• 한국사회복지학
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• 제59권4호
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• pp.35-61
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• 2007

본 연구는 중앙고용정보원의 청년패널 자료(2003-2005)를 이용하여 신규대졸자의 취업 및 임금수준에 영향을 미치는 요인을 분석해 본 후, 신규대졸자 실업완화 및 임금격차 해소에 도움이 될 수 있는 방안을 탐색해보았다. 분석결과, 첫째 취업여부 결정요인의 경우 학교소재지에서 경기 인천지역, 학교성적이 좋을수록, 취득자격증의 전공 및 취업관련 정도가 높을수록 취업가능성을 높이도록, 학교군에서 비수도권 사립대는 취업가능성을 낮추도록 영향을 미치는 것으로 나타났다. 둘째 취업형태 분석결과 (1) 정규직 결정요인의 경우 학교소재지에서 경기 인천지역, 학교성적이 좋을수록, 취득자격증의 전공 및 취업관련 정도가 높을수록, 의약간호보건계열 사범계열은 취업가능성을 높이도록, 학교군에서 비수도권 사립대, 수도권 전문대, 비수도권 전문대는 취업가능성을 낮추도록 영향을 미치며, (2) 비정규직 결정요인의 경우 학력에서 전문대, 학교군에서 수도권 전문대, 비수도권 전문대는 취업가능성을 높이도록, 비수도권 사립대는 취업가능성을 낮추도록 영향을 미치는 것으로 나타났다. 셋째 임금수준 결정요인의 경우 남자가, 연령이 많을수록, 의약간호보건계열, 사범계열은 임금수준을 높이도록, 비정규직, 학교소재에서 경기 인천지역, 전라지역은 임금수준을 낮추도록 영향을 미치는 것으로 나타났다. 신규대졸자 실업완화 및 임금격차 해소를 위한 시사점으로는, 첫째 대학교육을 전문인력 양성 및 산업현장의 요구에 부응하도록 개선해야 하고, 둘째 노동시장에서 성차별을 완화할 수 있는 대안이 마련되어야 되어야 하며, 셋째 자격증이 실질적으로 업무수행능력 및 생산성 향상과 연결될 수 있도록 자격증 취득과정을 개선해야 하고, 넷째 산업의 지방분산을 통한 지역균형발전정책이 이루어져야 하며, 다섯째 신규대졸자 취업을 촉진하기 위한 체계적 종합적인 지원 프로그램이 마련되어야 한다.

• 한국사회복지학
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• 제56권3호
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• pp.159-181
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• 2004

본 연구는 청년실업과 신규대졸자 실업의 실태 및 원인을 분석해 본 후, 청년 및 신규대졸자 실업 완화에 도움이 될 수 있는 대안을 탐색해 보았다. 청년실업과 신규대졸자 실업의 실태 및 원인 분석을 요약해보면, 첫째 외환위기로 급증한 청년실업률은 2000년 이후 상당히 완화되었으나 아직도 외환위기 이전에 비해 상당히 높은 편이며, 둘째 외환위기로 급증한 신규대졸자 실업률은 2000년 이후 완화되어 현재 외환위기 이전과 비슷한 수준이나 신규대졸자 실업자 수는 외환위기 이전에 비해 많이 증가하였고, 셋째 청년실업의 원인분석 결과 경제성장률과 경제성장의 고용탄력성(고용창출력)이 낮을수록, 대학진학률이 높을수록 실업률이 높은 것으로 나타났으며, 넷째 신규대졸자 실업 원인분석 결과 경제성장률과 경제성장의 고용탄력성이 낮을수록, 신규대졸자 증가율, 청년층 대비 대졸자 비율, 시간추세가 클수록 실업률이 증가한 것으로 나타났다. 청년 및 신규대졸자 실업 완화를 위한 정책과제로, 첫째 노동수요 확대를 위해 경제성장률을 높일 수 있는 경제환경을 조성해야 하고, 경제성장의 고용탄력성을 높일 수 있도록 고용창출력이 높은 산업 직업을 육성해야 하며, 둘째 노동공급 측면으로 신규대졸자 실업 완화를 위해 대졸자 수를 산업수요에 맞게 조절할 필요가 있고, 셋째 노동 수요와 공급의 불일치 완화를 위해 중.고등학교에서의 직업교육 활성화, 대학교육의 현장성 강화 등 학교교육과정을 개선하고, 청년실업 문제를 체계적, 종합적으로 지원할 수 있는 통일된 프로그램을 마련할 필요가 있다.

