• 한국콘텐츠학회논문지
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• 제15권1호
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• pp.185-196
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• 2015

본 연구는 중고령 여성의 시간제 근로 실태와 그들이 시간제 일자리를 선택하게 되는 결정요인을 파악하고자 하였다. 더 나아가 중고령 여성 중 시간제 근로와 전일제 근로에 따른 노후준비수준 비교를 통하여, 중고령 여성의 시간제 근로조건 개선을 위한 정책 개발에 필요한 시사점을 도출하고자 하였다. 이를 위해 국민연금연구원의 국민노후보장패널조사 4차년도(2011년) 개인 및 가구자료에 직업력 자료를 결합한 자료를 활용하였다. 본 연구 결과에 의하면, 중고령 여성의 시간제 일자리 결정에 '직전 일자리형태'가 가장 큰 영향을 미치는 것으로 나타났다. 또한 본 연구 결과는 시간제 근로를 하는 중고령 여성이 노후준비수준 항목 중 가구소득, 임금소득, 공적연금 측면에서 전일제 근로를 하는 중고령 여성에 비해 매우 낮은 수준임을 보여주고 있다. 따라서 시간제 일자리 활성화 정책 수립 시, 중고령 여성의 공적연금 등을 포함한 사회보장 혜택과 임금수준 향상 및 근로조건을 개선하는 고용보호 장치가 강화될 필요성이 있는 것으로 분석되었다.

• Industrial Engineering and Management Systems
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• 제7권1호
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• pp.99-107
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• 2008

This paper is concerned with scheduling in Flexible Manufacturing Systems (FMS) using a Fuzzy Logic (FL) approach. Four fuzzy input variables: machine allocated processing time, machine priority, machine available time and transportation priority are defined. The job priority is the output fuzzy variable, showing the priority status of a job to be selected for the next operation on a machine. The model will first select the machines and then assign operations based on a multi-criteria scheduling scheme. System/machine utilization, minimizing mean flow time and balancing machine usage will be covered. Experimental and comparative tests indicate the superiority of this fuzzy based scheduling model over the existing approaches.

• Asian Pacific Journal of Cancer Prevention
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• 제16권8호
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• pp.3429-3434
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• 2015

Background: This study analyzed predictors of regular mammography performance in Korea. In addition, we determined factors affecting regular mammography performance in life-transition aged women by applying an attitude, social influence, and self-efficacy (ASE) model. Materials and Methods: Data were collected from women aged over 40 years residing in province J in Korea. The 178 enrolled subjects provided informed voluntary consent prior to completing a structural questionnaire. Results: The overall regular mammography performance rate of the subjects was 41.6%. Older age, city residency, high income and part-time job were associated with a high regular mammography performance. Among women who had undergone more breast self-examinations (BSE) or more doctors' physical examinations (PE), there were higher regular mammography performance rates. All three ASE model factors were significantly associated with regular mammography performance. Women with a high level of positive ASE values had a significantly high regular mammography performance rate. Within the ASE model, self-efficacy and social influence were particularly important. Logistic regression analysis explained 34.7% of regular mammography performance and PE experience (${\beta}=4.645$, p=.003), part-time job (${\beta}=4.010$, p=.050), self-efficacy (${\beta}=1.820$, p=.026) and social influence (${\beta}=1.509$, p=.038) were significant factors. Conclusions: Promotional strategies that could improve self-efficacy, reinforce social influence and reduce geographical, time and financial barriers are needed to increase the regular mammography performance rate in life-transition aged.

• 한국식생활문화학회지
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• 제9권2호
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• pp.159-170
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• 1994

Central commissary school foodservice operations' practices and their dietitians' job duties were assessed and compared with those of their counterpart of conventional school foodservice operations to find out strategies for early settlement and better management for commissary system. Survey qestionnaires consisted of general background, employees' work schedule and dietitians' job duties. 12 commissary schools(out of 22 existing in Korea) and 77 conventional schools from Kyungkido were participated in the survey. The results of this study can be summarized as follows: 1. Central commissary school foodservice was presently utilized at 5 schools from islands type, 11 schools from rural type, and 6 schools from urban type, consisting total of 22 commissary schools, and 52 satellite schools. 2. Dietitians were evenly employed with their experiences, 55.5% were those with less than 2 years of experience, 44.6% were those with more than 2 years of experience. 3. Commissary schools employed more full-time empolyees$(1.8{\pm}0.7)$ than conventional schools$(0.3{\pm}0.5)$, however as far as the production capacity was concerned, only the part-time employees played significant roles(p<.01). Regardless of the number of students, an absolute number of full-time employees were employed, and their duties were not carried out efficiently. The part-time employees of commissary schools performed more loaded work compared to their counterparts in conventional schools. 4. Out of the dietitians' foodservice duties, 'basic food service production$(3.9{\pm}0.7)$' were carried out adequately, whereas 'nutrition education and advertisement$(2.5{\pm}0.6)$' and 'administrative affairs and information related duties$(2.8{\pm}0.9)$' were not. In order to enhance their working capacity, systematic organizational reforms are imminent. 5. Survey results also showed that dietitians performed less duties at satellite school than at the central commissary. This indicates more systematic foodservice management practices are urgently needed.

