• 한국사회복지학
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• 제63권1호
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• pp.113-135
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• 2011

현대에 들어 노동시장이 더 유연화 되고 있기 때문에 고용의 형태가 다양해지고 있고, 이에 따라 비정규직 일자리가 두드러지게 증가하고 있다. 비정규직 근로자는 고용 불안정과 열악한 근무 여건 때문에, 사회적 배제를 겪을 가능성이 크다. 그리고 비정규직 근로자가 사회적 배제를 겪을 경우에는 정신건강 문제를 경험할 가능성이 커진다. 이중에서 우울은 음주, 자살, 장애 등을 유발하는 증상이므로 관심을 가져야 할 정신건강 문제이다. 그러나 우리나라에서 비정규직 근로자의 사회적 배제와 정신건강 문제를 다룬 연구는 없다. 이에 따라 본 연구에서는 대표적인 비정규직 근로자인 건설직 일용근로자를 대상으로 사회적 배제와 우울 사이의 관계를 실증적으로 살펴보았다. 조사 결과, 일용근로자의 사회적 배제는 우울에 유의미하게 영향을 미치는 요인으로 나타났다.

• 정보화연구
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• 제9권1호
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• pp.33-42
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• 2012

오늘날 많은 조직은 노동의 유연성을 확보하고 비용절감을 위하여 종래의 사무실 개념을 탈피하여, 언제 어디서나 편리하게 효율적으로 업무에 종사할 수 있도록 하는 미래지향적인 업무환경인 스마트워크를 도입하고 있다. 이러한 스마트워크의 본질은 일반적으로 조직 내부에서 접근하는 기술보다 위험하고 스마트워크 사용자가 원격 접근을 통해 내부 자원을 이용할 수 있게 하는 위험을 증가시킨다. 따라서 조직은 광범위한 외부 공격으로 부터 자신의 정보자산을 효과적으로 보호할 수 있는 적절한 보안기술과 통제절차를 구축할 필요가 있다. 본 논문은 안전한 스마트워크 서비스 환경에서의 보안 위협에 대한 연구로 기존 문헌에 대한 분석과 분류 및 정의하는 탐색적 연구방법을 적용하였다. 그 결과로 단말, 소프트웨어/플랫폼, 네트워크 등 3가지 스마트워크 서비스 계층 관점에서 최종적으로 16가지의 스마트워크 보안 위협을 제시하였다.

• International Journal of Computer Science & Network Security
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• 제21권6호
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• pp.304-311
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• 2021

The relevance of the research involves outlining the need for modern professionals to acquire new competencies. In the conditions of rapid civilizational progress, in order to meet the requirements of the labor market in the knowledge society, there is a readiness for continuous training as an indicator of professional success. The purpose of the research is to identify the impact of various forms of application of information technologies for lifelong learning in order to provide the continuous self-development of each person without cultural or age restrictions and on the basis of rapid digital progress. A high level (96%) of need of the adult population in continuing education with the use of digital technologies has been established. The most effective ways to implement the concept of "lifelong learning" have been identified (educational camps, lifelong learning, mass open online courses, Makerspace activities, portfolio use, use of emoji, casual game, scientific research with iVR game, implementation of digital games, work in scientific cafes). 2 basic objectives of continuing professional education for adults have been outlined (continuous improvement of qualifications and obtaining new qualifications). The features of ICT application in adult education have been investigated by using the following methods, namely: flexibility in terms of easy access to ideas, solving various problems, orientation approach, functional learning, group or individual learning, integration of leisure, personal and professional activities, gamification. The advantages of application of information technologies for continuous education (economic, time, and adaptive) have been revealed. The concept of continuous adult learning in the context of digitalization has been concluded. The research provides a description of the structural principles of the concept of additional education; a system of information requests of the applicant, as well as basic technologies for lifelong learning. The research indicates the lack of comprehensive research in the relevant field. The practical significance of the research results lies in the possibility of using the obtained results for a wider acquaintance of the adult population with the importance of the application of lifelong learning for professional activities and the introduction of methods for its implementation in the educational policy of the state.

