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Analysis of Early Careers High School Graduates’ Work Adjustmen
No full text본 연구는 고졸 취업자의 초기경력단계에서의 직장적응 실태를 분석함으로써 이들의 직장적응을 향상할 수 있는 정책적인 방안을 모색하는 데 목적을 두고 있다. 구체적인 목표는 다음과 같다.
첫째, 고졸 초기경력자의 고교 직업교육 경로별, 주요 산업·직종 분야별 직장적응 실태 및 촉진·저해요소 등을 양적·질적으로 분석한다.
둘째, 고졸 초기경력자의 직장적응능력 향상을 위한 학습형태(형식학습, 무형식학습), 인사제도, 경력개발제도 등을 정량적으로 분석하여 고졸 초기경력자의 직장적응에 필요한 환경적, 제도적 요인을 도출한다.
셋째, 입직 후 고졸 취업자의 직장적응능력 향상을 위한 시사점을 통해 현 중등 직업교육의 성과 향상을 위한 개선 방안을 제안한다.1. The Objectives of Research
This study was aimed at analyzing current status of early careers high school graduates’ work adjustment and suggesting policy countermeasures. For these objectives, this study used following methodologies: (1) literature reviews on school-to-work transitions and work adjustment of high school graduates with early careers, (2) qualitative analysis (narrative studies) of 8 early careers high school graduates, and (3) quantitative analysis (survey research) conducting with 1,250 early careers high school graduates and 250 HRM personnels.
2. Meanings and Behaviors of Early Careers High School Graduates’ Work Adjustment
In several related researches, one of common findings was that the employment status of early careers high school graduates was more unstable and negative than 2-year or 4-year graduates. Similarly, this study also showed that less high school graduates worked as permanent jobs and more high school graduates worked at the small-sized companies than 2-year college graduates. Although they earned less money than 2-year or 4-year college graduates, significant differences in working hour per week were not found. Several statistical data implied that early careers high school graduates encountered more difficulties in work adjustment than comparison groups. Regarding these difficulties, several interpretations could be made as follows:
First, early career high school graduates would be in trouble with work adjustment because they feel that they work in poor working conditions. According to several statistical data, unsatisfactory working conditions and remuneration-related problems was shown as major causes of turnover of early careers high school graduates.
Second, it is assumed that early careers high school graduates would experience difficulties because they feel the lack of career development opportunities in their jobs. In fact, high school graduates employees showed the lowest scores of individual development potentiality, complaints to the HRM systems, and work autonomy and authorities in the several surveys.
Third, early career high school graduates would be in trouble with work adjustment because they have to do the lower level work than their education level. However, several previous studies showed the contradictory findings that high school graduates employees experienced difficulties in lack of skills.
Fourth, early career high school graduates would be in trouble with work adjustment because of difficulties in interpersonal relations in their jobs. Especially, female workers experiences interpersonal difficulties with their co-workers, according to several statistical data.
Fifth, it would be possible that male high school graduates workers experience more difficulties in work adjustment than female workers, according to several statistical data. Among many factors, issues related to the military services should be deeply investigated.
3. Narrative on the Work Adjustment of Early Careers High School Graduates.
Main findings from the narratives of 8 high school graduates were as follows:
First, participants had superficial understandings about their working lives before they entered the labor market. However, at present, they could make detailed definition about their working lives.
Second, many participants took 1 to 10 months in adjusting to their jobs, with the average of 6 months. They started to realize their work adjustment when they were accepted from their co-workers and they were given the tasks with somewhat difficulties. Especially, they showed that interrelations with co-workers was the crucial elements in work adjustment.
Third, another crucial element in work adjustment was job competencies over the certain level, according to the participants narratives. Participants told that they were aware of adjustment to work when they could do their task successfully. Therefore, vocational education experiences in their high school days should be importantly considered for the understandings on the work adjustment of early careers high school graduates.
Fourth, all participants did not point out the remuneration and stability of their work as crucial factors to work adjustment. Some participants told that development potentiality was more important than other factors in adjustment to work.
4. Quantitative Analysis on Work Adjustment of High School Graduates with Early Careers
For the understanding on the current status of early careers high school graduates'''' work adjustment, this study conducted survey with high school graduate employees and HRM personnels. Main findings of this study were as follows:
First, many high school graduate employees performed the various types of job transfer in their early careers. There were more survey participants who transferred to current job from other job than participants who entered to current job after high school graduation.
Second, 55.1% of survey participants was the group who started and maintained their permanent jobs. Ratio of participants who started as the irregular job and changed their job status to the permanent job was 27.6%. Remains were participants who worked as the irregular job regardless of their first job status. These results, especially the results that about 40% of participants started their first job as irregular status, showed that it should be considered whether high school graduate workers could make their stable and satisfying career path withing their early careers.
Third, the results showed that there are certain amount of mismatches between their jobs and their education, major, competencies. Especially, although more half of participants told that the level of their job was not congruent with their high school major, about 20% of participants responded their level of education and competencies was higher than the level of their jobs. This means that job placement for the early careers high school graduates should be needed to investigate.
Fourth, the results of survey showed that size of company exerted the partial influence on work adjustment of early careers high school graduates.
Fifth, high school graduate workers at permanent status had higher level of work adjustment than those at irregular status. This means that the stability in employment status would be the crucial factor of work adjustment. Especially, as high school graduate workers performed frequent turnover, it means that they should make an effort to maintain employment stability in their turnover.
5. Policy Suggestions
According to the results of this study, several policy implications were suggested as follows:
First, the concept of early careers high school graduates'''' work adjustment should be extended beyond the tenure in a certain workplace. This concept should include the long-term career development perspectives.
Second, the organizational culture friendly to high school graduates should be constructed for supporting work adjustment of early careers high school graduates.
Third, sustained study and exertions on the military services of male graduate workers are needed.
Fourth, for developing the capabilities of early careers high school graduates'''' work adjustment, various countermeasures should be investigated for developing their job competencies within their secondary vocational education.
