• 노동경제논집
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• 제24권1호
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• pp.67-96
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• 2001

최근 3년에 걸친 경제위기 과정에서 노동시장에 나타난 가장 뚜렷한 현상은 노동시장의 비정규화이다. 저임금, 저조한 부가급부 혜택, 미비한 고용안정성 등 부정적인 특성을 갖는 비정규근로의 확산에 따라 이에 대한 보호논의가 전개되고 있으나 정의와 실태자료가 미비한 상태에서 엄밀한 연구는 많지 않다. 본고는 "한국노동패널" 자료에 포함된 임금근로자를 표본으로 전환회귀모형을 이용하여 고용형태의 선택식과 시간당 임금 결정식을 추정하고, 임금격차를 생산성 특성의 차이에 의한 임금격차와 임금차별의 두 요인으로 분해한다. 여성, 청년층, 고연령층, 저학력, 건강상 문제의 근로취약요인과 최근 경채위기 중 입직한 경우가 비정규근로률 선택할 확률을 높이는 것으로 나타난다. 비정규근로와 정규근로의 시간당 임금의 격차는 35%에 이르며 다른 임금절정요인을 통제하였을 때 고용형태별 임금격차는 19%에 이른다. Oaxaca에 따라 임금격차를 분해한 결과는 임금격차의 4분의 1 내지 3분의 1이 동일한 생산성 특성에 대하여 고용형태에 따라 체계적으로 상이한 가격을 지불하는 가격효과에 의한 것으로 나타난다.

• 한국콘텐츠학회논문지
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• 제10권10호
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• pp.304-317
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• 2010

본 연구는 일반성인의 존엄사의 법제화에 대한 의견을 살펴보고자 서울 경기지역에 거주하는 20세이상 남녀 561명을 대상으로 설문조사를 실시하였다. 응답자의 개인적 특성과 죽음과 관련한 개인적 경험, 죽음에 대한 생각, 존엄사 및 법제화에 대한 찬반여부, 법제화 요건에 대한 의견 등의 총 28개 항목에 대해 백분율, 평균분석 및 교차분석을 실시하였다. 조사결과 응답자의 87.3%가 존엄사법제화에 찬성하였으며, 연령이 높아질수록, 기혼인 경우, 부부가구의 경우, 불교를 믿는 경우, 자영업자나 생산직 종사자의 경우, 가족 친지의 투병 및 임종경험, 간병경험이 있는 경우, 사후세계에 대한 믿음이 강한 경우, 유언의 필요성을 느끼고 있는 경우 존엄사의 법제화 찬성율이 더 높은 것으로 조사되었다. 법제화를 위한 요건으로 '본인의사 판단의 근거'를 가장 중요시하였으며, '존엄사의 결정자'에 대해 본인 다음으로 가족의 의견을 중요시하는 것으로 나타났다. 필요서비스로 존엄사 결정시 '본인, 가족과 의사와의 의견조율'에 대한 도움과 '질병경과나 연명치료 과정에 대한 의학적 정보'와 '우울 등 심리상담'을 필요로 하는 것으로 나타났다.

• 지역사회간호학회지
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• 제12권3호
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• pp.661-669
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• 2001

Purpose: This study was carried out to investigate the difference in job satisfaction and marital satisfaction by gender and to explore the influences of demographic status. employment characteristics. and job satisfaction/marital satisfaction on each type of satisfaction. Method: Social statistics survey data collected by National Statistical Office in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaires, which consisted of 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship. and working hours. And marital satisfaction was collected by questionnaires which consisted of 7 items, including satisfaction with general family life, relationship with their own parent and parent-in-law, relationship with brothers and sisters, relationship with their children, and economic living status. These are measured by 5-point Likert scale. Result: The results show that more than 60% of women were working as part-time employees. Their education levels were lower than men. Men were satisfied significantly more in their jobs than women. Men also had higher marital satisfaction. The employment status had the most important factor on the job satisfaction. and the marital satisfaction was the second important factor among women and men. As for the age, while older men showed higher job satisfaction, younger women showed higher job satisfaction, 28.04% of the variance in the job satisfaction for men and 33.86% for women were accounted for by the following variables: the younger age. the higher education. job satisfaction, and the higher marital satisfaction, 22.15% of the variance in the marital satisfaction for men and 21.19% for women were accounted for by these variables. Conclusion: The results of this study showed that there were differences in job satisfaction and marital satisfaction between genders, and that job satisfaction and marital satisfaction influenced each other. Employment status was the most predictive factor on the job satisfaction. Married women had an unstable employment status such as part-time position. The stability of employment could be considered as a strategy for enhancing job satisfaction for both sexes. The reason that women had lower marital satisfaction than men will have to be further investigated.

