• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.37-70
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• 2011

The 40-hour work week system has brought positive impact on shortening working hours, eliminating long-time work, increasing leisure-time with family, etc. And this has brought about an increase in leisure-life satisfaction and happiness level. The type of leisure activities has changed from passive activities such as rest to active activities such as sports, tourism. And the 40-hour work week system has positive impact on social activities such as participation in volunteer work and, club activities. Thus all efforts need to be made to establish 40-hour work week system as soon as possible in all workplace. Firstly, 40-hour work week system needs to be introduced to every workplace with less than 5 persons, enlarge 5-day school week system into every primary and secondary school, and create conditions for positive leisure activities. Secondly, labor standards supervision and administration needs to be strengthened to eliminate long-time work over 52 hours per week, below-minimum wage work.

• Journal of the Korean Society for Library and Information Science
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• v.53 no.3
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• pp.185-213
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• 2019

The purpose of this study is to propose a rational operation plan for opening hours of public libraries in accordance with the 52-hour workweek of public institutions. The subjects of the study were six Gimhae Municipal Libraries. For the efficient operation of the Gimhae Municipal Library, the survey was conducted for the library users and staff. As a result, two proposals were made for the closed days and opening hours of the Gimhae Municipal Library. In order to balance work and life and to operate an efficient library, it is necessary to balance the cultural welfare of the citizens and the welfare of employees.

• Construction Engineering and Management
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• v.20 no.1
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• pp.34-37
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• 2019

• Korean Journal of Construction Engineering and Management
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• v.20 no.2
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• pp.37-43
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• 2019

After the new standards for labor hours has been released, various problems come up in construction field, such as income reduction of employees, extension of construction period and increased construction cost. Although it is expected that the impact of the new standard on the construction industry is more worse than other industries form the view of productivity, not much works have been done to identify those impacts. Thus, this research proposes the standard construction processes, excavation cycle, and unit construction period for NATM tunnel project based on 'Construction Standard Production Rates.'The study also investigated the impact of reduced labor hours on the management of work crews, construction periods and costs of tunnel projects. The results showed that under the 52 labor hour standard, the construction periods for the excavation work and whole project was increased by 20% and 8.9%, respectively, but the construction costs for the excavation work and whole project was decreased by 1.4% and 0.6%, respectively.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.9
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• pp.495-503
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• 2019

The purpose of this study was to investigate the general characteristics, work overload, work life balance, job engagement of working adolescents and the factors affecting job engagement. We examined 1,772 working adolescents under the age of 24 years in response to the fifth Korean Working Conditions Survey. Technical statistics, t-test, ANOVA, and regression analysis were used. The study results showed that men had high-level job engagement when they were professional, self-employed, 41-52 hours per week, and never experienced employment discrimination. For women, job engagement was high if they were under 19 years of age, college graduates, professions, temporary work, 41-52 hours a week, and had never experienced gender discrimination, and employment discrimination. In addition, the job engagement of both men and women was higher when work overload was less and work life balance was good. This study is meaningful in that it examined the job engagement of working youth by using the Korean Working Conditions Survey representative of Korean workers. However, it has limitations in that it does not take into account specific circumstances such as academic status or military service. Based on the study results, it can be used as basic data for developing educational programs to manage job engagement and understanding of working adolescents.

• Journal of Venture Innovation
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• v.5 no.3
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• pp.57-70
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• 2022

