• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.16 no.2
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• pp.152-160
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• 2006

Genotype of ALAD and VDR yields two alleles, respectively and it has been implicated in susceptibility to lead toxicity. Also genotype known to variety by race. To evaluate the genetic susceptibility of ALAD and VDR gene on health effect of lead exposure, this study was done with new workers who entered lead industries from 1992 to 2001. Among database of lead industries of Soonchunhyang University Institute of Industrial Medicine, only new workers were selected for this study. The total of eligible workers for this category was 3,540 workers including non lead exposed workers of same lead industries. Genotype of ALAD and VDR were measured from stored blood in specimen bank of Soonchunhyang University, blood lead and other relevant information were obtained from database of each workers which were gathered at their first year of employment. Among 3,540 new employed study subjects during period of 1992-2001, 3204 workers(90.5%) had ALAD genotype 1-1; whereas 336 workers(9.5%) had variant type of ALAD (1-2 or 2-2). Lead exposed workers, 9.8%(n=243) male and 8.1%(n=16) female were heterozygous for the ALAD allele. Also non lead exposed workers, 8.9%(n=67) male and 9.3%(n=10) female were heterozygous for the ALAD allele. For VDR genotype, 2,903 workers(89.7%) out of total tested 3,238 workers were belonged to type bb and 335 workers(10.3%) were type bB or BB. Lead exposed workers, 10.4%(n=235) male and 12.2%(n=24) female were heterozygous for the VDR allele. Also non lead exposed workers, 9.2%(n=64) male and 12.5%(n=12) female were heterozygous for the VDR allele. No significant differences were seen in mean blood lead levels by ALAD and VDR genotype, nor was significantly associated with blood lead except age in multiple regression analysis.

• Journal of the Korea Safety Management & Science
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• v.9 no.4
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• pp.17-28
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• 2007

This study tried to identify the job stress characteristics of female bank workers and the relationship between their stress and symptoms associated with musculoskeletal disorders(MSDs). The total number of 587 female bank tellers have been participated in this study. Specifically, questionnaire surveys regarding job stress and MSDs symptoms were conducted. On the basis of the results from the survey using Korean version of job stress questionnaire with 24 questions, stress scores associated with job requirement and job flexibility were relatively high. The job stress levels regarding job demand, organizational system, occupational climate at the work place were relatively high for the full time workers while the job stress levels regarding insufficient job control, job stability, interpersonal conflict, lack of reward were relatively high for the part time worker. The workers with longer total work years had relatively high job stress associated with interpersonal conflict, and organizational system while the workers with longer work years at the current job had relatively high job stress associated with occupational climate. Also, the workers with longer working hours a day had relatively high job stress associated with job demand, interpersonal conflict, organizational system, and occupational climate. According to the relationship identified in this study, symptoms at the neck, shoulder, hand, low back. leg were associated with the stress levels in terms of job flexibility, interpersonal conflict, job requirement, job stability. In conclusion, female bank workers are exposed to job stress due to their specific job characteristics and there has been certain relationships between their job stress and MSDs symptoms.

• Knowledge Management Research
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• v.9 no.1
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• pp.97-116
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• 2008

The purpose of this study lies in examining how knowledge management was applied to PMI(Post Merger Integration) in bank merger. Individuals and organizations in Korea have experienced a lot of changes since the 1997 foreign exchange crisis. In such a situation, individuals came to think the only thing to rely on was personal knowledge. Since organizations had to lay off workers in order of their birth year, not based on whether or not individuals had the knowledge necessary for the organizations, they needed to have such a system that could use their explicit knowledge and even outside knowledge or customers' knowledge as IT developed by changing individuals' tacit knowledge into explicit knowledge as needed in order to continue to maintain their competitiveness and for their own development. Thus, each firm started to pitch for the introduction of knowledge management. Individuals started to store their own experience and knowledge in their homepages or blogs. It was Woori Bank, the merged bank of Hanil Bank and Commercial Bank of Korea, that introduced the knowledge management system and Shared Service Center, in which knowledge creation is available, for the first time in the banking business. Its previous name was Hanbit Bank. Hanbit Bank wanted to construct an advanced bank system, bringing in their chief information officer(CIO) from a foreign bank and introducing an IT software used in Spanish banks to adjust all banking processes to it. However, they could not help giving up the plan in the middle of the road since there was a great difference between Spain and Korea in the financial system and more than 30% of software package had to be changed. In this situation, PMI was delayed, and customer inconvenience continued, which made the integration of organizational cultures slow down. As a breakthrough in this situation, knowledge management was introduced. To integrate knowledge of two organizations in the process of PMI is an important job for all merger candidates. This study aims at presenting the successful results from using knowledge management as a means to PMI ahead of other financial institutions so they can apply them to their organizations. PMI was not achieved properly after the two banks had been merged as Hanbit, but entering the era of Woori Bank, workers were integrated under one standard organization following the organizational and knowledge integration, and knowledge management was introduced for an efficient sharing of knowledge among members. A great number of mergers have occurred up to now, but Woori Bank is the first case that used knowledge management as a means to both PMI and competitiveness enhancement. Probably it was an appropriate time when Woori Bank introduced knowledge management as it was organized. Since Hanil Bank and Commercial Bank of Korea had not introduced knowledge management until then, it could use knowledge management as a means to PMI. Using knowledge management, it could create a new organizational culture and increase competitiveness in the banking industry.