• 대한지역사회영양학회지
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• 제11권6호
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• pp.750-760
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• 2006

This study was designed to investigate the correlation between perceived TQM performance and job satisfaction of dietitians. The objective of the study is to help the management of foodservice by providing a direction which will elevate perceived TQM performance of dietitians and presenting plans which will ensure effective foodservice management. The survey sample was dietitians (n = 308) who were charged with foodservice management. The questionnaires requested information about demographics self-perception of TQM importance and performance levels, and Job satisfaction. According to the TQM importance and performance analysis, the level of performance was typically high in TQM items recognized as important by dietitians and low in areas where the recognized level of importance was low. Analysis was conducted on the job satisfaction according to demographic characteristics. The level of satisfaction in terms of salary and promotion increased relatively for those working in the industries and those who were older, married, and full-time employees with longer careers. The lesser the number of working hours, the higher their satisfaction levels were. Canonical correlation analysis between TQM performance and job satisfaction indicated higher canonical correlation (canonical correlations coefficient: 0.59). In conclusion, TQM performance-job satisfaction showed higher canonical correlation. When information exchange via network is made possible and more external customer recognition is gained, it increases the level of job satisfaction. The above results suggest that further research on the scope of TQM performance is thoroughly needed and continual training is necessary for foodservice managers.

• 한국산업보건학회지
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• 제22권2호
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• pp.107-118
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• 2012

Objectives: This study examines the occurrence of disease resulting from low back pain and factors of working environment meaningfully influencing the occurrence of lumbago as well as analyzes '2nd Korean Working Condition Survey (KWCS)' conducted in 2010 so as to establish the prevention and improvement measures. Methods: The analysis method is that it is to compare the prevalence rate of low back pain according to working environment via odds ratio and to implement the test about the factors having the difference in working environment between low back pain group and normal group through weighted t-test. Results: As a result, it indicates that there is a meaningful difference for prevalence rate of low back pain according to age, status in employment and education level which are socio-demographical factors. The analysis in working hours shows that the period of work is a factor raising the prevalence rate of low back pain rather than weekly working hours. The analysis in the work risk factor indicates that the increase in prevalence rate of low back pain takes place to either workers with repetitive movement and continuously standing posture or those with heavy stress and emotional labour. Conclusions: Workers with low back pain have suffered from accident, depression, anxiety disorder and sleep. The factors in which the prevalence rate of low back pain decrease are to provide information on health and safety and working speed, and enough rest.

• 한국중재학회지:중재연구
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• 제31권1호
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• pp.83-105
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• 2021

If aggrieving consumers or employees cannot prove both substantive and procedural unconscionability, many U.S. state courts will enforce arbitration agreements. Additionally, U.S. courts weigh a variety of factors to determine whether an arbitration agreement is substantively unconscionable. For example, U.S. courts have considered one or a combination of the following factors: (1) the fairness of contractual terms; (2) the severity of contractual terms' deviation from prevailing standards, customs, or practices within a particular industry; (3) the reasonableness of goods-and-services contract prices; (4) the commercial reasonableness of the contract terms; (5) the purpose and effect of the terms and (6) "the allocation of risks between the parties." Further, procedural unconscionability characterized by surprise or lack of knowledge focuses on terms that are deceptively hidden in a mass of contract language, the object of another concealment, or imposed in the circumstances involving haste or high-pressure tactics so that they are not likely to be read or understood. This unconscionability doctrine can be applied to a situation where an alcoholic dementia-afflicted older adult is admitted to a nursing home. At that time, because she had alcoholic dementia, which precluded her reading, comprehending, writing, negotiating, or signing of any legal document, her son, who did not understand the adhesion contract, signed the standardized residential contract and the arbitration agreement.

