가구주 근로유형과 가계저축

심영(Shim, Young) 한국소비문화학회 2012 소비문화연구 Vol.15 No.1

본 연구는 예비적 저축행동 이론의 관점에서 가구주 근로유형이 가계저축에 미치는 영향을 분석하고, 근로유형별 가계저축에 미치는 영향 요인을 파악하고자 하였다. 실증분석 자료는 2009년도 한국복지패널조사(KOWEPS) 자료로, 가구주 근로유형이 상용직과 비상용직(임시직, 일용직, 공공근로)인 가계로 한정하여 2009년도 한국복지패널조사 가구 총 6,207가구 중 2,463가구를 본 연구의 실증분석에 사용하였다. 실증분석 결과, 가구주의 근로유형은 가계저축에 통계적으로 유의미한 영향을 미치는 것으로 나타났으나 예비적 저축행동 이론에서 제시하는 기대와는 일치하지 않았다. 즉, 상용직 가구주 가계가 임시직, 일용직 혹은 공공근로의 비상용직 가구주 가계보다 더 많은 예비적 저축을 하였고, 나아가 더 많은 예비적 자산을 축적하는 것으로 나타났다. 가구주 근로유형별 가계저축에 영향을 미치는 요인을 살펴본 결과, 가구주 근로유형별로 영향 요인 및 정도에 차이가 존재하기는 하였으나 주로 월평균 총소비지출, 부채 유무, 순자산, 빈곤 여부, 가구원수, 기초보장 유무가 유의미한 영향을 미치는 것으로 나타났다. 여기에서 특히 주목할 만한 것은 예비적 저축에 대한 기초보장의 정적 영향이었다. The purpose of this study was to examine the effect of a householder's working type on household saving from the perspective of precautionary saving behavior theory and the determinants of household saving by householder's working type. The data for this study was from the 2009 year of the Korea Welfare Panel Survey (KOWEPS), consisting of 2,463 households with householders whose working type was regular or non-regular employment(temporary, daily or public work). OLS regression analyses and Chow-tests were performed. In the regression analyses, the dependent variables for household saving were precautionary saving and precautionary asset. Precautionary saving was operationalized with the amount of average monthly saving and the ratio of average monthly saving to average monthly disposable income, and precautionary asset was operationalized with the amount of financial assets and the ratio of financial assets to net assets. The independent variables were household income, household assets, householder's working type(regular, non-regular), householder's age, sex, education level and marriage status, income level, the number of household members, housing type, debt, and public transfer income. Monthly average total consumption expenditures for household income, and net assets for household assets, the existence of spouse for marriage status, poverty for income level were used. Public transfer income was classified into three, social insurance, basic assistance and government assistance. For the analyses, Stata 11.0 version was used. The results are as follows: Householder's working type was significantly related to the precautionary saving behavior of a household. However, the precautionary saving and the precautionary asset of a household with a householder in non-regular working type was lower than those of a household with a householder in regular working type. This result is not consistent with the expectation from the perspective of precautionary saving behavior that the saving of a household with a householder in non-regular working type is expected to be higher than that of a household with a householder in regular working type. According to the analyses of the determinants for precautionary saving behavior by householder's working type, monthly average total consumption expenditures, debt, net assets, poverty, the number of household members, basic assistance were statistically significant variables. The positive relation of basic assistance to precautionary saving(the amount of average monthly saving and the ratio of average monthly saving) is a noteworthy result in the analyses of the determinants for household saving by householder's working type. The above results suggest the followings. First, it is easy to predict the unstability of economic life of a household with a householder in non-regular working type because of relatively low precautionary saving and precautionary asset. The reason for the low precautionary saving and the low precautionary asset may be a low current income of the household in spite of its willingness to save. If this reasoning is possible, it suggests that policies are needed for households with householders in non-regular working type to save. Second, the relatively low precautionary saving and precautionary asset of a household with a householder in non-regular working type suggest also their long-term economic stability. This suggests they need to try a long-term financial planning even though they have limitations to save for future because of their low current income. It is necessary to develop the financial planning for the households with unstable incomes. Third, the determinants for precautionary saving behavior by householder's working type were mostly the ones which reflect the economic condition of a household. This suggests that the economic condition of a household is a core factor for household saving.

