• 디지털융복합연구
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• 제10권6호
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• pp.41-47
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• 2012

오늘날 일자리 창출은 최대 국정 과제라 해도 과언이 아니다. 그러나 정부의 갖은 노력에도 불구하고 일자리는 쉽게 창출되지 않는다. 그 원인 중의 하나는 일자리에 대한 통계의 문제점과 그로 인한 정책 오류라 할 수 있다. 따라서 본 연구는 현 정책 기반인 일자리 통계의 문제점을 점검하고 정확한 일자리 통계와 일자리 창출역량을 기반으로 일자리 창출 정책을 실행하도록 하기 위해 일자리창출력을 분석하는 데에 목적을 가지고 있다. 특히 본 연구는 여러 산업 분야 중 최근 일자리 창출 측면에서 그 중요도가 더욱 커진 SW산업의 일자리창출력을 집중적으로 조명하기 위해 일자리 통계의 현황과 과제의 점검하고 일자리 증가 추이와 일자리창출효과 등의 분석을 통해 SW산업의 일자리 창출력을 분석해보고자 한다.

• 응용통계연구
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• 제25권6호
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• pp.959-975
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• 2012

Each year research institutions such as the Korea Employment Information Service(KEIS), a government institution established for the advancement of employment support services, and Job Korea, a popular Korean job website, announce first job waiting times after college graduation. This provides useful information understand and resolve youth unemployment problems. However, previous reports deal with the time as a completely observed one and are not appropriate. This paper proposes a new study on first job waiting times after college graduation set to 4 months prior to graduation. In Korea, most college students hunt for jobs before college graduation in addition, the full-fledged job markets also open before graduation. In this case the exact waiting time of college graduates can be right-censored. We apply a Cox proportional hazards model to evaluate the associations between first job waiting times and risk factors. A real example is based on the 2008 Graduates Occupational Mobility Survey(GOMS).

• Journal of health informatics and statistics
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• 제43권4호
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• pp.267-273
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• 2018

Objectives: An increase in the number of caregivers is necessary to provide services to the elderly, but more importantly, it is qualitative management for them. The purpose of this study was to identify occupational stress, job satisfaction, and organizational commitment and to explore the impact of occupational stress on job satisfaction and organizational commitment among caregivers employed in health service centers for the elderly. Methods: This descriptive survey was a cross-sectional correlational design of 118 caregivers. The questionnaire included occupational stress, job satisfaction, and organizational commitment. Stepwise multiple regression was applied. Results: Job satisfaction and organization commitment of caregivers were found to be above the average. There was a high level of job stress due to lack of job autonomy, job demands, and inadequate compensation. It has been found that the inappropriate compensation, organization system, work culture, and lack of job autonomy affected job satisfaction of caregivers. The factors affecting organizational commitment were inadequate compensation, job insecurity, and work culture. Conclusions: Efforts should be made to assess and complement the appropriateness of compensation and work culture that are taken to relieve job stress to enhance the job satisfaction and organizational commitment of caregivers.

• Communications for Statistical Applications and Methods
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• 제27권4호
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• pp.459-468
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• 2020

We examine the rate of substitution of jobs by artificial intelligence using a score called the "weighted ability rate of substitution (WARS)." WARS is a indicator that represents each job's potential for substitution by automation and digitalization. Since the conventional WARS is sensitive to the particular responses from the employees, we consider a robust version of the indicator. In this paper, we propose the individualized WARS, which is a modification of the conventional WARS, and compute robust averages and confidence intervals for inference. In addition, we use the clustering method to statistically classify jobs according to the proposed individualized WARS. The proposed method is applied to Korean job data, and proposed WARS are computed for five future years. Also, we observe that 747 jobs are well-clustered according to the substitution levels.

• 한국학교ㆍ지역보건교육학회지
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• 제20권3호
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• pp.43-52
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• 2019

Objectives: This study aims to understand the effects of job stress and emotional labor on perceptive health status of dental hygienist's. And provide basic data by for establishing the plan for the effective management of job stress and emotional labor and the promotion of health. Methods: Self-evaluation questionnaires were surveyed for 441 dental hygienist's who agreed to participate in the survey, using questionnaires used in the preceding study were modified and complemented. We analyzed the data with frequency analysis, descriptive statistics, t-test, chi-square test와 ANOVA, Spearman correlation coefficient by using IBM SPSS Statistics 21.0 (IBM Co., Armonk, NY, USA). The significance level for significance was set at 0.05. Results: health status were job stress, emotional labor significant negative correlation. The factors having significant effects on health problem were physical health status, the job culture of job stress, lack of job autonomy, organizational instability, and workplace culture. In addition, social health status was affected by emotional expressionism, relationship conflict, organizational instability, organizational system, and workplace culture. Conclusion: Recognizing the importance of the management of job stress and emotional labor in the working environment to dental clinic and hospital managers and managerial dental hygienists, a dental hygienist health promotion intervention program is needed to mitigate and cope with job stress and emotional labor.

