Korea is transforming multi-race and multicultural family society in accordance with international population movement. As of this year 2013, total 207 multicultural family support centers are running around the whole area in Korea currently since establishment of 21 offices in 2006, which is based on enactment of multicultural family supporting laws. This shows that multicultural family support center has increased 10 times than during past 7 years. In consideration of Korea’s multicultural policy which is focusing on multicultural family politically and government initiatively, it means the multicultural family support center has very important roles as a one-stop service facility. Based on the revision of social welfare laws in 2009, the multicultural family support center has classified with social welfare facility. In consideration of various past survey data for social welfare facility, the employee’s job satisfaction is the primary factor to increase service quality level. Therefore, this study researched employees’ job satisfaction working at multicultural family support center in Daegu region in order for improvement of quality level as commence of second multicultural family policy in 2013.
First of all, the satisfaction for co-workers and job from employees’ at multicultural family support center in Daegu region get result very high in accordance with question survey. However, the satisfaction for their salary was extremely low. In addition, it showed the job skepticism get lower in case a high satisfaction for salary and promotion. In consideration of this point, it is evaluated that the system improvement for salary and promotion must be required. This result revealed again after depth interview with team leaders at various centers, and we found common answers for satisfaction degree with salary and job itself, and job transferring intention. Based on the depth interview, the basic salary is good enough as an initial salary but it is pointed out that non-exist of other allowances such as night-work and over-time work allowances, and a pay step system. So this kind of problem such as salary system and pay step system caused a high job-transferring rate. Regarding the low rate of “Intention for the job transferring” relatively after question survey results, it is evaluated from a sense of duty for the job itself. Actually, in the result of quantity/quality survey, it appears that the personnel working at multicultural family support center have a sense of duty for the social welfare affairs or satisfaction of job itself. These satisfactions or a sense of duty were the basic motive to last their duties in multicultural family support center in spite of dissatisfaction for the salary or pay step systems.
In the field of social welfare affairs in Korea, it is usually acknowledged as sacrifice concept rather than job or professionalism concept. Of course, in case of job concept, people can find their meaning of life from a job with self-accomplishment and worth, so they work as like volunteer service regardless of social position or economical benefit. However, a job is the behavior related with human’s right to live basically as a living job before its self-accomplishment and worth. The people work in multicultural family support center also work as a job for their living before self-accomplishment, service and worth so it is required to be considered as a means of living.