스마트워크의 기대효과 영향요인과직급/직무 간 수용태도 차이 간 탐색연구

박기호 한국데이터전략학회 2018 Journal of information technology applications & m Vol.25 No.4

The purpose of this study was to investigate empirically whether the expected effects of smart work in organizations were different between job types and positions. The development of information technology is demanding innovation of working style within the enterprise. There is a tendency to prefer the face-to-face working style in traditional organizations in the case of some positions or job types. However, many companies are carrying out smart work such as teleworking or telecommuting, flexible working time. But many companies still stick to their existing working methods. There is also the causal relationship between accepting attitudes toward smart work and expectation effects, depending on the position and the job types, even within the same organization. As a result of research, causal relationship analysis showed that the significant factors affecting productivity were teleworking and increasing work efficiency. The national social cost savings were influenced by the improvement of quality of life and flexible working hours. In order to activate communication within the organization, there was a positive effect on the increase of work efficiency. Only flexible working hours between the general manager and subordinates showed a significant difference.

한국 노동자의 노동시간 배열 유형과 결정요인에 대한 연구

신영민 한국노동연구원 2018 노동정책연구 Vol.18 No.1

이 연구는 우리나라 노동자의 노동시간 배열(working time arrangements) 유형을 분류하고 그 결정요인과 이러한 배열 유형이 일자리 만족도에 미치는 영향을 분석하였다. 노동시간에 관련된 논의는 단순히 시간의 길이나 시간당 임금의 수준만이 아니라 이에 관한 관행과 제도들을 종합적으로 평가하여 진행될 필요가 있다. 이러한 종합적 평가를 위하여 한국노동패널 17차 년도(2014년) 자료를 대상으로 요인 분석한 결과 한국 노동자의 노동시간 배열은 휴가, 길이와 강도, 비사회적 노동시간, 유연성의 네 가지 요인으로 분류할 수 있다. 이러한 네 가지 요인을 토대로 한 군집분석 결과 한국 노동자의 노동시간 유형은 유연형, 장시간형, 야근형, 균형형의 네 가지로 분류되었다. 비교적 노동시간의 길이와 임금수준이 적절하고 휴식과 안정성이 보장되는 균형형 일자리는 전체의 약 20%에 불과하며, 장시간형의 경우 긴 노동시간, 야근형은 잦은 초과근로, 유연형은 일자리의 불안정성과 같은 서로 다른 문제점을 안고 있다. 또한 균형형을 제외한 다른 유형들이 일자리 만족도에 영향을 주지 못하거나 부정적인 영향을 준다는 분석결과는 노동시간의 단축만이 아니라 ‘좋은 노동시간’을 만들기 위한 다각적 노력이 필요함을 보여준다. This study categorizes working time arrangements of korean worker in individual level, analyses its determinants and explains its effect to satisfaction of the jobs. Policies on working time should be discussed by evaluating norms and institutions concerning it, not merely its duration or wage level. As a result of analysis using KLIPS 17th year data, WTA of korean worker could be categorized four types by four factors : vacation, duration and intensity, unsocial working time and flexibility. The outcome using hierarchical cluster analysis shows WTA of korean worker can categorized as flexible-type, long time working, night-work and balance-type. Balance-type, which duration of working time, wage level, rest and stability are moderate relatively, is only 20% of the total and the majority of jobs have different problems, respectively. Also, other types except balance-type can’t affect to satisfaction of the job or affect negatively. It shows the need for diverse efforts not only to shorten working times but also to create decent working time.

