• 한국컴퓨터정보학회논문지
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• 제20권1호
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• pp.175-183
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• 2015

본 논문은 취업하고자하는 학생의 빅데이터를 분석하여 최적의 취업 성공률을 높이기 위한 취업 전략 구축 방법을 제안한다. 특히 취업 방향을 잘 결정하지 못하여 취업률이 낮은 2년제 여자전문대학생을 대상으로 실험을 했으며, 기존 취업 전략의 중대한 문제점은 구직업체의 요구에 의해 학생들의 학교 성적 정보, 외모, 성격 등 단순한 정보만으로 구직에 참여하게 된다. 이로 인해 취업하려는 학생들의 만족도가 떨어지고, 취업 후 부적응 사례로 중도 직장을 포기하는 사태가 발생한다. 이런 문제를 해결하기 위해서 빅데이터 분석을 이용하여 취업 전략을 구축하고자 하는 것이다. 이를 증명하기 위해 전년 대비, 2014년 취업 통계 데이터로 증명했으며, 취업의뢰건도 전년 대비 21.3%가 상승했고, 기업과 학생간 취업 매칭률도 전년대비 81.4%증가 했다. 가장 중요한 최종 취업성공률도 전년 대비 63.1%가 증가한 것으로 나타났다.

• 디지털융복합연구
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• 제11권2호
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• pp.355-363
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• 2013

본 연구는 보건계열 대학생을 대상으로 취업역량강화 프로그램 수행 후 만족도가 대학생활 적응과 학업성취도에 어떠한 영향이 있는지를 실증분석하기 위해 수행하였다. 충북 소재 1개 대학교의 보건계열 전공자를 대상으로 취업역량강화 프로그램 수행 후 만족도 및 대학생활 적응과 학업성취도를 자기기입식 설문조사를 통하여 수집하였다. 분석결과 취업역량강화 프로그램 만족도가 높을수록 대학생활 적응이 좋은 것으로 나타났으며, 높아진 대학생활 적응은 학업성취도에 영향을 미치게 됨을 알 수 있었다. 비록 취업역량강화 프로그램 만족도가 학업성취도에는 직접적인 영향관계가 없었으나 대학생활 적응을 통해 학업성취도가 높아져 향후 취업에도 긍정적인 영향이 있음을 시사한다. 대학 적응을 높이고 취업 활성화를 위한 환경 마련을 위해 학과 특성에 맞는 취업관련 프로그램을 활성화하는 적극적인 노력이 필요하다.

• 한국산업보건학회지
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• 제24권4호
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• pp.536-546
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• 2014

Objectives: The major objective of this paper is compare the exposure work hours and experieence of ill health symptoms among under and over employment and matched group. Workers with over employment have more exposed to hazards than that with under employment because that workers with over employment work more than those with ender employment. Methods: This study as heuristics one used the third Korean Working Conditions Survey done by Occupational Safety and Health Research Institute in 2011. The sample size is 50,023 economic active persons. Over and under employment were measured by matching method of preferred and actual work hours. The exposed work hours to hazards were measured according to 13 hazardous factors and the experience of ill health symptoms were scaled by the number of experienced 14 ill health symptoms. To compare the exposure and the symptoms experience were compared by mean difference test with F test. Results: The proportion of over employment in male employees is 32.1% and that in female employees is 29.3% and under employment rate is 11.2% in mae and 13.9% in female employees. There is significant difference of the rate of over and under emplyment among age groups, industrial sectors, occupational groups and the state of employment. The difference of the exposed work hours to hazards among under, over and matched group were statistically significant in all hazards by gender. The exposed work hours to hazards in over employment were more than those in under employment. The number of experienced symptoms in over employment is statistically significantly more than that in under employment. Conclusions: Workers with over employment may be vulnerable group in the criteria of hazard exposure and health status. The results have some implications and limitations because that this study is heuristic one. The mismatch of preferred and actual working hours may be unfavorable work condition that has impact on safety and health of workers. The impact mechanism may be investigated as future study, Because that this study used cross sectional survey data, some causal relationships cannot be evaluated.

