• Journal of Families and Better Life
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• v.13 no.2
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• pp.94-102
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• 1995

본 연구에서는 가사노동의 책임이 취업여성들의 임금수준에 어떠한 영향을 미치는 지를 연구하기 위해 가사노동의 책임이 거의 없는 미혼여성과 가사노동의 책임이 큰 기혼여 성사이의 취업성향과 임금수준을 비교분석하였다 미국의 NLS Young Women 데이터를 이 용하여 평균과 표준편차 및 백분율을 구하였고 Probit 분석과 최소자승법에 의한 희귀분석 을 SAS Program을 이용하여 분석하였다 가사노동책임관련변인은 기.미혼여성의 지속적인 전일제 근무자가 될 가능성에 별로 영향을 미치지 않는 것으로 나타났다 회귀분석결과 결혼 여부나 가사노동의 책임등은 임긍에 유의한 영향을 미치지 않았고 인적자본관련변인은 임금 에 긍적적인 효과가 있었으며 직업차별화변인은 여성지배직종에 근무하는 여성의 임금을 낮 추는 것으로 나타났다 본 연구결과 가사노동책임으로 인하여 기혼여성이 미혼여성보다 취업 하는 비율이 낮기는 하지만 그것을 취업주부의 임금이 낮아야하는 원인으로 보기에는 어렵 고 직업차별화가 여성들의 저임금의 이유일수있음을 알수 있다 따라서 여성 스스로 여성지 배직종을 선택하는지 그리고 그러한 결정에 의하여 낮은 임금을 받는지에 대새허는 후속연 구가 필요하리라 본다.

• 월간산업보건
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• s.340
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• pp.33-46
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• 2016

본 연구 결과, 한국의 대표적 시멘트 5개 회사에서 10년 이상 근무한 근로자 1,083명(94명 제외)들의 흉부엑스선 판독결과 진폐증이나 진폐증의증자들은 발견되지 않았다. 이들이 근무한 부서의 과거 총분진 평균 농도는 $1mg/m^3$ 미만으로 진폐 발생 분진농도에 휠씬 미치지 않는 것으로 조사되었으며, 시멘트 분진내 진폐발생물질인 결정형 실리카는 1% 미만으로 국내 시멘트 공장 근무자들은 포틀랜드시멘트 분진노출에 의한 진폐증 발병가능성은 매우 낮은 것으로 사료된다. 그럼에도 불구하고 2009년부터 지속되고 있는 시멘트분진과 COPD 및 진폐증 관련성 주장은 언론 보도는 물론이고 일부 학자들에서 조차 시멘트분진 구성성분에 진폐증이나 폐암발생 물질인 실리카(결정형 실리카)가 다량(20%)으로 포함되어 있다고 잘못 인식한 큰 이유로 생각된다.

• Sleep Medicine and Psychophysiology
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• v.17 no.1
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• pp.28-33
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• 2010

Objectives: Working at other times than the regular day shift has been reported to be a stressor associated with health consequences and mental disorders as well as disturbance of sleep. In current study, we aimed at investigating the relationship between work schedule, sleep quality and depression among police officers. Methods: Eleven hundreds and forty five police officers (male: 1040, female: 105) completed questionnaires of basic socio-demographic data, Pittsburgh Sleep Quality Index (PSQI), Korean Scale of Occupational Stress (KOSS), Impact of Event Scale - Revised (IES-R) and Center for Epidemiologic Study-Depression (CES-D). Results: After controlling for age, sex and educational level, score of CES-D was correlated positively with the score of KOSS, PSQI and IES-R on partial correlation analysis (r=-0.077; p=0.009, r=0.262; p<0.000 and r=0.421, p<0.000, respectively). Logistic regression analysis revealed that female sex, age, the score of KOSS and IES-R and schedule of rotating shift work predicted higher score than 16 score of CES-D significantly in total subjects (p=0.023, p=0.015, p=0.000, p=0.000 and p=0.022, respectively). Conclusion: Current result suggested that not only female sex, age, higher occupational stress and impact of event scale but also rotating shift work schedule might be related to depression among police officers.

