• Journal of Families and Better Life
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• v.24 no.3 s.81
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• pp.95-115
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• 2006

The purpose of this study was to analyze the affecting factors on male salary workers' pre-retirement plans and pre-retirement planning programs. The focus was on male workers' pre-retirement plans and programs for economy, housing, family relationship, leisure and health care in their elderly life. The major findings were as follows: First, the salary workers estimated their level of economic and health problems among their elderly life as relatively high. Second, the major factors affecting the level of planning for post-retirement were salary workers' age, job satisfaction, and reserved savings for their elderly life. Third, the major affecting factors on participation in pre-retirement planning programs were age, educational attainment, and spouse's job status. From these findings, it can be concluded that salary workers' level of pre-retirement planning and the needs of pre-retirement planning programs differed from their personal characteristics and preferences. Also, salary workers' characteristics related to job and retirement had more important effects on their pre-retirement planning than economic status.

• Korean Journal of Human Ecology
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• v.2 no.1
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• pp.1-11
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• 1999

This study was to compare the income and financial assets of the Salary Earner and those of Self-Employed households. The data was drawn from the Korean Household Panel Study(KHPS) that was surveyed by Daewoo in 1995. The major findings were as follows: 1. All households were holding salary/business income, and the average of salary/business income of Salary earner household and Self-employed household were found to be 1,580,000 won and 2.050,000 won respectively. 2. Households were holding saving accounts most in both groups. 3. The yearly financial income, yearly immovable property income, and the yearly annuity income were correlated with yearly subsidiary income. The yearly financial income were correlated with the yearly annuity and yield from bonds. There were negative relationships between the yearly annuity and yield from bonds. The yearly miscellaneous income was correlated with the yearly yield from stock. There were negative relationships between the yield from stock and bonds in Salary-Earner households. 4. The yearly subsidiary income and yield from bonds were correlated with monthly business income. The yearly annuity and yearly total amounts of saving accounts were correlated with yearly subsidy income. The immovable property, the yearly yield from stock and bonds were correlated with the yearly financial income. The yearly yield from stock and bonds were correlated with the immovable property and the yearly annuity income. The yearly misellaneous and total amounts of saving accounts were correlated with the yearly yield from stock and bonds. The Yearly yield from stock was correlated with yield from bonds in Self-Employed households. (Koran J of Human Ecology 2(l) : 1-11, 1999)

• The Korean Journal of Health Service Management
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• v.9 no.3
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• pp.1-11
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• 2015

Objectives : The aim of this study was to identify the relationship between Organizational Citizenship Behavior (OCB) and quality of service (QoS) on pay satisfaction for employees at small-and medium-sized hospital that adopted an annual salary system. Methods : The subjects were 136 employees working at 2 Small-and Medium-sized Hospitals in Seoul and Daejeon. The data were collected from May 11 to May 22, 2015 using a structured questionnaire. For data analysis, descriptive statistics, Pearson correlation coefficient, t-test, ANOVA and Scheffe test were used with the SPSS 21 package. Results : The mean score for pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system was 1.74. The mean score for OCB and QoS was 4.02 and 4.43, respectively. The pay satisfaction perceived by the employees at small-and medium-sized Hospitals that adopted an annual salary system were positively related to the OCB. Pay satisfaction was positively related to the QoS; however, it was not statistically significant. The OCB and QoS showed a significant difference in age, marital status, and education level. Conclusions : Small and Medium sized Hospitals have to develop an efficient pay management system which evaluates the CSFs and KPI of every department or staff member.

• Korean Journal of Social Welfare
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• v.59 no.4
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• pp.63-81
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• 2007

The purpose of this study is to understand the realities of social worker's lives dealt with his/her salary. This study has been conducted by Microhistory Study as a method of qualitative research. For this study, a participant who has worked at the social work agency for 12 years is chosen and interviewed in depth. Analysis of the collected data has been processed and conceptualized by 'finding a clue' named by Carlo Ginzburg. The core themes revealed through the collected data are 'government's incongruent management and social indifference', 'ambiguous expectancy', 'hard time with a small salary', 'uncertainty and losing pride', and 'living painfully and hoping ingenuous living'. Finally, it has been emphasized that the participant's incongruent salary disobeyed the constitution because the participant's duties are to be served by the public government officials.

