• 의료법학
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• 제8권2호
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• pp.9-35
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• 2007

The Health care program in Korea has now been systemized after 30 years of declaring the inauguration of the national health insurance system by the current government. The national health care covering all Korean citizens was achieved after 12 years of implementing the national health insurance and the health care program since 1977. Hundreds of multiple operational agencies managing the insured individually had undergone the amalgamation process from 1998 to 2000, and had been restructured as one agency, the National Health Insurance Corporation. In 2003, the community/area based financial management was also merged together with the employment based financial management. The National health care system of Korea offer various merits, compared with that of other countries, such as health care provision covering all Koreans, low insurance premium, accessibility of medical services/facilities etc. However, there are still some weak features which need to be addressed for improvement; below expectation insurance cover system, mistrust on the medical services, low medical charges resulted from excessive restrictions, and unstable financial status of the national health insurance etc. Therefore, the National health care system should continue to evolve to re-establish itself as more effective national health care system by further strengthening its merits, and by improving its weaknesses; with adopting the positive system to optimize the costs of prescribed medicines/drugs, applying simpler insurance coverage system to calculate the optimum medical charges, promoting private medical insurances, and increasing insurance premium etc.

• 보건행정학회지
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• 제30권1호
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• pp.92-99
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• 2020

Background: The purpose of this study is to analyze the effect of the income support allowance policy for the care workers on wage level. Methods: The analysis data was constructed using database (DB) of long-term care institution, DB of long-term care personnel status, and DB of health insurance qualification and contribution possessed by National Health Insurance Services. We analyzed the wage status of care workers 2009 to 2016 through basic analysis. We used the difference-in-difference analysis method for the workers who worked in the same institution from 2012 to 2013, The effects of the income allowance policy on wage increase were analyzed. Results: As a result of the net effect of the income support allowance policy, the monthly average wage of the care worker increased by 25,676 won and the hourly wage increased by 478 won. As a result of the analysis, it can be confirmed that the income support allowance policy has achieved some of the goals of raising the wage level of the care workers, and the effect of raising wages for other occupations in the long-term care business can be confirmed. Conclusion: The low wage problem of long-term care workers such as care workers is not the only problem in Korea. In other countries, there are various wage support policies for employees. In particular, it is necessary to refer to the improvement in the treatment of care workers in Japan and wage pass-through in the United States. In addition to wages, there is a need to promote policies to provide employment motivation through efforts to improve their social status and improve their job status and career development for employees in long-term care facilities.

• 대한영양사협회학술지
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• 제26권1호
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• pp.54-75
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• 2020

This study examined the job satisfaction of nutritionists, and its effect on organizational commitment and turnover intention in public health centers. The response data of 174 nutritionists were analyzed. The overall average of job satisfaction was 3.94 out of 7 points, which was determined to be below 'normal'; however, the job suitability of sub-factors scored 5.26, which was more than 'normal'. The variables affecting job satisfaction that were provided by the respondents included job-related licenses (P<0.01) and co-nutritionists (P<0.01). Organizational commitment ranked 'normal' with a score of 4.35. Normative commitment (4.90) of the sub-factors was 'normal' or more, and differed when considering 'age' (P<0.01), 'employment status' (P<0.01), 'salary per year' (P<0.05), and 'working area' (P<0.05). The turnover intention was analyzed to be below 'normal' with 3.88 points, and the variables affecting turnover were significantly higher for subjects in their 20s (P<0.01), less than two job-related licenses (P<0.05), and less than two co-nutritionists (P<0.01). The four variables of job satisfaction, 'business discretion' (P<0.05), 'work environment' (P<0.01), 'job suitability' (P<0.01), and 'reward' (P<0.01), positively affected the organizational commitment. Moreover, organizational commitment had a mediating effect (P<0.01) on job satisfaction and turnover intention. Taken together, our results suggest that public health centers need to develop improvement plans for business discretion, work environment, job suitability and reward.

• 한국전산구조공학회논문집
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• 제33권5호
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• pp.279-286
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• 2020

본 연구에서는 점근해석 및 논로컬 이론에서 요구하는 4차 이상의 고차 미분근사를 수행하기 위하여 계방정식에 혼합변분이론을 적용하여 MLS 차분법으로부터 구해지는 고차 미분근사의 정확도를 큰 폭으로 향상시킨다. 또한, MLS 차분법에 존재하는 세 가지 조건변수에 따른 고차미분근사의 정확도를 비교·분석한다. 혼합변분이론의 합응력을 후처리하여 변위의 미분을 근사할 경우 기존의 변위장 기반 계방정식의 차분 결과에 비해 미분 차수가 2차 낮아진다. 해석 범위내 절점 수가 과도하게 많거나 기저 차수가 클 경우 MLS 차분법의 영향영역 내에서 과적합(overfitting)이 발생한다. 또한 영향영역이 최적 범위 이상으로 넓어질 경우 근사의 정확도가 떨어진다. 위 내용을 사인 하중을 받는 단순지지보 수치예제로부터 확인하였다.

• 대한영양사협회학술지
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• 제23권4호
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• pp.431-452
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• 2017

This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.

