• Journal of the korean veterinary medical association
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• v.44 no.9
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• pp.803-818
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• 2008

동물의 결핵은 Mycobacterium bovis의 감염에 의한 만성 소모성 질병이며 인수공통전염병이다. 동물로부터 사람으로의 결핵 전염은 생유 섭취하던 시대에 상당히 많이 보고되었다. 우유의 살균처리와 소에서 피내진단에 의한 양성우 살처분 및 보상금 지급 정책을 전개하면서 M. bovis의 사람전염은 급격히 감소하였다. 소 결핵은 우리나라에서 연간 0.15% 내외의 발생을 보이고 있으며, 발생의 주원인으로는 외부입식소, 인근발생농장, 과거발생농장의 사후관리소홀 등이다. 사람 결핵의 주원인균인 M. tuberculosis와 M. bovis는 유전체가 99.9% 유사하며, M. bovis를 M. tuberculosis의 아종으로 분류하기도 한다. 두 세균은 M. tuberculosis complex에 속하며, M. tuberculosis와 M. bovis이외에도 M. africanum, M. canettii, M. microti, M. pinnipedii 등이 있다. M. bovis는 M. tuberculosis complex중에서 가장 넓은 숙주범위를 가진다. M. bovis의 대표적인 숙주는 종이름에도 나타나 있듯이 소이다. 소결핵 전파원으로서는 M. bovis에 감염된 소가 가장 중요하다. 소 이외에도 면양, 산양, 말, 돼지, 사슴, 엘크, 영양 (antelope, kudus, elands, sitatungas, oryxes, addaxes), 개, 고양이, 흰족제비 (ferrets), 낙타, 여우, 밍크, 오소리, 쥐, 영장류, 라마, 맥 (tapirs), 코끼리, 코뿔소 (rhinoceroses), 주머니쥐, 땅다람쥐 (ground squirrels), 수달 (otters), 물개, 산토끼 (hares), 두더쥐 (moles), 너구리 (raccoons), 코요테, 사자, 호랑이, 표범, 살쾡이 (lynx) 등에 감염될 수 있으나, 대부분 종결숙주 (spillover host)로 가축의 결핵방제가 유지되고 있는 국가에서는 야생동물 결핵의 가축 전염이 문제시되고 있다. M. bovis는 주로 호흡기와 소화기를 통하여 감염되며, 결핵결절이 형성되는 부위를 관찰하면 감염경로를 추정할 수 있다. 결핵에 감염되면, 초기에는 뚜렷한 임상증상을 보이지 않으나, 아침, 추운 날씨, 또는 운동 중에 심한 기침을 하며, 호흡곤란을 일으킬 수 있다. 결핵은 감염되어도 대부분 무증상이기 때문에 피내진단, 결핵결절 병리소견, 원인균 분리 등에 의해 진단하여야 한다. 감염된 결핵균은 탐식세포에 탐식되어 특징적인 육아종성 결절 병변으로 진행된다. 현재 결핵은 피내진단과 결핵결절 병리소견 등에 의해 판정하고 있다. 최신 진단법으로는 피내진단을 대체할 수 있는 인터페론 감마 검사법과 우군의 결핵 스크리닝과 말기 결핵 검사에 우수한 항체진단법이 개발되어 있다. 그러나, 소 결핵 근절을 위해서는 일관성있는 진단법과 진단기준을 적용하는 것이 중요한 성공요인중 하나이다. 소결핵 청정국인 호주와 캐나다에서는 피내진단과 도축장 결절검사를 결핵 양성우 색출방법의 근간으로 삼고 있으며, 소결핵 근절의 최종단계에 이르러서는 특이적인 검사법을 적용하였지만, 근절목적상 민감성이 높은 피내진단법을 사용하였다. 이와 더불어, 피내진단 양성우의 부검소견과 원인균 분리를 통해 결핵을 확진하여 출처농장의 역추적 검사를 통하여 결핵 양성소를 제거하였다. 한편, 결핵의 농장간 및 지역간 전파방지를 위해 결핵 청정농장과 결핵 오염농장, 결핵 청정지역과 결핵 오염지역 구분을 통하여 결핵 오염농장과 결핵 오염지역으로부터 결핵 청정농장과 결핵 청정지역으로의 이동전 결핵 검진을 통해 개체 이동에 따른 결핵 전파를 근본적으로 차단하는 시스템을 엄격히 적용한 것이 주요한 성공 요인중 하나였다. 호주 결핵 근절정책 성공요인을 요약하면, 일관성 있는 결핵진단법 적용, 양성우 출처농장의 철저한 역추적 검사, 개체 이동전 결핵 음성증명 확인, 농가단체의 경제적 및 방역상 적극적인 지원 및 협조 결핵의 지속적인 모니터 링과 현장요구에 부응하는 방제신기술의 지속적인 연구개발 등을 들 수 있다. 최근 들어 국내 동물 결핵은 소, 특히, 한우의 결핵발생이 증가하고 있으며, 사슴 결핵발생도 증가하고 있다. 농장간 및 지역간에 결핵 감수성 가축, 특히, 소와 사슴의 거래가 아주 복잡하게 이루어지고 있는 현실을 고려할 때, 결핵전파의 주원인인 결핵감염 소나 사슴의 농장내 반입을 철저히 차단해야 할 것이다. 이때, 개체 검사는 물론이고, 출처농장에 대한 결핵 음성을 확인한 후 입식하여야 할 것이며, 입식 후에도 60일정도 격리사육하면서 피내진단등 결핵검진 후 음성인 경우에만 합사하여야 할 것이다. M. bovis는 사람을 비롯한 거의 모든 온혈동물에서 결핵을 일으킬 수 있기 때문에, 결핵 감염소로 판정된 농장 종사자는 각 시도 보건소의 협조를 받아 결핵검진을 받도록 해야 한다. 농장 가축에 접촉할 수 있는 야생동물의 접촉을 차단하여야 하며, 특히, 농장 사료의 야생동물에 의한 오염을 방지할 수 있는 사료창고관리를 철저히 해야 한다. 결핵 감염소를 다룰 때는 분비물 또는 가검물에 의해 감염될 수 있기 때문에 개인방역장비 - 방역복, 마스크, 비닐장갑, 비닐장화 - 를 착용한 상태에서 다루어야 한다. 특히, 결핵 감염소를 매몰 또는 소각하는 과정에서 결핵 감염소의 배설물 및 분비물 처리를 철저히 하여야 한다. 모든 작업을 마친 후에는 개인방역장비, 매몰 또는 소각에 사용하였던 장비 등을 청소 및 소독하고 필요시 소각 또는 매몰하여야 하며, 개인감염위험과 타인 감염위험을 방지하기 위해 노출부위를 세척하여야 한다.

• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.85-102
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• 2018

The purpose of this study is to determine the working conditions and demands of the assistant workforce at childcare centers, and to provide suggestions on policies for childcare teachers. To achieve the purpose of the study, a total of 190 assistant teachers, nursing helpers, alternative teachers and others were surveyed online during the month of August 2017. The survey examined the employment route and working motives, working conditions and environment, job and educational difficulties for analyzing the work conditions and demands of ancillary staff. For the analysis method, SPSS 12.0 was used to analyze frequency and difference. The main findings are as follows. First, childcare center assistants were able to work at their respective times, making it mandatory for them to enter the workforce, and making job openings for ancillary teachers. Second, 73.7% said the daily working hours were '4 hours to 8 hours' under the conditions and 57.9% said 'More than 510,000 won to less than 1 million won.' Average amount of rest time per day was about 30 minutes, and 17% had no rest periods. Third, based on the job and education status, ancillary personnel performed "infant and child guidance and interaction", "Cleaning and cleanliness related tasks" most actively, and "care for cleaning and cleanliness" and "care for morning and night care". Fourth, in the job trouble and difficulty, ancillary staff found it difficult to satisfy with wage related complaints and job insecurity, and the reason for agreeing to the non-regular workforce becoming a regular worker was found to be due to the stability of employment. Lastly, the most urgent tasks to solve the problem of non-regular workers were to fill the wage gap between regular and irregular workers, shorten the working hours and improve the working conditions. The policy implications are presented based on the above findings.

