• Title/Summary/Keyword: Co-worker

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High Rise Worker Behavior Monitoring using Deep Learning (딥러닝을 이용한 고소작업자 행동 모니터링)

  • Lee, Se-Hoon;Kim, Hyun-Woo;Yu, Jin-Hwan;Tak, Jin-Hyun
    • Proceedings of the Korean Society of Computer Information Conference
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    • 2018.07a
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    • pp.25-26
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    • 2018
  • 이 논문에서는 고소 작업자의 위험 행동 분석을 위해 딥러닝 기법 중 연속적인 데이터 분석에 적합하며 매우 뛰어난 성능을 보여주는 LSTM 알고리즘을 이용해 모니터링 하는 시스템을 개발하였다. 모델을 위해 학습 데이터는 안전벨트에 자이로센서 등을 부착해서 실험하였다. 시스템은 작업자의 5가지의 행동 패턴을 분석할 수 있으며, 96%의 정확도를 얻었다.

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Chemical Properties of Indoor Individual Particles Collected at the Daily Behavior Spaces of a Factory Worker

  • Ma, Chang-Jin;Kang, Gong-Unn;Sakai, Takuro
    • Asian Journal of Atmospheric Environment
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    • v.11 no.2
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    • pp.122-130
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    • 2017
  • The main purpose of the study was to clarify the properties of individual particles collected at each behavior space of a factory worker. The samplings of size-segregated ($PM_{2.1-1.1}$ and $PM_{4.7-3.3}$) indoor particles were conducted at three different behavior spaces of a factory worker who is engaged in an auto parts manufacturing plant (i.e., his home, his work place in factory, and his favorite restaurant). Elemental specification (i.e., relative elemental content and distribution in and/or on individual particles) was performed by a micro-PIXE system. Every element detected from the coarse particulate matters of home was classified into three groups, i.e., a group of high net-counts (Na, Al, and Si), a group of intermediate net-counts (Mg, S, Cl, K, and Ca), and a group of minor trace elements (P, Ti, V, Cr, Mn, Fe, Co, Ni, Cu, Zn, and Pb). The results of EF for $PM_{4.7-3.3}$ in home indicated that several heavy metals were generated from the sources within the house itself. An exceptional feature shown in the individual particles in workplace is that Cr, Mn, and Co were clearly detected in both fine and coarse particles. Cluster analysis suggested that the individual coarse particles ($PM_{4.7-3.3}$) collected at the indoor of factory were chemically heterogeneous and they modified with sea-salt, mineral, and artificially derived elements. The principal components in individual coarse particles collected at restaurant were sea-salt and mineral without mixing with harmful trace elements like chromium and manganese. Compared to the indoor fine particles of home and restaurant, many elements, especially, Cl, Na, Cr, Mn, Pb, and Zn showed overwhelmingly high net-counts in those of factory.

Worker-Centered Design for Working Area in the Electronic Industry

  • Baik, Sung Wan;Jeong, Byung Yong;Shin, Dong Seok
    • Journal of the Ergonomics Society of Korea
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    • v.33 no.3
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    • pp.229-239
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    • 2014
  • Objective: This research provides a guideline for working area design in the electronic industry, considering gender differences of physical characteristics. Background: Co-work in the electronic industry requires workers of various physical properties to work cohesively in the conveyor line for mass production. This stresses the need for a worker-centered design of the workplace convenient for all the workers. Method: In this research, the $6^{th}$ Size Korea (National Anthropometric Survey in Korea) report is referred to obtain the design measurements according to age and gender varieties. This information is used to provide the working area guideline concerning conveyor line workers of both genders aged 20 to 40. Results: Physical properties of workers and workplace design principles were obtained for application in the assembly, inspection, and material handling process in the electronic industry. Conclusion: Applying ergonomic design principles can provide safe and comfortable workplace for both genders. Application: This research can be fundamentally used in designing worker-centered workplaces.

