• Journal of the Korean Dietetic Association
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• v.28 no.1
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• pp.1-18
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• 2022

This study was conducted to estimate the appropriate workforce of dietitians by type of kindergarten through the recognition survey and job analysis of the kindergarten. Nutritionists' duties were classified into 6 duties, 28 tasks and 94 task elements. The statistical data analysis was completed using Statistical Package for the Social Sciences (SPSS) (ver. 25.0). The time spent on 6 duties, including 'Nutrition management' (public attached 666.24 hours/year, public independent 843.04 hours/year), 'Foodservice management Practices' (public attached 1,472.52 hours/year, public independent 1,298.11 hours/year), 'Hygiene management of kindergarten foodservice' (public attached 611.78 hours/year, public independent 607.18 hours/year), 'Nutrition-diet education and counseling' (public attached 340.53 hours/year, public independent 253.42 hours/year), 'Managing snack during semesters and lunch/snacks during breaks' (public independent 309.04 hours/year) and 'Professionalism enhancement' (public attached 88.86 hours/year; public independent 65.17 hours/year). Total working hours for dietitians were 3,179.94 hours/year (public attached) and 3,375.97 hours/year (public independent). The time/day ×5 days/week ×52 weeks/year calculation method using derived total working hours/year was applied to derive appropriate full-time equivalents (FTEs). The analysis showed that the public attached kindergarten's FTEs were 1.53. The public independent's FTEs were 1.62, and the total FTEs were 1.55. This is the first study to analyze the workload of kindergarten dietitians and appropriate manpower by kindergarten establishment type. It is expected to be a valuable policy basis for efficient operation measures related to the kindergarten dietitians.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.312-319
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• 2020

This study examined the factors that affect the turnover intention of newly graduated nurses. The basic data was utilized for developing a personnel resource maintenance program for newly graduated nurses. New nurses working at a general hospital in City D were surveyed from May 2016 to April 2018. The questionnaires completed by 232 volunteers were analyzed using the IBM SPSS 21.0 program, and the descriptive statistical analyses included t-tests, ANOVA, Scheffe test, Pearson's correlation coefficient, and multiple regression analysis. Among the general characteristics of new nurses, their workload displayed significant differences in proactive behavior, organizational commitment, social support, and the turnover intention. There was a negative correlation between organizational commitment, employer support, peer support, and the turnover intention. The influential factors were organizational commitment and workload, and the explanatory power for turnover intention was 36.1%. Higher organizational commitment, along with appropriate workload, led to a lower turnover intention. Therefore, appropriate work allocation through work analysis is necessary to lower the nurses' turnover intention. Developing a program that can increase proactive behavior and implementing various intervention strategies can increase the participation of newly graduated nurses when establishing and implementing appropriate hospital policies.

• Korean Journal of Clinical Laboratory Science
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• v.51 no.4
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• pp.495-503
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• 2019

This study explored the method of determining the appropriate size of the workforce according to the assessment of the workload of medical technologists (also called medical and clinical laboratory technologists, and medical and clinical laboratory scientists) in order to present a standard production model for the appropriate manpower in blood collection rooms. The eleven university hospitals selected for this study had between 600 and 2,000 beds. The 14-steps standard blood collection time was 4 minutes and 8 seconds for the outpatients aged between 20 to 60 years old (57%) except for children and the elderly (43%). Assuming that there were 8 hours per day for mechanically collecting blood, the maximum number of blood donations by one clinical laboratory scientist was analyzed to be 100 cases. In conclusion, it is appropriate to have fewer than 100 cases of daily blood collection by a medical technologist engaged in blood collection. Since the proper number of blood collection workers (100% of blood collection work)=the number of annual working days/(one day's work hours/time per case)×the number of working days per year, then the proper number of blood collection workers (one day's work hours)=the number of working days per year/100×the number of working days).

