• Journal of dental hygiene science
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• v.8 no.3
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• pp.131-137
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• 2008

This study generally was examined and grasped the working environment of dental hygienist working dental hospitals(clinics) located in the Gwangju area. The findings of the research were listed in the following: First, regarding the total work experience of subjects, less than 36 month accounted for the most percentage(39.9%). According to a working place, more than 61 month accounted for 50.0% in general hospitals, less than 36 month for 51.3% in dental hospitals and less than 36 month for 39.9% in dental clinics(p < 0.001). Secondly, regarding working day by working place, 5 days accounted for 95.0% in general hospitals and for 82.1% in dental hospitals and more than 6 days for 97.7% in dental clinics. Regarding a working hour, more than 9 hours accounted for 85.0% in general hospitals, 92.1% in dental hospitals, and 63.2% in dental clinics(p < 0.001). Thirdly, regarding special and differential treatment for long-term workers by working place, giving an allowance accounted for 50.0% in general hospitals, opportunities for holiday, travel and promotion opportunity for 56.4% in dental hospitals, and no special and differential treatment for 56.8% in dental clinics(p < 0.001). Fourthly, regarding monthly net pay associated with the total working years, less than 1.10 million won accounted for 60.6% in less than 36 month, 1.31~1.60 million won for 41.5% in 37~60 month, 1.31~1.60 million won for 42.0% in more than 61 month(p < 0.001).

• Korean Journal of Occupational Health Nursing
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• v.1
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• pp.17-29
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• 1991

본연구는 보건관리자로서의 산업간호사의 역할을 뒷받침 할 수 있는 근무조건을 파악하기 위한 기초조사연구이며 산업간호사의 근무조건 개선에 기여코저 한다. 연구방법은 1991년 3월부터 4월까지 서울, 인천, 경기 지역에 위치한 산업장의 건강관리실에 근무하는 산업간호사 131명을 대상으로 설문지를 이용하여 전화 또는 산업간호사회를 통해 자료를 수집하였다. 조사 결과는 다음과 같다. 1) 조사대상의 일반적 특성 서울, 경기, 인천지역에 상시근로자수가 300인 이상에 근무하는 산업간호사 배치율은 49.3%로 나타났다. 조사대상의 지역별 분포는 서울이 61개사업장이었고 인천 경기의 순이었다. 또한 산업간호사의 교육수준은 전문대졸이 84.0%이었고, 연령별 분포는 20대가 65.7%이었으며, 규모는 500~999사이가 42.7%였고, 노조가 있는 사업장은 73.3%인 것으로 나타났으며 산업간호사 1인이 근무하는 곳이 90.7%였고 보건관리자가 간호사뿐인 곳이 63.3%이며 1000명이상 근로자를 가진 산업체중 31.9%가 전임산업의나 산업위생사 없이 간호사 혼자서 근무하는 것으로 나타났다. 2) 근로조건 산업간호사는 주당근무시간이 44시간이하인 경우가 59.6%였고, 1부제 근무만하는 경우가 93.1%였으며, 월차휴가는 94.7%가 사용할 수 있었으며, 보수는 기본급이 25~40만원 사이가 69.5%였고 면허수당은 43.8%만 받는 것으로 나타났으며 상여금은 년 600%를 받는 산업장이 42%였고 총급여액이 35~55만원을 받는 경우는 전체의 67.3%를 차지하였다. 또한 연장근로인정여부는 일부만 인정하거나 인정하지 않는 경우가 61.8%였고, 과거경력 은 34.4%가 인정하지 않았고 승진은 66.4%가 불가능한 것으로 나타났다. 산업간호사가 별정직이나 촉탁으로 취업한 경우가 35.1%였고 일반 고졸이나 전문대졸 대우를 받고 있는 경우가 68.9%였다. 또한 전문단체활동 지원정도는 대한간호협회나 산업간호사회지원이 95 %를 넘었으며 산업간호사가 원하는 것 모두 지원하는 경우가 68.7%였으며 회비와 참석 모두를 지원하는 경우가 83.7%였다. 3) 모성보호 산업간호사중 81.7%가 결혼 후 근무가 가능했으며, 94.7%가 생리휴가를 사용할 수 있는 것으로 나타났다. 그리고 산전산후휴가는 76.3%가 사용할 수 있었다. 그러나 결혼후 근무나 산전산후휴가는 명문화되어 있었으나 실제로 이용한 경우는 없는 것으로 나타났다. 본 연구결과는 산업간호사의 근무시간, 전문단체활동지원은 비교적 좋은 조건이나 보수를 비롯 승진이나 대우, 모성보호에 대한 개선여지가 있음을 보여주었다. 따라서 결혼후 지속근무, 산전산후 휴가제 등이 보장되어야 전문직으로서의 산업간호사 인력확보, 활용이 용이할 것으로 기대된다. 더불어 전문단체의 조직적 활동과 연구, 행동적인 지원이 계속되어져야 할 것을 제언하는 바이다.

