• 한국직업건강간호학회지
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• 제12권1호
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• pp.50-58
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• 2003

The purpose of this study was to develop the certification system, analyze the job profile of occupational health nurses, plan the education program and suggest the political recommendations. Many materials of KAOHN (Korean Association of Occupational Health Nurses) were collected and analyzed and many times of meetings and workshops were held to coordinate the various opinions from related organizations. The results were as follows; 1. The certification of occupational health nurse will be available to the nurses who have the careers more than three years, graduate the education program for certified occupational health nurse, and pass the certified occupational health nurse examination. 2. Two types of education program will be needed, one will be the one-year program for diploma nurses and the other will be master program for baccalaureate nurses. 3. The plan was made for 2000 occupational health nurses to be certified by 2010. By 2007, annually 200 occupational health nurses will graduate from one-year program and 40 occupational health nurses will graduate from master program. After than, 260 occupational health nurses will graduate from master program and 40 or 80 occupational health nurses will graduate from one-year program. 4. To facilitate the usage and motivation of certified occupational health nurse, political recommendations were suggested; revision of the related laws and regulations, the incentives for employers, and financial supports for the certified occupational health nurse educations by the government.

• 한국사회복지학
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• 제65권4호
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• pp.221-243
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• 2013

본 연구는 국내 노인요양시설의 기관과 종사자 관련 요인들이 클라이언트의 폭력행위에 어떠한 영향을 미치는지 살펴봄으로써, 시설에서 발생하는 클라이언트 폭력의 예방 및 감소 방안 마련의 근거를 제시하는데 그 목적이 있다. 이를 위해 전국 16개 광역시도 23개 노인요양시설에 근무하는 요양보호사 253명을 대상으로 설문조사를 실시하고, 종사자의 인구사회적 특성, 학력과 경력, 업무수행 관련특성, 근무환경, 조직특성, 위험관리체계 요인들이 클라이언트 폭력에 미치는 영향에 대한 다중회귀분석을 실시했다. 조사결과 클라이언트 폭력은 신체, 언어, 기타, 재산피해, 성 폭력 순으로 빈번히 발생하는 것으로 보고되었으며, 응답자 소속기관의 절반 정도만 기관위험관리체계를 실시하고 있었다. 모든 유형의 폭력행위에 대한 회귀분석에서는 위험관리절차와 상사리더쉽이 클라이언트 폭력의 감소와 관련 있는 유의한 요인으로 나타났다. 이러한 결과를 토대로 기관 위험관리절차의 개선과 감독자 리더쉽역량 개선에 대한 시사점을 제시하였다.

• 한국직업건강간호학회지
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• 제13권1호
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• pp.5-18
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• 2004

