• Journal of Korean Society of Transportation
• /
• v.16 no.1
• /
• pp.35-46
• /
• 1998

본 연구의 목적은 직장인과 비직장인들의 일일교통발생량과 관련된 시간적 요인들과 인구 및 사회.경제적 변수들의 관계를 비교.분석하는 것이다. 이러한 분석은 도심내 직장인과 비직장인들의 교통발생특성뿐만 아니라 교통방생행위 예측을 위한 기초적 이해를 제공한다. 본 연구의 대상 직장인과 비직장인들의 교통발생행태는 미국 텍사스주 샌 안토니오시에 살고 있는 사람들로 한정하였다. 본 연구에서 관련자료의 비교.분석한 결과 첫째, 직장인들의 평균 일일교통발생량이 비직장인들 보다 많다. 주활동 이전의 직장인의 교통발생량은 비직장인들보다 적고, 주활동 이후에는 직장인들이 비직장인들보다 많은 교통을 발생시키고 있다. 특히, 오후 교통혼잡시간대 직장인들의 교통발생이 비직장 인들보다 많은 차이를 나타낸다. 둘째, 두 집단의 주활동 기간은 그 밖의 다른 활동에 소비한 시간과 주활동 전후의 교통발생수와 반비례 상관관계를 갖는다. 주활동의 시간의 다소에 따라 다른활동을 위한 시간적 여유와 교통량과 밀접한 관계 때문에 주활동의 시간은 교통량분석에 있어 결정적 변수이다. 마지막으로 출근하기 이전 직장인들의 교통량은 사회.경제적 변수들과 관계없이 독립적으로 발생되나, 퇴근한 이후에는 모든 인구 및 사회.경제적 변수들과 밀접한 함수관계를 갖는다. 비직장인들의 교통발생은 자동차 보유대수와 경제적 여유수준과 밀접한 관계를 나타낸다.

• Korean Journal of Culture and Social Issue
• /
• v.26 no.2
• /
• pp.69-97
• /
• 2020

The purpose of this study is to explore female office worker's bullying experience in the workplace and derive the essential meaning of the experience. For this study, five female workers who experienced workplace bullying were interviewed in-depth and the collected data were analyzed by the method of descriptive phenomenological research of Giorgi. The research questions in this study are 'How do female workers experience bullying in the workplace?' and 'What does it mean to experience bullying in the workplace?' The result of this study is indicated 5 main themes and 19 sub-themes. The 5 main themes are as followed: 'tactfully bullied by perpetrators perceived as a stumbling block', 'struggling with the suffering', 'trying to stand up in a frustration', 'getting a new perspective looking back on herself as a woman', 'being left in the maze, unable to discern who was wrong'. Furthermore, the study suggested common and core elements of female worker's bullying experience, and proposed a generic framework of the relationship among the elements. Finally, discussions and implications applicable to counseling were presented.

• Korean Journal of Culture and Social Issue
• /
• v.29 no.1
• /
• pp.125-146
• /
• 2023

The aims of this study was to investigate the effect of workplace support and access to workplace counseling on the depression level of employees who are workplace bullying victims and then find cross-level interaction effects between individual and group factors. A multi-level analysis was conducted using data from 642 individuals who reported experiencing workplace bullying in the 2017 National Human Rights Commission survey. The findings indicate that a worker's perceived safety of their workplace is negatively associated with depression levels. Additionally, higher perceived workplace support and access to workplace counseling were associated with lower depression levels. Lastly, a positive interaction effect was observed between access to workplace counseling and perceived workplace support in relation to depression levels. That is, higher access to workplace counseling increases the negative effect of workplace support on depression levels of employees. These results highlight the importance of creating protective factors such as a safe and supportive organizational culture to combat workplace bullying of coworkers or supervisors, and implementation of counseling and support services to assist victims in coping with workplace bullying and reducing depression symptoms.

• 대한공업교육학회지
• /
• v.36 no.2
• /
• pp.201-208
• /
• 2011

The purpose of this study was to develop the workplace etiquette education program for strengthen of employment capability of specialized high school students. Basically the program was developed through three steps of preparation, development and improvement. In the preparation stage, needs of student, teacher, industry was surveyed and the topic of the workplace etiquette education program was selected. In the development stage, set up educational goals of the program and form the program classified into 4 parts: (1) work and etiquette, (2) understanding of organization in the workplace, (3) proper the workplace etiquette, (4) managing oneself. In the improvement stage, verified validity by experts, executed pilot test and field test by students, and corrected the program. The result of the study, the workplace etiquette education program for strengthen of employment capability of specialized high school students has features as fellows: First, the program was designed as a 8 hour, and can be applied flexibly according to situation. Second, the program consist of various cases that occur in the workplace. Third, the program consist of four contents of (1) work and etiquette, (2) understanding of organization in the workplace, (3) proper the workplace etiquette, (4) managing oneself. Fourth, the program basically consist of two parts for students and teacher. Fifth, the program would be used in the subject of 'Career and work' in high school and also applied to the career education such as creative hands-on activities, creative discretion activities, and extracurricular activities.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.10 no.5
• /
• pp.197-208
• /
• 2015

