• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.8
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• pp.482-491
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• 2018

This study was conducted to identify the conceptual definition and attributes of nurses' Tae-um based on the conceptual analysis method of Walker and Avant. The attributes of nurses' Tae-um were derived from the organizational culture, inexperienced new nurses that are victims, senior nurses that are perpetrators, alteration of teaching, verbal and physical violence experiences, and psychological and physical symptoms. The antecedents were due to excessive work, high work intensity, job stress, lack of workforce, poor working environment, lack of job ability of new nurses, organizational hierarchy, and power imbalance. Moreover, the consequences were physical and psychological symptoms, decreased efficiency, increased distrust, increased turnover intention, and decreased quality of patient care. Improvements of working conditions and social supports for expanding nursing staff and building a culture in which communication and mutual cooperation are used to solve the antecedents of Tae-um among nurses is necessary. This study suggests the need for more qualitative research on Tae-um in nurses, the development of tools that reflect the attributes of Tae-um in nurses, and the development of a program to improve the culture of Tae-um in nurses. This study is significant in that it provides a rationale for development of an adaptation program for new nurses by suggesting the antecedents of Tae-um and solutions for it.

• Korean Security Journal
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• no.15
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• pp.147-171
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• 2008

This study examines the degrees of criminal investigators' job satisfaction and organizational commitment and investigates which factors determine the variations in them. In the first step of analysis, independent variables of criminal investigators' job satisfaction consist of work itself, achievement, responsibility, safety, stability, interpersonal relations, recognition, supervision, and opportunity of growth. In the second step, job satisfaction is a mediating variable and organizational commitment is a defendant variable. Organizational commitment is classified into three types - "affective", "continuance" and "normative". According to the structural equation model analysis, responsibility has a great influence on job satisfaction, and job satisfaction affects affective commitment and continuance commitment. This study suggests that job satisfaction should be increased to improve criminal investigators' organizational commitment. And responsibility is necessary for the improvement of job satisfaction. Despite the professional detective system operating in Korea since January 1, 2005, the level of criminal investigators' recognitions of safety, stability and opportunity of growth turn out to be low. Based on these findings, this study presents four ways to reform measures which are listed below. First, to improve a! n economical circumstance of criminal investigators, any expense associated with criminal investigation should be paid by organizations. Second, to improve safety of criminal investigators, it is necessary to develop and supply enough police equipments. Third, criminal investigators' working hours should be shorten. Fourth, to improve criminal investigators' responsibilities, criminal investigators should be allowed to conduct criminal investigation independently from the prosecution.

• Proceedings of the ESK Conference
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• 1997.10a
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• pp.196-204
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• 1997

우리 나라는 한해에 안전사고로 인해 12만 .+-. 2만명정도의 재해자를 발생시키고 있으며, 재해의 천국이라는 오명까지 얻게 되었다. 따라서 본 연구는 우리나라의 산업안전관리자의 안전의식을 분석함으로써 재해발생의 감소에 일조를 하고자 함을 본 연구의 목적으로 한다. 연구기간은 1997년 3월에서 8월까지며, 총 200여명의 강원지역의 산업안전관리자들을 대상 으로 설문조사하여, 그중 불성실하게 답한 것을 제외한 183명의 관리자들의 응답결과를 토 대로 통계분석을 실시하였다. 연구내용은 안전의식에 대한 설문조사를 통하여 그들의 근무 조건과 안전에 대한 지식정도, 현 직장에의 만족과 불만족요인과 자주 쓰는 재해통해방법들을 조사하여 우리나라의 안전관리자들의 현 상황을 유추해 보고자 시도하였다. 분석결과 183명 중 여성은 불과 3명뿐이며, 83%가 기혼이며, 대졸은 전체의 25.1%이며, 59.6%가 고졸이며 , 전문대졸은 15.2%나 되었다. 전담 안전관리자는 전체의 8%에 불과했으며, 대부분 겸임을 하고 있었다. 놀라운 것은 안전관리자들의 92.6%가 안전관리자격증이 없었으며, 2급이 4.7% 에 불과했다. 과거에 부상을 당한 경험이 있는 안전관리자는 전체의 26.3%에 달해 회사가 부상을 당한 근로자를 안전부서로 발령한다는 사실을 확인할 수 있었다. 다친 원인의 50%가 시설물 결함으로 나타나 작업환경개선이 시급함을 알 수가 있었다. 우리나라도 선진국과 같은 교욱담당의 NIOSH와 제재담당의 OSHA와 같은 기관의 설립이 보다 효율적이고 근본적인 안전 관리의 문제해결책이라고 사료된다. 열악한 중소기업에 나라에서 안전교육을 담당해 주는 대신 기업은 근로자들에게 보다 안전한 환경을 제공해야 된다는 것이 이러한 기관설립의 목적이라고 하겠다. 더 나아가 이를 총괄하는 안전관리청의 신설이 보다 근본적인 문제해결을 제공해 줄 수 있을 것으로 사료된다.의 결과는 자전거 에르고노미터의 결과가 트레드밀의 결과에 87.60%정도 나타났다.음을 관찰하였다. 특히 vitamin C와 E의 병용투여는 상승적으로 적용하여 간세포손상을 더욱 억제시킴을 알 수 있었다.mance and on TFP(Total Factor Productivity) growth which is a pure measure of firm performance. To utilize the advantage of panel data, FEM(Fixed Effect Model) and REM(Random Effect Model) were used. The empirical result shows that the entropy index as a measurement of inter-business relatedness is not significant but technological relatedness index is significant. OLS estimates on pooled data were considerably different from FEM or REM estimates on panel data. By introducing interaction effect among the three variables for business portfolio properties, we obtained three findings. First, only VI (Vertical integration) has a significant positive correlation with ROS. Second, when using TFP growth as an dependent variable, both TR(Technological Relatedness) and f[ are significant and positively related to the

