• 한국산업보건학회지
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• 제33권3호
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• pp.265-272
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• 2023

Objectives: Since the material safety data sheets(MSDS) submission and non-disclosure review system was introduced in January 2021, the implementation status of MSDS for chemical manufacturing and importing workplaces being supervised for the first time. Methods: A supervisory team consisting of two labor inspectors and one from the Korea Occupational Safety and Health Agency directly visited the selected workplaces to check compliance with the MSDS system as a whole. Results: As a result of supervising 214 chemical substance manufacturing/importing workplaces, a total of 241 violations of the law were found in 121 workplaces, or 57% of them. In response, the Ministry of Employment and Labor took legal action on 8 cases in 6 locations, imposed a fines totaling of 249.69 million won on 120 chemical handling workplaces, and took action to correct the violations immediately. Conclusions: Major violations were in the order of non-request for warning signs, non-submission of MSDS, non-execution of MSDS training, and non-posting of MSDS. This shows the reality that employers who handle chemical substances are sufficiently communicating chemical information to workers. In the future, the government will actively implement preparation and submission support and system guidance for the implementation of the MSDS system, while making efforts to ensure that the MSDS system works well in the field through thorough on-site supervision in the future.

• 한국진공학회지
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• 제16권6호
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• pp.483-488
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• 2007

KSTAR (Korea Superconducting Tokamak Advanced Research) 전류전송계 (Current Feeder System)는 4.5 K의 저온에서 운전되는 초전도자석과 300 K의 실온에서 운전되는 전원장치 (Magnet Power Supply)를 전기적으로 연결하는 장치이다. 전류전송계는 최대 35 kA의 DC 전류가 인가되는 TF 자석용 및 350초간 20$\sim$26 ㎄의펄스 전류가 인가되는 PF 자석용으로 분리되어 있으며 리드박스 내부는 전류인입선, 초전도버스라인, 열차폐체 및 냉각라인 등이 설치되어 있다. 리드박스와 초전도버스라인 진공덕트는 KSTAR 주장치와는 별도로 진공배기 시스템이 구축되어있으며, 전체적으로 아령 형상을 하고 있는 진공공간을 효율적으로 진공배기하기 위하여 버스라인 덕트와 주장치 저온용기 사이에 진공 분리막 (Vacuum Separator)이 설치되어 있다. 진공배기를 위한 초벌배기계는 로터리펌프 및 부스터펌프 (Mechanical Booster Pump)로 구축되었으며 고진공 배기계는 4대의 크라이오펌프 (Cryo-pump)로 구축되었다. 진공장치 운전을 위해 PLC 기반의 로컬 제어시스템을 구축하였고 장치 안전을 위한 자체 인터록과 중앙인터록 시스템 및 중앙제어연계시스템이 함께 구축되어 있다. 전류전송계 설치완료 후 진공배기 시운전을 통해 배기시스템의 자가진단 및 리드박스 내부에 설치되어 있는 헬륨배관의 진공누설검사를 완료하였으며, 액체질소를 사용하여 전류인입선 냉각시험을 완료하였다.

• Tuberculosis and Respiratory Diseases
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• 제42권1호
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• pp.11-18
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• 1995

