• 한국콘텐츠학회논문지
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• 제16권12호
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• pp.480-491
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• 2016

본 연구의 목적은 청년 취업자의 이직 준비 관련 요인을 실증적으로 분석하는 것이다. 관련 요인을 확인하기 위해 청년패널조사(Youth Panel)의 1-7차 연도인 2007-2013년 자료를 분석하였다. 최종 연구대상은 취업자인 17,037개의 표본이며, 일반화 추정 방정식 방법을 이용한 패널로짓모형을 사용하였다. 분석 결과, 인구사회적 특성에서는 연령, 성별, 최종 학력, 월 소득, 고용 형태가 유의하였으며 근무 관련 특성은 교육수준 대비 업무 난이도, 업무의 전공 일치도, 자기발전의 추구, 고용의 안정성, 일의 자율성과 권한, 직장내 인간관계가 유의한 것으로 나타났다. 직무환경과 근무조건에 불만족할수록 이직 준비를 하는 것을 알 수 있으며, 청년 취업자의 이직 준비는 후생을 높이고 자신에게 적합한 일을 찾기 위한 일련의 활동으로 볼 수 있을 것이다.

• 대한지역사회영양학회지
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• 제24권2호
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• pp.127-136
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• 2019

Objectives: This study analyzed the education participation reasons and deterrents of dietitians who work in welfare facilities for the elderly. Methods: The survey was completed by 144 dietitians working at welfare facilities for the elderly in Korea. The survey was conducted in October, 2018, both on-line and off-line, based on the demographic characteristics, work status on welfare facilities for the elderly, Participation Reasons Scale (PRS) and Deterrents to Participation Scale (DPS-G). The data were analyzed using frequency analysis, descriptive analysis, factor analysis, reliability analysis, regressive analysis using SPSS ver. 25.0. Results: The reason for participation were divided into three factors: 'Responsibility of professional and self-development ($5.76{\pm}1.04$)', 'Job stability and personal benefits ($4.98{\pm}1.28$)', and 'Interaction and development of professional competencies ($5.85{\pm}1.00$)'. 'Interaction and development of professional competencies' was the highest motivation factor. Also, the deterrents for participation were divided into four factors: 'Dispositional barrier ($2.70{\pm}1.29$)', 'Dissatisfaction of education usability ($3.39{\pm}1.38$)', 'Institutional barrier ($4.21{\pm}1.45$)', and 'Situational barrier ($2.36{\pm}1.30$)'. 'Institutional barrier' showed the highest deterrents factor. In addition, 'Responsibility of professional and self-development' and 'Interaction and development of professional competencies' were negative attributes for 'Dispositional barrier' (p<0.001). Conclusions: These results provide basic data to promote participation in education and contribute to the improvement of their job ability and education capacity of the food and nutrition management of welfare facilities for the elderly.

• 실천공학교육논문지
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• 제12권2호
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• pp.331-337
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• 2020

본 논문은 학위연계형 일학습병행제도의 학습근로자를 대상으로 소속 기업의 조직유효성에 대한 인식을 조사했다. 그 결과 이직의사, 직무성과는 학습근로자가 비교대상인 일반 회사원(근로자)에 비해 높게 나타났으며 조직몰입은 낮게 나타났다. 또한 학습근로자의 학년이 오르고 성적이 높을수록 직무만족이 높아지고 좋은 성적인 학습근로자의 직무소진이 줄어드는 경향을 보였으며 1학년에 비해 2, 3, 4학년이 이직의도가 높게 나타났다. 추가적으로 학습근로자의 만족요인과 불만족요인의 조사 결과 대학의 OFF-JT교육보다 현장의 OJT 관리가 강화되어야 함을 보여준다. 이러한 결과는 일학습병행제에 참여하는 기업이 학습근로자의 역량개발 뿐 아니라 교육지원, 인사관리, OJT 운영 등의 영역에서 지금보다 수준 높은 관리가 필요하며 제도적인 측면에서는 학위연계형의 발전을 위해서 학습시간 및 참여기업의 학습자관리에 대해 보완책이 필요하다는 점을 보여준다.

