• Journal of Preventive Medicine and Public Health
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• 제31권1호
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• pp.112-126
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• 1998

혈중 ZPP 농도를 생물학적 모니터링 표지자로 사용하여 새로 설립되는 축전지 제조 공장에서 작업환경과 개인위생에 대한 개선조치의 영향을 관찰하기 위하여 연취급 근로자 100명을 대상으로 입사한 시기를 기준으로 3개의 군으로 구분한 후 채용시 측정된 혈중 ZPP 농도와 약 3개월 간격으로 12-18개월간 측정되어 보관된 기록 중 혈중 ZPP 농도 자료를 분석하였다. 각 군은 개선조치 시행전인 1987년 8월의 작업장의 기중 연 농도를 기준으로 $0.30mg/m^3$ 이상인 단위 부서들을 제 I 부서로, $0.30mg/m^3$ 미만인 단위 부서들을 제 II 부서로, 비교적 기중 연 농도가 낮을 것으로 예측되어 1988년 1월부터 새로 기중 연 농도가 측정된 단위 부서들을 제 III부서로, 그리고 작업장소가 일정하지 않고 이동하면서 근무하는 단위 부서들을 제IV부서로 대분하였고, 1987년 8월부터 약 6개월 간격으로 측정된 작업장의 기중 연 농도를 분석하였다. 또한 대조군 31명중 6개월째까지 관찰되었던 22명도 채용시와 6개월 후에 측정된 혈중 ZPP 농도의 변화를 분석하였다. 작업환경 및 개인 위생에 관한 개선조치를 1987년 8월 중순부터 시행하였으며, 주 1회 보건관리자를 통한 보건교육과 건강상담이 실시되었다. 부서별 기중 연 농도는 1987년 8월부터 약 6개월 간격으로 3회 측정된 결과, 제 I 부서는 처음에는 $0.365mg/m^3$였으나 작업환경개선조치 후 $0.216mg/m^3$, 1년후에는 $0.208mg/m^3$로 감소되었고, 제 II 부서는 처음에 $0.232mg/m^3$였는데 개선조치 후 $0.148mg/m^3,\;0.120mg/m^3$가 되었으며, 제 III 부서는 1988년 1월의 측정치가 $0.124mg/m^3$였고, 8월에는 $0.081mg/m^3$였다. 제 IV 부서는 1988년 8월에 $0.110mg/m^3$였다. 대조군에서의 혈중 ZPP 농도는 31명중 6개월째까지 관찰되었던 22명에서 채용시와 6개월 후가 각각 $16.45{\pm}4.83{\mu}g/d\ell$과 $17.77{\pm}5.59{\mu}g/d\ell$로 유의한 차이가 없었다. 공장이 가동되기 전에 입사한 A군에 있어서는 채용시 혈중 ZPP농도가 $17.36{\pm}5.20{\mu}g/d\ell$였고, 3개월째에는 $23.00{\pm}13.06{\mu}g/d\ell$였으며, 개선 조치가 시행된 직후인 6개월째에는 $27.25{\pm}6.40{\mu}g/d\ell$로 유의하게 증가되었고(p<0.01), 최고치를 나타내었다. 9개월째에 측정된 농도는 $25.48{\pm}5.17{\mu}g/d\ell$로 6개월째의 검사 농도보다 유의하게 감소된 결과를 나타내었다(p<0.05). 12개월째부터 3회의 측정치는 유의한 증가나 감소가 없이 대체로 비슷한 농도의 양상을 보였다. 공장이 가동된 후 개선조치가 시행되기 전에 입사한 B군의 경우에 있어서는 채용시에 혈중 ZPP농도가 $14.34{\pm}6.10{\mu}g/d\ell$였고, 개선조치가 시행된 직후인 3개월째에는 $28.97{\pm}7.14{\mu}g/d\ell$로 급격히 증가되었으며 통계적으로 유의하였다(p<0.01). 6개월째부터 4회의 측정치는 유의한 증가나 감소가 없이 비슷한 농도의 양상을 보였다. 개선조치가 시행된 후 입사한 C군에서는 채용시 혈중 ZPP 농도가 $21.34{\pm}5.25{\mu}g/d\ell$였고, 입사한 후 3개월째에는 $23.37{\pm}3.86{\mu}g/d\ell$로 유의하게 증가되었으며(p<0.01), 6개월째에는 $23.93{\pm}3.64{\mu}g/d\ell$의 농도를 보였고, 9개월째에는 $25.50{\pm}3.01{\mu}g/d\ell$로 유의한 증가를 보였다(p<0.01). 계속하여 3개월 뒤 측정된 12개월째에는 그 농도를 계속 유지하였으며, 서서히 증가하는 경향을 보였다. 부서별 비교에서 근로자들의 혈중 ZPP 농도는 기중연 농도와는 비례하지 않았고, 기중 연 농도가 제일 높은 제 I 부서에서 오히려 더 완만한 증가를 보였으며, 기중 연 농도가 제일 낮은 제III부서에서 다른 부서보다 더 급격히 증가되는 것으로 나타났다. 이상의 결과들은 기중 연 농도와 혈중 연 농도 및 혈중 ZPP농도에 대한 모든 정보를 근로자들에게 알려줌으로써 상대적으로 높은 기중 연 농도를 나타내는 부서에 근무하는 근로자들이 보호구 착용과 개인위생에 대한 개선조치에 더욱 철저히 참가하게 되었다고 생각되며, 개인위생 및 보건교육, 상담 등의 건강증진 프로그램이 초기부터 집중적으로 실시되었기 때문이라고 생각된다. 따라서 작업환경 개선에 대한 효과도 중요하나, 개인 위생 관리, 개인보호구착용 교육 및 보건 관리의 효과도 상당히 반영된 것으로 생각된다.

