• 호스피스학술지
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• 제7권1호
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• pp.15-28
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• 2007

This study was focused on figure out what kinds of elements are influencing on job satisfaction with approach of the educational system. It was also to figure out how work characteristics and role conflicts of employees influence on job satisfaction. Objects of study were employeeswho had been working in Hospice and Palliative medical center at least for 6 months, and they were doctors, nurses, ministers, and welfare workers. Collected materials were analyzed by Frequency Analysis, One-way ANOVA, Correlation Analysis, and SimpleRegression Analysis. Results from study can be summarized like below. The first, job satisfaction of workers in Hospice and Palliative medical center were 3.36, and this numerical value is pretty high over all. For saying from the higher to the lower satisfaction level, there were satisfaction with job itself, satisfaction with co-workers, satisfaction with seniors (superiors), and satisfaction with organizations, on the other hands, satisfaction with salaries was turned out as the lowest level among those. The second, role conflict was 2.63, and it is considered as the medium level. after inquiring into it by elements of role conflict, they felt many environmental difficulties compared to other workers in different fields such as environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc. The third, work environment influencing on job satisfaction are as follows. Professional environment among characteristics of work environment was significant statistically. Job satisfaction of ministers was the highest; others were in the order of doctors, welfare workers, and nurses. For employment history, job satisfaction was higher as they have more and longer job experience including whole professional experience both in hospice and palliative medical center. In addition, participating in hospice and palliative programs, intensive training regularly was significantly. Job Motivation was also significant statistically. Especially, job satisfaction was higher when people decided to work in hospice and palliative medical center because of individual desire (self-realization). Lastly, influence of role conflict on job satisfaction is as follows. Environmental difficulty, role ambiguity, insufficient ability, process obscurity, etc showed the significant meaning statistically, and the lower role conflict was related with the higher job satisfaction. Suggestions for next study based on such results are as follows in order to improve or increase job satisfaction of employees in hospice/palliative medical centers. The first, to expand education opportunity of employees is needed to increase job satisfactionof hospice/palliatives medical centers. Participating in intensive programs and seminars by types of occupation and acquiring professional knowledge are very important since employees are motivated by those activities. For that, developing and activating intensive education/programs by professional occupations are suggested. The second, dividing roles of employees and determining each job's limit clearly in hospice/palliative medical centers are required. For that, study developing standard job regulations is suggested for each professional job. Lastly, developing and providing reasonable salaries is needed because low salaries of hospice/palliative medical centers are the absolute reason lowering job satisfaction. Therefore, this paper suggests improving the salary level of employees of hospice/palliative medical centers and developing practical plan for it.

• Journal of Preventive Medicine and Public Health
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• 제53권5호
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• pp.362-370
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• 2020

Objectives: Despite greater access to training positions and the presence of more women in emergency medicine, it has remained a men-dominated field. This study aims to identify the key issues causing the gender gap in Korea and establish measures to overcome them. Methods: Using the annual statistical reports of the National Emergency Medical Center and data published on the Korean Society of Emergency Medicine website, cases that listed the current status and positions of members in its organization and its committees were analyzed. Secondary analysis was conducted using data from the 2015 Korean Society of Emergency Survey that included physicians' demographics, academic ranking, years of experience, clinical work hours, training and board certification, core faculty status, position, and salaries. Results: As of September 2019, women account for only 12.7% of the total number of emergency physicians (EP) in Korea; of 119 chair/vice-chair academic positions, women represented only 9.2%. Women EP were more often assistant professors and fellowship-trained, with fewer in core faculty. However, they worked the same numbers of clinical hours as their men counterparts. The median annual salary of women EP was less than that of men EP after adjusting for academic hospital rank, clinical hours, and core faculty status. Conclusions: A gender gap still exists among Korean EP, and women earn less than men regardless of their rank, clinical hours, or training. Future studies should evaluate more data and develop system-wide practices to eliminate gender disparities.

• 복식문화연구
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• 제25권3호
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• pp.359-374
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• 2017

The objective of this study was to compare business management indicators among textiles and fashion companies. Business management indicators of 356 textiles and fashion companies for the year 2015 were analyzed, using income statements showing their management results. The results were as follows. First, there were statistically significant differences between the operating income ratios of textiles and fashion companies for the term, but there were none when it came to net income ratio. Second, the differences between cost of goods sold, cost of finished goods sold, and cost of merchandise sold to sales ratios among textiles and fashion companies were all statistically significant. The cost of goods sold, cost of finished goods sold, and cost of merchandise sold to sales ratios were higher for fiber and thread companies, fabric companies, and dyeing and finishing companies than for clothing and fashion accessories companies. Third, there were statistically significant differences between the ratio of salaries and the ratio of advertising expenses among textiles and fashion companies. The salaries ratios and advertising expenses ratios for clothing companies were higher than those of fiber and yarn companies, fabric companies, and dyeing and finishing companies. This study is meaningful as it has identified the business characteristics of textiles and fashion companies using the management indicators of those companies, which have not been sufficiently explored by previous studies. It has also helped to improve understanding of the industrial structure of the upstream and midstream sectors of the textiles and fashion industries.