Fifth, &quotEducation Late After Employment&systems should be organized for high school graduates with early careers.제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구의 내용8
제3절 연구의 방법10 제4절 용어의 정의23
제2장 고졸 초기경력자 직장적응 의미 및 적응행동_25
제1절 고졸 초기경력자의 노동시장 진입 및 직장적응 현황27
제2절 고졸 초기경력자의 직장적응의 의미69 제3절 고졸 초기경력자 직장적응 관련 지원제도82
제3장 고졸 초기경력자의 직장적응에 관한 내러티브_105
제1절 중소제조업 남성 기능직 종사자의 내러티브 107
제2절 금융·보험업 초기 입직 여성 종사자의 내러티브134
제3절 IT 분야 초기 입직 여성 종사자의 내러티브161 제4절 보건·복지업 여성 종사자의 내러티브: 두 간호조무사의 직장적응이야기184
제4장 고졸 초기경력자의 직장적응 실태_225
제1절 일반적 특성227
제2절 고졸 초기경력자의 직장적응230
제3절 고졸 초기경력자의 직장적응 관련 행동261 제4절 소결280
제5장 결론 및 정책제안_283
SUMMARY_297
참고문헌_303
부록_309
1. 고졸 초기경력자용 설문지311
2. 기업체 인사담당자용 설문지32
Current Status and Improvement Strategy of Primary and Secondary School Parents’ Career Education
No full text본 연구는 자녀 진로지도를 위한 학부모 대상 진로교육의 현황 및 문제점을 분석하고, 개선 및 활성화 방안을 모색하는데 일차적인 목적이 있다. 지역별로 교육의 직접 대상자인 학부모들의 구체적인 학부모진로교육에의 요구 수렴과 함께 학부모진로교육을 제공하는 학교, 지역 및 시·도 교육청, 그리고 기관 및 단체 등의 현황을 조사하여, 이를 기반으로 보다 효율적이고 실효성 있는 학부모진로교육 운영 방안을 모색하고자 한다.
이 연구 결과는 2013년 이후 새로운 정부의 학부모정책 방향인 학부모 특성을 고려한 맞춤형 교육 강화를 추진하는 데 직접적으로 활용될 수 있을 것이며, 아울러 교육청 및 단위학교 수준에서의 학부모 지원 정책을 위한 기초자료로도 활용될 수 있을 것이다.I. Introduction
In 2013, to support the dreams and capitalize on the talents of the students in educational practice, the Park Geun-heye government implemented a personalized career plan program. The Korean Ministry of Education (MoE) supports the policy, which strengthens customized education as a major policy considering the characteristics of parental input. In order to increase the effectiveness of this policy, parents career education should be studied and improved since parents have a profound influence on all aspects of their children’s career guidance and education. In particular, cohesive support system, which links schools, home, and community, is required. Thus, data collections is needed to determine the status of parents’ career education as well as MoE policy and the implementation status of the 17 city and provincial departments of education.
Therefore, the primary purpose of this study is to analyze the status and problems of parents’ career education for children’s career guidance and identify ways to improve the same. This study seeks to develop a more efficient and effective parents’ career education management plan by examining the perceptions of parents and the statuses of the school, district, department of education, parents groups, and community education organizations that provide parents with parents’ career education.
The results of this study will be utilized directly by the central government to establish a career education policies as well as providing basic data to inform parents’ support policies at the MoE and school level.
II. Method
A review of academic literature relating to parents’ career education and policy analysis were conducted. Surveys and focus group interview for parents and parents’ career education representatives were also conducted. Following data collection and analysis, a council of experts and policy-related associates participated in policy meetings and seminars to explore various policy alternatives.
Methods and procedures of this study are as follow:
III. Result
In November 2009, the MoE attempted to establish the first government-organized parent support policy by announcing the “2009 Parent Policy Promoting Guidance”. Throughout policy formulation, parents’ education and parents’ career education were considered as an integral part of the parent policy. By 2012, the biggest achievement in the parent education policy was the organized infrastructure to provide parents’ education. In 2013 the main Ministry of Education parents’ education strategy is to enhance customized parents’ education considering parents’ needs and characteristics to support cooperation among families, schools, and communities.
The main results for this study can be summarized as follows.
First, concerning types of parents’ career education, parents regarded access to training by professional staff as an important resource for career education professional staff and in terms of continuing education of partnets. In the case of ‘parents career education academy’ and ‘parents career coach’, survey results showed that 85.3% of the parents did not have any opportunity to participate despite 44.9% of the parents being willing to participate. This implis that a policy promoting training parents as professional staffs should be stregthened.
Second, one of the most important implications identified in this study is that parent’s characteristics and needs should be reflected in the parents’ career education contents and program. Parents’ preferred methods and the majority of ongoing programs showed serious divergence. Through this study, the type and contents of parents’ career education and methods (teaching and learning methods, time, location, instructor, etc.expected to be improved strategically and substantively.
Third, parents responded that they were aided in terms of ‘the right communication skills’, and ‘the role of wise parents’ and, moreover, were keen to be aided in those content areas. This is different from the prediction of the MoE and should be considered carefully when the program is developed.
Fourth, parents’ career education-related programs and education courses in institutions and organizations are offered sporadically, and the qualitative aspects of the program is still lacking. In addition, the lack of skilled workers, lack of budget, and other problems remain. Further, the supply of standardized manuals, and training on program development are desperately needed.
Fifth, various educational subjects, such as MoE, City and Provincial Offices of Education, schools, and so on must accurately identify the needs of parents and cooperate. For each regional center, the representative training and promoting regional council for joint development and sharing of training materials, and the support system for cooperation of various educational subjects should be strengthened.
Sixth, methods to elicit participation of parents who do not participate well, multicultural parents, socially disadvantaged parents, and parents with special education children should be established more firmly. Parents(43.5% of metropolitan, and around 35% of town and small and medium-sized cities) have few opportunities to participate in parents’ career education. Therefore, parents’ career education policies in the direction to provide full geographic coverage should be pursued.
Seventh, results of survey showed that parents valued career education, by parents’ career education agencies (52.5%), school (25.1%), Offices of Education (18.5%), Parent-Teacher Associations (2.3%), and workplace (1.3%), in descending order. Thus, the availability of parents’ career education agencies should be increased. In addition, expanding educational support organizations and online support, as sources of necessary information concerning child education must be provided effectively.
