• The Korean Society of Law and Medicine
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• v.17 no.2
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• pp.85-124
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• 2016

The Human gene testing act (GenDG) in Germany starts from the characteristic features of gene testing, i.e. dualisting structure consisted of anlaysis on the one side and the interpretation on the other side. The linguistic distincion of 'testing', 'anlaysis' and 'judgment' in the act is a fine example. Another important basis of the regulation is the ideological purpose of the law, that is information autonomy. The normative texts as such and the founding principle are the basis of the classification of testing types. Especially in the case of gene testing for medical purpose is classified into testing for diagnostic purpose and predictive purpose. However, those two types are not always clearly differentiated because the predictive value of testing is common in both types. In the legal regulation of gene testing it is therefore important to manage the uncertainty and subjectivity which are inherent in the gene-analysis and the judgment. In GenDG the system ensuring the quality of analysis is set up and GEKO(Commity for gene tisting) based on the section 23 of GenDG concretes the criterium of validity through guidelines. It is also very important in the case of gene testing for medical purpose to set up the system for ensurement of procedural rationality of the interpretation. The interpretation of the results of analysis has a wide spectrum because of the consistent development of technology on the one side and different understandings of different subjects who performs gene testings. Therefore the process should include the communication process for patients in oder that he or she could understand the meaning of gene testing and make plans of life. In GenDG the process of genetic counselling and GEKO concretes the regulation very precisely. The regulation as such in GenDG seems to be very suggestive to Korean legal polic concerning the gene testing.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.8
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• pp.3958-3970
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• 2013

This study was carried out to grasp the job stress and intention to change their jobs of nurses at general hospitals by their socio-demographic, job-related and health-related behavior characteristics and especially to investigate their relationship to the job stress and intention to change their jobs. The subjects were 355 nurses working at three university hospitals located in Daejeon City, and data were collected by a survey using self-administered questionnaires structured from April 1 to May 31, 2012. As a results, the average point of the nurses' intention to change jobs by the causes for job stress was significantly higher in the boss group with low support than in that with high support while it was higher in colleague group with low support than in that with high support. To look into the correlation between the points of intention to change their jobs and the causes for job stress, their intention to change their jobs showed a significant negative correlation to the boss's support and colleagues' support while there was no significant relationship with job demands and job autonomy. As a result of hierarchical multiple regression, age, drinking coffee, department, job satisfaction, the boss's support and colleagues' support were selected as significant related variables affecting the nurses' intention to change their jobs and these variables' descriptive power was 29.4%. Viewed from the above results, it is suggested that the nurses' job stress and intention to change their jobs has a significant relationship with various variables such as socio-demographic, health-related behavior and job-related characteristics. In addition, there were a significant positive correlation between the causes for the job stress cause and intention to change their jobs, and among the causes for the job stress, support by their boss or colleagues turned out to be those affecting their intention to change their jobs. Thus, it is considered that it is necessary to minimize the nurses' job stress and at the same time to seek for specific measures for preventing their turnover.

• The Journal of Korean Physical Therapy
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• v.3 no.1
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• pp.9-37
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• 1991

The purpose of this . study is to examine the unsatisfactory factors of the physical therapists and to obtain the materials necessary to comply with these factors by analysing their service performance and job satisfaction, To accomplish these purposes, this study was carried out by using the questionnaires 206 physical therapists registered in the Korean Physical Therapists Association, for 35 days from January 7 to February 10, 1990. The result of this study is summarized as follows. 1. Of total respondents, the male accounted for 54.4 percent, while the female for 45.6 percent. Their age showed that 20s accounted for 65.0 percent, while the service period less than 3 years accounted for 66.5 percent. In addition, 63.6 percent of them served at the general clinics. 2. The general clinics caused the physical therapists to serve for 10 hours or more per day, where their therapy room located in the underground accounted for 41.3 percent. Their health diagnosis status indicated that nondiagnosis accounted for 63.2 percent. The number of the served patients fer a day showed that 20-30 accounted for 37.4 percent, while 30 persons or more for 25.7 percent. 53.4 percent of total subjects was unsatisfied with their duty quantity. And, the monthly salary indicated that 500,000 or less accounted for 72.3 percent. 3. The average marks by their job satisfaction factors indicated 4.42 for duty importance, 4.02 for recognization of specialized job, 3.98 for ability exercise, 1.99 for promotion possibility, 2.28 for reasonable salary, and 2.41 for welfare system, respectively, based on 5 full marks. 4. The summarized job satisfaction by factors indicated that the relation with the doctor accounted for 57.8 percent, the satisfaction status with the existing job for 53.4 percent, the ability development for 41.8 percent, respectively, and the salary for 10.2 percent. Then, the satisfaction by sex showed that the male was generally satisfied with the ability development (p<0.05), the relation with the doctor (p<0.01), and the satisfaction with the existing job, while the female was satisfied with the duty quantity(p<0.05), salary, and the situation guarantee (p<0.05). On the other hand, the satisfaction by age indicated that the subject of the lower age were satisfied with the ability development (p<0.01), the relation with the doctor(p<0.05), the salary, and the situation guarantee. Also, the satisfaction by the service section showed that the physical therapists serving at the general hospital were satisfied with the ability development (p<0.01), the duty quantity (p<0.01), the salary(p<0.01), the situation guarantee(p<0.01), and the satisfaction with the existing duty (p<0.05), while the physical therapists at the hospital and the rehabilitation center were unsatisfied with the salary (p<0.01). In addition, The satisfaction with the service period at the existing section indicated that the physical therapists less than 3 years were highly satisfied with the ability development, the relation with the doctor, the situation guarantee, and the existing duty(p<0.05), while the physical therapists more than 6 years tended to show the lower satisfaction, And the satisfaction with the monthly salary indicated that the higher the monthly salary, the higher the satisfaction with the relation to the doctor(p<0.05), the duty quantity(p<0.01), the salary(p<0.01), and the situation guarantee (p<0.01). 5. The correlation between general characteristics and job satisfaction factors indicated that the sex was directly correlated to the marital status (r=-0.442), while it was reversely correlated to the age (r=-0.564) , total career (r=-0.229), and the relation with the doctor (r=-0.233). Additionally, the age was directly correlated to the total carreer (r=-0.677), and the service period at the existing section (r=0.491), while the age was reversely correlated to the marital status (r=-0.678). Accordingly, the higher job satisfaction of the physical therapists was related to factors such as their duty importance, recognization of specialized occupation, ability exercise, autonomy, relation to colleagues, decision-making's consideration, and relation with the doctor, while the lower job satisfaction includes the opportunity of promotion, salary, welfare system, service time, duty quantity, and situation guarantee. For this reason, if the factors of the lower job satisfaction are solved, then it will be possible to encourage the motive of these physical therapists, and the acyivate their duties. More over, it is also possible to improve the medical service, Additionally, if the general physical therapy room in the hospital and in the public health center are established, more development should be accomplished in the physical therapy.