This study aims to investigate the use state of the health service computerization system in the occupational nursing field and the occupational nursers' satisfaction level, and provide basic data to promote the development of the health service computerization system for the nursing field. For this study, a questionnaire was provided to 118 occupational nurses who belong to Busan and Gyeongnam branches of KAOHN(Korean Association of Occupational Health Nurses) for 2 months (from Dec. 1, 2002 to Jan. 31, 2003). A tool of Choi Yong-Heui(2000) was used to investigate the satisfaction level of using the health service computerization system. The collected materials were analyzed in real number and percentage, average and standard deviation, t-test and ANOVA by using the SPSS WIN 10.0 program. This study is summarized as follows: 1. The average age was $31.99{\pm}5.58$ old in this study. The married were 54.2%. Participants who graduated from a junior college was 76.9%. The average service period was $4.48{\pm}4.68$ years. In service types, 79.7% of participants served in a health care center. The average service period was $3.22{\pm}2.89$ years. The service place which had 1000 workers or more was 35.6%. 2. Only 20.3% of participants in this study had a computer use education. 3. The field who participants used mostly was communication/internet, $3.29{\pm}.85$ hours in average. 4. 97.1% of occupational fields had computers and peripheral devices: 71.4% in pentium computer, 42.8% in the hard disk capacity of 20-29GB, 60.0% in 15 inch monitors, 86.2% in printers, 18.1% in digital cameras, 12.4% in LAN, and 9.5% in scanners. 80.1% of the occupational fields which were objects of study could use communication. 5. The occupational fields which did not introduced the health service computerization system were 62.8%. The main cause was attributable to entrepreneurs' insufficient recognition 66.6%. 51.5% of the entrepreneurs did not have an introduction plan. 37.2% of participating companies had the health service computerization system. 56.4% of them introduced it since the year 2000. 81.6% of the introduction motivation aimed to the efficiency of health service. The most issue upon introduction was insufficient understanding of a person in charge - 25.6%. The in-house development of the system covered 56.4%. 61.5% of the participants accepted their demands from the first stage of development. The direct effect of computerization showed the increase of 25.9% in the quickness and continuity of service treatment, and 25.9% in the serviceability of statistical treatment. 6. 22.0% of the participants had a computerization system use education. 69.2% of them had a in-house education. An educational method by nurses who used the computerization system was 76.9%. 92.3% of the education was helpful for practical duties. 7. An analysis of the computer use by health service fields showed that the medicine management in a health management field was 15.9%. the work environment measuring management in a work environment filed was 32.9%. the employment. general and special examination management in a heal th management field was 61.1 %. the various reports management in an administrative field was 64%. the health education data preparation management in an educational field was 58.0%. and the medicine and expendables management in an equipment management field was 51.6%. An analysis of the computerization system use showed that the various statistical data manage in a health management field was 13.0%. the work environment measuring management in a health management field was 34.8%. the personal disease management in a health management field was 51.9%. the heal education data preparation management in an educational field was 54.5%. and the equipment management of health care centers in an equipment management field was 52.6%. 8. 31.6% of the participants wanted that health service computerization system would include the generals of health services. 42.4% of the participants thought that first of all. the aggressive interest and investment of employers were required to build the health service computerization system. 9. The participants' satisfaction level on the computerization system use was $3.51{\pm}.57$ points. An analysis by each factor showed $3.62{\pm}.68$ points in a service change factor. $3.15{\pm}.63$ points in a computer program use factor, and $3.45{\pm}.71$ points in a continuous computerization use factor. 10. An analysis of the computerization system use by general characteristics of participants showed that the married (p = .022) had the satisfaction level higher than the unmarried. 11. The satisfaction level of the computerization system use by participants' computer use ability tended to be higher in proportion to the increase of computer use abilities in spreadsheet (F=2.606. p=.048). presentation (F=3.62. p=.012) and communication/internet(F=2.885. p=.0321. Based on the study results mentioned above. I will suggest as follows : The nationwide enlargement and repetition study is required for occupational nurses who serve in occupational nursing fields. The computerization system in a health service field is inferior comparing with other fields. The computerization system standard by business types and characteristics should be prepared through employers's aggressive participation and national support. Therefore various statistical data which occurs in occupational fields will be managed systematically and efficiently. A regular and systematic computer education plan for occupational nurses in charge of health services in the filed is urgently required to efficiently manage and improve the health of on-site workers.

• 해양환경안전학회지
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• 제23권7호
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• pp.858-868
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• 2017

우리 조선업은 기술적인 분야에서 세계를 선도하는 역할을 수행하고 있으나 조선업에서는 매년 2,000여명의 재해자가 발생하고 있으며, 이중 약 40명은 사망하고 있는 등 근로자의 안전측면에서도 과연 우리 조선업이 세계적인 수준인지는 의문이 들 수밖에 없다. 따라서 이 연구는 국내 조선업에서 2006년~2015년 동안 발생한 중대재해의 통계자료를 고찰하여 조선업 중대재해의 발생현황 및 원인을 분석하고, 조선업 근로자를 대상으로 설문조사를 실시하여 산업현장에서의 안전교육 형태를 분석하였으며, 이를 바탕으로 조선업 안전교육의 문제점을 도출하여 개선방안을 마련하였다. 첫째, 조선소별로 수행하는 안전교육의 종류 및 수준이 상이하거나 교육품질이 미흡한 문제점을 해결하고 체계적으로 교육과정을 운영하기 위해서 조선업 안전훈련 표준체계의 마련이 필요하다. 둘째, 조선업 안전훈련 표준체계를 바탕으로 조선업에 특화된 안전교육과정을 지속적으로 개발하고 표준화하여 조선업 중대재해를 감소시키고 근로자의 안전의식을 향상시킬 필요가 있다. 셋째, 조선업에서의 중대재해를 예방하여 근로자의 안전을 확보하기 위해서는 사업주와 근로자 모두가 적극적으로 안전교육을 수행하고 참여하여 사업장의 안전문화를 형성할 필요가 있다.

