Earticle

세계화의 영향으로 초국가적 네트워크가 출현하고 자본주의가 발달하며 노동 이주가 증가하고 있다. 한국도 경제적인 발전과 저출생·고령화 등으로 인해 국내에 체류하는 이주노동자가 증가하면서 이들에대한 문제가 제기되고 있다. 이에 본 연구에서는 오랫동안 다문화정책을 실시했던 네덜란드가 통합 정책으로 정책적 전환을 시행하며언어 능력 강화를 목적으로 제시한 언어 정책과 언어 교육 제도를 살펴보고 이를 통해 한국에 거주하고 있는 이주노동자의 한국어 교육정책의 바람직한 정책 방향을 고찰해 보고자 하였다. 네덜란드는 언어 교육을 의무화하여 이주자의 노동시장 진입을 돕는 경제적 동화를 목적으로 'Stricter Policy'를 실시했다. 네덜란드 정부는 이주노동자가 언어 교육을 통해 원활한 의사소통이 가능하게 되면 업무 수행과 생산성이 향상되고 이를 통해 경제적 이익을 도모하며 자신이 속한 사회의 일원으로써 정체성과 소속감을 느끼며 살아갈 수 있기 때문이라고 하였다. 네덜란드의 사례를 통해 언어 교육이 이주노동자의 삶에 직접적인 영향을 미친다는 점을 확인할 수 있었다.

Journal of the International Network for Korean Language and Culture 16-1, 261-296. The influence of globalization leads to the emergence of a transnational network, further development in capitalism, and subsequently, a rise in labor migration. In Korea, like everywhere else in the world, the issue of migrant workers is being raised, as the number of foreign workers who stay in the country has grown as a result of its economic growth, low birth rates, and aging population. In this context, the present study aims to exaine language policies and the language education system in the Netherlands, which has long implemented multicultural policies to strengthen language skills, as it made a policy pivot towards integration; this study thereby reviews what would be a good policy direction for Korean language education provided to migrant workers living in Korea. The Netherlands put in place a ‘stricter policy’ for economic assimilation, which helps migrants enter the labor market because it makes provision of language education mandatory. Giving the reason behind the policy, the Dutch government said that if migrant workers are able to communicate better as a result of language education, it would improve work performance and productivity, which could then help them seek economic benefits as well as live with a sense of identity and belonging as a member of the society they are in. From the case of the Netherlands, the present study confirms that language education has had a direct effect on the lives of migrant workers.(Sangmyung University)

본 연구는 이주노동자의 국내 유입이 경제성장에 기여하는 가운데, 이들의 잦은 이직은 노동시장 안정성, 기업 생산성, 국가 경제에 부정적 영향을 미칠 수 있다는 문제의식에서 시작하였다. 본 연구의 목적은 이주노동자의 이직의도에 대한 영향변수를 실증적으로 분석･규명하고자 하였다. 선행연구를 바탕으로 위험회피론, 조직참여론, 사회자본론, 사회인구론의 네 가지 요인의 이론적 틀을 설정하고, 총 25개의 설명변수를 활용한 이직의도의 포괄적 예측모형을 구축하였다. 한국 국적 및 영주권 취득 가능성에 대한 단계적 접근으로 역인과성을 해소하고, 로짓 회귀모형으로 「이민자 체류실태 및 고용조사」 데이터를 경험적으로 분석하였다. 분석 결과, 이직의도는 한국 국적 취득 가능성, 산업재해 경험, 차별대우 경험, 경제적 어려움, 근로시간 만족도, 공공 직업훈련 참여 등의 요인에 의해 증가하는 것으로 나타났다. 특히 산업재해와 차별 경험은 이직의도를 통계적으로 유의미하게 높이는 주요 요인으로 확인되었다. 이주노동자의 이직은 경제력 충족뿐만 아니라 안전과 공정성과 밀접히 관련되기에 안전한 작업환경 조성과 차별 해소가 중요한 정책적 과제로 제시된다. 반면, 주당 36시간 이상의 근로, 높은 근로시간 만족도, 영주권 취득 가능성은 이직의도를 감소시키는 요인이기에 안정적인 근로조건과 만족은 조직 잔류를 유도하는 주요 요인이다. 시뮬레이션에서 다차원적 요인 중 위험회피･사회자본･사회인구 요인의 설명력은 제한적이었지만, 조직-자아 정합성과 심리･문화적 안정감을 포함한 조직참여 요인의 영향력이 가장 컸다. 향후 연구에서는 직종･체류자격 등 집단 간 이질성을 반영한 추가 분석으로 본 연구 결과를 일반화할 필요가 있다.

