• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.1
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• pp.178-187
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• 2021

This study is a descriptive correlation study to identify the factors affecting life satisfaction for shift service workers and is a secondary data analysis study using the raw data from the Fifth Korean Work Environment Survey. Five hundred and seventy-seven study subjects were selected from 20-year-old wage workers who had more than one year of work experience at the time of the survey and had worked more than 40 hours a week. The analysis used SPSS 23.0 WIN, including a t-test, one-way ANOVA by Scheffe test, Pearson's correlation oefficients, and Hierarchical multiple regression analysis. Regarding the general characteristics of the subjects, there was a difference in life satisfaction according to age, educational level, industrial type, and subjective health status. The higher the work-life balance and work satisfaction of the shift service worker, the higher the life satisfaction. In addition, social support had a moderating effect on the relationship between work-life balance and work satisfaction of shift service workers. Active social support, work satisfaction, and work-life balance improvement promotion programs were developed and applied to shift work service workers considering the factors influencing life satisfaction, thereby improving the life satisfaction of work shift service workers.

• Journal of Nutrition and Health
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• v.49 no.6
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• pp.495-505
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• 2016

Purpose: This study was conducted to investigate and analyze the association between stress from shift and non-shift work as well as the effects living habits have on eating habits in order to identify why and how workers can improve their health and form proper eating habits for higher working efficiency. Methods: The subjects of this study were 361 workers from K manufacturing company from April 7 to 11, 2014 and they were surveyed using a questionnaire. The subjects were divided into two groups according to working pattern: shift workers (n = 216) and non-shift workers (n = 110). Results: In the general characteristics, there were significant differences in age, work career, work time, marriage, monthly income, and education levels between the two groups. For healthy behaviors, significant differences in subjective health status, moderate physical activity, drinking, smoking, and sleep time were observed between shift workers and non-shift workers. For eating habits, scores of non-shift workers having a regular mealtime, balanced meal composition, and vegetable and seaweed intakes were significantly higher than those of shift workers. The sum score of dietary habits in non-shift workers was also significantly lower than that in shift workers (p < 0.05). Total job stress score did not significantly differ between the two groups. Conclusion: The sum of eating habit scores according to work types was $16.1{\pm}0.6$ in non-shift workers and $14.0{\pm}0.3$ in shift workers. These results suggest that it is necessary to provide food suitable to characteristics of different workers according to work type which should be provided along with daily nutrition counseling to help subjects recognize their status.

• Korean Security Journal
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• no.31
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• pp.101-123
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• 2012

The 5 day workweek has become widespread, and more recently, the 40 hour workweek is planned to be implemented to the Korean industry by the government by 2012. It is possible that in the future, we may begin to complain about too much leisure, rather than too much work. There is a need then, for types options in leisure activity, brought about by personal choices and interests. The use of leisure time is a very personal matter. It is deeply related to types with the quality of life. Bagozzi (1981) developed a model discerning among attitude, intention and activity, that attitude affects behavioral intention, and behavioral intention affects activity. So, as behavioral activity has a deep relationship to behavioral intention, participation intention according to leisure types leads to participation in leisure activity. Sports activity and hobby and cultural activity appear to have high participation and it seems that this is reflected in behavioral attitude. Among the types of leisure satisfaction, sport activity satisfaction is associated with a more positive attitude to leisure than other types. With respect to background variables for attitude toward leisure according to leisure satisfaction, the biggest differences in attitude toward leisure were associated with sports activity.

• The Korean Journal of Air & Space Law and Policy
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• v.27 no.1
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• pp.29-73
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• 2012