연구배경: 국가 결핵관리 체계내의 결핵환자중에서 만성 배균 환자로 판정받은 환자들의 치명률, 생존률, 균음전률 등을 관찰하기 위하여 본 조사를 실시하였다. 방법: 강원도내의 22개 보건소에 등록하여 치료를 받은 환자중에서 1987년 초부터 1992년 말까지의 6년 동안에 재치료실패로 판정받은 환자들을 대상으로 하였다. 대상자들중 조사시점(93년 10월~11월)까지 생존해 있는 경우는 3회의 객담도말 검사와 배양을 실시하여 균의 배출여부를 조사하였다. 이미 사망한 경우는 보관된 자료에 근거하여 사망일시 및 원인을 조사하였다. 또한 대상자 모두 재치료 실패로 판정받은 이후의 치료력과 균음전여부도 조사하였다. 결과: 1) 성별분포를 보면 약 4.2:1의 비율로 남자에서 높았으며, 1990년도 우리나라 실태조사에서 밝혀진 성별 비율과 비교해보면 약 1.6배로 난치성환자로 될 위험성이 남자에서 높음을 보여주었다. 2) 보건소 내소 당시의 흉부 엑스선 사진을 보면, 이미 대상자의 94.6% 정도가 중등증이상으로 병변이 진행된 상태임을 보여주었다. 3) 누적결핵치명률은 1년에 19.74%, 2년 26.81%, 3년 31.16%, 4년 34.55%로 증가하다가 그후부터는 거의 증가하지않는 모습을 보여주었다. 4) 생존률을 보면, 1년에 만성 배균자의 80.26%가 생존하고, 그후 4년까지 생존률이 65.45%로 감소하지만 그후는 거의 변함이 없음을 보여 주었다. 결론: 만성 배균 난치성 폐결핵 환자로 진행되는 위험성이 남자에서 높았고, 내소당시 중등증이상으로 폐가 손상되었던 환자가 대부분이었다. 5년동안에 1/3 정도가 사망하였으며, 약 2/3는 균양성인채로 생존하고 있었다. 이것은 치료받지 않은 결핵환자들의 자연적인 운명과 비교할 때, 결핵치명률은 낮고 생존률은 높았다. 치료처방이 개선되면서 난치성 환자의 수가 줄어드는 추세이지만, 향후 계속적으로 난치성 환자를 줄여나가기 위해서는 전반적인 환자관리의 질적인 향상에 관심을 기울여야할 시점이다.

• 경영과정보연구
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• 제22권
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• pp.137-165
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• 2007

It seems high time to increase productivity by adopting e-business to overcome challenges posed by both external factors including the appreciation of Korean won, oil hikes and fierce global competition and domestic issues represented by disparities between large corporations and small and medium enterprises (SMEs), Seoul metropolitan and local cities, and export and domestic demand all of which weaken future growth engines in the Korean economy. The demands of the globalization era are for innovative changes in businessprocess and industrial structure aiming for creating new values. To this end, e-business is expected to play a core role in the sophistication of the Korean economy through new values and innovation. In order to examine business performance in e-business-adopting industries, this study analyzed the home shopping industry by closely looking into the financial ratios including the ratio of net profit to sales, the ratio of operation income to sales, the ratio of gross cost to sales cost, the ratio of gross cost to selling, general and administrative (SG&A) expense, and return of investment (ROI). This study, for best outcome, referred to corporate financial statements as a main resource to calculate financial ratios by utilizing Data Analysis, Retrieval and Transfer System (DART) of the Financial Supervisory Service, one of the Korea's financial supervisory authorities. First of all, the result of the trend analysis on the ratio of net profit to sales is as following. CJ Home Shopping has registered a remarkable increase in its ratio of net profit rate to sales since 2002 while its competitors find it hard to catch up with CJ's stunning performances. This is partly due to the efficient management compared to CJ's value of capital. Such significance, if the current trend continues, will make the front-runner assume the largest market share. On the other hand, GS Home Shopping, despite its best organized system and largest value of capital among others, lacks efficiency in management. Second of all, the result of the trend analysis on the ratio of operation income to sales is as following. Both CJ Home Shopping and GS Home Shopping have, until 2004, recorded similar growth trend. However, while CJ Home Shopping's operating income continued to increase in 2005, GS Home Shopping observed its operating income declining which resulted in the increasing income gap with CJ Home Shopping. While CJ Home Shopping with the largest market share in home shopping industryis engaged in aggressive marketing, GS Home Shopping due to its stability-driven management strategies falls behind CJ again in the ratio of operation income to sales in spite of its favorable management environment including its large capital. Companies in the Group B were established in the same year of 2001. NS Home Shopping was the first in the Group B to shift its loss to profit. Woori Home Shopping has continued to post operating loss for three consecutive years and finally was sold to Lotte Group in 2007, but since then, has registered a continuing increase in net income on sales. Third of all, the result of the trend analysis on the ratio of gross cost to sales cost is as following. Since home shopping falls into sales business, its cost of sales is much lower than that of other types of business such as manufacturing industry. Since 2002 in gross costs including cost of sales, SG&A expense, and non-operating expense, cost of sales turned out to have remarkably decreased. Group B has also posted a notable decline in the same sector since 2002. Fourth of all, the result of the trend analysis on the ratio of gross cost to SG&A expense is as following. Due to its unique characteristics, the home shopping industry usually posts ahigh ratio of SG&A expense. However, more than 80% of SG&A expense means the result of lax management and at the same time, a sharp lower net income on sales than other industries. Last but not least, the result of the trend analysis on ROI is as following. As for CJ Home Shopping, the curve of ROI looks similar to that of its investment on fixed assets. As it turned out, the company's ratio of fixed assets to operating income skyrocketed in 2004 and 2005. As far as GS Home Shopping is concerned, its fixed assets are not as much as that of CJ Home Shopping. Consequently, competition in the home shopping industry, at the moment, is among CJ, GS, Hyundai, NS and Woori Home Shoppings, and all of them need to more thoroughly manage their costs. In order for the late-comers of Group B and other home shopping companies to advance further, the current lax management should be reformed particularly on their SG&A expense sector. Provided that the total sales volume in the Internet shopping sector is projected to grow over 20 trillion won by the year 2010, it is concluded that all the participants in the home shopping industry should put strategies on efficient management on costs and expenses as their top priority rather than increase revenues, if they hope to grow even further after 2007.

