• 간호행정학회지
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• 제5권3호
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• 한국축산시설환경학회지
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• 제15권1호
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• pp.9-16
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• 2009

본 시험은 한우 거세우의 군집의 크기가 산육특성에 미치는 영향에 대하여 알아보고자 실시하였다. 일반 사육농가의 거세 비육우 48두를 $35.28\;m^2$에 4두를 배치(대조구; C), $70.56\;m^2$에 8두를 배치(처리구 1; $T_1$), $105.84\;m^2$에 12두(처리구 2; $T_2$)를 배치하여 체중과 초음파 진단장치를 이용하여 개체별 등지방두께, 배최장근단면적, 근내지방도의 분석과 도체 실측치를 이용하여 처리구별 산육특성을 비교하였다. 그 결과를 요약하면, 12두 처리구에서 조사료 섭식량이 가장 많았으나, 21개월령 우방 재구성 후에는 8두 처리구와 12두 처리구에서 섭취량이 낮게 나타났다. 전 기간에 걸쳐 처리구별 산육특성을 비교하였을 경우 육질등급에 중요한 영향을 미치는 근내지 방도의 경우 12두 처리구가 4두 처리구와 8두 처리구에 비하여 높은 경향을 나타냈다. 증체량에 있어서는 12두 처리구에서 가장 낮은 경향을 보였으나, 등심단면적, 근내지방도 등은 높은 경향을 나타냈다. 고급육 출현율에 있어서도 12두 처리구에서 87.4%로 4두 처리구의 62.5%와 8두 처리구 75.0%에 비하여 높은 것으로 나타났다. 이상의 결과를 종합하여 볼 때, 가장 넓은 사육공간에서 사육 된 12두 처리구에서 산육특성이 가장 좋은 것으로 판단되며 우방의 크기와 우방내 사육두수는 한우의 산육특성에 영향을 미치는 것으로 분석되었다. 따라서, 앞으로는 육성 기에서 비육기까지의 합사 관리 및 더 나아가 한국형 축사에 적합한 복지형 사육관리에 적절하게 이용될 수 있을 것으로 판단된다.