• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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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.

• Journal of the Korean Association of Geographic Information Studies
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• v.11 no.4
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• pp.10-21
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• 2008

A forest functions classification map is an essential element for the management planning of national forests. This study was intended to make out the map at the stand level by utilizing the Forest Functions Evaluation Program(FFEP), developed by Korea Forest Research Institute. In this program, the potential of each function was evaluated in each grid cell, and then a forest functions estimation map was generated based on the optimum grid cell values in each sub-compartment unit. Finally, the program produced a forest functions classification map with consideration of the priority of the functions. The final forest functions classification map required for the national forest management planning made out overlapping those results which the rest of the forest classified referring priority functions classification map to national forest manager and classified according to the local administrative guidance and sustainable forest resources management guidance. The results indicated that the forest function classification using the FFEP program could be an efficient tool for providing the data required for national forest management planning. Also this study made a meaningful progress in the forest function classification by considering the local forest administrative guidance and sustainable forest resources management guidance.

• Research in Community and Public Health Nursing
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• v.7 no.1
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• pp.154-169
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• 1996

Parish nursing is a community health nursing role developed in 1983 by Lutheran chaplain Granger Westberg. An increasing emphasis on holistic care, personal reseponsibility for a healthy lifestyle, and changes in healthcare delivery systems have undoubtedly facilitated the establishment and nurturance of an innovative nursing role in the community. Parish nurses are functioning in a variety of church congregations of various denominations. The parish nurse is a educator, a personal health counselor, a coordinator of volunteers. The parish nurses helps people relate to the complexed medical care system and assists people to integrate faith and health. The autors conducted a study on pastor's expectations from parish nurses. Results of this study will be useful to those instrumental in planning, initiating, supporting, and evaluating a parish nurses program The research was done on 130 pastors in Taegue and Kyong Sang Buck Do, of various ages ranging from their 20's to 60's: and pastoring churches of various sizes, ranging from under 100 to over 300 members. 94.6% agreed that they needed a parish nurse on their staff; and 86.2% said they wanted to start a parish nurse program in their churches if certain basic conditions were met. The pastors responded that some would hire the nurses on a full-time basis(22.3%), a part -time basis (37.7%) or use volunteer nurses (40%). The pastors said they would expect the following from a parish nurse: health counselling (80.0%) regular health check-ups (78.5%) health care for the elderly (78.5%) health information and education (72.3%) hospice care (72.3%) visiting sick church members at home (69.2%) arranging and training volunteers to help the seek (59.2%) health care for expectant mothers (50.0%) introducing and taking people to health care facilities (46.2%) The pastors were surveyed about specific areas of health education they would want the parish nurse to teach(for example, high blood pressure and heart disease prevention and management(76.2%) ; stress management(74.6%); and diabetes prevention and management(73.8%). The pastors were surveyed about specific areas of health counselling they would expect the parish nurse to do (for example, drug abuse, (73.1), alcohol abuse(64.6%), marriage conflict(60.0%), recovery after the loss of a loved one(56.9%), and women's conflict with parents-in-law(53.8%). The pastors were surveyed about types of things they would want included in regular health check-ups, what they would want a parish nurse to do on home visits, and what they would want included in home care for the elderly. They were also surveyed on what kind of spiritual care they would like parish nurses to give. Most (90.7%) wanted their parish, parishioners to be involved in the parish nurses program as volunteers, and in a variety of ways(such as visiting sick in their homes(68.5%) and helping with housework(63.1%) and taking sick people to health facilities(60%). Parish nurses role, activities, and boundaries of practice should be continuously monitored and refined and a 'case manager' should be conceptualized as an additional or all-encompassing role. An initial parish / community needs and readiness assessment should be done prior to establishing a program to detemine if the congregation is ready, willing, and able to support such a position for at least a 2 to 3 year period.