• 환경위생공학
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• 제13권1호
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• pp.123-134
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• 1998

The study was performed to investigate the differences among various evaluation criteria for noise-induced hearing loss(NIHL). The subjects were 100 workers who had received detailed audiometric examinations after the periodic annual examination for hearing loss. The evaluation criteria included were as follows: The criterion I was NIHL of 50dB or greater at 4,000Hz in either ear which is one of the legal requirements for determining occupational hearing loss in Korea. The criterion II was NIHL of 40dB or greater by 4-divided classification(a+b+c+d/4 at 500Hz(a), 1,000Hz(b), 2,000Hz(c), 4,000Hz(d)) which is also one of the legal requirements for determining occupational hearing loss in Korea. The criterion III was NIHL of 31dB of greater by 6-divided classification(a+2b+2c+d/6) which is the workers' compensation standard. The criterion IV was NIHL of 40dB or greater by 6-divided classification(a+2b+2c+d/6), the criterion used to prohibite workers to be employed in the noisy workplace. The criterion V was NIHL of 40dB or greater by 3-divided classification(a+b+c/3) which is the guideline of the Japanes Labour Department. The results were as follows; 1. The percentage of workers with NIHL by the criterion I was the highest(96%) and covered all workers with NIHL diagnosed by other criteria. Therefore, this criterion was the most sensitive one for early detection of NIHL among various evaluation criteria. 2. The percentage of workers with NIHL by the criterion II was 29% of the subjects, but all of them could be diagnosed as having NIHL by the criterion I and 33.1% of the NIHL by the criterion III could not be covered by the criterion II. Thus, this criterion was not considered suitable as an initial step for determining occupational hearing loss. 3. The percentage of workers with NIHL by the criterion III was 45% of the subjects. This percentage was 46.9% of the NIHL by the criterion I and was estimated to cover 3.6% of all noise exposed workers. 4. The percentage of workers with NIHL by the criterion IV was 28% of the subjects, but 37.8% of the NIHL by the criterion III and 70.8% of the NIHL by the criterion I were not covered by the criterion. Therefore, these workers could have been employed in the noisy workplaces. 5. Employed relocation which was one of the post management methods was an option in the criterion I in Korea and in the criterion V in Japan. The number of NIHL by the criterion I was 6.7times greater than that by the criterion V. Thus, although employee relocation was not used exclusively, many more workers with NIHL could have been relocated. In conclusion, this study revealed that the criteria being used for managing occupational hearing loss showed a lack uniformity among them. In addition, since these criteria are all relied on the total threshold shifts caused by the noise exposure at the time of hearing test with no consideration given to the past noise exposure history nor age, it can be said that they are not an effective tool for occupational hearing loss management. Since legal requirements are usually followed after being diagnosed as having NIHL, it is recommended that a uniform diagnostic criterion should be used to minimize confusion. Pre-employment hearing tests should also be utilized so as to managing occupational hearing loss after employment rather than being used as a legal roadblock of prohibiting workers with mild hearing loss from being employed. Thus, what is needed is an establishment of a rational criterion for occupational hearing loss management rather than for legal requirements.