한국의 노동시간 계층화에 대한 연구

신영민(Shin, Young Min),황규성(Hwang, Gyu Seong) 한국사회정책학회 2016 한국사회정책 Vol.23 No.3

이 글은 노동시간의 소득계층별 차이와 분포 및 추이를 드러내고 정책적 함의를 도출한다. 노동시간을 주변적시간제, 시간제, 표준노동시간, 장시간으로 구분하고 소득분위별 상대분포를 비교한 결과, 소득 하위 20%는 주변적시간제 내지 시간제일자리에, 소득 2분위에서 4분위까지 60% 가량이 장시간 노동에, 상위 20%는 표준시간노동에 종사하였다. 한국의 노동시간은 단시간-저소득의 유형 Ⅰ, 장시간-중위소득의 유형 Ⅱ, 표준시간-고소득의 유형 Ⅲ으로 계층화된다. 노동시간 유형에 대한 패널 다항로짓 분석결과 월평균 임금을 기준으로 저임금-단시간, 중위임금-장시간, 고임금-표준시간의 유형이, 시간당 임금을 기준으로 저임금-초장시간, 중위임금-장시간, 고임금-표준시간 유형이 확인되었다. 시간당임금 및 월임금, 비정규직 비율, 직업군, 연령대를 중심으로 노동시간의 계층화가 심화되었다. 소득 하위 20%에 대해서는 최저임금 인상, 중위소득 60%를 포함한 다수의 노동자에 대해서는 노동시간 단축을 통한 고용창출이 유효한 전략이 될 수 있다. This paper aims to analysis working-time of Korea focusing on “the difference and the distribution” by a stratum. Classifying working-time into four categories including marginal part-time, part-time work, standard-time work and long-time working, it compares the relative distribution by income quintile. The outcome is as following : 20% of low-ranking income quintile are (marginal) part-time working, 60% from income quintile 2 to 4 are in long-time working and 20% of top-ranking income quintile are in the standard-time working in overall. Working-time classes can be divided up into three: short time-low income of type 1, long time-medium income of type 2 and standard time-high income of type 3. Analysing working time type, the low wage-short time, medium wage-long time and high wage-standard time by the wage per month and low wage-very long time, medium wage-long time and high wage-standard time by the wage per hours are confirmed. Also, stratification of working- time has been intensified in terms of age, jobs and work status. Policy implication from this study is that the increase of minimum wage to the lowest income class and creation of employment by the reduction of working-time to the medium income class could be effective policies.

고용형태의 법적 성격에 관한 소고

이태현 ( Tae Hyun Lee ) 이화여자대학교 법학연구소 2022 法學論集 Vol.26 No.4

계약기간 등 비정규직 고용형태의 요소 내지 고용불안정성은 임금, 근로시간 등 근로조건 이상으로 근로의 권리에 부정적인 영향을 가져오지만, 고용형태의 법적성격에 대한 학계의 논의는 부족하였다. 통상 임금, 소정근로시간, 휴일, 유급휴가, 취업의 장소와 종사하여야 할 업무에 관한 사항 등을 근로조건이라 하면서도 고용형태는 근로조건과 구별되는 개념으로 이해되어 왔다. 그러나 고용형태와 근로조건을 명확히 구분할 수 있는 개념을 제시하기는 어렵다. 필자의 사견으로는 현행법상 근로기준으로 여겨지는 징표, 가령 근로시간이나 업무내용 등이 정규직과 고용안정성 측면에서 대비되는 불안정성이 중대하여 근로자를 보호할 필요성이 있을 때 이를 비정규직 고용형태로 간주하는 것으로 사회적인 합의가 이루어진 것으로 보인다. 그러나 근로조건과 고용형태 모두 근로계약의 내용으로 사용자와 근로자 간 합의로 자유롭게 정해지며, 이 과정에서 사용자와 근로자가 대등한 지위에서 협상하기 어렵다는 점에서는 차이가 없다. 근로기준법 제6조는 사회적 신분을 이유로 한 근로조건에 대한 차별적 처우를 금지하고 있다. 고용형태를 사회적 신분으로 해석할 수 있다면 구체적 입법 없이도 차별금지가 가능할 것이지만, 성별, 신앙의 개념이 명확한 것과 달리 사회적 신분의 개념상 모호성으로 사회적 신분에 대해서 통일적인 의견이 존재하기는 어렵다. 