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.89-99
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• 2022

Due to COVID-19, non-face-to-face cultures such as remote classes, remote work, and tele-medicine are spreading. The major contributors to the settlement of such a non-face-to-face society are small and medium SW companies and SW manpower. However, recently as large platform companies and foreign big tech companies hire thousands of SW manpower, SW small and medium-sized companies are experiencing a serious manpower shortage. Therefore, the purpose of this study is to suggest policy alternatives for SMEs to stably secure SW manpower and support continuous business operation. To achieve this purpose, this study examines the current status of the SW industry and manpower, then summarizes related issues and suggests policy alternatives to solve these issues. Those policies include the reinforcement of incentives to support manpower retention such as the Naeil Chaeum deduction system, youth housing union composition, special military service system, recruitment of manpower through the contract semester system of employment conditions, reinforcement of customized education through supplementation of the SW manpower training voucher system, SW field skill standardization, establishment of a governance system for nurturing SW manpower, preparation of countermeasures against the outflow of manpower to large companies, and a win-win cooperation program for large and SME SW manpower.

• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.85-102
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• 2018

The purpose of this study is to determine the working conditions and demands of the assistant workforce at childcare centers, and to provide suggestions on policies for childcare teachers. To achieve the purpose of the study, a total of 190 assistant teachers, nursing helpers, alternative teachers and others were surveyed online during the month of August 2017. The survey examined the employment route and working motives, working conditions and environment, job and educational difficulties for analyzing the work conditions and demands of ancillary staff. For the analysis method, SPSS 12.0 was used to analyze frequency and difference. The main findings are as follows. First, childcare center assistants were able to work at their respective times, making it mandatory for them to enter the workforce, and making job openings for ancillary teachers. Second, 73.7% said the daily working hours were '4 hours to 8 hours' under the conditions and 57.9% said 'More than 510,000 won to less than 1 million won.' Average amount of rest time per day was about 30 minutes, and 17% had no rest periods. Third, based on the job and education status, ancillary personnel performed "infant and child guidance and interaction", "Cleaning and cleanliness related tasks" most actively, and "care for cleaning and cleanliness" and "care for morning and night care". Fourth, in the job trouble and difficulty, ancillary staff found it difficult to satisfy with wage related complaints and job insecurity, and the reason for agreeing to the non-regular workforce becoming a regular worker was found to be due to the stability of employment. Lastly, the most urgent tasks to solve the problem of non-regular workers were to fill the wage gap between regular and irregular workers, shorten the working hours and improve the working conditions. The policy implications are presented based on the above findings.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.1
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• pp.162-171
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• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.12
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• pp.1880-1892
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• 2010

