• 대한가정학회지
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• 제48권9호
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• pp.55-68
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• 2010

Various family-friendly policies have been put into place for working mothers, but their paid and household workloads have not decreased. Many women have experienced career interruptions due to care work, so possible solutions to the problem of care work are needed. The purpose of this study was to explore the possibility of applying the social enterprise model to care work. Definitions, types, and development processes in social enterprise in several nations were discussed for the purpose of this study. Second, problems of care work in Korean households and national support for them are surveyed. Public institutions' contributions in child-care and family elder care and the alternatives for solving problems thereof were discussed. Third, several principles and advantages of applying social enterprise models to care work were suggested. Finally, this study discussed what a healthy family support center can do to reduce the workload of a household through social enterprises. This center can be a testing place that supports care work by various means from small volunteering groups to social enterprise according to profit level.

• 한국직업건강간호학회지
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• 제24권1호
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• pp.39-47
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• 2015

Purpose: This study is performed to help manage the metabolic syndrome in work place by identifying the effect on metabolic syndrome with subjects of Korean adult workers. Methods: Using part of data of "The Fourth Korean National Health and Nutrition Examination survey 2nd year (2008)" which center for disease control is investigating. The general characteristics include age, educational level, occupation and marital status as factors affecting the metabolic syndrome of workers in this study. Results: Work-related factors are the working environment in which they are working while they are pressed for time due to work status and overload. If the work status of worker is unpaid family member, the risk is increased by more than twice compared to paid workers. The risk for metabolic syndrome in work environment to work while fighting the clock is decreased compared to the work environment without time pressure. Conclusion: In order to manage the metabolic syndrome of workers, health promotion program to change management of both working condition and working environment can contribute to prevent the metabolic syndrome and ultimately prevent the cerebrocardiovascular diseases.

• 가족자원경영과 정책
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• 제21권3호
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• pp.43-59
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• 2017

This study aimed to analyze time allocation for men who work long hours and their wives. Using 2014 time-use survey data (provided by Statistics Korea), we analyzed the amount of time spent in four areas-paid work, housework, leisure, and life essentials-of male workers who work more than 52 hours a week and of their wives. Descriptive statistics and a paired t-test were conducted using SPSS version 18.0. The results were as follows: First, the time allocation of men who worked long hours differed from their wives with the exception of personal maintenance time. Second, the working time of wives who work long hours was longer than their husbands who work long. Third, men who worked long hours did less housework when their wives were employed than when they were not employed. All the results showed gender differences in terms of time allocation. Equal role-sharing between spouses is needed for the work-life balance of both husbands and wives.

• Safety and Health at Work
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• 제11권4호
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• pp.466-478
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• 2020

Background: Job training influences the overall working environment and worker's well-being. The purpose of this study is to find the relationship between job training and subjective well-being in accordance with occupations and understand the influence of task characteristics-work creativity and task variety (WCTV)-on the effect of training. Methods: A cross-sectional study based on the Fifth Korean Working Conditions Survey was conducted on 50,205 workers in the Republic of Korea. The World Health Oorganization-5 well-being index was used to measure their subjective well-being. The relationship between job training and subjective well-being was divided in accordance with the level of WCTV. Results: Training paid for by employer showed a negative effect on subjective well-being when received for more than 3 days (OR 0.88, p<0.01) in the last 12 months. Training paid for by oneself showed a positive linkage with well-being when the level of training was 1-3 days (Odds ratio = 1.55, p<0.001). This result showed different aspects in accordance with the level of WCTV. For the high WCTV group, the aforementioned results were reaffirmed, but for the group with low WCTV, job training did not show a statistically significant result on well-being. On-the-job training was not related to subjective well-being regardless of the level of WCTV. Conclusion: Job training had different effects on subjective well-being depending on the type and frequency of training, as well as the WCTV. It is imperative to comprehensively apply different types of job training in accordance with the characteristics of occupations to uplift workers' well-being.

• 대한방사선기술학회지:방사선기술과학
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• 제46권1호
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• pp.43-52
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• 2023

The purpose of this study was to investigate the actual conditions related to the working environment of radiological technologist who is working in small or medium-sized hospitals or clinics. The results of this study were intended to improve the working environment of radiological technologist and care for patients. For data collection, a structured questionnaire was used as a research tool, and 838 women (52.4%) were used as a general characteristic of 1,598 people subject to this questionnaire. The annual salary of radiological technologists with less than one year experience was 33.76 million won, and the average annual salary of radiological technologists with more than 10 years of experience was 41.33 million won. It showed an increased of 1.84% per year. Among 1,540 radiological technologists, 879 workers were paid holiday work allowances, 340 workers did not, and 321 holiday workers work during the week. In addition, a total of 817 workers received overtime payment, of which 112 received overtime wage on a monthly basis regardless of the overtime hours. In addition, a total of 348 radiological technologists were not paid overtime wage, and 138 workers were included in the basis salary. There were no union in 85% of the them. According to the results of this study, the wages and working environment of radiological technologists in small or medium-sized hospitals or clinics were not appropriate. Therefore, the efforts of the radiological association and its members are necessary to provide a better working environment for radiological technologists. In addition, it is expected that this study will be used as basic data for the association's policy to improve the working environment of members who work in poor conditions.