고용형태도 당사자 간 합의로 구성되는 근로의 내용이라는 점, 성별, 신앙, 국적과 비교했을 때 인적 속성의 정도가 약하다는 점에 주목한다면 사회적 신분으로 보기 어렵겠지만, 그 계약상 지위에 대한 사회적 평가, 비정규직법의 시행, 사회권적 기본권의 실현을 위해 계약자유를 제한하려는 근로기준법의 취지에 주목한다면 사회적 신분으로 해석이 가능할 것이다. 그런데 근로계약은 인격적 속성, 인격과의 깊은 관련성을 갖고 있어 사용자와 근로자가 어떠한 방식으로 인격적인 사용종속관계를 형성할 것인지를 결정할 자유가 비교적 폭넓게 부여될 필요가 있다. 사용자와 근로자 사이 개별적ㆍ인적ㆍ동적 관계를 요체로 하는 근로계약의 인격적 속성은 균등대우를 위해 집단적인 차원에서 형성되는 사회적 신분과 배치되는 면이 있다. Elements of non-regular employment type such as contract period or employment instability negatively affect the right to work beyond working conditions such as wages and working hours, but there was a lack of discussion by academia on the legal nature of employment type. Usually, wages, prescribed working hours, holidays, paid leave, and matters related to the place of employment and work to be engaged are referred to as working conditions, but the type of employment has been understood as a concept that is distinct from working conditions. However, it is difficult to present a concept that can clearly distinguish between employment types and working conditions. In my opinion, it seems that social consensus has been reached to regard signs considered as working standards under the current law, such as working hours and work content, as a form of non-regular employment when there is a need to protect workers due to significant instability in terms of regular and employment stability. However, both working conditions and employment types are freely determined by agreement between employers and workers as the contents of the labor contract, and there is no difference in that it is difficult for users and workers to negotiate in an equal position in this process. Article 6 of the Labor Standards Act prohibits discriminatory treatment of working conditions on the grounds of social status. If the employment type can be interpreted as social status, discrimination will be prohibited without specific legislation, but unlike the clear concept of gender and faith, it is difficult to have a unified opinion on social status due to ambiguity in the concept of social status. It is difficult to see employment as a social status if you pay attention to the social status of the contract, the enforcement of the Non-regular Workers Act, and the purpose of the Labor Standards Act to limit contract freedom in order to realize basic social rights. However labor contracts have a deep relationship with personal attributes and personalities, it is necessary to be given a relatively wide range of freedom to determine how users and workers will form personal use dependencies. The personal attributes of labor contracts, which are based on individual, human, and dynamic relationships between employers and workers, are contrary to the social status formed at the collective level for equal treatment.