• Journal of Korean Academy of Nursing
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• v.54 no.2
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• pp.237-249
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• 2024

Purpose: This study aimed to examine the adequacy of current nurse staffing levels by identifying nursing activities and workload. Methods: The study used a mixed-method design. A nursing activity survey was conducted using the work sampling method over 2 working days with 119 general ward nurses. A focus group interview was conducted with 12 nurses. Quantitative and qualitative data were analyzed using SPSS 20.0 and content analysis, respectively. Results: The most amount of time was spent on medication (in direct nursing) and electronic medical record documentation (in indirect nursing). The appropriate nurse-to-patient ratio is 1:7.7 for the day shift, 1:9.0 for the evening shift, and 1:11.9 for the night shift. However, the current nurse-to-patient ratio is 1:9.4, 1:11.0, and 1:13.8 for the day, evening, and night shifts, respectively. Therefore, the current nurse staffing level is insufficient for the workload. In the focus group interview, the main reasons cited for being unable to complete tasks within working hours were communication and coordination, and the nursing electronic medical record. The essential nursing activities of basic nursing and emotional support were overlooked owing to a heavy workload. Therefore, an adequate nurse staffing level should be higher than the measured quantitative workload. Conclusion: These results suggest the general wards of tertiary hospitals should evaluate the adequacy of their current nurse staffing and allocate sufficient nurses to improve patient safety and nursing care quality.

• Korea Journal of Hospital Management
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• v.25 no.3
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• pp.14-28
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• 2020

Purpose: The purpose of this study was to calculate the total daily nursing workload and the optimum number of nurses per intensive care unit (ICU) based on the nursing intensity and the direct nursing time per inpatient using the patient classification. Methods: Two ICUs at one general hospital were investigated. To calculate the nursing intensity, patient classification according to the nursing needs was conducted for 10 days in each unit during September 2018. We performed patient classifications for a total of 167 patient-days in the Medical Intensive Care Unit (MICU) and 86 patient-days in the Surgical Intensive Care Unit (SICU). The total number of person-days for nurses who responded to the Nursing Time survey was 151 for MICU and 85 for SICU. In each unit, direct and non-direct nursing hours, nursing intensity score, and direct nursing hours were analyzed using descriptive statistics such as frequency, percentage, and average calculated using Microsoft Excel. The amount of nursing workload and the optimum number of nurses were calculated according to the formula developed by the authors. Findings: For the MICU, the average direct nursing time per patient was 5.59 hours for Group 1, 6.98 hours for Group 2, and 9.28 hours for Group 3. For the SICU, the average direct nursing time per patient was 5.43 hours for Group 1, 7.21 hours for Group 2, 9.75 hours for Group 3, and 12.82 hours for Group 4. Practical Implications: This study confirmed that the appropriate number of nurses was not secured in the nursing unit of this study, and that leisure time such as meal time during nursing work hours was not properly guaranteed. The findings suggest that to create working environments where nurses can serve for extended periods of time without compromising their professional standards, hospitals should secure an appropriate number of nurses.

• Journal of radiological science and technology
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• v.45 no.3
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• pp.255-262
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• 2022

In this study, by analyzing the examination time for each procedure, the appropriate workload of radiologic technologist is analyzed based on the actual examination time in the current clinical setting by comparing with the examination time in the radiology field setting of the health insurance review and assessment service. In addition, this result is introduced into the calculation of relate value units; it was attempted to provide accurate and objective evidence in the field of radiology. From May 2020 to December 2021, the study retrospectively investigated the examination times recorded in the electronic medical record and picture archiving and communication system at 5 tertiary general hospitals and 1 general hospital. The total of 16 examination parts are applied in this study, including the head, sinuses, chest, ribs, abdomen, pelvis, cervical, thoracic, lumbar, shoulder, elbow, wrist, hip, femur, knee, and ankle. The minimum number of images that could be obtained per radiation generator was 3.6 images for one hour, and the maximum was 6.4 images. When 50% median of procedure time is calculated, the minimum number of images that could be obtained was 16.7 images and maximum was 35.3 images; in addition, minimum examination time is 1.7 minutes, and maximum time is 3.6 minutes. In conclusion, it is judged that there will be insufficient explanation time for basic infection instructions such as hand hygiene during the examinations in current clinical practice. It is believed that radiologic technologists will contribute to providing higher-quality of radiation examination services to the public by complying with guidelines for work and setting appropriate workload on their own.