• 법제연구
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• 제44호
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• pp.343-386
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• 2013

우리나라의 금융ADR제도는 금융감독당국인 금융감독원 및 그 안에 설치되는 금융분쟁조정위원회가 제도운영의 주체가 되는 이른바 "금융분쟁조정제도"로 대표된다고 할 수 있고, 이를 흔히 "행정형 금융ADR제도"라고 평가하고 있다. 이 제도는 금융위원회설치법(1997)에 의해 1999년경에 도입되어 10여년에 걸친 제도운영의 성과를 축적하여 현재에 이르고 있다. 그런데 정작 우리나라에서 금융ADR제도가 주목받기 시작한 것은 대체로 2008년의 이른바 금융위기 이후에 금융소비자보호가 강조되기 시작하면서이다. 금융거래를 통하여 피해를 입은 금융소비자를 보호하기 위한 제도적 방안의 하나로 "소송외적 분쟁해결제도(이른바 ADR)"에 대한 관심이 높아졌기 때문이다. 그나마 우리나라 금융ADR제도에 관한 논의는 주로 감독체제 개편과 관련하여 금융ADR기관의 운영주체를 누구로 할 것인가에 집중되었다는 점에 특이성이 있고, 우리 금융ADR제도의 특징을 객관적인 입장에서 면밀하게 분석한 위에 제도개선의 방향성을 제시하는 논의는 충분하게 이루어졌다고 할 수 없다. 본고는 이와 같은 점들을 문제의식으로 하여 우리나라의 금융ADR제도의 특징을 분석하여 하나의 제도모델로 구체화하고, 이를 통하여 제도의 문제점을 분명히 하고 그 개선방향을 제시하고자 하였다. 우리나라 금융ADR제도는 "행정형 통합형 합의형+집행력 부여형(준사법형) IDR비전치형(ADR기관내 합의권고형)"의 특징을 갖는 제도모델로 평가할 수 있다. 그러나 준사법형 효력모델을 채택하면서도 제도의 실효성확보를 위한 제도적 기반을 갖추지 못하고 있고, 통합형 ADR기관의 제도운영의 부담이 크다는 두 가지 문제점을 극복하여야 하는 과제를 동시에 안고 있다. 그러한 관점에서 본고는 현행 제도의 실효성 확보와 업계자율형 ADR제도(특히 IDR전치형 제도)의 확충을 위한 개선방안을 제시하였다. 특히 제도의 실효성확보 방안으로서 조정안에 편면적 구속력을 부여하지 않고도 조정성립율을 높일 수 있는 방안이 제도개선으로서는 최선책이라는 전제 하에 내부의 인원확충을 도모하고 조정절차 및 효력을 차등화하는 방안, 금융기관이 조정절차 중에 소송으로 도피하는 문제점을 해결하기 위하여 피신청인인 금융기관은 합의권고 또는 조정안을 제시받기 전에는 소를 제기하지 못하도록 규제하는 방안, 소송과의 연계제도로서 소송절차의 중지제도 외에 시효중단효를 부여하는 방안을 각각 제시하였다.