• 국제학술발표논문집
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• The 4th International Conference on Construction Engineering and Project Management Organized by the University of New South Wales
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• pp.364-367
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• 2011

The levels of unemployment and poverty are extremely high and two of South Africa's most pressing problems. There is also a widely acknowledged need for housing and municipal infrastructure (water supply, sewerage, streets, storm water drainage, and electricity, refuse collection). From a theoretical perspective supported by experience elsewhere in Africa, there are reasons for considering that properly formulated employment creation programmes based on the use of labour-intensive methods could be established to construct and maintain the required physical infrastructure, thus creating employment, skills and institutional capacities. Over the past 30 years several projects have been initiated in South Africa to counter unemployment and poverty. Given the socio-economic conditions and political objectives (regarding development, employment creation and alleviation of poverty), it is anticipated that future large-scale construction projects will be proposed by the public sector (National, Provincial and Local Government). The paper will first examine the main tenets of the implementation of development projects through the use of labour-intensive construction and a description of progress elsewhere in Africa and their potential contribution which public works programmes could make to alleviate the poverty and unemployment problems. The research will then analyse the successes and challenges that have been experienced in South Africa in relation to the implementation of development projects over the past 30 years. The paper closes with recommendations and lessons for the future.

• 통상정보연구
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• 제8권3호
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• pp.385-396
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• 2006

The successful knowledge and information based companies facilitate to restructure the industry and strengthen the national competitiveness in the future. The advent of information age provides us new challenge because the information breakthrough can play a pivotal role in terms of knowledge transfer in the human resource management. Executive officer must present long term vision in order to expand enterprise continuously and establish long term management goal and strategy which are appropriate for key organizational skills of future management environment (Pfeffer, 1998). Also, long term talent management based on vision, goal and strategy and talent development strategy and employment management must be established (小池, 1994)). American HRM system's reformation cannot be defined without scientific management policy. However, currently widely discussed Japanese HRM system's reformation cannot be defined without organizational commitment focused Japanese employment system. (津田, 1992 ; 太田, 1994). Japan's development of the following policies are behind comparing to Europe : (1)Skill based talent management regardless of age, sex, nationality, race and academic background (2)Consideration of retirement age of 64 (3)Creativity and freedom promoting talent management policy. Also, there are problems to be solved. Solutions will be searched for by establishing new wage policy based on tasks and individuals in the basis of lifetime employment system.

• 한국자기학회지
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• 제27권4호
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• pp.153-162
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• 2017

4차 산업혁명시대에 많은 사람들에게 가장 우려스러운 점은 인공지능에 의한 자동화 및 로봇, 드론, 무인자동차 등 무인화 기술제품에 의한 노동력의 대체 등으로 인해 사람들의 일자리가 크게 줄어들 수 있다는 것이다. 본고에서는 4차 산업혁명이 수반하는 가장 큰 경제 사회적 임팩트인 미래고용의 변화에 대해 조사한 외국 및 국내 자료들을 우선 정리하였다. 그리고 범세계적인 차원에서 정성적 또는 정량적으로 조사한 고용전망 자료들을 정리하여 비관적 및 낙관적 전망으로 나누어 검토하였다. 또한 우리나라의 고용에 관련된 변화 요인들과 미래의 고용전망에 관한 자료들도 조사 분석하였다.

• 한국콘텐츠학회논문지
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• 제19권5호
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• pp.342-349
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• 2019

본 연구는 4년제 학제 치위생학과 졸업예정자의 취업선호도와 취업인식 및 직업의식에 관하여 조사하고자 수행되었다. 설문지는 일반적 사항, 취업선호도와 취업인식, 직업의식에 관한 문항으로 구성하였고, 강원도 W시 K대학교 치위생학과 졸업예정자에게 설문하여 111부 분석하였다. 통계분석은 IBM SPSS Statistics ver. 20.0를 이용하여 빈도분석과 기술통계, Mann-Whitney U검정 혹은 Kruskal-Wallis검정, 그리고 Pearson's correlation coefficient을 시행하였다(p<0.05). 전공만족도에 따라서는 직업의식 항목 중 전문직종, 대인관계, 전체 직업의식이 통계적으로 유의한 차이가 나타났고, 성적에 따라서는 대인관계 및 근로윤리, 취득 자격증수에 따라서는 학술관련, 대인관계, 전체 직업의식에서 통계적으로 유의한 차이가 있었다(p<0.05). 직업의식 항목 간에는 통계적으로 유의한 양의 상관관계를 보였다(p<0.01). 본 연구는 4년제 학제 졸업예정자의 직업의식 수준을 파악할 수 있는 기초자료를 마련하는데 의미가 있으며, 차후 진로 및 취업지도에 활용될 수 있을 것이라 사료된다.