• Journal of the Korean Home Economics Association
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• v.18 no.1
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• pp.15-23
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• 1980

Since the first dietitian was produced in Korean about 15 years ago the Korena Dietetic Association has grown up to have its 8,500 members as of March, 1979. This study was undertaken to survey the status of hospital dietitians and their bob analysis. current practices were learned and the problems identified mainly in such aspects as : 1. Do the hospitals have enough dietitians? 2.What is the administrative position of the dietetics in the hospital? 3. What is the salary level of the dietitians? 4. How professional are the dietitian's daily tasks? How appropriately are the jobs distributed among the dietary employees? and 5. Do the hospital dietetics have their own diet manuals to go by? The findings are : 1. The severly lacking number of dietitians are employed by the hospitals where one dietitian is responsible for the feeding and nutrition education of 171 in-patients on the average. 2. The administrative position of hospital dietetics appears to be low showing administrative position of hospital dietetics appears to be low showing only 45.7% of the sample hospitals recognize their dietetics as the independent department or section. 3. The starting salary of the 4-year college graduate dietitians is 151,450 won which is 89.23-87.26% of the average starting salary for the 4-year college graduates I 1979. The starting salary for the 4-year college graduates in 1979. the starting salary of the 2-year college graduate dietitians is 148,000 won which is 113.9% of the average standard salary for the 2-year college graduates in 1979. 4. The hospital dietitians spend most of their time doing clerical jobs rather than the jobs utilizing higher priority professional skills they ought to perform. the most obvious cause of the problem can be found in the lack of man power for the general clerical jobs in the dietetics which can be proven from the small number of dietary clerks hired by the sample hospitals not even one person (0.45) per hospital on the average. 5. 68.6% of the sample dietetics have some form of compiled diet manuals or guidelines. 11.4% of the samples have diet guide lines ready for the important diets only. 14.3% of the samples do not have any form of diet guideline prepared. 5.7% of the samples use reference diet manuals from other hospitals when need.

• Journal of Korean society of Dental Hygiene
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• v.9 no.3
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• pp.392-402
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• 2009

Purpose : First, this study is to look into difference between dental hygienists' demographic characteristics and their job satisfaction by examining their demographic characteristics and job satisfaction. Second, this study is to analyze demographic factors of dental hygienists which influence their job satisfaction. Method : This study was made through mail survey with questionnaires for dental hygienists who are personally performing dental hygienist duties at dental clinics in Seoul between June 19 and July 24, 2008 by looking into factors influencing dental hygienists' job satisfaction in order to provide them as background data to enhance their job satisfaction. Total 180 questionnaires were distributed, and among these, 156 questionnaires excluding 24 questions of incomplete responses were statistically analyzed with SPSS 12.0. Result : First, the total mean of dental hygienists' job satisfaction was found to be 2.99 points out of 5 points, and that of their autonomy to be the highest as 3.26, and that of their salary to be the lowest as 2.55. Second, for relation between general characteristics and job satisfaction of dental hygienists, significant difference was found just in job experience(p<0.05), current position(p<0.05), average salary(p<0.001), and the expected period of engagement in dental hygienist duties(p<0.01). Third, descriptive power on demographic characteristics, which were used as an independent variable influencing their job satisfaction, was found to be 17.7%, and among the said factors, average salary had a statistically significant effect on their job satisfaction(p<0.01). Conclusion : The point of salary factor was lowest among 5 factors composing dental hygienists' job satisfaction, and as a result of multiple regression analysis, a factor influencing job satisfaction was average salary. Therefore salary system is required to be improved in order to increase their job satisfaction, and further studies on factors influencing their job satisfaction are also required to be made.