• Journal of the Health Care and Life Science
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• v.9 no.1
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• pp.1-9
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• 2021

In this study, a model in which certification standards were added to the health information management practice program was studied and presented in order to understand the EMR certification standards implemented by the Korea Health and Medical Information Service. In the practice program, the certification standard function for patient information management was added to the health information management education system to practice and understand patient information management that corresponds to the functional standard of the EMR certification system. The EMR certification standard practice program for patient information management is composed of the following certification standards. registration number and personal information management, treatment reservation schedule management, personal information revision history management, identification of people with the same name, integrated management of multiple registration numbers, patient search by identification information, patient search by health care type, surgical procedure consent record and inquiry, record/inquiry of consent form for personal information use, display of life-sustaining medical decision information, registration/inquiry of external medical institution documents, registration and inquiry of external examination results. In this way, by operating and practicing the functions of the health information system according to the certification standards, it is possible to understand and practice the certification standards and details of patient information management in the functional area of the certification standards. In addition, since the function of the EMR certification standard can be checked, it will be possible to improve the management ability of the electronic medical record system of the health information manager in the medical institution.

• Korean Journal of Occupational Health Nursing
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• v.3
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• pp.71-85
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• 1993

The objective of this study is to describe the frequency of workplace health promotion activites. For this objective, questionaire was requested to 648 trainees of Korea Industrial Safety Corporation. Respondents' positions were safety manager, health care manager, or representatives of employee. Major findings are as follows: 1) Of responding workplaces, 66.2% supported the activities related to promote employees' health. The support rate was higher of Manufacturing and Tranport than others. And the lager workplaces had the higher support rate. 2) Most frequent activity is exercise program. But the prevalence of smoking cessation, stress management, nutrition education and women health care was very low. Major contents of support were to pay the cost of these activites and to equip the places or the facilities. 3) 24.9% had the non-smoking policy in the workplace. 98.6% equiped the places and facilities for employees. Mean number of facilities across all workplaces was 2.96 and that of exercise circles was 3.60. In conclusion, it was suggested that the stratege was needed to develop the Korean model for workplace health promotion on the basis of exisiting activites.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.22 no.2
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• pp.156-163
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• 2012

Objectives: The aim of the present study was undertaken to investigate the association between communication for chemical hazard information and characteristics of occupational safety and health managers. Subjects and Methods: We surveyed 78 occupational safety and health managers(64 male and 14 female) in 78 chemical manufacturing plants. Data were obtained using a self-reported questionnaire about size and type of company, products, communication system for chemicals and work-related characteristics of occupational safety and health managers. All analyses in this study were performed using SPSS program 12.0. Results: 64.1% of the study participants were occupational health managers aged 39.3 years on average and were graduated from college and university around 90%. 30.0% and of them were majoring in chemistry (engineering chemistry), 18.0% occupational health, 16% nursing and 30.0% others. Occupational safety managers were aged 39.4 years on average, 42.9% of them were majoring in chemistry (engineering chemistry), 21.4% environmental engineering, 10.7% occupational safety and 25% others. 86% of occupational health managers and 71.4% of occupational safety managers were classified as office job. Over 94% of the hazards information for chemicals were delivered by occupational safety and health managers, but about 28.2% workers preferred outside experts who have a profound knowledge about occupational safety and health and understandable. Occupational safety and health managers and workers had difficulties in understanding toxicological information, hazards identification, stability/reactivity, composition/information on ingredients, physical/chemical properties and ecological information. On multiple logistic regression analysis for the 16 heading of material safety data sheet, content of material safety data sheet was significantly associated with education level (odds ratio=0.286, 95% confidence interval=0.105-0.780). The hazard identification (odds ratio=3.947, 95% confidence interval=1.092-14.271) and toxicological information (odds ratio=0.841, 95% confidence interval=0.705-0.998) were significantly associated with type of occupation. Conclusions: This finding implies that the education level, type of occupation and speciality of occupational safety and health managers may affects hazards information delivery.