• 대한통합의학회지
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• 제11권4호
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• pp.221-235
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• 2023

Purpose : Delegating authority to employees exerts a positive effect on the efficient operation and service of a company. In particular, investigating how the delegation of authority granted to social workers, who have a greater workload compared with those of other occupations, influences job satisfaction and commitment to the organization is meaningful. Therefore, this study aims to investigate the impact of the empowerment of social workers on job satisfaction and organizational commitment. Methods : Toward this end, surveys were distributed to social workers employed at social welfare facilities in Daegu metropolitan city. Prior to the study, the researcher visited the institutions in which the social workers were working, explained the content in person, and conducted the self-administered survey accompanied by two research assistants who received prior training. Out of the 233 collected responses, those with unreliable responses and missing data were excluded, which left a sample of 224 for analysis. Data were analyzed using SPSS 18.0. Results : First, social workers who were older, had higher positions, and with longer years of service exhibited higher levels of empowerment in terms of differences in empowerment according to general characteristics. Second, for job satisfaction and organizational commitment according to general characteristics, the longer the period of employment, the higher the level of job satisfaction. Third, empowerment exerted an effect on job satisfaction and organizational commitment, and a positive correlation was found. Conclusion : The empowerment of social workers exerted a positive effect on job satisfaction and organizational commitment. Therefore, to improve service quality and the efficient operation of social welfare organizations in this practice, improving the empowerment of social workers is necessary by providing appropriate treatments, improving working environments, and providing appropriate discretion and decision-making authorities that are considered necessary for work performance.

• 한국병원경영학회지
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• 제7권4호
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• pp.24-56
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• 2002

The purpose of this study was to analyze the characteristics of socio-demographic, organizational culture, organizational conflict and organizational commitment, and to examine the interrelation of influential factors in the organizational commitment. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics the respondents' level of the organizational commitment was higher in a administration staff members than others, for males than females, and for employees aged more than forty, as working for longer time, and as higher level of the working position. 2. According to the organizational culture characteristics the progressive culture, affiliative culture, and task-focused culture among many types of organizational culture were moderately and positively correlated with the level of the organizational commitment while the hierarchical culture was negatively correlated. 3. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the organizational commitment was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 4. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the organizational commitment was higher. The most important factor of the satisfactions was the fellowship among the respondents while the level of job satisfaction for the promotion and salary was average. 5. Overall, according to the result of Multiple Regression as older age and longer working hours, the level of the organizational commitment was higher and as a higher level of the satisfaction for the promotion, working itself, salary, and fellowship in the organization, it caused more effective factors for the organizational commitment. 6. According to the result of Multiple Regression for the doctor staff members in special hospitals rather than general hospitals the hierarchical culture and task focused culture was positively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was negatively correlated with the organizational commitment. For the nursing staff members the affiliative culture and the job satisfaction for the promotion, working itself, salary, and fellowship were positively correlated with the organizational commitment. For the administration staff members as the job satisfaction for the fellowship was positively correlated with the organizational commitment. For medical and pharmacy staff members as more working experience, correlation with the organizational commitment was positive. Besides, as he or she has a high perception of the affiliative culture, it caused statistically more effective factors for the organizational commitment. For the skill and technicians, male worker expressed greater organizational commitment in the organization than female worker. And also older age along with higher education also showed higher organizational commitment. Moreover, the job satisfaction for the fellowship was positively correlated with the organizational commitment. This study identified the major effective factors of the organizational commitment and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational culture, conflict, satisfaction, and commitment. Therefore, further study is needed and strengthened in the field of organizational commitment for hospital for industrial accident.

