• Journal of Korean Academy of Nursing Administration
• /
• v.5 no.3
• /
• pp.477-500
• /
• 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.

• Journal of Animal Environmental Science
• /
• v.15 no.1
• /
• pp.9-16
• /
• 2009

This study, tasting 14 months, was conducted to investigate the effects of different pen size and group size on growing-fattening characteristics of Hanwoo steers. Forty-eight, 12-month-old Hanwoo steers($305.8{\pm}32.2\;kg$) were randomly assigned to three groups($35.28\;m^2$; n=4 heads, $70.56\;m^2$; n=8 heads, $105.84\;m^2$; n=12 heads) and reared in separate pens with a constant space allowance of $8.82m^2$ per head from 12 to 21 month of age and then regrouped to 4 heads per pen. A common diet including concentrate(limited) and forage(ad lib) was provided to all the animals. Images of live animal ultrasonic back fat thickness, longissimus muscle area and Marbling score were evaluated in three months interval from 12 months of age using an ultrasound equipment(HS-2000) at the 13th rib and lumber vertebra interface of left side. Significant differences of ADG was found mainly at $15{\sim}18$ month and $18{\sim}21$ month fattening stages(p<0.05). Marbling score(MS) was higher(p<0.05) in 12 heads group when compared with that of 4 and 8 heads groups after 18 months. Animals in 12 heads group had the lowest Average daily gain(ADG) but showed the highest longissimus muscle area(LMA) and marbling score(MS). In addition, Hanwoo steers in 12 heads group obtained a higher quality appearance(HQA) of 82.7% than that of other treatments. The results indicated that Hanwoo steers housed on large group size and pen size decreased their ADG but improved meat quality.