• 한국콘텐츠학회논문지
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• 제18권5호
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• pp.612-634
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• 2018

본 연구는 기업에 근무하는 비정규직(시간제) 근로자를 대상으로 기업의 CSV 활동에 대한 인식이 조직 몰입과 직무만족에 미치는 영향을 분석함으로써 기업의 CSV활동의 중요성에 대한 시사점을 제시하는데 그 목적이 있다. 본 연구의 설문 조사는 국내 대기업에서 시간제 근로자로 근무하고 있는 구성원을 대상으로 실시하였고, 회수된 설문지 중 총 559부가 사용되었으며, 통계분석 방법은 SPSS 25.0 통계패키지를 사용하였다. 연구결과 기업의 CSV활동에 대한 인식은 직무만족에 정(+)의 영향을 미쳤다. 특히, CSV활동 인식과 조직몰입, 그리고 조직몰입과 직무만족의 관계에서도 각각 정(+)의 영향을 미치는 것으로 나타났고, 조직몰입의 매개효과와 자기효능감의 조절효과 역시 각각 정(+)의 영향을 미치는 것으로 나타났다. 본 연구가 함의하는 바는 기업의 CSV활동에 대한 인식이 중요하게 작용하는 바, 향후 기업에서는 다양한 영역에서 CSV활동을 진행하고, 비 정규직 조직 구성원이 적극적으로 참여하는 제도와 조직문화를 조성하는 것이 필요하다는 결과를 보이고 있다.

• 대한지역사회영양학회지
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• 제4권4호
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• pp.489-495
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• 1999

This study was conducted to investigate the weaning practice of 198 infants in Taejon city in October, 1998. Information on infant feeding and weaning practices were obtained by interviewing mothers in gynecologist and pediatric clinics located in Taejon. The results obtained were as follows : In the survey 37.4% of the infants were breast-feeding, while 31.3% of them were bottle-feeding and 29.3% of them were mixed-feeding. The reason for bottled-feeding was due either to the lack of breast-milk secretion or motner’s job. The educational level of the mother and maternal job affected the feeding methods before weaning. Lower rates of breast-feeding were found among mothers witn a lover level of education. The breast-feeding rate was lower in full-time and part-time job worker groups than in housewife. There was no significant difference in the feeding methods according to family income. Among the subjects, 71.5% of infants began to be weaned within 7 months. The onset of weaning was delayed in the full-time worker group. There was no significant difference in the onset time of weaning according to feeding method, the educational level of the mother, and family income. 60.6% of infants received fruit juice and 29.6% of them received cereals for first-given-supplementary food. ‘For baby’s nutritional status’ was the most common motivation for the onset of weaning. Commercially prepared foods were used more than home-made food for supplementary food.

• 대한인간공학회지
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• 제34권6호
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• pp.549-561
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• 2015

Objective: The purpose of this study was to investigate the job stress factors of mobile communication network construction workers using survey based on 'Job stress factors evaluation tool for Koreans' that was developed by KOSHA in 2003. Background: Due to the rapid growth of penetration rate of smartphone, the necessity of LTE service changing from 3G network was brought up. The demand of LTE network construction in a short period of time leads to the aggravation of the job stress of mobile communication network construction workers. Method: Two hundred and fifty workers who were in the mobile communication network industry participated in this study, and among them 206 responses were analyzed for this study due to the unreliability and insincerity of responses. The eight job stress factors which are physical environment, job demand, job autonomy, relation conflict, job instability, organizational system, inadequate compensation, workplace culture were analyzed. Results: The job stress factors of mobile communication network construction workers were compared to those of other industry workers, and other work related characteristics were analyzed. The results showed that the stress level of a physical environment and job requirement were relatively higher than those of manufacturing industry workers, meaning that mobile communication network construction workers have rough working conditions and increased amount of work due to the demand of LTE network construction. The stress level of physical environment for outdoor job workers was relatively higher than that of indoor job workers. With the analytical result for level of job satisfaction, significant difference was observed (p <0.05) with every factor, and the job stress was found the highest with those not satisfied with every factor Conclusion: From the results of this study, the work loss due to the job stress could be prevented, and accurate stress factors could be removed at the workplace. Application: The results of this study may not represent the whole mobile network construction workers, the effort for job stress management is needed to improve the work efficiency and the workers' quality of life.