• 한국산업보건학회지
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• 제27권1호
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• pp.46-58
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• 2017

Objectives: Particulate matter (PM) at construction sites mostly originates from either construction activities or the atmospheric environment. This study was conducted to evaluate the exposure level to PM and the contribution ratio of atmosphere sources at construction sites. Methods: We reviewed literature and governmental systems related to PM exposure in occupational settings and summarized them. In the field evaluation, five construction sites and one golf course were selected: two from Gyeonggi-do Province and four from North Gyeongsang-do Province. For each site, personal samples from outdoor construction workers and area samples from the outdoor area around the construction site office were collected according to construction work types. PM concentrations reported from nearby National Ambient Air Monitoring Stations were recorded. Respirable dust concentrations, respirable silica concentrations, and several metal concentrations including Cd, Cr, Pb, and As were monitored over four months. In the end we suggested how to manage particulate matter exposure at construction sites. Results: There was little literature reporting on exposure levels of construction workers to PM. Respirable dust concentrations measured in Gyeonggi-do Province were higher than those measured in North Gyeongsang-do Province. The geometric means of respirable dust concentrations in personal samples and area samples were $37.89{\mu}g/m^3$ and $92.86{\mu}g/m^3$, respectively. The respirable dust concentrations were higher than the PM concentrations reported from nearby National Ambient Air Monitoring Station. The geometric means of respirable silica concentrations of personal samples and area samples were $1.3{\mu}g/m^3$ and $1.1{\mu}g/m^3$, respectively. All metal concentrations were lower than 10% of individual Korean occupational exposure limits. Conclusions: Assuming that personal samples consisted of ambient PM and dust originating from work activities and area samples only collected ambient PM, we concluded that the dust exposure of outdoor construction workers originated 40.8% from the atmosphere and 59.2% from construction activities. PM exposure at construction sites should be controlled by employers, as in the case of outdoor heat stress. The Korean government needs to consider setting an occupational exposure limit for respirable dust.

• 대한지역사회영양학회지
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• 제26권3호
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• pp.177-187
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• 2021

Objectives: This study investigated the different perceptions of customers toward traditional and non-traditional fast-food restaurants regarding restaurant healthfulness, corporate reputation, and the impact of corporate reputation on loyalty intentions through corporate social responsibility (CSR) motive. Methods: An online survey was conducted on U.S. residents who were aware of fast food restaurants' CSR activities. Participants selected one fast food restaurant participating in CSR activities, coded as either traditional (n = 117) or non-traditional (n = 48), and answered questions about the selected restaurant's healthfulness, reputation, CSR motives, and loyalty intentions. The participants' perceptions of healthfulness and corporate reputation of the two types of fast-food restaurants were compared. A mediation path of corporate reputation - CSR motive - loyalty intention was analyzed. Results: Non-traditional fast-food restaurants (5.02 ± 1.26) were perceived to be more healthful than traditional ones (3.93 ± 1.72). The participants perceived that compared to traditional fast-food restaurants, non-traditional ones had a better overall corporate reputation (P = 0.037), were more concerned about their customers (P = 0.029), better workplaces (P = 0.007), more environmentally and socially responsible (P < 0.001), and offered higher quality products and services (P = 0.042). Significant positive correlations were shown between restaurant healthfulness and corporate reputation (P < 0.001 for all reputation items). The suggested mediation path was supported with 95% CIs excluding zero, implying that when fast-food restaurants had a better reputation overall, were customer oriented, good employers, strong companies with a good product and service quality, social and environmental responsibility, the participants were more likely to perceive their CSR activities to be sincere and were hence loyal to that restaurant. Conclusions: Overall, participants were more favorable towards non-traditional fast-food restaurants which had a healthier image and better reputation than traditional ones. Therefore, fast food restaurants need to consider offering healthy food and enhance their image, which would maximize the return on their investment in CSR.

