• The Korean Journal of Health Service Management
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• v.12 no.4
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• pp.1-15
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• 2018

Objectives: We analyzed the importance and performance of hospital social responsibility (HSR) according to the characteristics of hospitals, and presented strategies for HSR activities. Methods: An online HSR questionnaire was sent to hospitals nationwide from October 12 to 26, 2018. The 206 responses received were analyzed in accordance with the IPA to assess the performance and importance of HSR. Results: There was a statistically significant difference between the employees and hospitals regarding the importance and performance of HSR activities. In the area of "sustained maintenance", items related to consumer issues such as "compliance with personal information processing policy", "patient confidentiality", "fair information provision", and "system for patient safety and infection prevention" were derived. In the area of "'high priority for improvement", there were three common items between hospitals and general hospitals: "regular donations and support from local communities", "active cooperation with related institutions", and "compliance with process-related laws and regulations". In the area of "low priority", four items were derived: "support for employee participation in community activities", "efforts to hire local residents", "education and cultural programs for local communities", and "transparent support for political activities". In the area of "sublation of excessive efforts", two items of "employee welfare efforts" and "efforts to improve labor relations", were commonly found in hospitals and general hospitals. Conclusions: It is necessary to improve the management efficiency of hospitals by the systematic allocation of manpower and resources through the establishment of four regional strategies based on the results of IPA analysis.

• Journal of the Korea Convergence Society
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• v.12 no.2
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• pp.221-231
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• 2021

This paper identify factors of migration of employees' household who work for relocated public institutions. As a factors of migration, we consider individual and household characteristics, the gravity model of distance and population and so on. Considering discrete dependant variable and structure of data, we employ the logistic multilevel model and random intercept model. The result indicates employees' who are female, 30s and 40s, higher education level(PhD) and whose spouse are unemployed tend to transfer their residential registration to new city near relocated public institution. Regarding regional variable, the distance from employee's previous residential location and number of migration of prior year are statistically significant. Also the model indicate regional economy, educational and residential environment of new city influence employee's decision for transferring residential registration.

• The Journal of the Korea Contents Association
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• v.20 no.11
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• pp.101-109
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• 2020

This study sought to find out the impact of conflicts in social welfare organizations on job performance and to find out the effects of controlling participatory decision-making in their relationships. To that end, a survey was conducted on workers at social welfare centers in Seoul, Gyeonggi Province and Chungcheong Province, and 360 copies were finally used for analysis and Correlation and hierarchical regression and statistical significance analysis of the adjustment effects were performed. As a result, conflicts within the organization, job performance, and participatory decision-making showed a negative correlation, and as participatory decision-making in the relationship between conflict within the organization and job performance showed a controlled effect, the impact of conflicts within the organization on job performance was reduced. These results suggest that participatory decision-making can alleviate conflicts within an organization and at the same time increase job performance. Based on this, the following suggestions were proposed: They include conflict management strategies in the guidelines for social welfare subjects, establish guidelines for conflict management, provide training for workers, engage workers in employee evaluation and compensation system development, and operate permanent organizations such as the Conflict Handling Committee after investigating conflicts within social welfare organizations.

• Journal of Convergence for Information Technology
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• v.8 no.1
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• pp.207-214
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• 2018

The purpose of this study is to compare the educational needs of public officials and private employees for health and welfare in order to improve education program. Data were collected from 2,290 public officials and 1,991 private employees and were analyzed using frequency analysis and independent sample t-test. Private employees recognized that education and training are more enough than public officials. In addition, private employees took the gathering training classes more than public officials. Private employees reported that they are more satisfied than public officials with regard to leader consideration, peers' will of participation and institutional conditions. However, public officials reported that they are more satisfied than private employee officials with regard to the degree of sharing of information and education for new policies. Public officials preferred three or two days of training, but private employees preferred one or two days. Both public officials and private employees preferred gathering training classes and blended learning as an effective education type. Based on this research, invigoration of health and welfare education and the management of its plan were discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.5
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• pp.197-208
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• 2015

This study is to suggest a system to increase workers' job satisfaction by analyzing the impact of conflicts in their families and work places to the satisfaction of work and the effects of personality types affecting job satisfaction. For this study, a questionnaire targeting 450 workers was conducted. As a result of this study, firstly, it was revealed that both conflicts of the family-work place and the work place-family have statistically negative interrelationships and impacts with/on job satisfaction. In terms of sub-fact categories, it is revealed that work itself has more impacts than personal persuasion based on people's value. Secondly, the results of this study concerning the conflicts in a family and the workplace shows the same result with the previous studies. They are formed by mutual interactions of cause and effect. Thirdly, it turned out that differences in Enneagram Personality Types have statistically significant impacts on job satisfaction. The result also shows that thinking-centered personalities and behavior-centered personalities have more impacts on job satisfaction than emotion-centered personalities. Study result indicates that more wide use of a psychology consultation program for workers and their families, EPA(Employee Assistant Program). It also shows that introductions of personality trainning programs and personality coaching programs are required.