The purposes of this study were to: a) provide evidence concerning the effects of emotional intelligence on job outcomes, b) examine the impacts of emotional intelligence on employee-related variables such as 'job satisfaction', 'organizational commitment', 'organizational performance', and 'turnover intention' c) identify the conceptual framework underlying emotional intelligence. A survey was conducted to collect data from foodservice managers (N=231). Statistical analyses were completed using SPSS Win (16.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS (16.0) for confirmatory factor analysis and structural equation modeling. The concept of emotional intelligence (EI) has been on the radar screens of many leaders and managers over the last several decades. The emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thinking and interaction with others. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions correlated significantly with age. The means of job satisfaction score were above the midpoint (3.04 point) scale. The organizational commitment score was above the midpoint (3.41 point) scale and was higher at 'loyalty' factor than 'commitment' factor. The means of organizational performance score were above the midpoint (3.34) scale. The correlations among the four EI (emotional intelligence) factors were significant with job satisfaction; organizational commitment, organizational performance and turnover intention. The test of hypothesis using structural equation modeling found that emotional intelligence produced positive effects on job attitude and job performance. Emotional intelligence enhanced organizational commitment, and in turn, managers' attitude produced positive effects on organizational performance; emotional intelligence also had a direct impact on organizational performance. This study has identified the effect of emotional intelligence on organizational performance and attitudes toward one's job.

• The Journal of the Korean life insurance medical association
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• v.22
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• pp.139-169
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• 2003

국내 보험 산업은 경제발전에 따라 많은 성장을 이루어왔으나 단체보험은 보험 회사의 외부적 또는 내부적 환경으로 인해 활성화가 미흡한 상황이다. 개인보험시장의 포화, 해외시장에서 단체보험의 지속적인 성장, 사회보험 민영화 논의, 방카슈랑스와 보험시장의 개방 등 급격한 변화를 겪고 있는 보험영업환경을 고려한다면 향후 확대될 기업복지시장에서의 성공적 역할수행을 위해서는 단체보험 영업과 지원시스템의 보완이 시급한 과제라고 할 수 있다. 특히 언더라이팅 기법은 단체보험의 핵심역량이며 회사의 경쟁력 강화와 사차익 안정화를 위해서는 단체보험 인수기법의 선진화가 필수요건이다. 단체보험은 대수의 법칙, 수지상등의 원칙 등 보험의 기본원리라는 측면에서는 개인보험과 다른 점이 없지만 하나의 계약을 통해 집단의 피보험자에게 보장을 제공하기 때문에 가지게 되는 역선택 축소, 비용절감, 기업에 의한 1차선택 등 몇 가지 특성들은 인수기법에서의 차이를 필요로 한다. 하지만 국내의 단체보험 언더라이팅은 기본개념조차 제대로 정립되어 있지 못한 초기단계로 단체보험의 특성을 제대로 반영할 수 있는 위험평가를 위해서는 선진기법의 도입이 절실하다. 첫째, 자유보장한도(FREE COVER LIMIT)의 도입이다. 자유보장한도는 단체에 대한 위험과 피보험자 개인의 위험을 구분하는 기준으로 자유보장한도내의 피보험자에 대해서는 고지나 의적 검사를 요구하지 않고 개인별 언더라이팅을 하지 않으며 거절체나 표준하체이더라도 자유보장한도 금액까지는 나머지 정상 피보험자들과 동일한 보장을 제공하는 것을 말한다. 이는 피보험자별 위험을 중심으로 심사하고 있는 현재의 국내 단체보험 인수방법에서 발생되는 고객측 불만과 심사의 비효율성을 개선할 수 있는 방안이다. 둘째, 단체별 특성에 따른 보험요율 차등화이다 단체는 산업의 종류, 피보험자의 직무, 지역적 위치, 크기(피보험자수), 성별구성비 등 여러 가지 특성들을 가지고 있으며 이런 특성들은 보장급부에 따라 발생위험에 영향을 미칠 수 있다. 하지만 현재 나이와 성별에 따라서 피보험자별로 정해지는 요율체계만으로는 이런 위험들을 적절하게 반영하지 못하고 단체별 형평성에도 문제가 생긴다. 따라서 정확한 data 구축을 통해 단체 특성별로 어떤 보장에 어느 정도로 위험 발생에 영향을 미치는지를 분석하여 보험요율을 차등부과 할 수 있는 체계를 갖추어야 한다. 셋째, 경험을 활용한 보험료 산정기법이다. 이것은 개인보험과 구분되는 가장 큰 단체보험만의 특성이라 할 수 있는데 해당 단체의 과거 경험 data 즉 청구로 인한 지급금액을 토대로 당해 계약 보험료를 결정하는 방법이다. 이를 위해서는 과거 경험 data가 얼마나 신뢰할 수 있는 지의 정도(신뢰도)를 측정하는 것이 필요하다. 과학적이고 효율적인 단체보험 인수를 위해서 경험율의 활용은 반드시 이루어져야 할 선결과제이다. 넷째, 관련규정의 정비가 필요하다 단체보험의 특성을 갖기 위해서는 가입가능한 피보험자들의 자격규정(eligibility), 활동적근무 조건(actively at work)이 요구되어야 하며 참여비율(가입비율)과 보장수준의 구성방법에 대해서도 가이드라인 설정을 통해 역선택을 최소화 할 수 있는 제도적 보완이 마련되어야 한다. 이런 선진인수기법의 도입과 함께 단체보험 언더라이터의 필요역량을 개발하고 향상시키는 노력도 병행되어야만 종합금융화, 대형화가 진전되면서 대경쟁의 구도로 바뀌고 있는 국내 보험시장에서의 경쟁력 확보가 가능할 것이다.