• 대한영양사협회학술지
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• 제8권2호
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• pp.163-174
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• 2002

The purpose of this study is to gather basic data on dietitian's general characteristics, working conditions, job achievement and job satisfaction. Thereby, a formulation can be worked out to improve dietitian's job achievement and satisfaction. The study was conducted during one week period, spanning July 23 to July 30, 1998. The method of the study was to distribute 560 questionnaires to the primary school dieticians working in the city of Tae Jun, located in Choong-Cheong Province. Out of 560 questionnaires that was distributed, 327 were returned. Moreover, 318 out of 327 questionnaires that was returned was valid enough to be processed by the SAS Program. About sixty percent of the respondents(61.1%) indicated that they were between 26 to 30 years old. Moreover, approximately half of the respondents(48.8%) were unmarried. In terms of the level of education, the bachelor's degree was reported as the most common education level(56.3%), while 3.8% of the participants reported achieving graduate degrees. The number of years in working in the profession ranged from 2 to 5 years. Furthermore, approximately 74% of the respondents indicated that, on average, they earned over ￦800,000 per month. In terms of the type of the school setting, 52.8% of the respondents worked in the urban setting, whereas, 60.0% worked in the rural school setting. Of these schools, about thirty eight percent(38.7%) of the schools were relatively small sized schools(400 students or less ). In terms of dietitian's sense of job satisfaction, the areas that showed relatively high level of satisfaction was in the menu control work(3.90) and purchase control work(3.90). However, appallingly low job satisfaction was indicated in the areas of personnel management (2.96%), and nutritional education and counsel(2.73%). Furthermore, job satisfaction varied greatly depending on age, wage, type of the food service, and type of school. The highest satisfaction was indicated in the areas of supervisory position(3.42), work itself(3.31%), co-workers(3.11). Other facets that led to job satisfaction were periodic wage increase(2.19%) and promotion opportunities(2.79%). In conclusion dietitian's job achievement showed significant correlation with job satisfaction. The study suggests that, in order to improve the overall job satisfaction of the dieticians, it is necessary to improve the working conditions of dieticians in primary schools. Secondly, there is a necessity for improving the status of the dieticians by raising the salary and treating the dieticians with the same level of respect in comparison with teachers or executive officials. Finally, another way of raising the job satisfaction of the dieticians is to provide opportunity for continuing education. So that, they can further their career in their chosen field.

• 수산해양교육연구
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• 제13권1호
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• pp.37-62
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• 2001

This study examined the qualities of an effective teacher needed to accomplish educational reform successfully and prepare for a rapidly changing knowledge-based society. To achieve the purpose of the study, the following specific questions were looked into; (1) knowledge, skills, attitude of an effective teacher. (2) a proposal for staff development programs to improve the effectiveness of teachers. (3) a proposal to support teachers' efforts to improve their effectiveness. (4) the factors inhibiting the improvement of teachers' effectiveness. In this study, 'in-depth interview' was used for data collection because the study deals with the "subjective consciousness" of teachers, and qualitative research methods are useful to such a case. The research was done on teachers from secondary schools in Pusan City. According to the teachers interviewed, an effective teacher needed in the new age has such knowledge, skills, and attitude as; (1) knowledge in their major, general culture and common sense, psychology of educational counselling, social science, and knowledge and information related to curriculum. (2) effective instruction skills, skills to guide student behavior, skills related to administrative clerical work, using the computers, extra curriculum activities, educational evaluation, using teaching materials, developing educational programs, and good communication skills. (3) attitude relevant to willingness to understand and converse with students at their cognitive level, positive expectations and concern toward students, democratic problem solving, continuous self-study and development, thoroughgoing mission and professionalism, will for educational reform and innovation, neat appearance and refined language, and successful interpersonal relationships. The teachers also said that the current staff development system, as a program to provide necessary qualities for teachers, has improved in the last 3 years through diverse curriculum and systematic programs. However, due to the problematic promotion system, the staff development program has turned into just a 'point collecting' game from the role of in-service training program; teachers take training courses as the means just collecting points for promotion purpose. Factors inhibiting the improvement of teachers are (1) overload of formal paperwork over emphasizing outcome, (2) mannerism of teachers not perceiving their lack of professionalism, (3) the general attitude in the teaching profession resisting change and reform, (4) supervisory activities lacking rigid regulation, (5) research just as the means of point-collection only for promotion, and (6) staff development programs lacking efficiency. These factors, interacting each other, inhibited the improvement of teachers.

