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김철희,채현병,이창우,김정한,이세헌,Kim, Cheol-Hee,Chae, Hyun-Byung,Lee, Chang-Woo,Kim, Jeong-Han,Rhee, Se-Hun 대한용접접합학회 2006 대한용접·접합학회지 Vol.24 No.1
Laser-rotating arc hybrid welding was introduced by combining $CO_2$ laser and rotating gas metal arc welding. While the arc rotation enhances the weld pool motion, it reduces the undercut formation which is one of most critical weld defects in the conventional laser-arc hybrid welding. This research investigated the bead characteristics according to the welding parameters such as frequency of rotation, welding voltage, shielding gas composition and interspacing distance between laser and we. The welding parameters were selected to reduce spatter generation and ensure sound weld beads fur bead welding and butt welding with various joint gaps. Gap bridging ability was improved, such that the sound weld beads were achieved for butt joint with up to 2mm joint sap, with no adjustment of CTWD(Contact tip-to-workpiece distance) and electrode diameter.
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김철희,임현승 한국통합사례관리학회 2015 한국케어매니지먼트연구 Vol.15 No.-
The purpose of this research study was to explore social support as a moderator in the relationship between depression and suicidal thought in a sample of the public officers in charge of social welfare. This study also examined the impact of depression on suicidal thought among the public officers in charge of social welfare. The samples were 287 public officers in charge of social welfare in Gyeonggi-do. The findings indicate that increased depression is associated with a high level of suicidal thought. The research results show that social support was an important resource for reducing suicidal thought of the public officers in charge of social welfare. As the perception about social support by public officers increased, their level of suicidal thought was decreased. Also, there was an evidence in favor of the moderating role that social support may serve as a protective factor against suicidal thought. Based on the results, counselors such as case manager as well as social workers should consider the importance of understanding and using social support system for suicidal thought of the public officers in charge of social welfare. Finally, these findings are discussed in terms of social work practices and social policies.
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「고평법」과「 비정규직법」 상의 임금차별 판단구조 비교 - 법원 및 노동위원회 판정사례를 통해 본 두 법의 판단구조 비교 -
김철희 노동법이론실무학회 2011 노동법포럼 Vol.- No.7
Five years have passed since the discrimination correction system of non-regular workers on Act of The Protection of Non-regular Workers(below APNW) was adapted until today. However, a lot of non-regular worker who have been discriminated don’t use the discrimination correction system of non-regular workers. Meanwhile, twenty-four years have passed since Act on Equal Employment and Support for Work-Family Reconciliation(below AEE) in order to prohibit wage discrimination was legislated. there are just two cases that Supreme Court decision. There are, maybe a lot of other causes on this phenomenon, but most of all the salient cause of this current is that workers that have to defense violation to his/her rights to equality are disappointed for long time. Firstly this study try to review several adjudication on discrimination correction of non-regular workers by Discrimination Commission in NLRC, some court judgements of equal employment which appeal to a growing in recent times, and noticeable analogous cases in Japan. Then, this study examine comparatively the judgement structure of wage discrimination on protection of non-regular and that of equal employment between man and woman as main issue. Finally, this study try to consider the discrimition occurred by various reasons tightly associated together, for example,the situation is causative of employment type and gender of worker. namely, “complex Discrimination of employment type and discrimination on gender both have the schemes to analysis whether discrimination exists. AEE has the principal to judge sex discrimination exists “The equal wage for the work of equal value” and the criteria of APNW to investigate discrimination on employment type is the principal of “the same or similar work”. According to AEE, for determining the value of work both the comparisons, ‘Job Analysis’ of both should be done. and quality of labor value should be ensured in this process. however, this process have the limits which a valuer's subjective assessment is bound to. Meanwhile, because companies in Korea generally have ‘Job descriptions“ that describe the work be performed by workers of the aspects of quality only, principal of “the same or similar work” that should consider the quantitative aspects and qualitative aspects of work at the same time required by APNW does not comply with. Therefore, according to the criteria based on APNW, the new job analysis should be carried out in every law suit. APNW has enacted “wages and other working conditions, etc., without a rational reason for adverse treatment,” as bannable “discriminatory treatment”. Therefore, the area that be judged whether unfavorable treatment exist is “wages” and “other working conditions, etc.,”. Being raised in a recent issue is about the range of “other working conditions etc”'. Many scholars, judges and practitioners have claimed that the range of “other working conditions, etc.,” should be interpreted broadly'. Nevertheless, the NLRC has a very limited interpretation that the range of that similar to the range of most wage. Differentiated concept of rationality in the end that discrimination within a reasonable range and relatively accepted, it will not be allowed to go beyond the concept of discrimination is the same concept of 'compensation' when the sway of the setting, the appropriate amount of compensation for a range of fact that define criteria are Certain level of determination in some recent statements (for example, 80-85%) of the compensation is reasonable enough to have ruled. However, the statement of an absolute prohibition of discrimination, and this ruling in the case of Korea, is inappropriate. Non-regular workers, while today's increasing a lot of women are employed as irregular, displaying the variety of symptoms depending on the cause that discrimination occurred "compound discrimination" is the realization of the problem. Discrimination in the app...
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Occupational Stress and Burnout among Daycare Center Teachers:Social Support As a Moderator
김철희,임현승,정한채 한국사회복지교육협의회 2015 한국사회복지교육 Vol.32 No.-
The purpose of this research study was to explore social support as a moderator in the relationship between occupational stress and burnout among daycare center teachers. The samples were 215 teachers of daycare center in Gyeonggi-do. The findings indicate that increased occupational stress is associated with a high level of burnout. The research results show that there is a significant relationship between social support and burnout. Social support was an important resource for reducing occupational stress and burnout. As the perception about social support by teachers of daycare center increased, their level of burnout was decreased. Also, there was an evidence in favor of the moderating role that social support may serve as a protective factor against burnout. The implications of clinical practices will be discussed.
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김철희,황남희,김민경 한국정책분석평가학회 2012 政策分析評價學會報 Vol.22 No.3
본 연구는 청년패널조사를 이용하여 데이터 매칭기법을 통해 청년층 비정규직의 임금페널티를 추정하였다. 그 결과 3.8%의 비정규직 임금페널티가 존재하는 것으로 파악되었다. 학력수준별로 구분하여 분석하면 고졸은 비정규직 임금페널티가 존재하지 않고, 전문대졸 및 4년제졸은 각각 8.4%와 6.5% 존재하는 것으로 나타났다.본 연구의 시사점은 청년층의 비정규직 임금페널티를 해소하기 위해 정부차원의 적극적인 노력이 필요하며, 정부는 노동정책 수립시 목표 집단을 보다 세분화하여 맞춤형으로 이루어지도록 해야 한다는 것이다. 또한 비정규직에 대한 노동정책은 임금차별 시정에 우선순위를 두는 것이 더 바람직할 수 있다는 것이다.
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