• 산업노동연구
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• 제17권1호
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• pp.297-323
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• 2011

스웨덴 시간제근로가 주로 여성들의 일자리로 자리잡고 있음에도 불구하고 주변화되지 않고 좋은 일자리로 자리잡게 된 데에는 다음 세가지 조건이 가장 중요하였다고 판단된다. 첫째, 스웨덴에서 시간제근로는 고용유연화를 목적으로 한 것이라기 보다는 생계부양자 모형의 전환을 목적으로 한 포괄적인 일-생활 양립 프로젝트의 일환으로 확산되었으며 보육정책, 육아휴직정책과 긴밀하게 연계되어 시행되고 있다는 점이다. 둘째, 단시간근로 청구권을 바탕으로 한 전환형 시간제가 많아 종사상 지위의 측면에서 볼 때 전일제와 시간제의 지위 상 경계의 구분이 쉽지 않고 부가급여, 사회급여에서 차별적 대우의 근거가 없다는 점이다. 세째 EU근로시간 지침과 노동법, 단체협약에 의해 전일제근로의 노동시간에 대한 규제가 엄격하게 이루어지고 있어 시간제근로에 대한 수요가 크고 그와 함께 시간제근로의 초과근무를 엄격하게 통제하고 있어 시간제근로가 실질적으로 안착될 수 있었다는 점이다. 시간제근로가 스웨덴 여성들의 경제활동 및 생애과정에 미친 영향과 관련해서는 시간제근로가 여성 고용률을 증가시키는 데 기여했다는 데는 연구자들 간에 큰 이견이 없다. 1970년대 이후 시간제근로의 확산 과정을 보면 시간제근로는 기존에 경제활동을 하고 있던 전일제 여성근로자들을 시간제로 전환시킨 것보다는 경제적으로 비활동적이었던 여성들을 노동시장으로 끌어들인 효과가 훨씬 컸다. 시간제근로 확산 이후 스웨덴 여성들의 생애과정의 지배적인 패턴은 양육기 이전 전일제-양육기 시간제-양육기 이후 전일제로 양육기의 경력단절이 최소화된 패턴으로 대체된 것으로 평가된다. 성평등의 관점에서 볼 때 스웨덴의 시간제근로는 여성화의 문제, 여전히 온존하고 있는 성별직종분리의 문제 등 분리된 일자리라는 한계를 안고 있음에도 불구하고 여성들의 노동시장 통합도를 높이고 전일제로의 징검다리 역할을 하는 긍정성을 보여주고 있다.

• 디지털융복합연구
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• 제19권9호
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• pp.241-255
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• 2021

본 연구는 핵심어 카드 제작 및 수업시연 온라인 평생교육프로그램이 시간제 발달장애 근로자의 직장출근준비기술에 미치는 효과를 검증하는 데에 목적을 두어 실시되었다. 연구 대상은 시간제로 식당사업체에 근무하고 있는 세명의 발달장애 근로자들이며, 이들이 거주하는 가정과 지하철역을 실험 환경으로 구성하였다. 연구 방법은 단일대상연구를 사용하였으며, 이에 따라 기초선, 중재, 유지를 실험의 설계 조건으로 반영하였다. 연구 결과, 연구 대상들은 핵심어 카드 제작 및 수업시연 온라인 평생교육프로그램을 통하여 직장출근준비기술을 효과적으로 습득 및 유지한 것으로 나타났다. 연구 결과를 통해, 본 연구는 구성된 독립변인과 종속변인이 상호간에 갖는 유의미한 기능적 관계가 타당하다는 측면을 논의 및 결론지을 수 있었다.

• 실천공학교육논문지
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• 제12권1호
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• pp.101-108
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• 2020

KOREATECH has operated a Co-op program called 'Industry Professional Practice (IPP)' that allows students to work full-time in relevant industries for at least four months since 2012, and also developed a systematic performance evaluation model on the basis of Kirkpatrick's four-stage assessment model. This study aims to share KOREATECH's Levels 3 and 4 evaluation results which are clearly what practitioners and academic investigators of cooperative education want to know the most. For this purpose, a questionnaire survey was conducted for KOREATECH graduates and their superiors to examine influence of IPP experiences on employment and job performance. A total of 730 alumni who graduated within last 5 years participated in the survey, with 213 (29.2%) having IPP experiences, and 162 superiors rated their subordinates on seven performance criteria. The analysis results were mixed. On the one hand, employment rate of IPP participants was 89.7%, compared to 86.8% of alumni without field experiences. Participants of the IPP program were more satisfied with their salary and felt less unfair about their career and promotion opportunities than alumni without field experiences. On the other, superiors rated their subordinates without IPP experiences slightly more positively than IPP participants in terms of job performance. These contrasting results are judged to show strengths and weaknesses of the IPP program at the same time. The limitations of the study and future research directions are discussed at the last part.