• Korean Journal of Comparative Education
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• v.21 no.4
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• pp.1-27
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• 2011

The purpose of this study is to explore some policy implications for improving the faculty personnel management and their salary scheme of the Korean national universities through comparing the systems and practices of Korean national universities to those of OECD countries. The fact that many leading OECD countries in higher education arena have been taking decentralized contract-based system based on institutional autonomy and performance beyond the previous bureaucratic control model casts some significant implications for the Korean national university reform. Especially, concerning on personnel management, it is necessary to provide more flexibility in managing faculty personnel categorization and expansion of faculty quota management for faculty and to review the maintenance of faculty's legal status as civil servant. In addition, regarding the salary scheme of faculty, we suggested performance-based salary scheme with plus-sum methods, settlement of rational faculty performance evaluation system and practices, and need for some aligning efforts for changing faculty salary scheme of the national universities.

• The Journal of Korean Physical Therapy
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• v.3 no.1
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• pp.9-37
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• 1991

The purpose of this . study is to examine the unsatisfactory factors of the physical therapists and to obtain the materials necessary to comply with these factors by analysing their service performance and job satisfaction, To accomplish these purposes, this study was carried out by using the questionnaires 206 physical therapists registered in the Korean Physical Therapists Association, for 35 days from January 7 to February 10, 1990. The result of this study is summarized as follows. 1. Of total respondents, the male accounted for 54.4 percent, while the female for 45.6 percent. Their age showed that 20s accounted for 65.0 percent, while the service period less than 3 years accounted for 66.5 percent. In addition, 63.6 percent of them served at the general clinics. 2. The general clinics caused the physical therapists to serve for 10 hours or more per day, where their therapy room located in the underground accounted for 41.3 percent. Their health diagnosis status indicated that nondiagnosis accounted for 63.2 percent. The number of the served patients fer a day showed that 20-30 accounted for 37.4 percent, while 30 persons or more for 25.7 percent. 53.4 percent of total subjects was unsatisfied with their duty quantity. And, the monthly salary indicated that 500,000 or less accounted for 72.3 percent. 3. The average marks by their job satisfaction factors indicated 4.42 for duty importance, 4.02 for recognization of specialized job, 3.98 for ability exercise, 1.99 for promotion possibility, 2.28 for reasonable salary, and 2.41 for welfare system, respectively, based on 5 full marks. 4. The summarized job satisfaction by factors indicated that the relation with the doctor accounted for 57.8 percent, the satisfaction status with the existing job for 53.4 percent, the ability development for 41.8 percent, respectively, and the salary for 10.2 percent. Then, the satisfaction by sex showed that the male was generally satisfied with the ability development (p<0.05), the relation with the doctor (p<0.01), and the satisfaction with the existing job, while the female was satisfied with the duty quantity(p<0.05), salary, and the situation guarantee (p<0.05). On the other hand, the satisfaction by age indicated that the subject of the lower age were satisfied with the ability development (p<0.01), the relation with the doctor(p<0.05), the salary, and the situation guarantee. Also, the satisfaction by the service section showed that the physical therapists serving at the general hospital were satisfied with the ability development (p<0.01), the duty quantity (p<0.01), the salary(p<0.01), the situation guarantee(p<0.01), and the satisfaction with the existing duty (p<0.05), while the physical therapists at the hospital and the rehabilitation center were unsatisfied with the salary (p<0.01). In addition, The satisfaction with the service period at the existing section indicated that the physical therapists less than 3 years were highly satisfied with the ability development, the relation with the doctor, the situation guarantee, and the existing duty(p<0.05), while the physical therapists more than 6 years tended to show the lower satisfaction, And the satisfaction with the monthly salary indicated that the higher the monthly salary, the higher the satisfaction with the relation to the doctor(p<0.05), the duty quantity(p<0.01), the salary(p<0.01), and the situation guarantee (p<0.01). 5. The correlation between general characteristics and job satisfaction factors indicated that the sex was directly correlated to the marital status (r=-0.442), while it was reversely correlated to the age (r=-0.564) , total career (r=-0.229), and the relation with the doctor (r=-0.233). Additionally, the age was directly correlated to the total carreer (r=-0.677), and the service period at the existing section (r=0.491), while the age was reversely correlated to the marital status (r=-0.678). Accordingly, the higher job satisfaction of the physical therapists was related to factors such as their duty importance, recognization of specialized occupation, ability exercise, autonomy, relation to colleagues, decision-making's consideration, and relation with the doctor, while the lower job satisfaction includes the opportunity of promotion, salary, welfare system, service time, duty quantity, and situation guarantee. For this reason, if the factors of the lower job satisfaction are solved, then it will be possible to encourage the motive of these physical therapists, and the acyivate their duties. More over, it is also possible to improve the medical service, Additionally, if the general physical therapy room in the hospital and in the public health center are established, more development should be accomplished in the physical therapy.

