• 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.

• 벤처창업연구
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• 제14권3호
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• pp.73-84
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• 2019

국내 중소기업 종사자들은 수십 년의 직장 근무경력에도 불구하고 퇴직 후 직장에서 쌓은 직무역량을 활용한 자영 업종에 진출하지 못하고 있다. 대기업과 달리, 중소기업은 당장 성과에 치중하다 보니 종사원의 중장기적인 직무역량 향상을 위한 시스템을 제대로 갖추지 못하고 있다. 중소기업 종사자들의 직무역량에 영향을 미치는 독립변수를 분석하여 중소기업 인사담당자를 위한 실무적인 시사점을 도출할 필요가 있다. 선행연구에서는 의료, 공무원, IT 등 특정 업종 분야에서 직무역량에 영향을 미치는 독립변수 분석은 있지만, 중소기업 종사자들에 대한 분석은 미흡한 실정이다. 본 연구는 중소기업 일반 종사자들의 직무역량을 종속변수로 하고 이에 영향을 미치는 독립변수를 선행연구에 기초하여 직무 적합성과 조직 공정성으로 설정했다. 이들의 하위 변수로는 직무 적합성에는 지식, 기술, 경험, 욕구를, 조직 공정성에는 분배, 절차, 배치 공정성을 각각 도출하였다. 국내 중소기업 종사자를 대상으로 2019년 2월~3월에 걸쳐 Likert 5점 척도에 의한 설문조사를 진행했으며, 323명으로부터 설문을 회수하여 SPSS와 AMOS 통계패키지를 활용하여 실증 분석하였다. 직무 적합성의 4개 하위 독립변수 가운데, 지식, 기술, 경험은 직무역량에 유의한 영향을 미치는 것으로 나타났고, 욕구는 그렇지 못한 것으로 나타났다. 조직 공정성의 3개 하위 독립변수 가운데, 배치 공정성은 직무역량에 유의한 영향을 미치지만, 분배와 절차 공정성은 그렇지 못한 것으로 나타났다. 중소기업 인사담당자는 채용, 배치, 승진 등 단계별로 지식, 기술, 경험, 배치 공정성 등의 독립변수를 적절히 활용하여 종사자들의 직무역량을 향상할 필요가 있다. 직무역량을 객관적으로 측정하지 못하는 본 연구의 한계를 극복하기 위해 향후 직무역량 모델링 연구가 필요하다.

• 건축역사연구
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• 제20권4호
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• pp.61-80
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• 2011

This study estimated the prototype of Yangjindang at the time of its foundation by putting together the literature and discovered data and historical research on family related to Sangju Yangjindang, and looked at its architectural characteristics. These are summarized as follows: First, Yangjindang is an office building which was completed in three years [1629] after its start of construction when Keomgan Jojeong was at the age of 72 [1626] in his latter days and it was used for performing ancestral rites for Jojeong's forefathers of the head family of Pungyang Jo by family origin. Yangjindang was founded as a base of utopia for putting ancestral rites & commemoration, harmoniousness of a tribe, and educational idea into practice together with Ojakdang. Such a movement can be judged to interpret and apply the circumstances of the times realistically and flexibly where they tried to pursue the promotion of Confucianism & studies of the proprieties as well as the consciousness of practice, and to bring a tribe into harmony after the war through the retirement of Toegye School. Second, it is located at a topographically ideal spot on the edge of the Jangcheon-a tributary of Nakdong with a good physiology and landscape and its location was also the lot for a house of Jojeong's ancestor, which was burned down by war. Behind such a location and planning of Yangjindang, it is presumed, though not certain that it was modelled after Naeap village at Andong- Jojeong's parents-in-low's home. Third, as for its foundation size, it's a head house as much as about more than 100-kan, and its structure is composed of Samyo, Bonche, and Yangjindang. In addition, arrangements of buildings and its composition system and renovation procedures followed Chu-tzu Garyoe. Composition of Samyo can be restored to Yangjindang, Jugo, Woesammun, and Samyo; however, there has been no case of existence in case of Jugo building composition & arrangement takes on an aspect of a compromise between Gamyojido and Sandangjido of Garoe, which seems to be the result from flexibly interpreting and applying the rituals and studies of the proprieties of Toegye School in keeping with locational topography and realistic circumstances while making it a principle for them to observe by Toegye School. There exists a difference between Bonche and its counterpart of the upper class housing at Sangju district in that Bonche[main building] is a squre-shaped 'Ttuljip' typical of Andong setting a family ancestral ritual as a main function. Fourth, there existed a lot of hardships in raising money to cover repairs in time of doing repairs to this structure after 180 years since its establishment. In case of the repair work on Bonche, the level of renovation was limited to the replacement of old materials for rafters, doorpost, roof members and railings with new materials, together with partial alterations in case of window system. It is estimated that Yangjindang was renovated in 1808, and afterwards it was renamed Okryujeong after being re-built at another site. Through the repairs, the floor was expanded for the clan's meeting, and angle rafters and roof members were mended as well. Especially, the plane and structure of Okryujeong which was re-built at another site are expected to give clues to its restoration due to the resemblance to original appearance of Yangjindang at the time of its renovation in 1808.