• 산업진흥연구
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• 제1권1호
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• pp.71-77
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• 2016

본 연구의 주된 목적은 중소기업의 현장에서 각종 프로그램을 교육하고 있는 현장교육생들을 대상으로 현장교육이 업무생산에 어떠한 영향을 미쳤는지를 실증적으로 밝혀 보는데 있다. 연구결과 교육훈련의 하위영역인 교육 경험, 교육 동기, 교육 만족도, 인구학적 특성과 교육훈련의 성과, 그리고 생산성 향상의 하위 영역인 업무 생산성, 산업 복지, 조직관리, 교육 기간 등과 밀접한 상관관계가 있으므로 교육훈련의 하위 변인들을 적절히 조절함으로써 업무의 교육 경험을 극대화 할 수 있다. 본 연구는 향후 실업자(청년 실업자 포함) 재취업 현장교육이 빛을 발하고 보다 질 높은 좋은 프로그램을 개발하여 만족스러운 교육이 되도록 하는 정책적 함의 및 시사점을 제공하였다.

• 대한지역사회영양학회지
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• 제8권5호
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• pp.744-754
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• 2003

At present, health care industries throughout the world are struggling with the challenges to set up financial structures as cost-effective ways and means of satisfying customer needs for health care services. Many hospitals consign foodservice management to foodservice companies for the purpose of efficiency. The companies taking charge of hospital foodservice are also striving to gain an advantage over keen competitions. This study applied Quality Function Deployment(QFD) to one hospital (which will be shown as $\ulcorner$A hospital$\lrcorner$ below) managed by a contract foodservice company for the purpose of strategy planning to provide sustainable competitive advantage. First of all, this study scanned internal and external environment of $\ulcorner$A hospital$\lrcorner$ by means of a Quality Measurement Tool and a fieldwork study. With the result of environment scanning, this study elicited 20 strategies through SWOT analysis, which were categorized by 4 perspectives such as financial, customer, internal process, learning and growth perspectives. Finally, the priorities of 20 strategies were extracted from QFD methodology. According to the results obtained by applying QFD to $\ulcorner$A hospital$\lrcorner$'s foodservice, the strategies which $\ulcorner$A hospital$\lrcorner$ foodservice was obliged to introduce and implement were : the specialization of Children's hospital foodservice, scientific foodservice management through the standardization of foodservice operations, the maintenance of sanitary quality through sanitary system, the remodeling of facilities, the introduction of new equipment, the prompt and accurate response to customer needs, the development of appropriate patient menus, the provision of competitively priced meals for patient selection, the development of a demand forecast model by considering the characteristics of a children's hospital, improvement of productivity and the reduction of labor costs through the employment of experienced employees based on their seniority.

• 대한치과기공학회지
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• 제32권2호
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• pp.91-102
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• 2010

Purpose : The purpose of study was 500 people who are not related to dentistry in order to survey image about dental technicians. Methods : The subjects were composed of 500 people who are not related in Daegu Metropolitan city. This study was done using the Statistical Package for Social Sciences 17.0 for Windows. As for the analysis methods, the study used the frequency analysis, percentage, mean, t-test, analysis of variance. Results : The score on the image of dental technicians declined in the order of occupational image(2.98), work image(3.14), personal image(3.26), social image(2.87). 'It is hard and stressful' in the occupational image had the highest score with 3.69, 'Dentist and companionship are strong' in the occupational image had the lowest score with 2.21. 'It need expert knowledge and a skilled technology' in the work image had the highest score with 3.69, 'Health medical treatment side of health technique is occupation.' in the work image had the lowest score with 3.69. 'It always work busily' in the personal image had the highest score with 3.69, 'It is value and is effect work.' in the personal image had the lowest score with 3.69. 'An employment is easy after license acquisition.' in the social image had the highest score with 3.69, 'It admit independence' in the social image had the lowest score with 3.69. Conclusion : Dental technition research in order to image improvement and recognition, as the medical professional must construct the desirable dental technition image and recognition.

• 정보보호학회논문지
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• 제24권4호
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• pp.681-694
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• 2014

2011년 대형 금융 사고가 연달아 발생하자 정부는 인력, 조직, 예산을 포함한 전자금융감독 규정 전면 개정을 발표했다. 규정에 주요 내용은 전자금융거래법 대상 기업들은 전체 직원의 5%를 IT인력으로 채용하고, IT인력의 5%는 보안인력으로, 또 IT예산의 7%는 정보보호 예산으로 편성하게 하는 내용이었다. 본 연구는 전자금융감독 규정 전면 개정에 따른 금융보안 리스크 기반의 IT도급 정책 결정 방안에 대해 연구하였다. 외주인력 문제를 해결하기 위한 정책 결정 Flow를 제공하고 IT 업무 분류 시 프로그램 품질 향상을 위한 개선 방안과 사례 연구를 통해 외주 인력의 효율적 운영정책을 제시하고자 한다.

• 한국통신학회논문지
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• 제34권7B호
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• pp.734-743
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• 2009

본 논문은 정부의 방통융합 공공서비스 플랫폼 구축사업의 경제적 파급효과 분석을 목적으로 한다. 경제적 파급효과 분석을 위하여 방통융합 산업 분류체계를 재분류한 후 한국은행에서 발행하는 2003년 산업연관표를 RAS 기법을 이용하여 2009년 산업연관표를 재작성하였다. 그리고, 방통융합 공공서비스 플랫폼 구축에 따른 경제적 파급 효과를분석하였다. 연구결과 방통융합 공공서비스 플랫폼 구축사업의 경제적 파급효과로 나타나는 총생산유발효괴는 2009-2014년까지 약 3조 3,251 억원, 부가가치 유발효과는 2조 9,760억원, 고용유발효과는 약 13,806명의 고용창출이 나타나는 것으로 추정되었다. 방통융합 공공서비스 플랫폼 구축사업은 향후 국민의 생활개선 향상에 크게 기여할 것으로 기대되며, 본 연구는 사업을 추진하기 위한 기초자료로서 가치가 있을 것이다.