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Min-Kyoung Rhee - USC Suzanne Dworak-Peck School of Social Work. Los Angeles, CA, US

Min-Kyoung Rhee Min-Kyoung Rhee

Research Assistant Professor of Social Work Dept. of Adult Mental Health and Wellness | USC Suzanne Dworak-Peck School of Social Work


Licensed Researching Social Worker

Education (4)

University of Southern California: PhD, Social Work 2011

Yonsei University: MSW 2004

Hankuk University of Foreign Studies: BA, Russian Language 1999

Sogang University: BA, English Language & Literature 1996

Areas of Expertise (6)

Job Stress and Management Economic Instability Mental Health Social Work Unemployment Cross-Cultural Training

Industry Expertise (4)

Social Services Health and Wellness Education/Learning Health Care - Services

Accomplishments (1)

Roybal Institute Fellowship Award (professional)

USC Edward R. Roybal Institute on Aging


Media Appearances (2)

Team Helps Mexican Workers and Korean Managers Improve Work Relationship

USC News  online


Doctoral students (l-r) Min-Kyoung Rhee, Erica Lizano, Hsin-Yi Hsiao and Ahraemi Kim addressed cross-cultural issues between workers and managers in a Mexican garment factory.

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Doctoral Student Finds Many of L.A.’s Older Koreans Underemployed

USC News  online


'Min-Kyoung Rhee, a doctoral student at the USC School of Social Work, first became interested in the employment issues facing older adults when she was living in South Korea during the Asian financial crisis in 1997.'

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Articles & Publications (2)

The Promise of Diversity Management for Climate of Inclusion: A State-of-the-Art Review and Meta-Analysis Human Service Organizations: Management, Leadership & Governance

Rhee, M-K, et al.


Applying a theory-based conceptual model of organizational diversity, climate of inclusion, and beneficial/detrimental outcomes, this study analyzes 30 qualified studies (N = 496,740 workers) published during the past 2 decades. Results indicate that although diversity is associated with both beneficial and detrimental outcomes, diversity management efforts that promote a climate of inclusion are consistently associated with positive outcomes (? = .42, 95% CI = .29, .54) (N = 290,854). Findings suggest that human service organizations should move beyond a sole focus on increasing diversity representation to developing policies and practices that engender a climate of inclusion.

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Understanding Employment Barriers Among Older Korean Immigrants The Gerontologist

Chi, I, Rhee, M-K, and Yi, J


Purpose of the Study:
This study involved an in-depth exploration of the employment barriers of older Korean immigrants in Los Angeles.

Design and Methods:
This qualitative study used data obtained from 6 focus groups and 5 individual interviews. Participants were 36 older Korean immigrants living in Los Angeles, aged 50 years and older, and either unemployed or employed in part-time or full-time work. A grounded theory analytical approach and constant comparison method were used.

Ten major themes emerged as employment barriers for older Korean immigrants and were categorized as stereotype, human capital, and acculturation barriers. Ageism among employers specific to Korean culture, lack of English proficiency, separation from U.S. culture, marginalization from both Korean and U.S. cultures, and lack of social networks were important themes. In addition, older Korean immigrants experienced multiple interconnected barriers.

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