결혼이주여성의 취업의지에 관한 영향요인 분석

류진아(Jin A Ryu) 한국농촌지도학회 2016 농촌지도와 개발 Vol.23 No.1

The purpose of this study is to examine the female marriage immigrants’ social unification through their employment.The subjects of this study were 116 female marriage immigrants who lived in Kyungi-do. This study analyzed employmentdesire, barrier and volition differences of female marriage immigrants between their socio-demographic factors and effectsof their employment desire and barrier to employment volition. Results of this study; First, desire of maintenance oflivehood and self esteem to employment incresed with age. Second, there were differences in desire of maintenance oflivehood and self esteem to employment between their countries of origins. Third, employment volition and self esteem to employment increased with level of education. Fourth, there were differences in employment volition and self esteemto employment between the length of residence in Korea. Fifth, employment desire and self esteem to employment in-creased with ability to Korean, but internal barrier of employment decreased by ability to Korean. Sixth, desire of identityfrom employment and self esteem to employment increased with the number of children. Seventh, employment desire influenced employment volition, self efficacy and self esteem to employment.

대학생의 취업준비 동기유발을 위한 학과단위 전공 취업교과목 효과분석

안기돈,황명구 한국취업진로학회 2018 취업진로연구 Vol.8 No.2

The annual average unemployment rate of 15 to 29 year-old youth has been the highest since 1999 in Korea. However, the college students have not actively prepared for employment. The main reason for this low level of job preparation is that students are not very active to find the employment aid programs. If the employment aid programs have nothing to do with grading, the Korean college students are unlikely to participate in those programs because they are very interested in and sensitive at grades. Therefore, Economics Department at Chungnam National University have provided employment classes for supporting job preparation to the senior students based on the key principle of university ecosystem to support the student employment. Therefore, this study analyzes the effect of employment class for supporting the student employment provided by Economics Department at Chungnam National University. This study surveys 87 students who enrolled employment class for 3 years(2015∼2017). The results of this study show that department employment classes for supporting the student employment have a great effect on the integrity and desire of students to prepare employment. Employment Class has 4 programs of supporting the student employment. Each program successfully obtains the goal of supporting students to prepare their jobs. The most effective programs of motivating students to prepare their jobs are the programs of requiring students to take part in self-directed programs. The overall effect of department employment class on motivating the students to prepare employment is huge. However, the active cooperation of all department faculty is necessary for the large effect of department employment class. 역대 최고치를 기록하고 있는 높은 청년실업률과 낮은 대학 졸업생의 취업률에도 불구하고 지방 국립대학교 학생들의 취업준비 수준은 매주 낮다. 본 연구 결과에 의하면 대부분의 학생들이 3학년 이후부터 취업준비를 시작하고 있으며, 취업지원프로그램 참여율도 낮았다. 이처럼 대학생들이 취업준비에 소홀한 이유는 취업준비를 위한 동기유발 효과가 부족하기 때문이다. 본 연구는 취업지원 생태계 모형에서 강조하는 졸업생과 기업 등을 활용하여 생태계적으로 취업지원프로그램을 운영하는 학과단위 취업교과목 효과를 분석하여 학과단위 취업지원프로그램을 위한 시사점을 도출하는 것이 목적이다. 이를 위해 본 연구는 충남대학교 경제학과 취업교과목의 3년간(2015∼2017) 수강생을 대상으로 설문조사 분석을 실시하였다. 현재 우리나라 대학생은 학점에 매우 민감하기 때문에 취업지원프로그램을 취업교과목의 강좌내용에 포함하는 학과단위 취업교과목은 학생들의 참여율을 높이고 성실하게 참여하도록 함으로써 취업준비에 대한 의지를 개선시키는 효과가 큰 것으로 분석되었다. 분석 결과 취업교과목의 4개 세부 취업지원프로그램은 각각의 목적을 충분히 달성하고 있는 것으로 분석되었다. 자기주도적인 참여를 요구하는 기업분석대회와 면접대회는 취업준비를 위한 동기유발 효과가 가장 컸다. 졸업생 취업특강은 동일 학과 졸업생의 특강이란 특성 때문에 학생들에게 자신감과 취업성공에 대한 강한 의지를 불러일으키는 것으로 분석되었다. 기업분석대회와 면접대회의 경우 취업시장의 현실 및 자신의 취업준비 수준을 깨닫는 계기가 되어 취업준비를 더욱 열심히 하려는 동기까지 유발하는 효과가 있었다. 본 연구 결과는 학과단위 취업교과목을 통해 취업지원프로그램을 운영하는 것이 대학생의 취업준비 동기유발을 위해 매우 효과적임을 시사해주고 있다. 하지만, 이와 같은 효과를 발생시키려면 학과 전체 교수의 적극적인 협력이 필수조건이다.