This study originated from the awareness that, given the domestic influx of migrant workers contributes to economic growth, frequent job changes can have a negative impact on labor market stability, corporate productivity, and the national economy. The aim was to empirically analyze and identify the key variables influencing migrant workers' intention to turn over. Based on prior research, a theoretical framework consisting of four factors—risk aversion, organizational participation, social capital, and socio-demographics—was established, and a comprehensive predictive model for turnover intention was constructed using a total of 25 explanatory variables. Reverse causality was addressed through a stepwise approach, considering the possibility of acquiring Korean citizenship and permanent residency. Data from the "Survey on the Status of Immigrants and Employment" were empirically analyzed using a logit regression model. The analysis results showed that turnover intention is increased by factors such as the possibility of acquiring Korean citizenship, experience of industrial accidents, experience of discriminatory treatment, economic hardship, satisfaction with working hours, and participation in public vocational training. In particular, industrial accidents and experiences of discrimination were identified as major factors that statistically significantly increase turnover intention. Since the turnover of migrant workers is closely related not only to economic satisfaction but also to safety and fairness, creating a safe working environment and eliminating discrimination are presented as important policy tasks. On the other hand, working more than 36 hours per week, high satisfaction with working hours, and the possibility of obtaining permanent residency are factors that reduce the intention to leave; therefore, stable working conditions and satisfaction are important factors that induce organizational retention. In the simulation, among the multidimensional factors, the explanatory power of risk aversion, social capital, and socio-demographic factors was limited, whereas the influence of organizational participation factors, including organizational-self congruence and psychological and cultural safety, was the greatest. Future research needs to generalize the results of this study through additional analysis that reflects heterogeneity among groups, such as occupation and residency status.

This study investigates how wage levels shape job and income satisfaction among migrant workers in South Korea, with particular attention to digital transformation of labor markets. Drawing on the 2022 Immigrant Residence and Employment Survey microdata, the analysis focuses on 8,750 wage-employed migrant workers and applies ordered logit models to identify the determinants of satisfaction. Explanatory variables include individual characteristics, employment conditions, firm attributes, and regional as well as origin-country economic indicators. The findings show a consistent pattern: higher monthly wages, full-time weekly working hours (≥40 hours), and longer tenure (≥2 years) are positively associated with both job and income satisfaction. Firm size yields a modest but limited effect, while workers aged 40 and above report significantly lower satisfaction levels. Gender and education, however, exhibit minimal explanatory power once other covariates are considered. The negative association between origin-country GDP and satisfaction suggests the relevance of relative expectations—workers from more affluent countries may evaluate their earnings and working conditions against higher reference standards. These results underscore the need for policy measures that stabilize employment conditions and strengthen the subjective well-being of migrant workers. Establishing adequate wage floors, monitoring excessive variation in working hours, and creating incentives for longer tenure may contribute to enhancing labor market integration and promote sustainable workforce management in the digital economy.

이 연구는 중급 이상의 이주 노동자를 대상으로 드라마 <미생>을 매체로 활용하여 한국의 직장에서 흔히 겪을 수 있는 한국 특유의 직장 문화와 의사소통 방식을 교육할 방안을 모색하는 데 목적이 있다. 이주 노동자 는 한국 사회에서 직장 생활을 수행하는 데 있어 언어적 능력뿐만 아니라 문화적 이해와 관계 중심의 의사소 통 능력이 요구되지만, 기존 한국어 교육은 이러한 직장 문화 교육을 충분히 반영하지 못한 한계를 지닌다. 이 에 본 연구는 드라마라는 실제적이고 맥락 중심적인 매체를 활용하여 직장 내 간접 표현 및 갈등 상황 대처 등을 교육 내용으로 구성하고 이를 기반으로 수업 모형을 설계하였다. 수업은 총 2차시로 구성하였으며, 1차시 에서는 드라마 <미생>이 한국의 직장 문화를 자세히 알려주고 있음을 설명하고, 드라마 속 상사와 부하 간 상 호작용에서 나타나는 한국식 의사소통 규범을 파악하도록 한다. 2차시에서는 갈등과 문제 상황 발생 시 대응 하는 전략에 대해 안내하며 드라마 장면을 바탕으로 자연스러운 의사소통 방식을 습득하고 자신의 직장 경험 과 드라마 속 직장 문화를 비교하여 스스로 의사소통 전략을 도출할 수 있도록 한다. 소그룹 활동과 역할극으 로 다양한 전략을 공유하고 발표할 수 있도록 한 뒤 이에 관한 교사의 피드백으로 수업을 마무리하는 방식으 로 교육방안을 제시하였다.