• Journal of Family Resource Management and Policy Review
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• v.6 no.2
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• pp.1-14
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• 2002

The purpose of this study was examine and clarify the recognition according to gender of sexual harassment in the office. The samples were consisted of 250 employees in a seoul headquarter and 13 branches of S bank. the data were analyzed using percentage, frequency, mean, 1-test, F-test and ANOVA. The results of this study were as follows; 1) female workers recognized sexual harassment as severe problem, but male workers as minor and trivial things. 2) workers recognized the cause of sexual harassment as female low position in the office and sexual distinction 3) workers recognized sexual harassment type as visual, verbal and physical harassment. 4) workers recognized the main assaulters of sexual harassment as male senior workers and co-workers. 5) worker recognized place of harassment as times of workers' dining together. 6) worker recognized the victim of sexual harassment was apt to experience anger, hurt of self-respect, shame and embarrassment. 7) female workers recognized necessity of sexual education but male workers none of it.

• Economic Analysis
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• v.25 no.3
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• pp.1-29
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• 2019

This paper examines the impact of a dual labor market structure on labor productivity using unbalanced panel data from 29 OECD member countries between 1990 and 2015. By applying a variety of regression models on the panel data (e.g., a pooled regression, a fixed effects model and a GMM), we explore how changes in worker-type composition among temporary, permanent and self-employed workers contribute to productivity growth. While it appears that our results differ slightly, depending on the econometric models, overall an increase in the share of permanent workers leads to a relatively higher increase in productivity growth. On the other hand, it is also seen that the effects of the share of temporary workers on labor productivity are considerably lower than that of permanent and self-employed workers. To sum it up, our findings indicate that an increase in temporary workers could have an adverse effect on labor productivity.

• Asian Journal of Business Environment
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• v.4 no.1
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• pp.5-13
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• 2014

Purpose - This study examines the relationship between organizational justice and employee job satisfaction and the extent of its moderation by perceived alternative job opportunities. Research design, data, and methodology - This is a cross-sectional study utilizing survey questionnaire data from 220 bank employees, which included scales measuring organizational justice, job satisfaction, and perceived alternative job opportunities. Results - The data is analyzed using correlation and hierarchical regression. Results demonstrated that organizational justice has a direct positive impact on employee job satisfaction further, distributive justice explains more variance in job satisfaction, followed by procedural justice and interactive justice. Perceived alternative job opportunities moderate the relationship between organizational justice and job satisfaction. Conclusions - Generally, organizational justice increases bank employees' job satisfaction; however, when they perceived more job opportunities, their job dissatisfaction increased notwithstanding fairness. Therefore, perceived job opportunities moderate the relationship between organizational justice and job satisfaction. Retaining skilled employees has become difficult, especially when there is market demand for skilled workers. Human resource (HR) managers should consider market situations before formulating policies; otherwise, they may lose the competitive advantage of skilled employees and workers.

• Korean Journal of Human Ecology
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• v.18 no.3
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• pp.757-768
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• 2009

With the women's education level higher and gender equality more promoted, women's opportunity of taking part in business is increasing. Entering the emotional age which counts self-image as being important, there is a view that woman's appearance has a direct relation to their social life. The research is to examine the hypothesis and important factors for women workers at banks for their successful career, that is, to verify the effects of women's appearances on their social life, furthermore, to help female applicants for a bank and the bank clerks have a desirable social life. The subjects were 200 male and 100 female bank clerks and the research was analyzed on the basis of a total of 300 questionnaires. The results are as follows: first, 52 percent of male subjects responded that the factors of "sociability" and "character and good manners" are the most important in social life, while 47 percent of female subjects answered the factor of "ability" is so. Second, 61.5 percent of male and 84 percent of female respondents answered that woman's appearance has a potent influence on their social life. Third, 76 percent of male and 90.9 percent of female respondents answered that when the companies employ woman workers, they take woman's appearance into consideration. It shows even at job interviews that good-looking applicants are in a better position, for bankers must consult with many customers and so their neat and tidy appearance such as their natural make-up and decent hair style (short-hair style) is one of significant factors to perform their jobs. Therefore, appearance managements are primary for women bankers to work at their workplace.

