• 대한방사선기술학회지:방사선기술과학
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• 제9권1호
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• pp.51-63
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• 1986

We got the following results from the 324 radiologic technologists as we surveyed their working condition by using the questionaire, who were working in the medical institutions (general hospitals and doctor's clinics) situated in the area of Seoul city, Kyung ki-do and Chung-chong-do since June to December 1985. 1. Their daily average working time was almost within 10 hours (in 93.9% of general hospitals, 66.1% of clinics). 2. About the numbers of holidays, 85.5% of general hospitals have one holiday per week,41.3% of clinics have one holiday per week or 38.5% of clinics have one holiday per two weeks. 3. Duty appointment of radiologic technologists in the department of radiology is taking charge of each part after serving for a certain part for some period (42.8%), taking charge of the special part continually or by turns in other working parts (35.3%). On the other hand in the clinics they took charge of all parts continually (53.2%) or by turns with their own situations. (30.3%). 4. Their daily working amount is too much in 51.6% of general hospitals or 45.8% of clinics. 5. They answered it was hard in 81.4% of general hospitals or 43.1% of clinics about the degree of difficulty of their work. 6. Their monthly salary is higher in the clinics than in the general hospitals and higher in Seoul area than in Kyung-ki or Chung-chong area. 7. Their yearly bonus .ate is 400%-600% (69.2%) in almost general hospitals, 100%-300% (57.8%) in th. clinics. 8. Danger allowance is paid with the monthly salary in 62.8% of the general hospitals or 19.2% of clinics and license allowance is paid in 44.7% of general hospitals or in 12.8% of clinics. 9. Their initial salary (except bonus) is about 200,000 won (in 76.8% of general hospitals, in 67.8% of clinics). 10. Their salary is raised regulary every year in 52.6% of general hospitals, but it is irregulary in 73.4% of clinics. 11. Promotion system is managed in 48.4% of the general hospitals or in 14.7% of clinics. 12. Retirement allowance is assured in 96.9% of the general hospitals or in 63.3% of clinics. 13. Main cause of their retirement is moving to more paid hospitals, better hospitals in working condition or facilities, moving to another cities, to the hospitals with more opportunities of promotion or choosing other jobs etc. 14. Human relationship with doctors, nurses or co-worker technologists as a member of medical team appeared almost intimate and good.

• 방송공학회논문지
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• 제19권6호
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• pp.907-915
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• 2014

본 연구는 정보통신분야의 국가기술자격증 소지자를 대상으로 설문 조사를 통해 이들의 근무 분야와 자격증 취득이 취업과 업무 활용에 어떠한 영향을 주는지 살펴보았다. 연구결과, 정보통신 분야에 종사하는 사람이 전체 응답자의 58.7%에 그치고 나머지는 관련없는 분야에 종사하는 것으로 나타났다. 근무 분야는 방송통신 제조업, 통신 서비스업, 과학기술 서비스업, 그리고 미디어 서비스업 순으로 많은 것으로 나타났다. 응답자가 보유한 자격증의 유형에 따라 자격증의 가치에 대한 인식의 차이는 없었다. 대신 자격증 소지자의 근무 사업체별로 자격증의 가치에 대해 다르게 인식하고 있었다. 그 가운데 미디어 관련 서비스업에 종사하는 응답자들이 국가기술 자격증이 취업에 유리하고 업무 활용이 높다고 인식했다.

• 한국농촌건축학회논문집
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• 제12권2호
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• pp.13-22
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• 2010

This study is to analyze women's power in family to be related to Anbang, kitchen, dining room, and utility room planning in a unit plan of condominium apartment housing in rural area Data were collected 194 unit plans from 9 eastern regions of Kungi-Do. The results are as followed: 1) Anbang reflects the women's power on changing its space character into mater bedroom, the highest hierarchy in private zone, and planning a dress room in it. 2) Dining room and kitchen is openly centered on the unit plan, but kitchen is still only women's working space for family and agriculture depended on literature review. Dining space is not activated family interaction, so it is not different from urban apartment housing. However, its location and character are changed, and its hierarchy is relatively higher with women. Dining room and kitchen tend to plan visually separated after 2001, so its trend seems to establish women's territory at home. 3) Whole family can't be easy to access utility and back balcony close to kitchen, and these spaces are functionally separated for women's house work. This design trend seems to establish for women's area. 4) Finally, women's power seems to be effective in house working area including kitchen space depended on results. Also, these results from rural condominium apartment are similar to urban ones in previous study.