• Journal of Preventive Medicine and Public Health
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• 제16권1호
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• pp.59-65
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• 1983

구미공단내의 체용신체검사자 및 근로자 정기건강진단시 남자 1,060명과 여자 818명을 대상으로 피검자 본인이 인지하고 있는 신장 및 체중과 실측체중 및 실측신장과의 오차에 영향을 줄 수 있는 변수를 연령, 실측신장, 실측체중, 비체중, 교육수준, 취업상태 및 혼인상태로 구분하여 cross-tubulation, 회귀분석에 의한 상관계수 및 분산분석에 의한 검정을 하여 분석하였다. 신장은 남녀 공히 실측치보다 크게 표현하였으며 체중은 실측치보다 남자는 높게 여자는 낮게 표현하였지만 그 오차는 평균 1% 미만으로 적었다. 연령에 있어서 체중은 남자가 $20{\sim}29$세군과 여자 40세 이상군에서 가장 정확한 체중을 표현하였으며, 남자는 연령이 높아짐에 따라 점차 실측치보다 무겁게, 여자는 연령이 낮아짐에 따라 점차 가볍게 표현하였다. 실측체중이 남자는 $60{\sim}64kg$군에서, 여자는 49kg이하군에서 정확하며 남여 공히 체중이 무거울수록 실체중보다 가볍게 표현하였으며 남자는 75kg 이상군에서 4.25% 적게, 여자는 65kg 이상군에서 4.06% 적게 나타났다. 비체중이 $100{\pm}10%$군인 경우 남녀가 가장 정확한 체중을 알고 있으며 비만에 가까울수록 실체중보다 적게 표현하였다. 교육수준이 높을수록 정확한 체중을 표현하나 국졸군에서 가장 정확함을 보인 것은 좀더 정신보건면에서의 연구 관찰이 요망된다. 신장에 있어서 가장 정확한 군은 최상위 실측신장군에서 남녀 공히 나타났으며 신장이 적어질수록 실신장보다 점차 크게 표현하였다. 여성 체중에 영향을 주는 인자 중 유의하게 나타난 변수는 비체중, 실측체중, 연령, 교육수준 및 취업상태이며 여자 신장에 영향을 주는 인자 중 유의한 변수는 실측신장, 실측체중 및 교육수준으로 나타났으며 한국여자는 신장보다 체중에 관심이 있음을 나타내고 있다.

• 한국식품영양학회지
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• 제21권4호
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• pp.562-571
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• 2008

