• 대한치과기공학회지
• /
• 제38권4호
• /
• pp.315-325
• /
• 2016

Purpose: This study investigated perception and plan of dental technologists regarding the old age and retirement for them to enjoy stable old age. Methods: Dental technologists working in Seoul, Incheon, and Gyeonggido were asked to fill out a self-administered questionnaire, and a total of 200 copies were used for analysis. The collected data were statistically analyzed by using SPSS 22.0(Statistical Package for Social Sciences. Chicago, IL, USA) (a=0.05). In order to compare perception toward old age preparation among the subjects, a Chi-square test was performed, and, to investigate the level of preparedness for old age according to general characteristics, t-test was performed. Results: In the analysis of the old age preparedness by age, there was a significant difference in financial preparation, Asset identification, use of retiring allowance, information gathering, senior town home, and stability (p<0.05). To the questions regarding perception toward retirement, the majority of the subjects (60.5%) answered they had thought about retirement, and many (23.9%) of them attributed the reason to job stress (23.9%). Regarding old age preparedness according to workplace, there was a significant difference in use of retirement allowance and education for old age preparedness between general dental laboratories and general hospitals (p<0.05). Conclusion: It is believed that, for preparation of dental technologists for stable old age, in addition to their personal effort, it is important to provide social support and practical measures to ensure welfare and retirement.

• 한국병원경영학회지
• /
• 제2권1호
• /
• pp.162-182
• /
• 1997

This study was carried out to assess the current status of hospital wage structure and to find out the characteristics and problems in the current hospital wage structure. so as to provide empirical data for establishing a rational wage structure. The data were collected from administrative personnels in charge of wage management in 31 hospitals by using a structured questionnaire through direct visiting and mailing in Pusan Metropolitan City. The major findings in this study were as follows: First, the hospital wage structure applied differently to the basic wages between doctors and the other employees. The wage structure for doctors included performance rate of 51.6%, followed by a synthesis rate of 29.0%, while the wage for the other employees had the synthesis rate of 74.2%, followed by the seniority rate of 12.9%. Second, the wage consisted of a basic wage for 57.5%. the allowance for 21.1% and monthly installed bonus for 21.4%, and the basic wage comprised 68.3% of the total wage for doctors, as compared to 51.9% for nurses and medical technicians and 52.4% for administrative and managerial personnel. The annual rate of the bonus was average 460%, and 96.8% of the hospital did not consider personnel preformance appraisal when paying the bonus. Third, 80.6% of the hospitals applied the legal rate to the retirement allowance while 19.4% applying cumulative rates more than the legal rate, and all of university hospitals applied cumulative rates. Retirement reserves were practiced only in 54.9% of the hospitals. Forth, many hospitals seemed to be interested in applying graded wage system according to performance, by showing that 42.9% of the hospitals were planning to apply it in the future, despite only 9.7% practicing it. Fifth, the wage structure appeared to be complicated due to various kinds of allowances. The kind of the allowances varied among hospitals, ranging from 2 to 26 kinds, and increased as the size of hospital was larger. Sixth, the opinions leading to improve the basic wage structure favored the seniority rate for 51.6% either to maintain the present seniority rate(16.1%) or to apply the incentive pay in addition to the senior rate(35.5%). and also favored the performance rate for 35.5%, followed by the job rate for 12.9%. In conclusion, the current hospital wage structure seemed to be too complicated to reflect personal ability, contribution and performance and to become a big barrier to inducing worker's motivation and to strengthening in competitveness. Therefore it is suggested that the current wage structure should be revised to the one emphasizing on job and ability base with considering characteristics and situation of the hospital, rather than seniority factors.

• Communications for Statistical Applications and Methods
• /
• 제17권5호
• /
• pp.653-666
• /
• 2010

현 퇴직연금제도는 퇴직후 연금 지급방식에 대한 규정이 없다. 이에 대한 대안으로 연금 선진국에서 보편적으로 적용되고 있는 'Programmed Withdrawal'을 고려할 수 있다. 'Programmed Withdrawal'은 출금액의 산출방법에 따라 대표적으로 정액 방식, 정률 방식, 최종연령 방식 그리고 기대여명 방식으로 구분되며, 각 산출방식에 따라 인출할 수 있는 금액이 달라진다. 따라서 현행 자본시장통합법에 근거하여 가입자의 위험성향에 따른 투자성과를 반영하기 위하여 국내 금융자산의 기대수익률 그리고 제 6회 경험생명표을 적용한 실증분석을 실행하였다. 그 결과, 연령별, 성별로 적합한 자산투자비율이 다소 달랐으며 이로 인해 지급방식별 부족리스크와 상속재원이 달라질 수 있음을 확인할 수 있었다.

