• 한국심리학회지 : 문화 및 사회문제
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• 제26권4호
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• pp.351-378
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• 2020

본 연구는 성별 간 갈등이 가장 극심하게 나타나는 성인초기 남녀의 성차별 메타-인식 양상을 탐색하기 위해 '여성의 남성을 향한 양가성에 대한 인식'과 '남성의 양가적 성차별에 대한 인식', '한국 사회의 성차별 실태'에 대한 지각을 측정하여 잠재프로파일 분석을 실시하고, 각 유형에 따른 성역할갈등, 이성과의 거리감, 성차별 논쟁에 대한 지지도의 차이를 살펴보았다. 이를 위하여 만 18세 이상 39세 이하 남녀 330명을 대상으로 자료를 수집하였고, SPSS 20.0과 Mplus 7.4 프로그램을 사용하여 자료를 분석하였다. 그 결과, 여성은 '성차별 둔감형 여성', '성차별 민감형 여성', '성차별 저항형 여성' 총 3가지 유형, 남성은 '성평등 인식형 남성', '역차별 인식형 남성' 총 2가지 유형이 도출되었다. 여성들은 성차별 메타-인식이 높은 유형일수록 성차별에 대한 지각과 성차별 논쟁에 대한 지지도가 높아진 반면, 남성들은 성차별 메타-인식이 높은 유형일수록 역차별에 대한 지각이 높아졌다. 남녀 모두 성차별 메타-인식 수준이 높은 유형일수록 더 높은 성역할갈등과 이성과의 거리감을 나타내었다. 이러한 결과를 토대로 현 한국 사회의 성별 갈등 현상에 대한 시사점과 본 연구의 제한점, 후속 연구를 위한 제언을 논의하였다.

• 한국직업건강간호학회지
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• 제31권2호
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• pp.43-56
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• 2022

Purpose: This study was conducted to explore male nurses' experiences of gender discrimination at the workplace using qualitative research methods. Methods: Participants responded to a survey using an online link, and were asked to describe their overall experiences by responding to the question "Please freely describe your experiences of workplace gender discrimination". The qualitative data collected from 118 participants were analyzed using Krippendorff's technique. Data collection was caried out from June 11, 2019, to August 3, 2020. Results: Eleven themes and 24 subthemes were extracted from a total of 277 meaningful statements. Male nurses' experiences of workplace gender discrimination, reasons of gender discrimination, and improvement strategies were presented through the key themes. Conclusion: Male nurses experienced workplace gender discrimination from patients, colleagues, and institutions. Furthermore, strategies to improve gender stereotypes and to emphasize the strengths of male nurses are necessary in order to increase the number of male nurses in the female-dominant nursing field and to reduce job turnover. These strategies will help expand the social role of nurses as professionals and improve the work environment and benefits for all nurses.

• 한국항해항만학회지
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• 제29권9호
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• pp.807-812
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• 2005

The objective of this study is to empirically investigate the effect of gender discrimination to female workers in Korean shipping firms on the their organization commitment and organizational citizenship behavior. In carrying out the objective of this study, two hypotheses about the structural relationship among gender discrimination, organization commitment and organizational citizenship behaviors in the Korean shipping firms are established after reviewing the related studies. Survey questionnaires are distributed and analyzed to test the reliability and validity of the response. Also, a structural equation model is established and the model is analyzed by AMOS. In conclusion, there are a negative effect of gender discrimination on female workers' organizational commitment and a positive effect of their commitment on OCB. Through this paper, the comprehensive understanding of the structural relationship among gender discrimination, organization commitment and organizational citizenship behavior would be promoted.

