• 한국사회복지학
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• 제69권1호
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• pp.147-174
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• 2017

본 연구는 사회복지 현장실습 대학생들을 대상으로 이들이 인식하는 실습생으로서의 권리를 살펴보고자 하였으며 특히 학습권 및 노동권 관점에서 이를 탐색해보고자 하였다. 이를 위해 초점집단 인터뷰(FGI) 방법을 활용하였으며 총 19명의 실습생이 참여하였다. 분석결과 사회복지 현장실습 참여 학생의 권리인식은 총 5개의 범주 및 18개의 하위범주로 도출되었다. 연구결과 첫째, 학교 및 실습기관은 실습생의 권리에 대한 인식이 부재하거나 미흡하였다. 둘째, 실습참여 학생들은 실습 현장에서 훈련생이자 노동자로서의 이중적 지위와 역할을 담당하고 있었으며 이로 인한 혼란을 느끼고 있었다. 셋째, 실습생들은 훈련생으로서 적절한 지도와 교육을 받지 못해 어려움을 경험하고 있었다. 넷째, 실습생들은 현장에서 실질적인 노동력을 제공하고 있음에도 불구하고 합당한 보상 및 안전문제 노출시 제대로 된 보호를 받지 못해 불안함과 부당함을 느끼고 있었다. 다섯째, 학생들은 실습생의 권리보호에 대한 인식 및 제도 개선을 위한 실습기관 및 학교의 적극적인 노력을 요구하고 있었다. 이러한 결과를 바탕으로 현장실습 학생들의 권리보호를 위한 개선방안을 논의하고 실습교육 향상을 위한 대안을 제시하였다.

• 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.