미국 연방노동법의 공동고용 원리에 관한 연구

김미영(Kim Miyoung) 한국노동법학회 2010 노동법학 Vol.0 No.33

Employment Contract means traditionally that an employer should hire and employ a employee. The employee should directly provide his service for the employer within the contract relations. The employment relations could be only established between the contracting parties conceptually, but such a concept of the relations could not cover, so called, an indirect employment involving the third who is not the employment contracting parties. Today, the indirect employment, a temporary agency work, contract work and employment leasing, have been spread out in many workplace. There is some controversy about whether the employment relations may be bipartite relations or tripartite relations on the traditional concept of a employment contract. Nevertheless, there are general consents to the rules of employment and labor laws regulating the relations and determining the employer's liability. The Doctrines of Joint Employment is the rules for the indirect employment relations in U.S labor laws. Under the doctrines the supplier employer and user employer should have, individually or jointly, the employer's liability provided by the labor laws. The doctrines have been developed over a long period of time with some case laws, and then it is provided on the federal labor laws.

비정규직 여비서의 고용실태 및 개선방향

이혜숙(Lee Hae-Sook) 한국비서학회 2005 비서·사무경영연구 Vol.14 No.2

IMF관리체제에 돌입하면서 국가위기 관리차원에서 노동의 유연성 확보를 위해 정리해고제 실시, 1998년 근로자파견법 등으로 고용구조가 정규직과 비정규직으로 양분화 되었다. 2004년에는 임금근로자의 55.9%가 비정규직으로 전체 노동자의 절반 이상이 되었다. 비서직의 경우도 26개 파견업종으로 규정됨에 따라 여비서의 취업행태가 대기업의 경우에는 정규직과 파견직이라는 이원화된 고용구조를 나타내고 있다. 전문대졸 비서는 파견직으로 고용되고 그 인원이 정규직 비서의 5배가 넘는 사업체도 있으며, 그 수는 급증하고 있다. 중소기업의 정규직도 계약직 또는 파견직으로 전환되고 있는 추세이다. 비서직은 업무성격상 파견직으로는 부적합하므로 비서 관련학과, 비서학회, 비서협회 차원에서의 대책이 요망된다. 임금수준은 대기업 파견비서직과 중소기업 정규비서직이 비슷한 것으로 나타나며, 사회보험, 노동 조건 등에서는 계약비서직보다 파견직 비서직이 취약하다. 파견기간이 만기된 경우에는 정규직으로 전환하거나, 장기 계약직으로 고용하는 것이 기업의 생산성을 높이는데 기여할 것이다. 무엇보다도 비정규직 근로자의 문제는 법 제도적인 측면에서의 개정 없이는 해결될 수 없는 문제이다. 정책당국은 법 개정이 노동자 보호 중심차원에서 이루어지도록 해야 할 것이다. When the system of IMF's administration started. the structure of employment has been divided into two areas, permanent employment and temporary employment by the discharge for management reasons and the enforcement of the Worker Dispatching Act, to overcome economic crises in Korea and to maintain the flexibility of labor supply. In 2004. the ratio of temporary employees in the whole employees was 55.9%. The secretary employment has also been divided permanent and temporary employment in the large enterprises because it is treated as one of 26 dispatching employments. Secretaries graduating from colleges have been hired as a dispatching employee. There are some large enterprises in which the number of temporary employees is more than five times more than that of permanent employees. The number of such large enterprises is increasing in addition, small and medium-sized enterprises intend to change permanent employees into temporary employees or dispatching employees. too. First. secretary employment can not be categorized as a dispatching employment because of its characteristics. It just results from the ignorance of lawmakers and the self-interested mind of enterprises. Therefore the Korea Association of Secretarial Studies is required to take steps for solving the problem as soon as possible. Second, to lengthen the contract period in the fixed-term secretary employment helps heighten the productivity of enterprises. Third, the administrative department should strive to make secretary employment as permanent employment by establishing the section of secretary. The issue of temporary employment causes the problems of labors' lives as well as that of employment. So the consensus that the Act should be revised was formed and the revision of the Temporary Employment Act was proposed may in 2005. The labor field insisted on the abrogation of the Act because it included illegal dispatching, middle extraction and the non -validity of dispatching period limit and objected to the extension of three years' contract period. On the contrary, the enterprise field insisted on adopting the negative way of dispatching employment and supported the extension of three years' contract period. Owing to the conflict between the labor and the enterprise field, the proposal of revising the Act became effectless. The flexibility of labor in Korea is higher than any other member country in the OECD. Therefore. the government should make efforts to revise the temporary employment Act in respect of protecting labors.

