• The Journal of the Korea institute of electronic communication sciences
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• v.11 no.11
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• pp.1149-1158
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• 2016

This study aimed to identify correlations among experience of violence, psychosocial stress and exhaustion in emergency medical technicians. In total, 393 emergency medical technicians were participated in the survey using an organized essay-type questionnaire. To determine psychosocial stress and exhaustion factors, a linear regression analysis was performed. In results, psychosocial stress factors were work units, the hope to keeping working in the present department, and verbal violence ($R^2=12.9%$), and the exhaustion factors were hope to keeping working at the present department, work units, and verbal violence ($R^2=14.5%$). In conclusion, it is suggested that strategies to deal with violence against subjects are educational programs to prevent violence and emotional support programs to decrease psychosocial stress, as well measures to improve the emergency rescue environment should be developed.

• Journal of Convergence for Information Technology
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• v.10 no.7
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• pp.168-175
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• 2020

The purpose of this study was to identify how career management activities of hospital administration workers are related to the satisfaction with the working environment compared to career goals. The research method collected survey data from April 1, 2020 to April 15, 2020 for hospital administration workers, and conducted t-test, ANOVA, logistic regression. According to the analysis, career management activities and the satisfaction with the working environment compared to career goals of hospital administration workers was slightly above the normal level, and there were no significant differences between university hospitals and general hospitals. And Satisfaction with the working environment compared to career goals showed that there was a significant positive impact on the mentor relationship formation activities for career management at the individual level. These results are thought to be useful information for setting career management plans for hospital administration workers.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.435-444
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• 2020

This study is a descriptive research to grasp the effects of nurse practice environment on organizational commitment and to confirm the mediating effect of resilience. The subjects of this study were 150 nurses who agreed to participate in this study among clinical nurses working in university hospital and General hospital located in City J and City J and the data were collected through survey. The collected data were analyzed by SPSS 25.0 program. Mean scores were organizational commitment 3.38, nurse practice environment 2.62, and resilience index 3.45. There were significant differences on the organizational commitment index for : age, marriage, clinical experience, job satisfaction and a positive correlation between nurse practice environment and organizational commitment, between nurse practice environment and resilience index and between organizational commitment and resilience index. As a result of research, resilience partially mediated the relationship between nurse practice environment and organizational commitment. The findings suggest that in order to improve the organizational commitment of nurse, converged organizational commitment arbitration program strategies are needed to improve the nurse practice environment and resilience of nurses.

• Journal of dental hygiene science
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• v.7 no.1
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• pp.37-47
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• 2007

Targeting dental hygienists who work in clinical division and public dental health division, this study was to investigate and analyze their working environment by work division, so that it could make basic material available in the interest of efficiently employing technical manpower specializing in public health and their better work environment in the future. 1. In terms of the sociodemographic characteristics of respondents, it was found that employees in public health were married in higher percentage and had higher age with longer career than those in clinical division, and it was noted that the former group had higher percentage in longer academic career than the latter group. 2. In terms of working days and hours, it was found that dental hygienists employed in public health worked 5 days a week(95.8%), while those in clinical division worked 6 days a week(70.3%). That is, the latter group worked longer days a week than the former group. 3. In terms of annual regular holidays, it was found that dental hygienists in public health division mostly took 11 to 20 days off a year, while those in clinical division mostly took 1 to 3 days off a year. That is, the former group is significant different in annual holidays from the latter group. 4. In terms of pay and allowances, it was found that most of public health group(89.4%) got monthly pay, while most of clinical group(65.4%) got the pay in annual salary. 5. In terms of reorientation experiences, it was found that 63.5% of total respondents didn't have any opportunity of domestic and overseas reorientation. And in terms of financial sponsorship for reorientation, it was noted that 54.0% of total respondents were financially supported for their reorientation by the institution they work for. 6. In terms of in-house welfare environment for married employees, it was found that 85.5% respondents ever faced no discrimination in job opportunities. In terms of the availability of maternity leave, it was noted that 69.2% respondents used the maternity leave, and 74.8% respondents used the maternity leave during 3 months. 7. In terms of quitting job, it was found that 46.8% respondents had ever left their job(public health group: 53.8%, clinical group: 45.8%), while the remaining 53.2% respondents(public health group: 46.2%, clinical group: 54.2%) had never left their job. Here, it is found that the employees in public health accounted for somewhat higher percentage in quitting job than those in clinical division. In terms of the number of leaving job, it was noted that most(50.8%) respondents left their job once, and there were similar distributions in quitting job between these both groups. In terms of the reason for quitting job, it was found that 29.2% respondents left their job due to desire for better pay(allowance) and working conditions.