• 대한간호학회지
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• 제42권7호
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• pp.1019-1026
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• 2012

Purpose: To examine geographical imbalances by analyzing new graduate nurses' migration patterns among regions where they grew up, attended nursing school, and had their first employment and to identify factors related to working in non-metropolitan areas. Methods: The sample consisted of 507 new graduates working in hospitals as full-time registered nurses in South Korea. Migration patterns were categorized into 5 patterns based on sequential transitions of "geographic origin-nursing school-hospital." Multiple logistic regression analysis was conducted to identify factors associated with working in non-metropolitan hospitals. Results: Nurses who grew up, graduated, and worked in the same region accounted for the greatest proportion (54%). Sixty-five percent had their first employment in the region where they graduated. Nurses tended to move from poor to rich regions and from non-metropolitan to metropolitan areas. Working in non-metropolitan hospitals was related to older age, the father having completed less than 4 years of college education, non-metropolitan origin, non-capital city school graduation, and a diploma (vs. baccalaureate) degree. Conclusion: Admitting students with rural backgrounds, increasing rural nursing school admission capacities, and providing service-requiring scholarships, particularly for students from low-income families, are recommended to address geographical imbalances.

• KDI Journal of Economic Policy
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• 제30권2호
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• pp.157-183
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• 2008

'지방대학 혁신역량 강화사업' 혹은 'NURI(New University for Regional Innovation)사업'은 지역발전혁신전략의 한 주체로 설정된 지방대학의 발전을 도모하는 사업이다. NURI사업은 학부 졸업생 수준의 중견전문인력을 양성하는 지방대학의 기능을 강화하고자 하는 목적으로 시행되었다. 본 논문은 졸업생 취업률의 변화를 중심으로 노동시장에서 나타난 NURI사업의 성과를 평가하고자 한다. 이를 위해 우리는 한국교육개발원의 졸업생 취업률 통계조사 자료를 활용하여 NURI사업단과 NURI사업에 지원하였으나 미선정된 사업단의 취업률을 비교하였다. 이를 바탕으로 NURI사업이 시행된 이후 취업률의 개선이 나타났는지를 이중차감법을 이용하여 검증하였다. 검증 결과, NURI사업단의 취업률은 미선정 사업단에 비해 빠르게 상승하였으며, 기간이 지남에 따라 취업률 개선 정도의 차이가 더욱 크게 나타났다. 그러나 이러한 차이는 통계적으로 유의한 수준은 아니므로 취업률 개선효과를 단정할 수 없다. 더구나 취업률의 변화를 관찰한 기간이 충분히 길지 않다는 점에서 NURI사업의 효과성을 단정적으로 평가하기는 더욱 어렵다. 또한 어느 정도의 취업률 개선이 이루어졌다 하더라도 투입된 예산규모가 상당히 크다는 점 등을 고려할 때 NURI사업이 기대한 만큼의 성과를 거두고 있다고 단언하기는 어렵다. 따라서 차후에도 지속적인 검증이 필요할 것이다.

• 간호행정학회지
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• 제12권3호
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• pp.491-500
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• 2006

Purpose: This study was to compare degree of stress, stress coping, adaptation and job satisfaction between Type A and Type B of new graduate nurses'personality. Methods: Seventynine new graduate nurses employed 2003 in an university hospital located in Gyeonggi-do were participated. Data for self-reported questionnaire were collected base on 5 point of time, 1st week and 3rd, 6th, 9th, 12th Month after their employment. Results: New Graduate Nurses' Stress were persistently increased. The statistically significance of positive correlations between stress and coping showed, but their correlations were getting reduced during 1 year. Type B was higher than Type A in stress and adaptation for 12 months. But, Type B of coping was higher up to 9th month, yet abruptly Type A was higher at 12th months. In Job Satisfaction, Type A was higher at 3rd and 6th months, but it was reversed from 9th months. Conclusion: Socialization education for new graduate nurses should be done in organization since their stress were continually increased and their job satisfaction was decreased after 9 months after employed.

