• The Journal of the Korea Contents Association
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• 제16권12호
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• pp.170-180
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• 2016

Objectives: While the proportion of the non-regular workers youth increases in labor market, the differential conditions of temporary employee are increased. Methods: Research objects were 4,322 youth (from 15 to 29) among members of workers who responded to 2014 PSWCI panel report. Statistical analyses were performed using the SAS version 9.4 (SAS Institute Inc., Cary, NC, USA). Data were analyzed using frequency test, t-test, ANOVA and multiple regression. Results: According to results of analysis, youth had differences in youth temporary workers, working conditions, classification of occupation, working period, and health conditions based on work-time conditions. Conclusions: Youth workers, policies on working hours will need to take steps toward reducing working hours and improve a health promoting hierarchy for work environment.

• Korean Journal of Labor Studies
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• 제17권1호
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• pp.177-208
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• 2011

This article examines that how in-house subcontract has been introduced and developed in metal industry in 1970s, focusing typical workplaces in steel industry. That was essential for the capital to insure control mechanism for large number of laborer because of mobilizing a large scale of capital in industrialization of heavy metal industry. In case of Pohang steel industry, this necessity was fulfilled by introduction and imitation of Japanese personnel management by being included of Japanese economic hinterland. This was embodied in both constructing internal labor market for regular workers and introducing in-house subcontracting system for contingent workers at workplaces. This was exceptional comparing in-house subcontracting system in Korean steel industry with in-house subcontracting system in advanced economies, because of disappearing in-house subcontracting system by making internal labor market. And this was closely linked by late development of Korea. Implications of Pohang steel company's case are as follows : first, late development effect in formation of employment system, second, in linking informality of Korean employment system. This implications mean that in-house subcontracting in steel industry is structured as mechanism for personnel management in large factory being influenced by industrialization of heavy industry. In this point, improvements which include wide economic solution beyond labor solution for present problem of in-house subcontracting system is desirable.

• Journal of the Korea Convergence Society
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• 제7권5호
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• pp.263-268
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• 2016

This study attempts to verify the relational structure of adolescent's emotional problems, smart phone dependency and school life adjustment from a perspective of Glasser (1998)'s choice theory. For this purpose, this study utilized the second year data from the Korean Children and Youth Panel Survey Data. From the results of the analysis, the most influential variable affecting adolescent's school life adjustment was found to be the sense of community, and adolescent's emotional problems were found to have a effect upon school life adjustment and smart phone dependency based on the choice theory. This study discussed issues of cultivating the sense of community to improve adolescent's school life adjustment, and developing counseling program and reinforcing the counseling personnel with improvement of contingent employment to alleviate smart phone dependency and emotional problems.

• Journal of the Ergonomics Society of Korea
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• 제29권4호
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• pp.465-471
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• 2010

Work-related musculoskeletal disorders (WMSDs) have been the most common health problem covered by worker's accident compensation insurance for several years in Korea. Korean government has strengthened related regulations since 2003. People looked forward to decreasing the incidence and prevalence of WMSDs. At first, the expectation could be realized. However, we were bumped against to limit at present. The authors think it is due to the negligence of psychosocial factors for WMSDs. Many researchers reported that the various psychosocial factors were associated with WMSDs or symptoms. Job demand, social support, job satisfaction and decision latitude are the major risk factors in job stress aspect. Work pressure, lack of rest, qualified workload, workload variability and monotonous job are the significant risk factors in work context of work organization. Employment flexibility, downsizing, lean production, contingent work and pay for by the piece are also the risk factors in an organizational context. Furthermore, these risk factors are associated with each other across different dimensions of work organization. Suggestive possible pathways between these risks and WMSDs have been taken note of increasing muscle strain or ergonomic stress and of a cognitive aspect. The authors suggest these risk factors could explain the limitation of the regulation system for WMSDs. In conclusion, the strategy to manage psychosocial factors is the one of the essential approach to prevent WMSDs.