• 보건세계
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• v.58 no.1
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• pp.14-17
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• 2011

<보건세계> 원고 부탁을 받고 하나원에서 간호사로 12년 넘게 근무하면서 만났던 북한이탈주민들 중 간호했던 한 결핵환자와의 인연을 떠올리게 되었습니다. '지금 그녀는 어떻게 살고 있을까?' 그들 가운데 가장 기억에 남는 K에 관한 얘기를 기억 속에서 꺼내보려 합니다. 이 글은 북한사회의 경제적 어려움 때문에 결핵 진단을 받고도 약을 구할 수 없어 치료를 방치하다 결핵균이 뇌막염을 일으켜 하반신 마비라는 영원한 장애를 갖게 된 이야기입니다. 영화 갈이 멀기만 한 이야기가 바로 오늘 우리와 함께 사는 탈북민의 이야기이며, 우리가 그들과 함께 더불어 살아야하는 이유입니다.

• KLA journal
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• v.43 no.6 s.337
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• pp.21-22
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• 2002

IFLA 글래스고 대회가 끝나고도 한참을 지난 후에 IFLA Express 8을 받아보았다. 페이지를 넘기던 중 눈에 들어오는 기사 하나를 발견했다. 그것은 IFLA와 OCLC가 공동으로 추진하는 사업인 전문직 연수 프로그램의 2003년 대상자 5명중 한 사람으로 우리나라 황혜경 사서가 선발되었다는 것이었다. 그래서 관심을 가지고 기사를 읽어보고 KISTI에 근무 중인 황혜경 사서에게 연락을 취했다. 이번 인터뷰는 그 결과로 짤막하게나마 이번 프로그램에 선정된 이유와 생각에 대해 이메일로 인터뷰를 진행했다. 작년 IFLA 보스톤대회의 fellowship으로 한성대학교 이미화 사서가 선발된 것에 이어 이번 황혜경 사서의 선발을 계기로 우리나라 사서들의 국제 활동이 더욱 활발해지기를 기대한다.

• The monthly packaging world
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• s.325
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• pp.87-89
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• 2020

(사)한국포장협회(회장 임경호)는 지난 2월 25일 '포장인의 날'에 처음으로 한국포장협회장상 수상자를 선정했다. 제1회 한국포장협회장상을 수상한 영광의 얼굴은 정지연 SPC PACK 영업본부 영업총괄 부문장으로, 정 부문장은 SPC PACK에 재직하면서 넓은 포용력과 추진력을 바탕으로 포장업계의 화합을 주도하고, (사)한국포장협회 연포장 영업부서장 모임을 이끌며 협회와 회원사간 공동 발전에 큰 역할을 한점이 높은 평가를 받았다. 정지연 부문장을 만나 수상 소감과 함께 적극적으로 협회 활동에 참여한 이유, 근무 철학, 앞으로의 목표 등에 대한 이야기를 들어보았다.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.264-270
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• 2016

This study examined how the police officers use their annual leaves. While Korean police officers have burdens of heavy workload exceeding their regular office hours, they are passive to get leaves to keep in shape from long hours of work, to maintain the appropriate level of work productivity, and to secure time for leisure and cultural activities. It appeared that most of the police officers surveyed haven't used their annual leaves for less than half of the days designated by law. It also appeared tat female officers used more leaves than male officers, and married officers than single ones. Considering the characteristics of work environment, it showed that officers doing shift work had less days of leaves than officers in non-shift work. The reasons why the police take leaves passively lie on various factors that heavy workload, work-oriented life, work-oriented police organizational culture preceding family and so forth. Therefore, it needed to supplement the personnels to meet the needs of overwhelming workload of the police and to allocate the work properly in advance. In addition, it needed to raise the awareness of the police managers and proliferation of organizational culture to place emphasis on balance between work and family.

