지적장애 근로자의 직업성공요인

Employment success factors of mentally-retarded workers

본 연구는 지적장애근로자의 일반적ㆍ직업적 특성에 따른 직업유지기간을 분석하여 직업성공요인을 알아보고, 장애등급별로 직업성공요인을 비교ㆍ분석하여 지적장애근로자의 효과적인 직업재활서비스 방안을 모색하기 위해 수행되었다. 2001년부터 2005년까지 5년간 한국장애인고용촉진공단을 통해 취업한 지적장애근로자 중 지원취업 및 자립취업을 제외한 한국장애인고용촉진공단에서 직접 실시한 알선취업자만을 대상으로 하였으며, 분석 대상자는 총 4,932명이였다. 직업유지기간이 6개월 이상인 집단을 직업성공군으로, 직업유지기간이 6개월 미만인 집단을 직업실패군으로 분류하여 직업성공요인으로 영향을 미친 일반적ㆍ직업적 특성을 알아보았다. 기술적 통계 처리를 위해 빈도분석을 사용하였고, 직업유지기간에 따라 직업성공군과 실패군으로 나누어 집단 간에 일반적 특성과 직업관련 특성에 따른 직업성공 분포도를 분석하였으며, 직업성공 분포에 따른 일반적 특성 분포와 유의성을 검증하기 위해 x²검정을 사용하였다. 이를 통해 직업성공에 따른 중요한 변수를 도출하였으며, 최종적으로 가장 영향을 미칠 수 있는 직업성공요인을 알아보기 위해 로지스틱회귀분석을 사용하였다. 연구 결과, 지적장애근로자의 직업성공요인으로 직업유지기간에 가장 유의미한 영향을 미친 요인은 사업장 규모, 평가실시 유무, 적응지도경험이었으며, 장애등급별로 차이가 있었다.

This research investigates employment success factors by analyzing the employment period depending on general attributes and job-related attributes and studies the future direction of vocational rehabilitation services for the effective employment of mentally-retarded workers by analyzing and comparing employment success factors depending on levels of mental retardation. We investigated mentally-retarded persons who commenced work via Korea Employment Promotion Agency for the Disabled(KEPAD) from 2001-2005, in total of 4,932 persons, excluding persons who commenced work via KEPAD s indirect support program and by oneself (without any support) in this study. We grouped persons whose employment period exceeds 6 months as employment success cluster and as employment failure cluster vice versa. And we investigates general attributes and job-related attributes, which influenced on employment success. We used frequency analysis for technical statistics processing and analyzed employment success distribution map depending on general attributes and job-related attributes. We also used Chi-square test for the test of general attribute distribution and significance about the yes or no of employment success. Finally we used logistic regression analysis for the finding of the most important employment success factor. As a result, we found factors which influenced the employment period are the size of workplace, the yes or no of evaluation and adaptation coaching implementation by KEPAD and this result was distinguished by mental retardation grades. We found persons who have level 1 of mental retardation have no significant differences by the size of workplace, but persons of Level 2 and Level 3 have higher employment success ratio in bigger size of workplace. We also found the success ratio of persons of level 1 of mental retardation is higher when employment evaluation was implemented, but the success ration of persons of level 2 and level 3 is higher when was not implemented. We also found the employment success ratio is higher when mentally-retarded persons took adjustment training one time or more in every grade.