• Korean Journal of Occupational Health Nursing
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• 제8권2호
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• pp.176-192
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• 1999

The purpose of this study is to analysis change of industrial health and safety before and after economic crisis(1997~1998). The data were obtained through mail interview with health supervisor(occupational health nurses) during February, 1999. The final sample was consisted of 127 respondents, 97 are selected in this study. The major findings were as follows: First, the percent of industries whose empl safe supervisors, physicians and industry hygi decreased in number is 79.4%, 3.8%, 50.0 21.5% in each. Second, man receiving over 1.5 million won as an average wage of health supervisor is 27.5% in 1997, but it decreased to 25.3% in 1998. Man receiving under 100~150 million won is 48.4% in 1997, but this percent decreased to 36.3% in 1998 and 13.6% of health supervisor regularly were transformed to contingent worker in 1998. Third, especially, budgets for health and saf work place decreased to 13.8% in 1998 than 19. Fourth, industrial accident case, unre accident case, occupational disease decreased than 1997, but mortality from industrial a increased in 250%. Fifth, according to the health diagnosis report, number of case with evidence of disease increased in liver disease, tuberculosis and so on, and number of case with evidence of occupational disease increased in noise induced hearing loss, pneumoconiosis. organic solvent poisoning and so on. Sixth, this survey shows that health council, health education in duty of health supervisor was conducted passive in 1998 thin 1997, and percent of hold two or more positions is 47.6% in medical insurance, 10.7% in accountant's business 8.3 in secretory. 7.1% in telephone operator awl 22.6% in etc. Seventh, distress of health supervisor after economic crisis is 30.9% in employment instability, 19.8% in hold two or more positions and decrease of budgets. For subjugation of the trouble, the respond of active policy of government occupied most.

• Journal of the Korean Society of Food Science and Nutrition
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• 제33권10호
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• pp.1646-1652
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• 2004

This study is to help management of foodservices with the means of preparing a favorable food service environment which will likely improve employees' job satisfaction and present the plans for Quality leadership which are capable of effectively improving the aims of food service. Transformational leadership (4.08) that includes charisma (4.12), intellectual stimulation (4.12) and individual consideration (4.01) was more strongly observed by employees than transactional leadership (3.35) that includes contingent reward (3.99) and management by exception (2.70). According to employees' age, it was shown that individuals over 40 observed transformational leadership significantly more frequently than those below 30. When considering academic background, both transformational leadership and transactional leadership were more strongly observed in the group of lower education. When the type of employment was considered, contract workers showed higher individual consideration and contingent reward than regular workers. Also, when the consideration of working places was taken into account, employees who were employed by schools presented a stronger observance of transactional leadership than employees in industrial cooperation or hospitals. Employees, especially in schools, were more receptive to dietitians' contingent reward than hospital employees. Regarding age, dietitians below the age of 40 had stronger transformational leadership skills, but there was no significant difference in the case of transactional leadership. According to these items of leadership, dietitians over 40 felt stronger in management without exception. Relationship with co-workers was the highest among job satisfaction (3.84), coworkers (4.00), stability (3.60), autonomy (3.76). In the collective food service organization, there was a positive correlation between management expectations and the expectations of the dietitians' management styles and employees' job satisfaction.

• 한국노년학
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• 제30권1호
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• pp.195-220
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• 2010

This study is to examine the job satisfaction of the social workers who manage the elderly care service in country, in order to find political alternatives and practical strategies for improving job satisfaction. The Factors to effect on job satisfaction are categorized as three groups ; personal factors, working environment factors and service related factors. The survey was conducted by 231 social workers who participated in a national seminar among 244 elderly care facilities in country, and 220 effective data were collected. Which factors effected on the job satisfaction of social workers and how much effected on it by them were mainly analyzed. The mean of job satisfaction status was 3.01, which was slightly higher than average(2.5). Men had higher job satisfaction than women. The unmarried than the married, permanent workers than contract workers, and workers who didn't execute other jobs had higher job satisfaction also. And The main factors which effected on job satisfaction were sex among personal factors, the manager willingness and not executing other jobs among working environment factors, and service attitude among service related factors. Particularly, the manager willingness was shown to effect on job satisfaction the most, and then service attitude, not executing other jobs and sex effected on it in order. The result showed that the elderly care facilities which had stronger manager willingness and better service attitude provided higher job satisfaction, and men who didn't execute other jobs than women had higher job satisfaction. The job satisfactions of payment and benefits, employment stability, appropriateness of working amount and working time, working environment and welfare conditions were lower than average. Therefore, the strategies to improve the lower job conditions are promptly required. Above all, the low payment strategy that has not been increased at all for 3 years has to be changed. In addition, it is important for the social workers not to execute other jobs as much as possible in order to reduce working amount and working time appropriately. In conclusion, it is required to try to improve the job satisfaction of the social workers who are the core of human service continually, which will make the elderly care service successful and effectiveness improved.