Aviation safety is the State and industry's top priority and more scientific approaches for fatigue management should be needed. There are lately various studies and regulation changes for crew fatigue management with ICAO, FAA and EASA. ICAO issued the provisions of fatigue management for flight crew since 1st edition, 1969, of Annex 6 operation of aircraft as a Standards and Recommended practice(SARPs). Unfortunately, there have been few changes and improvement to fatigue management provisions since the time they were first introduced. However the SARPs have been big changed lately. ICAO published guidance materials for development of prescriptive fatigue regulations through amendment 33A of Annex 6 Part 1 as applicable November 19th 2009. And then ICAO introduced additional amendment for using Fatigue Risk Management System (FRMS) with $35^{th}$ amendment in 2011. According to the Annex 6, the State of the operator shall establish a) regulations for flight time, flight duty period, duty period and rest period limitations and b) FRMS regulations. The Operator shall implement one of following 3 provisions a) flight time, flight duty period, duty period and rest period limitations within the prescriptive fatigue management regulations established by the State of the Operator; or b) a FRMS; or c) a combination of a) and b). U.S. FAA recently published several kinds of Advisory Circular about flightcrew fatigue. U.S. passed "Airline Safety and FAA Extension Act of 2010" into law on August 1st, 2010. This mandates all commercial air carriers to develop a FAA-acceptable Fatigue Risk Management Plan(FRMP) by October 31st, 2010. Also, on May 16, 2012, the FAA published a final rule(correction) entitled 'Flightcrew Member Duty and Rest Requirements; correction to amend its existing prescriptive regulations. The new requirements are required to implement same regulations for domestic, flag and supplemental operations from January 4, 2014. EASA introduced a Notice of Proposed Amendment (NPA) 2010-14 entitled "Draft opinion of the European Aviation Safety Agency for a Commission Regulation establishing the implementing rules on Flight and Duty Time Limitations and Rest Requirements for Commercial Air Transport with aeroplanes" on December 10, 2010. The purpose of this NPA is to develop and implement fatigue management for commercial air transport operations. Comparing with Korean and foreign regulations regarding fatigue management, the provisions of ICAO, FAA, EASA are more considering various fatigue factors and conditions. Korea regulations should be needed for some development of insufficiency points. In this thesis, I present the results of the comparative study between domestic and foreign regulations in respect of fatigue management crew member. Also, I suggest legal proposals for amendment of Korea Aviation act and Enforcement Regulations concerning fatigue management for crew members. I hope that this paper is helpful to change korea fatigue regulations, to enhance aviation safety, and to reduce the number of accidents relating to fatigue. Fatigue should be managed at all level such as regulators, experts, operators and pilots. Authority should change surveillance mind-set from regulatory auditor to expert adviser. Operators should identify various fatigue factors and consider to crew scheduling them. Crews should strongly manage both individual and duty-oriented fatigue issues.

• Proceedings of the KAIS Fall Conference
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• 2009.12a
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• pp.755-758
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• 2009

본 연구는 요양보호사들의 직무스트레스가 직무만족도에 미치는 영향을 알아보고자 하는 연구로 연구대상은 대전지역의 요양시설에 근무하는 요양보호사 302명을 대상으로 2008년 10월 6일부터 10월 30일 까지 구조화된 설문지를 이용하여 다음과 같은 결론을 얻었다. 연구 대상자의 직무스트레스에 대한 요인은 총 4개로 요인별 평균값은 환자관련이 2.38(표준편차 1.27), 업무관련 2.27(표준편차1.23), 대인관계 2.04(표준편차 1.01), 경제적인면 2.09(표준편차 1.17)로 나타났다. 연구 대상자의 직무만족에 대한 요인은 총 2개로 요인별 평균값은 업무자체에 대한 만족여부가 3.36(표준편차 0.690), 이직의사 2.36(표준편차 0.796)으로 나타났다. 업무에 대한 만족여부는 환자관련(P=0.021) 스트레스와 업무관련(P=0.014)스트레스가 유의하게 나타났고, 이에 대한 영향으로는 연령에서 50대(P=0.002), 40대(P=0.008), 20대(P=0.030), 종교를 가지고 있는 그룹(P=0.041), 근무동기로는 일에 대한 보람(P=0.042), 경력은 3년이상(P=0.002), 6개월이상 1년미만(P=0.006), 6개월미만(P=0.002)인 그룹, 소유자격증에 관해서는 간호사(P=0.009)면허 소지 그룹, 돌보는 환자수로는 1~5명(P=0.034), 6명~10명(P=0.001), 근무시간은 24시간(P=0.000)근무와 8시간 교대근무(P=0.026)가 유의한 영향을 주는 것으로 나타났다. 5. 이직의사 여부에서 요인2.업무관련(P=0.002)스트레스 유의하게 나타났고, 이에 대한 영향은 무교(P=0.010)인 그룹, 근무동기로는 미래에 대한 준비(P=0.012), 월급여로는 100만원~149만원(P=0.030), 돌보는 환자수로는 6명~10명(P=0.020)이 유의한 영향으로 나타났다.

• Journal of Korean Clinical Nursing Research
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• v.27 no.2
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• pp.165-178
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• 2021

Purpose: To analyze nurses' shift work according to the government guidelines for night work and their perceptions of their work schedules. Methods: The study sample included 487 nurses who provided information on their schedules, including the normal working hours of each shift, and overtime per shift during September 2020. Nurses' perceptions were measured in terms of satisfaction, appropriateness for work-life balance, and fairness to their work schedule. Results: One-third of the respondents worked more than 40 hours per week. The average overtime hour was 1.14 hours per shift. Unsocial hours (8 pm to 6 am on weekdays, midnight to midnight on weekends and public holidays) accounted for 56.4% of all working hours. During their last night shift, on average, nurses worked 9.62 hours and had a break of 39 minutes, although 20.5% reported no break. Sixty-eight percent of nurses had at least one between-shift break shorter than 48 hours after a consecutive night shifts. Fifty-seven percent were satisfied with their schedule. One-third perceived their schedule as appropriate for work-life balance, and two-thirds perceived that days off on weekends and nights were fairly distributed within the unit. Working and overtime hours had an inverse relationship with all three aspects of nurses' perceptions. A higher proportion of unsocial hours and having no breaks during the night shift were associated with lower perceptions of fairness. Conclusion: Reducing working hours, ensuring breaks during night shifts, and increasing rewards for unsocial hours are required to improve nurses' perceptions and reduce turnover due to shift work.