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

• 한국건설관리학회논문집
• /
• 제19권4호
• /
• pp.3-11
• /
• 2018

건설근로자공제회는 "고용복지와 퇴직공제 서비스로 건설근로자의 고용개선 및 생환안정에 기여"라는 목표로 여러 전략과제를 수행하고 있는데, 퇴직공제제도에 대한 과제가 그 중 하나이다. 퇴직공제제도는 일용직의 특성상 퇴직금 등 근로기준법상의 보호를 제대로 받지 못하는 건설근로자의 노후 소득과 생활보장을 위한 제도이며, 건설근로자공제회에서는 제도의 확산 및 효율적 관리를 위해 전자인력관리제 도입을 추진해 왔다. 2015년 9월부터 시작한 전자인력관리 시범사업은 금융형 전자카드(RFID기술기반) 및 지문을 이용하여 건설근로자들의 근로내역을 신고하고 퇴직공제부금을 납부하는 것으로 2017년 8월까지 총 36개의 건설현장에 적용되고 있다. 시범사업장의 효율적인 관리와 향후 추진계획을 위해 각 시범사업현장에 대한 현황 및 운영실적의 평가뿐만 아니라 전체 시범사업장의 종합적인 평가가 필요하다. 따라서 본 연구에서는 전자 인력관리 시범사업의 현황을 일괄적으로 평가하기 위한 성과지표를 개발하고 실제 적용을 통해 시범사업현장의 실태를 분석한 뒤 향후 추진전략을 도출하고자 한다.

• 한국콘텐츠학회논문지
• /
• 제13권5호
• /
• pp.253-261
• /
• 2013

본 연구는 베이비붐세대의 노후준비 특성을 다층구조의 틀로 분석하기 위해 수행하였다. 분석결과 첫째, 베이비붐세대의 공적연금가입율 59%, 개인연금가입률 11.5%, 퇴직연금가입률 1.5%로 노후준비를 제대로 하지 못하고 있었다. 둘째, 교육수준이 낮고, 여성 베이비부머일수록 노후준비를 하지 못하고 있어서 교육수준이 낮은 여성들의 노후빈곤 가능성이 컸다. 셋째, 건강상태가 좋지 않아서 의료비 지출이 염려되는 베이비부머가 노후준비도 제대로 하지 못하고 있어서, 이들이 노후에 질병과 경제적 어려움을 동시에 겪을 가능성이 컸다. 넷째, 경제수준이 낮은 베이비부머일수록 노후준비를 잘하지 못해서 빈곤노인으로 전락할 가능성이 높았다. 따라서 불완전 근로와 조기퇴직으로 어려움을 겪고 있는 베이비붐세대를 위한 노후준비지원 체계 마련이 필요할 것이다. 특히, 교육과 경제수준이 낮은 계층, 여성, 건강상태가 좋지 않은 베이비부머를 위한 공적연금 가입지원제도를 실시하고, 보편적인 노령수당 제도를 도입함으로써 최저생활을 보장하기 위해 노력해야 한다.

• 가정과삶의질연구
• /
• 제26권5호
• /
• pp.129-142
• /
• 2008

This study examines how economic and psychological characteristics affect the quality of life (QoL) of elderly individuals age 60 and older, who live in the Seoul-metropolitan area. Relationships among socio-demographic status, economic conditions, psychological characteristics, family life, health status, and QoL are examined by t-test and ANOVA(Duncan's test as post hoc multiple comparisons), and the multiple regression analysis is used to estimate QoL determinants in the elderly. The major findings of the study are as follows. First, younger age, higher education levels, better health status, harmonious family relations, higher levels of household income, lower levels of loneliness, and higher self-esteems are related to higher QoL levels. Second, the impacts of factors on QoL are differentiated according to tercile groups that divide monthly allowance of respondents into three categories: below normal (threshold amount below 21MW), near normal (threshold amount between 21MW and 35MW), and above normal (threshold amount above 35MW). For each tercile group, poor health status or higher loneliness have negative effects on QoL, while harmonious family relationship has a positive effect. For the below-normal group, years of education or self-esteem have positive effects, while age or retirement status have negative effects when controlling for other factors. For the near-normal group, being married, or perceived financial insecurity create lower QoL levels, while higher self-esteem increases QoL levels. For the above-normal group, being widowed, employed, or retired have positive effects on QoL, when controlling for other variables. Third, even among elderly with high allowances, the effects of health status and family relationship are significant determinants that explain QoL levels. This result suggests that, for te elderly, poor health status and poor family relationships severely decrease QoL in later life, regardless of economic condition.

