• Korean Journal of Human Ecology
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• v.18 no.4
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• pp.809-824
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• 2009

The purpose of this study is to examine the contents and concept of program for healthy family and provide job opportunity and competency of healthy family supporter. For this research, participants are 51 healthy family supporters as a middle manager. Data were obtained through the survey using a questionnaire developed by the ministry of women and family and headquarter of healthy family support centers in 2007. The research process consists of two parts. One is to suggest their jobs and requirements, the other is to offer their core competency and area for improvement. First, the jobs of healthy family supporters as a middle manager are the generalization of team's work including the planning, management and coordination, training for the staff, and network of social resources. They recognized the planning and management of healthy family support center's goal and course as a strategic job. The requirements for the performance of their duties are having a bachelor's or a master's degree, career more than for 3 years, and a certificate of qualification of healthy family supporters, social worker and family counselor. Second, their competencies are the understanding of education of family life, theory of family counselling, the planning and valuation of program for healthy family, understanding for the variegated family, management of organization, networking with resources, ability of documentation, ability of persuasion and negotiation, management of time, sociality, communication skill, solving the problem, positiveness, cooperative spirit and so on.

• Health Policy and Management
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• v.29 no.4
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• pp.496-501
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• 2019

Background: In this study, wage status and wage determinants of care workers were analyzed. Methods: The analysis used database (DB) of long-term care institutions, DB of long-term care institutions, DB of long-term care workers, DB of health insurance qualification, and contribution possessed by National Health Insurance Services. We analyzed the wage status of the care workers from 2009 to 2016 through basic analysis and estimated the factors affecting the wage of the long-term care facilities' care workers using pooled ordinary least squares. Results: The monthly average wage of care workers was raised from Korean won (KRW) 1.37 million in 2009 to KRW 1.52 million in 2016, and the working hours were shortened by 20 hours from 207 hours to 187 hours. Hourly wages increased by KRW 1,329 from KRW 6,831 in 2009 to KRW 8,160 in 2016. The average monthly wage of care workers was affected by gender, age, years of employment, monthly working hours, establishment type, city size, institutional size, the grade of the institution, and management status. In particular, the wage level of the care workers was high when the larger the size of the institution, the better the management status (fill rate), the establishment type is "government and local government" and "corporation," the institutional rating is high, and the facility manager has the first grade of the social worker license. Conclusion: The government should consider aggressive policies to improve the treatment of care workers as well as the quality of long-term care services so that there will be more long-term care facilities that are guaranteed social publicity above a certain level.

• 한국노년학
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• v.29 no.1
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• pp.149-175
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• 2009

The purpose of this research is to analyze the overall problems at the moment of October 2008, and then to find the improvements of home-help services of the Long-Term Care Insurance(LTCI), which has been revealed many problems since it was released in July 2008. The research uses the literature survey which analyzes 2nd-hand materials studied by other people already, and survey research was executed from active social workers in the area of LTCI. Based on the policy analysis framework of Gilbert and Specht, all the data are analyzed in the scopes of client·benefit(service)·finance·transferring system. This research has found the problems in each scope of home-help services of the LTCI. Firstly, the client system has some problems in mismatching between registered and service clients, estimating client number, and judging service levels. Secondly, the service system reveals deficiency in professionality of social workers, service quality lowering by loose qualification criteria on workers, non-reasonable limitation of service time available, and the same fare system applied to visiting-help service in spite of different levels. Thirdly, in financing system, clients need to pay additional money to get extra services such as meal, hair cutting, bathing etc., due to government financial support stopped, some organizations have to reduce services and replace full-time workers to part-time ones, which makes the service quality worse. Lastly, in the transferring system, the management system for service quality is not well prepared. There are too much competion because of allowing too many home-help service organizations and care worker academies. The suggestions that this research has found to improve the policy are as follows. ① It is desirable to make the registered clients the service ones as many as possible in the long term perspective. ② The LTCI organization requires more workers and higher professionality. ③ Many elderly people who are not eligible now require connection system to be more served. ④ Management system and service manual for care worker are to be developed. ⑤ Laws related to the service contents and process should be modified, the proportion of client charge needs to adjust. ⑥ Home-help service organization licensed by the LTCI needs to be financially supported publicly. ⑦ Monitoring system to home-help service organization needs to be strengthened. ⑧ Evaluation tools to home-help service organization and workers is required. ⑨ Specification to open the home-help service organization needs to be more strict.