• Korean Journal of Occupational Health Nursing
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• v.25 no.2
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• pp.96-107
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• 2016

Purpose: The purpose of this study was to investigate the effects of shift work and hours of sleep on metabolic syndrome in Korean workers. Methods: This study used the Korean National Health and Nutrition Examination Survey data of 2014. The study included 1,579 Korean workers aged over 20. $x^2$ test, t-test, and hierarchical multiple logistic regression were used for statistical analysis of data. Results: From the univariate analysis, hours of sleep, regular work, occupational group, sex, age, marital status, education, smoking, and self-rated health were significantly related to metabolic syndrome. After adjusting demographic, occupational, and health-related variables, workers with under 6 hours/day of sleep showed higher risk for metabolic syndrome (AOR: 1.56, 95% CI: 1.01~2.44), and shift work was not significantly related to metabolic syndrome. Male laborers and workers aged 40 or older also showed higher risk for metabolic syndrome. Conclusion: Results of this study suggest that workers with under 6 hours of sleep, male laborers and workers aged 40 or older are the risk groups of metabolic syndrome. Therefore, prevention and management program for metabolic syndrome should be implemented for this population.

• KLA journal
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• v.46 no.1 s.356
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• pp.37-39
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• 2005

교육인적자원부는 2002년 '학교도서관 활성화 종합방안'을 발표한 이래 매년 학교도서관 활성화 사업을 분야별로 평가하여 우수사례를 발굴ㆍ포상해오고 있다. 2004년에도 약 40여개의 학교가 우수학교로 선정되어 수상을 하였으며, 2004년 12월 3일(금) 제주도에서 개최된 '2004 학교도서관대회'에서는 8개 학교의 우수사례 발표 시간도 마련되었다. <도서관문화> 도서관탐방팀에서는 8개 학교 중 어디를 가보면 좋을까 고민하던 중 쉽게 만나기 어려운 사서교사 근무 도서관을 발견하고 한달음에 달려갔다.

• Culinary science and hospitality research
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• v.22 no.4
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• pp.265-276
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• 2016

In this study, what is motivation factors through academic study about whether to choose a career for chef and analysis career choice motives and IPA between importance and satisfaction and motivation was to analyze the impact of factors affecting satisfaction. The impact on job satisfaction according to the chef choose the real motivation, self-centered, values, etc., but having a significant impact on satisfaction stable did not have any effect on satisfaction. Therefore, the management runs the company makes employees motivate to engage in promoting stability through increased opportunities to employees, the ability to demonstrate opportunities, compensation, career development, work environment improvement. In addition, unlike the restaurant operated by individually casinos and luxury hotels apply overtime, laundry service, employee cafeteria, night shift allowances, operated by the Labor Standards Act such work 40 hours, but the non-corporate individual restaurant or newly opened hotels that still don't have it showed the low importance for welfare benefits, and expected to have a high turnover rate.

• Journal of the Korean Society of Food Science and Nutrition
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• v.45 no.3
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• pp.420-436
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• 2016

The purpose of this study was to identify the status of task performance and working conditions for nutrition teachers in order to determine new ways to improve the current nutrition system and increase job satisfaction among teachers. From the 14th of July to the 26th of September 2014, email questionnaires were distributed to and collected from 311 nutrition teachers nationwide, including teachers at elementary, middle, and high schools. The results are as follows. First, over 90% of nutrition teachers indicated that their work was demanding. In particular, 63.5% of nutrition teachers at high schools worked more than 40 hours of overtime per month. Second, 73% of nutrition teachers provided nutrition education, but the percentage significantly decreased at upper levels of school. Nutrition teachers had difficulties teaching due to the absence of standard teaching materials and a lack of time due to excessive work. Teachers also wanted 30 hours of job training once per year during their vacation organized by the regional Department of Education. Third, around half of the nutrition teachers considered that promotion and transfer professions are necessary for systematic foodservice and education. An additional allowance was demanded by nutrition teachers at schools that serve two or three meals per day. Considering the results, alleviating the workload of nutrition teachers and more time preparing nutrition classes for student are required. Fair evaluation of job performance that considers work conditions of nutrition teachers should be considered.