• 한국치위생학회지
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• 제5권2호
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• pp.201-218
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• 2005

The purpose of this study was to examine how dentists perceived dental coordinators including their education, hiring criteria, working condition and job. It's basically attempted to help define the job and role of 5 and to suggest how they should be nurtured. The subjects in this study were dentists at dental hospitals and clinics where dental coordinators were employed among approximately 200 dental institutions in Seoul, Cyeonggi province and Incheon. After a survey was conducted in June 2005, answer sheets from 99 respondents were analyzed. The findings of the study were as follows: 1. Regarding education for dental coordinators, 99.9% of the dentists investigated felt the need for separate education programs for dental coordinators, 42.4% knew what would-be dental coordinators learned about, and 81.8% considered it necessary for them to take intermediate or higher courses. An organization affiliated with the Korea Dental Hygienists Association was viewed as the best institute to educate dental coordinators, and educational institutes that included a department of dental hygiene was looked upon as the second best one. 68.7% believed that dental coordinators should take an official examination to test their qualifications, and concerning educational subsidy, the largest group of the dentists thought that a certain amount of subsidy should be provided. 2. As for coordinator hiring, the top priority was the impression(look) of applicants(55%), followed by adjustability to existing employees(24.5%) and professional competency(17.3%). As to the route of hiring, 41.4 percent, the largest group, reeducated some of existing employees, and dental hygienists were regarded as the best personnels to serve as a coordinator. Concerning job performance, they put the most emphasis on interpersonal relationship, which was followed by executive ability, impression and career, 58.6% the largest group, believed that dental coordinators should have a three-year or higher career to work at a dental institute. 3. As to working conditions, 75.7%, the largest group, paid dental coordinators based on their job performance, and 23.2%, the second largest group, had their pay equal to that of dental hygienists, 88.9% allowed them to determine their own retirement age. 4. In regard to their perception of dental coordinators, the largest number of the dentists considered it necessary for them to keep receiving education(4.29), and the second largest group felt that they served to enhance the image of dental institutes(4.18). The third largest group thought that they contributed to letting patients more satisfied with the quality of dental services. But they tended not to agree that their turnover rate was low(3.04), and they didn't find them to receive appropriate education, either(3.10). 5. The current major job of coordinators associated with customer services was handling appointments with customers(91.9%), treating unsatisfied customers(85.9%), and controling waiting time(84.8%). Regarding self-management, coordinators directed their energy into having good manners(89.9%), acquiring fundamental dental knowledge(84.8%), and learning how to treat customers(83.8%). Concerning hospital affairs handling, they were most responsible for information desk(87.9%), which was followed by receiving(86.9%). As a result of investigating what type of job the dentists hoped dental coordinators to fulfill in consideration of their career, their age and type of investment, the dentists wanted them the most to speak a foreign language, which belonged to the field of self-management.