The principal objective of this study was to assess dietitian's awareness and performance with regard to food suppliers' selection guidelines and purchase guidelines for the receipt of safe food materials. A questionnaire was administered to 203 dietitians working at an elementary school in Gyeonggi North province, and 190 responses were ultimately returned. Excluding responses with incomplete answers and significant missing data, 161 responses(79.3%) were ultimately utilized for data analysis. We determined that meat/poulty and seafood were purchased mainly by manufacturer's branch(59.8% and 78.3%), and processed food and kimchi were generally purchased by producer's cooperatives(47.7% and 44.9%). 78.3% of the contracts were made via informal purchasing and the frequency of contracts was less than 3 times per year(53.4%). Market studies were conducted individually(54.7%), and by group(47.2%). Dietitian and parents volunteered(50.3%) or dietitians, and school and foodservice staffs(45.3%) participated - together in receiving and inspection. School contracted with $4{\sim}5$(39.1%) and $6{\sim}8$ food suppliers(29.8%). Dietitians(42.3%) or school councils(40.2%) evaluated food suppliers once per semester(60.2%). The majority of dietitians(96.3%) conducted sanitary education for food suppliers once per semester (68.3%). All 13 guidelines which were usually used to evaluate food suppliers were thought to be important(more than 4) based on a 5 scale(1: never important, 5: very important). Among them, 'sanitary storage status of food products(4.85)', 'have a chill car(4.83)' and 'proper control of refrigerator, freezer and storage room(4.81)' were the most crucial guidelines. As dietitians evaluated food supplier's-observances of 13 guidelines, 'have a chill car(4.89)', 'hold medical examination of employees(4.89)' and 'hold liability insurance for handling product(4.80)' were fulfilled relatively well. The guidelines for conducting education for their employees(4.45) and keeping their establishment and equipment sanitary(4.79) were important, but were not observed well(3.39 and 3.37). Additionally, the difference between the importance and the observance score of the 'HACCP certificate' were fairly significant(4.44 and 3.54). Dietitians tended to report that purchasing management related to the removal of foodborne illness factors(4.71), return confirmation(4.50) and purchase specification(4.32) were important. The difference between importance and performance was highest in the process of changing food suppliers when the contracts were violated more than three times. Dietitian's age, education work experience and employment type had no observable effects on how important they considered purchase management to be, but their work experience significantly affected performance in terms of the removal of foodborne illness factors(p<0.05). As supplier management is the most critical factor, it is clearly desirable to educate suppliers at specialized training centers and to supervise suppliers in accordance with the established sanitary guidelines.

• 한국도서관정보학회지
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• 제47권2호
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• pp.71-98
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• 2016

우리나라의 사서자격증 발급을 위한 교육기관은 전국 문헌정보학과, 사서교육원, 학점은행제 등이다. 그러나 교육기관마다 질적 수준과 교육내용이 다르며, 자격증 발급 교육프로그램에 대한 검증방법이 없어서 전문성이 높은 사서를 양성하는데 한계가 있는 것으로 지적되고 있다. 이에 본 연구에서는 국내외에서 시행되고 있는 학과 또는 교육프로그램의 인증제도에 대해서 살펴보고, 인증제도가 지향하는 바가 무엇이며 어떤 목적과 기준을 가지고 있으며, 평가내용은 무엇인지 등을 구체적으로 분석해 보고자 하였다. 그 결과, 교육과정 인증제도를 도입하게 될 경우 인증제도 도입관련 도서관법 개정을 포함하여 관련 시행령의 대폭 개정, 인증기관 선정, 인증기준 및 절차 수립, 서류심사 및 인증실사관련 내용 개발, 인증의 효과 제시, 자격증별 인증기준 개발 등이 선행되어야 할 것으로 분석되었다. 지난 20여 년 동안 논의가 되고 있는 사서자격제도의 개선은 현 정부의 구조개혁, 사서자격자 배출급승, 인력수급불균형으로 인한 취업률 저하, 이로 인한 4년제 문헌정보학과의 존폐위기로 이어지는 현 문헌정보학계의 시급사안이므로 더 이상 미뤄서는 안 될 것으로 보인다.

• 한국치위생학회지
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• 제9권4호
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• pp.633-643
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• 2009

Objectives : This study is aimed to help the dental hygiene department students to improve their adaptive ability to the field work by letting them know the performing levels required of the job world, by renovating the knowledge-centered curriculum, and by finding out the core competencies needed for successfully performing their duties and tasks in the work field. Methods : The survey tool was recomposed through the examination of the preceeding studies on basic vocational competencies and skills, and the survey has been done to 200 dentists in Seoul and Gyunggi provice. Results : 1. As for the job-getting routs, 35.1% of them finds their jobs through the job portal sites, and 21.3% through the recommendation by professors. So we can see the meaningful difference in the employment ways. 2. Dental hygiene clinics think that the purpose of their cooperation with the colleges is mainly to secure human resources by requiring the colleges to give field-centered education the colleges through. 3. The clinics for dental hygienic students' field learning have a great power for hiring the students. So it is necessary to set up a good management system of the clinics for dental hygienic students' field learning in order to reinforce the students' competitive power in getting jobs. 4. The priorities in basic working abilities needed for the task performance are in the order of vocational responsibility, self-managing & developing ability, interpersonal skill, and problem solving ability. 5. The core competencies required of those who graduate from dental hygiene school show the following scores by Likert measurement; good personality and vocational consciousness 2.16(${\pm}.677$), understanding power of major-related knowledge 2.19(${\pm}.723$), field adapting ability 2.31(${\pm}.748$), get-along-with ability 2.32(${\pm}.799$), interpersonal skill 2.42(${\pm}.768$), and self-development ability such as getting certificates 2.43(${\pm}.729$). Among the core competencies, the only meaningful factor which influences on their satisfaction measurement has been identified as the professional ability related to the major. Conclusions : The results suggest that the knowledge and skill related to the major are core competencies of able human resources and closely related with the professionality of the job, and so they are very important. However, job basic abilities are also proved to be important, which reinforce the students' activeness, self-regulation, and creativeness, and help them to pursue their lasting growth in their abilities.