• 한국식품영양학회지
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• 제11권2호
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• pp.200-210
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• 1998

부산지역의 외식실태 중 음식점과 음식의 선호도를 알아보기 위하여 본교 식품영양과 재학생의 친지 중에서 부산시내에 거주하거나 직장을 가진 초등학교 4학년 이상의 남녀 564명을 대상으로 설문지를 이용하여 조사한 결과는 다음과 같다. 조사대상은 성별과 연령별로 구분하였으며, 연령은 의식수준과 시대적 동질성 등을 감안하여 대학생 이하의 응답자는 학교별로 구분하고 성인들은 10살 단위로 구분하여 조사한 다음 생활환경과 소득수준에 따라 초등생, 중학생 및 고교생을 묶어서 학생층으로, 대학생과 20대를 묶어서 청년층으로, 30대 이상의 장년층을 묶어서 분석에 이용하였으며, 필요한 경우에는 학생층과 청년층을 묶어서 젊은이로 하였다. 설문내용은 음식점을 선호하거나 싫어하는 이유와 일반인이 자주 먹는 메뉴 중 69종을 선택하여 먹어보지 않은 음식, 좋아하는 음식 및 싫어하는 음식의 종류와 그에 대한 이유 등을 알아봤으며, 각 설문에 대한 선택은 문항에 따라 2~3개씩 선택하게 하여 응답자의 부담을 덜어주었다. 1. 음식점을 좋아하는 주요한 요인은 "맛이 있어서", "분위기가 좋아서", "가격이 싸서" 순이였고 싫어하는 이유는 "맛이 없어서", "비위생적이어서", "종업원이 불친절해서" 순이었다. 2. 응답자의 30%가 먹어보지 않은 메뉴의 종류는 남자가 6종인데 비해 여자는 9종이었으며, 초등학생 15종, 중학생과 고교생이 13종(이상 학생층), 대학생이 6종, 20대가 4종(이상 청년층), 30대가 2종, 그리고 40대와 50대 이상(이상 장년층)이 3종으로 여자와 나이가 어릴수록 그 종류가 많았다. 3. 부산시민이 좋아하는 메뉴는 전체적으로 "생선회", "피자", "불고기" 순이었으며, 남자와 장년층은 전통음식을 여자와 젊은이(학생층과 청년층)는 패스트푸드를 더 좋아하는 것으로 나타났다. 4. 전체적으로 싫어하는 메뉴는 "보신탕", "곱창전골", "꼬리곰탕" 순이었으며, 남자와 장년층은 패스트푸드를 여자와 젊은이들은 보신식품을 더 싫어하는 것으로 나타났다. 5. 음식을 선호하는 주요한 이유는 "맛이 있어서", "그냥 좋아서", "영양이 풍부해서" 순이었으며, 남자와 장년층은 "영양이 풍부해서", 여자와 젊은이들에게서는 "외래음식이어서" 비율이 높았다. 6. 음식을 싫어하는 주요한 이유는 "맛이 없어서", "혐오식품이어서", "체질상 거부하여서", 순이었으며, 남자와 장년층은 "외래음식이어서", 여자와 젊은층은 "혐오식품이어서" 비율이 높았다. 이상과 같은 음식점과 음식에 대한 선호도는 연령과 성별에 따라 차이가 있는 것을 볼 수 있었다.율이 높았다. 6. 음식을 싫어하는 주요한 이유는 "맛이 없어서", "혐오식품이어서", "체질상 거부하여서", 순이었으며, 남자와 장년층은 "외래음식이어서", 여자와 젊은층은 "혐오식품이어서" 비율이 높았다. 이상과 같은 음식점과 음식에 대한 선호도는 연령과 성별에 따라 차이가 있는 것을 볼 수 있었다. 같은 음식점과 음식에 대한 선호도는 연령과 성별에 따라 차이가 있는 것을 볼 수 있었다.