• 한국인구학
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• 제11권1호
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• pp.204-229
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• 1988

본 논문은 우리나라 청소년 인구의 장기적 경제활동참여율 변동추이와 고용(실업)구조에 있어서의 변화에 관한 연구이다. 청소년층의 경제활동참여와 취업은 학교교육의 이수, 군복무, 결혼·출산을 통한 자신의 가족형성 등 일련의 생애전이과정(life-course transitin)과의 긴밀한 연계속에서 이루어지며 따라서 집단적으로는 연령단계에 따라서 큰 변화를 보인다. 본 논문에서는 먼저 지난 20여년간(1980년대-1990대) 청소년층의 연령단계별 경제활동참여 및 취업률이 어떻게 변화해 왔는가를 살펴본다. 청소년기에는 학교에서 노동시장으로의 진입과정(school-to-work transition)을 포함하고 있기 때문에 청소년층의 경제활동참여율 및 취업률은 무엇보다 동 연령집단의 취학률 및 진학률의 변화와 직접적으로 연결되어 있다. 본 논문에서 제시되는 자료에 의하면 지난 20여년간 우리나라 청소년층의 고등학교 및 대학진학률은 지속적이고 급격하게 상승하고 있었던 것으로 나타나고 있으며, 따라서 이러한 변화가 그들의 경제활동참여율 및 고용구조에 있어서의 변화에 미친 영향을 경험적 자료를 통하여 살펴본다. 1980년대 초반이후 우리나라 학교교육체제에 있어서의 변화가 청소년층의 취업구조에 미친 가장 주요한 영향 중의 하나는 높은 대학진학률에 따른 청소년 노동력의 고학력화와 그에 따른 고(高)실업의 문제이다. 본 논문에서는 사회구조적 요인과 고실업을 낳는 노동시장에 있어서의 불평등한 기회구조에 관한 이론적 논의와 경험적 증거들을 제시한다.

• 한국인구학
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• 제13권2호
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• pp.1-18
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• 1990

This is a study which attempt to analyze changing patierns of economic active popu-lation, t o estimato- future patterns, and exa- mine vartons problems arises by changing c ire u mst ances of t he labor force market in- clunging soici al, economic ic, heathl th and demoi-graph ic aspects. We have constructed series of wotking life table which are useful in syt uiolyioig the lirocess of growth and structural change of labor force. Work i ng life tables represent ihie life eyele of econrmic' activity in hi ypothetical cohorts, that is. gen-erat i on of men Sn bject at eat' b period ot f their lives th given ra to's o mor tali it y and of par-- tici pation in economic activities. The tabloes prot' ide measorues of the alvet'age he ng t able of economically aeti \- e life. and agespecific rates of en trannee' into and retirement from the hahn' force. In const routing working life tables, age-specific activity rates and life tabole popula- titoto which represents contemporary condi-tions of moortality in Korea au'e the basic' maltoerials. We have derived the age-specific rates foorm economically active population survey, whoich were conducted by the Bureau of Statistics, Economic Planning Borard of the Korean government. Working life tables are constructed for men wtable these materi- als in the year of 1970, 1980 and 1988 by a modified Wolfbein-Wool's method. Some of the findings may be summerized as follow : 1) A central part of constructing working life table is calculation of stationary' economic active population, which represents the number of men in the stationtary population extoected to be in the labor force at each age group in the life span. The stationary economic active population by age have generally a universal pattern, where they rise sharply in the early twenties, approach its' peak in the thirties decline thereafter. at first graolually and then more rapidly at an advanced age. Korean men show the same general pa ttern of age distribution of stationary eco-- nomic active population with sharp increase hegining from the age interval of 20 to 24, reaching to maximum level at older age. The population. however, presumably, increased substantially due to increaseing school atte endance rates. Another difference exiSts in the youngest age groups, that is the activity rate in the year of 1988 is lower than that of Japan. The table shows an analysis of changes in the age distrihution of labor force between 1970, 1980 and 1988. 2) It was shown an analysis of changes in the age distribution and cause of separation from labor force. The entrance rate to labor force has increased from 18~\5 persons to 299 persons per 1000 head of stationary population between that of 1980 than that of 1988 for Korean men in 20~24 age group. The entrace rate to labor force shows a rapid entrance appearance concentrated on the 15~24 age group. The separation rate from labor force by retirment in Korea in the year of 1988 shows a great difference of the about four times as much as that of Japan. 3) The functions of table illustrate the patterns of working life of males in Korea in 1970, 1980 and 1988. The average remaining number of economically active years, e at age 15 in 1988 is 46.39 which is 2.12 years of increase compared with that of at age 15 in 1970,1980 and 1988 are 43.90,44.27 and 46.39 respectively, showing steadily increase dur- ing the past double decade the increase in the length of economically active life various age may be considered to have come both from extention of general life expectancy and from increasing entrance rate to economic activity in high age that of working is far greater in 1988 than that of 1980. The gaps between expectation of life and average remaining years of economically active widened due to rapid improvement of mortality level in Ko- rea. This observation together with the population pressure by the appearance of a group of younger population implies that constant increase of economically inactive population among older age group.