• 한국경제지리학회지
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• 제19권2호
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• pp.173-188
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• 2016

본 연구에서 필자들은 동아시아 최초의 수출자유지역인 대만의 가오슝 가공수출구(Kaohsiung Export Processing Zone; KEPZ)의 설립이 1960년대 냉전시기 지정-지경학적 이해관계의 타협의 결과라고 주장한다. KEPZ는 국민당(KMT) 정부로 하여금 국유화된 산업분야를 축소시키고 사기업을 육성하며 해외투자를 장려하도록 만들기 위해 미국 원조 기관이 권고한 자유화 정책 중 일부였다. 국민당 정부는 미국의 이러한 정책적 권고를 전면적으로 수용하지는 않았지만, 냉전 지정-지경학의 조건 하에서 미국의 요구를 완전 거부할 수는 없어서 미국 권고안의 일부를 선택적으로 수용하여 이행하였다. 특히, 국민당 정부는 1) 미국이 요구한 사기업 활동에 대한 자유화와 2) 국가의 영토적 통제권 유지를 위한 국민경제에 대한 지속적 규제 사이에서 타협을 추구하였고, 그 결과가 KEPZ를 설치하는 것이었다. 즉, 국민당 정부는 KEPZ의 설치를 통해 미국으로부터의 지정학적 지원을 잃지 않으면서도, 1960년대의 새로운 국제적 노동분업으로 인해 생겨나는 지경학적 기회도 동시에 잡으려 하였다. 특구가 이러한 지정-지경학적 이해가 타협하는 공간이라고 생각하게 되면, 국가의 산업화를 위한 장기적 안목 하에서 계획합리성을 가진 발전주의 국가가 고용기회의 확대, 해외투자 유치, 수출의 증가 등과 같은 경제적 목표를 달성하기 위해 가공수출구를 설치하였다는 전통적인 기능주의적 주장에 대해 우리는 비판적으로 재검토해야 할 필요성에 직면하게 된다.

• 한국항해항만학회지
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• 제36권3호
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• pp.205-213
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• 2012

본 논문은 내항상선 선원의 수급 안정화를 기하여 연안해운의 발전을 도모하기 위하여 구체적으로 내항상선 선원의 수급실태의 분석을 통해 향후 내항상선 선원의 수요 전망을 예측하고자 하는 것이다. 연안 해운기업의 경쟁력 강화에 있어서 선원수급과 선원인력양성의 필요성을 인지하고, 특히 인력수요예측의 정밀성을 높이고 지속적이고 피드백이 가능한 예측 프로세스를 모색하는 것은 현재 연안해운기업의 열악한 선원인력관리의 어려움을 극복하기 위한 단초로서 현재 시의적절한 연구주제가 될 것이다. 향후 내항상선 선원의 수요부문에서 선박 척수의 변화에 따른 시뮬레이션 결과, 증가율 기준을 0.1%~1% 폭의 수준을 상정할 경우 7,879~8,258명으로 예측되었다. 이는 2009년 현재 7,831명 수준에서 매년 약 20~430명의 추가 인력이 투입되어야 함을 의미한다. 일반적으로 5년 내지 10년 단위로 단속적으로 예측치를 제시하는 방법은 예측의 사후추적이 부실한 관계로 예측정확도가 떨어지기 쉬운 점을 선행연구 검토 부분에서 확인하였으며, 본 연구와 같이 현황자료를 기초로 예측치와 실제치의 차이에 대한 피드백을 위해 매년 평가를 실행하고 그 결과를 차기년도 예측에 반영하는 접근방법을 도입한다면, 선원인력의 수급에 대한 예측정확도를 높일 수 있을 것이다.