• 한국심리학회지 : 문화 및 사회문제
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• 제24권3호
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• pp.429-449
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• 2018

본 연구에서는 개인자존감을 통제한 상태에서 성별집단자존감이 성차별경험과 정당한 세상에 대한 믿음(Belief in a just world; 이하 BJW)간의 관계를 조절하는지 살펴보았다. 이를 위해 수도권에 거주하는 300명의 일반 여성을 대상으로 성차별경험, 개인자존감, 성별집단자존감, BJW를 측정하였고, 위계적 회귀분석을 실시하였다. 그 결과, 개인자존감을 통제한 상태에서, 성별집단자존감이 성차별경험과 BJW간의 관계를 조절하는 것으로 나타났다. 즉, 성별집단자존감이 높을수록, 성차별경험이 BJW에 미치는 부정적 영향이 감소하는 것으로 확인되었다. 또한, 성별집단자존감의 하위유형(멤버쉽, 사적, 공적, 정체성)이 각각 성차별경험과 BJW 간의 관계를 조절하는지 살펴보았는데, 그 결과, 정체성을 제외한 나머지 하위유형의 조절효과가 유의한 것으로 확인되었다. 본 연구의 결과를 바탕으로 본 연구의 한계점, 후속연구를 위한 제언, 그리고 상담적 함의를 논의하였다.

• The Journal of Asian Finance, Economics and Business
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• 제7권6호
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• pp.537-550
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• 2020

This study attempts to identify gender and age discrimination by individual lenders in P2P lending markets by analyzing empirical transaction data from multiple platforms including Moneyauction, Popfunding, and 8percent. To do this, the study investigates the effects and importance of a borrower's gender and age on individual lenders' preferences and a borrower's actual repayment performance using multiple linear regression and relative weight analyses. As a result, no gender discrimination is found in the three Korean P2P lending markets, and such indiscrimination is rational, on the grounds that the borrower's gender does not have a statistically significant impact on the lenders' preferences as well as his/her actual repayment performance, and its relative importance is minimal. While, there marginally exists age discrimination against a borrower in the markets, and such ageism is likely to be irrational, on the grounds that the borrower's age has a partly significant and minimally important impact on the lenders' preferences, but has no significant and important impact on his/her repayment performance. For the first time, these findings help to clarify gender and age discrimination issues in the P2P lending market by identifying the rationality of individual lenders' preferences to the borrower's gender and age in the Korea.

• 의학교육논단
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• 제15권1호
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• pp.54-58
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• 2013

There has been an increase in the number of female doctors worldwide. Women now represent half of all medical students, with almost the same numbers of men and women becoming physicians. There is a pool of talented women in our midst, and it is our responsibility as leaders to find those individuals and groom them for progress. However, residency training and academic education still resemble the historical model when there were few women in medicine. Gender differences in medical specialty choices can cause a maldistribution of doctors by specialty and geographical area, which could cause significant problems at the national health care system level. Major challenges facing female physicians include gender discrimination and sexual harassment, and work/family conflicts. Women are largely under-represented in academic medicine and experience discrimination in the academic environments. Recent issues about related to the "feminization of medicine" raise important questions forabout how academic medicine deals with gender issues. To better accommodate the needs of female doctors and ensure that they will have successful careers, structural and cultural changes to medical educations are needed.

• 한국농업기계학회:학술대회논문집
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• 한국농업기계학회 2017년도 춘계공동학술대회
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• pp.23-23
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• 2017

Recent favor on high quality food and concern on food safety have demonstrated the superiority of Hanwoo (Korean native cattle). In general, the price of cow is higher than those of steer and bull, causing cheating issues in the market. Hence, this study is to discriminate genders of Hanwoo with identification of factors which highly influence gender discrimination based on the big-size deboning data. Totally, there were 31 variables in the deboning data, and we divided into them two categories: data obtained before and after deboning. Discriminant function analysis was then applied into the data to determined the accuracy of gender discrimination in Hanwoo. The result showed that Hanwoo could be classified by gender with 99.2% of accuracy when using all 31 variables. In detail, it was possible to identify 93 of 94 bulls (98.9%), 96 of 96 cows (100%) and 74 of 75 steers (98.7%). The most significant variables was chuck, sirloin, armbone shin, plates, retail and cuts percentage, sequentially. With variables obtainable before deboning, accuracies of classification were 91.5% for bulls, 92.7% for cows, and 89.3% for steers. The most significant variables was water, cold carcass weight and back-fat thickness. The discrimination accuracy was higher with data obtainable after deboning: bulls (98.9%), cows (99.0%) and steers (98.7%). In this case, chuck, sirloin and armbone shin were the factors determined the classification ability. This study showed that Hanwoo can be classified based on deboning data with appropriate statistics, further suggesting weight of cut of beef might be the standard for gender classification.

