• 지역연구
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• 제14권1호
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• pp.109-126
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• 1998

We analysed the determinants of part-timer labor demand and supply in Kwangju. The findings of the paper are as follows; First, firms employ part-timer workers in the unskilled or skilled jobs not demanding much training cost. There are two reasons for firms to employ part-time workers: labor cost cut and flexible employment adjustment. Estimated wage differential is 40% not including fringe benefits differential. Second, we find lots of married women to want part-time jobs. The more probably married women choose part-time work, the younger and the less educated they are, and the less kids and the less other income they have.

• 아동학회지
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• 제3권
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• pp.1-15
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• 1982

I. Objectives This study was done to analyze and evaluate the attitudes of the working mothers toward the care of infants in group settings. II. Method and Procedures 1. Standardized questionnaire were sent out to look into the following: 1) the attitude of working mothers, who have infants below 4 years of age, regarding their job, care-taker and group settings. 2) the status of taking care of their infants 2. Subjects Women teachers of Seoul and Kyung Ki primary school districts, who have infants below age 4. The selection of these subjects were done by random sampling. III. Results 1. Attitudes regarding their jobs: The first reason for retaining their jobs are for financial reasons; whereas, their intents of self-actualization and contributions to society comes next. 2. The Status of Caretakers 60.7% of the care-takers are family-related members, and 38.3% are not. The educational level of caretakers are as follows, with 19.6% of the caretakers without any formal education, 44% with primary education, and 18.7% having high school education. The reasons for the dissatisfaction by the caretakers are low education, a frequent change of caretaker, and an attitude without affection. The cost of child caring is high, the main reason being the heavy expense spent on the caretakers. 3. Attitudes of care in group settings: 85.9% of the subjects responded with positive reactions for the necessity of having group-settings. The reasons given for the importance of having a group setting are early experience, social interaction with peer group and educational functioning, in addition to protective care. They desire for a family-style care which can raise infants under high quality of care.

• 한국간호교육학회지
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• 제4권2호
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• pp.280-295
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• 1998

This study examines attitudes among nursing student, attitudes that give direction in life and effect the decision-making process when seeking employment. The exigency of which derives from the need to design a proper guidance program to assist students in their search for employment. Data was collected from a survey conducted between November 20 and November 25, 1995, the respondants of which were 120 nursing students without jobs. The data was analyzed by examining frequency, percentage, average, Chi-square, one-way ANOVA and t-test through an SPSS $PC^+$ program. The results of the study can be summarized as follows : 1) There are positive relationship between a student's academic major and employment(So responded 84.3% of the subjects with only 2.5% claiming that his major didn't matter). 2) Students believe that 'good jobs' are secured through aptitude. 'Good jobs' are seen as ones which develop an individuals abilities and which offer the opportunity for advancement. However they do not believe that 'good Jobs' contribute to society 3) Students have not been supplied the proper guidance and information necessary for finding employment. The student's life research institude, professor and assistants provide Insufficient information and counseling. Personal goals are decisive factors in determining what direction a student may take as well as the kind of employment he will seek. However, advice from parents, siblings, friends, alumni, professors, assistants and counselors is also considered. 4) Students do not think it reasonable to base their career decisions on one factor only(33.9% responded that aptitude and personal interests were the most important factor, and 14.9% that income was the key determinant). 5) Location and size of the hospital are important considerations when choosing a job. There is a preference for larger hospitals. 6) A lack of stability and few opportunities for advancement are perceived as the primary reasons for the possibility of leaving one's job.

• 융합보안논문지
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• 제18권2호
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• pp.149-158
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• 2018

우리나라의 군 간부들은 현역복무 후 계급정년으로 인해 본인의 의사와 관계없이 조기에 이직할 수밖에 없는 실정으로 최근 중 장기 복무자의 5년간 평균 취업률이 55%수준에 머무르고 있는 현실에 비추어 그 대책이 절실한 상태이다. 지난 박근혜 정부에서 제대군인 일자리 5만개 창출을 국정과제로 선정하여 추진하였으나 그 성과는 크지 않았다. 따라서 이제는 제대군인들의 대규모 일자리 창출을 위해 정부차원의 노력과 학문적 차원의 취업기회 확대 등 기존의 방식을 과감하게 탈피하여야 하며 제대군인들 스스로가 자립하여 조직을 만드는 방안 등을 적극적으로 검토할 필요성이 대두된 것이다. 그러한 이유로 본 연구에서는 제대군인들의 일자리 창출을 위해 제대군인들 스스로 사회적 협동조합을 설립하여 현역부대에서 이루어지고 있는 부대개방행사, 병영체험 등 비전투업무 부담을 경감시켜 주고 먹거리 사업, 경호 경비인력 양성 및 인력제공 사업, 특기병 양성학원 운영 사업, 한강 수중청소 사업, 돌봄 사업, 택배 사업 등을 통해 일자리를 창출하는 방안을 제시한다.

