• Korean Journal of Social Welfare
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• v.57 no.4
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• pp.177-196
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• 2005

Today's employees are facing various socio-emotional problems due to the lack of appropriate supports and intervention in the workplace. These problems, however, cause considerable stress and inflict fatal damage on the quality of the employees' lives. Thus, this study analyzed the negative effects of the employees' socio-emotional problems on their stress, depression, and a sense of self-esteem. As a result, the study has identified that the problems occurred widely in the work life area such as job-related problem, predicament of retirement, workplace violence, family life area such as family relationship, child education, crisis problem, and lastly culture and health related area. This study also found that the socio-emotional problems in the three areas were the main stressors after all and they once again negatively affected depression and a sense of self-esteem. However, the role of social support, which is known to have the buffering effect on depression and a sense of self-esteem, was not sufficiently proved. This strongly implies that traditional social supports necessarily have limitations to overcome employees' socio-emotional problems in hand and thus systematic intervention toward the troubled workers in the organizational level must be required.

• Journal of agricultural medicine and community health
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• v.46 no.4
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• pp.253-265
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• 2021

Objectives: The aim of the study is to identify the success factors of 6 months of smoking cessation targeting male workers in small and medium-sized businesses. Methods: The subjects of this study were smoking male workers who had got the visiting services at a tobacco control center to stop smoking from January 2018 to December 2020. Total number of the participants was 767. Results: The male workers in small and medium enterprises had a success rate of 20.2% for smoking cessation for 6 months. With multiple logistic regression, the factors causing the differences in the success rate for 6 months of the workers were as follows. - The odds ratios (ORs)(95% confidence interval, CI) of the age group of under 29 and 40-49 years were 0.10 (0.03-0.29) and 0.43 (0.24-0.76), respectively, compared to the 50 years and older group. The ORs (95% CI) of the daily average of smoking group of 11-20 and more than 21 were 0.52(0.34-0.80) and 0.46(0.24-0.90), respectively, when compared to the group of 1-10. The ORs (95% CI) of the supporting persons for quitting smoking group of with spouse and other family were 1.99(1.18-3.34), compared to the group with no one. Conclusions: This study showed that the chance of success for smoking cessation for 6 months is higher when the subjects have spouses and other family Supporting persons for quitting smoking. And it also shows that the less they smoke a day and the older they are, the more likely it is to succeed in quitting smoking.

• Journal of Labour Economics
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• v.40 no.3
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• pp.29-55
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• 2017

We examine the effects of the self-reported subjective and the objective health indexes on work compensations. The compensations consist of monetary factors, such as wages, and non-monetary factors reflecting job risks such as the workplace accidence. The wages and workplace injuries are clearly affected by gender and age differences as the subjective and objective health factors of elderly workers are combined with physical and systematic work environments. Mental health problems such as work depression are more serious especially for high income elderly groups. The elderly workers experienced with physical problems and chronic illnesses are led to the decrease in wages and the increase in safety accident risks at work sharply. Therefore, we need to provide supporting services, retirement planning designed by companies, supported by the government enhanced risk working conditions and the weakness on protecting jobs.

• Journal of dental hygiene science
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• v.6 no.3
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• pp.177-186
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• 2006

The purpose of this study was to obtain baseline data for establishing oral health policy and developing oral health among industrial workers. A question was used to question paper 226 workers of D heavy industrial company in Sacheon-City. The result obtained were as follows: 1.Generally dental patients asked to not prevention treatment but treatment of dental disease. 2.Most of workers respondent that their oral health is so so.(52.2%). 3.Respondents reported 76.1% of dental calculus, 55.8% of sensitive to cold and hot things. 4.Oral health attitude is tooth brushing experience (39.8%), scaling experience (75.7%), when brushed area all teeth, gingiva and tongue(47.3%). 5.81.8% of respondents received no teeth pain when brushing time is over 3 minutes and 83.7% of smokers had calculus.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.174-186
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• 2019

This study was designed to examine the demographic, economic and organizational characteristics of wage peak workers in public enterprises and their relationship between wage peak system and retirement, which is faster than other areas where the number of elderly workers is growing. The study targets 211 wage peak workers in 19 public enterprises engaged in the wage peak system, considering the level of aging and the size of wage peak workers. According to the demographic and economic characteristics, the results of the study showed that the education level, household income, post retirement cost, retirement saving and investment amount had an effect on wage peak satisfaction, wage peak acceptance, retirement preparation and retirement attitude. Next, aspects of organizational characteristics, there were differences according to position, job title, working period, remaining retirement age, participation in retirement preparation program and wage peak application. Based on these findings, effective wage peak system for the aged society was required to discuss the need for follow-up research by job group, position rank, economic level, and educational level of aged people such as welfare, education and former support.