부모의 배경이 취업성공패키지 사업 참여자들의 취업 성과에 미치는 영향에 관한 연구

김호원,조영은,이혁무,이종구 한국취업진로학회 2024 취업진로연구 Vol.14 No.2

The purpose of this study was to empirically analyze background factors such as parental asset size, monthly income, and educational level, which affect the employment outcomes of young adults, while examining the eligibility criteria for participation in the Employment Success Package program, which has evolved from employment support programs for vulnerable populations to the current National Employment Support System, without applying income criteria. To accomplish this, data from the "2020 College Graduates Occupational Mobility Survey" conducted by the Korea Employment Information Service was utilized. The analysis revealed that parental asset size, excluding parental monthly income and educational level, significantly influenced all factors such as employment status, regular employment status, wage level, and company size, showing a positive (+) effect. These research findings suggest the need to consider restricting participation for individuals with parents earning above a certain threshold in the Employment Success Package program targeting young participants with low parental income, as income criteria are not applied for eligibility. In other words, the starting point of the Employment Success Package program originated from providing support for the vulnerable population in employment. Therefore, there is an important implication that the current system of providing employment support through public funds should be avoided for young individuals with parental backgrounds that enable employment support based on factors such as parental asset size.

약관과의 비교를 통한 취업규칙 규제의 문제점

정명현 민사법의 이론과 실무학회 2010 民事法理論과 實務 Vol.13 No.2

Employers are willing to pre-formulate the terms of employment to enter into contracts with employees. Employers enact in the field of labor contracts the rules of employment for the purpose of concluding agreements with multiple employees, whereby the contractual partners of the employer, i.e. the employee are in a similar position as consumers confronting standardized contract terms of entrepreneur enjoying privileged market position. Employers, who will act as less-controlled entrepreneurs, are mighty enough to dictate the individual terms of contracts. Entrepreneurs have power to determine every and each condition of such contracts unilaterally in an overwhelming position, which would lead to the inevitability of making one of the two extreme choices, so to say take it, or leave it situation. When it comes to labor problems, the cause of these typical situation lies in imbalance of possibility to have influence on the contract terms, which originates from the deficiency of a third choice on the side of the contractual partner, or rather, employee. The Regulation of Standardized Contracts Act is enacted to establish sound order in business transactions and thus to protect consumers from confronting standardized contracts containing standardized contracts with unfair terms and conditions in them. Like the standardized contracts, the terms of employment containing unfair terms and conditions which correspond to the abuse concept of their prevailing negotiation position needs legal regulation. Therefore, the terms of employment is regulated by the Labor Standard Act. This study shows the difference between the regulations on the dimensions of contract- and/or consumer law and labor law, respectively. In case of standardized contracts, an entrepreneur shall clearly state to his customers the terms and conditions of standardized contract and deliver a copy of it and help the customer understand it. If an entrepreneur violates this article, he may not have the standardized contract terms integrated in the relevant contract. However, in case of the terms of employment, there is no any statutory provision ruling the legal effect when an employer has not satisfied all the requirements. This problematic reality is accessible to disputes in each specific cases. Where any part of the standardized contracts is null and void under article 6 through 14 that govern the legal effect of unfair clauses in standardized contracts, the relevant contract shall not be null and void as a whole pursuant to the Regulation of Standardized Contracts Act. But where any part of the terms of employment is unfair or unfavorable to the consumers, the relevant provision is recommended to be corrected properly by way of administrative guidance which has no legal binding force. A person who has legal interests and a third party who is consumer-related organization etc may request for examination whether the standardized contract violate the Act. But there is no such statutory provision in case of unfairness of the terms of employment. There is an obvious difference in the penalty imposed to a person who fails to comply to an order of the Fair Trade Commission or the Ministry of Employment and Labor between standardized contracts and the terms of employment. The Regulation of Standardized Contracts Act provides the detailed rules about the standard contract terms used in relevant transactions. The Ministry of Employment and Labor promulgates with authority the standard terms of employment and distributes it to the employers, but legal basis is lacking and could hardly be more than a detailed guidance served as a sample. Wide usage of such standard terms of employment requires the process.

일본형 고용시스템과 고령자 고용

김옥암 한일경상학회 2009 한일경상논집 Vol.42 No.-

The main purpose of this paper is to analyze a change of employment practice and the structure of labor market in Japan and to draw suggestions on employment of the elderly, focusing on a relationship between Japanese employment system and employment of the elderly. The Japanese employment system was historically reviewed with an analysis of collapse of the systems of long-term employment and seniority-based wage resulted from changes of labor market structure and macro economic environment after the 1990s. Major findings indicate that Japanese companies under the strategy of employment adjustment are recently moving towards a system of ability-based wage with an expansion of nonstandard employment of the young maintaining long-term employment of the elderly in standard employment. Examining the employment of the elderly based on the Lazear model, the author emphasizes an environment overhaul to enhance the productivity of the aged and a need of scheme to increase the number of employees by reducing working hours per worker.