• 대한안전경영과학회지
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• 제24권4호
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• pp.85-93
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• 2022

Today's customer service providers, who have the greatest impact on customer satisfaction, are experiencing severe stress and job burnout due to various causes. Unlike general companies, the corporation has a relatively high level of dissatisfaction with customer service since there is a large conflict between the provision of kindness and the reasonable handling of civil complaints according to laws and regulations. In order to analyze the environment of the NPS' customer service providers, 5.583 branch employees working at the National Pension Service and 407 call center employees were surveyed online using the questionnaire function of the Enterprise resource planning system. The contents of the survey consisted of a survey on customer-facing employees, the level of awareness of customer-facing workers protection measures, and opinions on improvement and supplementation related to customer-facing workers protection measures. As a result of the survey, 72.8% of the total respondents experienced grievance complaints, and the proportion of call center employees was even higher at 89.0%. In addition, both the branch and the call center had the largest share of complaints about obstruction of business, unreasonable demands, abusive language, and verbal abuse. More than 40% of call center employees in their 20s and 30s experienced the highest frequency of complaints 13 or more times a year. The most difficult thing in the process of responding to complaints was that both branch offices and call centers had insufficient psychological recovery time, lack of space, and lack of help from colleagues and superiors. Based on the survey analysis, it is suggested to establish a countermeasure through case analysis rather than the right to suspend work for civil complaints that cannot be handled, such as customized manuals and action strategies for the age group with high grievance complaints.

• 유통과학연구
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• 제15권5호
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• pp.65-73
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• 2017

Purpose - The Service Level Agreement which has been used in the IT information communication industry to maintain the level of service supplied by a vendor has been adopted in the service industry surrounding the airliners and airports. Considering that service quality is dependent on attitude of employees who are responsible to provide service, it is very important to understand what kinds of effects SLA(service level agreement) has on the attitude when SLA is applied to the service industry. SLA is an agreement between management authority and service providing contractor to make sure that certain level of service quality should be provided. For employees whose responsibilities are providing the service, SLA has both positive effects and negative effects. Negative side is that employees have to follow many irrigating complicated rules. On the other hand, the attribute of rules is that once one is become accustomed to them one may feel comfortable doing repeated same kinds of works, which is positive side for the workers. Research design, data, and methodology - We analyzed whether the SLA has moderating effects while service providers' job environment of outsourcing companies affects job satisfaction. Especially in the service industry, job satisfaction has great effects on productivity and efficiency. Results - The study results show the following. First, SLA has moderating effects while task performance environment affects treatment satisfaction. Second, SLA has moderating effects while task motivation environment affects treatment satisfaction. Third, SLA has moderating effects while physical work environment satisfaction affects treatment satisfaction. Fourth, on the other hand, the difficulties caused by SLA have moderating effects while the relationship among employees affects job dissatisfaction, which is negative side of SLA. From these results, we can tell that SLA has more positive moderating effects on treatment satisfaction on the whole. which results can be used to justify applying SLA to the service industry. Conclusions - In this study we analyzed the effects of SLA which have become more important in service industry nowadays on service providing employees. For managing side, the positive effects of SLA have to be emphasized while the negative effects should be avoided or minimized.

• 한국의류학회지
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• 제42권5호
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• pp.884-896
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• 2018

This study investigates coping strategies of overweight or underweight males in Korea. For this purpose, the authors identify types of stress related to weight management. A qualitative method was utilized to collect the data related to successful weight management experiences of males aged 20-37 years. Data were analyzed based on a motivation theory of coping, which suggests coping strategy elements. The results of this study identified the stress related to weight: dissatisfaction with appearance, others' disapproval of appearance, health problems, weaker athletic ability, negative self-perception, passiveness about appearance, lower romantic attractiveness, others' disapproval of lower romantic attractiveness, weakened task execution capability, and negative stereo-types about task execution capability. In addition, six coping strategies were suggested: improved appearance, improved physical function, improved positive self-perception, more choices to improve appearance, enhanced romantic relationship, and enhanced job performance. This study shows that weight problems in modern society are diverse and complex. Therefore a man who has abnormal weight needs to clarify his stress first and then proposes strategies that are appropriate for each type of stress.

