• Title, Summary, Keyword: Employers

Search Result 318, Processing Time 0.044 seconds

Developing the Joint Employment System of Occupational Health Nurse Practitioners for the Minor Enterprises in Korea (Part 2) - Comparison of Opinions between Employers and Occupational Health Nurses - (사업장 보건관리자 공동채용모형개발(II)-사업주와 간호사의 의견 비교-)

  • Kim, Young-Im;June, Kyung-Ja;Lee, Sung-Eun;Yun, Soon-Nyoung
    • Journal of Korean Academy of Community Health Nursing
    • /
    • v.9 no.2
    • /
    • pp.313-323
    • /
    • 1998
  • This study is to develop the model on the joint employment system of occupational health nurse practitioners for medium or small sized enterprises in Korea based on the comparison opinions between employers and occupational health nurses (OHN). The data were collected by questionnaires from Oct. to Nov. in 1997. The number of subjects was 210 OHNs and 176 employers, response rate was 47.1% for OHNs and 23.2% for employers. The SAS PC program was used for the descriptive statistics. The results were as follow: 1. More than three years career was preferred for qualification of OHN by employers and OHNs. OHNs preferred that all instruments and materials should be equipped in each industry, but employers preferred that they should be equipped by OHN. 2. For the limit number of industries and employees per one OHN, employers preferred average 2.25 industries and 307 employees, OHNs preferred average 3.0 industries and 448 employees. Both of them preferred two times visit per week for all day long. 3. OHNs wanted that the local office of Ministry of Labor could act as mediator, but employers preferred direct contact individually. For the average wage, employers preferred 887,000 won per month, but OHNs preferred 1,960,000 won per month. 4. OHNs preferred the Korean Association of Occupational Health Nurse as the recruit agency. Finally, employers and OHNs have the opinions that they can choose this system depending on the condition. There is in need of development of effective strategy for this new system such as manpower development, cost-benefit analysis, establishment of occupational health service standard, advertisement for employers, and government supported project.

  • PDF

Students' Perceptions and Expectation Gap on the Skills and Knowledge of Accounting Graduates

  • ARYANTI, Cornelia;ADHARIANI, Desi
    • The Journal of Asian Finance, Economics and Business
    • /
    • v.7 no.9
    • /
    • pp.649-657
    • /
    • 2020
  • This study aims to describe the perceptions of accounting students and expectations of employers towards the skills and knowledge needed by accounting graduates in Indonesia. Quantitative method using survey is employed to analyze 103 questionnaires from students and 51 questionnaires from employers. The results showed that students' perceived honesty, continuous learning, and work ethics are important skills, while employers stress the importance of work ethics, teamwork, and time management. Knowledge needed by accounting graduates in the perception of students includes financial accounting, financial reporting, and financial statement analysis, whereas employers perceived the importance of financial statement analysis, knowledge of Microsoft Office program, and financial accounting. Further analysis showed that there is an expectation gap between the perceptions of students and the expectations of employers towards skills - not knowledge - needed by accounting graduates. Although investigations of students' perceptions and employers' expectations have been conducted in previous studies, the information should be updated continuously to reflect the current conditions. This study offers the recent perceptions from students and employers to identify the current expectation gap. This study points to the importance of skills development in the university curriculum in order to develop the skillful human resources in accounting and meet the expectations of employers.

Employers Attitude for Mentally Disabled People (고용주의 정신장애인에 대한 태도조사)

  • Kim, Mi-Young;Jun, Seong-Sook
    • Korean Journal of Occupational Health Nursing
    • /
    • v.20 no.1
    • /
    • pp.46-54
    • /
    • 2011
  • Purpose: The purpose of this study is to investigate employer's attitude towards mentally disabled people. Methods: The Lee (1996)'s questionnaire of community people's attitude on perception for mentally disabled people was used to collect data from 208 employers in Busan City. ${\chi}^2$-test and t-test were used to explore related factors of employer's attitude. Results: Employers having experience of hiring physically or mentally disabled people showed higher CAMI scores (p=.002). Especially, employers having experience of hiring mentally disabled people showed higher scores in four components of authoritarianism, benevolence, social restrictiveness, and community mental health ideology than any other groups. In addition, we found differences in employers' attitude on authoritarianism and benevolence according to types of industries and the number of employees. Conclusion: We could suggest that employers experience of employing disabled and mentally disabled people could improve their positive attitude. Therefore, we call for various efforts and programs development to encourage employers to hire mentally disabled people.