북한 일유형이 남한에서 탈북이주민 고용에 미치는 영향

김화순 통일연구원 2014 統一 政策 硏究 Vol.23 No.1

North Korean Migrants’ poor employment situation in the South Korean labormarket including their high unemployment rate and low wage level have raised manydebates over the causes of such problems. As the causes of the employment problems,previous studies have pointed out North Korean Migrants’ inadequacies and weakemployment intention, South Koreans’ prejudice and exclusiveness, etc., but theimportance of the cohort effect of North Korean Migrants’work experiences on theircurrent employment has been overlooked. Recognizing this problem and giving attention to North Korean residents’ workexperiences, the present researcher conducted the third and conclusive study, following theprevious studies “A Study on North Korean Residents’ Work Types” and “Determinantsof North Korean Residents’Work Type in the Period of Marketization.” The conclusiondrawn from this study is that there is a significant causal relation between ‘work type inNorth Korea’ before migration and ‘employment in South Korea’ after migration, and theprobability of employment or the basic livelihood benefit take‐up rate is significantlydifferent according to whether one had an formal work, informal work, or both formal andinformal work in North Korea. According to the results of binomial logit and multiple regression with datacollected from 413 North Korean migrants living in Seoul and sampled through quotasampling based on the year of entry, etc., both work type and education level in NorthKorea had a significant positive effect on North Korean migrants’ employment in SouthKorea. An interesting finding was that the probability of employment in South Korea washigher in work types with more market economic activities (informal work>both formaland informal work>formal work) in North Korea. Contrary to expectation, the probabilityof employment was lowest in those who had been engaged in an formal work in NorthKorea. What is more, work types with more market economic activities in North Koreashowed a lower probability of being a basic livelihood benefit recipient, and consequentlythose with an informal work were less dependent on the government than those with anformal/both formal and informal work. The most important finding from this study is that work experience in a NorthKorean market enhanced economic adaptability to the South Korean labor marketsignificantly. This suggests that North Korean migrants’experience in working at a marketin North Korea can be more useful as human resource than experience in an formal work. North Korean Migrants’ poor employment situation in the South Korean labormarket including their high unemployment rate and low wage level have raised manydebates over the causes of such problems. As the causes of the employment problems,previous studies have pointed out North Korean Migrants’ inadequacies and weakemployment intention, South Koreans’ prejudice and exclusiveness, etc., but theimportance of the cohort effect of North Korean Migrants’work experiences on theircurrent employment has been overlooked. Recognizing this problem and giving attention to North Korean residents’ workexperiences, the present researcher conducted the third and conclusive study, following theprevious studies “A Study on North Korean Residents’ Work Types” and “Determinantsof North Korean Residents’Work Type in the Period of Marketization.” The conclusiondrawn from this study is that there is a significant causal relation between ‘work type inNorth Korea’ before migration and ‘employment in South Korea’ after migration, and theprobability of employment or the basic livelihood benefit take‐up rate is significantlydifferent according to whether one had an formal work, informal work, or both formal andinformal work in North Korea. According to the results of binomial logit and multiple regression with datacollected from 413 North Korean migrants living in Seoul and sampled through quotasampling b... 그간 남한 노동시장에서 탈북이주민의 고실업,저임금 등 고용부진 상황은 그 원인을 둘러싸고 많은 논의를 촉발하였다. 선행연구들은 고용문제의 원인으로 탈북이주민 자신의 취약성, 취업의지나 남한사람들의 편견이나 배제 등을 지목해왔지만, 북한에서 탈북이주민의 일 경험이 현재 남한에서 고용에미치는 중요성은 간과되었다. 이 연구는 이러한 문제의식 하에 북한 주민의 일경험에 주목해온 필자의 “북한주민의 일자리 유형연구”와 “시장화시기 북한 주민의 일유형 결정요인”연구를 잇는 세 번째 연구이자 마무리 연구이다. 결론적으로 이주 이전 ‘북한에서 일유형(work type)’과 이주이후 ‘남한에서 고용(employment)’ 간에는 유의한인과관계가 존재하며, 북한에서 공식일/비공식일/이중일을 했는지에 따라 취업확률이나 기초생계수급률이 유의하게 달라진다는 점을 밝히고 있다. 입국연도 등에 의해 할당표집한 서울시 거주 탈북이주민 413명의 조사자료를 이항로짓, 다중회귀분석한 결과, 북한 일유형과 학력 변수 모두가 남한에서 탈북이주민의 취업에 유의한 양(+)의 영향을 미치고 있었다. 흥미로운 점은 북한 시장경제활동이많은 일유형일수록(비공식>이중>공식일유형) 남한에서 취업확률이 높았다. 일반적인 예상과는 달리북한에서 공식일 경력을 가졌던 사람들의 취업확률이 가장 낮았다. 또한 북한에서 시장경제활동 경험이 많은 일유형일수록 기초생계수급자일 확률이 낮아 비공식일 종사자들의 국가의존도가 공식일/이중일 종사자보다 낮은 것으로 나타났다. 이 연구의 가장 중요한 발견은 북한 시장에서 일했던 일 경험이 남한 노동시장에서 경제적 적응력을유의하게 높인다는 연구결과이다. 이 같은 결과는 북한 장마당 등 시장에서 일했던 탈북이주민의 일 경험이 인적자원으로서 공식 직업경험보다 더 유용하게활용될 가능성을 시사한다. 그간 정부는 북한 비공식일 종사자들을 무직자로 분류해왔는데, 이같은 탈북이주민 직업분류방식을 재검토해야 할 것이다. 향후북한 시장화가 진전된다면 북한 주민 인적자원의 개발 혹은 시장적응력이 향상될 것으로 전망된다.

한 종합병원 간호사들의 노동시간 유형에 대한 평가

윤서현(Seohyun Yoon),박주현(Ju-Hyun Park),기도형(Dohyung Kee),고태경(Tai Kyung Koh),강충원(Chung-Won Kang),고동희(Dong-Hee Koh),김현주(Hyunjoo Kim) 대한인간공학회 2018 大韓人間工學會誌 Vol.37 No.6