• 대한산업공학회지
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• 제25권1호
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• pp.100-110
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• 1999

The objectives of this study are twofold: (1) to evaluate the cockpit of three Korean air force fighters such as F-4, F-5, and F-16 in an ergonomic perspective and (2) to measure the musculoskeletal discomfort of the fighter pilots. For the study, 369 air force pilots from 7 squadrons were surveyed. The study shows that the cockpit design of F-16 is superior to the others. However, F-4 is the worst among them. Statistical analyses reveal that the seat in the cockpit raised the most complaints, regardless of types of fighter planes. The main problems with the seat included inappropriate designs of the backrest angle, seat cushioning, and parachute harness. Also frequently cited are various control switches, control stick, rudder pedal, and the throttle. That these items lack human integration is found in remote positions and improper dimensions. The implications of these findings are discussed. The self-reported musculoskeletal complaints show that the main discomfort is on the back and neck. Also, the buttocks, shoulders, and the legs/knees are common sites of discomfort. A stepwise regression analysis shows that the back discomfort, is mainly caused by the use of the seat, rudder pedal, control stick, and switches. A Spearman rank correlation coefficient test also reveals that job dissatisfaction of the pilots is related to the complaints with the cockpit and musculoskeletal discomfort. These findings suggest that more comprehensive studies for cockpit design in the aspects of functional anthropometry of Korean pilots are needed to reduce the musculoskeletal discomfort.

• 기본간호학회지
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• 제4권2호
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• pp.193-216
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• 1997

The purpose of this research was to understand the structure of the experiences of turnover among hospital nurses. The research question was 'What is the structure of the experiences of turnover among hospital nurses?' The sample consisted of 16 hospital nurses who experienced one or more turnover. The unstructured interview were carried out from July 15. through August 31., 1997. Intervewed by audio-recording and analyzed by Van Kaam's method. There were 361 descriptive expressions and priority classifications. The result summerized as 107 common elements, 38 syntheses of hypothetical definitions and 6 identifications of the structural definition. The structural definitions and hypothetical definitiones were as follows ; 1. There were different views on the turnover intention. Hard task, dissatisfaction of initial expectancy, uncomfortable relationship with doctors, inappriate reward, uncomfortable relationship with workers of other parts, uncomfortable relationship with patients, unreasonable promotion, uncomfortable relationship with co-worker, helplessness, poor environment of working conditions. 2. Motivating factor of turnover can be varied : self development, problem of social support, boring task, problem of relation-ship with the senior, unfair promotion, night duty. 3. Social supportive factors were co-worker support, senior support, self control, family support, time support. 4. There were different views on the job satisfaction. Task, relationship with patient, recognition, professionalism, promotion, working environment, relationship with co-worker, reward.

• 한국보건간호학회지
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• 제10권2호
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• pp.15-36
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• 1996