This study aimed to explore ways to teach mid-level and above migrant workers about the unique Korean workplace culture and communication styles they commonly encounter in Korean workplaces, utilizing the drama "Misaeng." To function in Korean society, migrant workers require not only linguistic proficiency but also cultural understanding and relationship-oriented communication skills. However, existing Korean language education programs have limitations in adequately addressing these workplace cultures. Therefore, this study utilized the realistic and context-focused medium of drama to teach indirect expression and conflict resolution in the workplace. Based on this, a lesson model was designed. The first lesson explained how "Misaeng" provides a detailed overview of Korean workplace culture and explored Korean communication norms reflected in the interactions between superiors and subordinates in the drama. The second lesson provided guidance on strategies for responding to conflicts and problems. Based on the drama's scenes, students were encouraged to acquire natural communication skills and develop their own communication strategies by comparing their own work experiences with the workplace culture depicted in the drama. The proposed teaching method involved small group activities and role-playing, allowing participants to share and present various strategies, and then concluding the lesson with feedback from the teacher. This study is significant in that it highlights the need for drama-based training on workplace culture and communication skills, and suggests that Korean language education for migrant workers should be expanded to include practical training focused on daily life adaptation.

21세기 세계적 흐름은 국가 간, 다양한 문화와 역사를 가진 사람들 간의 직․간접적인 공존과, 심리사회적 동거가 진행되며 수많은 변화를 맞게 되었다. 더불어 현대의 세계적 흐름은 자본과 금융의 국 제간 활발한 이동과 함께 노동력의 이동도 활발하게 진행되고 있다. 이로서 2010년 전 세계 인구 약 69억 명 중, 2억 1천3백만명(약 3.1%)의 인구가 국제이동인구가 되었다. 이는, 선진국의 단순노동력 부족 현상 과, 저개발국들의 노동력 과잉현상의 균형적 분산으로, 국가 간 노동력과 자본의 불균형 해소를 위한 이주 노동시장의 변화다. 이 과정에서 다양한 문제들이 초래되었는데, 인구이동은 자본과 달리 ‘사람’이 중심이 되어 이동되는 특성에서 비롯된다. 때문에 각국은 자국의 특수한 상황에 합당하게 일시적인 자국의 노동 력 결핍문제를 해소하고, 갈등을 최소화하여 이주노동시장의 효율성을 얻기 위해 심혈을 기울이고 있다. 한국사회도 선진국 대열에 접어들면서 다양한 세계적 변화 속에 흘러들어와 있다. 1990년대 경제부흥 을 이룬 한국 내 산업현장은, 노동시장 양극화로, 저 임금 일자리가 몰려있는 중소기업에 취업하는 내국 인이 줄어들면서, 생산성하락은 물론, 기업의 생존을 위협하는 상황까지 몰리게 되었다. 