• 간호행정학회지
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• 제5권3호
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• 시큐리티연구
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• 제20호
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• pp.249-270
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• 2009

지난 1999년부터 시작된 탐정제도 도입을 위한 입법화 시도는 벌써 10년째를 맞고 있지만 국가경찰력의 한계를 극복하고 국민의 치안수요에 부응하며 심부름센터나 흥신소 등 관련업종의 심각한 불법행위를 방지하기 위한 필요성에도 불구하고 번번이 무산되었다. 본 연구는 지금까지의 연구 성과를 바탕으로 그간의 논의를 종합하면서 탐정제도 도입에 있어 우리사회가 가장 적합한 선택을 하기 위한 모델을 제시하고자 하였다. 이를 위하여 업무의 성격상 민간경비산업의 범주에 포함되는 탐정제도를 기존의 경비업법 개정을 통해 도입하고자 하는 이인기의원안(案)이 가칭 '민간보안산업법(民間保安産業法)'으로 정비되고 있는 때에 즈음하여 동 입법안을 분석하고 개선책을 제시하였는데 이를 정리하면 다음과 같다. 첫째, 민간조사원 내지 민간조사관이라는 명칭보다는 신용정보의 이용 및 보호에 관한 법률 등의 현행법이 이미 예정하고 있는'탐정(探偵)'이라는 명칭을 쓰는 것이 옳다. 둘째, 탐정업무가 지닌 공공성에 비추어 행위주체는 자연인보다는 법인(法人)이 되어야 탐정제도가 사회적 책임을 다할 수 있는 보다 나은 여건이 조성될 것이다. 셋째, 탐정이 되기 위한 자격요건에서 공무원 수준의 자격요건(결격사유)을 요구하는 점은 제도의 취지상 합당하다고 보지만, 만 18세 이상의 자에게 탐정자격취득의 문호를 열어두는 것은 불필요한 규제를 철폐하고 자격증의 문호를 넓혔다는 상징적 의미를 제외한다면, 자격증을 따기 위해 필요한 지식과 경험의 습득이나 관련분야에서의 일정한 경력을 요구하는 현실을 감안하면 별다른 실익은 없을 것이라고 본다. 법안에서 누락된 탐정보조원제도를 신설하여 관련 업무에 경력을 쌓지 못한 일반국민들이 합법적으로 지식과 경험을 쌓을 수 있는 기회를 가질 수 있도록 하는 것이 옳다. 넷째, 탐정의 권한에 있어서는 업무의 공공성에도 불구하고 일반인과 별반 차이가 없이 아무런 권한을 부여하지 않는다면, 사회적 수요를 충족시키기 위한 합법적인 수단이 없는 탐정은 기존의 흥신소나 심부름센터와 마찬가지로 불법으로 내몰리게 될 우려가 있으므로 제한적이나마 공공기관의 정보열람청구권이나 사법기관의 허가를 전제한 준사법권의 집행 등의 행위능력을 부여하여 전문직업인으로서 사회적 역할을 충분히 할 수 있도록 하는 것이 필요하다. 다섯째, 탐정활동에 있어서 전직 공무원이나 군인 또는 경찰관이라는 사실의 표장을 금지하고 법집행기관에서 직급 이상의 관리자로 근무한 자는 일정기간 동안의 탐정활동제한 내지 탐정활동지역의 제한을 두는 것이 바람직하다.