Ⅳ. Policy Implications
Based on the results of this study, seven kinds of parents’ career education improvement strategies were proposed. First, parent’s career guidance professional development programs and use of a trained workforce should be strengthened. Second, opportunities for parents’ participation in career education should be enhanced. Third, at the level of state and/or local government, budget support is needed. Fourth, institutions and organizations providing parent’s career training programs should be expanded. Fifth, the parents’ career education operation plan to enhance participation should be improved. Sixth, a standardized operating manual and a variety of parents’ career education programs should be developed and disseminated at the national level. Finally, relevant institutions and organizations should network, sharing information and data concerning parents’ career education programs.제1장 서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 6
제3절 연구의 방법 및 절차 8
제4절 용어의 정의 12
제2장 학부모진로교육 관련 문헌 분석_15
제1절 학부모교육에 대한 문헌 분석 17
제2절 학부모진로교육에 대한 문헌 분석 26
제3절 소결 34
제3장 학부모진로교육 관련 정책 및 추진 현황 분석_37
제1절 교육부 정책 39
제2절 17개 시도 교육청 추진 현황 53
제4장 학부모진로교육 관련 기관 및 단체의 설문조사 결과 분석_85
제1절 조사 및 분석 방법 87
제2절 학부모진로교육 현황 90
제3절 학부모진로교육의 문제점 및 요구 사항 98 제4절 소결 102
제5장 학부모의 진로교육에 관한 설문조사 결과 분석_105
제1절 조사 및 분석 방법 107
제2절 진로교육에 대한 인식 및 기대 수준 116
제3절 학부모진로교육 참여 현황 146
제4절 학부모진로교육에 대한 평가 및 만족도 167
제5절 학부모진로교육 개선 방안 184
제6절 소결 192
제6장 학부모진로교육 심층면접 결과 분석_195
제1절 조사 및 분석 방법 197
제2절 학부모 대상 심층면접 201
제3절 학부모진로교육 관계자 대상 심층면접 215
제4절 소결 242
제7장 조사 결과의 요약 및 개선 방안_245
제1절 조사 결과의 요약 248
제2절 학부모진로교육 개선 방안 252 제3절 시행 주체별 추진 방안 263
SUMMARY_267
참고문헌_275
부 록_28
A Study on the Human Resource Development Strategy in the Age of FTA
No full text전반적으로, 한국 경제의 지속 성장 관점에서 FTA가 갖는 중요성에도 불구하고, 그것이 그 자체로써 한국 경제의 지속 성장을 자동적으로 담보할 수 없음을 의미한다. FTA는 한국 경제의 성장 지속을 위한 가능성을 제공할 뿐이며, 그것의 현실화는 경제 주체들이 새로운 경쟁 여건하에서 어떻게 대응하는지에 달려 있다. 이러한 점은 한국 경제의 근본적 경쟁력 제고라는 점에서, FTA 정책 자체 외에도 현재 HRD 정책에 대한 다각적 검토가 필요하다는 것을 시사한다. 특히 이러한 검토는 최근 제기되는 한국 경제의 근본적 변신에 대한 요구를 전제로 이루어져야 한다. 즉, 특정 국가？경제권과의 FTA로 일시적으로 유리한 교역 조건을 확보하였다고 그에 안주해 버린다면 FTA를 통해 장기적 지속 성장의 발판을 마련한다는 기대와 달리 오히려 그러한 성장의 가능성을 스스로 좁혀 버리는 결과를 낳을 것이다. 이러한 관점에서 더더욱 FTA로 대표되는 최근의 급속한 글로벌화 속에서 한국 경제의 체질을 근본적으로 개선하기 위한 HRD 정책에 대한 진지한 재검토가 요구된다.○Projections on higher education workforce demand &supply were made on the basis of the 1st and 2nd-year study results. Over the 2012~2022 projection period, higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year.
○The surplus in demand for the higher education workforce stems from the low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce.
○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand.
Ⅰ. Outline of the Study
1. Background
□ Paradigm Shift in the Global Economy
○Global economy has witnessed the rapid paradigm shifts from Industrial Economy, Knowledge Economy and now to Creative Economy, which emphasize on physical things such as commodities, knowledges &information, and creativity, respectively.
-Specifically, the focus on the main resources has shifted from hardware in Industrial Economy, software in Knowledge Economy and now to wetware (human brain) in Creative Economy. Developed countries, well aware of the impotance of human capital in determining national competitiveness, have fostered, alloted and utilized human resources at a national level.
□Importance of Human Capital Development in the “Creative Economy” Era
○An increasingly greater emphasis has been placed on human capital development in Korea, with its population rapidly ageing and fertility rate continuing to fall, and also with the current government’s focus on “Creative Economy.”
-Workforce demand &supply projections on the basis of current status and future prospects of the human capital development and utilization shall be in place for an effective human capital development. But in reality, infrastructure for a reliable workforce demand &supply projection, including base statistical data and a functional classification system, has yet to be in order.
2. Goal
□Workforce Demand &Supply Projection System as a Reliable Source for Workforce Planning
○Establishing a long-term workforce demand &supply projection system is critical to develop effective and practical policies for higher education workforce, which shall lead a continued economic growth.
-The long-term workforce demand &supply projection is conducive to effective human planning and a maximized national economic growth potential, and ultimately to the long-term national economic growth.
○Multi-year, collaborative researches and studies have been conducted to secure a consistent, reliable and favorable projection system, develope a long-term workforce demand &supply projection system for higher education workforce planning, build a statistical infrastructure for reliable projections, and project workforce demand and supply by different factors.
Ⅱ. Main Results
1.Overview of the long-term higher education workforce demand &supply projection system
□ Assumptions &Projection Period
○Annual average potential growth rate of 3.6%
○Additional part-time job openings resulting from efforts made to realize ‘Roadmap to 70% employment rate’
□ Projection Model
○KRIVET Workforce Demand &Supply Projection Model, based on BLS stock approach for aggregate projection and ROA flow approach for new workforce demand &supply projection
□ Projection Procedure
○Workforce Supply Projection
-Civilian, non-institutional working age population was calculated on the basis of population projections published by Statistics Korea.
-Yearly economic activity rates were projected based on long-term projections.
-Economically active population, i.e. the total labor force, was drawn using working age population and economic activity rate.
○Workforce Demand Projection
-Gross domestic product by industry was projected by using potential growth rate and KRIVET Macro-Econometric Model developed in the 1st-year study. Yearly employment was estimated using gross domestic product by industry and employment to GDP Ratio. Employment to GDP Ratio: the number of employees input to generate 1 billion won of GDP. Lower employment to GDP ratio is translated to technical advancement &enhanced productivity.