Safety Helmet Capable of Indicating the Worker's Risk Indices (근로자의 위험지수를 표시하는 안전모)

  • Gu, Jong-Hwa;Lee, Ho-Hyun;Lee, Kang-Suk;Chun, Myung-Geun
    • The Transactions of the Korean Institute of Electrical Engineers P
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    • v.67 no.2
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    • pp.106-111
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    • 2018
  • Recently, due to the effect of global warming, the high temperature phenomenon continues, and the time for workers exposed to high temperature, cold and infrared is increasing and then safety is threatened. Due to the nature of on-site work, the work is being carried out in an unreasonable manner due to the process, which is exposed to disasters due to high temperature and cold. Even though the injured skin may be damaged, the worker may not be aware of it and may be injured. By understanding the working environment of the worker and calculating the risk index and expressing it on the helmet, the surrounding colleagues inform the worker of the risk and take appropriate measures so that the accident can be prevented in advance. This study was conducted to investigate the effect of exposure duration on the workers' by measuring the exposure time, the risk index is displayed in the form of a traffic light to the helm, informing neighboring workers and managers, and transmitting to the workers by voice.

A Study on the Ethical Values of Clinical Nurses (임상 간호사의 윤리적 가치관에 관한 연구)

  • Park, Myung-Hee;Kim, Chang-Sook
    • The Journal of Korean Academic Society of Nursing Education
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    • v.9 no.1
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    • pp.30-40
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    • 2003
  • This study was conducted to identify the ethical values of clinical nurses. 119 nurses working in clinical setting were selected Gwangju city and Chunnam area. Data were gathered from April. 1 to June. 27, 2001 by structured questionares. Analysis of data was done by SPSS using percentage, t-test, one-way ANOVA, pearson's correlation. The results obtained from data were as follows : 1. The ethical values of human life area slightly took up the position of utilitarian. In human life area mean score was 2.41. This area showed remarkerble individual differences between utilitarian and deontological position. 2. The ethical values of clients area took up the position of utilitarian position. In clients area mean score was 1.75. 3. The ethical values of nursing practice area took up deontological position. In nursing practice area mean score was 2.58. 4. The ethical values of nurses-co-worker area took up deontological position. In nurses- co-worker area mean score was 2.94. 5. Those who have younger, higher education level, less job experience, singles, religion, lower position, positive attitude of nursing and firm ethical standard took up more deontological position than those who have not. 6. There were significant relationship between human life area & client area(r=.566 p=.000), nursing practice area(r=.698 p=.000). There were significant relationship between client area & nursing practice area(r=.342 p=.001). There were significant relationship between nursing practice area & nurses-co-worker area(r=.491 p=.001).

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Effect of job satisfaction on turnover intention and intention to stay in dental hygienists (치과위생사의 직무만족이 이직의도와 근속의사에 미치는 영향)

  • Park, Ji-Hyeon;Cho, Young-Sik
    • Journal of Korean society of Dental Hygiene
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    • v.20 no.1
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    • pp.95-106
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    • 2020
  • Objectives: This study was conducted to investigate the effects of dental hygienists' job satisfaction on turnover intention and intention to stay. Methods: A survey was conducted targeting 273 dental hygienists in dental clinics. The study data were u analyzed using PASW Statistics 20.0 Results: The level of job satisfaction of dental hygienists was 3.30±0.50, and the highest ranked item in the survey was 'I am satisfied with my relationships with patients' 3.72±0.73. Job satisfaction according to general characteristics showed significant differences in age, marriage, education, career, current work experience, position, and schedule for future turnover. The turnover intention according to general characteristics showed significant difference in age and schedule for future turnover. The intention to stay according to general characteristics showed significant differences in age, marriage, education, career, current work experience, number of dentists, number of dental hygienists, and schedule for future turnover. The factors affecting turnover intention were schedule for future turnover, income, co-worker relation and professional time, while those affecting intention to stay were overall professional satisfaction, co-worker relation, schedule for future turnover, professional time, income, number of dental hygienists, patient relations and current work experience. Conclusions: Job satisfaction factors that had a common effect on turnover intention and intention to stay were schedule for future turnover, income, co-worker relation and professional time. To reduce turnover and encourage longevity, adequate pay and positive interpersonal relationships are necessary.

