselves into natural union leaders who started a union in the game industry, which was traditionally non-organized. Third, various layers of external factors, such as a sister union, the upper umbrella union, the changed socio-political atmosphere following the candlelight protests for presidential impeachment, and the improved union image facilitated the unionization at Company N.Practical implicationsThis study offers practical implications to governments, union activists, and employers in the game sector and more broadly in the tech industry, where labour-management conflicts are escalating across the globe.Originality/valueOur study of a rare unionization event in the difficult game sector offers a nuanced understanding of mobilization and its process. Theoretically, by introducing the dynamic process of natural leader emergence and spontaneous union formation in a young industry where neither pre-existing leadership nor extant union influence exists, this study suggests that the mobilization process is more complex and variegated than suggested by Kelly's study and subsequent studies. Therefore, this study can advance the current discussion of mobilization mechanisms in the field of industrial relations. Our study also contributes to current research by introducing collective mobilization in a new context, i.e. the young, dynamic game industry in a non-Western country, which is a context that has been under-studied thus far.

This study investigated the role of a particular organizational mechanism called categorical matching—that is, the matching of a functional category (employment status) to a social category (gender) in organizations’ allocative processes. Using large-scale employer-employee matched data, we attempted to identify the organizational characteristics that are susceptible to categorical matching and the impacts of categorical matching on the gender wage gap. We found a significant association between the degree of categorical matching and the bargaining power of female workers net of the other organizational characteristics. Moreover, we found that the residual gender wage gap is larger in establishments that engage in more extensive categorical matching. Regardless of employment status, female workers experience greater wage penalties when they work in workplaces that match men to standard jobs and women to nonstandard jobs. These findings shed light on the importance of organizational processes in producing the gender wage gap and help explain the remarkably high gender wage gap in Korea.

이 연구는 유례없는 경제위기가 한국사회를 관통했던 1998년에서 2002년 사이에 최종 학교를 졸업한 여성의 일자리 이력을 기술함으로써 위기와 여성노동, 그리고 여성노동시장 구조 간 동태적 관계를 분석한다. 1990년대 말 경제적 비상 국면에서 여성의 임금노동에 대한 요구가 증가했고, 이는 위기 전부터 고조되어 온 성평등 요구와 상호상승작용을 일으키며 여성의 노동시장 참여를 일반화했다. 또한, 확대된 고등교육 기회와 노동시장 참여로 여성의 전문직 및 대기업 진입이 이전에 비해 증가했다. 다른 한편 경제위기는 기업의 여성과 결부된(gendered) 구조조정 및 저비용 정책을 재정당화함으로써 위기 후 노동시장의 젠더 분절이 심화되는 모멘텀을 제공했다. 취업이 보편화된 여성 노동자 내부에 이질화가 진행된 맥락이다. 이 연구는 이러한 모순적 힘이 충돌하는 특정 국면이 여성 노동의 이력에 미친 영향을 분석한다. 뿐만 아니라, 위기 시점 및 그 후 노동시장의 변화와 개인 노동이력의 전개가 시간적으로 일치되는 집단의 누적경험을 분석하여 해당 기간 노동시장의 구조 변화를 유추한다. 구체적으로 배열분석과 군집분석을 사용해 취업이력과 고용지위 이력을 각기 네 가지 형태로 유형화했다. 전자를 통해서는 위기 국면에서 여성 신규 졸업자의 노동시장 참여가 보편적 규범으로 정착했음을 입증했으며, 후자를 통해서는 고용형태와 기업규모에 따라 성별화된 노동시장의 중첩적 불평등 구조를 밝혔다. 또한, 취업이력-고용지위이력 두 차원의 교차분석 결과를 통해 정규직형 노동이력과 고용유지 간의 체계적 상관관계를 드러냄으로써 젠더화된 일자리 질이 여성경력단절과 긴밀히 연계됨을 확인했다.

With female employment patterns and their ever-diverging degrees in Korea and Japan, this paper identifies which factors influence women’s labor supply around childbirth in each country, and draws cross-country analysis. It also aims to understand the different social context of each labor market, general attitudes towards female employment and work-life balance in two countries. With KLIPS and JPSC - the nationally representative panel data in each country -, we find that both Korean and Japanese women with more human capital and better employment status are likely to retain regular jobs. Japanese women’s employment, whether regular or non-regular, is positively affected by one’s cohort (the cohort effect), while negative by her spouse’s income level. On the contrary, the results of Korean women demonstrate no signs of such similarity as in Japan. Consequently, it indicates that women’s human capitals and job opportunities function as key mechanism determining their employment status in both countries.

Since the Asian economic crisis in the late 1990s, Korea has developing one of the most unequal labor markets among OECD countries. The proliferation of nonstandard employment and the precarious working conditions of nonstandard workers have contributed to the polarizing labor market. Some of the main reasons to explain this change are the declining labor unions and the extremely fragmented bargaining structure with which the results of collective agreements have affected unionized workers only. Labor unions, once powerful, have been declining constantly and significantly since the early 1990s and their presence has increasingly been skewed toward the large-firm sector. Accordingly, Korean society has formed a strong public perception that unions, staying comfortably in a wealthy firm boundary, have protected exclusively their own members who are in a better position in the labor market and ignored others who are the vast majority of wage earners. This paper examines this view, the so-called the insider-outsider divide, of labor unions. It pays attention to the roles that labor unions have played in the processes of restructuring the country’s post-crisis labor market. Using a brief description of the overall characteristics of post-crisis employment systems and a small set of case studies on the role of the unions in the period of major restructuring, I attempt to examine if (and to what extent) unions exclude periphery workers and thus take part in creating labor market segmentation.

