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이춘령(李春玲),한효명(韩晓明) 중국인문학회 2019 中國人文科學 Vol.0 No.72
"Zhaomi" separable words generally use adposition to introduce the related arguments in pragmatic context. Under certain conditions, the adposition can be omitted or appear. Native Chinese speakers are not aware of the usage of this kind of separable words, while foreign students make frequent errors in their use. Based on the interlanguage corpus, this paper makes an all-round investigation and analysis of the errors of foreign students in learning this kind of separable words, and finds that there are some error types such as "single error" and "mixed error". It also points out the causes of the errors from the two aspects of teachers and students.
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신생아 중환자실 간호사의 3교대 근무시와 2교대 근무시의 직무만족도와 직·간접 간호시간의 비교
오동숙,김희영,한효명,최현정,강정웅,강석례,박희연,김경옥 병원간호사회 2001 임상간호연구 Vol.7 No.1
Because of the nature of nursing, nurses ought to take 8 hour shift work for 24-hours. Some foreign countries offer two shift system. In domestic scene, however, hospitals mostly adopt traditional three shift. This study studies nurses' job satisfaction between two and three shift, and between direct and indirect nursing care time with the type of shift. This study was a semi-experimental study conducted with single group and continuous observance. The purposes of this study are: 1) To compare job satisfaction of the nurses in two shift and three shift in a neonatal intensive care unit. 2) To compare the time of direct and indirect nursing care activities in two and three shift in a neonatal intensive care unit. Twenty-one registered nurses and two charge nurses, working at neonatal intensive care unit of A Medical Center in Seoul, were selected for the data. The two shift group was divided into two groups. One group worked for two months period between June 1 and July 31, 2000, and the other September 1 to October 31, 2000. In order to obtain the rate, the samples was observed before and after two shift work. The time of direct/indirect nursing care was investigated from May 22 to 28, 2000 as 3-shift's and from October 23 to 27, 2000. The Modified Job Satisfaction Measuring Tool (Slavitt et al, 1978) was employed. The question was composed with 16 questions, the reliability of this tool was proved by Chronbach's Alpha .8421. The work pattern of data was analyzed for the frequency and the mean values based on the SAS program. The job satisfaction and the time of nursing care were analyzed by Wilcoxen Signed Rank Test. The results were as follows: 1) The mean of job satisfaction in two shift was higher, 54.9(±6.5), compared to 49.1 of three shift with statiscal significance(p=.00059). 2) In the time of direct nursing care of two and three shift were found no significant differences. But, the mean of 2-shift, 879.7 minute was higher than 3-shift's, 816.0 minute (p=.151). 3) The mean time of indirect nursing care of two shift was lower, 376.5 minute, compared to 553.8 minute of three shift with statiscal significance (p=.00001). 4) The available break time of two shift was higher, 180.6 minute, compared to 120.0 minute of three shift with statiscal significance (p=.00016). As a result of this study, We found that nurses' two shift indicated higher job satisfaction than three shift nurses, with the increase in break time and the decrease in indirect nursing compared to three shift.
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특집 II | 주변부의 노동 : 여성 노동의 간접차별을 통한 동일가치노동 동일임금 원칙의 재해석 -2011년 콜텍 사건 등 제반 사례연구-
김현경 ( Hyun Kyung Kim ),원경주 ( Kyoung Ju Won ),이경아 ( Kyung A Lee ),한효명 ( Hyo Myung Han ) 서울대학교 공익인권법센터 2011 공익과 인권 Vol.9 No.-
여성노동자는 ``남녀고용평등과 일·가정 양립 지원에 관한 법률``(이하 ``고평법`` 이라 한다) 상의 동일가치노동 동일임금지급 원칙에 기해, 임금차별시정을 위한 구체적 청구권을 가지고 있으며 임금차액지급청구소송을 통해 이 권리를 실현할 수 있다. 그러나 이러한 임금차액지급청구소송을 통해 동일가치노동 동일임금원칙이 실제 구현된 사례는 1989년 동 원칙이 도입된 이후 2011년8월 현재에 이르기까지 건에 미치지 못하며, 그나마도 동일한 직무를 담당하는 작업장 내의 직접차별 사건에 한정되고 있다. 이 논문에서는 이러한 현실에 대한 문제의식을 바탕으로 동일가치노동에 관한 판례들을 비판적으로 분석함으로써 고평법상의 차별시정제도 활용을 위한 해결책을 모색해 보았다. 판례의 해석 경향을 살펴보면, 고평법에 규정된 성별을 이유로 한 직접차별/간접차별 금지조항 (제2조 제7조)과 동일가치노동 동일임금 원칙(제8조)은 형식적으로 분리되어 적용된다. 그러나 고용의 전 과정을 볼 때 실상 많은 경우 성차별은 모집·채용 차별에서 시작되어 배치, 승진, 해고 등으로 연쇄적 차 별효과를 발생시키며, 이렇게 누적된 차별은 임금차별과도 불가분적 관계를 갖게 된다. 따라서 동일가치노동 동일임금 원칙이 실질적으로 기능하기 위해서는 노동의 동일가치성을 판단하기 위한 기준들을 선정하고 고려하는 과정에서 간접차별 개념이 고려되어야 한다. 나아가, 성차별과 고용형태상 차별이 중첩되는 경우``기간제 및 단시간근로자 보호 등에 관한 법률``의 차별적 처우 금지 조항과 고평법의 차별금지 조항 등이 경합하지만, 여성노동 문제의 특 수성, 적용 범위 등을 고려할 때 그러한 중첩적 차별의 경우에도 고평법의 독자적 의미는 간과될 수 없으며, 오히려 고평법의 실효성을 제고하기 위한 입법적 개선이 요청된다. Female workers have the substantial right to claim for restoration of the state it was originally supposed to be, based on the principle of equal pay for work of equal value stipulated in "the Act on Equal Employment and Support for Work-Family Reconciliation" (hereinafter "the Act on Equal Employment"). This specific right can be realized via filing a lawsuit against an employer, demanding compensation for wage difference. In reality, however, despite the introduction of the principle to the Act in 1989, only less than 20 cases have embodied the principle until August 2011. Moreover, these cases dealt with only the direct discrimination in one workplace in which all employee carried out an identical job. Taking into account this problematic situation, this study sought for remedies through critical analysis on the relevant cases in order to utilize measures for the correction or prevention of discrimination addressed in "the Act on Equal Employment". According to the interpretation stated in the cases, Article 2 and 7 of "the Act on Equal Employment" which prohibit both direct and indirect discrimination on the basis of gender are applied perfunctorily and their implementation is separated from that of Article 8 which stipulates the principle of equal pay for work of equal value. When it comes to the whole process of recruitment, however, gender-based discrimination in many cases is found from the early stage of recruitment process and has chain-reaction effects on the subsequent stages of deployment, promotion, and discharge, creating accumulative discrimination which is indivisible with wage discrimination in the end. Therefore, in order to realize the principle of equal pay for work of equal value, the concept of indirect discrimination should be taken into account when determining criteria to evaluate whether the work at issue has equivalent value with others. Meanwhile in the case of discrimination based on both gender and type of employment, provisions prohibiting discriminative treatment in "the Act on the Protection, etc. of Fixed-Term and Part-Time Employees" are competing with those in "the Act on Equal Employment", Despite such competition, considering the particularity, scope and other related characteristics of female labor issue, distinguished implications contained in "the Act on Equal Employment" cannot be overlooked. Preferably, legislative measures are needed in order to enhance effectiveness of "the Act on Equal Employment"
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