• Journal of the Korea Convergence Society
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• v.11 no.9
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• pp.287-296
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• 2020

The purpose of this study is to analyze, medical institutions wanted to investigate what caused the shortage of opticians' manpower and suggest solutions. This study was conducted on 31 opticians (11 male and 20 female) working at medical institutions through a self-reporting method survey. Through the survey, basic information of the subjects and the information and satisfaction level of the medical institution on duty were investigated and analyzed. There were many people who had a license for optometrist but did not do optometrist work, and the married people were less satisfied with their work and the proportion of people who did not do optometrist work was higher. The cause of these problems was salary. Opticians who needed higher salaries for marriage and other reasons were able to increase their salaries by adding other tasks in their own areas. This unsatisfactory salary at medical institutions has led to a shortage of optometrists at ophthalmic clinics.

• Journal of dental hygiene science
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• v.7 no.1
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• pp.37-47
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• 2007

Targeting dental hygienists who work in clinical division and public dental health division, this study was to investigate and analyze their working environment by work division, so that it could make basic material available in the interest of efficiently employing technical manpower specializing in public health and their better work environment in the future. 1. In terms of the sociodemographic characteristics of respondents, it was found that employees in public health were married in higher percentage and had higher age with longer career than those in clinical division, and it was noted that the former group had higher percentage in longer academic career than the latter group. 2. In terms of working days and hours, it was found that dental hygienists employed in public health worked 5 days a week(95.8%), while those in clinical division worked 6 days a week(70.3%). That is, the latter group worked longer days a week than the former group. 3. In terms of annual regular holidays, it was found that dental hygienists in public health division mostly took 11 to 20 days off a year, while those in clinical division mostly took 1 to 3 days off a year. That is, the former group is significant different in annual holidays from the latter group. 4. In terms of pay and allowances, it was found that most of public health group(89.4%) got monthly pay, while most of clinical group(65.4%) got the pay in annual salary. 5. In terms of reorientation experiences, it was found that 63.5% of total respondents didn't have any opportunity of domestic and overseas reorientation. And in terms of financial sponsorship for reorientation, it was noted that 54.0% of total respondents were financially supported for their reorientation by the institution they work for. 6. In terms of in-house welfare environment for married employees, it was found that 85.5% respondents ever faced no discrimination in job opportunities. In terms of the availability of maternity leave, it was noted that 69.2% respondents used the maternity leave, and 74.8% respondents used the maternity leave during 3 months. 7. In terms of quitting job, it was found that 46.8% respondents had ever left their job(public health group: 53.8%, clinical group: 45.8%), while the remaining 53.2% respondents(public health group: 46.2%, clinical group: 54.2%) had never left their job. Here, it is found that the employees in public health accounted for somewhat higher percentage in quitting job than those in clinical division. In terms of the number of leaving job, it was noted that most(50.8%) respondents left their job once, and there were similar distributions in quitting job between these both groups. In terms of the reason for quitting job, it was found that 29.2% respondents left their job due to desire for better pay(allowance) and working conditions.

• Journal of Korean society of Dental Hygiene
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• v.3 no.2
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• pp.183-196
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• 2003

Purpose: This study sought to identify factors associated with dental hygienists' decisions to leave one dental office and commence practice in another. In addition to, the reasons dental hygienists stay in the profession were investigated. Demographic descriptors, including education level, marital status and age, and employment setting were also examined. Methods: Currently practicing dental hygienists in Korea were surveyed from March to May 2003. Data were collected through a questionnaire. The survey collected information concerning the 461 respondents' personal characteristics and reasons associated with changing positions and staying. Data were analyzed using frequency distributions, independent t-tests and chi-square analyses. All statistical analyses were conducted using the Statistical Package for Social Scientists(SPSS v.10, Chicago, Illinois). Results: The primary reasons for taking up another employment were found to be better offer, inadequate salary and personal conflict with dentist. Secondary reasons stated for changing their job revealed additional factors including inadequate salary, better offer, and lack of benefits. The primary influence in deciding to remaining in the practice of dental hygiene was self-development. Family responsibility, safe environment and professional collaboration were also important factors in deciding to remain in workforce. Conclusion: The position changes of dental hygienists are primarily influenced by better offer. Inadequate salary and conflict with dentist were also important factors in deciding to change employment positions. The findings suggest that dental hygienists who remain in the workforce are positively influenced mainly by self-development. Employers of dental hygienists should be aware of these factors in employing process. If more hygienists could remain longer in their positions, the manpower situation would be affected positively.