• Journal of Preventive Medicine and Public Health
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• v.38 no.1
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• pp.45-52
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• 2005

Objectives : To investigate the fatigue subjective symptoms and VDT related risk factors in bank workers. Methods : A total of 2178 workers (62.8% male, 37.2% female) were surveyed with a self-administered and structured questionnaire consisting of 30 fatigue symptoms and other VDT related factors regarding work characteristics, work postures, work environments, personal medical histories, etc. Fatigue subjective symptoms were divided into 3 groups of 10 questions each: a dull, drowsy and exhausted feeling (Group I), a mental decline of working motivation (Group II), or a feeling of incongruity in the body and dysfunction of autonomic nervous system (Group III). Each question was weighted as 0 for 'none', 1 for 'sometimes', and 2 for 'always'. Results : Mean age was $35.8{\pm}7.2$ years ($38.9{\pm}6.0$ in males, $30.6{\pm}5.8$ in females), Mean work duration was $7.7{\pm}7.1$ years ($8.4{\pm}7.4$ in males, $6.5{\pm}6.4$ in females). Mean symptom score in males was $11.0{\pm}8.1$ ($4.9{\pm}3.1$ in Group I, $3.0{\pm}3.1$ in Group II, $3.1{\pm}2.8$ in Group III) and in females was $17.5{\pm}9.5$ ($7.0{\pm}3.8$ in Group I, $4.6{\pm}3.5$ in Group II, $5.9{\pm}3.4$ in Group III). Mean scores were higher in the order of Group I>III>II. Females had significantly higher scores than males in all three groups (p<0.001). Most common symptoms complained of as 'always' or 'sometimes' were feel strained in the eyes' (85.4%) among Group I, 'find difficulty in thinking'(54.2%) among Group II, and 'feel stiff in the shoulders (72.3%) among Group III. In multiple regression analysis, female, non-straight spine at workstation, more VDT work hours, history of physical therapy, glare of screen, overtime work, young age, and non-horizontal elbow position were significantly related with high score of symptoms. Conclusions : More supportive VDT work environment and education for correct work postures for VDT workers are recommended.

• Journal of the Korean Home Economics Association
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• v.20 no.4
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• pp.33-44
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• 1982

The purpose of this study was to investigate clothing behavior of women in Dae Jeon and to find out the relationship between clothing behavior and occupations. Measures selected for this study was‘Creekmore Scales of Eight Clothing Variables’, (Creekmore, 1966). The questionnaires were distributed to women in Dae Jeon including teachers, women working in a government office, women working in a company, nurses, women working in a bank, women working in a department store and the business center, technicians, women working in a merry making place, and house wives. For statistical analyses of the data from 400 respondents, F-test, and t-test were used. The results were as follows: 1. There were partially significant relationship between clothing behavior and occupations. The significant variables were modesty, comfort, approval, and dependence among the eight clothing variables. a) The group of highest interest in modesty and comfort was house wives and the group of lowest interest was women working in a merry making place. b) The group of highest interest in approval was women working in a merry making place and the group of lowest interest was women working in a bank. c) The group of highest interest in dependence was teachers and the group of lowest interest was nurses. 2. Partially significant differences were found in clothing behavior between a working women and house wives: The house wives were more interest in modesty, comfort, management. 3. Partially significant difference were found in clothing behavior between White-collar workers and Blue-collar workers were more interest in attention, approval, interest.

• Journal of the Korea Institute of Building Construction
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• v.20 no.2
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• pp.163-169
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• 2020

Construction is a typical labor-dependent industry. However, problems related to wage payment, which directly affects the livelihood of workers, have caused other problems in maintaining skilled workers, such as increasing the turnover rate of skilled workers, resulting in a shortage of skilled workers. Against this backdrop, this study was conducted to develop measures to improve the conventional wage payment systems in order to prevent skilled workers from leaving their jobs and to maintain them as workers. It is necessary to make the registration of non-registered small-sized construction companies in Korea mandatory, and to introduce means by which construction companies that hire workers through non-registered agents can be penalized. In addition, the project bank account (PBA) system used in the domestic banking sector can be benchmarked in operating payment systems, an approach that is expected to effectively prevent delayed wage payments in the construction industry.