It is clear that the women's participation in social activity is dramatically increased in civilian field as well as military profession. Because of the characteristics of military nursing service, there are many difficulties. Frequent move, medical insurance, baby care. and the education are typical forms of difficulties for nurse officers in the military. The purpose of this research is to contribute to the perfect execution of nursing service. guarantee the active attitude for research and improve the combat strength by solving those private and economic problems. The method of research was analysis of question survey and the review of related literatures. The subject of research was 300 active nurse officers who work at the Army Hospitals. The survey was conducted 14 days from Oct 15 to Oct 28. The collected data was processed by computer using SPSS(Statistical Package of Social Science). Frequencies and percentages were used to examine the demographic characteristics of subject, and T-test was also used in the case of necessity. The result showed as follows; As the general characteristics of subject group; 28.7 years of average age, 73.6 months of service period, 63.4% of married. In regard of specialty; General 57.7%. Intensive Care 12.7% and Psychiatries 8.8%. The dissatisfactory factors about military welfare system were the difficulties in children education (36.9%). disadvantages on the civil medical insurance system (27.3%), and little chance of self education and development (21.5%). The problems in performing their duties were shown as dwelling instability due to frequent move (67.7%), and bring up children (14.2%). The reasons for resigning their job were shown as the instability of living status (64.2%), bring up children (18.8%) and dissatisfaction to the service (11.2%). The residential status was shown that military offered houses (45.2%), rental houses (29.3%) and own houses(14.64). The average numbers of moving residencies were; 3-4 time(34.6%), less than 2 times(33.1%), and 5-7 times(21.5%). Higher than 94.7% of the subject group spent more than 50.000 Won. In regard of education, they wanted to attend graduate school with their own expense(26.2%), computer science(20%) and Office Job Training(20%). The ways of taking care of children were mother-in-low(49.6%), mother(14.6%), and others(25%). The average expenditure per month for children were 20-30 hundred Won(44.2%), 10-20 hundred Won(25%) and 30-40 hundred Won(22.3%). The places of children care selected were public or occupational care center(56.2%), religious organization(20.8%), and other center managed by social organizations(10.4%). The result of survey for general welfare of nurse officers are as follows; By and large they seem to be satisfied with their job. however. there are some dissatisfactory factors. They are children care facilties, promotion. income. welfare facilities. disadvantage in medical insurance and civil hospitals. house purchase. unfair chances in specialty training. influence on promotion by educational status. and insufficient role for their children and husbands. As conclusion. the recommendations for improving nursing service are as follows; 1. Children care center managed by occupation 2. Dormitory system for children by military personnel 3. Equal opportunities in education according to ability 4. Reasonable moving price according to the distance and scope of family and extra allowance

• 한국산학기술학회논문지
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• 제19권11호
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• pp.411-420
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• 2018

본 연구는 종합병원 의료인의 교육훈련 인식이 의료인 상호간 커뮤니케이션에 미치는 영향을 파악하기 위한 목적으로 수행된 연구이다. 자료조사는 광주광역시, 전라남도 소재 29개 종합병원에서 근무하는 의료인 433명을 대상으로 2018년 6월 8일부터 2018년 6월 25일까지 자료를 수집하였다. 자료 분석은 t-검정과 분산분석, 사후검정, 상관관계 및 단계적 회귀분석을 실시하였다. 연구결과 인구사회학적 특성 및 건강관련 특성과 의료인 상호간 커뮤니케이션 차이를 검정한 결과 연령, 학력, 병상규모, 직업만족도, 소재지, 건강상태, 건강관리 교육경험, 우울경험에서, 교육훈련 인식은 연령, 병상규모, 직종, 급여수준, 의료기관 종류, 직업만족도, 소재지, 건강상태, 건강관리 교육경험, 만성질환 여부에서 통계적으로 유의한 차이가 있었다. 의료인 상호간의 커뮤니케이션에 미치는 영향 요인으로 학력, 건강관련 교육경험에서 긍정적인 영향을 미쳤고, 연령과 병상규모(801병상 이상), 직업만족도에서는 연령이 높을수록, 병상규모가 801병상 이상인 경우, 직업에 만족하지 못할수록 부정적인 영향을 미쳤으며, 교육훈련 하부요인인 지원환경, 학습전이, 성과에서 영향을 미쳤다. 이러한 연구를 바탕으로 교육훈련 계획수립 시 성과와 지원환경, 학습전이를 높일 수 있는 교육훈련 프로그램 구축이 필요하며, 의학 및 간호학생들의 교육 과정에 커뮤니케이션의 정규 교육과정을 도입. 의료인 상호간 커뮤니케이션을 높여 환자에게 안전한 의료서비스를 제공해야 할 것이다.