• Sleep Medicine and Psychophysiology
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• v.6 no.1
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• pp.61-67
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• 1999

Objectives: The aim of this study was to examine the impact of shift work on psychological, physical and social adjustment in nurses. Methods: Two hundred ninety-nine female nurses(179 shift worker, 120 non-shift worker) filled out a questionnaire, which consisted of fifty-six items including demographic characteristics. Subjective ratings of psychological, physical, social and sleeprelated distresses were assessed with a visual analogue scale(100mm). Results: Shift work exerted significantly negative impacts on all psychological, physical, social and sleep-related variables of the shift work nurses. The subjective perception about psychological and physical health of shift work nurses was significantly negative as compared to that of non-shift work nurses. Shift work nurses complained of more shift work related social dysfunction and limited social activity. Shift work nurses were also suffering from significant sleep difficulties as compared to non-shift work nurses. Conclusions: This study suggests that shift work can exert a negative impact on psychological and physical health of nurses as it can cause disturbances of the normal circadian rhythms of the psychophysiological functions, beginning with the sleep-wake cycle. Shift work can also cause difficulties in maintaining the usual relationships both at family and social levels. These results may suggest that we need appropriate coping strategies to overcome adverse effects of shift work.

• Journal of Korean Home Economics Education Association
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• v.19 no.3
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• pp.77-89
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• 2007

The purpose of this study was to investigate the HE(home economics) teachers' altruistic attitudes and levels of moral education in the middle and high schools. Data was collected from the survey mailed to the middle and high school HE teachers in Ulsan city. The 114 questionnaires were used for final analysis. SPSS/WIN for 10.0 program was used for analysis of the frequency and percentage, mean and standard derivation, T test, and One-way ANOVA according to the research questions. The results of this study were as the follows: First, HE teachers' altruistic attitudes were higher than average. They considered that trying their best in the virtue of social responsibility was very important. And they were inclined to share in others' situations and emotions with the empathic attitudes. Second, the levels of moral education in HE class were higher than average. Teachers valued moral virtues highly, such as respect for life, diligence and sincerity, courage, and respect for parents and the elderly. Third, HE teachers' individual variables, such as institution type shows the statistically meaningful difference in the levels of moral education. Teachers' group with more educational career and aged teachers' group, and public school teachers' group provided moral education more than the others.

• The Journal of the Korea Contents Association
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• v.17 no.6
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• pp.132-141
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• 2017

The factors influencing nicotine dependence of smoking shift workers (154 samples), working in manufacturing industry, were investigated. 23.4% of the sample showed moderate nicotine dependence while 14.3% did severe dependence. Nicotine dependence showed statistically significant difference with respect to sex, disease, and health condition and was positively correlated with occupational stress. Occupational stress, sex, and disease were identified as the influential factors, explaining 43.9%, and should be the basis for intervention to reduce nicotine dependence.