• 한국치위생학회지
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• 제18권4호
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• pp.477-488
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• 2018

Objectives: The purpose of this study was to investigate career competency, tasks, and job satisfaction of public servants, public institutions, and researchers. Methods: The survey was conducted about career competency, job satisfaction, and satisfaction on work life. Next, they interviewed on the characteristics of each job by two or three dimensions. The following conclusions were obtained from July to August 2017. Results: Career competencies were GPA with 3.87, 818 points of TOEIC score, and ITQ certification. Public servants required the information on literacy skills for employment and job performance, while civil servants need more than one year of clinical experience in the dental hospital. The non-commissioned officer needed a written test and fitness training. The health insurance review and assessment center required more than one year of experience from general hospital or medical institutions. Researchers required a research career, language skill, and professors required research and teaching experiences with clinical experience more than three years. The main job tasks were as follows; for public servants, they were official document processing and community projects. For the civilian workers and military/noncommissioned officers, they were medical assistant and administrative works. The employees of the health insurance review and assessment service are examining the medical expenses and the medical examination, the researchers are experimenting, researching and writing articles, and the teaching staff are lecturing and conducting individual research. Conclusions: The results of job satisfaction survey showed that occupational satisfaction was the highest in civil servants, researchers, and teaching professions. Job security was the highest in health workers and health inspectors' evaluation centers, and time vacancy was the highest in civilian workers and military/noncommissioned officers. If you want to work in such an institution, you should prepare elements that match your basic literacy and job specific characteristics. And we should try to increase the satisfaction of work even after work.

• 한국학교보건학회지
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• 제13권1호
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• pp.131-145
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• 2000

For the purpose of strengthening Dental Hygiene students' confidence and motivation in the Dental Hygiene Department and helping construct proper professionalism, survey on Dental Hygiene students' consciousness of attitude to and satisfaction of the course, career plan and occupation mind set was carried out. 530 three year students in 8 Dental Hygiene academies in Seoul and Kyonggi province were questioned. The results of the survery are as follows:. 1. Dental Hygiene students' motives consisted primarily of employment and a desire for professionalism 25% of them entered the course after one failure in the entrance examination and 17% had family members engaging in the dentistry field 84%, the largest portion, were from an academic high school. 24% had some knowledge of Dental Hygiene, which they had acquired from seniors, friends, and teachers. 2. Patient care and treatment assistance related matters were not considered important in the course. The weak points of the course turned out to be education in computers and foreign languages, but the weakest was the ability of patient care during clinical training. 53% had experiences had thought of changing their major while in the course because it didn't match their aptitude and interest. 3. As for a career after graduation, 49% worried about it Most students wanted to work at a dental hospital or general hospital, The most favored duty was coordination or reception or oral disease preventive work. They wanted to work untill they had a stable living. 68% answered they would get a job at an oral clinic and 70% said they would continue studying for self-realization. 4. Satisfaction with the major was high in students whose aptitude and interest matched the course, who had background knowledge of the major, and who. didn't think of changing the major but would continue studying resulting in statistically slight difference(p<0.001). As to satisfaction with the faculties, it was high in the students whose aptitude and interest matched the major and who didn't think about a career after graduation showing a slight difference(p<05, p<0l). As for satisfaction with clinical training, students whose aptitude and interest matched the major and who didn't consider changing the major answered positively showing a statistically slight difference(p<.001, p<.01). As to satisfaction with the course, it was high in the students who entered with aptitude and interest, who had preliminary knowledge, who didn't consider changing the major, and who didn't think about a career after graduation showing a statistically slight difference(p<.001, p<.05). 5. Occupation mind-set was positive for students who entered with interest and aptitude, who had preliminary knowledge, and who had not considered changing the major showing a statistically slight difference(P<.001). The higher the satisfaction with the major, faculty and clinical training was, the more positive the occupation mind-set was(p<.001).