-Employment by occupation was calculated from the industry- occupation matrix and then employment by educational attainment was drawn from the results.
○New Labor Force Supply Projection
-New labor force supply (job seekers) was estimated with economic activity rate by major &the number of graduates with associate degree or more projected from Basic Statistics on Schools.
-New labor force supply by occupation was drawn from the major-occupation matrix.
○New Labor Force Demand Projection
-New labor force demand consists of employment growth Additional jobs in a particular occupation that are added to the workforce over and above the existing workforce. (employment growth=total employment of the assessment year-total employment of the previous year)
and replacement demand The number of job openings required to replace workers who change occupations or leave the labor force for such reasons as retirement, marriage, education, military service, and emigration. (replacement demand=workforce demand projection ×replacement demand rate)
-Employment growth was drawn from changes in annual total employment and replacement demand was calculated with occupational dropout rates.
□Main projection Outcomes
○Total population is forecast to have a stunted growth, while civilian, non institutional working age population is projected to rise from 41.58 mil. in 2012 to 44.01 mil. in 2022.
○Working age population is to increase, and economically active population to rise from 25.50 mil. in 2012 to 27.89 mil. in 2022.
-economic activity rate: 2.1%p increase from 61.3% in 2012 to 63.4% in 2022
○With the projected potent growth rate of 3.6%, the total employment is projected to rise about 28 thousands annually over the projection period, from 24.68 mil in 2012 to 27.46 mil. in 2022.
-An annual average growth rate of 1.3% in the former half of the projection period (2012~2017) and a slower growth rate of 0.9% in the latter half (2017~2022)
○Employment rate is going to go up with the employment growth rate passing over working age population growth rate.
-employment rate: a 3.0%p growth from 59.4% in 2012 to 62.4% in 2022.
2. Workforce Supply Projection
□Working Age Population Projection
○Working age population is projected to increase by 2.42 million, an average annual growth rate of 0.6%, over the projection period.
○By age, with the declining fertility rate and ageing babyboomers, the share of core working population group aged 25-49 is going to fall, while those of the 50-55 population and the 55 and older population are going to rise.
○By educational attainment, due to “Rush to higher education,” the share of graduates with associate degree or more will have a whopping 11.3%p growth, from 41.0% in 2012 to 52.3% in 2022.
□ Economic Activity Rate Projection
○Over the 2012-2022 projection period, economic activity rate is projected to rise 2.1%p.
○Female economic activity rate is going to continue its growth, leading the total economic activity rate, while male economic activity rate is going to have a slight growth.
-male economic activity rate: a 0.9%p rise from 73.3% in 2012 to 74.2% in 2022
-female economic activity rate: a 2.1%p rise from 49.9% in 2012 to 52.0% in 2022
□ Economically Active Population Projection
○Over the projection period, economically active population is forecast to grow 2.41 mil. at an average annual growth rate of 0.9%.
○Economic activity rate of prime working age group, workers aged 35-39, is going to drop.
○Economic activity rate of people with high school diploma or less will continue to fall at an average annual rate of 1.0%, while that of people with associate degree or more will keep growing at an average annual rate of 3.2%.
3. Workforce Demand Projections
□ Workforce Demand Projection by Industry
○Workforce demand is expected to increase at an average annual growth rate of 1.1%, by 2.78 mil. over the projection period 2012~2022.
○Employment in farming and fishing is going to continue to decrease from 15.3 mil. in 2012 to 10.9 mil. in 2022, and employment in mining is projected to fall from 15 thousands in 2012 to 12 thousands in 2022.
○Employment in manufacturing is going to grow at an average rate of 0.2%, from 4.11 mil. in 2012 to 4.17 mil. in 2022.
○Service industry is going to hire more employees at an average growth rate of 1.5%, from 19.03 mil. in 2012 to 22.19 mil. in 2022.
○The share of manufacturing industry in the total employment is going to drop, while that of service industry is going to rise
-Share of manufacturing industry: 16.6% in 2012 to 15.2% in 2022, a 1.4%p drop
-Share of service industry: 69.3% in 2012 to 73.9% in 2022, a 4.6%p rise.
□ Workforce Demand Projection by Occupation
○Over the 2012-2022 decade the most rapid growth at the major occupational group level is expected to occur among management and professional &related occupations, while the fastest decline in the farming &forestry occupational group.
-average annual growth rate: management occupations(2.8%), professional and related occupations(2.7%), farming &forestry occupations(-3.3%)
○At the sub-major occupational group level, public sector &corporate executives will see the fastest average annual growth rate of 5.5%, followed by legal and administrative professionals (4.1%), office and administrative support occupations (4.0%), and healthcare, social assistance &religion related occupations (3.8%).
□Workforce Demand Projection by Educational Attainment
○Employment of those with high school diploma or less is projected to decline at an average annual rate of 0.5%, while employment of those with associate degree or more is going to rise at an average annual rate of 3.0%.
○Higher education group’s share in total employment will rise 8.5%p from 41.0% in 2012 to 49.5% in 2022.
-Despite the strong demand for the higher educated, demand for graduates with high school diploma or less is projected to remain high.
4. New Workforce Demand and Supply Gap Projection
□ New Workforce Supply Projection
○The number of graduates with associate degree or more is forecast to fall about 2.3 thousands annually, an average drop rate of 0.4%, from 584 thousands in 2012 to 561 thousands in 2022.
-average annual growth rate of graduates: associate degree (-1.9%), bachelor’s degree (-0.2%), master’s degree (1.6%)
○New labor supply from higher education is expected to grow slightly from 482 thousands in 2012 to 486 thousands in 2017 owing to the higher education rush, but to slight drop to 479 thousands in 2022 due to the falling fertility rate.
○Over the projection period, less of associate and bachelor’s degree completers are going to join the job market, while more from the master’s degree or more group are going to gain a job.
□ New Workforce Demand and Supply Gap projection
○Over the 2012-2022 projection period higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year.
○The surplus in demand for the higher education workforce stems from low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce.
○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand.
Ⅲ. Recommendations
□ Addressing Demographic Changes
○Enhancing productivity to offset the decline of core working population
-Boosting productivity of the existing labor force through increased investment in human capital and vocational competencies development, including life-long learning of employees and promoting senior employability.