Supplementing the full-time permanent workforce with part-time staff is a widespread practice among firms. To better understand this dynamic, we evaluate how work organization choices influence the degree of part-time use by analysing North American survey data from call centre establishments. We also evaluate the effect of part-time use on the voluntary turnover behaviour of the full-time permanent workforce. For example, firms with greater reliance on a high involvement approach to work organization relied less on part-time use than those pursuing a low involvement approach. For firms that choose to rely heavily on part-time use, we find that this decision has consequences for their full-time permanent workforce, namely higher voluntary turnover among their full-time permanent staff. Interestingly, greater reliance on a high involvement approach appears to weaken the positive relationship between part-time use and voluntary turnover among the full-time employees.

A recent study has shown that optokinetic stimulation (OKS) can induce attentional distractibility in Alzheimer disease (AD). In this study, we investigated whether OKS also perturbs balanced attentional deficit in patients with amnestic mild cognitive impairment (aMCI), a prodromal phase of AD, and explored whether the effects of OKS at baseline differ between aMCI patients who convert to AD at follow-up (converters) and those who do not (nonconverters). A total of 44 patients with aMCI, 14 patients with subcortical vascular mild cognitive impairment (svMCI), and 35 age-matched and education-matched normal controls were studied for their ability to bisect solid lines superimposed on a background of OKS. Background OKS movements were either leftward or rightward, or were stationary. A total of 33 of the 44 patients with aMCI were clinically followed for an average of 2.8 years, of which there were 15 converters and 18 nonconverters. Under both the leftward and rightward movement conditions, the magnitudes of line bisection errors (LBEs) in aMCI patients were greater than in normal controls. However, there were no differences in LBEs between svMCI patients and normal controls or between aMCI and svMCI patients. Baseline LBEs of aMCI converters were significantly greater than those of nonconverters in both leftward and rightward movement conditions. These results may indicate that OKS is useful for detecting AD at a very early stage and for predicting the conversion of aMCI to AD.

Using survey data for call centre establishments in eight countries, we examine the relationship between wages and human resource practices. High‐involvement work design and the use of performance‐based pay are significantly positively related to wages, whereas intensive use of performance monitoring is negatively associated with wages. These relationships are larger among liberal economies compared with co‐ordinated ones, but individual country differences are large and, in many cases, do not conform to expectations regarding institutional differences between liberal and co‐ordinated market economies. The exception is Denmark.

This comparative study examines survey data from 464 call centers in the United States, 167 in the United Kingdom, and 387 in Canada to explore two questions: whether institutional differences shape employers' choices of ways to improve work force flexibility, both numerical and functional; and whether strategies for numerical flexibility and functional flexibility are related. The results suggest that institutional differences across these liberal market economies—specifically, in dismissal regulations and union strength—did affect how employers chose to achieve work force flexibility. For example, the use of part-time workers was more common in countries with more stringent rules regulating dismissals. Organizational characteristics also mattered, with outsourced firms being more likely than in-house firms to use part-time workers. Evidence also suggests that managers used numerical flexibility and functional flexibility strategies as substitutes: higher employee job discretion was associated with both lower dismissal rates and a lower likelihood of temporary use.

We examine trends in union density and union influence in several Asian countries. Though we find variation in union density, all countries experienced union decline in the 1990s. Asian countries also vary on our new union influence measure. We use a logics of action framework to examine the institutional context surrounding union growth, decline and influence in each country. Based on our examination of how these institutional contexts are changing, and what we know about the strategies of unions, we are not hopeful regarding the near term prospects for reversing union decline.

whether [11C]PIB could bind to CWPs and serve as an in vivo biomarker of amyloid accumulation in VarAD. A further aim was to assess the correspondence of the [11C]PIB binding to the amount and type of A deposits in deceased VarAD patients brains. Methods: We studied 4 patients with VarAD and 8 healthy controls with PET using [11C]PIB as tracer. Parametric images were computed by calculating the region-to-cerebellum and region-topons ratio in each voxel over 60 to 90 minutes. Group differences in [11C]PIB uptake were analyzed with automated region-of-interest (ROI) analysis. [11C]PIB uptake was compared to the immunohistochemically demonstrated deposition of A in the brains of 4 deceased VarAD patients. Results: Patients with VarAD had significantly higher [11C] PIB uptake than the control group in the striatum ( caudate nucleus and putamen), anterior and posterior cingulate gyrus, occipital cortex and thalamus. In the caudate and putamen [11C]PIB uptake, expressed as region-to-cerebellum ratio, was on the average 43% greater than in the mean of the control group. The increases in the anterior (28%) and posterior (27%) cingulate gyrus, occipital cortex (21%) and thalamus (14%) were smaller. All VarAD patients showed this similar topographical pattern of increased [11C]PIB uptake. The results were essentially similar when the uptake was expressed as region-to-pons ratios. Conclusions: [11C]PIB imaging shows increased uptake in patients with VarAD especially in the striatum, and can be used to detect amyloid accumulation in these patients. The pattern of increased [11C]PIB uptake is different from that seen in sporadic AD and resembles that seen in AD patients with certain presenilin-1 mutations or amyloid precursor protein gene duplication showing predominantly striatal increase in [11C]PIB uptake.