의무고용제도 재설계 방안

김종진,장창엽,유완식,김언아,이정주,류정진,강필수,최종철,남용현,김윤삼 한국장애인고용촉진공단 고용개발원 2008 연구개발 Vol.- No.2

현행 우리나라 의무고용제도는 장애인구의 급격한 증가, 장애인차별금지 및 권리구제 등에 관한 법률의 도입 등 외부환경변화에 신축적으로 대처하지 못하고, 경증장애인 중심으로 의무고용제도가 운영됨으로써 중증장애인의 고용배제가 우려되고 있다. 본 보고서는 이러한 문제점을 해결하기 위해 의무고용제도의 일자리 확대와 고용증가를 통해 중증장애인의 고용기회를 확대할 수 있는 정책방안을 제시하기 위한 것이다. 본 보고서는 (1)의무고용 사업체의 의무고용 산정인원에서 자립장애인 제외 (2)현행 2% 의무고용률을 3%로 상향 조정 (3)사업체가 고용하는 중증장애인에 대한 더블카운트(2배) 가산제도 도입 (4)의무고용률 미달 사업주에 대한 부담금 차등징수의 4가지 정책방안, 제도 합리화 차원에서 장려금 지급방식의 개선과 사업주의 장애인에 대한 인식개선 방안을 제시하였다. 정책방안에 대한 영향분석 결과 의무고용 적용대상자에서 비장애인과 고용상 차별되지 않는 자립장애인(6등급)을 의무고용 산정인원에서 제외하는 경우 의무고용 사업체의 고용인원은 23,296명이 감소해 고용률은 1.35%에서 0.88%로 감소하였고, 의무고용 사업체의 장애인 일자리 수는 미고용인원의 증가로 15,152개가 증가하였다. 그리고 기금은 부담금이 631억원 증가하고, 장려금이 352억원 감소해 983억원의 수지개선 효과가 발생하는 것으로 나타났다. 의무고용 사업주의 의무고용률 3% 인상 방안은 의무고용률 상향 조정에 따른 미고용인원의 증가로 장애인의 일자리 수는 43,101개가 증가하고, 기금은 부담금이 1,709억원 증가하는 반면, 장려금은 293억원이 감소해 2,002억원의 수지개선 효과가 발생하는 것으로 나타났다. 의무고용 사업주가 고용하는 중증장애인을 2인으로 더블카운트 하는 중증장애인 가산제도의 도입은 의무고용 사업체의 장애인근로자가 67,261명에서 79,685명(1,2등급만 포함시 75,685명)으로 증가하여 고용률은 1.35%에서 1.60%(1.2등급만 포함시 1.52%)로 증가하고, 의무고용률 미달 사업체의 미고용 인원이 감소하여 2,745개의 일자리가 감소하였다. 그리고 기금은 부담금이 118억원 감소하는 반면, 장려금은 418억원이 증가해 536억원의 수지악화가 발생하는 것으로 나타났다. 의무고용률 미달 사업체의 고용유인을 위해 고용률 1.0%미만, 1.0-1.5%, 1.6-2.0% 미만에 대해 각각 20%, 10%, 5%의 할증률을 순차적으로 가중하여 부과하는 부담금 차등징수 방안(3차년까지의 효과임)은 1.0% 미만 사업주는 86만원, 1.0-1.5% 사업주는 64만원, 1.6-2.0% 미만 사업주는 58만원의 부담기초액을 부과할 때 고용률은 1.35%에서 1.53%로 증가(1.6-2.0% 미만 사업주는 의무고용률 2%를 달성)하고, 미고용인원의 감소로 장애인의 일자리는 8,836개가 감소하는 것으로 나타났다. 그리고 기금은 부담금이 58억원 감소하여 수지는 악화되었다. 이상의 네 가지 방안은 모두 장애인의 고용증대를 가져온다는 측면에서는 유효하지만, 장애인의 일자리 확대를 통한 중증장애인의 고용을 증대한다는 정책목표를 달성하는 데에는 한계점을 안고 있기 때문에 어느 한 정책만을 선택하기보다는 정책효과를 극대화하기 위해 정책결합(policy mix)을 이용하는 것이 바람직함을 제시해주었다. 