• 대한가정학회지
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• 제27권2호
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• pp.163-185
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• 1989

Korean home economics education has around 100 years history. The main aims of home economics education up 1950 had not been changed, they were mainly for the improvement of household-skill to raise both standard of living and life quality as well as womanhood. After 1960's the standard of living drastically improved and the industrialization of Korean society was quite rapidly proceeded from simple to complex one. Because of these changes, I considered that the aims and the contents of home economics education should be reexamined and reshaped. This study motivated me that especially home economics major should be trained to be competent enough to work in industrialized society as much as the input to her college education. As industialization was made progress, family member's diverse role differentiation also occurred from past simple role such as house wife or girl's high school teacher among by home economics major. In this current societal change, most of the home economics major have wish to have opportunities obtaining new kinds of employment rather than obtaining merely teaching work. With this in mind I made a study on college level home economics education of the new adjustment to current and future industrialized Korean society. (1) The full number of officially admissible home economics major in 169 Korean colleges, 70 junior colleges, and one open university were as follows, 7139, 6080, and 230 respectively. The percentages of employed of employed numbers of them for the college and junior college graduates were 26.5 and 39.0 respectively. (2) The certificate qualifications issued to college home economics major are nutritionist (1st grade and 2nd grade), clothes and textilist, home economics teacher (2nd grade for high school) and kindergartener (2nd grade), The qualifications are certified after majoring each field from major departments of college of home economics by Ministrys of Labour and Education of the Korean government. The percentages of their employment are low as mentioned earlier. (3) To find out new employment opportunity for home economics graduates in home economist in business (henceforce/HEIB) status quo of consumer division for mational enterprise was surveyed. According to govermment decree of general law of consumer protection (1980), enterprise should organize bureau (offics, subdivision) on liability to consumer's complaint. Of 89.6% of the enterprise established th subdivision in which 96.2% of employee was male (3.8% was female). Of the employee college graduate and high school graduate were 93.2% and 6.8% respectively. On the employee's major acadmic backgroud (%), economics and business administration, engineering and low-political science were 39.5, 26.2 and 11.2 respectively. (4) To study on the relation between home economics and home economist in business, the aspect of historical development of HEIB, group of HEIB employing enterprise and their nature of business were tried to find out as well as perception and evaluation by enterprise on HEIB. (a) In the united States of America employed home economics major to enterprise was organized autonomously HEIB subdivision within American Home Economics Association since 1920's and the membership of HEIB was 3,000 of the AHEA membership 50,000. (b) In Japan the Japanese founder HEIB had three times the bilateral congress with the U.S.HEIB and had 10th anniversary celebration in 1988. Japanese HEIB member are not necessary to be home economics graduates but should have certificate as consumer adviser effected by the Minister of Trade and Industry. Japanese subdivision of consumer affaire within Japanese enterprise employ the consumer adviser with the certificate. Because of this different system from the United Sates, Japanese HEIB call their title "HEEB" instead of HEIB. The Japanese consumer adviser certificate system had initiated since 1980 and it belongs to 2nd level national qualification certificate. Currently active membership of Japanese "HEEB" association had increased from 115 (in 1979) to 319 in 1988. (5) For the opening of the future new employment of home economics graduates to enterprise and qualification required for the HEIB by national enterprise in Korea, I studied on the courses which seem to be important and required by employee in the field of HEEB in the United States of America and preliminary curriculum for home economics related major student aimning to be the future "HEEB" by Japanese HEEB study group of Japanese Association of Home Economics. It is suggested that it is very important and urgent to realize as home economics educator to have common deep concern and endeavors on opening new employment for our home economics major student1), we should try to publicize strongly and let enterprise and consumer protection board realize that employee in the subdivision of consumer protection should be the one who well experienced home economics major graduates2), we, home economics educator, should try to develop actively new curriculum in line of the suggestion made earlier for our future home economics major student of open broadly their future employment opportunities3), we, home economics educators, should try to have consensus on whether we should have support from government in terms of receiving national qualification certificate on consumer pretection or not4), and I would appreciate if the Korean Home Economics Association and Korean Home Management Society paydeep and positive concern on this matter.