• Journal of Korean Elementary Science Education
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• v.18 no.1
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• pp.1-18
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• 1999

The work of teachers is tile critical element ill effective shooting. But most reform efforts have focused on tile teaching profession as a whole and effective schools. Only minimal attention has been given to the subset of teachers whose performance is marginal or incompetent, those who undermine the very concept of “educational excellence.” Teachers are the school's primary point of contact with students and, in large part, determine the educational goals and learning activities for students. How teaching is conducted has a large impact on students' abilities to educate themselves, and there is evidence that teacher quality directly affects student learning. Unfortunately, the evaluation of teachers' teaching abilities is not clear, and there are few cases that teachers has correctly feedback fly tile results of the evaluation of their abilities. In this study, we analysized and compared the teacher evaluation systems of Republic of Korea, Russian Federation, and tile United States of America. These results will be based on the improvement of tile systems. In Russian Federation, the highest year of teacher's teaching which affects on teacher's salary is 5. In the United States, it is 12-13 years. But in Korea, it is more than 30 years. That means the teachers who taught for many years are considered as competent teachers in Republic of Korea based on the economic factors of educational effects. In Russia and tile United States of America, teachers' academic backgrounds seriously affect ell teachers' salary. But ill Republic of Korea, teachers' academic background is a bit of a contribution to salary. In Russian federation, teachers' activities related to education, leaking abilities as well as academic background are also affect ell the salary. In Korea, older teachers have more advantages of salary and promotion than younger teachers. Principals and vice principals of Korea have influencing power over teachers because their judgements on teachers play an important part in teachers' promotion. But there is no such power of principals and vice principals in Russia and the United States of America. In Russian federation, the evaluation of teachers abilities is enforced periodically. The results of tile evaluation reflect on teachers' salary directly, After teachers are evaluated, some teachers can earn lower salaries than before. Teachers' academic backgrounds which affect ell teacher' salary are classified by courses. The teachers who have master degrees or dolor degrees of education earn much more money than the teachers who have master degrees and doctor degrees of pure science in Russian federation.

• Journal of Labour Economics
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• v.35 no.1
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• pp.1-19
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• 2012

This paper estimated the first-born effects on wage among wage and salary workers born in 1954 to 1973 with the 2003 KLIPS data set. The first-born effect on wage was estimated as 7.3% with the parsimoniously specified wage function using age and gender. Adding various variables as independent variables, the effects were estimated statistically insignificantly differently, the effect was estimated as 7.6% with adding education, tenure, marital status, father's education, the number of siblings, and health. The effect is not statistically significantly different from that of the parsimoniously specified wage function. We estimated the first-born effects of male, and female wage and salary workers separately. The first-born effects of male wage and salary workers were estimated as 5.9~8.8%. The first-born effects of female wage and salary workers were estimated as 8.8~9.9%.