• Journal of Yeungnam Medical Science
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• v.24 no.2
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• pp.296-304
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• 2007

Background : The main aim of this study was to analyze the factors that could be used to predict job satisfaction of assistant nurses in general hospitals. Material and Methods : This study was based on a survey of assistant nurses in the Daegu region from January 1, 2006 to January 31, 2006. Originally 300 questionnaires were distributed and among them 291 were completed. The data was collected and used for the statistical analysis. Descriptive and inferential statistics, such as the frequency, t-test and one-way ANOVA were used for the analysis. Results : Among the respondents, the average score for job satisfaction was lowest in the university-trained nurses and highest in the nurses who had only graduated from high school. Conclusion : The working conditions, work place and motivation are significantly associated with job satisfaction. In particular, there was lower job satisfaction in those nurses who wanted to change their occupation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.11
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• pp.5707-5713
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• 2013

The purpose of this study was to identify the effect of organizational culture types of hospital and nursing experience on organizational citizenship behaviors of nurses that examined the fitness of a path model. The subject of this study were 368 nurses who were working at 3 hospitals. The data were collected by structured questionnaire from May 1 to June 28 of 2013. Data were analyzed using on SPSS Win 20.0 and AMOS 18.0 program. The results of this study organizational culture types of hospital and nursing experience explained 32% of the variance for organizational citizenship behaviors of nurses. Innovative-oriented organizational culture types of hospital were important factors for affecting organizational citizenship behaviors of nurses. Therefore the nurse manager must establish the strategies to improve who nurses' creative and innovative ideas accepted by the culture to change.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.8
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• pp.5413-5421
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• 2015

The aim of this study was to identify the influences of sleep quality, depression and fatigue on job stress of geriatric hospital workers. The subjects were 175 workers from 6 geriatric hospitals. Data were collected on March, 2015 using a structured questionnaire. The data were analyzed by using SPSS/WIN 21.0 program. The job stress was negatively correlated with sleep quality(r=-.364, p<.001), positively correlated with depression(r=.376, p<.001) and fatigue(r=.646, p<.001). The multiple regression analysis revealed that the most powerful predictor of job stress was fatigue(${\beta}=.581$, p<.001). These results indicate that fatigue affect job stress of the geriatric hospital workers. Therefore, it is necessary to prepare tailored fatigue management program and working conditions that can reduce job stress.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2859-2869
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• 2014

The present study aims to examine job satisfaction and stress in relation to features of jobs taken by nursing assistants. The subjects for study are 469 nursing assistants active at work in various medical clinics and hospitals in Seoul Metropolitan City, engaged in a study conducted from May 1, 2013 through September 4, 2013. The positive analysis was verified at a significance level of five percent, and SPSS/WIN18.0 was used for statistics process. The analysis of frequency, t-test, one-way analysis of variance, and multiple regression analysis were conducted, and was then analyzed by multiple range test for statistics. The analysis reveals that job satisfaction level marks significant variance in accordance to the year of nursing assistant certificate acquired, age, and their final academic backgrounds. As to the job satisfaction variances in accordance to job features, the location of working places, fields of jobs, and the mode of jobs mark the highest. The study indicates that standardized directions for tasks in specific fields of jobs and education programs should be implemented for consistent management are requisite for improved efficiency of nursing assistants and professional nursing workforce.

• Journal of Korean Clinical Nursing Research
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• v.24 no.2
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• pp.178-187
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• 2018

Purpose: The purpose of this study was to explore the relationships among workplace bullying, organizational commitment, and turnover intention of nurses. Methods: A cross-sectional study was conducted. Data were collected using a structured questionnaire from nurses at five public hospitals (N=190). Results: The experience of bullying was 31.29 points (range 16-64) on average: Work-related bullying was the highest, followed by verbal/non verbal bullying and external threats. The consequences of bullying were 30.54 points (range 13-52) on average: The physical/psychological withdrawal was the highest, followed by increasing distrust and the poor quality of patient care. The experiences of bullying had positive correlations with the consequences of bullying (r=.55, p<.001) and the turnover intention (r=.27, p<.001), and had a negative correlation with organizational commitment (r=-.28, p<.001). The consequences of bullying had a positive correlation with the turnover intention (r=.52, p<.001), and had a negative correlation with organizational commitment (r=-.49, p<.001). Organizational commitment showed a negative correlation with the turnover intention (r=.63, p<.001). Conclusion: The findings of this study suggests the needs of a regular monitoring system and organizational management for workplace bullying, which helps nurses to commit to their organization and to be retained in a workplace.