• 문화기술의 융합
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• 제7권1호
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• pp.424-431
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• 2021

본 연구는 저출산·고령화, 만혼, 비혼, 별거, 사별, 귀농귀촌 등으로 인한 가족구조의 변화, 노동시장의 유연성 증대 등으로 인한 1인가구 증가라는 현상에 대해 1인가구의 화재예방 대책을 탐구하고 있다. 1인가구의 화재에 영향을 미치는 요인은 구조적 차원에서 주거환경문제가 있다. 행태적 측면에서 반려동물 양육에 따른 화재발생 증가가 있다. 1인가구의 화재예방을 위해서는 구조적 차원에서 주거환경 개선을 위한 예외 없는 안전규제가 필요하다. 행태적 차원에서는 관계기관 예방안전지도의 확대 적용이 필요하다. 또한 반려동물로 인한 화재 예방을 위한 조치로서 전기레인지의 제조사들은 반려동물로 인한 화재를 예방하는 안전장치, 예를 들면 자동 전원 차단장치나 타이머를 활용한 전원 공급 등을 개발해야 한다. 반려동물을 안전하게 키우기 위해 필요한 조치들을 홍보영상으로 만들어 배포하거나 가상현실로 구현된 재난대비 프로그램을 개발해서 보급하는 것도 중요한 수단이 될 수 있다.

• International Journal of Internet, Broadcasting and Communication
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• 제14권1호
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• pp.85-94
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• 2022

Recently, consumers who prefer contactless consumption are increasing due to pandemic trends such as Corona 19. This is the driving force for developing the last mile-based logistics ecosystem centered on the online e-commerce market. Lastmile led to the continued development of the logistics industry, but increased the amount of cargo in urban area, and caused social problems such as overcrowding of logistics. The courier service in the logistics base area utilizes the process of visiting the delivery site directly because the courier must precede the loading work of the cargo in the truck for the delivery of the ordered product. Currently, it's carried out as automated logistics equipment such as conveyor belt in unloading or classification stage, but the automation system isn't applied, so the work efficiency is decreasing and the intensity of the courier worker's labor is increased. In particular, small-scale courier workers belonging to the sub-terminal unload at night at underdeveloped facilities outside the city center. Therefore, the productivity of the work is lowered and the risk of safety accidents is exposed, so robot-based loading technology is needed. In this paper, we have derived the top-level concept and requirements of robot-based loading system to increase the flexibility of logistics processing and to ensure the safety of courier drivers. We defined algorithms and motion concepts to increase the cargo loading efficiency of logistics sub-terminals through the requirements of end effector technology, which is important among concepts. Finally, the control technique was proposed to determine and position the load for design input development of the automatic conveyor system.

• 한국콘텐츠학회논문지
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• 제22권10호
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• pp.460-474
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• 2022

본 연구는 고용의 주체인 기업과 기관의 운영자가 인식하는 정년연장에 관한 인식을 탐색하고자 하였다. 면접을 통해 수집된 자료를 질적 내용분석을 통해 분석한 결과 제조업과 건설 현장 중심의 기업은 외국인 근로자보다 고령자를 선호하였고 사회서비스 기관의 운영자들은 건강하고 능력이 있는 고령자들은 계속 일할 수 있어야 한다는 의견을 제시하였다. 그러나 기업의 사정을 고려하지 않은 채 일률적으로 정년을 연장하는 것에 반대하는 의견도 다수 제시되었다. 높아진 호봉 대비 일에 대한 열정이 감소하여 정년제도가 없으면 조직의 활력을 저하하고 인건비 부담을 가중할 것에 대한 우려를 드러냈다. 이에 대한 대안으로 회사와의 합의에 따른 계약 연장 및 촉탁직의 형태를 취한다면 정년 이후에도 고용이 연장될 수 있다는 의견과 함께 고령자의 연봉을 조정하여 기업의 부담을 줄이고 좀 더 고용의 탄력성이 보장되면 기업에서 고용유지뿐만 아니라 고령자 고용 창출도 좀 더 용이하게 이루어질 것이라는 의견도 제시되었다.

• Asia Marketing Journal
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• 제14권4호
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• pp.23-33
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• 2013

This case focuses on WE CAN Cookies, a social enterprise in South Korea that was founded in 2001 with the support of the Korean Roman Catholic Church. WE CAN Cookies specializes in the making of high quality organic cookies. As a nonprofit organization that uses a labor force of mostly mentally disabled workers, the company faces many challenges that normal companies do not experience. The company had to initially overcome the social prejudice that the handicapped cannot make good cookies. Despite the religious background and social agenda of the company, it started making inroads as a cookie-making business only after its managers, including the nuns who run it began adopting modern management philosophies and practices. The WE CAN Cookies case illustrates three main marketing-related concepts: One, WE CAN Cookies is a good example of how social enterprises face a broader spectrum of challenges when compared to conventional profit-seeking enterprises. Two, WE CAN Cookies demonstrates that social enterprises need flexibility in formulating their business strategies. Even though WE CAN Cookies is subject to many constraints, as a social enterprise it can also take advantage of new opportunities for obtaining support from the government and from the private sector. Three, WE CAN Cookies shows that these types of operations need to create greater balance in their social and business competencies to ensure the long term viability. Social enterprises are certified by governments with the stated goal of improving the lives and the wellbeing of special interest group. As important as achieving these objectives are, social enterprises also must additionally be able to build their operational capabilities not only in manufacturing but also in functions such as marketing.