○Developing measures to secure additional workforce supply
-Preparation of various job preparation programs for the young adults
-Facilitating senior workers'' employability through life-long learning programs
-Introduction of foreign talents and revision of the immigrant policy tenor
○Stimulating female participation for the sustainable economic growth
-Efforts to tackle with female-discriminatory systems and practices in labor market and to help childcare
□ Dealing with structural changes in Labor market
○Fostering core creative scientific brains to lead economic growth
-Development of high-skilled scientific and technical talents to head new “growth engine” and converging industries in the Creative Economy era
○Keeping up employment in conventional industries with higher employment capacity
-Promoting technical competitiveness in parts and material industries
-Employment retention through an active investment in trade, food-service, SOC industries and competitiveness enhancement in accommodation and food industries.
□ Narrowing workforce demand &supply gap
○Excess demand for associate degree mid and low-skilled workers
-Introducing foreign talents needs to be considered in occupations with the projected supply shortage.
-Driving out the least competitive businesses needs to be considered.
○ Demand &supply gap in the bachelor’s degree group
-Generally, a slight surplus in demand is regarded as a desirable balance. For the continued balance, efforts shall be made to generate more job openings for mid to high skilled workers, a transition from low to mid skilled occupational structure.
-Measures are to be sought to relocate surplus labor supply to occupations with surplus demand.
○ Demand &supply gap in the master’s degree or more group
-System development for and long-sighted, consistent investment in building up of high-skilled workforce
-Considering time requirement for degree completion, measures need to be considered to attract foreign talents.
□ Improving infrastructure for higher education workforce demand &supply projection
○Statistical infrastructure development to strengthen the link between higher education market and labor market
○Statistical infrastructure development and extension of surveys for workforce demand &supply projection
○Continued improvement in statistical infrastructure for workforce demand &supply projection제1장 서 론_1
제1절 연구 배경 3
제2절 연구 개요 16
제1부 창의성의 사회적 차원
제2장 창의성의 사회적 차원: 이론적 검토_25
제1절 머리말 27
제2절 창의성의 사회적 성격: 이론적 실증적 이슈들 29
제3절 소결: 연구 모형의 설정 59
제3장 창의성 영향 요인 설문조사 결과_61
제1절 조사 설계 63
제2절 조사 결과 73
제3절 소결 108
제4장 일터에서의 집합적 창의성: 기업 사례 조사_113
제1절 머리말 115
제2절 소규모 기업 사례 117
제3절 M사 사례 126
제4절 S사 창의개발센터 사례 143
제5절 소결 159
제2부 글로벌화와 노동이동
제5장 FTA시대의 노동이동_165
제1절 머리말 167
제2절 노동이동에 대한 일반적 논의 169
제3절 한국에서의 국가 간 노동이동 177
제4절 FTA와 노동이동 192
제5절 소결 204
제6장 노동이동과 자격의 역할_207
제1절 머리말 209
제2절 노동이동과 자격의 역할: EU와 호주 사례를 중심으로 211
제3절 소결 240
제3부 결론
제7장 요약 및 정책 대안_245
제1절 요약 247
제2절 정책 대안 256
SUMMARY_273
참고문헌_287
부록_305
1. FTA 인재포럼 주요 내용 307
제1절 우리나라 외국 인력 정책의 현황과 주요 이슈 307
제2절 해외 취업을 위한 국경 간 노동력 이동: 현황과 문제점 분석 314
제3절 글로벌 일자리 창출 전략 318
제4절 삼성전자 글로벌 인재활용 전략 326
제5절 비 브라운의 성공 메커니즘 333
제6절 밀라노 패션산업의 성공 요인: 기술과 시너지 효과 340
2. 설문조사 348
3. 일터에서의 창의성 회귀 분석용 기초 통계 36
Analysis on jobs and vocational education and training and for seamless rehabilitation of discharged female soldiers
No full text여성 제대군인은 강한 국가관과 책임성을 가지고 있는 뛰어난 인적자원으로서, 이러한 우수 인적자원의 활용을 통하여 국가경쟁력을 강화할 수 있다. 따라서 본 연구의 목적은 여성 제대군인의 사회복귀 실태와 향후 정책 방안을 제시하는 데 있다.
본 연구는 제대군인의 전직지원정책 수립에 반영하여 여군의 군대 경력과 적성을 살린 성공적인 재취업 도모와 적합한 일자리를 창출하고, 특화된 직업교육훈련의 운영 등 제도개선과 정책 개발의 방향을 제시하고자 한다.
이것은 장기적으로 우수한 여성의 군대 유입에 기여할 수 있다. 출산율 저하에 따른 병력자원의 감소로 여군인력 확대의 필요성이 증가하고 있으며, 2020년까지 여군인력을 전체 정원의 5~7%까지 확대하는 방안(「국방개혁에관한법률」)을 추진하고 있다. 따라서 여성 제대군인의 특수성에 입각한 전직지원제도와 안정적인 사회복귀 방안 연구는 여군의 복무 만족도를 제고시키고, 여군의 확대 계획에 맞춰 우수한 여군인력 확보에 도움을 줄 수 있다. 또 체계적인 여성 제대군인 지원체제를 구축하여 여성 제대군인의 취업률 향상과 창업을 통한 국가 인적자원개발의 효과성을 강화할 수 있다.I. Introduction
1. The purpose and method of the study
As the recent female military manpower rises there have been the awareness and studies on the improvement of efficient personnel management and the serving system on female soldiers, however, there have been no systematic studies on the utilization and outplacement service of human resources of discharged female soldiers. As of 2013 the annual average number of female soldiers who discharged from the service amounts to around 180 and its outlook is a gradual increase.
There is a need for operation of a specialized education program for discharged female soldiers. Considering a balance between work and child rearing as well as female soldiers'' aptitude, it is needed to come up with a solution for rehabilitation to the society and outplacement by seeking jobs possible and offering education programs for the jobs. As discharged female soldiers are outstanding human resources who have a strong view of nation and accountability and are experienced in education training, the utilization of the human resources brings enhancement of the nation’s competitiveness. Therefore, this study aims to present the actual state and future policy measures for rehabilitation of discharged female soldiers.
The methods of the study include literature research, relevant material analysis, holding expert councils, research of the actual state, and interview investigation
2. The concept and rehabilitation of discharged female soldiers
Discharged female soldiers mean those discharged - including the separation of retirement and exemption from military service, or the discharge of the full-time reserves - after completing the military service according to 「The military service law」 or 「The Military Personnel Management Act」.