Critical Factors Affecting Employers' Satisfaction with Accounting Graduates in Hanoi

  • NGUYEN, Hoan;NGUYEN, Lien Thi Bich;NGUYEN, Hong Nhung;LE, Thanh Ha;DO, Duc Tai
    • The Journal of Asian Finance, Economics and Business
    • /
    • v.7 no.8
    • /
    • pp.613-623
    • /
    • 2020
  • In recent years, many firms have built a good recruitment policy, focusing on the requirements set for candidates to meet the employers' satisfaction; they often have certain requirements for each accounting job's position. The study aims to identify and measure factors affecting the employers' satisfaction with accounting graduates in Hanoi, the important locus of firms' labor force. We conducted a questionnaire consisting of 16 observation variables with a 5-point Likert scale. Independent variables were measured from 1 "without effect" to 5 "strongly". Based on the literature review and results of interviews, a total of 150 questionnaires were sent to participants; 135 of them met the standards and were subject to be analyzed. The results of Cronbach's alpha, Exploratory Factor Analysis (EFA) and Multiple Regression Analysis (MRA) identify three main determinants influencing the employers' satisfaction with accounting graduates in Hanoi, including students' experience before graduating (SEG), reputation of universities (RU), and university's recruitment support policy (RSP). Based on the findings, some recommendations have been proposed to help universities design training programs for creating better satisfactions for employers in the future. On this basis, the authors propose a number of recommendations to improve the employers' satisfaction with accounting graduates in Hanoi.

Perception and Need for Industrial Accident Compensation Insurance in Industries which have less than 5 Employees (5인 미만 사업장의 산재보험에 대한 사업주와 근로자의 인식도 및 요구도 조사)

  • Yun, Soon-Nyung;Jung, Hye-Sun;Lee, Bok-Im;Lee, Hyun-Joo;Lee, Hyun-Jeong;Kim, Hwa-Joong
    • Korean Journal of Occupational Health Nursing
    • /
    • v.9 no.2
    • /
    • pp.121-131
    • /
    • 2000
  • This study was conducted to acquire data in order to institute an effective industrial accident compensation insurance(IACI) system. The subjects were employers and employees in small scale industries which have less than 5 employees. The questionnaires consisted of questions on perception and need for IACI. A total of cases were 181 employers and 105 employees participated in the study. Perception and need of employers and employees were assessed using the ANOVA, t-test. The results were as follows ; 1. Workplaces examined mostly in manufacturing(78.9%), industries with one employee(44.1%). Beneficiary rate of IACI 4.4%. 2. 60.0% of employees had experienced an industrial accident and in most cases employers paid the cost of medical treatment. 45.0% of employers nd 50.0% of employees were not aware that IACI had been put into effect starting July, 1, 2000. 52.0% of employers had no type of industrial accident compensation. 3. The need of outcome measures, especially of employers and employees who had an IACE, were higher than those without an IACI. Employers and employees who had experienced an industrial accident outnumbered those who hadn't. The results of this study reveal that there is a great need for the institution of an IACI and health promotion policy in small scale industries.