• 한국농촌건축학회논문집
• /
• 제11권4호
• /
• pp.51-58
• /
• 2009

The senior adults which are a central manpower of economic activity of the nation decreased and the elderly sustenance allowance already went over 10%. And the economic activity participation of the woman which are the supporter of the unpaid the elderly within the family is increasing. This big change is expected to support awareness. To respond to these changes, the improvement of social welfare system for elderly with the job of retirement lifestyles of the elderly, a figure that is needed for the ceremony. The elderly medical treatment facility that began in 2008 the elderly long-term medical treatment law enforcement because of the demand is expected to grow. It is forecast with the fact that the data which is fundamental is most important will become that old person medical treatment facility of the middle-aged layer which is a central role of the protector who decides the facility use of the preliminary consumer of the elderly care facility and currently the very the elderly and manhood ceremony and the preference to plan of the elderly welfare facility. The purpose of this study is to present the fundamental data about the elderly care facility for comparative analysis the awareness & perfernces of the elderly care facilities of the senior adults & the elderly.

• 응용통계연구
• /
• 제28권4호
• /
• pp.827-845
• /
• 2015

본 연구는 2015년 공무원연금 개혁의 성과와 한계를 평가하고, 이들 한계를 극복할 수 있는 개편방안을 제시하고자 하였다. 연구결과에 따르면 이번 연금개혁은 재정적 지속성, 기능적 투명성, 타 공적연금과 형평성 측면에서의 그 성과가 미흡하였다. 이 때문에 향후 공무원연금개혁에 대한 논의는 다시 촉발될 것으로 전망된다. 다음 개혁의 우선 순위는 공적연금 제도 간 통합에 두어져야 한다. 이에 본 연구는 제한적인 효과만을 지향하는 모수적 개혁방안을 지양하고 다양한 정책 목표를 동시에 달성할 수 있는 공무원연금의 구조적 개편안을 제시하였다. 이 개편안의 골자는 공무원연금을 '국민연금 + 직역가산연금(부가연금) + 퇴직수당'의 다층노후체계로 개편하고, 신규 임용 공무원을 국민연금에 가입시키는 것이다. 국민연금이 공무원을 포함한 '전국민'의 '기본적 연금'으로 발전할 때 연금제도간 불평등도 완화되고 사회적 연대연금체제도 구축될 수 있을 것이다.

• 대한치과기공학회지
• /
• 제13권1호
• /
• pp.79-97
• /
• 1991

To improve the management of dental laboratory through the research on the actual condition, this study posed questions on 36 dental laboratories. The results are as follows : 1. The establishment of dental laboratory in Chunbuk was increased between in 1980 and 1986. Especially it has been more increased since 1989. According to the proportion of population the number of the dental laboratories in Chunbuk was much more than that of other provinces and took the first place in september 1990. 2. The ratio between the unlicensed dental technician and the licensed was 24.83% and 67.11% each . The former must be replaced by the licensed. And the latter ought to try to improve their culture and technique. 3. Overtime payment must be paid for those who work above eight hours. 4. It takes 5 days at a minimum for the production of dental prosthesis with both stability and esthetics. 5. Every Saturday afternoon, Sunday and national holiday must be free. 6. Bonus must be paid 600% a year at a minimum. The system of retirement allowance should be active. All dental technicians ought to be affliated with their labor union and medica insurance. 7. Such dental restoration as porcelain and crown and bridge prosthesis must by increased to a degree between 30% and 50% at a minimum and the reduction system of charge for a dental technique has to be abolished. 8. The general working conditions of dental laboratory, especially pay and working hour must be improved. 9. To advance the service improvement of dental treatment and the banishment of illegal one, the medical insurance of crown and bridge prosthesis must be generally practised. 10. Ill case of the staff cull:lloyulent of dental laboratory, minimem wage system must be observed. 11. Directing dentist system on the ertablisment of dental laboratory must be abelished or wholly improved.