이로서 저임금 저 숙련 노동자의 고갈을 호소하게 되었고, 정부는 이의 대안으로 단순 이주노동자들을 대거 유입하는 정책을 펼쳤고, 이들의 사회 정착을 위해 1993년 산업 연수생 제도를 시작으로, 고용허가제 실시, 산업연 수생 제도 폐지, 방문취업 제 등을 시행하며, 중소기업의 부족한 인력 수급을 지원했다. 이러한 정책을 펼친 결과, 2010년 통계청은 한국 내 이주노동자가 91만 명을 넘어섰다 발표했으며, 이는 2005년보다 무 려 69%나 증가한 수치라 했다. 이러한 변화들로 단일민족과 순혈주의를 부르짖던 한국노동시장은 다양 한 혼란과 충격, 그리고 수많은 문제들을 안게 되었다. 한국 사회에 이주노동자들의 급격한 증가는, 사회적 이득과 비용을 동시에 발생시키며, 인력난에 처해 있는 중소기업 노동시장에는 일정부분 이익창출효과를 가져왔지만, 동시에 사회적비용이 발생되면서 그 부담이 자국민들에게 고스란히 전가되는 문제가 초래되었다. 즉, 한국의 노동시장은 전체적으로 균형을 잃으며, 이주노동자 규모 증가 따른 경제적 이익이 기업주에게 편향된 반면, 내국인 인력, 특히 저 임금 시장에 놓인 취약계층 인력의 임금과 일자리 측면은 아주 불리한 상황으로 내몰리게 되어, 국내 청년일 자리 잠식 및 수많은 실업자 양산, 취약계층 노동시장 진입장벽 및 임금하락, 이로 인한 사회적 양극화 조장 및 빈민 양산 등의 문제가 초래되었다. 또한, 중소기업의 단순 이주노동자 유입증가는, 저 숙련 의 존 형 유지로 고도산업구조 조정 저해현상이 빚어졌고, 또 다른 폐해로는 이주노동자들 정주화 및 불법 체류자 양산 등의 문제들이 파생되었고, 특히 불법체류자로 인한 사회적 혼란증가와 관리비용발생, 잠재 적 폭동 등이 우려되는 상황이다. 설상가상으로, 한국의 이주노동시장은 부처 간 중복사업과, 비체계적 운영으로 막대한 예산이 부적절하게 낭비되고 있고, 이주노동자들 임금이 매년 14조 원 가량 본국으로 송금 되고 있어, 외화유출도 한국 내 경제사정 상 간과할 수위를 넘어섰다. 이로서 한국의 현 이주노동시장은 분명한 한계점을 갖고 있다 하겠다. 따라서 본 논문은 위의 문제들 에 대한 해결 방안을 모색하고자, 이주노동자 필요성이 한국과 유사했던 독일의 이주노동시장 모델을 중 심으로 다각도로 검토한 후, 한국현실에 맞는 균형 잡힌 이주노동시장의 방향에 보탬이 될 대안을 찾고 자 연구가 이루어졌고, 다음과 같이 대안을 제시한다. 첫째, 이주노동시장에, 자국민 우선적용 원칙과 보충성 원칙에 따라, 현 국내 실업자 945만명을 활용할 방안을 모색하고, 독일처럼 기업체들이 저 임금을 이유로 외국인을 채용할 필요가 없도록, 이주노동자 임금과 근로조건을 국내인과 동일하도록 법으로 강제함으로써, 단순이주노동력 수요를 억제하는 정책이 필요하다. 둘째, 중소기업에 이주노동자를 통한 저임금유지 부분을 탈피하여, GNP 2만달러 환경에 합당 한 실질임금체계를 확립하여, 국내 취약계층과 실업자들의 취업을 도모함은 물론, 안정적 임금지급을 통 한 불안 해소와, 사회양극화 및 빈민 양산을 막아내야 한다. 셋째, 중소기업의 고도성장을 위해 단순이주 노동자 유입을 최소화 시키고, 노동시장의 질을 높일 방안을 모색해야 한다. 이를 위해 국내 청년실업자 들을 전문 인력으로 육성하여, 그들을 활용할 방안 마련이 시급하고, 더불어 재외동포 2,3,4세대들, 국내 결혼이주자 2세대들, 그리고 국내 체류 중인 84천명의 외국 유학생들에 전문적 교육과 기술 지원을 통해 글로벌 인적자원으로 활용할 방안도 시급히 모색되어야 한다. 더불어, 대기업과 중소기업 간, 불공정거래 방지법을 엄격하게 준수하도록 하여, 공정하고 형평성 있는 이익분산 실현을 통해, 중소기업의 활성화와 고도성장이 가능하도록 정부의 확고한 정책의지와 관리가 요구된다. 넷째, 중소기업의 부족한 노동력 충 원을 위해, 단순이주노동자 대신, 국내 실업자 945만명의 전폭적 활용은 물론, 720만 명에 달하는 재외동 포들과, 28만명의 결혼이민자 가족을 적극적으로 활용해야 한다. 이들에게 전문적 교육과 훈련, 기술지원 이 확충되어야 함은 물론, 재외동포와 이민자 가족에겐 안정적 정주가 가능하도록 지원이 있어야 한다. 다섯째, 이주노동시장에, 체계적 전달시스템을 갖춘 통합적인 전문 전담기관을 신설해, 수요자 중심의 일 관성 있는 지원을 통해, 부적절한 예산낭비를 막아야 한다. 여섯째, 이주노동시장에, 단순이주노동자 유 입을 최소화하여 막대한 임금의 외화유출을 막아내야 한다. 일곱째, 불법체류자 및 이주노동자들의 안정 적 귀환을 위해, 독일처럼 국제기구(IOM이민정책연구원)를 활용하고, 국․내외 NGO 단체들과 네트워크 를 통해 이들이 자국에 귀환 후 안정적인 거주가 가능하도록 지원한다. 위에 제시된 이주노동시장의 대안실천으로, 한국 노동시장의 균형적 발전을 도모하고, 안정적 국민정 서를 함양함과 동시에, 나아가 이주노동시장의 효율적인 활용 방향에 보탬이 되기를 희망한다.

