• Journal of agricultural medicine and community health
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• v.46 no.4
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• pp.207-217
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• 2021

Objectives: The purpose of this study was to investigate the factors in which employee's health beliefs affect their intention to get COVID-19 vaccines. Methods: The participants of this survey were 237 emlpoyees living in Busan. Data were collected using structured online questionnaires from April 26th to May 6th, 2021. The data were analyzed in SPSS WIN version 25.0 using descriptive statistics, t-test, chi-square test, multiple logistic regression analysis. Results: At the average score for each area of health beliefs regarding COVID-19, self-efficacy was 4.45 points, perceived sensitivity 4.71 points, perceived severity 3.59 points, perceived benefit 4.46 points, and perceived disability 2.19 points. Monthly income, perceived sensitivity, perceived severity, and perceived benefit were found to be factors affecting the intention to get COVID-19 vaccines. Conclusions: In order to improve the vaccination intention of COVID-19, it is necessary for subjects to recognize the seriousness of the disease, increase their sensitivity to the disease, and actively promote and educate the community about the benefits of vaccination.

• Journal of Legislation Research
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• no.44
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• pp.611-653
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• 2013

An whistle-blowing is recognition of acts of misconduct or corruption by individuals(laborers) or party which belongs to a certain organization and it refers to the act of informing to the senior organization or to the outside public agency to avoid jeopardies that could be potentially lead against benefit of the public. These whistle-blowings can be a Ansatz that improve corporation's transparency and accountability by prevention of enterprise's misconduct as well, it has been recognized as an important role for the establishment of corporate ethics, moreover, social justice. What to be treated primarily as labor law problem is arousing some controversies of the possibility that the public announcement could be whether a disciplinary punishment or not because it brings some mischievous effects for the honor and the reputation to the company which conducted the illegal actions and the action of the contrary to the social value. And futhermore, recently, the matter of compensational responsibility according to the arrangement conversion, bullying followed by the informant has been brought up. The fundamental standpoint of precedent related with the judgement of justification for the punishment as reason of the whistle-blowing ought to do the sincere duty for the labor contract which is the employees are supposed to consider the employer's profits. For that reason, if the emploee release the inside fact to the public and give any damages to employer's secret or confidence or honor, it will be a causing reasong of the disciplinary punishment, but in specific cases, the relevant and level of punishment limitation can be judged by the contents of public announcement and the truth, the purpose of the acts and details and the way of announcement. Precisely, on the assumption that there are necessity of the characteristic profit or the freedom of expression for the informant, with overall consideration whether or the basis part of the informant is true or there is a fair reason which make the informant believe is true or the purpose of informant has the public profit or the contents of the whistle-blowing are important for relevant organization or the means and the way was suitable, if the whistle-blowing are approved to be resonable, the organization are not permitted the reprimand or dismiss Futhermore, to find the solution for the issues of the disciplinary punishment and the treatment of all sorts of disadvantages, for the reason of whistle-blowing, since the protection law for public declarer which was enacted in last 2011 have the position as the general law, the purport of the equal law has to be considered sytematically and also the judicial precedent which is related to the justification of whistle-blowing are needed to be considered as well.