• 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 Korean Society of Industrial and Systems Engineering
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• v.39 no.1
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• pp.153-161
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• 2016

Semiconductor manufacturing has suffered from the complex process behavior of the technology oriented control in the production line. While the technological processes are in charge of the quality and the yield of the product, the operational management is also critical for the productivity of the manufacturing line. The fabrication line in the semiconductor manufacturing is considered as the most complex part because of various kinds of the equipment, re-entrant process routing and various product devices. The efficiency and the productivity of the fabrication line may give a significant impact on the subsequent processes such as the probe line, the assembly line and final test line. In the management of the re-entrant process such as semiconductor fabrication, it is important to keep balanced fabrication line. The Performance measures in the fabrication line are throughput, cycle time, inventory, shortage, etc. In the fabrication, throughput and cycle time are the conflicting performance measures. It is very difficult to achieve two conflicting goal simultaneously in the manufacturing line. The capacity of equipment is important factor in the production planning and scheduling. The production planning consideration of capacity can make the scheduling more realistic. In this paper, an input and scheduling rule are to achieve the balanced operation in semiconductor fabrication line through equipment capacity and workload are proposed and evaluated. New backward projection and scheduling rule consideration of facility capacity are suggested. Scheduling wafers on the appropriate facilities are controlled by available capacity, which are determined by the workload in terms of the meet the production target.

• Journal of Nutrition and Health
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• v.37 no.8
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• pp.701-711
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• 2004

This study investigated elementary, middle, and high school teachers' satisfaction, nutrition education, workload changes, and demands in school foodservice programs (SFPs). The subjects were 630 teachers at 12 elementary, 9 middle, and 9 high school within the nation. Ninety five percent of the teachers felt that there was a necessity for SFPs. Middle school teachers (MTs) and high school teachers (HTs) thought that it was necessary in order to reduce the students' burden of carrying lunch boxes. The teachers were relatively satisfied with their school's foodservice management types, food distribution types, meal quality, and sanitation. Elementary teachers (ETs) and HTs had a higher satisfaction than MTs. Teachers thought that SFPs had positive effects on their students' nutrition and health, enhancing desirable eating habits, and socialization. ETs had more positive opinions than MTs or HTs. ETs and MTs thought that their workload had been increased by SFPs more than HTs, but they had relatively positive opinions on the workload change. ETs taught nutrition and health through SFPs more frequently than MTs or HTs. Many teachers thought that there was a lack of appropriate teaching materials. Some teachers thought that the problems in the present SFPs were: a lack of cafeteria facilities, poor quality of meals, and management of leftovers. Their demands for SFPs were a improvement of meal quality and the establishment of cafeterias. In conclusion, MTs had more negative opinions than ETs or HTs. ETs perceived that SFPs had a function as an important educational activity as well as the supply of nutritional meals. MTs or HTs tended to consider only a meal. It is suggested that teachers, especially MTs and HTs, should modify their attitudes and recognize the educational functions of SFPs. Training programs should be developed under government auspices.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.26 no.3
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• pp.40-47
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• 2018

Reducing aircraft speed is the important task in the Rejected Takeoff and/or landing process. It is known that the effect of the Speedbrake is most important factor during the rejected takeoff maneuver in particular near V1 on the critical field length runway. The B747 designer created Automatic Speedbrake Control System to relieve pilot workload, improves brake operation and ensures proper Speedbrake operation for rejected take off. However, those who make the Rejected Takeoff procedure ignored the Automatic function and made it does all manual operations. This lets procedures difficult, complicated, and a cause of confusion and pilot error. This study was conducted to commentary the mechanism and function of the Automatic Speedbrake Control System of B747-8 and to propose appropriate B747-8 Rejected Take off procedures for its function to reduce the workload of pilots and contribute to reduce the possibility of pilot error during Rejected Takeoff.