In modern industrial capitalism, the relationship between the provision of work and the receipt of wages has become an important principle governing society. According to the labor contract, the wages provided by entrusting the right to dispose of one's labor to the employer are directly compensated, and human life should be guaranteed and reproduced with proper rest. The establishment of labor relations under free contracts represents a problem in protecting workers, and accordingly, the maximum of working hours is set as a minimum right for workers, and the standard for minimum rest is set and assigned. The reduction of working hours is very important in terms of the quality of life of workers, but it is also an important issue in efficient corporate activities. As of 2020, Korea has 1,908 hours of annual working hours, the third lowest among OECD 37 countries in the happiness index surveyed by the Sustainable Development Solution Network(SDSN), an agency under the United Nations. Accordingly, the necessity of reducing working hours has been recognized, and the maximum working hours per week has been limited to 52 hours since 2018. In this situation, various working hours are legally excluded as a way to maintain the company's value-added creation and meet the diverse needs of workers, and Korea's Labor Standards Act restricts flexible working hours within three months, flexible working hours exceeding three months, selective working hours, and extended working hours. However, in the discussion on the application of the revised flexible working hours system in 2021 and the expansion of the settlement unit period recently discussed, there is a problem with the flexible working hours system, which needs to be improved. Therefore, this paper aims to examine the problems of the flexible working hours system and improvement measures. The flexible working hours system is a system that does not violate working hours even if the legal working hours are exceeded on a specific day or week according to a predetermined standard, and does not have to pay additional wages for excessive overtime work. It is mainly useful as a form of shift work in manufacturing, sales service, continuous business or electricity, gas, water, and transportation for long-term operations. It is also used as a way to shorten working hours, such as expanding holidays through short working days. However, if the settlement unit period is expanded, it is disadvantageous to workers as the additional wages that workers can receive will not be received. Therefore, First, in order to expand the settlement unit period currently under discussion, additional wages should be paid for the period expanded from the current standard. Second, it is necessary to improve the application of the flexible working hours system to individual workers to have sufficient consultation with individual workers in a written agreement with the worker representative, Third, clarify the allowable time for extended work during the settlement unit period, and Fourth, limit the daily working hours or apply to continuous rest. In addition, since the written agreement of the worker representative is an important issue in the application of the flexible working hours system, it is necessary to secure the representation of the worker representative.

• Journal of Convergence for Information Technology
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• v.9 no.7
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• pp.8-13
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• 2019

Recently, In line with the recent trend of the fourth industrial revolution, many companies and institutions have been increasingly applying automated technologies using artificial intelligence to various tasks. Particularly, due to the government's 52-hour workweek system, companies are increasingly struggling with manpower management. Therefore, they are interested in RPA (Robotic Process Automation) for office environment automation for efficient manpower management. It is being introduced in the back-office business in credit card companies, bank, insurance. These RPA solutions require AI-based recognition technology, scripting technology, business software API-related technologies, and various solutions such as Automate One, Automation Anywhere, UiPath, and Blue Prism are provided. This paper analyzes and describes the technology of RPA solution, the market trend, and the efficiency of RPA adoption.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.1
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• pp.171-177
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• 2021

The demand for promoting industrialization construction methods is increasing in Korea to cope with various construction environments, such as the lack of construction engineers, aging construction workers, and the government's 52-hour workweek policy. The industrial housing accreditation system was introduced in 1992 to recognize and improve the quality of industrial housing, but only six companies are currently certified, and there are no records of constructing industrial houses. Currently, the industrialized housing accreditation system in Korea comprises standards for the recognition, revocation of recognition, and promoting the construction of industrial houses. Therefore, this study analyzed the regulations of the industrialized housing accreditation system, derived the problems of each regulation, and derived improvement directions to promote the industrialized housing accreditation system in Korea. Specific measures include expanding the current industrial housing accreditation scope to quasi (semi)-housing, revising the performance and production standards of industrialized housing, relaxing the building standards, and providing financial support to promote industrialized housing.

• Research in Community and Public Health Nursing
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• v.1 no.1
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• pp.172-173
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• 1989