The global flow in the 21st century came to greet numerous changes with being progressed the direct & indirect coexistence and psycho-social cohabitation among people who have diverse cultures and histories based on country. In addition, the global flow in modern times is being actively progressed even the transfer of labor power along with the internationally active transfer of capital and finance. Accordingly, the population of 213 million people(about 3.1%) among about 6.9 billion people as the whole world population in 2010 became the international floating population. This is a change in migrant labor market for solving imbalance in labor power and capital among countries owing to the phenomenon of being lacking in simple labor power of the advanced countries and to the balanced dispersion of excessive phenomenon in labor of the underdeveloped countries. Diverse problems were caused in this process. The movement of population is originated from the characteristic of being drifted by which ‘a person’ becomes the center unlike capital. Hence, each country is devoting itself to efficiency of migrant labor market by solving a temporal problem of being lacking in labor of own country and minimizing a conflict in order to be reasonable for a special situation of own country. Even Korean society is flowed in diverse global changes with entering the rank of the advanced country. The industrial field within South Korea, which achieved economic revival in the 1990s, came to be driven even to a situation of threatening existence of company as well as a drop in productivity while being decreased domestic people who are employed by small and medium companies into which the low-wage jobs are driven owing to polarization of labor market. Hence, the exhaustion of laborers with low wage and low expert came to be appealed. The government did spread policy of allowing simple migrant workers to flow in on a large scale as an alternative plan for this. It supported the demand and supply for insufficient manpower of small and medium companies while carrying out the employment permit system, abolishing the industrial trainee system, and enforcing the working visit system, with beginning from the industrial trainee system in 1993 for allowing these people to be settled in society. As a result of spreading this policy, the national statistical office in 2010 announced that migrant workers within South Korea outnumbered 910,000 people. This was said to be numerical figure that was increased by just about 69% compared to the year in 2005. These changes allowed South Korean labor market, which had cried out for single race and pure blood, to have diverse confusions and shocks, and numerous problems. A rapid increase in migrant workers of Korean society brought about the effect of creating profit in some parts in labor market of small and medium companies that are placed in labor famine while causing social benefits and costs at the same time. However, the occurrence of social costs at the same time led to a problem about which the burden is completely shifted to people. In other words, South Korea’s labor market was biased the economic profit according to a rise in scale of migrant workers to enterprisers while losing balance as a whole. On the other hand, the wage and job of the domestic manpower, especially, manpower in vulnerable class who are placed in low-wage market, were driven to very unfavorable situation. Thus, problems were caused such as making inroads into domestically youth job, mass-producing a number of the unemployed, barrier of entering labor market in the disadvantaged groups, a drop in wage, promoting social polarization caused by this, and mass-producing poor people. Also, a rise in influx of simple migrant workers for small and medium companies led to the phenomenon of hindering the highly industrial restructuring owing to the maintenance in a type of depending on low expert. Another evil influence was derived problems such as being concerned about migrant workers’ settlement and mass-production of illegal immigrants. Especially, it is a situation of being concerned even about a rise in social costs caused by illegal immigrants, potential uprising, Even worse, South Korea’s migrant labor market is being wasted inadequately the huge budget owing to the inter-departmentally overlapped project and non-systematic operation. Migrant workers’ wages are being remitted about 14 trillion won every year to the home country. Thus, even the diversion of foreign currency surpassed the level that cannot be neglected in light of economic situation within South Korea. Hence, the current migrant labor market in South Korea came to have obvious limitation. Hence, to seek a fundamental solution on the above problems, this study was performed in order to search for an alternative plan that will be helpful for the direction of the balanced migrant labor market in line with the reality of South Korea. The following alternative plans are suggested. First, there is a need of policy that inhibits the demand for simple migrant labor force by seeking a plan that can utilize 9,450,000 people of the domestically unemployed according to the principle of preferentially applying fellow countrymen and the principle of supplementary nature in migrant labor market, and by forcing it with the law so that the migrant workers’ wages and working conditions can be same as domestic people while companies cannot be necessary for employing foreigners for a reason of low age like Germany. Second, there is a need of solving anxiety through paying wages stably and of preventing mass-production of social polarization and poor people as well as promoting the employment of domestically disadvantaged groups and unemployed people by establishing reasonably substantial wage system for the environment of 20,000 dollars in GNP with escaping from the wage restraint policy through activating labor market of small and medium companies. Third, there is a need of minimizing the influx of simple migrant workers for highly industrial growth of small and medium companies and of seeking a plan available for increasing quality of labor market. In addition, it is demanded the firm intention of policy and management by the government so that the profit diversification can be realized fairly and equally by allowing the unfair trade prevention law to be strictly observed between large companies and small & medium companies for revitalizing small & medium companies. In addition, a plan for utilizing them needs to be arranged imminently by training domestically unemployed youth as the specialized manpower. Also, even a plan for utilizing them as global human resources needs to be sought promptly through supporting the specialized education and skill for the overseas Koreans as the 2nd, 3rd, and 4th generations, the 2nd generations of the domestically marital immigrants, and 84,000 foreign students who are staying in the country. Fifth, there is a need of preventing inappropriate extravagance of budget by newly installing the integrated specially exclusive agency of having the systematic delivery system in the migrant labor market. Fourth, to supplement insufficient labor power in South Korean labor market, there is a need of positively utilizing overseas Koreans of reaching 7,200,000 people, and Marital Immigrant Families of 280,000 people as well as fully applying 9,450,000 people of the domestically unemployed. For this, there is a need of being expanded the specialized education, training and technical support for these people and of supporting for making it available for stable settlement. Sixthly, there is a need of preventing the diversion of foreign currency in hugh wages by minimizing the influx of simple migrant workers in migrant labor market. Seventh, there is a need of utilizing international organization(IOMMigrant Research &Training Center) like Germany for the stable return of illegal immigrants and migrant workers and of supporting so that these people can stably dwell after returning to home country through network with NGO groups at home and abroad. For this, as the practice of the alternative plans for the above suggested migrant labor market, it is desired to be further conducive to the direction of efficiently utilizing migrant labor market as well as promoting the balanced development in Korea’s labor market and cultivating stable national emotion.