즉, 의무고용 적용대상자 조정방안/의무고용률 상향조정 방안과 중증장애인 가산제도/부담금 차등징수 방안을 조합 또는 모두 동시에 선택하는 경우 의무고용 사업체의 장애인 일자리 수의 확대와 중증장애인 고용을 동시에 달성하고, 기금의 수지균형도 달성 가능한 것으로 나타났다. The mandatory employment quota system of Korea does not reflect the changing external factors such as the growing population of people with disabilities(PWDs) and the enactment of the Anti-discrimination Law for People with Disabilities. The current employment quota system focuses on people with mild disabilities thus excluding people with severe disabilities from employment. The purpose of this report is to propose a plan in order to increase employment opportunity for the severely disabled through the reform of the employment quota system. This report analyzes the following : (1) exclude grade 6 disability from mandatory employment quota (2) raise the employment quota from 2% to 3% (3) implement the double counting for employers that employ the severely disabled (4) differentiate the amount of levy collected from corporations that are unable to meet the quota. The aforementioned plans are useful in that they increase employment for people with disabilities. However, there are limitation to reaching the policy objectives by increasing jobs for people with severe disabilities. Therefore, to maximize the effects we should consider policy mix of these four policies. In other words, by mixing the policies of adjusting the employment quota target/raising the quota ratio and implementing the double count/differentiating the amount of levy, we can achieve the goal of increasing jobs for the severely disabled and maintain equilibrium between incomings and outcomings.

