• 노동경제논집
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• 제26권3호
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• pp.149-179
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• 2003

본 연구는 외환위기 이후 우리나라에서 자영업 선택에 영향을 미치는 요인들을 미시적이고 거시적인 차원에서 종합적으로 검토하였다. 특히, 금전적인 제약과 실업률로 대표되는 경기적 요인이 자영업 선택에 미치는 요인에 대해서 검토하였다. 한국노동연구원의 "한국노동패널" 1~4차년도 자료와 통계청의 "경제활동인구조사"를 사용하여 분석한 결과, 학력이나 직업 경험과 같은 인적자본은 남성의 자영업 선택에 정(+)의 효과를 가지는 것으로 나타났고, 여성의 경우에는 직업 경험이 자영업 선택에 부(-)의 효과를 가지는 것으로 나타났다. 부동산 자산 소유는 고용주 선택에서만 유의한 것으로 나타난 반면, 금융 자산 소유에 따른 소득은 자영업 선택에 오히려 부(-)의 효과를 가지는 것으로 나타났다. 기업가적인 문화와 환경 조건을 반영하는 자영업 경험 여부 또는 부모가 자영업인가의 여부는 남녀 모두 유의하게 자영업의 선택 확률을 높이는 방향으로 작용하는 것으로 나타났다. 한편, 본 연구에서 가장 관심있게 검토한 실업률과 자영업 선택 간의 관계는, 우선 미시적인 분석에서 선택편의와 예상소득기회의 차이를 통제한 구조 모형에서 실업률은 유의하게 정(+)의 효과를 가지는 것으로 나타났다. 또한, 거시 분석에서도, 경기변동과 노동시장의 조건을 반영하는 실업률과 자영업 선택 간의 관계는 외환위기 이후 대체로 정(+)의 관계를 나타내는 것으로 나타나고 있어, 자영업은 실업에 대한 하나의 대안이라는 '밀어내기 가설'을 지지하는 것으로 나타났다. 이는 경기변동에 대응하는 자영업 선택에 관한 개인의 의사결정에서 자영업 선택에 따른 소득기회와 관련된 여러 가지 불확실성과 개인적 특성의 차이 등이 중요하게 작용하고 있음을 시사한다.

• 한국IT서비스학회지
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• 제13권3호
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• pp.165-181
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• 2014

This study proposes the accurate labor inducement coefficient (employment inducement coefficient/hiring inducement coefficient) of Korea software industry by analyzing the inter-industry relation using the modified inter-industry table. To rewrite the inter-industry table of Korea, some previous studies related to the inter-industry analysis were reviewed and the key problems were identified. First, in the current inter-industry table published by the Bank of Korea, the output of software industry includes not only the pure software related output but also the output of non-software section due to the misclassification of the industry. This causes the output to become bigger than the actual output of software industry. Therefore, if the inter-industry table is not modified, the labor inducement coefficient would be overestimated too much. Second, during rewriting the inter-industry table, the output is changing. The inter-industry table is the table in the form of rows and columns, which records the transactions of goods and services among industries which are required to continue the activities of each industry. Accordingly, if only an output of a specific industry is changed, the reliability of the table would be degraded because the table is prepared based on the relations with other industries. This possibly causes the labor inducement coefficient to be over or underestimated. This study tries to correct these problems to get the more accurate labor inducement coefficient of the software industry. First, to get the output of the pure software section only, the data from the Korea Electronics Association (KEA) was used in the inter-industry table. Second, to prevent the difference in the outputs during rewriting the inter-industry table, the difference between the output in the current inter-industry table and the output from KEA data was identified and then it was defined as the non-software section output for the analysis. The followings are the labor inducement coefficient obtained when the output is divided into the pure software section (package software, and IT service) and non-software section. As of 2011, the employment inducement coefficients of pure software section, package software section and IT service of Korea were 8.616, 13.998, and 7.773 respectively while the labor inducement coefficients of pure software section, package software section and IT service of Korea were 7.979, 13.332, and 7.083, respectively.