• 한국융합학회논문지
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• 제10권11호
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• pp.557-564
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• 2019

본 연구는 국내 경찰관의 직무열의 영향요인을 확인하고자 실시한 서술적 횡단조사연구이다. 본 연구는 제5차 근로환경조사 원시자료를 이차 분석하였고, 연구대상자는 총 185명의 경찰관이다. 수집된 자료는 IBM SPSS Statistics 24.0 프로그램을 사용하여 기술통계, t-test, ANOVA, Pearson's correlations, multiple regression으로 분석하였다. 본 연구의 결과에서 직무불안정성(${\beta}=-.34$, p<.001), 직무보상(${\beta}=.39$, p<.001), 주관적 건강상태(${\beta}=.22$, p<.001)와 조직공정성(${\beta}=.20$, p=.002)은 직무열의에 영향을 미치는 유의한 변수로 확인되었다. 이들 변수들은 경찰관의 직무열의 를 59.3%(F=34.26, p<.001)설명하였다. 즉, 직무불안정성이 낮을수록, 직무보상과 조직공정성이 높을수록, 주관적 건강상태가 양호할수록 직무열의는 높아지는 것으로 나타났다. 따라서 경찰관의 직무열의를 향상시키기 위한 전략 수립시 직무보상, 직무불안정성, 주관적 건강상태, 조직공정성을 관리할 수 있는 체계적이고 통합적인 중재방안이 필요하다.

• 응용통계연구
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• 제25권3호
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• pp.377-387
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• 2012

Job competition among generations has become an important social issue that has yet to be studied from an academic viewpoint. This study performs statistical tests to investigate the interrelation of employment among generations using seasonally adjusted monthly time series data. Employment by generations is not found to be strongly interrelated, even if the employment of 30-year-olds appears to affect those of 40-yearolds in some tests.

• 한국콘텐츠학회논문지
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• 제14권4호
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• pp.168-179
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• 2014

본 연구는 충남 북 지역의 주민센터에서 사회복지 업무를 담당하고 있는 공무원 291명을 대상으로 하여 그들의 직무스트레스, 직무만족 및 이직의도 수준을 살펴보고, 이 변수들간의 관계를 살펴보았다. 자료분석을 위하여 PASW Statistics 18.0을 이용하였다. 연구의 주요 결과는 다음과 같다. 첫째, 직무스트레스와 이직의도는 사회복지직이 행정직보다 더 높았으며, 직무만족은 행정직이 사회복지직보다 더 높은 것으로 나타났다. 둘째, 직무만족 및 이직의도에 가장 크게 영향을 미치는 요인에 대해서 살펴본 결과, 사회복지직은 직무스트레스의 직무요인이었고, 행정직은 직무스트레스의 조직요인으로 나타났다. 이러한 연구결과에 기초하여 각 직렬에 따라 직무만족을 향상하고 이직의도를 감소하기 위한 방안을 제시하였다. 또한 본 연구는 사회복지 업무를 담당하는 공무원에 대하여 사회복지직과 행정직으로 나누어 그들의 직무와 관련한 요인의 수준 및 관계에 대해 처음으로 분석했다는 점에서 연구의 의의를 찾을 수 있다.

• 산업경영시스템학회지
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• 제37권2호
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• pp.35-42
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• 2014

The purpose of this study is to analyze job stress factors of hospital workers, which has an effect on their turnover intention. For identifying the influences on turnover intention, types of hospitals (university hospital, general hospital, private hospital) and types of workers(office workers, technical workers, and nursing staffs) were categorized. We went to the hospitals and carried out the survey under the cooperation with the concerned hospitals. The period of survey was from 23. Sep. 2013 to 30. Oct. 2013, and 293 worker participated in the survey. On the basis of the previous study, the measurement of job stress factors and turnover intention was set up as the survey method, and its reliability and validity were measured. The stress factors were subdivided into seven factors; occupational climate, organizational system, autonomy job control, uncertainty of getting a new job, job ability to perform, job demand, job ambiance. The value of job stress factors by the measuring instrument, Cronbach's Alpha, was 0.805 and the value of the subordination variable of turnover intention was 0.881. IBM SPSS Statistics 21 was used as the statistic analysis tool and the descriptive statistics about job stress factors. As a result, the turnover intention were analyzed depending on the types of hospitals, job groups, working years, and gender. Result shows that the job stress factors are differed according to the types of hospitals, and these job stress factors have influence on turnover intention. Therefore, it could be considered that, if the hospital managers find out the major job stress factors of their employees and resolve them in advance, the job stress of the hospital workers and their turnover intention can be reduced.

• 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.