본 연구는 전국의 보건진료원이 하는 업무를 분석하여 우리나라 보건진료원 제도 정착에 도움을 주는 기초자료를 제공하는 연구의 일환으로 강원도 지역에서 실시하였다. 연구대상은 강원도에 있는 보건진료원 전수로 하였고 이중 응답자수는 108명이었다. 연구도구는 문헌과 간호교육자들에 의해 작성 된 구조화된 설문지를 사용하였으며 수집된 자료는 SPSS를 이용하여 빈도, 백분율, 평균 및 피어슨 상관계수를 구하였고 유의성 검정을 위해서 t-test, ANOVA의 통계방법을 사용하였다. 본 연구결과를 통하여 얻은 결론은 다음과 같다. 1) 조사대상자인 보건진료원의 평균 연령이 31.5세이며 과반수의 보건진료원이 30세 미만 이었고 기혼자가 마혼자보다 약간 많았다. 보건진료원의 반수 이상이 현재 가족과 동거하고 있었고 학력은 3년제 간호전문대학 졸업자가, 경력은 3년 미만인 사람이 대부분이었으며 종교를 가진 사람이 대부분 이었으며 종교를 가진 사람이 안가진 사람보다 더 많았다. 또한 보건진료원의 근무지역 조건은 대부분이 을지에서 근무하고 있었고 대부분의 보건진료원이 신축된 보건진료소 시설에서 업무를 수행하고 보건진료소 내의 숙소에서 거주하는 것으로 냐타났다. 2) 보건진료원이 담당하는 평균 주민수는 1,660.8명 이었으며 과반수 정도의 보건진료원이 $501\sim1,000$명이 이상적인 적정 담당 주민수라고 생각하고 있었다. 강원도 주민의 연평균 보건진료소 이용자수는 4,099.3명 이었고 이용 주민수가 5,000명 이상인 보건진료소도 11개소 12.9 %나 되었다. 3) 보건진료소 사업대상지역 내에 있는 보건 의료기관은 약방 및 약종상이 62.1 %로 가장 많이 분포되어 있었고 보건지소도 16 %나 사업대상지역 내에 함께 있는 것으로 나타났다. 지역주민의 보건의료기관 이용은 보건진료소가 59.0 % 로 지역주민이 가장 많이 이용하고 있었고 보건 진료원이 가장 많이 이용하는 의뢰기관은 뱅 의원이 66 %, 보건소가 36.4 %로 나타났다. 또한 보건진료소의 보건의료기관과의 협조관계는 보건소와는 과반수 정도가 잘 협조하고 있다고 응답 한 반면 보건지소와 잘 협조하고 있다고 응답한 율은 37.6 % 밖에 안되었다. 4) 보건진료원이 업무영역 수행 정도를 살펴 보면 5점 만점에 통상질환관리가 3.69점, 사업 운영 관리 및 지도는 3.45점, 모자보건 및 가족계획은 3.28 점, 지역사회 조직 및 개발은 3.27 점, 보건정보체계 개발 및 수집은 3.17 점, 사업 계획 수립은 3.14 점, 지역사회 보건관리는 3.13 점의 순으로 나타났다. 보건진료원의 업무영역을 l 일 8 시간으로 하여 l 주 44 시간을 기준으로 측정하면 통상질환관리 18.56시간, 지역사회 보건관리 5.67 시간, 모자보건 및 가족계획 5.52 시간, 사업 운영관리 및 지도 4.10시간, 지역사회 조직 및 개발 3.05 시간, 보건정보체계 개발 및 수집 2.94 시간, 사업계획 수립 2.89시간의 순으로 나타났다. 5) 보건진료원의 업무영역별 수행 소요시간의 상판판계를 살펴보면 지역사펴 조직 및 개발을 위 해 소요한 시간은 사엽계획 수립 소요시간 및 보건정 보체계 관리 소요시간과 순상관관계를, 사업 계획 수립 소요시간은 지역사회 보건관리, 모자보건 및 가족계획 관리 소요시간 및 보건정보체제 관리 소요시간과 순상관관계를 나타냈다. 또한 통상질환관리 소요시간은 지역 사회 조직 및 개발, 사업계획 수립, 지역사회 보건관리와 모자보건 및 가족계획 관리, 사업운영 관리 및 지도, 보건정보체계 관리 소요시간과 역상관관계를 나타내었다. 6) 보건진료원의 총 업무수행 정도를 잘펴보면 업무수행 점수의 평균은 87.5점이었으며 보건진료원의 근무지가 병지이고 보건진료소의 시설상태가 나쁜 경우 업무수행 점수가 높은 것으로 나타났으며 업무수행 정도와는 별 차이가 없었다.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.