  • PDF

A Study on Important Factors for Chemical Risk Management in Small & Medium Enterprises (중소사업장 화학물질 관리에 영향을 미치는 사업주의 인식과 태도 요인 분석)

  • Kim, Shinbum;Choi, Youngeun;Chung, Taejin;Lee, Junghwa;Che, Simon;Kang, Sungjoo;Choi, Jaeyoung;Choi, Jongkyung;Kim, Sungmin;Lim, Jongho;Min, Kyungdoo;Youn, Kanwoo;Kim, Hyun-Ock
    • Journal of Korean Society of Occupational and Environmental Hygiene
    • /
    • v.25 no.3
    • /
    • pp.285-293
    • /
    • 2015
  • Objectives: This study was conducted in order to ascertain the important factors for SMEs in managing the risks of chemicals and to suggest a government role in strengthening the responsibility of small and medium enterprises(SMEs) as employers. Methods: About 100 enterprises were surveyed in Incheon. A questionnaire for employers and walk-through surveys by occupational hygienists were performed at each enterprise. Results: The results showed that most employers thought chemicals were not hazardous but chemical management was needed. When employers determine how to manage chemicals, they rely heavily on personal experience and rather less on information from the government or experts. However, if employers think the chemicals are hazardous, they do more to manage the chemicals. Conclusions: When employers think chemicals are hazardous, risk assessment would be an effective tool to control chemical hazards in SMEs. Employers' position on chemical hazards is very important. Since the government is the initiator, it is the government who develops messages for SMEs, such as "Chemicals are hazardous and management can reduce the risk of chemicals." Governmental messages can play an invaluable role in strengthening the responsibility of SME employers to manage chemical hazards.

The Recognition of Commercial Business Men and Employers and Pedestrian on the Existence Effect of Roadside Green Spaces in Local City - Chungju City to - (지방도시 가로 녹지의 존재효과에 대한 보행자와 상업종사자의 의식 연구 - 충주시 가로수를 대상으로 -)

  • Kim, Bum-Soo;Shin, Won-Sop
    • Journal of Environmental Science International
    • /
    • v.16 no.2
    • /
    • pp.159-169
    • /
    • 2007
  • The overall purpose of this study was to investigate pedestrians and commercial business men and employers' recognition on management of street trees and green spaces along street sides. The followings were main results of this study. Both pedestrians and commercial business men and employers mostly perceived positive influence of street trees on urban environment and their business. In addition, pedestrians gave higher scores of positive influence of trees function than those of commercial business men and employers. Pedestrians showed strong intention to participate management activities of street trees or green spaces. This study indicated that negative perception on street trees came from improper management rather than existence of street trees. Therefore, more intensive management actions are needed.

The Effects of Employers' Breach of Safety Obligation and Violation of Psychological Contract on the Workers' Safety Behaviors and Turnover Intention (고용주의 안전 의무 불이행과 심리적 계약 위반이 근로자의 안전행동과 이직의도에 미치는 효과)

  • Hwang, Kyongin;Moon, Kwangsu;Oh, Shezeen
    • Journal of the Korean Society of Safety
    • /
    • v.30 no.3
    • /
    • pp.85-92
    • /
    • 2015
  • This study examined the effects of employers' breach of safety obligation and violation of psychological contract on the workers' safety behaviors and turnover intention. Especially, this study examined a mediating effect of violation of psychological contract on the relationship between employer's breach of safety obligation and workers' safety behavior and turnover. 198 workers were asked to respond to the questionnaires that measured various demographic variables, employers' breach of safety obligation, violation of psychological contract, safety behavior, turnover intention. A hierarchical regression was conducted to identify variables that had significant relationships between employers' breach of safety obligation and employees' safety behavior and turnover intention, and to examine the mediating effect of violation of psychological contract. Results indicated that the employers' breach of safety obligation significantly predicted both workers' safety behaviors and turnover intention. It was also found that the violation of psychological contract was a significant predictor for both workers' safety behavior and turnover intention. In addition, violation of psychological contract was found as mediating effect on the relationship between employers' breach of safety obligation and workers' safety behavior and turnover intention. Based on these results, the implications of this study and suggestions for future research were discussed.