• 한국사회정책
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• v.24 no.1
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• pp.33-66
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• 2017

Based on the premise that the systematic career process of workers in the general labor market was one of core elements of successful achievements and their establishment both at the individual and organizational level, this study set out to conduct empirical analysis of factors influencing the subjective career success of disabled workers in competitive employment at the multi-dimensional levels of individuals and organizations(corporations) and thus provide practical implications for the career management directionality of their successful vocational life with data based on practical and statistical accuracy. For those purposes, the investigator administered a structured questionnaire to 126 disabled workers at 48 companies in Seoul, Gyeonggi, Chungcheong, and Gangwon and collected data about the individual and organizational characteristics. Then the influential factors were analyzed with the multilevel analysis technique by taking into consideration the organizational effects. The analysis results show that organizational characteristics explained 32.1% of total variance of subjective career success, which confirms practical implications for the importance of organizational variables and the legitimacy of applying the multilevel model. The significant influential factors include the degree of disability, desire for growth, self-initiating career attitude and value-oriented career attitude at the individual level and the provision of disability-related convenience, career support, personnel support, and interpersonal support at the organizational level. The latter turned out to have significant moderating effects on the influences of subjective career success on the characteristic variables at the individual level. Those findings call for plans to increase subjective career success through the activation of individual factors based on organizational effects. The study thus proposed and discussed integrated individual-corporate practice strategies including setting up a convenience support system by reflecting the disability characteristics, applying a worker support program, establishing a frontier career development support system, and providing assistance for a human network.

• Journal of Korea Entertainment Industry Association
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• v.15 no.3
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• pp.231-241
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• 2021

This study intended to present strategies and implications for attracting new students and customized education to university officials through research on the participation of workers' academic aspirations in university education. Thus, variables were derived by analyzing prior data, and causal settings between variables and questionnaires were developed. Subject to the survey, 331 workers interested in participating in university education were collected through interpersonal interviews. The collected data were dataized, and reliability and feasibility verification and frequency analysis were conducted. Finally, we validate the fit of the structural equation model and the causal relationship for each concept. Therefore, the results of the validation show the following implications. First, university officials should be motivated by a mentor and mentee system with experienced people who have switched to a suitable vocational group through university education. It will also be necessary to develop and disseminate programs so that they can continue to develop themselves for the future. To this end, it will be necessary to help them understand their aptitude and strengths through consultation with experts. Second, university officials should strengthen public relations so that prospective students can know the cases and information of the job transformation of the admitted workers through recommendations. It will also be necessary to develop university education programs that can self-develop, accept various ideas through "public contest", and provide accurate information about university education to workers through re-processing. Third, university officials should provide workers with a program that allows them to catch two rabbits: job transformation and self-improvement through university education. In other words, it is necessary to stimulate the motivation of workers by providing various information such as visiting advanced overseas companies, obtaining various certificates, moving between departments of blue-collar and white-collar, and transfer opportunities. Fourth, university officials should actively promote university education programs related to this by participating in university education and receiving systematic education and the flow of social environment. Finally, university officials will need to consult and promote workers so that they can self-develop when they participate in college education, and they will have to figure out what they need for self-development through demand surveys and analysis.

• Journal of Digital Convergence
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• v.12 no.2
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• pp.539-548
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• 2014

This study aims to identify effects of welfare-to-work programs that helped welfare recipients promote emotional and social self-sufficiency, focused on social adaptation program for the hardest-to-employ poor with psychological and social work barriers. This study relied on data from mandatory social adaptation program participants among community self-sufficiency organizations in nationwide from December 2010 to January 2011 in South Korea. Hierarchical regression was used to analyze for this study. As a result, among participants, there were slightly than moderate level on emotional and social self-Sufficiency effects. The satisfaction of education program had positive effect both emotional and social self-sufficiency whereas that of health service only had positive effect on social self-sufficiency. Also, these emotional and social self-sufficiency effects differed between the number of needy family in household, type of organization and degree of satisfaction of life. This study suggests that discussion of implications for the development of welfare-to-work program and intervention that target psychological, emotional and social needs for recipients with work barriers.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.271-279
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• 2015

The purpose of this research is to verify the impact of job stress on turn over intention among the married workers in small and medium sized enterprises in South Korea, as well as to examine mediation effect of work-family conflict between the two variables. For this research, 135 workers were selected through a web-based survey from February to March, 2015. As results, job stress was statistically influential on turnover intention and work-family conflict. Work-family conflict implied the partial mediation effect of turnover intention, with both direct and indirect impacts on depression. The findings suggest that preventive programs against job stress and work-family conflict, such as Employee Assistance Programs(EAPs), should be launched in order to reduce the problems. Korean government must legislate for family-friendly work environment to help company could activate the assistance programs for the employees who suffer from the work-family conflicts.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.190-203
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• 2016

Based on the premise that a systematic career process was one of the essential elements of successful task performance both for individuals and the organization in the field of social welfare, this study set out to empirically analyze factors influencing the career commitment of social workers at a multidimensional level and provide practical implications for the directionality of career management on the basis of data with theoretical and statistical accuracy. For those purposes, the study collected individual and organizational characteristics data from 787 social workers at 46 agencies through a structured questionnaire and analyzed influential factors through the multilevel analysis technique by taking organizational effects into account. The analysis results show that explanations by the organization characteristics recorded significant 15% in the total variance of career commitment and that its influential factors included such significant variables as the protean career attitude, desire for growth, human network, and self-efficacy at the individual level and also the qualification compensation system at the organizational level. The study then proposed and discussed integrated practice strategies between individuals and agencies as the measures to promote career success through the activation of individual factors based on the consideration of organizational effects such as the application of an employee assistant program, provision of incentives to professional career development, and shift to a learning organization.