• 보건행정학회지
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• 제33권4호
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• pp.457-478
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• 2023

Background: This study aims to contribute to the adjustment of the appropriate doctor manpower by analyzing the distribution, supply and demand, and estimation of the doctor manpower. Methods: This study utilized the medical personnel data of the Ministry of Health and Welfare, population trend data of the National Statistical Office, and health insurance benefit performance data of the National Health Insurance Service. Based on 2021, we compared the number of doctors in actual supply and the number of doctors in demand according to the amount of medical use by gender and age for 250 regions. Logistic regression analysis and scenario analysis were performed to estimate the future medical workforce by considering the demand for doctors according to the future demographic structure, the size of the quota in medical schools, and the retirement rate. Results: There were 186 regions in which the supply of doctors was below average, and the average ratio of the number of doctors in supply to demand in the region was 62.1%. Conclusion: In order to increase the number of active doctors nationwide to at least 80%, 7,756 people must be allocated. The number of doctors in demand is estimated to decrease after increasing to 1.492 times in 2059. The future projected number of doctors is expected to increase to 1.349 times in 2050 and then decrease taking into account the doctor quota and the retirement rate.

• 한국병원경영학회지
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• 제28권4호
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• pp.23-32
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• 2023

Purposes: Caregivers are placed in a poor working environment because there is no special legal basis or definition in the current medical system, and they have difficulty in supplying manpower due to frequent job change and retirement. Therefore, this study aimed to find out the effect on job consciousness, job stress, job satisfaction, and turnover intention of caregivers in nursing hospitals for the elderly. Methodology: In this study, a survey was conducted from May 2nd to 16th, 2022, targeting caregivers with more than 6 months of work experience working at 10 nursing hospitals in D City. Data were collected through convenience sampling, and a self-administered questionnaire method was used, in which subjects filled out a questionnaire. A total of 240 questionnaires were distributed, and 220 copies were considered for the final analysis after excluding non-response or inappropriate questionnaires for data use. Data analysis used t-test, ANOVA, Pearson's correlation coefficient, and multiple linear regression analysis, and the main results are as follows. Findings: Job stress and job satisfaction showed a significant correlation with the level of turnover intention, and were also found to be major determinants. On the other hand, among the occupational characteristics of the study subjects, employment type, job motivation, service period, number of patients, injury experience, and license status showed a significant difference from turnover intention. Conclusion: As a result of the above research, in order to prevent job turnover and retirement by improving job stress and job satisfaction of caregivers engaged in nursing hospitals, it is necessary not only to legalize caregivers, but also to secure an appropriate level of caregivers for nursing hospitals and improve specific treatment for caregivers. Ultimately, a policy alternative that can provide quality nursing service is required.

• 한국산업보건학회지
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• 제31권2호
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• pp.119-127
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• 2021

Objectives: We aimed to find the relationships between employment status and hs-CRP level among Korean wage workers using the 2016 Korean National Health and Nutrition Examination (KNHANE, revised). Methods: This study was conducted on 1,937 daytime wage workers over the age of 19 and within a normal weight range (18.5≤BMI≺25). Regular workers were defined as those granted an employment guarantee until reaching retirement age, and non-regular workers were defined as temporary, non-typical, dispatched, short-term workers and contractors. For hs-CRP, three divisions were classified as recommended by the Centers for Disease Control and Prevention (CDC) and American Heart Association (AHA) with less than 1.0 mg/L indicating low risk of cardiovascular disease, above 1.0 mg/L and below 3.0 mg/L considered moderate risk, and more than 3.0 mg/L indicating high risk. To find the relationship between work type and hs-CRP level in Korean wage workers, multinominal logistic regression analysis was performed. Results: For non-regular workers, the odds ratio of the cardiovascular moderate-risk group and cardiovascular high-risk group was statistically significant compared to regular workers. After adjusting for factors such as gender, age, subjective health status, income, education, smoking, and physical labor, the odds ratio of the cardiovascular high-risk group was statistically significant. Conclusions: In this study, the relationship between non-regular workers and high hs-CRP level was examined. Based on this, institutional strategies should be pursued to prevent and manage cardiovascular disease among non-regular workers.