• Journal of the Korean Data and Information Science Society
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• 제28권2호
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• pp.317-326
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• 2017

한국프로야구에서 투수들의 연봉을 결정하는 중요한 요인들을 선형회귀모형을 통해서 살펴본다. 제안된 모형을 이용하여 투수들의 경기력과 연봉간의 패턴을 분석할 수 있으며, 구단 별로 차이점도 알 수 있다. 사용된 데이터는 2010년부터 2015년까지의 투수 기록과 다음 해의 연봉 자료를 이용하였으며, 고려된 설명변수들은 해당연도, 팀의 종류, 게임 수, 평균자책점, 수비무관 평균자책점, 이닝당 안타 및 볼넷 허용률, 대체선수 대비 승리기여도, 선발출장 게임의 수, 승, 패, 세이브, 투구 이닝수, 자유계약선수 여부, 나이, 경험연수이며 반응변수로는 연봉에 로그를 취한 로그연봉을 사용하였다. 그 결과 선발투수이며 경기수가 많고 승수가 많은 투수들에게 많은 연봉이 지급되고 있고 투수의 고유능력을 평가할 수 있는 기록들은 반영이 작게 되고 있음을 확인할 수 있었으며 연구의 결과는 연봉 결정에 중요한 참고자료로 활용될 수 있을 것으로 간주된다.

• 한국융합학회논문지
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• 제11권9호
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• pp.287-296
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• 2020

본 연구에서는 의료기관에서 안경사 인력부족의 원인을 조사하고, 해결방안을 제시하고자 하였다. 본 연구는 의료기관에 근무 중인 안경사 31명(남자 11명, 여자 20명)를 대상으로 자기기입법 설문조사를 통해 진행하였다. 설문조사를 통해 대상자의 기본적인 정보와 근무 중인 의료기관에 대한 정보와 만족도 등에 대해 조사 분석하였다. 안경사 면허를 가지고 있지만 검안업무를 전혀 하지 않는 인력들이 9.7%나 되었다. 또한 기혼자일수록 근무에 대한 만족도가 떨어지고, 고유 업무인 검안업무를 않는 비율도 높아진다는 것을 알 수 있었다. 이러한 문제들의 원인은 급여에서 찾을 수 있었다. 이는 안경사들이 결혼 등의 이유로 높은 급여를 위해 본인의 고유 영역의 업무 외에 다른 업무를 더 함으로써 급여를 높일 수 있었던 것이다. 이렇게 의료기관에서의 만족스럽지 못한 급여는 안경사의 고유 업무에서 멀어지게 하거나 이직이 이루어지게 되면서 안과의원에서의 안경사의 부족 현상이 발생하게 된 것이다.

• 한국식생활문화학회지
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• 제9권3호
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• pp.241-250
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• 1994

In this study, we analyzed 2-day food records of the 1990 Korean National Nutrition Survey data for 2,000 households, and investigated most popular menu patterns by area, income, meal. The basic menu patterns of Korean, excluding side dishes, were Rice+Soup, Rice+Stew, Rice, Others, Rice+Soup+Stew in the order of proportion for all analyzed sectors. And the proportion of menus with the rice as a main dish was about 90% on the whole. The most popular menus of Korean were Rice+Soup+Kimchi(4.52%), Noodle+Kimchi(4.30%). When they ate rice as a main dish, they had soup, kimchi, and 1 or 2 other side dishes. At large cities, Noodle+Kimchi was the most frequent menu(5.20%). On the other hands, small cities and rural areas, Rice+Soup+Kimchi+Cooked vegetable was common. For the households which salaries less than 5 million won, Rice+Stew+Kimchi is the most prevalent, but households which salaries higher than 5 million won, Noodle+Kimchi was most frequent. At breakfast and dinner, the proportion of Rice+Stew+Kimchi+Cooked vegetable was 4.70%. But at lunch, Noodle+Kimchi was the most frequent and other menu combinations based on noodle were also common. Therefore most households showed conventional rice based menu patterns, but these patterns were decreasing for the large cities, and high income households. Especially at lunch, they used various menus which were not based on rice.

• 수완나부미
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• 제16권1호
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• pp.303-343
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• 2024

Globalization and the flow of foreign direct investment (FDI) in the post-pandemic context continue to play a critical role in shaping the workforce of emerging countries. In Vietnam, evidence obtained during the pandemic revealed that the well-being of employees, especially migrant workers, was extremely poor due to both work and non-work factors. This paper examines the most significant factors that impact the well-being of workers employed by various FDI companies in two Vietnamese industrial parks. The survey evidence (n=200) shows that worker well-being is influenced by seven key factors categorized in three dimensions, namely material stressors, social stressors, and human stressors. A further qualitative analysis of 60 participants provides an understanding of the ways in which each factor affects workers' well-being and how elements of well-being in the Vietnamese context are different compared with other countries. Low salaries, lack of social support, work-life imbalance due to job demands, and the interplay between these three determinants significantly affect the overall well-being of workers. In the current business climate, it is important to have well-targeted policies that encourage high-tech investments as well as persuade domestic firms to address low salaries and economic migration. To manage valuable human resources and keep competitive advantages, foreign firms need to authentically implement corporate social responsibility (CSR) initiatives focusing on workers' benefits, especially providing workforce housing. This will bring about win-win outcomes of improved employee well-being and business sustainability.

