• Korean Journal of Social Welfare
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• v.57 no.2
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• pp.119-142
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• 2005

The purpose of this study is to explore and describe of the reality of working poor in Korea. In spite of the increasing attention to the working poor, usual definitions of the working poor have some measurement questions. The definition of the working poor should focus on the key dimensions of work and poverty. This study defines working poor as all "persons who have devoted prior 6 months to working or looking for work and who lived in families with incomes below the poverty threshold". This study also defines poverty threshold based on the both concept of absolute and relative poverty. According to this definition, the working poor are almost equally divided between men and women and the majority of them are of prime working age. These characteristics of working poor are seems to be quite different from common sense. Also, serious deficiencies of human capital contribute to the employment problems of the working poor. Their education levels are much less than those of the working non-poor. The distributions of the employment status, occupation, and industry show also that the working poor are highly concentrated in a few low-wage jobs.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.4 no.2
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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.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.4 no.4
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• pp.43-61
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• 1981

Interest in the Quality of working life is spreading rapidly and the phrase has entered the popular vocabulary. That this should be so is probably due in large measure to changes in the values of society, nowadays accelerated as never before by the concerns and demands of younger people. But however topical the concept has become, there is very little agreement on its definition. Rather, the term appears to have become a kind of depository for a variety of sometimes contradictory meanings attributed to it by different groups. A list of all the elements it if held to cover would include availability and security of employment, adaquate income, safe and pleasant physical working conditions, reasonable hours of work, equitable treatment and democracy in the workplace, the possibility of self-development, control over one's work, a sense of pride in craftsmanship or product, wider career choices, and flexibility in matters such as the time of starting work, the number of working days in the week, Job sharing and so on altogether an array that encompasses a variety of traditional aspirations and many new ones reflecting the entry into the post industrial era. The term "quality of working life" was introduced by professor Louis E. Davis and his colleagues in the late 1960s to call attention to the prevailing and needlessly poor quality of life at the workplace. In their usage it referred to the quality of the relationship between the worker and his working environment as a whole, and was intended to emphasize the human dimension so often forgotten among the technical and economic factors in job design. Treating workers as if they were elements or cogs in the production process is not only an affront to the dignity of human life, but is also a serious underestimation of the human capabilities needed to operate more advanced technologies. When tasks demand high levels of vigilence, technical problem-solving skills, self initiated behavior, and social and communication skills. it is imperative that our concepts of man be of requisite complexity. Our aim is not just to protect the worker's life and health but to give them an informal interest in their job and opportunity to express their views and exercise control over everything that affects their working life. Certainly, so far as his work is concerned, a man must feel better protected but he must also have a greater feeling of freedom and responsibility. Something parallel but wholly different if happening in Europe, industrial democracy. What has happened in Europe has been discrete, fixed, finalized, and legalized. Those developing centuries driving toward industrialization like R.O.K, shall have to bear in mind the human complexity in processing and designing the work and its environment. Increasing attention is needed to the contradiction between autocratic rule at the workplace and democratic rights in society.n society.

• Korea Journal of Hospital Management
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• v.28 no.4
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• pp.23-32
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• 2023

Purposes: Caregivers are placed in a poor working environment because there is no special legal basis or definition in the current medical system, and they have difficulty in supplying manpower due to frequent job change and retirement. Therefore, this study aimed to find out the effect on job consciousness, job stress, job satisfaction, and turnover intention of caregivers in nursing hospitals for the elderly. Methodology: In this study, a survey was conducted from May 2nd to 16th, 2022, targeting caregivers with more than 6 months of work experience working at 10 nursing hospitals in D City. Data were collected through convenience sampling, and a self-administered questionnaire method was used, in which subjects filled out a questionnaire. A total of 240 questionnaires were distributed, and 220 copies were considered for the final analysis after excluding non-response or inappropriate questionnaires for data use. Data analysis used t-test, ANOVA, Pearson's correlation coefficient, and multiple linear regression analysis, and the main results are as follows. Findings: Job stress and job satisfaction showed a significant correlation with the level of turnover intention, and were also found to be major determinants. On the other hand, among the occupational characteristics of the study subjects, employment type, job motivation, service period, number of patients, injury experience, and license status showed a significant difference from turnover intention. Conclusion: As a result of the above research, in order to prevent job turnover and retirement by improving job stress and job satisfaction of caregivers engaged in nursing hospitals, it is necessary not only to legalize caregivers, but also to secure an appropriate level of caregivers for nursing hospitals and improve specific treatment for caregivers. Ultimately, a policy alternative that can provide quality nursing service is required.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.8
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• pp.482-491
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• 2018

This study was conducted to identify the conceptual definition and attributes of nurses' Tae-um based on the conceptual analysis method of Walker and Avant. The attributes of nurses' Tae-um were derived from the organizational culture, inexperienced new nurses that are victims, senior nurses that are perpetrators, alteration of teaching, verbal and physical violence experiences, and psychological and physical symptoms. The antecedents were due to excessive work, high work intensity, job stress, lack of workforce, poor working environment, lack of job ability of new nurses, organizational hierarchy, and power imbalance. Moreover, the consequences were physical and psychological symptoms, decreased efficiency, increased distrust, increased turnover intention, and decreased quality of patient care. Improvements of working conditions and social supports for expanding nursing staff and building a culture in which communication and mutual cooperation are used to solve the antecedents of Tae-um among nurses is necessary. This study suggests the need for more qualitative research on Tae-um in nurses, the development of tools that reflect the attributes of Tae-um in nurses, and the development of a program to improve the culture of Tae-um in nurses. This study is significant in that it provides a rationale for development of an adaptation program for new nurses by suggesting the antecedents of Tae-um and solutions for it.