• 간호행정학회지
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• 제5권3호
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• 한국주거학회:학술대회논문집
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• 한국주거학회 2009년도 추계학술발표대회 논문집
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• pp.82-85
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• 2009

Amongst society's transitional presuppositions towards the future, an aging population is the most significant matter. Korea has entered the aging society in 2000 and will face the aged society by 2018, which is the fastest time that takes from the aging society to the aged society in the world. Korea requires immediate attention to devise a countermove. U.S entered aging society in 1942 since then have developed various types of elderly housing. Recently, university-affiliated CCRC became an attractive alternative. Therefore, it is necessary to study a successful case of elderly housing. This study aims to explore the key features of a university-affiliated CCRC as an alternative socially integrated aging friendly community. Oak Hammock at the University of Florida was selected for this research as a successful case. The method of this is field visit case study. The study finds that University-affiliated CCRC has a lot of benefits for both university and CCRC. Oak Hammock members can access university's facilities and university provides a life-long learning experience and other programs. Oak Hammock provides internship, volunteer and parttime job opportunities and offer advice to students as a mentor. This study is expected to provide a implication in developing elderly housing of Korea.

• 대한영양사협회학술지
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• 제3권2호
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• pp.141-158
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• 1997

The purpose of this study were to investigate the job analysis questionnaire was mailed to 250 dietitians who are members of The Korean dietetic association practice group in self-operated foodservices(hereafter group A)and 250 dietitians who are employed in contracted foodservice companies(hereafter group B). Completed questionnaires were received from 285 dietitians(121 in self-operated, 164 in contracted) ; a response rate of 57%. Statistical data analysis was completed using the SAS/win packages for descriptive analysis, t-test, $x^2$-test, The results of this study can be summarized as follows. 1. The dietetic training or internship experiences were significantly different between the two sample group(p<.001), but the perceptions of needs for training or internship were not different between and they thought one to six month training would be needed for the job. 2. The question about the time needed in order to perform an expert job was answered significantly differently(p<.001) 3. Group A usually took part in obligatory continuing education and short-term training courses, and group B usually took part in obligatory continuing education and on-the-job trainings, respectively. However both group perceived all three types of educations would be needed for performing the job better. 4. As for the physical demands of the job, a certain degree of accuracy and dexterity for physical tasks and equipment operations was needed for the job. Concerning the mental demands, they answered that their job needs considerable creativity and judgement for planning and performing their tasks was needed. 5. As for responsibilities, group B's responsibilities were heavier than group A’s(p<.001) and need for confidentiality was also greater for group B than for group A(p<.001). 6. As for the supervising role differences, group A rarely received supervision from others and they were given directions only in essential situations, whereas group B was usually supervised when planning and performing their job and tasks, showing significant difference in positions between the two sample groups(p<.001). But each group supervised co-workers and employees in their department. 7. With regard to personal contact, both groups frequently contacted people in their department and other departments at the company and sometimes people outside the company. 8. Concerning the work environment, there were some risks and discomforts in the physical environment and there was no significant difference between the two sample groups.

• 한국과학교육학회지
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• 제24권2호
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• pp.357-374
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• 2004

본 연구에서는 선진국의 주요 자연사 박물관에서 제공하는 교육 프로그램의 유형 및 특징을 살펴보았다. 미국(AMNH, FM, SM), 영국(NHM), 호주(AU), 캐나다(RTM)의 자연사 박물관의 웹사이트에 소개되어 있는 교육 프로그램, 박물관 간행 책자, 홍보자료, 연간 보고서를 수집하여 분석에 사용하였다. 연구 결과, 자연사 박물관의 교육 프로그램을 크게 열 가지 유형-이동식 박물관, 워크삽, 강좌/강연, 페스티발/(특별)이벤트, 탐구활동, 과학적 활동/연구 프로젝트, 필드트립, 청소년 학예원/인턴 과정, 대여 자료, 캠프/투어-로 나누고, 각 유형에 따른 프로그램의 예를 제시하였다. 또한 개별 프로그램을 교육적 측면에서 볼 수 있는 몇 가지 특징인 주제, 참여 수준, 전시와의 연관성, 학교교육과의 연계, 활동 수준에 관하여 살펴보았다. 본 연구의 결과는 세 가지 측면에서 과학교사, 박물관 교육담당자 및 학예원에게 도움이 될 것으로 보인다: (1) 교육 프로그램 유형과 내용을 개발하고 실행하는데 유용하며, (2) 교육 프로그램을 평가하고 개선하는 지침으로 이용될 수 있고, (3) 일반 대중에게 다양한 과학적 측면과 소장품을 소개하거나 학교 교육과정과 연관한 과학 교수 학습에 효과적으로 활용될 수 있다.