• Journal of Preventive Medicine and Public Health
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• 제52권6호
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• pp.366-376
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• 2019

Objectives: The relationships among discrimination, social support, and mental health have mostly been studied in minorities, and relevant studies in the general population are lacking. We aimed to investigate associations between discrimination and depressive symptoms in Korean non-minority young adults, considering the role of social support. Methods: In total, 372 participants who completed the psychological examinations conducted in the third wave of the Jangseong High School Cohort study were included. We used the Everyday Discrimination Scale to evaluate perceived discrimination and the Beck Depression Inventory-II to measure depressive symptoms. Social support was measured by the Multidimensional Scale of Perceived Social Support. Multivariate linear regression was conducted to investigate associations between discrimination and depression, along with the effect modification of social support. We stratified the population by gender to investigate gender differences. Results: Perceived discrimination was significantly associated with depressive symptoms (${\beta}=0.736$, p<0.001), and social support was negatively associated with depression (${\beta}=-0.245$, p<0.001). In men, support from friends was the most influential factor (${\beta}=-0.631$, p=0.011), but no significant effect modification was found. In women, support from family was the most influential factor (${\beta}=-0.440$, p=0.010), and women with higher familial support showed a significantly diminished association between discrimination and depression, unlike those with lower family support. Conclusions: Discrimination perceived by individuals can lead to depressive symptoms in Korean young adults, and this relationship can may differ by gender and social support status.

• 사회복지연구
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• 제47권3호
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• pp.139-159
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• 2016

이 연구는 사회복지종사자의 성별 임금격차와 영향요인을 규명하기 위해 대구광역시 사회복지기관 보수실태자료를 이용하여 임금회귀모형 및 이에 기반한 블라인더-옥사카분해모형을 분석하였다. 연구결과 사회복지종사자의 성별 임금격차는 전체 근로자에 비해 다소 적은 것으로 나타났으며, 임금격차의 2/3이 생산성의 차이로 인한 것이고 나머지 1/3은 차별에 의한 것으로 분석되었다. 생산성 차이를 통해 임금격차에 영향을 미치는 요인 중 가장 중요한 것은 경력의 차이이며, 그 외에 교육수준, 직위, 고용형태 및 소속기관의 특성 등에서의 차이도 임금격차를 발생시키는 요인이 되고 있다. 차별요인 중에서는 연령에 대한 보상에 있어서의 차별이 임금격차를 심화시키는 주요 요인이다.

• 디지털융복합연구
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• 제15권7호
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• pp.425-434
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• 2017

본 연구는 기혼여성간호사의 성차별의식, 직장-가정 갈등과 지원 및 이직의도와의 관계를 확인하고자 시도되었다. S시 병원에 근무하는 기혼여성간호사 101명을 대상으로 하였다. 본 연구의 대상자인 기혼여성간호사의 성차별의식은 모두 높은 수준으로, 온정적 성차별의식이 적대적 성차별의식보다 높았다. 직장-가정 갈등은 40세 미만, 자녀 1명, 근무경력이 5년 이상 10년 미만 일 때가 높았다. 이직의도는 40세 미만(t=3.66, p<.001), 자녀가 없는 경우(F=5.76, p=.004), 일반간호사와 책임간호사(F=5.86, p=.004)가 유의하게 높았다. 적대적 성차별의식은 가정-직장 방향 갈등과 지원과 상관관계가 있었다. 이직의도는 직장-가정 방향 갈등과 가정-직장 방향 갈등 모두 양(+)의 상관관계를 보였다. 본 연구 결과로 기혼여성간호사들의 성차별의식, 직장-가정 갈등과 지원의 정도와 이직의도를 이해할 수 있으며, 직장-가정 양립을 위한 전략을 개발하기 위한 반복연구가 필요하다.