• Proceedings of the KHMA Conference
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• 2010.11a
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• pp.250-251
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• 2010

• Proceedings of the KHMA Conference
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• 2010.05a
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• pp.261-272
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• 2010

• Proceedings of the KHMA Conference
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• 2010.05a
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• pp.316-316
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• 2010

• Proceedings of KHEA Conference
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• 2003.10a
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• pp.148-148
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• 2003

• Journal of the Korea Organic Resources Recycling Association
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• v.6 no.1
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• pp.53-66
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• 1998

This study was carried out to investigate the typical composition of food waste from municipal solid wastes (MSW) and unit food waste generation rates from different sources in the model cities and to study the food waste management system from unit household to composting facilities. The annual average food waste composition of MSW was determined as 49% in Taejon and 52% in Chungnam Province, respectively. No big difference in food waste composition was found among the different sources. Since the paper waste generally occupied the half of food waste, over 75% of MSW was found to be compostable or biodegradable. Per capita food waste generation rate, 200~250g/capita day was determined by the direct measurement from 32 households, while 380g/capita day for Chungnam Province and 400 g/capita day for Taejon were estimated by the load count analysis In the sanitary landfills. This difference means people contribute generating food waste at outside house approximately twice as much as that at inside house. Per capita food waste generation rates from several sources were determined as follows; 166~215g/capita day at municipalities, 400g/visitor day at a first class hotel, 170g/student day at a university restaurant. Food waste generation from restaurant was strongly dependant upon it's level or quality; 670g/capita day at the high level restaurant, 190g/capita day at the middle class and 60 g/capita day at the lower class restaurant. The food waste reduction rate in a In situ fermentor showed 30~40g/kg day.

• Journal of Digital Convergence
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• v.18 no.2
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• pp.13-21
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• 2020

As Korea's low birth rate has become a serious social problem, various government-level policy initiatives have been proposed to introduce and expand family-friendly personnel systems for work-family balance. The main causes of low birthrates in Korea are the increased participation of women in economic activities and the difficulties of work-family balance. As part of women's policy, support policies were introduced at various levels such as family-friendly institutions and flexible working systems, but they did not have much effect as an alternative to low birth rates. The implications of family-friendly institutions within the organization beyond low birthrates, which are continuously present, have greater implications at the time of new social transformation. This paper will investigate and discuss the implications of family-friendly policies and the implications of the flexible working system in the civil services.

• Proceedings of the KSCN Conference
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• 2004.05a
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• pp.412-413
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• 2004

사회경제구조의 변화에 따라 여성의 사회참여가 크게 증가되는 추세이다. 가정주부의 취업여부에 따른 식생활 양상을 파악하기 위해 2001 국민건강ㆍ영양조사-영양조사부문의 결과를 심층 분석하였다. 2001 국민건강ㆍ영양조사는 2001년 11월 1일부터 12월 31일까지 전국 200개 지역에서 약 4,000가구, 14,000명을 대상으로 실시되었으며, 본 연구에서는 전업주부가정의 3,482명과 취업주부가정의 2,731명의 가족에 대한 식품 및 영양소 섭취량 자료가 분석에 활용되었다.(중략)

• Journal of Families and Better Life
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• v.24 no.6 s.84
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• pp.131-145
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• 2006

This study analyses factors facilitating work-family balance through quantitative research and case study. A sense of balance is more closely related to cognition and satisfaction in work and family than demographic factors. Based on these results, two kinds of educational programs for employees and employers were developed. Both programs consist of 4 sessions and focus on the necessity of work-family balance and the application of family-friendly policie.

• Journal of Venture Innovation
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• v.6 no.1
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• pp.181-198
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• 2023

This study aims to analyze the influence of organizational support perception of workers in medical institutions on intrinsic job motivation, and to check whether there is significance in the mediating effect of work-family conflict and work-family balance factors in this process. The results of empirical analysis through the questionnaire are as follows. First, it was confirmed that organizational support recognition had a significant positive effect on work-family balance as well as intrinsic job motivation, and work-family balance had a significant positive effect on intrinsic job motivation. Second, it was confirmed that organizational support recognition had a significant negative effect on work-family conflict, but work-family conflict had no significant influence on intrinsic job motivation. Third, in order to reduce job stress for medical institution workers, it is necessary to reduce job intensity, assign appropriate workload for ability. And in order to improve manpower operation and job efficiency, Job training and staffing in the right place are needed. Fourth, in order to improve positive organizational support perception and intrinsic job motivation, It is necessary to induce long-term service by providing support and institutional devices to increase attachment to the current job and recognize organizational problems as their own problems with various incentive systems. The limitations of this study and future research directions are as follows. First, it is believed that an expanded analysis of medical institution workers nationwide by region, gender, medical institution, academic, and income will not only provide more valuable results, but also evaluate the quality of medical services. Second, it is necessary to reflect the impact of the work-life balance support system on each employee depending on the environmental uncertainty or degree of competition in the hospital to which medical institution workers belong. Third, organizational support perception will be recognized differently depending on organizational culture and organizational type, and organizational size and work characteristics, working years, and work types, so it is necessary to reflect this. Fourth, it is necessary to analyze various new personnel management techniques such as hospital's organizational structure, job design, organizational support method, motivational approach, and personnel evaluation method in line with the recent change in the government's medical institution policy and the global business environment. It is also considered important to analyze by reflecting recent and near future medical trends.

• Journal of Convergence for Information Technology
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• v.10 no.1
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• pp.128-138
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• 2020

The purpose of this study is to verify the medial effect of social support in the process of the effect of working mother compatibility on spouse satisfaction. To that end, 727 employed workers who were kept samples until the 10th year (2017) were analyzed out of the data from the Korea Children's Panel Survey. Data analysis was performed for frequency analysis and regularity verification, and correlation and hierarchical regression were performed. In addition, the three-step method of Baron & Kenny (1986) was used to verify the mediated effect of social support. The results of the verification are as follows. First, the advantages of working mothers' work-in-home compatibility have had a static impact on their spouse satisfaction(ß=.164, t=4.078, p<.01). Second, the conflict between working mothers and their families has shown an amulet (-) impact on their spouse satisfaction(ß=-.134, t=-3.438, p<.05). Third, the partial selling effect of social support was verified in the process of the effect of the factors of conflict and advantages of working mothers on their spouse satisfaction. Based on the above research results, the compatibility of working mothers with working families suggested development and application of programs to enhance spouse satisfaction and social support.