Purpose: Over time, the number of migrant workers in Korea has shown a steady increase. Notably, among all migrant workers, those from Vietnam constitute the third largest group in Korea. The main objective of this study was to investigate the factors that influence the health-related quality of life of Vietnamese migrant workers. The study aimed to provide essential data for the development of customized nursing intervention programs and policy preparation in the future. Methods: A total of 220 Vietnamese migrant workers aged between 18 and 64, who were employed in Korea through the Employment Permit System and had been residing in the country for more than 91 days, participated in this study. Results: The study results revealed that physical activity (β=.19, <i>p</i>=.002), hope (β=.50, <i>p</i> <. 001), cohabitation with colleagues (β=.16, <i>p</i> =.003), and sleep hour (β=.11, <i>p</i> =. 031) had a statistically significant impact on health-related quality of life. The findings showed that higher levels of physical activity and hope were positively associated with higher health-related quality of life. Moreover, cohabiting with colleagues and sleeping for more than six hours were also significantly related to higher health-related quality of life. Conclusion: Given these findings, it is imperative to develop programs that encourage physical activity and enhance the health-related quality of life of migrant workers from Vietnam. Policymakers and employers should also consider providing adequate living conditions that facilitate cohabitation with colleagues and sufficient time for sleep to improve the health and well-being of migrant workers.