• 대한간호학회지
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• 제27권4호
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• pp.880-891
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• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• 동의신경정신과학회지
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• 제26권3호
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• pp.211-224
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• 2015

Objectives: This study aimed to investigate gender differences in the Korean Medical Community. Methods: Participants in the research study included 90 students regularly attending the fourth grade in Korean Medicine College, of which 48 were male and 42 were female. Results: 1. Patient's preferences for female KMD (Korean Medicine Doctor) had the lowest response rate in Korean Medical Society. Preferences for male KMD were due to factors including comfort level, rationality, good training, and patient's preference. 2. Patient's preferences for female KMD had the highest response rate in Gynecology, and Pediatrics. On the other hand, patient's preferences for female KMD had the lowest response rate in the other 7 specialty subjects. 3. The reasons for gender discrimination against male KMD were lack of subtlety, lack of empathy, authoritative attitude, and lack of patient management skills. The reasons for gender discrimination, against female KMD were childcare burden, social prejudices, lack of physical strength, and housekeeping burdens. Conclusions: The study results indicated that there was a lower preference for female KMD than male KMD among the Korean Medical Society and in patients' consciousness. Male-centered culture of Korean Medical Society had no role in this finding, but masculine image for KMD jobs and work-family double burden for female KMD were important contributing factors.

• 한국과학교육학회지
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• 제34권8호
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• pp.779-786
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• 2014

이공계 또는 의약계 직업을 희망하는 초등학생의 진로선택이유, 과학/수학 과목 선호도, 과학에 대한 흥미, 과학적 포부를 조사하여. 과학 관련 진로지도에 시사점을 얻고자 하였다. 이공계 희망 여학생의 비율은 낮지만 학년 차이가 크지 않은 반면, 이공계 희망 남학생의 비율은 6학년이 3학년의 절반에 가까웠다. 의약계 희망 학생 비율은 남녀 학생 모두 6학년이 3학년보다 1.4배 많았다. 이러한 차이로 인해 3학년에서 이공계 희망 학생 비율은 의약계 학생의 두 배였지만 6학년에서는 두 계열이 거의 같았다. 진로 선택 이유에서 희망 직업이 이공계인 경우 하고 싶다는 이유가 가장 중요했고, 사회에 필요한 일이라는 점이 그 다음이었다. 의약계의 경우는 다른 사람을 도울 수 있다는 점과 하고 싶은 일이라는 점이 거의 비슷했고 부모의 권유나 소득보다 두세 배 중요해서 이전 연구와 다른 결과를 보였다. 돕기는 여학생들이 중요하게 생각한 진로 선택 이유이기도 하다. 이는 과학관련 진로 지도에서 그 직업을 통해 사람들을 도울 수 있다는 점이 비중 있게 고려되어야 함을 시사한다. 과학과목 선호도는 이공계가 가장 높고, 의약계, 기타 진로의 순서이다. 수학과목 선호도는 과학 과목 선호도 보다 낮으며, 이공계와 의약계가 비슷하고, 기타가 그 보다 낮다. 학년이 올라갈수록 수학의 비중이 커지는 점을 고려할 때 초등학생의 이공계와 의약계 진로 희망이 지속되려면 과학과목과 더불어 수학을 좋아하고 잘하도록 지도할 필요가 있다. 과학에 대한 흥미와 과학적 포부는 3학년이 6학년보다, 남학생이 여학생보다 높으며, 이공계가 가장 높고, 의약계, 기타의 순으로 값이 낮아지는 분포를 보이고 있다. 그런데 이공계 집단만 포부 값이 흥미값보다 높고 학년별, 성별, 진로별로 나누어진 다른 모든 집단에서 포부값이 흥미값보다 낮다. 이는 과학에 대한 흥미보다 과학적 포부가 이공계 진로 결정에서 보다 결정적인 요인이 될 수 있는 가능성을 보여준다.

• 공학교육연구
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• 제3권2호
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• pp.44-50
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• 2000

여러 보고서를 통하여 미래의 화학공학 교육의 방향이 제시되어 있지만 각 지역마다 분포되어 있는 화학산업의 종류가 다르고 대학별로 지원하는 학생들의 학습능력이 다르므로 학습자의 능력과 지역산업에 부합하는 교과과정이 요구된다. 따라서 본 연구에서는 부산, 경남 지역의 화학회사에 취업하고 있는 졸업생을 대상으로 직무분석을 하여 실무중심의 교과과정을 개발하고 전공의 특성화를 위한 방향을 제시하고자 한다.

• 한국경영과학회지
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• 제14권2호
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• pp.161-161
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• 1989

This research examines the importance of IT training/education, present situation and possible suggestion for the successful training/education. The research method adopts a comparative analytical approach based on questionnaire survey responses from three work groups - managers, employees, and union representatives - drawn from five sample Korean banks. The evidence indicates that all three groups agree that IT improves banking efficiency and reduces job repetitiveness, but their job satisfaction level with IT-based work is surprisingly very low. The main reasons are mainly lack of training/education and poor user manuals. Also the research shows that most respondents would like to get further training/education to more adequately fit them for their jobs. Those from banks which invested in continuing training/education revealed more positive work attitudes and higher job satisfaction.

• 경영과학
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• 제14권2호
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• pp.161-184
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• 1997

This research examines the importance of IT training/education, present situation and possible suggestion for the successful training/education. The research method adopts a comparative analytical approach based on questionnaire survey responses from three work groups - managers, employees, and union representatives - drawn from five sample Korean banks. The evidence indicates that all three groups agree that IT improves banking efficiency and reduces job repetitiveness, but their job satisfaction level with IT-based work is surprisingly very low. The main reasons are mainly lack of training/education and poor user manuals. Also the research shows that most respondents would like to get further training/education to more adequately fit them for their jobs. Those from banks which invested in continuing training/education revealed more positive work attitudes and higher job satisfaction.