This study is to suggest a system to increase workers' job satisfaction by analyzing the impact of conflicts in their families and work places to the satisfaction of work and the effects of personality types affecting job satisfaction. For this study, a questionnaire targeting 450 workers was conducted. As a result of this study, firstly, it was revealed that both conflicts of the family-work place and the work place-family have statistically negative interrelationships and impacts with/on job satisfaction. In terms of sub-fact categories, it is revealed that work itself has more impacts than personal persuasion based on people's value. Secondly, the results of this study concerning the conflicts in a family and the workplace shows the same result with the previous studies. They are formed by mutual interactions of cause and effect. Thirdly, it turned out that differences in Enneagram Personality Types have statistically significant impacts on job satisfaction. The result also shows that thinking-centered personalities and behavior-centered personalities have more impacts on job satisfaction than emotion-centered personalities. Study result indicates that more wide use of a psychology consultation program for workers and their families, EPA(Employee Assistant Program). It also shows that introductions of personality trainning programs and personality coaching programs are required.

• 보건세계
• /
• v.53 no.8 s.600
• /
• pp.22-25
• /
• 2006

새벽같이 출근하는 직장인들에겐 금쪽같은 점심시간, 이런 저런 점심 메뉴로 고민을 하기도 하지만 최근 간단하게 먹을 수 있는 테이크아웃 푸드점이 생기면서 직장인들의 점심시간에 한층 여유가 생겼다. 이렇게 보니 요즘 직장인들의 점심시간 풍경이 예전과는 크게 달라졌다. 직장인들의 점심 新풍속도를 들여다본다.

• The Journal of the Korea Contents Association
• /
• v.11 no.12
• /
• pp.378-385
• /
• 2011

The purpose of this study was to investigate the relationship of job-stress, job-family conflict, and mental health according to lifestyles of married office worker. Data were collected by structured questionnaires form 185 married office worker by convenient sampling methods from May to August 2011. In our research outcomes, it found that job-stress was positively related to job-family conflict in the self-belief type, family-centralized type, heeding duty type and creative type. Job-family conflict was negatively related to mental health in the heeding duty type. And job-stress was positively related to metal health in the creative type and individual success pursuing type. These findings show that it is necessary to develop therapeutic psychosocial nursing intervention and to locate social-support-resources for reducing high job-stress, solving job-family conflict, and improving mental health in the married office worker.

• Journal of Convergence for Information Technology
• /
• v.11 no.10
• /
• pp.115-130
• /
• 2021

This study is to study the overall structural relationship between work-life balance(WLB), superior trust, workplace happiness, and organizational commitment. The goal of this study is to study how WLB and superior trust affect workplace happiness, how workplace happiness affects organizational commitment, and the mediating effect of workplace happiness. Survey data were collected from incumbents working in large companies and SMEs, validity and reliability of research items were reviewed, and research hypotheses were tested using path analysis. As a result of testing the research hypothesis, WLB and superior trust have a positive (+) effect on workplace happiness, and workplace happiness has a positive (+) effect on organizational commitment. Also, job satisfaction plays a role as a partial parameter between WLB, superior trust, and organizational commitment. Based on the hypothesis test results, it was confirmed that the higher the level of WLB and superior trust, the higher the level of work satisfaction. Based on the research results, a plan was suggested for Korean corporate members to achieve workplace happiness and organizational commitment.

• Journal of Digital Convergence
• /
• v.18 no.2
• /
• pp.343-349
• /
• 2020

The present study was to examine the relationship among work-family conflict, anger regulation, and organizational commitment. Four-hundred and eighty-seven workers completed the instruments assessing work-family conflict, anger regulation, and organizational commitment. The results showed that work-family conflict was negatively related to organizational commitment, but not significantly linked to anger regulation, and anger regulation was positively related to organizational commitment. It might be possible to address clearly the relationship among work-family conflict, anger regulation, and organizational commitment, especially the mediation effect of anger regulation, using a large sample.

• The Journal of the Korea Contents Association
• /
• v.21 no.8
• /
• pp.537-545
• /
• 2021

We hypothesize work jealousy can moderate the relationship between leader-member exchange (LMX) and two different work behaviors, counterproductive work behavior(CWB) and organizational citizenship behavior (OCB). The results supported our hypotheses and found an interaction between LMX and work jealousy such that the relationship between LMX and CWB is negative when jealousy is higher but not when jealousy is lower. We did not find an interaction between LMX and work jealousy on OCB, however. We test our hypotheses in a service organizational sample consisting of one hundred thirty-nine. Managerial implications and directors for future research are discussed.