• Product Safety
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• s.195
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• pp.32-37
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• 2010

2010년 우리경제는 수요회복과 기저효과에 힘입어 상반기에는 5.8% 성장률을 보일 것으로 예상된다. 그러나 기저효과가 줄어드는 2010년 하반기 성장률은 3%대에 머물 것으로 보여 2010년 국내경제 성장률은 4.6%를 기록할 것으로 전망된다. 2010년에는 수출과 내수의 빠른 회복세가 완화되면서 경제성장의 속도가 전반적으로 완만할 것으로 예상된다. 글로벌 금융시장의 리스크 요인이 잔존하고 있는 가운데 세계경제의 회복은 점진적으로 이루어질 것이다. 중국의 고성장이 우리 수출에 크게 기여하겠지만 원화강세가 지속되면서 수출의 상승세는 크게 둔화될 전망이다. 교육조건 개선에 따른 소득증대가 소비확대에 기여하고 설비투자도 2009년 크게 위축되었던 데 따른 반등효과를 기대해볼 수 있을 것이다. 그러나 정부부문이 민간수요를 촉진하는 효과가 줄면서 내수회복의 힘도 약화될 것으로 예상된다. 공공근로 축소로 성장에 따른 고용창출이 크지 않을 것으로 판단된다. 원화환율은 2010년 평균 달러당 1,100 수준을 기록할 것으로 예상되며 이에 따라 소비자물가 상승률은 2%대 후반에 머물 전망이다. 2010년 4%대 중 후반의 성장을 달성하더라도 GDP 수준이 잠재GDP 수준을 밑돌아 경기 과열 우려가 크지 않을 것으로 분석된다. 따라서 금융위기 때의 긴급 조치들은 거둬들이되 급격한 금리인상등의 출구전략은 신중하게 고려해야 할 것이다.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2019.11a
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• pp.94-95
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• 2019

Recently, the importance of prevention has emerged for the management of construction safety accidents.. Accordingly, this study collects and quantifies various risk factors at the construction site to represent them as direct risks and to create a predictive process for prevention in advance. These risk figures can be used as comprehensive safety figures to reflect current site conditions and past accidentt cases. The prevention of industrial accidents is managed in advance through the development of applications thatt quantify and predict the risks of individuals working at construction sites. The purpose of the project is to reduce industrial accidents in the construction industry by supporting safety management of site managers and workers.

• Proceedings of the Korean Society of Disaster Information Conference
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• 2022.10a
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• pp.294-295
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• 2022

우리나라의 산재사망률과 산업재해 발생은 세계 최고 수준이다. 여기에는 여러 가지 이유가 있지만, 노동자의 휴식권이 제대로 보장되지 않고 있는 우리나라 산업현장의 특성도 한 원인으로 지목되고 있다. 근로기준법 제54조에 따르면 사용자는 노동자에게 휴게시간을 주도록 규정되어 있다. 그러나 휴게시설 설치에 관한 별도의 의무 조항은 없는 상황이다. 노동자의 휴게시간이 보장되어 있지만, 쉴 공간이 없는 것이다. 이러한 문제를 개선하고자 2021년 8월 산업안전보건법이 개정되면서 사업주의 휴게시설 설치 의무가 법률적 근거로 마련됐다. 개정된 법은 올해 8월부터 시행됐다. 하지만 2022년 4월 25일 정부가 내놓은 하위법령을 보면, 휴게시설 설치 의무 대상을 사업장 규모(상시 노동자수 20명 이상만 시행)와 사업의 종류(설치 필수직종 규정)별로 여러 제약조건을 두면서 법 개정 취지가 무색해지고 있다.

• Korea journal of population studies
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• v.19 no.2
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• pp.175-205
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• 1996

The purpose of this study was to find the distribution of the variables on the quality of life and the determinants of the sexual attitude and behavior of the unmarried female workers. This study was surveyed to the 306 unmarried women who worked in the small and medium scale industries in Kyungin area and analyzed the respondent's knowledge of sex, sexual behavior, health behavior, health status, satisfaction of working condition and recognition of working environment. The result of this study could be summarized as follows: The respondent's age are mostly early of twenties and their education level are high school and more. They recognize that their health condition is not so good but they hardly try to improve health condition. They think that their working condition are mostly unsatisfied and they also believe that they expose themselves to the toxic working environment. Although their knowledge of sex are low they have few chances for the education of sex and family planning. Their attitude of premarital sex are conservertive but the rate of approval of living together before marriage are high and the rate of premarital sex is around 15 percent. The premarital sex behavior are positively related with family size, living condition, knowledge of sex and working period but the sex experiences are negatively related with working period and knowledge of sex. As a result we suggest that the sex education and consultative program are necessary for improving the quality of life of the unmarried working women in small and medium scale industries.

• Journal of the Korean Society of Food Science and Nutrition
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• v.42 no.5
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• pp.808-817
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• 2013

This study was conducted to compare job satisfaction and factors related to job satisfaction between permanently and temporarily employed dietitians in school foodservices in the Gyeongsangnam-do area. A total of 204 questionnaires were used in the final analysis. The average age, length of employment, and monthly wage of temporarily employed dietitians was significantly lower than those of permanently employed dietitians. However, there was no significant difference of overall job satisfaction between permanently and temporarily employed dietitians, although the average pay, welfare benefits, and promotion factors for permanently employed dietitians was significantly higher. Work and pay factors had significant effects on the overall job satisfaction of permanently employed dietitians, while work factors and work atmosphere had significant effects on the overall job satisfaction of temporarily employed dietitians. In conclusion, there was a significant difference in overall factors related to job satisfaction between permanently employed dietitian and temporarily employed dietitians. The pay, welfare benefits, and promotion condition of temporarily employed dietitians should be improved to ensure the efficient management of the school foodservice workforce in the future.