• 유통과학연구
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• 제14권5호
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• pp.91-96
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• 2016

Purpose - Although various studies have been conducted on the stress of service employees, there are still lack of studies regarding job stress and job satisfaction of call center workers. Especially there are quite few studies on the job stress according to employment type. This study focused on job stress and job satisfaction for call center employees and the correlation between the two factors and aimed to provide basic materials for seeking for the plans to reduce job stress and improve job satisfaction. Research design, data, and methodology - Frequency, percentage, and mean value were calculated through descriptive statistics in order to find out demographic characteristics, level of job stress, and job satisfaction. Differences in job stress according to employment type were calculated by using one-way ANOVA. Correlation between job stress and job satisfaction were identified through empirical analysis with Pearson's correlation coefficient. 150 materials were used for final analysis. The collected materials were analyzed to get statistics by using SPSS 20. Results - First, as for the job stress of call center workers, overall mean value was 2.54 in 4-point scales. Among the six sub-factors, job demands had the highest score, which was 2.67. Second, as for the job stress according to employment type, others showed higher score than mean value followed by contract job and full-time job in that order, in terms of job insecurity and organizational system. In terms of inappropriate remuneration, contract job showed higher score than mean value followed by others and full-time job. Third, as for the satisfaction with job, the mean value was 2.37 in 4-point scale and "very much satisfied" was only 3.3%. Lastly, in terms of job stress and job satisfaction, all sub-factors except for job demands showed significant correlation. The more job stress increased, the more job satisfaction decreased. Conclusions - First, as a result of analyzing job stress according to the employment type of call center workers, job stress increased more when the employment type was not full-time. Therefore, it was assumed that self-rescue efforts should be followed for effective employment management of call center business where contract employment takes most part as well as efforts to transfer them to full-time job. Second, decrease in job satisfaction of call center workers may affect the performance of an organization as well as service quality of the company providing the service. Therefore, various supports are required to decrease job stress and increase job satisfaction for call center workers through the expansion of rest area or break time. Third, I could recognize that there were lack of academic research on call center business in the whole service industry. Therefore, further research should be conducted more actively in the future. In particular, this study has special significance in the aspect that there were few studies on the job stress of call center workers according to employment type.

• 한국산학기술학회논문지
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• 제21권3호
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• pp.80-88
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• 2020

본 연구는 간호대학생의 자아존중감, 외모만족도, 전공만족도가 취업스트레스에 미치는 영향을 확인하기 위한 서술적 조사연구이다. 본 연구의 대상자는 P시에 있는 4개의 간호학과 재학생 194명을 대상으로 자료를 수집하였다. 수집된 자료는 SPSS WIN 22.0의 빈도와 백분율, 평균과 표준편차, Pearson's correlation coefficient, multiple regression을 이용하여 분석하였다. 본 연구의 결과 자아존중감 3.40±0.53점, 외모만족도 2.96±0.56점, 전공만족도 3.80±0.61점, 취업스트레스 2.23±0.75점으로 나타났다. 대상자의 일반적 특성에 따른 취업스트레스의 차이는 성별(t=7.40, p=.007), 전공선택동기(F=3.24, p=.023), 대학생활 만족도(F=16.722, p<.001)에서 통계적으로 유의하게 나타났다. 대상자의 취업스트레스는 자아존중감(r=-.433, p<.001), 외모만족도(r=-.307, p<.001), 전공만족도(r=-.534, p<.001)에서 부적 상관관계를 나타냈다. 즉 전공만족도가 높을수록 취업 스트레스가 낮아짐을 알 수 있었다. 대상자의 취업 스트레스에 영향을 주는 변수는 전공만족도(β=-.371, p<.001), 자아존중감(β=-.166, p=.026), 외모만족도(β=-.132, p=.045), 전공선택동기(β=.163,p=.006), 성별(β=.131, p=.033)이었고, 이들 변수의 취업스트레스에 대한 설명력은 35.6%이었다. 본 연구의 결과를 통해 간호대학생의 취업스트레스를 감소시키기 위해서는 전공만족도, 외모만족도, 자아존중감을 높이기 위한 취업역량 강화 프로그램을 개발하는 것이 필요하며, 이 외에도 다양한 영향요인을 탐색하기 위한 반복적 연구가 요구된다.