Rehabilitation of discharged soldiers has the concept that they have preparation and ability for a normal life and stable economic activities by being transferred stably to the society after they completed the military service and discharged. The concept of support for discharged soldiers rehabilitation means the education and training support for refinement and knowledge, and professionalism required for discharged soldiers to adjust to the society, get a job, start a business, and change a job after completing the military service.
3. The current status and the rehabilitation support system of discharged female soldiers
As of December 3rd, 2012, Korea had a total of 440,273 discharged soldiers. Of the soldiers, the number of discharged soldiers in the army was 315,702, which was the highest, followed by 77,916 in the navy, and 46,655 in the air force according to laws on the support for discharged female soldiers, which made up 204,827 long-term service soldiers and 235,446 mid-term service soldiers. The female soldiers were as follows - non-commissioned officers accounted for 53.9 percent and officers for 46.1 percent. A distinctive phenomenon from male soldiers is that the rate of the officers and non-commissioned officers of the air force (32.7%) was higher than the rate of them of the navy(27.3%), which are interpreted that a feature of each force was reflected.
The government establishes the plan to expand female military manpower continuously. The rate of female military to be expended under the plan shows that the army will account for 70.8%(2,703 female soldiers) of its total rate, followed by the navy 17.1%(654), and the air force 12.1%(462) from 2012 to 2020.
Of discharged soldiers support systems, a vocational education and training-related system is divided into a basic education for changing a job for social adjustment, commissioned education of colleges[universities] and special educational institutions, cyber education, and a vocational education and training voucher for reinforcement of the employment capability according to the discharged soldiers law(Vocational Education and Training, Article 13).
Looking into discharged soldiers support performance by year, the results of employment, establishment a business, rehabilitation education(basic education for changing a job, vocational education and training) and counsel for discharged soldiers since 2003 have been increasing every year. The number of discharged soldiers who received rehabilitation education increased from 722 of 2004 to 2,373 of 2012 and the number of those who received vocational education and training increased a lot form 183 to 2,697.
Ⅱ. Analysis on the Current Status and Policy of Jobs and Vocational Education and Training for Seamless Rehabilitation of Female Discharged Soldiers
1. Analysis on employmentㆍstartup support project results and job policy for discharged soldiers
The results of Employmentㆍstartup support for discharged soldiers show that the number of discharged soldiers supported are 3,175 in 2009, 3,301 in 2010, 3,541 in 2011, and 4,193 in 2012, which have been on the increase every year. As a part of employmentㆍstartup and job support policy for discharged soldiers, the Ministry of Patriots and Veterans Affairs presented the plan for job security 50,000 jobs of discharged soldiers for at least 10 years as the 3rd promotion project of 「2013 President Report」, factoring in a time which had the largest spending on household expenses in life cycle.
2. Analysis on the current status and policy of vocational
education and training for female discharged soldiers
Rehabilitation education for discharged soldiers is largely categorized as basic education of changing a job and vocational education and training. Basic education of changing a job is education to support smooth social settlement by providing discharged soldiers who lived under long-term isolation from society with information and knowledge required to prepare rehabilitation. Vocational education and training includes employmentㆍstartup education, commissioned education of colleges[universities] and a vocational education and training voucher as the education to support successful employmentㆍstartup by considering talent and aptitude of discharged soldiers and strengthening vocational competence which the society and enterprise require.
Education and training of discharged(prospective discharge)soldiers aim to establish applicability as social human resources through the support of the smooth entry into society of soldiers who discharged from the service and the military professional manpower development and utilization and to build stabilization of livelihood and plans for the second life through job creation for discharged soldiers and to support ultimate society safe of discharged soldiers through securement of unity between civilian and military.
The Ministry of Patriots and Veterans Affairs supports customized vocational capacity development education and training which correspond with their own individual abilities and aptitudes, and their goal of changing a job to promote successful rehabilitation of mid and long-term service discharged soldiers.
Ⅲ. Analysis on Problems of job and Vocational Education and Training Policies of Female Discharged Soldiers
*Survey and interview
The population of the survey was 789 female soldier members registered on Vnet under the Ministry of Patriots and Veterans Affairs and the Ministry of National Defense, except for 57 non-discharged soldiers, 190 discharged soldiers with a contact number which is not in valid or a wrong number form a total of 1,036. Telephone, fax, and email surveys were conducted form August 9 to 23 in 2013 and the number of survey respondents amounted to 260 of the valid population. Surveys were done on female discharged soldiers to draw the current status of employment, whether they participated in vocational education and training, and its requirement for improvement.
There was the in-depth interview three times with a total of 8 female discharged soldiers to grasp policy of jobs and vocational education and training for smooth rehabilitation of female discharged soldiers.
Ⅳ. Policy Proposal
A. Realization of the nurture policy for balance between work and child rearing for rehabilitation of female discharged soldiers
Expanding childrearing support service which is primary cause of career discontinuity and providing an institutional strategy for social recognition on army career, it will be even possible for female discharged soldiers to rehabilitate smoothly. Childrearing support service also needs to be provided not only after employment but in process of preparation for them to make faithfully preparations for employment and to live a stable work life after reemployment. To achieve this, measures for expansion of childrearing support service need to be drawn up and detailed strategy be established
B. Drive of vocational education and training for seamless rehabilitation of female discharged soldiers
Opportunity of vocational education and training for seamless rehabilitation of female discharged soldiers need to be expanded and the vocational training program with the high level of connectivity with employment need to be operated. Also, there needs to be sought for a solution to acknowledge army career systemically for expansion of reemployment of female discharged soldiers. Field centered education and training for acquisition of substantive work ability, education and training related to obtainment of core competency and a certificate in process of preparation for employment need to be made up. And information service about a training center needs to be available so that they can be provided education and training closer to home.
C. Customized education linked to enterprises for improvement of employment capacity of female discharged soldiers
Customized education linked to the enterprises which have the basic premise for employment to heighten employment capacity and accelerate of employment of long-term service discharged soldiers needs to be reinforced.
D. Provision of systemic employment information for female discharged soldiers
There a need to have a period of time in adjusting to society caused by long-time army life. In reality because female discharged soldiers much need information and jobs service about the actual world for social life.