The Job Satisfaction and the Turnover Intention of Dietitians Working at Foodservice of the Correctional Institutions in Korea (교정시설 급식 영양사의 직무만족도와 이직의향)

  • Cho, In-Jae;Lee, Hye-Sang
    • Korean Journal of Community Nutrition
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    • v.17 no.3
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    • pp.321-328
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    • 2012
  • The purpose of this study is to investigate how certain factors influence job satisfaction and turnover intention of the dietitians working at the correctional institutions. A total 47 sheets of questionnaires (complete enumeration) were distributed respectively to the dietitians during the period from March 20th to May 18th of 2008. A total of 38 questionnaires (response rate 81%) were analyzed by using SPSS (ver. 19.0). The dietitians were more satisfied with coworkers ($3.63{\pm}0.10$) and supervision ($3.19{\pm}0.13$) than with pay ($2.97{\pm}0.09$) and promotion ($2.55{\pm}0.08$). Among the job burnout dimensions, cynicism ($2.58{\pm}0.09$) was rated higher than exhaustion ($2.47{\pm}0.10$), while professional efficacy level ($3.40{\pm}0.08$) was relatively high. The work dimension of job satisfaction was negatively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001), and turnover intention (p < 0.01), but positively correlated with professional efficacy dimension (p < 0.001). The co-worker dimension was negatively correlated with exhaustion and cynicism (p < 0.05) and turnover intention (p < 0.01), while the supervision, the pay, and the promotion dimension were not correlated with the job burnout and turnover intention. The turnover intention was positively correlated with exhaustion and cynicism dimensions of job burnout (p < 0.001). A stepwise regression analysis revealed that i) professional efficacy was a factor to significantly increase the work dimension of job satisfaction, ii) exhaustion and cynicism to significantly decrease the work and the co-worker dimension of job satisfaction, respectively, and iii) exhaustion to significantly increase turnover intention. The managerial efforts of the institutions could be focused on the job burnout factors to effectively increase the work dimension and the co-worker dimension of the job satisfaction.

The Effect of Informational Diversity-Sensitive Orientation on Employee Attitudes : The Moderating Effects of Supervisory Communication & Co-Worker Communication (정보다양성 수용 정도가 종업원 태도에 미치는 영향 : 상사소통 및 동료소통의 조절효과)

  • Jeong, Hyeon-Dal;Baek, Yoon-Jung
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.18 no.7
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    • pp.569-578
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    • 2017
  • The purpose of this study is to investigate the effects of informational diversity-sensitive orientation on employee attitudes, focusing on the moderating effects of communication. Recently, diversity within organizations has intensified and the importance of diversity management within organizations is increasing. Diversity studies have focused on the variance of objective diversity characteristics, and have provided mixed results. In order to overcome limitations in the research, this study focuses on members' perception of diversity. To this end, the variable of informational diversity-sensitive orientation(IDSO) was used. Sample data is derived from 301 surveys of employees in firms located in South Korea. Results show that informational diversity-sensitive orientation(IDSO) had a positive effect on job satisfaction and organizational commitment. Regarding the moderating effect of communication, a positive moderating effect was exhibited only in co-worker communication, and differential influence derived from communication type. Based on the analysis results, we discuss research implications and directions for future research.

The Effect of Task-Conflict on Job Attitudes : The Mediating Effects of Communication (과업갈등이 직무태도에 미치는 영향 : 커뮤니케이션 만족의 매개효과)

  • Jeong, Hyeon-Dal;Baek, Yoon-Jung
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.17 no.7
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    • pp.192-203
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    • 2016
  • The purpose of this study is to investigate the effects of task conflict on job attitudes (organizational commitment & job satisfaction), focusing on the mediating effects of supervisory communication & co-worker communication. Recently, the importance of communication as a research topic has been increasing. According to prior research, communication satisfaction has a positive effect on job performance. However, studies which take into account the different types of communication are lacking. Therefore, this study considered two types of communication (supervisory communication and coworker communication). A research model and hypotheses were developed in order to examine the theoretical research issues and questions. The sample consisted of 280 survey data drawn from employees in firms located in Korea. The data was analyzed by the statistical packages, SPSS 21.0 & AMOS 21.0 for Windows. The findings of the analysis are as follows. Firstly, it was found that task conflict had a negative (-) effect on organizational commitment & job satisfaction. Therefore, H1a & H1b are supported. Secondly, it was found that task conflict had a negative (-) effect on supervisory communication. Therefore, H2a is supported. However, it did not have a significant effect on co-worker communication. Hence, H2b is not supported. Thirdly, as regards the mediating effect of supervisory communication, it was found that supervisory communication mediated the effect of task conflict on job attitudes (organizational commitment & job satisfaction). Therefore, H3a & H3b are supported. Finally, the mediating effect of co-worker communication was not significant. Therefore, none of the sub-hypotheses of H4 are supported. Based on these findings, this study suggested directions for future research.