Purpose: Migrant workers battle to access health services and adapt to a new culture. Self-care agency can be essential for health self-management. This study examines the effects of a health engagement program to improve self-care agency using a living lab approach among migrant workers living in South Korea.Methods: This study used a mixed-methods design, including a non-equivalent pre-post-test control group and three focus group interviews. Participants included 42 migrant workers from nine countries recruited via flyers, posters, and internet bulletins posted by a migrant community organization. During the 12 weeks, only the intervention group participants received four workshops addressing healthy physical activity, healthy dietary habits, effective cultural adaptation, stress management, and two outdoor cultural activities. They also participated in focus group interviews after the second, third, and fourth group activities and discussed the benefits of healthy behaviors and specific ways to implement them in real life.Results: Participants in the intervention group showed an increase in self-care agency, health literacy, and acculturation after the 12- week intervention. Themes were derived based on the lessons from living lab activities, barriers to health behavior practices, and methods to overcome these.Conclusion: This study demonstrated that multi-component intervention using a living lab effectively increased migrants’ participation in health promotion activities by strengthening health in their self-care agency. The qualitative and living lab approach effectively obtained comprehensive results on strategies to enhance healthy behavior engagement.

This study analyzes the life experiences of migrant workers as members of village community from the perspective of resident rights. Of the various migrant groups, migrant workers are one of the most vulnerable. Thus, strengthening this group’s access to c itizenship i s an important i ssue i n K orean society. Under t he c urrent s ystem, m igrant w orkers a re a llowed legal entry into ROK with an E9 visa. Many of these individuals work toward gaining E7 visa status, which allows them to invite their family members to legally stay with them, thus expanding their rights of residence. However, migrant workers whose visas have expired or who have entered ROK on a tourist visa are not eligible for the rights. Furthermore, there are various levels of accessibility among migrant workers depending on their resident status, further separating within the minority group, resulting in a polarized spectrum with denizens and margizens at either end. In addition, social perceptions toward migrant workers weaken their sense of identity as residents even more, hindering their roles within local communities. So, there is a clear need for social agreement in improving existing systems for migrant workers, and social efforts must be made to ensure that migrant workers feel a sense of identity as residents and belonging within their village community.

High-quality industrial safety training is crucial for minimizing workplace accidents, especially in multilingual and multicultural settings. However, current training often neglects the cognitive limitations and contextual needs of adult learners. This conceptual paper proposes a framework that combines Cognitive Load Theory (CLT) with andragogical principles to bridge these gaps. The goal is to balance intrinsic, extraneous, and germane cognitive loads while matching adult motivations and experiences. The model uses a multilayered instructional design that considers learner characteristics, processing strategies, and scenario-based techniques. Key training challenges include language barriers, cognitive overload, and cultural mismatches. The framework offers comprehensive strategies for recognizing hazards, improving retention, and transferring behavior. The implications for employers, educators, and policymakers are explored, particularly in supporting migrant workers. The model provides a scalable, flexible solution for enhancing safety training globally.

It is widely recognized that migrant workers play a significant role in spurring growth and development in both countries of destination and origin, mainly by meeting labor shortages experienced by the more advance economies and by stimulating economic activities in their home country through foreign currency remittances. Parallel to this however are the sad facts on the social costs associated with migration and the perpetual issue on migrant workers being common subjects to abusive and exploitative employment conditions and various forms of discrimination. With the coming of age of an increasingly globalized economy, the international community is faced with more serious and complex issues related to the governance of migration and the condition of migrants. As globalization continues to create economic imbalances between countries and fails to generate jobs and economic opportunities amongst the developing world, countries have embarked on labor exportation / importation as an economic policy in sustaining growth and development. Developing countries compete with each other in the exportation of labor not only to reduce chronic unemployment problems but also to boost foreign currency earnings and balance off trade deficits. Receiving countries, on the other hand, enjoy the cheap labor they get in the process. Both groups see this as a competitive advantage that will help them boost their economies and push neo-liberal agenda. No wonder why we haven't seen much improvement in the lot of migrants up to these days. Not even with the presence of international instruments that deals with various matters related to the protection and promotion of migrant workers rights. With their own economic agenda behind, these instruments are ratified by a lot of countries as mere accommodations and concessions to the ever-growing legitimate grievances of the oppressed and therefore are more honored in discourses and speeches than in implementation or compliance. In reality, migrants are more affected by the laws and policies of countries, some of which, while declared to have been formulated to protect migrants, are full of ambiguities designed to safeguard existing social order, if not obviously rather detrimental to migrants. Needless to say, mere ratification of international instruments and promulgation of national laws would only go as far as protecting migrants in theory. Actual protection depends on countries instituting concrete and effective means for their enforcement. And as governments have proved to be reluctant in doing so, it will be illusory to rely on the existence of these rhetorical tools without the presence of a united action of civil society groups for migrants and organizations of migrant workers. It is of utmost importance that these groups continue to empower themselves through strengthening their collective and organized strength to be able to effectively pressure governments to establish the necessary concrete and effective measures that can protect the interests of migrant workers. In the final analysis, the realization of a better life for migrant workers largely rests on migrant workers themselves.