• 한국응급구조학회지
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• 제15권1호
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• pp.47-63
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• 2011

Purpose : This research is to examine the work and job satisfaction of paramedics in the emergency room of university hospitals. This research is done to provide basic data needed for establishing work realms of paramedics in hospitals and to enhance their degree of satisfaction. Methods : Research questionnaire survey was conducted on 141 paramedics working in the emergency room of 32 university hospitals from August 24, 2010 to September 30, 2010 through direct visits and telephone interviews or email to explain the purpose of this research and assurance of confidentiality of responses on the questionnaires. As the tool for the degree of job satisfaction, 'The Index of Work Satisfaction' developed by Slavitt, et al(1978) and revised and supplemented by Soon-shim Kim and Hye-ran Kwon(2002) was used. The collected data were analyzed by evaluating frequency, percentage, mean, standard deviation, t-test and ANOVA, Cronbach's $\alpha$ by using SPSS WIN 18.0 program. Results : 1. Investigating the work and role of paramedics in the emergency room of university hospitals, electrocardiogram(EKG) was found to be highest with $\alpha$ was widely used with the rate of patient evaluation and test area. In the medical treatment for patients area, cardiopulmonary resuscitation(CPR) with 95%(134 persons) and ventilation assistance through ambu bagging(BVM) with 95%(134 persons) were found to be high. $\alpha$ were performed. In the role within the hospital and other areas, a member of CPR team in the hospital accounted for 78%(110 persons). 2. In the measurements of the job satisfaction of paramedics working at university hospitals, the total mean score was 2.91. The mean score in each question area indicated: section on job 3.48, autonomy 3.05, interaction 3.01, organizational demand 2.85, working conditions 2.67, salaries 2.40. This result obviously demonstrates the work of paramedics itself was most satisfied but the salaries were most dissatisfied. 3. In the measurements of the job satisfaction of paramedics working at university hospitals, job satisfaction based on the general characteristics showed significant difference in age (F=6.547, p=.002), gender (F=4.436, p=.000) marital status (F=-3.270, p= .001), religion (F=2.041, p= .043), motive for application (F=3.603, p= .015), and salary (F=6.658, p= .000). 대학병원 응급실 내 1급 응급구조사의 업무와 직무만족도 The Journal of the Korean Society of Emergency Medical Technology Vol. 15 (1) 63 4. In the measurements of the job satisfaction of paramedics working at university hospitals, job satisfaction based on the working environmental characteristics showed significant difference in total number of paramedics (F=3.779, p= .012), form of employment (F=5.601, p= .001), existence or non-existence of intention to change jobs (F=-4.037, p= .000). Conclusion : The work of paramedics in the emergency room of university hospitals consists of lots of treatment processes after specialized diagnosis and performance of professionally subdivided works. However, current legislation does not reflect such circumstances to which paramedics are exposed; thus, it should be considered for further revision and modification. The degree of job satisfaction of paramedics in the emergency room of university hospitals was high but low in salaries and working conditions were the weak points. The measures to enhance their degree of job satisfaction should be taken though improvement of labor conditions such as consideration of the rate of increase in salaries, compensation for overtime work, providing rest areas, improvement of current employment system, and conversion of temporary employees into regular employees.

• 한국시스템다이내믹스연구
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• 제12권2호
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• pp.5-36
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• 2011

Seoul citizens are currently suffering from high housing price. Home prices have risen more rapidly than salaries so owning a housing unit (apartment, condominium, or single-family home) in Seoul is becoming more difficult than ever. Therefore, this research examines the behavior of average Seoul citizen in owning housing unit in Seoul, Korea, particularly in terms of the length of time required to afford a house unit. This research estimates that it will take about 18.75 years in maximum after getting a job (12.75 years after purchasing the housing unit) to own housing unit in Seoul that is currently valued at $300,000 where the growth rate of income is 2.97% and consumption price increases at a rate of 2.95% per annum. Finally in this research, the optimal growth rate of housing price is estimated ranged from 3.5 to 4.0% minimizing the loan payoff period.

• 응용통계연구
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• 제23권6호
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• pp.1191-1199
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• 2010

Knowing what factors into a player's ability to affect the outcome of a sports game is crucial. This knowledge helps determine the relative degree of contribution by each team member as well as sets appropriate annual salaries. This study uses statistical analysis to investigate how much the outcome of a professional baseball game is influenced by the records of individual players. We used the Lotte Giants' data on 252 games played between 2007 and 2008 that included environmental data(home or away games and opponents) as well as pitchers' and batters' data. Using a SAS Enterprise Miner, we performed a logistic regression analysis and decision tree analysis on the data. The results obtained through the two analytic methods are compared and discussed.