• 의료ㆍ복지 건축 : 한국의료복지건축학회 논문집
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• 제11권1호
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• pp.33-41
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• 2005

The construction can proceed in different ways according to the acquired profitability of the hospital during the construction and to the features of departments or areas. This study is an analysis of remodeling construction processes to resolve major tasks of remodeling. The remodeling strategies gained from this study can be summed up as follows: 1) Remodeling work in hospitals involves the acquire relocation of space through extensive area renovations and then moving back to the space, and lastly working on the empty space. Thus, it is more advantageous in terms of construction work to demolish the existing buildings than to acquire the relocation space through extensions or renovations. That is, demolition after the maximum utilization of the existing buildings is the most desirable in terms of space availability. 2) The construction methods for remodeling are two: a method of carrying out construction by dividing the plane areas into several individual ones and of working on it floor by floor. In case of ward areas, and the outpatient area, the construction proceeds after securing the relocation space and partially setting construction areas in order to minimize the decrease in profitability due to the smaller number of beds and treatment rooms during construction. If the outpatient diagnosis/ treatment area and the supply area relocate together with the ward areas, there may be extra expenses. Thus, doing construction by area, while partially operating those areas or after relocating the whole areas.

• 치위생과학회지
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• 제8권3호
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• pp.131-137
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• 2008

광주지역 치과위생사의 근무환경에 관한 전반적인 내용을 조사하고 문제점을 파악하여 전문인력의 효율적인 관리와 향후 치과위생사의 보다 나은 근무환경의 개선방안을 제시할 목적으로 회수된 설문지를 이용하여 분석한 결과다. 1. 연구대상자의 총 근무경력은 '36개월 이하'가 39.9%로 가장 많았으며, 근무기관에 따라 종합병원은 '61개월 이상'이 50.0%, 치과병원과 치과의원은 '36개월 이하'가 각각 51.3%, 39.9%로 가장 많았다. 2. 근무기관별 근무일수는 종합병원과 치과병원은 '5일'이 각각 95.0%, 82.1%, 치과의원은 '6일 이상'이 97.7%이었으며, 근무시간의 경우 '9시간 이상'이 종합병원은 85.0%, 치과병원은 92.1%, 치과의원은 63.2%로 가장 많았다(p < 0.001). 3. 근무기관별로 장기근무자에 대한 우대조사에서 종합병원은 '수당지급'이 50.0%, 치과병원은 '휴가, 여행 및 승진기회제공'이 56.4%, 치과의원은 '없다'가 56.8%로 가장 많았다(p < 0.001) 4. 총 근무 년 수에 따른 월평균 실 수령액을 살펴보면 36개월 이하에서는 '110만원 이하'가 60.6%, 37-60개월인 경우는 '131-160만원'이 41.5%, 61개월 이상인 경우 '131-160만원'이 42.2%로 가장 많았다.(p < 0.001). 광주광역시 치과위생사의 근무환경에 대한 연구를 종합한 결과 질 높은 의료서비스 창출을 위하여 치과위생사에 대한 적정한 보상과 동기를 부여함으로서 근로의욕을 고취시키고 장기 근무자에 대한 처우대책 및 복리후생증진을 도모하여 병원 경영을 관리 및 운영한다면 인력난의 문제뿐만 아니라 치과의료 서비스의 질적 향상을 통한 국민의 구강건강증진의 목적을 달성할 수 있을 것으로 사료된다.

• 한국의류산업학회지
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• 제9권2호
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• pp.237-242
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• 2007

The purpose of this study is to examine the functionality with improved pattern-design working uniform(protocol, P) and current working uniform(control, C). Movement functionality evaluation of improved pattern-design working uniform was carried out through sensory evaluation of working uniform. Movements for the sensory evaluation consisted of four types of up and down and horizontal movements of the shoulders, four types of waist movements and five types of knee movements. The results have been shown as follows: The sensory value of back girth, wrist, side seam area of the "P" with the posture of raising an arm forward up to $90^{\circ}$ and the maximal arm's vertical movement significantly improved compared to the "C". Therefore, it can be concluded that movement functionality was increased with the improved pattern-design working uniform in the respect of arm's up and down movement. Furthermore, for P, Movement functionality improvements were shown in P with arm's horizontal movement, waist bending movement, and knee movement. Current working uniform(C) is jumper-type which wa designed without consideration for movement functionality of the arms and legs. But Pattern-design uniform(P) which was developed in this study. Therefore, the more patterns development, the better movement functionality in working uniform. The improved movement functionality improvements in working uniform will provide not only personal pleasantness but also efficiency of productivity at construction sites. In respect of human body's movement, further study for improved working uniform is required.