본 연구는 한국에 거주한 외국인 근로자들의 문화 변용 유형이 삶의 질에 어떤 영향을 주는 지를 연구하였다. 2017년 6월부터 2017년 8월까지 서울 및 경기도에 거주하는 있는 179명의 외국인 근로자 대상으로 조사 연구하였 다. 본 연구의 측정도구는 EAAM(문화변용유형)과 WHOQOL(삶의 질)을 사용하였다. 연구 결과, 외국인 근로자 들의 통합유형과 동화유형의 점수가 높아질수록 삶의 질 수준도 높아지는 것으로 나타났다. 주변화 유형의 점수 가 낮아질수록 삶의 질 수준은 높아지는 것으로 확인되었다. 또한 연구결과는 나이, 월급, 한국 거주기관, 통합유 형 및 분리유형은 외국인 근로자들의 삶의 질에 영향을 미치는 주요한 변수임을 확인하였다. 끝으로, 본 연구 결 과를 토대로 사회복지 실천적 함의와 사회복지 정책적 함의를 제시하였다. 외국인근로자들과의 상담을 실시할 시 필요한 사회복지 임상적 함의를 제안하였다

This research study examined the impact of acculturation types on quality of life among migrant workers in South Korea. From June in 2017 to August in 2017, a participant of 179 migrant workers were recruited from cities in Gyeonggi-Do, and completed the questionnaires of acculturation types(EAAM) and quality of life(WHOQOL). The findings indicate that increased scores of integration and assimilation were associated with a high level of quality of life. Also, decreased score of marginalization was associated with a high level of quality of life. This research also showed that age, monthly income, years in Korea, integration, separation were important predictors for quality of life among migrant workers. Such research findings are discussed in terms of social work practices and social policies. Recommendations to guide social workers in their work with migrant workers are made.

본 연구는 한국에 거주한 외국인 근로자들의 문화적응 스트레스와 자아탄력성이 우울에 어떤 영향을 주는 지를 연구하였다. 특히 본 연구의 주요 목적으로는 문화 적응스트레스와 우울간의 사이에서 자아탄력성의 완충효과에 대하여 검증하고자 하였다. 2016년 8월부터 2017년 2월까지 서울 및 경기도에 거주하는 있는 236명의 외국인근로자 대상으로 조사 연구하였다. 본 연구의 측정도구는 CES-D(우울), ASSIS(문화적응스트레스), CD-RISC(자아탄력성)을 사용하였다. 연구 결과, 외국인 근로자들의 문화적응 스트레스가 높아질수록 우울 수준도 높아지는것으로 나타났다. 또한 자아탄력성 수준이 높아질수록 우울 수준은 낮아지는 것으로 확인되었다. 또한 자아탄력성은 문화적응 스트레스와 우울 사이에 완충효과가 유의미하는 것으로 나타났다. 끝으로, 본 연구 결과를 토대로 사회복지 실천적 함의와 사회복지 정책적 함의를 제시하였다. 외국인근로자들과의 상담을 실시할 시 필요한 사회복지 임상적 함의를 제안하였다

This research study examined the impact of acculturative stress and resilience on depression among migrant workers in South Korea. Particularly, the major purpose of this study was to test resilience as a moderating effect in relationships between acculturative stress and depression. From August in 2016 to February in 2017, a participant of 236 migrant workers were recruited from Seoul and Gyeonggi-Do, and completed the questionnaires of acculturative stress(ASSIS), resilience(CD-RISC), and depression(CES-D). The findings indicate that increased acculturative stress is associated with a high level of depression. Increased resilience is associated with a low level of depression. This research also shows that there is the moderator role of resilience in the relationship between acculturative stress and depression. These findings are discussed in terms of social work practices and social policies. Recommendations to guide social workers in their work with migrant workers are made.