• 대한간호학회지
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• 제17권1호
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• pp.24-32
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• 1987

This study was designed to investigate the changes of nurses' role model, perceptions toward occupation, and self actualization value in terms of the phases of socialization process. Two hundred and sixty nine nurses working in clinical settings were randomly selected from 15 general hospitals despersed over Seoul and Kyungki province. Data were gathered by the standardized Perceptual Orientation Test, the Self-actualization Test, and Questionnaires on role models and phases of socialization process developed by the investigators from October 1985 to March 1986. The data were analysed by ANOVA and Pearson's Correlation Coefficient. The results were as follows: 1. The average time period required for the shift of phases of socialization process were; phase Ⅰ, role adjustment, took average 10 months of employment: Phase Ⅱ, interpersonal adjustment, 12 months: and Phase Ⅲ, role conflict, 15 months respectively. Conflict resolution, phase Ⅳ, began to take place 18 months of employment; and shifted to phase V, internalization and self-actualization at 25 months of employment. 2. Throughout 5 consecutive phase, the number of immediate superior nurse model was dominantly the highest among the role models. The number of head nurse role model increased at phase Ⅱ, phase Ⅲ, and phase Ⅳ. Respondents with school model in phase I tended to transfer to work model at phase Ⅱ. 3. The perceptions toward occupation were not significantly influenced by the Phases of socialization process. 4. The score of self-actualization value was not significantly influenced by the phases of socialization process. 5. In regard to perceptions toward occupation, nursing director model group showed significantly lower score in phase I (p<.01). 6. The comparison of self-actualization value between the 5 phases revealed significant difference in phase I: in particular among respondents with school model at p<.05. To conclude: 1. The phase Ⅲ of socialization process is the period of role conflict which occur at 15 months of employment, an6 conflict resolution, phase Ⅳ, begins at 18 months of employment on the average in clinical settings. 2. The immediate superior nurse and the head nurse are important role models for nurses all through their socialization process.

• 한국보건간호학회지
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• 제5권2호
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• pp.53-66
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• 1991

The Purpose of this study is to provide the basic data necessary for the high level of nursing service and the efficiency plan of nurse's man power by analyzing job satisfaction level of public health services. The study population included all public health services(118) in health care center within Jeon Buk province. A Survey was conducted to collect data by a self-administered questionnaire from September I to December B, 1990. A Forty item questionnaire was designed to elicit data concerning how nurses feel about the factors of job satisfaction. All the data were analyzed by means of percentage, mean, anova, T-test, Pearsen's correlation coefficient. The Results of this study were summerized as follows. 1. General characteristics of PHN : age: $33.9\%\;20\~29$ years old education level: $52.6\%$ professional nursing college marital status: $75.5\%$ married religion: $50.5\%$ protestant clinical experience: $40.7\%$ no clinical experience public health nursing career: $47.9\%$ low 5years 2. Influencing factor of Job satisfaction desired duration of employment: $65\%$ needed duration, $18.3\%$ lifetime duration motives of employment: $40.8\%$ no special motive of employment desired organ of leave: $19.3\%$ public health clinic 3. Level of job satisfaction with job satisfaction components. The level of job satisfaction showed an average score 3.39 out of 5.0. Job prestige 4.09 was the highest among the components of Job satisfaction and was presented organizational requirement 3.69, Human relationship 3.66, task requirement 3.36, Autonomy 3.10, pay 2.46. 4. Level of job satisfaction with general characteristics. General characteristics(age, educational level, manital status, clinical experience, public health nursing carrier, duties, lincense and qualification) and job satisfaction was no relationship. 5. Level of job satisfaction with Influencing factor. Duration of desired employment (p<0.01) and motives of employment(p<0.001) was presented. 6. Relationship composing factor of job satisfaction and level of job satisfaction 6 components of job satisfaction was related all of job satisfaction. organizational requirement (r=0.93). Autonomy (r=0.93), Human relationship(r=0.92), task requirement (r=0.90), job prestige (r=0.83), pay (r=0.81)

• 한국병원경영학회지
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• 제24권4호
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• pp.33-42
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• 2019

Purpose: many domestic welfare programs use the amount of health insurance premiums as a way of measuring individuals' income levels for administrative convenience. As health insurance reform has been made, we examines the income level is still appropriately measured by the health insurance premiums for the employment success package as one of domestic welfare program. Methodology/Approach: we investigate whether the upper limit of the premiums of the self-employed health insured is appropriate or not after healthcare reform, which currently calculated by multiplying the insurance premium of the employee based insured by the adjustment factor (1.2). Findings: we examined appropriateness of the adjustment factors by comparing the premiums before and after the healthcare reform by utilizing the national health insurance data as well as Korea Welfare panel data. We found that the new value of adjustment factor (1.0~1.1) is smaller than the current one (1.2). Practical Implications: to improve the equity between the employee and the self-employed insured after the health insurance reform, the adjustment factor should be lower.