• The Journal of the Korea Contents Association
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• v.16 no.2
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• pp.652-665
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• 2016

National Competency Standards or NCS is an educational system that emphasizes developing job-related abilities. Therefore it will be an effective solution in training field-oriented work forces if properly applied. However, in the department of social welfare, it is not easy to apply NCS to the curriculum since most academic subjects concerning social welfare focus not on practice but on theory and in addition, most of social welfare departments in junior colleges have an accredited curriculum for the 2nd degree of the social worker qualification. This means it is preposterous if NCS is applied to the curriculum without prior changes in the existing qualification system. So, this paper proposes a draft model to apply NCS to the already-accredited curriculum for the 2nd degree social workers in the junior colleges and details are as follows. Firstly, the competency units will be customized for the existing academic subjects in the curriculum rather than developing new subjects in accordance with NCS competency units. Secondly, some client-related competency units including children, seniors, the disabled are newly developed and then applied to the curriculum, which are crucial for the career development at the junior college level. Thirdly, the competency units are categorized into three types in accordance with the degree of job relevancy - type 1, type 2, type 3. Fourthly, four out of 11 basic job abilities are selected and then developed into academic subjects. Fifthly, all competency units concerning the main job market are regarded as one virtual competency unit and then arranged in the order of type 1s, type 2s and type 3s and then the scope of their study is adjusted to the job abilities required at the main job market.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.358-368
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• 2011

The aims of this article are to examine the basic law, contents and concept of counselling work for healthy family and provide the jobs and competency of healthy family supporter for counselling work. The research objects are 48 healthy family supporters for counselling work inclusive of full-time and part-time position. They are analyzed through the survey using questionnaire made by ministry of women and family and headquarter of healthy family support centers. The process of research consists of two parts. One is to suggest their jobs and requirements, the other is to offer their core competency and area for improvement. First, the jobs of healthy family supporters for counselling work are planning, performance and valuation consist of 29 items. A publicity activity of them is the work strengthened strategically. The requirements for the performance of their duties are having a master's degree, career for 3years, and a certificate of qualification of family counselor, healthy family supporters and social worker. Second, their competencies are understanding of the characteristic and life cycle of family, family law, education of family life, ability of documentation, data analysis, sensitivity of the change of family, society and environment, ability of solving the problem, attitude of the dignity of man, positiveness and so on.

• Korean Journal of Construction Engineering and Management
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• v.13 no.2
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• pp.37-47
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• 2012

Engaged number in the construction industry is 45 percentage level against to manufacturing industry. And Induction -factor of Production is much the same to mfg. field, Value added Induction-factor is more higher than manufacturing industry, therefore we research again about workers' inferior working & personal life condition in our society in order to they feel happiness their life with pride for the job construction occupation. So construction companies & government will be contribute to strengthen their phase & to achieve more higher level of construction working culture for elevate competitive power. We have to prepare the basis to turn to the qualitative construction businesses by break away from only the amount of work volume in company with the system of workers' self-conceit on the ground of professional education/training, qualification system, social insurance benefits, working condition improvement, stable job. Our nations does not feel well-being senses, only 25 class level in the 30 countries of OECD. We draw the questions at issue with slough off old customs in order to qualitative improvement for profession & self-contentment of construction workers, and present the useful plan to contribute to international competitiveness with our construction firms in the globalize construction field under Government's & company's policy.

• 한국노년학
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• v.41 no.2
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• pp.217-240
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• 2021

The purpose of this study is to examine the effect of care workers' employment characteristics and perception of facility directors' transformational leadership on quality of service through a hierarchical linear model. For this aim, survey data were collected amongst 240 older adults and 200 care workers who are affiliated within 45 long-term care facilities in Seoul, and analyzed using SPSS 26.0 and HLM 8.0. As a result, one's perception of transformational leadership had a positive effect, whereas, among employment characteristics, employment type and working hours had negative effects on quality of service. Regular workers with fewer working hours and higher awareness of transformational leadership toward the director provided higher quality of service. But wage, total experience and tenure didn't meaningfully affect it. Therefore, the following suggestions were presented. First, it is necessary to reorganize incentive, salary systems and budgets, changing the status of temporary workers' hourly wage system into that of regular workers' monthly one in order to strengthen employment security with acknowledging fundamental professional values through reinforcement of expertise. Reinforcement of long-term care's publicness and establishment of base facilities are also suggested. Second, maintaining appropriate hours of work and rest including annual leave under the Labor Standards Act is needed. Also, increasing the salary of and decreasing working hours for night shift workers are required. Third, education and intervention for inspiring transformational leadership of directors and strengthening qualification standards of them are required.