• The Journal of the Korea Contents Association
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• v.17 no.3
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• pp.359-369
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• 2017

The purpose of this study was to examine whether the effect of feedback would mask the performance differences that would result from different incentive pay distribution. Five critical service behaviors were identified and measured daily at a gas station located in Seoul. Participants were 5 employees working at the gas station. Independent variables were the types of incentive distribution and feedback. After baseline (A), equally-distributed group incentive condition (B) was introduced, and individual incentive condition (C) was introduced in the next phase. Then, after the withdrawal condition (A'), equally-distributed group incentive with feedback condition (B') was introduced and finally, the individual incentive with feedback condition (C') was introduced. The results suggested that all employees showed higher work performance under individual incentive than equally-distributed group incentive system when feedback were not delivered. However, there was no difference in work performance between two incentive conditions in the phases in which feedback were delivered. These findings suggest that feedback can reduce performance differences between equally-distributed group incentives and individual incentives.

• Journal of Labour Economics
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• v.41 no.1
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• pp.39-81
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• 2018

This study focuses on whether non-standard workers are matched by voluntary contract with employers in the labor market and analyzes the factors of involuntary choice of non-standard employees that are diverse by firm size. For the analysis I consider non-standard employees as either voluntary or involuntary according to the push/pull theory based on labor mobility. The Economic Activity Census Added Survey data 2016 show that the proportion of involuntary non-standard employees is greater than voluntary ones as the firm size is smaller. As a result of the analysis, involuntary non-standard employees are not significantly discriminated from voluntary non-standard employees in large firms. However, in small and medium-sized firms and micro small-sized firms, workers are more likely to be involuntarily non-standard if they are older or less educated. In addition, they are more likely to be employed involuntarily in micro small-sized firms than in small and medium-sized firms. Therefore, we should take into account the mismatching problems of compensation, specialty, and career in order to establish policies on non-standard workers. In addition to the financial support for small and medium-sized and micro small-sized firms, it is necessary to provide workers with job information that matches their job skills and career experiences.

• Management & Information Systems Review
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• v.32 no.2
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• pp.165-191
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• 2013

A long debate has been made about whether job satisfaction facilitates or impedes union participation. This study analyzed the moderating effect of union instrumentality in the relationship between job satisfaction and union participation. The data collected from 826 employees of 22 workplaces were empirically evaluated. The result of the research revealed that both positive effect and negative effect were observed in the relationship between job satisfaction and union participation. The positive effect was noticed in the direct influence of job satisfaction on the union participation. However, given the interaction between job satisfaction and union instrumentality, the job satisfaction showed the negative effect on the union participation. Based on this result, we can conclude that the direct influence of job satisfaction on the union participation supports dissonance theory about the union participation and the interaction effect between job satisfaction and union instrumentality confirms the utility theory. The present study indicates that the effect of union participation is more reinforced when job satisfaction and union instrumentality are closely connected than when job satisfaction independently affects union participation. Thus, the result implicates that for the revitalization of the labor union, the organization needs to offer a variety of services to satisfy the expectation of whole union members in practical terms instead of concentrating on the labor movement for the political struggle. This point says a lot for a new direction of labor movement.

• Korea journal of population studies
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• v.25 no.2
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• pp.69-105
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• 2002

This paper is aimed at three points. Firstly the size and trend of women self-employed in korea are analysed during 30 years. Second the demographic characteristics and labor condition like working hour, income and etc. of them are presented. Last, when did they begin or end their own work as their life stages were changed.

• Journal of Preventive Medicine and Public Health
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• v.9 no.1
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• pp.117-122
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• 1976

The occupational skin diseases in an industry of silk reeling located in Daegu city of Korea were analyzed by inspection through a mass survey for improving the workers' health, November, 1975. The subjects, 177 persons were all females, and were distributed at 18-38 years old. About two thirds were under 25 years old. The meanage was 23.6 years. The incidence of skin diseases was about 53%. It was generally divided into three groups;- the epidermic changes of those were most frequent, 47.5%, the allergic reactions were 14.7%, and athlete's foot was only four cases, 2.3%. Most frequent signs of epidermic changes was the worn-out nail, 32.3%; and the keratolysis, 28.8%; and the callus, 15.3% were followed in order. Theses were significant in five per cent level between the sections of the silk reeling and the manufacturing;-Allergic reactions and worn-out nail were more frequent in the manufacturing group than the silk reeling, and keratolysis and callus were inverted proportionally. Allergic reactions were occurred within a few months from first entrance time, and it was more frequent in the group exposed to same allergen in the past than the continuing group from first. Most of the appearing sites of theses were hands, and infrequently, it was occurred in the face, neck, trunk, knee anfeet. These epidermic changes except allergic phenomena were appeared in the fingers, palmal and dorsal surface of hands frequently contacted. But these changes and allergic reactions were generally combined with two or more kinds.