• Korean Security Journal
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• no.62
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• pp.135-158
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• 2020

In casinos, security personnel who manage the safety of customers and employees play a very important role. In particular, there is a high percentage of female employees in casinos, and because the ratio of female and male employees is similar, the probability of female customers or female employees experiencing accidents may be similar to or higher than that of males. Women's security agents who handle women's case accidents can provide female customers and employees with a security service that only women can do. However, most of the agents doing security work at casinos are male, and the proportion of women is very low. Therefore, this research is about employees who are currently working as women in casinos and conducted qualitative research to find out about various experiences they experienced while working in the casino. A total of five study participants were interviewed three times to analyze and categorize the data collected. The first question is the professor's recommendation, his personal information search and his acquaintance's recommendation. The second question, the factors behind the necessary skills at work, are various athletic skills, good physical conditions and foreign language skills. In the third question, the satisfaction factors of the task are the scarcity value of the work, the satisfaction of the pay, the suitability of the individual and the expectation of the future, and the unsatisfactory factors of the work are the risk of the work, the stress on the customer, the discrimination against the sex, the gaze around, the tiredness of the shift work. In the fourth question, factors on the need for female casino security agents are providing differentiated services to female customers, protecting female employees and providing opportunities for women in related majors. The results of this study were interviewed by an expert of more than 20 years in the casino security business, and female casino security agents said that since it is a necessary requirement, they should seek a direction for development through institutional and cognitive improvement.

• Korean Journal of Social Welfare Studies
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• v.41 no.4
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• pp.189-224
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• 2010

Nowadays Korean society has a fast growing population of North Korean immigrant youth. Especially, North Korean immigrant youth, who are discontinuing formal education, experience difficulties in social exclusion and adaptation. Therefore, the purpose of this study was to understand the experiences of adaptation and social support of North Korean immigrant youth discontinuing formal education, and to seek affirmative supporting plans and solutions for their adaptation. The methodology utilized for this study was a case study research. On the basis of the results and categorization, 'a network between overall categories and of early adaptation' was derived. The major findings of this study are summarized as follows. First, the participants of this study experienced major difficulties during 'economical adaptation', and their economical adaptation was strongly interrelated with their 'educational adaptation'. The discontinuing of their education resulting from their fleeing period caused 'academic differential and age disparity.' Thus they could not enroll in the formal education system, and their insufficient educational background resulted in low wages and overwork due to manual labor jobs. Second, participants recognized 'interpersonal relations' as the most essential factor in adaptation, and 'social support' from the interpersonal relations played an important role in adaptation to and comfort in Korean society. 'Interactions with South Koreans' was recognized as a significant resource for gaining informational and appraisal support, but was not activated satisfactorily. On the other hand, interaction with North Korean immigrants was avoided by the reason that 'there's nothing to learn', however emotional support from North Korean immigrants of close relationship played an important role in participants' adaptation, especially in all aspects of psychological adaptation. Third, participants experienced a lot of difficulties and stresses in their 'physical health and psychological adaptation'. Their chronic diseases worsened by remaining untreated, and female perceived symptoms were observed more often than in male. Meanwhile, excessive 'stresses' from the unfamiliar environment of South Korea negatively affected their psychological adaptation. However, they were satisfied with sense of liberty and security from living in a democratic society.