Employees' and Employers' Awareness of Occupational Health Program in SSE (소규모 사업장 근로자와 사업주의 보건관리 기술지원사업에 대한 인식도 조사 연구)

  • Jung, Hye Sun;Paek, Do Myung;Kim, Eun Hee;Kim, Ji Yong;Ha, Eun Hi;June, Kyung Ja;Kim, Sun Mean;Park, Hea Sook;Lee, Bok Im
    • Korean Journal of Occupational Health Nursing
    • /
    • v.7 no.1
    • /
    • pp.83-96
    • /
    • 1998
  • The study was conducted to analyze employees' and employers' awareness of occupational health programs for the purpose of evaluating the effectiveness of the program employed in small-scale enterprises (SSE). The 400 SSE that have under 50 employees and have been supported by the Government were selected for mail survey, and 120 employers and 318 employees of 183 factories returned the questionnaires. The results are as follows; 1) 33.8% of employees were not aware of the fact that their factories have been supported by Government, and 69.1% of employees did not know who was the monitor of that program. Only 147% of employees and 35.5% of employers agreed that the supported program reflected their opinions well. 2) 45.1% of employees participated in health education classes more than once. But only 15.6% of them considered the classes as very helpful. 21.1% of employers were much aware of health education schedule, and 44.2% reported that it was helpful for the prevention of occupational diseases. 3) 68.8% of employers were aware of the possibility of occupational diseases that could occur in their factories. And 36.5% of employers reported that some criteria were used for job reallocation to their employees. But only 9.7% of employees were assigned new job based on the result of health status examination. 4) 65.6% of employees were aware of the periodic evaluation for work environment, and 43.3% knew the evaluation results. Among participated SSE, 5.9% have a planning department for improving work environment, and 46.2% actually carried out the program for improving work environment. The findings showed that the employers and employees of SSE had insufficient knowledge of the occupational health program that have been employed in their workplace. It is essential to lead more active participation of employers and employees in their occupational health programs so as that the programs are to improve their health status as well as work environment more effectively.

  • PDF

An Evaluative Study of a Subsidiary Program in Small Scale Industries (소규모사업장 보건관리지원사업에 대한 평가연구)

  • Lee Myung Sook;Choe Byung Soo;Kim Myung Soon
    • Journal of Korean Public Health Nursing
    • /
    • v.11 no.2
    • /
    • pp.12-37
    • /
    • 1997
  • This study was performed to evaluate the subsidiary program on occupational health services in small scale industries. The survey of occupational health services was undertaken in 346 industries from July 1 to August 31. 1994. The major results were as follows ; 1. The subsidiary program on occupational health services The evaluation of working environments were conducted in 305 industries, $42.3\%$ of the industries had the harzardous agents exeeding TLV. Special medical examinations were done in 310 industries. the results were detected $C(33.3\%).\;D_1(0.8\%), D_2(5.4\%)$. Health management were done in 341 industries, the average visits for a industry were 3.8 times. The activities of health management were included to check of the workplace. health education, health counselling, etc. 2. The recognition of the employees and employers on occupational health services $91.5\%$ of employers and $87.0\%$ of workers felt healthy themselves. But $39.7\%$ of employers and $21.2\%$ of workers were under the stress from their jobs or home affairs. The workers perceived more harmful for the hazardous agents than the employers. $32.8\%$ of employers and $42.9\%$ of workers perceived that employer's efforts were the most important things to protect for the hazardous agents. The result of the evaluation of working environments were understood by $57.3\%$ of employers and $24.5\%$ of workers. The notification of medical examinations were recognized $83.9\%$ of employers and $50.3\%$ of workers. Many employers and workers felt the necessities of health management in small scale industries. The priorities of health manegement were different between employers and workers. Employers' priorities were as follows ; follow up care of medical examination$(97.3\%)$, health counselling$(93.7\%)$, planning of health$(93.5\%)$, health education of occupational diseases$(93.2\%)$, health education of chronic diseases$(93.5\%)$, etc. Workers' priorities were as follows ; follow up care$(93.4\%)$, health counselling$(94.3\%)$, health education of occupational diseases$(93.0\%)$. first aids$(92.0\%)$. etc.

  • PDF