Objective: The aim of this study is to investigate the working time patterns including length, shift type, shift intensity, and special aspects of working hours for hospital nurses. Background: Working time patterns, such as long working hours and shift work with night shift, are important public health issue. However, most of the previous studies were based on the self-report data, and only a few studies have attempted to comprehensively estimate the working time pattern by considering various aspects of work. Method: The work schedule of a total of 1,254 nurses who worked at a general hospital in 2017, were analyzed using the electronic data recorded in the computerized system. We examined 15 potentially health-relevant working time factors for nurses, categorized under four main domain heading of: (1) Time of the day, (2) length of working hours, (3) shift intensity, and (4) special aspects of working hours. Results: Among a total of 1,254 nurses, most nurses (82.4%) were work with 3-shift type. 2-shfit nurses had 32.3±24.3% of the experience of more than 40 hours a week, followed by 3-shift nurses (22.5±18.7), and daytime nurses (14.7±11.6). But the experience of three consecutive night shift spells were higher among 3-shift (4.1±6.2 times) than 2-shift nurses (0.3±0.5), and the experience of working on weekend or legal holiday was higher in 3-shift nurses (42.9±23.2%) than 2-shift (36.6±17.9) and daytime (12.7±11.3) nurses, while the number of having more than three consecutive free days was lowest in 3-shift nurses (8.9±6.0 times) compared with 2-shift (21.3±12.6) and daytime nurses (10.3±5.9). Conclusion: 3-shift nurses had less long working hours, but high shift intensity and disadvantageous social working conditions than 2-shfit nurses, and 2-shift nurses worked with night shift and had long working hours, high shift intensity, but advantageous in social aspects than daytime nurses. Application: The results of this study might help to improve understanding of working time pattern in hospital nurses, and lay an important foundation for further research on health of nurses in Korea.

영아기 자녀를 둔 취업모의 대리양육 유형과 가족친화적 조직문화가 타인양육 죄책감에 미치는 영향

정유진 ( You Jin Jeong ),전귀연 ( Gwee Yeon Jeon ) 한국가족복지학회 2015 한국가족복지학 Vol.20 No.4

The purpose of this study was to examine the effects of types of childcare and work-family culture on guilty to the parenting by others of working mothers with infants. In order to achieve this purpose, a survey was taken of 152 working mothers of children younger than three years old from Daegu and Kyungpook. Data were gathered using work-family culture and parenting stress sub-scale questionnaires. The data were analyzed by descriptive statistics, Cronbach’s α, analysis of variance, multiple regression, and hierarchical regression analysis. The major findings were as follows: First, there was a significant difference in working mothers’ guilty to the parenting by others according to types of childcare. Second, work-family culture had an effect on working mothers’ guilty to the parenting by others. Finally, the hierarchical regression analysis showed that work-family culture had a greater influence on working mothers’ guilty to the parenting by others than types of childcare. The conclusions and implications of these findings are discussed.

서비스 유형 및 지역특성을 고려한 사회서비스 제공인력 근로환경 분석

김은정 ( Eunjeong Kim ),김유리 ( Yuri Kim ) 한국정책학회 2017 韓國政策學會報 Vol.26 No.2

본 연구는 사회보장법 개정 이후 포괄적으로 넓어지고 있는 사회서비스 분야 종사 인력의 근로환경을 체계적으로 분석하고자 하였다. 다양한 사회서비스 유형별로 근로환경에 어떤 차이가 있는지, 이러한 서비스 유형별 차이가 지역특성별로는 어떻게 나타나고 있는지를 파악함으로써 향후 사회서비스 제공 인력정책 설계에 함의를 제공하고자 하였다. 전국의 사회서비스 제공기관을 모집단으로 한 `2015년도 사회서비스 수요·공급 실태조사` 자료를 활용하였다. 연구결과 사회서비스 제공인력이 처한 근로환경의 특성은 서비스 유형별로 차이를 보였다. 돌봄서비스와 그 외 서비스 간, 돌봄서비스 중 성인돌봄과 아동돌봄 영역 간 근로환경의 차이가 두드러졌다. 다음으로, 지역특성별 근로환경의 차이는 서비스 유형별로 달리 나타났다. 지역 간 근로환경의 차이가 명확히 드러나는 서비스 유형이 있는 반면, 지역간 격차가 크지 않은 유형도 있었다. 근로환경의 지역격차는 돌봄영역에서 컸다. 아동돌봄 서비스 제공인력의 근로환경은 농어촌에서 더 열악한 반면, 성인돌봄 서비스 제공인력의 근로환경은 대도시가 더 열악하였다. 지역특성별 근로환경의 심각한 차이는 향후 제공인력 수급의 지역 간 불균형 문제를 더욱 심화시킬 수 있다. 이 같은 지역차이를 고려한 지역단위 사회서비스 공급체계 구축 노력이 이루어져야 한다. This study tries to systematically analyze the working conditions of the social service workforce. The revision of the Fundamental Act of Social Security in 2012 significantly broadened both the concept and the range of social services, which in turn enlarged the social service workforce in terms of their numbers and their working fields. It becomes more important than ever before to establish effective social service workforce policy in order to raise both the quality of social services and supply of social service workforce. Therefore the study aims to find out the critical differences in working conditions of social service workforce in terms of service types and regional scale, to draw the implications for future social service workforce policy. The data from the`2015 The Survey on Social Service Demand and Supply` conducted by [Korea Institute for Health and Social Affairs] were utilized for this study. The major finding of this study is that the working conditions of social service workforce are significantly different in terms of social service type and regional scale. Working conditions between care service workers and other service workers were prominently different. The differences in working conditions are also big between adult care service workers and child care service workers. The other remarkable study finding is that there are significant differences in the working conditions of social service workforce in terms of regional scale. However, the level of those differences are different among social service types. The working conditions of care service workforce are very much different in terms of regional scale. Child care service worker`s working conditions are very poor in rural area while those of adult care service workers are very harsh in big cities.