• KDI Journal of Economic Policy
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• 제33권2호
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• pp.111-143
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• 2011

고용창출효과를 제고하기 위해서 노동 수요 측면의 임금보조를 현행 세액공제 방식에서 사회보험료감면 방식으로 대체해야 한다는 주장이 지속적으로 제기되고 있는 상황에서, 본 연구는 이론분석을 통해 이러한 주장의 타당성을 과학적으로 검증하기 위해 수행되었다. 분석 결과, 사회보험료감면 방식의 우월 여부는 사회보험 사각지대 존재 여부에 따라 다르게 나타나는데, 사각지대가 존재하지 않는 경우 사회보험료감면 방식이 고용창출 측면에서 세액공제 방식보다 우월하나, 사각지대가 존재하는 경우에는 사회보험료감면 방식의 우월성이 보장될 수 없다. 따라서 사회보험료감면 방식의 우월성을 구현하기 위해서는 사회보험 사각지대를 최소화함으로써 모든 기업이 임금보조 혜택을 받을 수 있는 토대를 마련하는 것이 긴요하다. 또한 기업별 고용여건(임금수준, 고용반응도 등)을 고려하여 감면비율을 차등적용함으로써 고용창출효과 극대화를 도모할 필요가 있다.

• 마케팅과학연구
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• 제20권2호
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• pp.179-187
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• 2010

对营销和广告经理来说, 理解消费者的偏好和使用的媒体类型是非常有必要的, 尤其是在如今市场细分的情况下. 清晰的理解能帮助经理更有效的选择合适的媒体. 而且由于性格特征的不同, 个人对媒体类型的选择和使用都不相同. 本文测试了一个性格特征, 即感知追求. 这是在测试 "新" 媒体偏好和使用的文献中尚未出现的. 感知追求是被定义为 "一种对变化, 新颖和复杂的感觉的需要和经历. 以及为承担这些经历愿意承受生理的和社会的风险" (Zuckerman 1979). 根据文献回顾, 我们提出了6个假设. 我们尤其关注使用与满足理论(Katz 1959), 这个理论解释了为什么人们选择媒体类型和他们使用不同媒体类型的动机的原因. 目前的理论表明高感知追求者(HSS), 由于他们对新颖, 激励和非传统的内容和想象的需要, 他们会更多的使用新媒体. 因此, 我们假设高感知追求者比低感知追求者(LSS)(H2a)或中等感知追求者(MSS)(H2b)会更多的使用网络而不是广播(H1a)或印刷媒体(H1b). 另外, 高感知追求者有更多的社交活动及朋友, 因此他们会比低感知追求者(a) 和中等感知追求者(b)更多的使用社交网络网页例如Facebook/MySpace(H3) 以及聊天室(H4). 感知追求者可以显示出一系列的行为包括抑制解除. 我们认为具有高水平去抑制的人们比低水平或中等水平的人们会更多的使用社交网络如Facebook/MySpace (H5) 和聊天室(H6). 我们的数据来源于对参加极限运动的参与者的网上调查. 为得到这个群组的信息, 我们使用雪球样本技术的提高版, 即连锁推荐方法来选择应答者. 这种方法被认为是对隐藏人群进行有效估算的方法(Heckathorn, 1997). 最终的有效样本包括1108名应答者. 主要是年轻人(56.36%在34岁以下), 男性(86.1%)和中产阶级(58.7%的家庭收入超过50,000美元). 我们用这个样本来进行感知追求的研究. 我们用简要感知追求量表来测试感知追求(Hoyle et al. 2007). 我们用自我报告使用过的不同媒体类型来测量媒体使用. 结果并不支持H1a和b. 高感知追求者并没有更多的使用网络这样的媒体. 事实上, 同其他的媒体类型相比, 这个平均水平是较低的. 高感知追求者使用最多的媒体类型时印刷媒体, 这说明了一种对主流的反抗. 结果支持H2a和b. 高感知追求者比低感知或中等感知追求者更多的使用网络. 进一步的分析揭示了在高感知和低感知追求者之间在使用印刷媒体方面有显著不同. 高感知追求者在他们感兴趣的极限运动方面会追求更专业的印刷出版物. 假设3a和b 揭示了高感知追求者比低感知或中等感知追求者更多的使用Facebook/MySpace. 在使用聊天室方面低感知和高感知追求者之间没有显著差距. 所以结果也不支持假设H4a, 但是H4b的结果是显著的. 不同抑制解除水平的应答者被认为使用Facebook/MySpace 和聊天室的水平也不同. 去抑制水平高比低水平或中等水平的使用Facebook/MySpace的水平高. 所以H5a和b 被支持. 类似的, H6b也被支持. 去抑制水平高的人们使用聊天室的概率显著多于中等水平的但并不多于低水平的人们(H6a). 这些结果为管理者提供了一些有趣的见解. 第一, 尽管高感知追求者比低感知或中等感知追求者更多的使用在线媒体, 但他们使用在线媒体仍然少于印刷或广播媒体. 广告执行者们不应该对这个重要的客户群过分的强调在线媒体. 第二, 社交媒体, 例如Facebook/MySpace和聊天室会是接近这个群体的有潜力的方法. 最后, 对去抑制水平高的群体, 有公共关系方面的启示. 这些个体更倾向于一些社会风险的行为. 这些直接的启示包括因特网捕食者和未来的雇主. 本研究的一个不足是受访者都是参与极限运动的. 这本身就是一个高感知追求者活动. 更大范围的人群需要被测试.