• Safety and Health at Work
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• 제12권3호
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• pp.384-389
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• 2021

Background: Social distancing by working-from-home is an effective measure to decrease the spread of COVID-19. However, this new work pattern could also affect the well-being of workers. Therefore, the aim of the study was to study the magnitude of occupational health problems and lifestyle changes among workers who have only recently started working from home. Methods: A cross-sectional study was conducted using online self-administered questionnaires during the coronavirus disease 2019 pandemic in the Bangkok metropolitan area, Thailand. The participants were from any organization that allowed working from home. The demographic data including the analysis of the characteristics of working from home, the occurrence of occupational health problems, and the lifestyle changes caused by working from home were analyzed. Results: A total of 869 workers were included as study participants. The highest prevalence of physical health problems among all workers was identified to be weight gain at a rate of 40.97% (95% confidence interval = 37.69-44.24), and the highest prevalence of psychosocial problems was identified to be cabin fever at a rate of 31.28% (95% confidence interval = 26.66-35.90%) among full-time working-from-home workers. The health effects that were significantly related to the intensity of working from home (p for trends <0.05), either positively or negatively, included body weight changes, ergonomic problems, indoor environmental problems, and psychosocial problems. Meanwhile, the lifestyle changes related to work intensity included eating pattern, sleep habits, and exercise. Conclusions: Working from home can affect workers' well-being in various aspects. Hence, occupational health providers must prepare for risk prevention and health promotion in this "new normal" working life pattern and for future pandemics.

• 한국산업보건학회지
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• 제11권2호
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• pp.169-178
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• 2001

Numerous regulations have been introduced and a various kinds of institutional intervention have been made by government against the occupational safety and health problems. However, it was serious issue to the workers that what can be claimed by those who meet with apparently harmful and risky working conditions in their social systems. In the view point of employees, their right to be free from unacceptable risk and hazards has not been clearly defined. Therefore, workers have very limited rights to take any actions unless employer or government do their actions. It is believed that this undesirable conditions resulted from Jack of legal definition of workers' right to work in the safe and healthy environment. It has been found increased social pressure to make intervention to the industry to protect workers' health. Also, increased pressure has been kept for deregulation. This conflict lay the current situation in dilemma. The concept of the working environmental right has been developed and discussed in this study to overcome this trade-off confliction. It should be clearly separated between legal aspects and administrative and Policy area to make the regulations effective. Strong enforcement to the industry based on the law should be minimum, however, it should be practically effective in the aspect of workers' right. Administration and policy should be focused on supportive and leading activities to achieve the ultimate goal, safe and healthy working environment. It is concluded that establishment of working environmental right would satisfy workers and industry and it would result in improvement workers' environment and conditions.

• 보건행정학회지
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• 제26권3호
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• pp.219-225
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• 2016

Background: Intention to leave was an important managerial issue among physicians working in public health centers. This study was conducted to explore the relationship between job participations and intention to leave among physicians working in health centers. Methods: A cross-sectional questionnaire survey was conducted to gather information about job participation, intention to leave and demographics among physicians (n=243) in public health centers in Korea. Job participation was measured by 15 items categorized 3 dimensions. Multiple regression analysis was performed to determine the effect of job participation on intent to leave among physicians working in public health center. Results: Participation of medical treatment and administrative job were significantly associated with intention to leave adjusted for sex, age, income, working area, working duration, tenure, and overall job satisfaction. Therefore, physicians who actively participated in administrative job showed a lower turnover intention. Physicians who actively participated in medical treatment job had a higher quit intention. Conclusion: To retain qualified physicians in public health center, education should be reinforced to physician for administrative capacity building.

• 한국치위생학회지
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• 제18권6호
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• pp.863-878
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• 2018

Objectives: The purpose of the study was to investigate the regional distribution and working environment of clinical dental hygienists in Korea. Methods: From 2015 to October 2016, a questionnaire was completed by 5,708 participants and the data were analyzed. Results: The region with the largest increase in clinical dental hygienist employees compared to graduates is Seoul. More than 50.0% of clinical dental hygienists working for less than 1.8 million won in the payroll period of 4-6 years were working in the Gwangju Jeonnam, Jeonbuk, and Gangwon regions. In addition, incentives and bonuses were rarely provided by localities and agencies. Although 43.4% provided both parental leave and maternity leave. Conclusions: In order to solve the fundamental problem of inter-regional movement and employee turnover rate of clinical dental hygienists, as well as address the regional imbalance in labor supply and demand, efforts should be made for institutional improvement to strengthen management and implementation.