• 한국직업건강간호학회지
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• 제10권2호
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• pp.131-141
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• 2001

Purpose: This study were carried out to investigate the difference employment characteristics and job satisfactions by gender and to explore the influences of demographic status and employment characteristics on job satisfaction. Method: Social statistics survey data collected by Ministry of Statistics in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaire which were consisted in 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship, working hours. Result: The results show that more than 50% of women were working as a part-time employees. Their education level were lower than men. Women workers were unmarried at higher percents than men. Men were showed more satisfaction significantly in their job than women. Men also had higher job satisfaction with work task, promotion, placement, and human relation. Women had shown higher job satisfaction with wage, working environment, and employer-employee relationship. Employment status had the most important factor on the job satisfaction. And, living status satisfaction, education, age, occupation, marital status, employment status and sex were significant for the job satisfaction. 33.34% of the variance in the job satisfaction were accounted for by these variables. Conclusion: The results of this study showed that there were difference of job satisfaction between gender and employment status was the most predictive factors on the job satisfaction. Women had more unstable employment status such as part-time, employment on probation, or family employer without wage than men. Stability of employment could be considered as a strategy for enhancing job satisfaction for women.

• 가족자원경영과 정책
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• 제9권1호
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• pp.41-58
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• 2005

The purpose of this study was to analyze the effect of the influencing factors on the continuity and the willingness of continuing self-employment. The sample of 321 was selected from self-employed workers living in Daegu. For data analysis, t-test, multiple regression, and logistic analysis were used. The major findings were as follows : 1. The sustaining period of self-employment were affected by gender, age, and educational attainment of self-employed workers, as well as the amount of starting capital, couple's partnership in business or not, and the type of industry in business. 2. Willingness to continue self-employment is more likely for those who without other income source, have positive vision with future economic prospects, have more satisfied with their self-employed work.

• 실천공학교육논문지
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• 제14권1호
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• pp.61-74
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• 2022

최근 청년 실업, 특히 대학졸업자의 실업 문제가 사회적 이슈로 대두되고 있다. 대학졸업자의 실업은 범국가적인 문제이기도 하고 대학 차원의 문제이기도 해서 각 대학들은 졸업자들의 취업률을 높이기 위해 많은 노력을 하고 있다. 본 연구는 머신러닝 기법을 활용하여 D대학 졸업생의 취업여부를 예측하는 모델을 제시한다. 사용된 변수는 개인정보, 입학정보, 학사정보 등 최대 138개를 활용하여 분석하였으나 향후 교육과정에 반영하기 위해서는 입학 이후의 데이터만 유효하게 작용하므로 제안할 항목은 학과별/학생별 취업률 향상을 위한 추천 역량으로 한정하였다. 즉, 입학성적 등은 입학 후 개인의 노력에 의해 향상이 불가능한 지표이므로 취업률 예측도를 높이는 용도 등으로만 활용하였다. 본 연구는 대학의 이념, 목표 및 인재상 등이 반영된 D대학교의 핵심역량의 분석을 통한 취업예측 모델을 구현해 보고, 새로운 핵심역량 예측 모델의 도입이 실제 취업에 미치는 영향을 머신러닝을 활용하여 평가하고자 수행되었다. 향후 연구결과를 학과별 교육과정 수립 및 학생 진로 지도 등에 적용하여 취업률을 향상시킬 수 있는 근거를 마련하는데 그 의의가 있다.