• Journal of Nutrition and Health
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• v.50 no.3
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• pp.284-293
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• 2017

Purpose: This study was conducted to examine the behavioral intentions of breastfeeding in single women using the theory of planned behavior. Methods: The questionnaires were distributed to 350 single women in her 20~30s, and 316 respondents were analyzed by descriptive statistics, Spearman's correlation, and multiple regression analysis. Results: The subjects showed strong intentions and favorable attitudes toward breastfeeding. The subjects were more favorably influenced by their mothers, siblings, friends, and coworkers who previously experienced breastfeeding than ones with no breastfeeding experiences. There were significant correlations between breastfeeding intention and attitudes (r = 0.321, p < 0.0001), subjective norms (r = 0.434, p < 0.0001), and perceived control (r = 0.307, p < 0.0001). However, regression analysis with two different age groups revealed that subjective norms (p < 0.0001) and perceived control (p < 0.001) contributed to the model of explaining breastfeeding intentions in subjects who were 25 years old or younger, whereas attitudes did not. In addition, subjects who were more than 25 years old showed that attitudes (p < 0.003) and subjective norms (p = 0.002) contributed to the model of explaining breastfeeding intentions while perceived control (p < 0.070) showed less contribution. Conclusion: These results suggest that the theory of planned behavior can be a useful tool to increase the rate of breastfeeding intentions in single women when designing educational materials, which requires consideration of age differences.

• 한국사회정책
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• v.23 no.2
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• pp.49-81
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• 2016

This study agrees with the idea that a situation centered perspective provides a useful contribution in understanding women's attitude on organizations. Women's occupational experiences are less related to their "femaleness" than to the structural constraints inherent in the occupational positions women fill. So characteristics of the organizational situation including gender composition and hierarchical status may "shape and define" women's experience on the job. The present study examined the managerial level's gender gap and "glass ceiling" of the corporation. According to Kanter, if the ratio of women to men in organizations begins to shift, as affirmative action and new hiring and promotion policies promised, forms of relationships and corporate culture should also change. However, the mere presence of women on workplace may not, in itself, result in women-friendly work condition. This study analyzes "Korean Women Manger Panel survey(2010 3rd. wave)" to examine how much gender gap of the managerial level persists and when the glass ceiling effect emerges. Using t-test and ANOVA, various aspects of the gender gap within managerial level were verified. The most significant finding is the glass ceiling effect starts from very low level of management. Policy implications from the statistical analysis of the Panel survey are: 1) We need to increase the absolute number of the women managers for securing middle level women leadership pipe line. 2) We need to confront the fact that the glass ceiling starts from the very low managerial level, and to explore more realistic way to break up the vicious circle for the tokenism. and 3) We need to looking beyond numbers in approaching women's matter at work. At the cultural and institutional level, work-family programs and policies, women's ratings of their competence, and family-friendly organization's climate should be considered.

• Korean Journal of Culture and Social Issue
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• v.21 no.2
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• pp.227-252
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• 2015

This study was intended to examine child abuse experience, response to child abuse, perception of the cause of child abuse, and need for counseling to prevent and eliminate child abuse among 514 day care center teachers across the country. First, 17.9% (92) of the teachers had experience of witnessing child abuse at day care centers. After such witness, the teachers mostly "paid attention to abused children and provided them with warm treatment" when they were abused by other teachers and "took no actions" when they were abused by directors of the day care centers. The biggest reason of not taking any actions was: they "had no authority to intervene in child care of other teachers" in case of child abuse by other teachers and "were afraid of responsibilities or roles that could be placed on them after reporting" in case of child abuse by day care center directors. Second, the biggest reason of child abuse by teachers was job stress followed by excessive work and mental health of teachers. Third, necessary actions when child abuse cases were found and confirmed were suspension of involved teachers and psychological evaluation for involved children and parents. Fourth, 88.9% (457) of the teachers responded that they would use an organization specialized in child abuse if such organization was built and that the organization would help them to decide on whether to report child abuse and prevention of and intervention in child abuse. They also said that such organization should be installed in the Counseling Center in the Comprehensive Child Care Support Center. Fifth, 95.3% (490) of the teachers answered professional counselors specialized in development and counseling of infants and toddlers were needed to address child abuse at day care centers. They demanded that such counselors should be able to administer psychological evaluation for young children and assess child abuse cases. Qualification of the counselors was at least college graduates who majored in psychology and child care, three to five years of experience in the field, and appropriate certificates or licenses. Finally, the teachers said that training and professional counseling about child abuse were required to prevent and eliminate child abuse at day care centers. Implications and follow-up studies were provided and suggested based on these findings.