• Journal of Preventive Medicine and Public Health
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• 제22권1호
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• pp.29-44
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• 1989

도시지역 주민의 의료기관 이용률과 그 관련요인을 조사분석 하기 위하여 1988년 7월 3일부터 7월15일까지 1단계 단순집락 표본추출을 통하여 선정한 대구시 남구 지역의 450가구를 대상으로 면접조사를 실시하여 431가구 1,723명에 대한 자료를 분석하여 다음과 같은 결과를 얻었다. 대상자 1,000명당 조사기간 2주간의 급성이환율은 101이었고 9세이하군에서 202로 가장 높았고, 지난 1년간 만성이환율은 77이었으며 고연령층, 저소득층 그리고 의료보호 적용군 등에서 유의하게 높았다(p<0.01). 대상자 1,000명당 2주간의 의료기관 이용률은 689이었고, 이중 병의원이용률이 294로 가장 높았고, 약국 보건소 그리고 한의원 및 한약방 순이었다. 성별로는 여자가 785회로 남자 591보다 높았으며, 연령별로는 70세이상 군이 2,022회로 가장 높았다(p<0.01). 그외 특성에서는 의료보호 적용군 2,057(p<0.01), 월30만원미만 소득군 346, 자영업이 907로 가장 높았다. 2주간의 의료기관 이용자 1인당 평균 방문회수는 3.25회이었고, 이중 병의원이 3.26회로 가장 많았으며, 한의원 및 한약방, 약국 그리고 보건소 순이었다. 성별로는 여자가 3.47회로 남자보다 많았다. 그외 50대연령군이 5.02회, 의료보호적용군 6.41회, 월30만원미만 소득군 3.78회, 그리고 생산직이 3.64회로 가장 많았다. 대상자 1,000명당 연간입원율은 27.6이었고, 여자 38.9 남자 16.3으로 여자가 높았고 연령별로는 70세이상군이 133.3으로 가장 높았다. 의료보장상태별로는 의료보험적용군이 비적용군보다 2배이상 높았으며, 의료보호적용군에서는 한건도 없었다. 월 30만원미만 소득군이 20.8로 가장 낮았으며 소득이 증가할수록 입원율이 높아졌다. 직업별로는 무직 및 기타직이 35.9로 가장 높았고, 전문, 관리 및 사무직이 가장 낮았다. 입원의료 이용자 1인당 연평균 입원일수는 총 22.5일이었으며, 성별로는 남자가 28.1일로 여자보다 많았다. 연령별로는 40대가 72.3일로 가장많았다. 직장, 직종 및 지역의료보험적용군이 28.8일, 월 30만원미만 소득군이 44.5일 그리고 무직 및 기타직이 21.9일로 가장 많았다. 대상자 1,000명당 연간 총 입원일수는 560일이었으며, 여자가 661일로 남자보다 많았으며, 연령별로는 70세이상군이 2,800일로 가장많았다. 의료보험 적용군이 비적용군보다 3배이상 많았으며, 직업별로는 무직 및 기타직이 789일로 가장 많았다. 2주간 병의원 이용여부를 종속변수로 한 지수형회귀분석에서 유의한 계수는 9세이하군(+), 70세이상군(+), 급성질병(+), 만성질병(+), 공 교의료보험적용(+), 직장, 직종 및 지역의료보험적용(+) 그리고 전문, 관리 및 사무직(-) 등이었다. 약국이용여부 분석에서는 9세이하군(+), 50-69세군(+), 70세이상군(+), 금성질병(+), 만상질병(+) 그리고 공.교의료보험적용(-) 등이 유의하였다. 2주간의 병의원 외래이용회수에 대한 중회귀분석에서는 급성질병(+), 만성질병(+) 직장, 직종 및 지역의료보험적용(+), 전문, 관리 및 사무직(-) 등이 유의한 변수였으며, 약국이용회수 분석에서는 급성질병(+), 만성질병(+), 공.교의료보험적용(-) 그리고 직장, 직종 및 지역의료보험적용(-)등이 유의하다. 연간 입원의료 이용여부에 대한 지수형 회귀분석에서 통계적으로 유의한 변수로는 9세이하군(+), 70세이상군(+), 만성질병(+), 공.교의료보험적용(+) 그리고 직장, 직종 및 지역의료보험적용(+) 등이었다.