• 한국인구학
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• 제30권2호
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• pp.45-69
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• 2007

본 연구는 개인의 주관적 건강상태 판정의 국가간 차이에 주목한다. 주관적 건강상태는 기본적으로 객관적 건강상태에 영향을 받지만, 이를 해석하는 태도나 주관적 신념의 영향을 받아 최종적으로 형성되는 판단이라고 본다. 그러므로 주관적 건강상태의 국가별 차이는 (1) 객관적 건강상태의 차이와 (2) 개인의 태도나 신념체계에 영향을 미치는 사회 문화적 특성의 차이의 결합으로 이해되어야 한다. 2006년에 새로 구축된 '고령화연구패널조사' 자료와 유럽 3개국의 고령자조사 자료를 비교한 결과, 우리나라 고령자가 유럽의 고령자에 비하여 자신의 건강상태를 부정적으로 판정하는 경향이 강하다는 사실을 확인하였다. 본 연구에서는 이러한 사실을 두 가지 방식으로 설명하였다. 첫째, 만성질환 여부나 일상생활 수행능력의 영향을 통제하고 보더라도, 우리나라 고령자의 주관적 건강상태 판정은 독일과 스웨덴, 이태리에 비하여 현저히 부정적이다. 둘째, 만성질환 여부나 일상생활 수행능력 정도와 같은 객관적인 건강상태의 수준은 주관적인 건강상태에 영향을 미치는 것이 분명하지만, 그 정도는 국가마다 다르다. 우리나라에서는 만성질환이 있는 경우, 이로 인하여 주관적 건강상태를 부정적으로 평가하게 되는 정도가 다른 나라보다 심한 것으로 보인다. 그 원인이 무엇인지는 후속연구의 주제로 남긴다.

• KDI Journal of Economic Policy
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• 제41권2호
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• pp.41-58
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• 2019

Health capacity to work for the elderly is an essential piece of information for designing social policies in an aging society. Here, we assess the health capacity to work of older men in South Korea and provide a cross-country comparison. Following the methodology proposed by Milligan and Wise (2012), which uses the cohort mortality rate as a proxy for overall health status, we quantify the additional employment capacity of current older men in reference to the mortality-employment relationship of a generation ago. Despite the high employment rate of older men in South Korea, we find substantial additional employment capacity among older men (those aged 55 or more) as of 2016 comparable in size to those found in other advanced countries. We also find evidence that older men are not merely capable of working but are also willing to work, and many of them are increasingly combining pension income and work. These findings suggest that labor supply disincentives for older men embedded in public pension systems in South Korea need to be thoroughly reexamined and adjusted accordingly lest they should inhibit the labor supply of older workers.

• 유통과학연구
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• 제13권11호
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• pp.69-77
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• 2015

Purpose - Economic status at an early stage of life after one's retirement is often determined by the long-term sacrifice of one's earlier consumption tendencies. In general, the first and foremost way to secure income after retirement is through annuity savings. People sign up for personal annuity savings in order to guarantee a stable economic life upon retirement, and such actions may be heavily influenced by self-efficacy. Confidence in current economic activity is a source of rational decision-making. Inability to achieve self-control can lead to reckless spending and the eventual hindering of proper investment for the future. This paper examines how self-efficacy and self-control affect the intention and action of enrolling in an annuity savings plan in relation to one's level of financial literacy. Research design, data, and methodology - To analyze the proposed model, this study investigates financial consumers over the age of 20. The data were collected from 511 respondents and analyzed with SPSS 21.0 and AMOS 21.0. First, for the one-dimensional test and to measure the convergent validity of each structure, we use the scale purification process. The results of the test and the confirmatory factor analysis ensure the focus of the validity of the single dimension for each structure. In addition, the validity of the measurement was guaranteed from the results of correlation analysis. Results - First, self-efficacy and self-control have positive effects on the purchasing intention of the personal annuity savings plan. Second, purchasing intention positively affects purchasing behavior. Lastly, self-control has a positive effect on purchasing intention among the low financial literacy group, whereas self-efficacy does not have this effect in the high financial literacy one. Conclusions - The time of product benefit is different with age. The younger group would be granted the savings after several decades once they enroll, whereas the older group would wait for a relatively shorter period of time. Therefore, further research should be conducted in order to verify such a difference. However, this study has value through its confirmation that the roles of self-efficacy and self-control play a part in leading to the enrollment in annuity savings plans and by verifying different effects based on levels of financial literacy. Such results suggest a number of implications in a real life setting. First, banks need to put greater emphasis on the stability of annuity savings in general. Second, customers with relatively low levels of financial literacy are able to control their finances through annuity savings, but find self-efficacy difficult due to a lack of financial understanding. Therefore, such customers should be approached from an invest-effectiveness comparison method. Third, customers with high financial literacy tend to put more value in rational economic decision-making and behavior than in self-efficacy. Therefore, such customers should be approached by promoting the reliability of annuity savings and the excellence of the specific bank's annuity savings plan in comparison to those of other financial institutions.