E. Provision of jobs suitable for female discharged soldiers
A certain percentage of preferential system for expansion of opportunities to enter the public sector needs to be utilized to the extent which the system doesn''t cause other classes of the society damage and the enterprises develop and utilize actively jobs which are suitable for women.제1장 서 론_1
제1절 연구의 필요성 3
제2절 연구목적 4
제3절 연구내용 5
제4절 연구방법 6
제2장 이론적 분석_9
제1절 제대군인 및 제대군인 사회복귀의 개념 11
제2절 선행연구 분석 14
제3장 여성 제대군인의 현황 분석_21
제1절 여성 제대군인의 현황 분석 23
제2절 여성 제대군인의 사회복귀 지원 현황 분석 29
제4장 일자리 및 직업교육훈련 현황과 정책 분석_35
제1절 여성 제대군인의 취업과 창업 및 일자리 지원 정책 분석 37
제2절 직업교육훈련 정책 분석 50
제5장 여성 제대군인의 일자리 및 직업교육훈련 실태조사_65
제1절 실태조사 67
제2절 면담조사 119
제6장 정책 방안_125
제1절 요약 127
제2절 정책 제언 131
SUMMARY_139
참고문헌_149
부 록_151
1. 여성 제대군인의 일자리 및 직업교육훈련 설문조사 (취업자용) 153
2. 여성 제대군인의 일자리 및 직업교육훈련 설문조사 (미취업자용) 15
A Study on Employment Determinants through Social Networks
No full text본 연구는 ‘2008 대졸자 직업이동 경로조사’ 자료를 이용하여 가족, 친구 및 지인의 소개나 추천을 통한 입직을 사회연결망 입직으로 정의하고 그 결정요인을 분석한다. 인적 특성, 개인 생산성, 졸업대학 특성과 더불어 부모소득, 부모로부터의 학비조달 여부 및 자녀에 대한 재정적 지원이 미치는 영향을 로짓분석한 결과 토익점수가 낮거나 자격증이 없고 혹은 직업훈련 및 교육경험이 없는 자, 전문대ㆍ지방소재 대학ㆍ인문계열 졸업자가 사회연결망을 통한 입직 확률이 높다. 또한 부모의 현재 소득과 부모로부터 대학 학비조달 여부가 자녀 입직경로에 미치는 영향은 유의하지 않았으나 부모로부터 재정적인 지원을 받는 자는 받지 않은 자에 비해 사회연결망 입직 확률이 높고 지원의 정도가 클수록 입직 확률 또한 높았다. 공식경로가 다하지 못하는 일자리 매칭(job matching)을 사회연결망을 통한 입직이 높여준다면 긍정적 의미가 있겠지만 근로자 생산성이 아닌 요소가 입직경로에 영향을 미친다면 사회연결망이 노동시장에서의 차별적인 요소로 작용될 수 있음을 유추할 수있다.In this study, we define "employment through social networks" as employment through introduction or recommendation of family members, friends, and acquaintances, and utilized data from the "2008 Graduates Occupational Mobility Survey". Empirical findings from the logit analysis of the effects of individuality, personal productivity, characteristics of the university from which one has graduated, and economic support from parents are as follows: first, employment through the social networks is more frequent for those people who have fewer licenses, less job training, less education, lower scores for the Test of English for International Communication (TOEIC), 2-year/local college students, or liberal arts major students.
Parents’ income and support for school expenses are not significant variableshowever, financial support from parents and the amount of the support significantly increase the probability of finding a job through social networks. If employment through the social network supplements employment through a more formal path in terms of "job matching", its effect can be considered positive. However, we can infer that employment through the social network can also act as a discriminatory factor if personal productivity has less of an effect on employment than the social network does
Workplace bullying in Korea
No full text○ 직장 내 따돌림 발생률은 4.1%~12.9% 수준임.
○ 조사대상 중 지난 6개월간 따돌림 행위를 전혀 겪지 않은 근로자는 13.4%에 불과
○ 여성이 남성보다 따돌림에 대해 더욱 부정적인 인식을 보임.
○ 가해자와 피해자가 같은 위치의 동료일 때보다, 상사나 부하직원일 경우 더욱 부정적인 인식을 갖는 것으로 나타나
○ 직장에서의 따돌림은 근로자의 정신적.신체적 건강에 악영향을 주며, 기업에도 비용을 초래함
Junior colleges’ financial structure and directions for improvement
No full text○ 전문대학의 재정 수입은 지난 10년간 지속적으로 증가하여 2001년 대비 2010년에 51.1% 증가(실질금액기준 15.0% 증가)
○ 전문대학의 소재지(수도권과 비수도권)에 따라 재정 수입의 격차가 크게 나타나며, 최근 들어 더욱 확대되는 추세
○ 재정 수입 중 등록금 비중은 2004년 이후 감소하는 경향을 보이지만, 2010년 기준 66.0%로 등록금 의존도가 여전히 높음.
○ 전문대학의 학생 1인당 교육비는 4년제 대학의 54.3% 수준에 불과하며, 100%가 넘어야 할 교육비 환원율은 88.5%로 4년제 대학에 비해 22.8%p 낮고, 교육비 환원율이 100% 이상인 전문대학은 26.4%에 불과(2010년 기준)
○ 전문대학의 재정 수입 구조 다각화, 학생 혜택 강화를 위한 교육비 지출 위주의 재정 배분 등이 필요○ Junior colleges’revenue has been expanding continuously for the past 10 years, recording an increase of 51.1% from 2001 to 2010 (15.0% increase in real value)
○ There is a considerable gap in revenue among junior colleges depending on their location (capital and non-capital area), and such a gap has been widening in recent years
○ College registration fee as a ratio of total revenue has been declining since 2004, but the dependency rate on registration fee remains high at 66.0% in 2010
○ Junior colleges’education spending per student is only 54.3% of that of four-year universities, while their educational restitution rate, which should exceed 100%, is 22.8%p lower than four-year universities at 88.5%; only 26.4% of junior colleges have an educational restitution rate of over 100% (as of 2010)
○ Junior colleges should seek diversification of the revenue structure, and improve financial allocation oriented toward educational expenses for strengthening of student benefi
Occupations requiring emotional labor
No full text○ 직업 중분류별로 감정노동을 많이 수행하는 직업군은 음식서비스 관련직(4.13/5점 만점 기준), 영업 및 판매 관련직(4.10), 미용·숙박·여행·오락·스포츠 관련직(4.04), 사회복지 및 종교 관련직(4.02) 등 임.