• Korean Journal of Social Welfare
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• v.69 no.2
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• pp.191-218
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• 2017

The purpose of this study was to examine the effect of the possibility of job-related risk, emotional labor, and emotional leadership on the job turnover intention of caregivers working at the long-term care facilities in Korea. For the study, survey data of 434 caregivers at senior nursing homes were collected and analyzed using hierarchical multiple regression method. The results showed that high level of caregivers'perception of both the possibility of management risk and employee risk led to increased turnover intention. On the other hand, perception of the possibility of social-disaster risk did not give significant impact on turnover intention. Although the perception of the possibility of service user risk gave statistically significant effect on the turnover intention, the direction was the opposite to the one set at the research hypothesis. Frequent camouflage behavior("surface acting") of caregivers, which is the kind of emotional labor led to increased turnover intention. However, caregivers'behavior consistent with their inner warm heart("deep acting") did not lead to a statistically significant result. Lastly, the more caregivers perceive their superiors'emotionally supportive leadership, the lower possibility of turnover intention. Based on the above result, the researchers suggested several intervention methods in order to prevent turnover of caregivers and improve service quality of long-term care institutions.

• Industry Promotion Research
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• v.8 no.2
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• pp.29-36
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• 2023

Summary This study summarizes the results of analyzing 410 questionnaires from October 15 to October 26, 2022 on the impact of ESG management of SMEs on organizational productivity improvement. First, all areas except for clarity of promotion, validity of content, efficiency of method, sub-areas of employee friendliness and productivity improvement, which are sub-areas of ESG management, labor welfare, job satisfaction, and employee "favorability, retention attitude" among organizational management. Since there is a correlation in , work efficiency can be maximized by appropriately adjusting sub-variables of ESG management. Second, it can help an organization prioritize for productivity improvement through the zodiac correlation. The causal analysis showed that clarity of promotion (β=.342) and validity of content (β=.276) had the most influence. Third, from ESG management. The correlation between clarity of promotion, validity of content, efficiency of method, friendliness of employees and organizational management showed a high correlation at .719, and causal analysis showed that efficiency of method (β=.455) and friendliness of employees (β= .217) was found to have an influence on organizational management, which indicates that personnel organization management is necessary to increase the efficiency of the method (β=.455). This study is meaningful in revealing the causal relationship between ESG management performance and productivity improvement in the middle.

• Korean Journal of Social Welfare Studies
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• v.44 no.2
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• pp.265-291
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• 2013

In the context of welfare politics, this study tries to examine how interest groups'policy priorities in the child-care policy of Korea were shaped and changed. Based on the already institutionalized child-care services, each beneficiary group-parents, employer and employee of child care center-has its own preference and perception in child-care policy. Futhermore, this difference has produced conflict of interests in the priority of policy options and brought interest group politics to the realm of child-care policy. With regard to interest group politics, this study firstly examines divergence of beneficiary groups'perception about the child-care policy priorities. Meanwhile, discourse politics should be regarded as another dimension of welfare politics because beneficiaries'perception preference in policy could be sometimes changed and converged by communicative policy discourse. By examining convergent aspects of beneficiary groups'perception about policy priority, this study secondly tries to analyze the discourse politics which has been influenced by the free child-care discourse during 2010-12 election period. To investigate these two dimensions of child-care politics, beneficiary groups'policy priority should be systematically and comprehensively classified and quantified. Using Analysis Hierarchy Process(AHP), this study identifies 11 policy issues and determines different ranking priorities of each beneficiary group.

• Korean Journal of Health Education and Promotion
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• v.25 no.3
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• pp.21-43
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• 2008

Objective: This study aimed to understand workplace drinking environment on drinking behaviors among female employees and thereby attempt to lay a ground for future prevention of drinking problems triggered by workplace environment. For the purposes of the study, variables related to drinking behavior and the actual conditions of female employees were explored. And the study examined the effects of individual and environmental factors on drinking behavior. Methods: The sample included 400 female and male employees in enterprises and organizations located in the metropolitan area of Korea. An in-depth interview was conducted to explore workplace variables related to female drinking, and a self-administered questionnaire was conducted to examine the relationship between workplace variables and drinking behaviors (alcohol consumption, risky drinking, and binge drinking frequencies). Results: Major findings of the study are as follows: First, positive function of drinking and drinking culture at workplace and the pressure to drink were derived from in-depth interviews. Second, 47.2% of female employees were current drinkers and 20.4% were risky drinkers. Third, drinking norms and attitude at workplace, influence of peer group, and drinking culture at workplace were found to be predictive factors of harmful drinking. Fourth, drinking expectancy and drinking norms and attitude at the workplace were found to influence drinking binge frequencies. Conclusion: The study indicates the importance of the workplace environmental factors in female employee's drinking behavior, and addresses the need for interventions geared toward changing the workplace environment regarding alcohol use.

• Korean Journal of Social Welfare Studies
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• no.39
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• pp.115-145
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• 2008

The purpose of this study is to verify the effect of job stress on domestic violence and the mediating effect of depression, among the small scale self-employed who have not received appropriate concern from the social system, although they are one of the main economic group in Korea. The subject of this study was 193 small scale self-employed working in Sungnam-city. The result showed that the depression level increases as the job stress level increases. Searching the relationship between depression and domestic violence, with the job stress level controlled, domestic violence increased as the depression level increased. Meanwhile, job stress appeared not to have direct effect on domestic violence. The result of the Aroian test, applied to verify the mediating effect of depression, was z=1.981(p<.05), attesting that depression has a statistically significant mediation effect. In other words, job stress doesn't affect domestic violence directly, but has effect on domestic violence with depression as mediator. Such result is expected to suggest practical intervention and prevention methods for domestic violence.