• 한국치위생학회지
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• 제2권1호
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• pp.63-83
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• 2002

The purpose of this study was to serve as a basis for more efficient dental hygienist human resources utilization and for determining some of the right directions for supplementary education for dental hygienists, by examining how they actually worked and what they thought of job-related things. The subjects in this study were 537 dental hygienists who participated in a seminar by the Korea Dental Hygienist Association. After a survey was conducted, the following findings were given: 1. 50.2% of the dental hygienists investigated completed legally required eight-class education. Those who worked in clinics took less supplementary education classes than the others in the other types of dental institutions. The main reason they didn't receive supplementary education was financial burden and uncooperative employers. 73.2% took supplementary education at the association or its branches. The association was most favored by those in clinical sector as a place that provides supplementary education, followed by its branch and university in the order named. And the dental hygienists in public health sector preferred university most, and the next best favored one was the association and its branch in the order named. Those in clinical sector hoped to acquire clinical information on patient management, implant or aesthetics, and the dental hygienists in public health sector wanted to learn about health administration, public oral health operations and oral health education, which were different from what those in clinical sector wanted. 2. Regarding the period of service, 492% had worked for three years or more. This fact suggested that their service term and average age continued to grow. And they thought they would decide the retirement time on their own. 3. The most common yearly income ranged from 12 million won to 16 million won(40.7%). For-those in clinics, yearly income was 14.36 million won, and that of the dental hygienists who had worked for less than 3 years was 12.90 million won. 4. The Korea Dental Hygienist Association was most required to protect the rights and interests of the members and offer new knowledge and technology. 5. The largest group of them were engaged in patient management, and this type of job also was the most favored one for them to do. The greatest number of the dental hygienists in public health sector were in charge of dental treatment. 6. Concerning their turnover rate, 492% had never changed their occupation. Specifically, 70.0% of the respondents who had worked for less than 3 years had have no experience to do that. The time constraints for self-development and conflicts with other workers were the cause of their turnover. Those in dental hospital and general hospital changed their occupation chiefly due to the lack of time for self-development, and for the dental hygienists in clinics, the conflicts with other workers were the main reason. The above-mentioned findings suggested that the way the dental hygienists looked at things was undergoing change. The service area made a difference to their preference for the type of supplementary education and institution in charge of it, as those in public health and clinical sectors had a different opinion. And the dental hygienists in clinical sector had a different opinion as well, according to service area, about salaries, reason of not taking supplementary education, preferred type of supplementary education, cause of turnover, and type of occupation to which they hoped to change employment. To utilize and supply human resources in a more stabilized manner, job description should be more segmented, standardized and classified clearly, and dental hygienists should be motivated to perform their substantial jobs, including oral disease prevention, oral prophylaxis and oral health education. To make it happen, it seems that dentists are required to have a clear understanding of dental hygienist job and to change the way they look at it.