• The Journal of the Korea Contents Association
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• v.17 no.5
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• pp.602-612
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• 2017

The purpose of this study was to identify employees' perception of social and economic values that social enterprises pursue and to provide implications for the training of social enterprise workers. The main results are as follows. First, more than half of the social enterprise workers recognized that economic value and social value were equally important. In addition, the responsibilities of realizing corporate social values were somewhat higher than those of employees. The social value of the social enterprise should be pursued in preference to the value for the company and its members. However, efforts to set goals for the social value of social enterprises were lacking. Second, social enterprise workers generally had a high perception of economic value and recognized that the responsibility and effort of management was more important than the employees in order to realize economic value. Third, the higher the age of workers, the higher the importance of social value than economic value, emphasized the responsibility of the manager, and the less the work experience, the more important is the social value and the manager's responsibility. While commercial enterprise workers are highly aware of the importance of economic value, non-profit enterprise workers are highly aware of the importance of social value. In the future, it will be necessary to provide an educational support program that allows workers to recognize the social and economic value of social enterprises in a balanced manner. Efforts are needed to develop, monitor and monitor standardized measures for measuring the value of social enterprises.

• Journal of Korean Library and Information Science Society
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• v.52 no.3
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• pp.177-196
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• 2021

The purpose of this study is to analyze priorities of competencies and to find the direction of development of teacher librarian training and retraining program. A total of 238 subjects were used for the final analysis. They were analayzed using IPA, Borich's needs analysis and the Locus for Focus model. As a result, First, teacher librarians perceived that the importance and performance of teacher and manager competency were higher than information specialist and cooperative leader. Second, they needed competencies of data-science, coding, Internet of Things in the field of information specialist as changing educational environment. Third, they needed competencies of information ethics, copyright instruction, and digital and media literacy education in the field of teacher. Fourth, they needed competencies of facility designing for future education, online and offline school library marketing skills, and establishment of makerspaces and learning commons in the field of ibrary manager. Fifth, they needed competencies of library based instruction, library cooperative instruction, and building a collection related to subject in the field of cooperative leader. Sixth, the highest required competency for teacher librarians was suggested for teacher librarians' role area.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.8 no.8
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• pp.301-312
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• 2018

This The main objective of the study is to examine success clues of the firm influenced by top manager(Masayoshi Sohn) who belongs to Korean-Japanese third generation diaspora. A company's management style depends greatly on the value of its top manager, who also affects success and failure of the firm. SOFTBANK's management style could be influenced by the identity and values of Masayoshi Sohn. The results of the study are as follows ; firstly, his firm remains born-global firm owing to his global value rooted from his de-ethnification and studying in America. Secondly, the firm has challenge spirit owing to his experience of overcoming discrimination and repression during childhood time. and his role model 'Ryoma". Thirdly, there is a roly poly spirit in his firm because he has overcome complex coming from Korean-Japanese third generation diaspora. Finally, his company has human-oriented management philosophy because he has influenced a lot form his grand mother, Won-Cho Lee who emphasized much on human-beings. His identity and values have infiltrated Softbank's management style, which has led to the success of the company. This study will provide you with different viewpoints on the study for Korean-Japanese third generation diaspora. Especially, this study can be meaningful in which it is a study on the third generation of Korean-Japanese diaspora and the global corporations he is running since there are few such studies up to now.

• Journal of the Korea Convergence Society
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• v.5 no.4
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• pp.121-127
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• 2014

This study was executed to provide the basic data to prevent and manage the workers' metabolic syndrome (MS) in workplace by analyzing the health examination data of 1,152 workers at the ages from 19 to 34 and comparing the differences in MS prevalence, its components and living habits according to obesity. As a result, MS prevalence showed 8.9% in male and 1.5% in female respectively. MS prevalence according to obesity showed the differences that prevalence of male subjects without obesity was 1.6% and 21.7% with obesity and prevalence of female subjects without obesity was 0% and 12.5% with obesity. Components of MS according to obesity showed 4 factors except hypertriglyceridemia were significantly related with obesity in female subjects and all factors were significantly related with obesity in male subjects. With the above results, obesity is identified as the risk factor affecting MS prevalence and components of younger than 40 year old workers. Therefore, it is suggested health manager should consistently implement obesity management to prevent and manage the MS in working place and increase the workers' participation through the development and utilization of a web-based obesity management program considering space-time restriction and efficiently manage the MS.