• 한국병원경영학회지
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• 제2권1호
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• pp.162-182
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• 1997

This study was carried out to assess the current status of hospital wage structure and to find out the characteristics and problems in the current hospital wage structure. so as to provide empirical data for establishing a rational wage structure. The data were collected from administrative personnels in charge of wage management in 31 hospitals by using a structured questionnaire through direct visiting and mailing in Pusan Metropolitan City. The major findings in this study were as follows: First, the hospital wage structure applied differently to the basic wages between doctors and the other employees. The wage structure for doctors included performance rate of 51.6%, followed by a synthesis rate of 29.0%, while the wage for the other employees had the synthesis rate of 74.2%, followed by the seniority rate of 12.9%. Second, the wage consisted of a basic wage for 57.5%. the allowance for 21.1% and monthly installed bonus for 21.4%, and the basic wage comprised 68.3% of the total wage for doctors, as compared to 51.9% for nurses and medical technicians and 52.4% for administrative and managerial personnel. The annual rate of the bonus was average 460%, and 96.8% of the hospital did not consider personnel preformance appraisal when paying the bonus. Third, 80.6% of the hospitals applied the legal rate to the retirement allowance while 19.4% applying cumulative rates more than the legal rate, and all of university hospitals applied cumulative rates. Retirement reserves were practiced only in 54.9% of the hospitals. Forth, many hospitals seemed to be interested in applying graded wage system according to performance, by showing that 42.9% of the hospitals were planning to apply it in the future, despite only 9.7% practicing it. Fifth, the wage structure appeared to be complicated due to various kinds of allowances. The kind of the allowances varied among hospitals, ranging from 2 to 26 kinds, and increased as the size of hospital was larger. Sixth, the opinions leading to improve the basic wage structure favored the seniority rate for 51.6% either to maintain the present seniority rate(16.1%) or to apply the incentive pay in addition to the senior rate(35.5%). and also favored the performance rate for 35.5%, followed by the job rate for 12.9%. In conclusion, the current hospital wage structure seemed to be too complicated to reflect personal ability, contribution and performance and to become a big barrier to inducing worker's motivation and to strengthening in competitveness. Therefore it is suggested that the current wage structure should be revised to the one emphasizing on job and ability base with considering characteristics and situation of the hospital, rather than seniority factors.

• 한국사회복지학
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• 제66권1호
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• pp.61-85
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• 2014

최근 들어 노인 빈곤층문제가 심각한 사회적 이슈로 대두됨에 따라, 중장년층 은퇴 전후 세대들의 소득과 소비를 중심으로 재정안정성 문제를 살펴보았다. '고령화연구패널조사'자료를 활용하여, 은퇴자그룹과 비은퇴자그룹을 나누고, 연령별 차이를 비교 분석하였다. 연구의 주요결과는 다음과 같다. 첫째, 은퇴자그룹의 개인총소득은 비은퇴자그룹의 개인총소득에 비해 소득이 3배 이상 낮았다. 둘째, '공적연금소득' 수급비율은 은퇴자그룹은 전체의 30%에 불과하고, 공적연금의 비중은 개인총소득의 40% 이하로 나타났다. '개인연금소득'은 두 그룹 모두 수급비율이 1%내외로 매우 낮은 것으로 조사되었고, 은퇴자그룹에서는 '사적이전소득'이 전체소득에서 차지하는 비중이 크다는 것을 확인하였다. 셋째, 소득이 줄어든 만큼 소비는 은퇴를 하더라도 크게 줄지 않기 때문에, 연령이 증가함에 따라 재정안정성이 낮아지는 것으로 나타났다. 넷째, 국가로부터의 노후생활 지원에 대한 기대감은 양 그룹 모두 낮은 것으로 조사되었다. 다섯째, 은퇴자그룹의 공적연금소득에 미치는 영향요인을 비은퇴자그룹 개인 총소득에 미치는 주요 요인과 비교한 결과, 성별, 연령, 학력, 건강상태가 주요 요인으로 나타났다. 본 연구는 은퇴 전후 세대의 노후소득보장을 위한 정부차원에서의 공적연금 확대와 개인연금 활성화 지원의 필요성을 제안한 점에서 기여도가 있다.