• 벤처혁신연구
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• 제4권2호
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• pp.97-108
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• 2021

근로계약은 형식상으로는 노동력상품과 임금의 교환관계로서 나타나지만, 단순한 물물교환의 차원을 초월하는 것이기 때문에 경제학적으로 노동력상품과 화폐의 교환관계로서 '매매'로서 파악하는 것도 가능하고 '임대차'로 파악할 수도 있다. 상품교환관계를 법적인 측면에서 보면, 노동력과 임금의 교환관계를 합법적으로 지지하고 그것에 구속력을 부여하여 강제화하는 법적인 장치가 계약이다. 이러한 근로계약은 임금을 수령하고, 임금의 수령의 반대급부로 일정한 시간을 사용자의 지휘·감독하에 두는 관계를 가져오게 하였다. 근로시간은 자신의 노동력을 사용자의 처분권하에 둔 종속시간이기 때문에 장시간의 근로는 근로자의 건강과 안전을 위해할 수 있고, 더 나아가 인간으로서 누려야 할 가치를 침해하는 행위가 될 수 있음으로 그 규제가 필요하다고 할 것이다. 근로시간의 단축은 인간의 생체적 한계를 설정하고, 확대 재생산을 할 수 있도록 생산적 측면에서 근로자의 문화에 대한 향유와 인간으로서 삶의 질을 확보하는 사회적인 측면에서 단축이 필요하지만, 사용자의 기업 경영상의 노동력 확보와 생산 활동 및 자본주의 국가에서 추구하는 것과 비교하여 이 둘의 양립을 할 수 있어야 한다. 근로시간은 개인에게서의 시간과 사회전체에서의 시간으로 볼 수 있고, 개인적인 차원에서 장시간 근로는 개인에게서의 시간은 줄어들게 되어 개인적 차원에서는 바람직하지 않지만, 사회전체적인 차원에서 생산 활동에 투입시간의 증대로 인한 생산물의 증가는 사회발전에 도움이 될 수 있다. 근로시간은 이러한 개인적 차원과 사회적 차원에서의 균형을 찾아간다는 측면에서 근로시간을 고찰하는 것이 필요하다. 근로시간의 규제방법이 근로시간의 시작과 근로시간의 종료에 대한 것으로 근로시간의 총량을 규제하는 것이었다면, 근로시간의 유연화, 탄력화는 근로시간의 총량을 1주 최대 52시간의 범위 내에서 범위를 한정하면서 기업의 새로운 업무의 출현에 따라 근로시간을 탄력적으로 배분하고 편성하는 것이 가능하도록 하는 근로시간의 질적인 규제방식이다. 이에 따라 근로시간은 단축하되 기업의 상황에 따른 유연근로시간제를 확대하여 시행하는 것이 필요하다. 이를 위하여 현재 6개월로 제한되어 있는 탄력적 근로시간제의 운용의 폭의 유연화와 사용자와 근로자간의 합의에 의한 선택적 근로시간제의 실 근로시간에 대한 처리, 정보통신 기술의 발전과 4차 산업혁명에 기반한 새로운 근로형태에 출현에 따른 재량근로시간의 대상 업무를 확대하는 것이 필요하다.