한국의 고용복지플러스센터와 일본의 헬로워크 비교 ―대전시와 오사카시를 중심으로―

전윤선 한국일본문화학회 2024 일본문화학보 Vol.- No.102

韓國と日本は低出産による地方消滅と超高齢化時代を迎え、全生涯的な進路/就職指導が重要視されている。100歳時代に進路・雇用・キャリア断絶女性・人生2始まり・シニア就職など全生涯をひとつのサイクルで雇用が多様化し、情報共有と持続的なキャリア開発が浮上している。日本は高齢化を先に経験した国家であり、完全雇用なので公共雇用サービスがどのように運営されているか検討した。 まず、公共雇用サービス機関の中で韓国の雇用福祉プラスセンターと役割が似ている公共雇用サービス機関である日本のハローワークを比較した。そして、韓国と日本の全国自治体の雇用福祉プラスセンターとハローワークの中で韓国では大田市にある大田雇用福祉プラスセンターと日本では大阪市にある梅田ハローワークを比較の分析した。 そうした結果、ハローワークが全国自治体に位置し、細かく運営され、コントロールタワーの役割をし、日本の完全雇用にある程度は影響を及ぼしたと判断される。また日本が完全雇用である理由は、ハローワーク以外にも、職業について差別の意識が比較的になく、また家業をつなぐ日本人の職業に対する認識もあり、定年まて雇用する文化、企業の新規の採用の方法など多様に取り上げることができる。 In the face of rural extinction due to low birth rates and an era of super-aging, lifelong career/employment guidance is becoming more important. In the 100-year-old era, information sharing and continuous career development are becoming more prominent as employment is diversified into one cycle for the entire life cycle, including career paths, jobs, women with career breaks, life doubles, and senior employment. Accordingly, since Japan is a country that experienced aging first and has full employment, we looked into how public employment services are operated. Among public employment service agencies, we looked at Japan's Hello Work, a public employment service agency with a similar role to Korea's Employment Welfare Plus Center. Among the employment welfare plus centers and Hello Work in local governments across the country in Korea and Japan, in Korea, Daejeon Employment Welfare Plus Center located in Daejeon City A comparative analysis was conducted between Plus Center and Umeda Hello Work located in Osaka City in Japan. As a result of the examination, it is believed that Hello Work is located in local governments across the country like a branch organization and operates closely, acting as a control tower, which may have had some influence on full employment in Japan. In addition to Hello Work, the reason for Japan's full employment can be cited in various ways, such as the Japanese people's perception of the job as taking over the family business without a sense of reverence, life-long employment, and the company's method of recruiting new employees.

장애인 고용인식과 고용만족도 간의 관계: 고용 기업기여도의 매개효과와 교육훈련지원의 조절효과를 중심으로

김형희(Hyung-Hee Kim),최창석(Chang-Suek Choi),김용섭(Yong-Seob Kim) 한국컴퓨터정보학회 2023 한국컴퓨터정보학회논문지 Vol.28 No.2

This study aims to verify the relationship between employer’s perception of employment for the disabled and employment satisfaction, and the mediating effect of perception of employment assistance for the disabled and the moderating effect of education and training support. For the purpose of this study, 4,332 companies were reorganized among the data of the 2021 Survey on Employment of Persons with Disabilities conducted by the Korea Employment Agency for the Disabled. Data analysis used SPSS 23.0 and AMOS 23.0, and structural equation model analysis was performed to understand the relationship between variables. As a result of the study, there was a significant influence between employer’s perception of employment for the disabled and employment satisfaction, and the partial mediating effect of employment company contribution was confirmed. In addition, it was found that there was a moderating effect according to the presence or absence of education and training support. Through the results of this study, it is significant that factors that can affect environmental composition were considered in various ways to increase the employment rate of the disabled, and based on these results, implications for increasing the employment rate of the disabled were presented.