○ 직업 세분류별로는 항공기 객실 승무원(4.70), 홍보 도우미 및 판촉원(4.60), 통신서비스 및 이동통신기 판매원(4.50), 장례상담원 및 장례지도사(4.49), 아나운서 및 리포터(4.46), 음식서비스 관련 관리자(4.44)등이 감정노동을 많이 수행
○ 감정노동은 대인관계 능력, 의사소통 능력과 관련이 많고, 감정노동을 많이 수행하는 직업일수록 정신적 스트레스가 많고 업무 자율성이 떨어짐을 시사
○ 감정노동은 일자리 창출 및 일자리 성장 변수와 정(+)적 상관관계를 보이고 있어, 감정노동 수행 일자리가 앞으로 더 증가할 것으로 전망
○ 여성, 30대 이하 연령층, 민간 기업에서 일하는 직업인이 감정노동을 많이 수행
○ 감정노동으로 인한 폐해를 산업재해의 범주에 포함시키기 위한 법률 개정이 필요○ The sub-categories of occupations that require a high level of emotional labor include food service related occupations (4.13 out of 5), sales related occupations (4.10), hair and beauty, accommodation, travel, recreation, and sports related occupations (4.04), and social welfare and religion related occupations (4.02)
○ Some of the specific occupations that demand a high level of emotional labor are flight attendants (4.70), promotion assistants and salespersons/solicitors (4.60), telecommunication service and mobile device salespersons (3.40), funeral consultants and funeral directors (4.49), news anchors and reporters (4.46), and food service managers (4.44)
○ Emotional labor is closely linked to interpersonal skills and communication skills; occupations that require emotional labor tend to be associated with a high level of emotional stress and less autonomy in work
○ Since emotional labor is found to be positively associated with variables of job creation and job growth, more jobs requiring emotional labor are expected to emerge
○ The attributes of those engaged in occupations demanding emotional labor are females, those in their 30s or younger, and employees working in private companies
○ Legislative revisions should be carried out to include harmful effects of emotional labor in the category of industrial accident
Parents' Career Values and Participation in Career Education
No full text○ 학부모의 진로관은 자기결정적인 직업선택(63.1%)과 개방적인 성 역할을 지지(63.1%)하나, 보수나 안정적 생활보장에 직업적 가치를 두며(72.7%) 직업에 대한 귀천 의식(67.5%)이 있음.
○ 학부모의 주요 진로정보 습득 경로는‘친구, 학부모 등의 지인(55.3%)’과‘방송매체(54.9%)’임.
○ 자녀진로지도를 위한 학부모진로교육 참여율은 20.6%로 낮은 수준이며, 특성화고 자녀를 둔 학부모의 학부모진로교육 참여율은 14.5%로 특목고(38.1%)나 자율고(33.8%)의 절반에도 못 미침.
○ 자녀진로지도를 위한 학부모진로교육 참여율은 관리직(21.3%)이나 전문직(20.5%)이 생산직(11.3%), 농어민(14.7%)보다 높으며, 소득이 많고(26.7%) 학력이 높은(23.5%) 학부모가 소득 수준이 낮고(10.4%) 학력이 낮은(16.9%) 학부모보다 높게 나타나 학부모진로교육의 양극화가 우려됨.○ Parents’ career values are such that they support self-determined career choices (63.1%) and open-minded gender role(63.1%), but they also value pay and stability (72.7%) associated with jobs, and tend to think some occupations are more valuable than others (67.5%).
○ The main routes through which parents acquire career information are acquaintances (55.3%), including friends and other parents, and broadcasting media (54.9%).
○ Parents’ participation rate in career education for their children is low at 20.6%, with the participation rate of parents of specialized vocational school students standing at 14.5%, which is not even half as high as those of special-purpose high school students (38.1%) and autonomous high school students (33.8%).
○ Looking at parents’participation rates in career education with reference to their occupation, the participation rates of parents in managerial jobs (21.3%) and professional jobs (20.5%) are higher than those of parents who are in production(11.3%) or farmers and fishermen (14.7%). In addition, the participation rates of parents with high income (26.7%) and parents with high levels of education (23.5%) are higher than those of parents with low income (10.4%) and parents with low levels of education (16.9%). The figures indicate that there is a risk of polarization of career education of parents
Status of Extended Overtime in the Manufacturing Sector and Its Impact
No full text○ 제조업체에서 주당 12시간 이상의 장시간 초과근로는 대규모 사업체(33.3%)보다 중소규모 사업체(35.7~50.0%)에서 많이 발생하고 있음.
○ 장시간 초과근로는 교대제 작업팀(48.7%)에서, 업무유형으로는 부품가공업무(41.6%)와 품질관리∙검사 등의 기타업무(48.2%)에서 주로 높게 나타남.
○ 노동조합이 있는 사업체(45.1%)가 비노조 사업체(37.3%)보다, 작업장의 기계설비가 독립형 자동화(55.0%)이거나 반자동화(41.7%)인 경우가 수동식(27.6%)인 경우보다 장시간 초과근로를 하는 작업팀이 많음.
○ 제조업의 장시간 초과근로 관행은 근로자의 직무태도 전반에 부정적인 영향을 초래하며, 근무시간 중 낭비되는 유휴시간도 늘리고 있음. 근무 중 유휴시간이 전체 근로시간의 10% 이상이라는 응답이 20.1%에 달함."○ 12 hours per week or moreof extended overtime in the manufacturing sector is taking place at a higher rate in small- and medium-sized companies (35.7~50.0%) compared to large companies (33.3%).
○ In general, overtime is occurring mainly where there are teams working on a shift basis (48.7%); and in terms of work type, parts processing work (41.6%) and the work that includes quality management and quality inspection (48.2%) have a high occurrence of overtime.
○ Long hours of overtime are found among work teams in companies with a labor union (45.1%) than companies without a labor union (37.3%), in companies with standalone automated field equipment or semi-automated field equipment (55.0% and 41.7%, respectively) than those in companies with manual field equipment (27.6%).
○ The practice of long hours of overtime work in the manufacturing sector has negative effects on the overall work attitude of workers, and is causing increased idle time during work hours. As much as 20.1% responded that idle time makes up more than 10% of the entire work hours.