발달장애인이 인식하는 괜찮은 일자리 유형에 관한 연구

박광옥(Park Kwangok),김선형(Kim Sunhyung) 한국장애인고용공단 고용개발원 2019 장애와 고용 Vol.29 No.1

This study applied Q-methodology to analyze the types of perception of decent works by persons with developmental disability and investigated the characteristics of each type. First of all, 23 Qsamples were selected from 125 Qcollection groups collected through document studies and in-depth interview, and with 30 persons with developmental disability as target, Q classification was carried out. As a result of the investigation, types of perception of decent works by persons with developmental disability were found to be total of 4 types. Type 1 is ‘rights base guaranteed type’, and the works where workers are safe and convenient and basic rights are guaranteed and the works providing integrated work environment that can expect individual growth were recognized as decent works. Type 2 is ‘individual satisfaction pursuing type’, and the works with convenient travel to/from the work, working with joy and the works that you can learn new things and pursue your convenience and satisfaction were recognized as decent works. Type 3 is ‘performance-oriented type’, and the works followed by adequate compensation for the outcome and the works that can have positive influence on others or the country were recognized as decent works. Type 4 is ‘interrelationship accompanied type’, and the works that are helpful for others and the relationship with close people are respected, rather than work environment or compensation, were recognized as decent works. Lastly, based on such characteristics of each type, implication required for creating decent works for persons with developmental disability was presented. This study result presents the data on decent works directly by persons with developmental disability, so it can be used as basic data for detail discussion on the quality of employment and to establish effective support plan. 본 연구는 Q방법론을 활용하여 발달장애인들의 괜찮은 일자리에 대한 인식유형과 유형별 특성을 분석하였다. 우선 문헌조사와 심층면접을 통해 125개의 Q모집단을 수집하고, 23개의 Q표본을 선정하여 발달장애인 30명을 대상으로 Q분류를 진행하였다. 조사결과, 발달장애인의 괜찮은 일자리에 대한 인식유형은 총 4가지로 나타났다. 유형 1은 ‘권리 기반 보장형’으로 개인의 성장을 기대할 수 있는 통합적 근로 환경에서 근로자의 안전과 기본적 권리가 보장되는 일을 괜찮은 일자리로 인식하였다. 유형 2는 ‘개인 만족 추구형’으로 출퇴근 등이 편리하며, 즐겁게 일할 수 있고, 새로운 것을 배울 수 있는 자신의 편의와 만족을 추구할 수 있는 일을 괜찮은 일자리로 인식하였다. 유형 3은 ‘성과 중심 지향형’으로 일의 성과에 적절한 보상이 따르고, 타인 또는 국가의 이익에 기여할 수 있는 일을 괜찮은 일자리라고 인식하였다. 유형 4는 ‘상호 관계 수반형’으로 근로 환경과 보상보다는 근로자 개인과 타인이 서로 도움이 되는 관계를 형성할 수 있는 일을 괜찮은 일자리로 인식하였다. 마지막으로 이러한 유형별 특성을 기반으로 발달장애인의 괜찮은 일자리 창출에 필요한 함의를 제시하였다. 본 연구결과는 발달장애인 당사자가 인식하는 괜찮은 일자리에 대한 자료를 제시하고 있어, 고용의 질에 대한 실효성 있는 논의와 지원방안을 수립하는 데 필요한 기초자료가 될 것이다.