• 한국치위생학회지
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• 제9권4호
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• pp.644-658
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• 2009

Objectives : This study was to find out the status of job satisfaction and intent to leave the job for dental hygienists, and those factors affecting their intent to leave, so as to prevent dental hygienists from leaving their jobs in advance, and to strive for extending the life span of the job, contributing to improve dental care services provided by dental hygienists. Methods : The data were collected from 280 dental hygienists working in dental clinics or hospitals in Busan and Gyeongnam area by using a structured and self-administered questionnaire through mail, from February 1 to March 15, 2009, and were analyzed by using SPSS WIN 14.0 program. Results : First, It was the most prevalent for the dental hygienists surveyed to be between 100 to 149 thousand won in the level of monthly as 42.3%, and to be the assistance of dental examination and treatment for main duty as 62.5%. Leaving job was experience by 51.6% of the subjects, with work condition as the most common reason for 32.2%. Second, the degree of job satisfaction was 3.4 points overall in the score of 5 point Likert's scale on the average, showing affirmative level above the average, and significantly different according to certain characteristics such as age, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. It also was significantly correlated with some structural factors and variables consisting attitude and value, including equity in pay(r=0.612), job perception as dental hygienist(r=0.573), work environment(r=0.552), self growth(r=0.531), affirmative attitude(r=0.421), and so on. Third, the mean score of intent to leave was 2.73 overall and lower than the average, showing significant relationship with some characteristics, such as age, marital status, education level, total years of work career, years of work career in the current job, monthly salary level, whether to provide monthly paid leave, and the number of patients treated per day. Intent to leave also showed the highest correlation with job satisfaction(r=-0.708), followed by equity in pay(r=-0.482), self growth (r=-0.453), job perception as dental hygienist(r=-0.392), work environment(r=-0.362), etc. Forth, job satisfaction was significantly influenced by some factors including equity in pay, followed by job perception as dental hygienist, relationship with fellow colleagues, affirmative attitude and work environment, and so on. Fifth, the intent to leave was significantly affected not only by job satisfaction but also by some structural factors including equity in pay, self growth and job perception as dental hygienist. Conclusions : The above results showed that the equity in pay was the most important factor for the intent to leave the job as well as job satisfaction among dental hygienists, thus suggesting that systematic measures should be provided to improve the job satisfaction to prevent economic loss due to leaving job frequently, and to provide pertinent reward system as a profession to enhance the motivation for accomplishment on job for dental hygienists.

• 가정과삶의질연구
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• 제23권6호
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• pp.105-116
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• 2005

This study investigated various alternatives for childcare among dual-earner families and discussed implications for public policy development. Eight employed married women and two of their husbands were interviewed about work-family balance. All the interviewees complained that taking cue of the children in dual-earner families is a challenge. They resort to all available alternatives because public childcare support is insufficient and inadequate. There were five different types chilcare: extended family network, public and private institutions, paid help (nannies), rearranging work schedules, and training their children to take cue of themselves. However, all these alternatives entail various problems. More and better childcare facilities and programs should be built and after-school programs should be designed. On the other hand, parents should also make more effort to prioritize children's needs in finding a balance between work and family.

• 대한가정학회지
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• 제32권2호
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• pp.179-192
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• 1994

This study examines work and family life of married women and policy implications of the low class in Daegu area. Data were gathered from the use of face-to-face interview method from a sample of 564 married working women. And the political printed materials of family welfare policy(1988~1993) were analyzed. The major findings of this study can be summarized as follows: Most of the respondents remain unstable in their working situation with the double burden of a paid work and housework. Thus it is necessary for the government to implement family policies for married working women such as establichment of various child care centers study room for adolescence councelling center job-training center and dissemination of egalitarian sex-role attitudes. Finally it is suggested that the formulation of family net works be promoted for the effective utilization of local resources and family welfare programs.

• 대한인간공학회지
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• 제28권4호
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• pp.25-34
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• 2009

A cross-sectional study was conducted to assess the association between musculoskeletal workload and psychosocial job stress variables from 100 employees from a cable making industry. It was found that the employees who had to do musculoskeletal hazardous tasks suffered higher psychosocial stress in 'decision latitude', 'job insecurity' and 'psychological job demands' also. The employees with higher level of psychosocial job stress in 'psychological job demands' and 'score of the "type A" personality' responded that they had higher 'physical job demands' from the task irrespective of its musculoskeletal hazardousness. These results confirm that musculoskeletal workload were associated with both physical and psychosocial work factors. Attention should be paid to psychosocial work factors along with physical workload to prevent musculoskeletal disorders in the manufacturing industries.

• 가족자원경영과 정책
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• 제5권2호
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• pp.1-12
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• 2001

One of the fastest-growing job categories for women in both the developed and the developing nations of the world is that of self-employment. In 1990 women accounted for 29% of all self employed workers. In Korea, self-employed women including unpaid family workers accounted for 40.4% of all female workers. They are in economically low status and have heavy workload. So, this study examines the real state and problems of self-employed woman. For this purpose, the transition of the number of self-employed women is nationally compared. And the statistical data and time use data on them and role conflict due to paid work and household work are presented. In the future society, self-employment will be a good alternative to self-realization and career for women. So, for self-employed women, following education is needed according to stages of business and characteristics of managers; entrepreneurship, management, and balance of work and family.