• 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.

• 정보화정책
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• 제24권2호
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• pp.87-104
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• 2017

정보통신기술 발달에 기반하고 있는 4차 산업혁명은 인간의 지식노동을 대체함으로써 대량실업문제 및 일자리 양극화를 통한 소득격차문제를 확산시킬 것으로 예상되고 있다. 더욱이 그 변화의 속도와 범위가 빠르고 광범위할 것으로 예상되어 급격한 사회변화에 따른 선제적 대응조치 마련을 요구하고 있으나, 기존연구에서는 전통적 형태의 일자리가 미래에도 지속될 것이라는 가정 하에 제한적인 해결방안만을 내어놓고 있다. 한편, 정보통신기술은 기존직무의 유연화 과정 등을 통해 기업의 생산방식을 변화시키고 있는데. 이러한 기존직무의 유연화 과정은 궁극적으로 소비자가 생산자가 되는 프로슈머 이코노미로의 전환을 가능하게 할 것으로 보인다. 만일, 소비자가 생산자가 되는 프로슈머 이코노미가 도래하게 될 경우 기존의 일자리문제는 더 이상 일자리문제가 아닌 일거리 문제로 대체될 수 있는데, 이것이야말로 새로운 기술을 활용한 일자리문제의 근본적 해결방안이 될 수 있다. 결과적으로 본 논문은 4차 산업혁명시대 일자리 문제 해결을 위해 프로슈머 이코노미로의 안정적 전환을 제안하고 있으며, 보다 생산적인 프로슈머 이코노미로 전환하기 위한 인적자원개발의 관점에서 첫째, 노동시간단축을 통한 교육시간의 확보, 둘째, 온라인 대중교육 무료지원을 통한 평생교육 활성화, 셋째, 전자정부 사용 의무화를 통한 정보격차해소 방안을 제안하고자 한다.

• 지역사회간호학회지
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• 제10권1호
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• pp.93-105
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• 1999

Recently, Korean health care industry managers are paying more attention to customer oriented service, the rationalization of business administration, and quality control of service to adjust their business to outer environment since IMF bailout program. They are focusing on the cost reduction through remodeling the size and structure of man power, viz. labor flexibility. Nurses are not free from this juncture and contingent nurses are increasing fast. This article intends to verify the actual condition of two types of contingent nurses -part-time nurses and internship nurses-and to compare their job satisfaction to provide basic resource for efficient management of nurse man power. The concrete goals of this article are; Firstly, to verify the actual condition of their employment. Secondly, to compare their job satisfaction. And Thirdly, to the relation between employment condition and job satisfaction. 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 general hospitals-which have at least 100 beds-in Seoul. Among them, 121 questionnaires-of 28 general hospitals-were returned. Then, the data coded and submitted to mean, standard deviation, T-test, variance analysis (ANOVA), correlation analysis, multiple regression analysis with SAS program. The research results of the contingent nurses are followings: 1. Two types of contingent nurses shows similar age spans: they are mostly 21 - 30 years old and unmarried. But internship nurses have high level of educational career. Part - time nurses spread at general beds, out -patient part, intensive care part, operation part, etc, but internship nurses work mostly at general beds. 2. Two groups shows difference in actual employment condition: average employment career of part -time nurses is 7.0 months but internship nurses' is 2.0 months: average duty-on days per month of part - time nurses are 23.7 days but internship nurses' are 24.8 days. But there are little difference in average working time per day: 7.7 hours for part -time nurses and 0 hours for internship nurses. 3. The average wage per month for part -time nurses is 836,026 won but for internship nurses is 557,428 won-66.7% of part-time nurses'. Both groups are enjoying little additional pay. 4. Both groups are getting job not so much through advertisement of newspaper or hospitals as through acquainted person or college. 5. Both groups show very high level of job satisfaction: 3.2195 for part -time nurses and 3.2881 for internship nurses. But they show very low satisfaction on payment level compared with other categories and two groups show meaningful difference(P<.0001). 6. The multiple regression test reveals the factors related with job satisfaction: wage level, working part(OR or ICU), age, job career, and motive of contingent job-taking('because I can take care of family duties at the same time') influence positively: motive of contingent job-taking('because I can work regularly without alternation') influences negatively.