• 보건의료산업학회지
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• 제8권4호
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• pp.1-12
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• 2014

This study is designed to develop a hospital communication program and to verify its effectiveness in graduate nurses self-esteem, communication conflicts, turnover intention and early resignation rate. The study method is a randomized control group with a pre-post test design. In order to help new graduate nurses adapt to the hospital, eight week hospital communication program is developed. The study participants are 104 nurses(47 experiment, 57 control) who have been working for less than six months. The data on self-esteem, communication conflict, and turnover intention was collected one week before the program and four weeks after the program. Then, the early resignation rate of the participating nurses was surveyed one year after the start of employment. The nurses who participated in the hospital communication program exhibit higher self-esteem, fewer communication conflicts, and lower early resignation rates than those who did not. However, effect in the turnover intention is not observed. Overall, the hospital communication program will help new graduate nurses adapt to hospitals.

• 대한안전경영과학회지
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• 제16권4호
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• pp.451-459
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• 2014

To solve the serious problem of insufficient manpower in medium and small scaled companies, our country allows introduction of foreign manpower for 5 business types such as manufacture industry, service industry, etc. and there are 226,825 people who entered by employment license system(E-9) in Sep. 2013. However, according to the results of investigation "actual status and difficulties of foreign manpower's employment of medium and small scaled manufacturing companies" of KFTA in 2013, 36.4% of respondents responded that current scale of introducing foreign manpower is insufficient to solve difficulties of insufficient manpower in industrial world and 37.7% of them responded that the quarter of new employment is insufficient. So, they hope that current quarter system of foreign manpower can be abolished. Meanwhile, introduction scale of foreign manpower was decided by 53,000 people so as to solve enterprise difficulties in manpower and vitalize economics this year, but illegal aliens are 39,623, more than 17.5%, in Sep. 2013 after employment expiration. Therefore, it becomes serious social problem. Government displays various support businesses so that foreign workers after employment expiration can return to their homeland legally. This thesis intends to find measures to maintain royalty for our country and support their smooth resettlement through the analysis on homecoming support business of foreign workers.

• International Journal of Computer Science & Network Security
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• 제24권6호
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• pp.119-130
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• 2024

Universities are open systems that aim to prepare students to meet academic and industrial programs' expectations. It is important for universities to recognize these expectations and to make sure that they are achievable. To do so, graduates' progression tracking system is an essential tool for universities' development to ensure graduate students meet the market requirements. The purpose of this paper is to create automatic tracing system that captures information about students after graduation and creates annual report that represents the status of university students in term of employment or completing their study. It mainly assists graduates to find appropriate jobs that meet their desires or enabling them to complete their higher education by providing all these opportunities in one platform. The system main objective is to improve communication between graduate students, the university and companies. It also aims to identify the difficulties associated with graduate employability and changes are required to serve current students in term of creating new programs or activities. This helps universities to identify and address the existing curriculums and program's strengths and weaknesses and their adequacy, quality and competencies of a graduate in the labor market, which enhances the quality of higher education. we analyzed and implemented the tracing system using PHP language, which speeds up custom web application development and MySQL database, which guarantee data security, high performance, and other features. Graduate students found the proposed system usable and valuable.

• 한국산학기술학회논문지
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• 제14권5호
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• pp.2168-2177
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• 2013

본 연구는 대졸자 직업이동 경로조사 (GOMS: Graduates Occupational Mobility Survey) 2010년도를 활용하여 대졸자 4051명의 취업결정요인의 주관적 인지가 직무만족에 미치는 영향을 분석하였다. 취업결정요인의 주관적 인지는 학력요인, 자격/전공요인, 인성/인맥요인 등으로 설정하였고, 직무만족을 내재적 만족과 외재적 만족 등으로 구성하였다. 연구결과는 다음과 같다. 첫째, 대졸자의 성별, 학교유형, 학교소재지, 전공 등에 따라 취업결정요인의 주관적 인지와 직무만족에 차이가 있었다. 둘째, 비수도권 소재 학교, 교육계열, 학력요인, 자격/전공요인, 인성/인맥요인 등이 내재적 만족에 정(+)의 영향을 끼치는 것을 알 수 있었다. 셋째, 2~3년제 대학, 비수도권 소재 학교, 사회계열, 교육계열, 공학계열, 자연계열, 의약계열, 학력요인, 자격/전공요인, 인성/인맥요인이 외재적 만족에 정(+)의 영향을 끼치는 것을 알 수 있었다. 본 연구는 대학생의 취업결정요인의 주관적 인지에 대한 세분화된 분석 자료를 제공하고 직무만족에 대한 새로운 검증에 의미가 있다.