• The Korean Society of Law and Medicine
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• v.22 no.3
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• pp.57-95
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• 2021

Korea's period for preservation of embryos is up to five years (the Bioethics Act). However, the study reviewed domestic and foreign laws and drew issues due to the recent demand that the development of related science and technology and the period limitation limit the rights of consent holder for embryo production. the first issue is that preserved embryos are intended for pregnancy, and it is important to ensure that the autonomy of the consent holder is protected through careful consideration based on information such as scientific evidence. the second is that regulations regarding the obligation to manage embryonic preservation institutions are needed. the third is to create a social atmosphere in which embryo creation, preservation, and disposal take place in a minimum range, considering the special status of embryos. based on this issue, the first of the proposals for rational improvement of the regulation and system about embryo preservation is the introduction of an environment in which sufficient explanation and appropriate consent can be exercised and to extend the reasons for the extension of the period, rather than specifying the specific period in law. the second is that institutionalization is necessary considering not only the obligation to manage preservation institutions but also the overall site, such as concerns that may arise as a result. lastly, we propose the introduction of a management method considering the future use of embryos, such as transfer to provide research purposes and donation of pregnancy purposes by others. this process should be a method of sufficient social discussion and consensus, as well as a general consideration of the family relationship with the born child.

• Journal of the Daesoon Academy of Sciences
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• v.43
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• pp.67-102
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• 2022

The purpose of this study is to analyze the human rights found in the North Korean Constitution and their core problem by focusing on elements of human rights suggested by Daesoon Jinrihoe's doctrine of Haewon-sangsaeng (解冤相生 the Resolution of Grievances for Mutual Beneficence). Haewon-sangsaeng is seemingly the only natural law that could resolve human resentment lingering from the Mutual Contention of the Former World while leading humans work for the betterment of one another. Haewon-sangsaeng, as a natural law, includes the right to life, the right to autonomous decision-making, and duty to act according to human dignity (physical freedom, the freedom of conscience, freedom of religion, freedom of speech, freedom of press, etc.), the right to equal treatment in one's social environment, and the right to ensure the highest level of health through treatment. The North Korean Constitution does not have a character as an institutional device to guarantee natural human rights, the fundamental principle of the Constitution, and stipulates the right of revolutionary warriors to defend dictators and dictatorships. The right to life is specified so that an individual's life belongs to the life of the group according to their socio-political theory of life. Rights to freedom are stipulated to prioritize group interests over individual interests in accordance with the principle of collectivism. The right to equality and the right to health justify discrimination through class discrimination. The right to life provided to North Koreans is not guaranteed due to the death penalty system found within the North Korean Criminal Code and the Criminal Code Supplementary Provisions. The North Korean regime deprives North Koreans of their right to die with dignity through public executions. The North Korean regime places due process under the direction of the Korea Worker's Party, recognizes religion as superstition or opium, and the Korea Worker's Party acknowledge the freedoms of bodily autonomy, religion, media, or press. North Koreans are classified according to their status, and their rights to equality are not guaranteed because they are forced to live a pre-modern lifestyle according to the patriarchal order. In addition, health rights are not guaranteed due biased availability selection and accessibility in the medical field as well as the frequent shortages of free treatments.

• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.