산업유형별 의무고용기업체의 장애인고용률에 영향을 미치는 요인 : 제조업, 서비스업, 기타 업종을 중심으로 = Factors Affecting the Employment Rate of the Disabled in the Companies Equipped with Mandatory Employment System by Industry Type - Focused on Manufacturing, Service and Other Industry Types

국문 초록 (Abstract)

본 연구는 산업유형별 의무고용기업체를 대상으로 조직적 특성 변수, 업무환경관련 변수, 사업주지원제도 이용관련 변수, 채용지원서비스 이용관련 변수, 장애인고용 인식관련 변수가 장애인고용률에 영향을 미치는 요인을 실증적으로 규명하는데 연구목적이 있다.
연구결과, 산업유형별 의무고용기업체의 장애인고용률에 강하게 영향을 미치는 요인 및 함의점은 다음과 같다. 첫째, 조직적 특성 변수에서는 산업유형별 모든 기업체가 소규모(50~99인)일수록 장애인부담금 부과의무가 있는 대규모(100인 이상)에 비해 고용률이 높은 것으로 나타났다. 둘째, 업무환경관련 변수에서는 작업환경이 열악할수록 고용률이 높은 것(전체 기업체)으로 나타났고(특이한 결과), 또한 업무강도가 강할수록 고용률이 낮은 것(전체, 서비스업체)으로 나타났다. 셋째, 사업주지원제도 이용관련 변수에서는 고용 장려금 이용경험(전체, 제조업체, 서비스업체)과 무상지원 이용경험(전체, 서비스업체)이
있을수록 고용률이 높은 것으로 나타났다. 넷째, 채용지원서비스 이용관련 변수에서는 지원고용·현장평가·시험고용의 이용경험이 있을수록 고용률이 높은 것(전체, 서비스업체)으로 나타났다. 다섯째, 장애인고용인식관련 변수에서는 작업수행에 대한 인식이 긍정적일수록 고용률이 낮게(전체, 서비스업체) 나타났으며, 이는 특이한 결과이다. 또한 제조업체에서는 조직생활에 대한 인식이 긍정적일수록 고용률이 낮게(특이한 결과) 나타났으나, 기타 업체에서는 긍정적일수록 고용률이 높게 나타나 산업유형에 따른 차이라고 해석된다. 그리고 장애인고용이 기업경영에 도움을 준다고 긍정적으로 인식하는 경우 고용률이 높은 것(전체, 제조업체)으로 나타났다. 결과적으로 산업유형별 기업체에 따라 장애인고용률 증진을 위한 정책과 서비스 개발 방향이 특화되어야 할 것으로 생각된다.
이러한 연구결과 및 함의를 근거로 하여 산업유형별 의무고용기업체의 장애인고용률을 증대시킬 수 있는 사회복지 및 직업재활적 측면의 개입방안을 제언하였다.

다국어 초록 (Multilingual Abstract)

This study aims to empirically clarify effects of organizational feature variable, work environment related variable and variable related to use of business owner support system, variable related to use of employment support service and variable related to awareness on employment of the disabled on the employment rate of the disabled, targeting the companies of compulsory employment for each type of industry.
Following are the factors the factors strongly affecting the company’s employment rate of the disabled per type of industry as well as their implications. First, in terms of organizational feature variable, the small-scale companies(with 50~99 employees) are found to have higher employment rate of the disabled than the big-scale companies(with over 100 employees) that have the obligation of share for the disabled. Second, in terms of variables related to work environment, the companies with poorer work environment were found to have higher employment rate(whole company: unusual results), and the employment rate was found to be lower at the companies with stronger workload(whole, service company). Third, in terms of variables related to use of employer support system, the employment rate was found to be higher when the companies have experiences of employment grant(whole, manufacturers and service companies), experience of free support(whole, service companies). Fourth, in terms of variables related to use of employment support service, the employment rate was found to be higher with the companies that have experience of supported employment, on-site evaluation and test employment(whole, service companies). Fifth, in terms of variables related to awareness on employment of the disabled, the employment rate was found to be lower if awareness on execution of work is more positive(whole, service company), which is unusual results. In addition, the lower employment rate, the more positive on the organization life in the manufacturers(unusual results), while the higher employment rate, the more positive on the organizational life in other types of industries, which is regarded as the difference per type of industry. And if there is a positive recognition that employment of the disabled helps corporate management, the employment rate was found to be higher(whole, manufacturer companies). In conclusion, it seems necessary to specialize the development direction of policies and services for improvement of employment rate of the disabled depending on the type of industry.
This study proposes the intervention plans, in terms of social welfare and occupational rehabilitation, to increase the employment rate of the disabled at the companies with compulsory employment per type of industry based on this study results and implications.