• 디지털융복합연구
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• 제16권7호
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• pp.63-69
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• 2018

본 연구는 6차 년도 국민노후보장패널조사 자료를 활용하여 노인빈곤에 영향을 미치는 원인을 규명하고자 한다. 이에 본 연구에서는 성별, 연령, 교육수준, 건강상태와 같은 노인의 개인적 특성, 거주지역, 가족 구성 형태와 같은 노인가구의 특성, 근로소득 유무, 임금근로자 여부와 같은 노인 근로적 특성, 그리고 공적연금수급 여부, 사적연금수급 여부, 사회보장급여수급 여부, 부동산 소득 여부, 개인연금형태 수입 여부와 같은 은퇴 후 근로 외의 발생소득 특성을 노인빈곤 변인으로 선정하였다. 본 연구는 6차 년도 조사대상 5,254가구 중 65세 이상 그리고 노인가구를 분류한 후 결측값이 포함된 것을 제외한 총 3,418명이 분석에 활용하였다. 의사결정나무분석 결과, 노인빈곤에 영향을 미치는 가장 중요한 변인은 근로소득 유무로 나타났다. 근로소득이 없는 빈곤노인의 경우 공적연금수급 여부, 교육수준, 거주지역이 그리고 근로소득이 있는 빈곤노인의 경우 임금근로자 여부와 성별이 빈곤에 영향을 미치는 변인으로 확인되었다. 이런 분석결과를 토대로, 노인빈곤을 해소하기 위한 방안으로 Senior re-employment 노동환경 조성, 무료 직업교육 프로그램 개발 제공, 공적연금 수급 확대 및 미래연금수급 안전성 보장 및 강화 차원의 현행 연금제도 개선 필요성, 여성 노인 우선적 고용 및 임금근로 조건에 의한 노인 고용 업체 인센티브 제공 등을 제안하였다.

• 한국산학기술학회논문지
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• 제20권3호
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• pp.407-416
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• 2019

본 연구는 취업모인 간호사의 일 가족사이의 균형을 지지하고 사직 이직을 예방할 수 있는 맞춤보육어린이집에 관한 연구이다. 연구방법은 맞춤보육서비스의 현황을 파악하고, 가임기 간호사의 맞춤보육어린이집의 운영에 대한 인식 및 요구를 알아보는 것이다. 국민의 건강 및 안전을 위하여 숙련된 간호사를 확보하고, 이직을 방지하는 것은 매우 중요하며, 맞춤보육 어린이집은 취업모인 간호사가 365일 3교대로 연속적으로 일할 수 있도록 자녀 보육을 도와주어서, 간호사의 일 가정 양립의 실현을 지지하여 이직 사직을 방지할 수 있도록 반드시 개설되어야한다. 간호사의 역할 중에서 돌봄 제공자의 역할은 간호사의 최우선 역할이고 24시간 교대로 연속 근무할 수 있는 능력을 가진 퇴직한 간호사를 맞춤보육어린이집의 간호사 자녀 돌봄인력으로 활용한다면 간호사들이 안심하고 자녀를 맡길 수 있을 것이라고 사료된다. 그리고 맞춤보육어린이집이 취업모인 간호사의 근무상황 및 인식 요구에 맞춰서 운영이 된다면 간호사들의 사직 이직률이 낮아지고, 결혼 및 출산 계획에 긍정적인 효과를 주어 저 출산율 개선에도 긍정적인 효과를 기대할 수 있을 것이다. 그리고 맞춤보육어린이집이 활성화 되려면 안전한 돌봄 환경을 조성하고, 교사의 자질을 높이는데 큰 노력을 기울여야한다. 그리고 프로그램은 영유아의 기본생활과 습관형성을 돕는 것을 중점으로 시행하고, 교사의 자질향상을 위한 보수교육이 지속적으로 이루어질 수 있도록 행정적인 관리와 노력을 기울이는 것이 중요하다.