• 한국콘텐츠학회:학술대회논문집
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• 한국콘텐츠학회 2016년도 춘계 종합학술대회 논문집
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• pp.387-388
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• 2016

Kwon (2015) was developed Employment Promotion Tool for Persons with Disabilities in the Aspect of the Quality of Life(QOL-EPAT). But its reliability and validity have not been verified yet. Therefore, this study aimed to verify the reliability, content validity and construct validity of QOL-EPAT. This study was conducted with a disability employment specialists. Period May to October 2015, six months, was distributed to collect the questionnaire. Reliability of QOL-EPAT was estimated using the internal consistency method; both the coefficient of Cronbach's ${\alpha}$ were over 0.7. Construct Validity; Construct validity was verified using structural equation modeling (SEM). Goodness of fit index (GFI), Adjusted goodness of fit index (AGFI), comparative fit index (CFI), tucker-Lewis index (TLI) and root mean square error of approximation (RMSEA) are the suitability indices of SEM. As the result, GFI=0.898; AGFI=0.844; CFI=0.961; TLI=0.949 and RMSEA=0.069. The validity was verified because the values of GFI, AGFI, CFI, TLI and RMSEA were within the goodness-of-fit range. Thus, impaired employs promoters of Japan also provided which allows for analysis of the policy by using a validated scale.

• 한국응급구조학회지
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• 제15권1호
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• pp.65-78
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• 2011

Purpose : We investigated the career choice and the employment preparation of emergency medical technology (EMT) students. The results of study will provide the base information about the consciousness for career choice and employment of the EMT students. Method : We conducted 1,586 surveys from 665 students at six four-year colleges and 921 students at seven three-year colleges, from Aug. 27th to Oct. 31st in 2010. The result was analyzed by SPSS 18.0 using description statistics, t-test, ANOVA, Scheffe and Pearson correlation coefficient. Result : The general characteristics showed male 50.2% and female 49.8%, and first grade 34.6%, second grade 27.4%, third grade 28.2%, and fourth grade 9.8%. The 53.9% of students had experienced the hospital training and the 44.8% did the fire station training. For the choice of job, there were the 61.8% student who hope to enter the employ in fire station or public service, while 25.7% students hope to be employed in hospitals. The reason for a wish job were 'majors-related job' in 18.2% students, 'employment stability' in 17.2% and 'hit on the aptitude and talent' in 16.7%, 'appropriate salaries' in 15.9%. In the questionnaire of the University what to assist you for job preparation, they chose the 'support for get major related license', 'support for officer exam preparation' and 'support of foreign language study' in 34.6%, 16.8% and 16.6%, respectively. For achieved licence, they had a driver's license in 53.9%, BLS (basic life support) provider in 20.3%, life guard in 16.2% and scuba in 8.8%. The statistically significant correlation was identified between the awareness of University that provides job information and one's career awareness (r= .203, p<.000), the awareness that University provide job information and one's confidence in employment (r= .236, p<.000), and one's career awareness and one's confidence in employment (r = .356, p = .000). Conclusion : The most of EMT Students are well conscious of the their future employment and has prepared career to be employed their preference job.

• 수산경영론집
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• 제42권1호
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• pp.85-96
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• 2011

We have done the input-output analysis to see the over all impact of flounder industry of Jeju region on the domestic economy of Korea. To do the input-output analysis, we have constructed the data set for the input-output table by using the existing data set in the "2003 input- output table of Jeju regional area" published by the joint work of Jeju branch of Korea bank and the Jeju Development Institute, together with some raw data provided by Jejudo Marine Fish-Culture Cooperative. We have also produced input coefficient of flounder industry by making flounder industrial sector exogenous, separated from intermediate demand. To summarize our empirical results, the inducement effect of production, value added, and employment of Jeju flounder aquaculture industry are 300 billion won, 116 billion won and 1,800 people respectively. In conclusion, the results of this study suggest flounder industry of Jeju region contributes powerfully to not only Jeju economy but also all over the Korea economy.