• Journal of the Korea Convergence Society
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• v.11 no.4
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• pp.323-332
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• 2020

The purpose of the study is to investigate the impact on service quality of caregivers. 200 caregivers in 6 elderly care facilities located in J city were instructed to answer structure questionnaires, and the collected data was analyzed by T-test, ANOVA, Pearson correlation, and regression analysis. The results of the study show significant differences in service quality depending on their religion, education level, form of employment, employment period, health status, and access to staff lounge. Work environment shows positive correlation to service quality, whereas job stress shows negative correlation. Variables shown to affect service quality are, from the most powerful to the least, human environment, physical environment, form of employment, employment period, and education level with explanatory power of 42.6%. The results of the study suggest the need for putting in individual effort and improving work environment specifically to unique characteristics of each institution and looking into various ways to intervene in financial support policies in order to promote service quality of caregivers.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.264-270
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• 2016

This study examined how the police officers use their annual leaves. While Korean police officers have burdens of heavy workload exceeding their regular office hours, they are passive to get leaves to keep in shape from long hours of work, to maintain the appropriate level of work productivity, and to secure time for leisure and cultural activities. It appeared that most of the police officers surveyed haven't used their annual leaves for less than half of the days designated by law. It also appeared tat female officers used more leaves than male officers, and married officers than single ones. Considering the characteristics of work environment, it showed that officers doing shift work had less days of leaves than officers in non-shift work. The reasons why the police take leaves passively lie on various factors that heavy workload, work-oriented life, work-oriented police organizational culture preceding family and so forth. Therefore, it needed to supplement the personnels to meet the needs of overwhelming workload of the police and to allocate the work properly in advance. In addition, it needed to raise the awareness of the police managers and proliferation of organizational culture to place emphasis on balance between work and family.

• Journal of the Korea Society of Computer and Information
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• v.27 no.5
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• pp.181-188
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• 2022

In this paper, we proposed of the results of the noise level and appropriate conversation distance by applying the noise characteristics generated during treatment at a dental clinic to the NR-curve and PSIL. As a result of analyzing the noise characteristics during treatment at a dental clinic, it was analyzed that the noise level exceeded 60dB(A), which is the health preservation limit value caused by noise, and the noise level increased as the frequency increased. the result of evaluation applying it to the NR curve, some treatment exceeded the workplace noise standard, and as a result of analyzing the level of conversational disturbance between the worker and the patient, it is desirable to have the conversation at a distance of less than 1M for accurate communication. In order to improve the quality of medical service in dental clinic and to reduce dental fear, it is judged that soundproofing protective equipment is provided to workers, and soundproofing measures are needed for noise sources (treatment devices used in treatment) and sound sources (patients and workers).

• Journal of dental hygiene science
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• v.10 no.2
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• pp.71-77
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• 2010

The purpose of this study was to examine the knowledge of dental hygienists about the elderly and their attitude toward them as dental hygienists played vital roles in oral health care for elderly patients. It's ultimately meant to help improve their right understanding of the elderly to provide quality oral health care service to the elderly population in preparation for an aging society. The subjects in this study were 241 dental hygienists, on whom a self-administered survey was implemented. After the collected data were analyzed, the following findings were given: They got a mean of $12.40{\pm}2.99$ out of possible 22 points on knowledge of the elderly. Their general characteristics and characteristics related to the elderly made no statistically significant differences to their knowledge. As for attitude toward the elderly, they got a mean of $3.13{\pm}0.28$. Concerning links between their general characteristics and attitude toward the elderly, the better-educated dental hygienists took a more favorable attitude to the elderly.

• Journal of dental hygiene science
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• v.14 no.2
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• pp.114-122
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• 2014

The purpose of this study was to analyze the effect of mediating variables on the relationship between job stress and stress response. A survey was conducted to 243 clinical dental hygienists from January 15, 2013 to March 20, 2013 and the data were analyzed using t-test, one-way ANOVA, Pearson's correlation analysis, and hierarchical multiple regression analysis. The subjects who worked in poor working environment, had high level of role conflict and overload and aggressive nature showed high stress responsivity (p<0.01). The variable that showed mediation effect on the relationship between job stress and physical discomfort, depression was shown to be personality type (p<0.05). Also, the variable that showed mediation effect on the relationship between job stress and turnover intention was social support (p<0.05). According to the results, personality type and social support were shown to be important parameters when it came to the relationship between job stress and stress response. Therefore, in order to reduce negative outcomes caused by stress, it is suggested to provide an educational opportunity on self-control management while increasing social support from the organizational and structural level. Especially, it is asked to expand the system that provides encouragement and recognition to feel the sense of achievement in the course of their duty execution.

• Journal of dental hygiene science
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• v.10 no.6
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• pp.431-438
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• 2010

This study was designed to identify the relationship between emotional labor and reaction factor(job satisfaction, fatigue), buffer factor(social support) among dental hygienist. The number of respondents was 50 who work in dental clinic and period of investigation was march 2010 through April 2010. A structured questionnaire was employed to evaluate the level of participants' sociodemographics, job-related factors, health-related behaviors, emotional labor and self-perceived fatigue, job satisfaction, social support. While the mean values of emotional labor were higher than thosewho work in hospital and lower than those who work in service employees. These results suggest that emotional labor was related to an increase in fatigue and strong correlation between involuntary emotional expression, self-perceived fatigue, job satisfaction, social support in dental hygienist. Multiple regression analysis has found that social support and no. of personnel were main factors that influence to the level of emotional labor in dental hygienist. The results of this study suggest that emotional labor was a determinant predictor of self perceived fatigue. Thus, a management program for emotional labor is strongly recommended for promotion of quality of life in dental hygienist and to improve dental service and competitiveness.