• 한국항공우주학회지
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• 제45권4호
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• pp.284-291
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• 2017

최근 무인기는 정찰, 수송, 통신, 항공촬영 등 다양한 분야로 급속히 확대되고 있다. 또한 무인기 자동화 기술의 발전으로 한 명의 운용자가 복수의 무인기를 동시에 감독제어할 수 있게 되었다. 하지만 운용자에게 할당된 무인기의 대수가 많아지면 처리가 필요한 정보의 양이 많아져 운용자가 감당할 수 있는 부하보다 커질 수가 있다. 이에 따라 복수무인기를 제어하는 운용자의 과부하를 효율적으로 측정할 수 있는 지표 개발의 필요한 실정이나, 이와 관련된 연구가 미흡한 실정이다. 따라서 본 논문에서는 복수무인기 운용자 임무과부하 연구의 국내외 동향을 파악하고, 복수무인기 운용 시나리오와 지상체를 설계하여, 임무과부하 지표의 효용성을 검증하는 실험환경을 구축하여 향후 임무과부하 지표 연구를 위한 기반을 마련하였다.

• 한국한의학연구원논문집
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• 제18권2호
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• pp.1-16
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• 2012

Objectives : The 10th Conference of the Parties to the Convention on Biological Diversity (COP 10) was held in Nagoya, Japan in October 2010, during which an international convention on access to genetic resources and conventional knowledge and sharing of benefits thereof was adopted. The Oriental Medicine field uses medicinal herbs based on genetic resources, as well as traditional knowledge about genetic resources. As such, if Korea, China and Japan compete over the ownership of such traditional knowledge, it will almost certainly trigger disputes over the payment of royalties among other problems. Notably, since the traditional medicine industry is closely related with China, it is highly likely this will adversely affect Korea's production of medicines using natural materials, including Korean herbal doctors' prescription, formulation and preparation of medicinal herbs. Methods : This study also analyzed the recent situation in Japan, which is the chair nation of the Nagoya Protocol and a member nation like Korea. It analyzed the Japanese people's awareness of the Nagoya Protocol and its strategies in the two years since its adoption, as well as the Guidelines for Genetic Resources, which were newly revised in 2012. Conclusions : The Nagoya Protocol requires the preparation of legislative and administrative measures and policies in order to pave the way for sharing the benefits deriving from the use of genetic resources and the relevant traditional knowledge with the providers of such resources. Thus, corresponding domestic legal measures need to be taken. Such measures include the refining of the procedure of accessing genetic resources, the designation of liaison offices, a competent agency and a supervisory agency, and the building of a system designed to issue internationally acknowledged certificates. It is also important to operate related professional consulting offices, as is the case in Japan. In addition, in the case of genetic resources, there is a need to seek multinational and bilateral cooperation including free trade agreements. Regarding traditional knowledge about genetic resources, measures need to be prepared to enable the three East Asian countries, namely, Korea, China and Japan, to commonly use ancient literature on Oriental medicine and to claim exclusive rights to such intellectual properties. Notably, with China now moving to expand the scope of traditional knowledge through the WIPO, Korea needs to prepare response measures.

• Journal of Preventive Medicine and Public Health
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• 제28권3호
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• pp.588-608
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• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.