Eunbi Kim
Biographic Data
| ID | 3797728 |
|---|---|
| NAME | Eunbi Kim |
| GIVEN NAMES | Eunbi |
| FAMILY NAME | Kim |
| SIGNATURE | KIM E |
| AFFILIATIONS | Franklin & Marshall College |
| ORCID | 0000-0002-4360-3042 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 21 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2015 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
Racial minority CEOs, board characteristics, and skilled migrant hiring
Chief executive officers (CEOs) are generally expected to make strategic decisions in pursuit of their firms’ best interests. Nevertheless, CEO decisions can be made upon noneconomic factors, such as their personal values and their relationship with the board. Building on upper echelons theory and CEO–board power dynamics literature, I examine how racial minority CEOs influence firms’ skilled migrant hiring, moderated by board characteristics tha…
Helmet wearing and related factors among electric personal mobility device users in Korea
Using data from the 2022 Korea Community Health Survey (n = 13 320), this study investigated helmet use and related factors among Korean adults using personal mobility devices, without distinguishing between private and hired users. Among mobility device users, 32.1% responded that they always wore a helmet. The proportion of helmet use was 35.2% among men, 25.8% among women, 29.2% among those aged 19–44 years, 42.3% among those aged 45–64 years …
Does College Prestige Matter? Asian CEOs and High-Skilled Immigrant Hiring in the US
In the hiring discrimination literature, employers are depicted primarily as majority members who strive to bolster their privileged group status by limiting immigrants' employment opportunities. While minority employers are expected to be less discriminatory towards immigrant hiring than their majority counterparts, our argument contradicts this expectation. Building on the segmented assimilation and social identity literature, we analyse the di…
Perceived discrimination as legacy
In this study, we examine how Korean immigrants employed at co-ethnic multinational enterprises (MNEs) perceive their work experiences based on their past employment in the USA. Using 63 in-depth interviews conducted from June 2012 to December 2014, we found that Korean immigrants have different job attitudes and career prospects depending on their experiences of workplace discrimination in the USA. The findings suggest that immigrants who previo…
Immigrant Context and Opportunity
Immigrant-origin populations, once overwhelmingly concentrated in a handful of receiving gateways, have dispersed in recent decades to scores of new destinations throughout the United States. This pattern and its implications for immigrant incorporation have received a great deal of attention, but the vast majority of research has focused on Hispanics. This article examines the relationship between settlement patterns and socioeconomic attainment…
The Impact of Corporations on the Settlement of Migrant Workers
In this article, I examine how the short-term and long-term settlement patterns of South Korean migrant workers differ by their migration mechanisms: corporate driven or individual driven. Using 42 in-depth interviews conducted in Alabama in the USA from June 2012 to January 2014, I find that the migrants have different experiences throughout their settlement depending on their corporate contexts of migration. The findings suggest that corporate-…
Immigrant Context and Opportunity
Immigrant-origin populations, once overwhelmingly concentrated in a handful of receiving gateways, have dispersed in recent decades to scores of new destinations throughout the United States. This pattern and its implications for immigrant incorporation have received a great deal of attention, but the vast majority of research has focused on Hispanics. This article examines the relationship between settlement patterns and socioeconomic attainment…
Does College Prestige Matter? Asian CEOs and High-Skilled Immigrant Hiring in the US
In the hiring discrimination literature, employers are depicted primarily as majority members who strive to bolster their privileged group status by limiting immigrants' employment opportunities. While minority employers are expected to be less discriminatory towards immigrant hiring than their majority counterparts, our argument contradicts this expectation. Building on the segmented assimilation and social identity literature, we analyse the di…
Perceived discrimination as legacy
In this study, we examine how Korean immigrants employed at co-ethnic multinational enterprises (MNEs) perceive their work experiences based on their past employment in the USA. Using 63 in-depth interviews conducted from June 2012 to December 2014, we found that Korean immigrants have different job attitudes and career prospects depending on their experiences of workplace discrimination in the USA. The findings suggest that immigrants who previo…
Immigrant Context and Opportunity
Immigrant-origin populations, once overwhelmingly concentrated in a handful of receiving gateways, have dispersed in recent decades to scores of new destinations throughout the United States. This pattern and its implications for immigrant incorporation have received a great deal of attention, but the vast majority of research has focused on Hispanics. This article examines the relationship between settlement patterns and socioeconomic attainment…
The Impact of Corporations on the Settlement of Migrant Workers
In this article, I examine how the short-term and long-term settlement patterns of South Korean migrant workers differ by their migration mechanisms: corporate driven or individual driven. Using 42 in-depth interviews conducted in Alabama in the USA from June 2012 to January 2014, I find that the migrants have different experiences throughout their settlement depending on their corporate contexts of migration. The findings suggest that corporate-…
Perceived discrimination as legacy
In this study, we examine how Korean immigrants employed at co-ethnic multinational enterprises (MNEs) perceive their work experiences based on their past employment in the USA. Using 63 in-depth interviews conducted from June 2012 to December 2014, we found that Korean immigrants have different job attitudes and career prospects depending on their experiences of workplace discrimination in the USA. The findings suggest that immigrants who previo…
Helmet wearing and related factors among electric personal mobility device users in Korea
Using data from the 2022 Korea Community Health Survey (n = 13 320), this study investigated helmet use and related factors among Korean adults using personal mobility devices, without distinguishing between private and hired users. Among mobility device users, 32.1% responded that they always wore a helmet. The proportion of helmet use was 35.2% among men, 25.8% among women, 29.2% among those aged 19–44 years, 42.3% among those aged 45–64 years …
Does College Prestige Matter? Asian CEOs and High-Skilled Immigrant Hiring in the US
In the hiring discrimination literature, employers are depicted primarily as majority members who strive to bolster their privileged group status by limiting immigrants' employment opportunities. While minority employers are expected to be less discriminatory towards immigrant hiring than their majority counterparts, our argument contradicts this expectation. Building on the segmented assimilation and social identity literature, we analyse the di…
Racial minority CEOs, board characteristics, and skilled migrant hiring
Chief executive officers (CEOs) are generally expected to make strategic decisions in pursuit of their firms’ best interests. Nevertheless, CEO decisions can be made upon noneconomic factors, such as their personal values and their relationship with the board. Building on upper echelons theory and CEO–board power dynamics literature, I examine how racial minority CEOs influence firms’ skilled migrant hiring, moderated by board characteristics tha…
Demographic economics (5 works) · Economics (5 works) · Migration, Ethnicity, and Economy (5 works) · Political science (5 works) · Migration and Labor Dynamics (4 works) · Business (3 works) · Ethnic group (3 works) · Immigration (3 works) · Sociology (3 works) · Demography (2 works)