• 재활복지
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• v.22 no.1
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• pp.87-114
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• 2018

The purpose of this study is to identify through empirical analysis about factors affecting the period of job maintenance of workers with cerebral palsy. Based on this, workers with cerebral palsy are looking for ways to maintain their job continuously. For this purpose, this study identifies the general characteristics and verify the affect of demographic factors, disability-related factors, employment-related factors, and social environment factors on the job maintenance period of workers with cerebral palsy. For the analysis, frequency analysis, descriptivel analysis, T-test and One-way Anova was conducted for 233 persons with cerebral palsy. The results of the study, of 17 variables of the four factors affecting the job maintenance period, 15 variables obtained statistically significant results. First, the demographic variables were age, household income, marital status, and education level. Second, the disability-related variables were disability grade, disability cause, and communication ability. Third, the employment-related variables were wage, employment type, disability-related organizations and companies, job type, job training, and qualification. Fourth, the social environment variables were assistive technology devices, and labor support personnel services.

• Korean Journal of Social Welfare
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• v.55
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• pp.131-153
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• 2003

This study was aimed at investigating important factors influencing career success among disabled workers. The current researcher scrutinized the degree to which variables and factors affect the career success and occupational turnover rates of the research participants. The participants in this study (n=837) were 374 workers with disabilities and 463 workers without disabilities. The results of this study can be summarized as follows: First, the results of factor analysis showed important categories of conceptual themes of career success. The initial conceptual factor model did not accord with the empirical one. Second, both research participant groups seemed to be influenced by their occupational types. However, all predictive variables excluding the wage rate and the average length of work years had significant impact on job success for the disabled work group, while all the variables excluding the frequency of advice and length of working years had significant impact on job success for the non-disabled worker group. Third, the turnover rate was significantly influenced by the age and the experience of turnover of the research participants. However, the number of co-workers was the strongest predictive variable for the worker group with disabilities, but the occupation choice variable for the worker group without disabilities. Fifth, as a result of verifying the hypothetical path model, it showed that the first model was somewhat proper and could predict the career success on both research participant groups. In conclusion, the following research implications can be suggested. The occupational type of research participants was one of the most important variables to predict the career success for both research participant groups.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.110-124
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• 2011

Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly-based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.