• 대한토목학회논문집
• /
• 제32권3D호
• /
• pp.259-267
• /
• 2012

건설자동화 시스템 개발은 건설업이 당면하고 있는 여러 가지 어려움을 해결하고 급변하고 있는 건설환경을 위한 대응책으로 설득력 있는 해결책 중의 한가지로 제안되고 있다. 2006년부터 지능형 굴삭시스템 개발을 위한 연구가 진행되었다. 지능형 굴삭시스템은 작업환경 센싱, 3D 모델링, 작업계획, 작업경로계획, 무인조정 및 정보관리를 위한 다양한 기능을 갖고 있다. 본 논문에서는 지능형 굴삭시스템을 실제 현장에 적용하기 위하여 필요한 요소기술 중의 하나인 작업계획 및 작업경로계획 기능구현을 위한 공간정보모델과 작업경로 시뮬레이터를 제시하고자 한다. 기존의 자료구조인 쿼드트리나 옥트리 구조가 갖고 있는 단점을 보완하기 위하여 토공작업을 위한 새로운 자료구조를 제시하였다. 작업경로 시뮬레이터는 작업환경에 관한 정보, 토공장비에 관한 정보를 제공하며 작업자의 휴리스틱을 고려하여 효과적인 작업경로를 생성할 수 있다. 시뮬레이터에 의하여 생성된 작업경로와 굴삭기 운전자가 제안하고 있는 작업경로를 서로 비교하였다.

• 한국식생활문화학회지
• /
• 제8권1호
• /
• pp.55-62
• /
• 1993

These studies were conducted to: a) investigate work patterns and productivity indices, b) rate performance levels of employees and c) determine the suggested levels of personnel and labor hours for the effective labor control in school foodservice. Eighteen elementary school foodservices in Seoul were selected in order to analyze work patterns by the work sampling methodology. Allowance time and performance rating by VTR observation was done to determine the standardized labor hours. The results were as follows. The average percentage of each work function of the total work functions such as direct work function, indirect work function and delay were 65.57%, 8.12%, 26.31% respectively. The productivity index is 0.92 min/meal. The average working and delay hours per week of the foodservice director, foodservice employees and supply person were 33.64 hours, 23.25 hours, 38.52 hours respectively. The percentage of delay hours of total labor hours for foodservice employees and supply person were 42.27% and 24.0%. The standardized work hours and the appropriate levels of foodservice employees of 17 elementary school foodservices were examined: The average rating of the foodservice employees work was 1.19 and British Insulated Calendarer Cables (BICC) allowance rate was 19.40% on the average. The total work hours of foodservice employees were 172.64 hours per week and levels of personnel were 4.53 persons. BICC allowance rate was applied: The standardized work hours per week was 180.95 hours and appropriate levels of personnel were 4.11 persons based on legal 44 working hours.

• 한국의류학회지
• /
• 제30권7호
• /
• pp.1090-1102
• /
• 2006

The purpose of this study is to develop an improved work clothing which is much safe, comfortable, mobility and convenient than what workers currently wear at construction site. The investigation has been conducted to evaluate current work clothing to grasp any problems, discomforts and damages related to the work clothing. For the best and accurate data, hands-on investigation and a short-interview have been performed at the construction site as well as formulating a questionnaire. The questionnaires was answered by 425 workers and safety manager of 13 different construction site. The result of the questionnaire enables us to design a sample work clothing, many pa π s such as material, pattern and design have been improved. To improve the amenity of heat, the surface of a material was used by $Aerocool^{\circledR}$ fiber which contains inside dryness function. In order to absorb perspiration on the back the armpits, mesh martial that is mixture of $Coolever^{TM}$ fiber and $Mirawave^{TM}$ fiber was used to absorb perspiration in an effective manner. And a sleeve's bottom part and trousers' bottom part's cover method have been changed. Sample work clothing was shorten at the side of upper garment up to 2cm and lengthen the length of the back by 3cm. To reduce the tightness around armpit more room was given in that area. Darts were added to the elbow, the hip, and the knees that also followed an ergonomic pattern. A sample work clothing evaluated an objective assessment and subjective assessment to compare to a current work clothing. Assessment group consists of seven subject groups and nine expert groups to evaluate external appearance and adaptability to the movements. In all aspects of the test, the result of evaluation process of the sample work clothing received more positive assessment than the current work clothing.

• 대한간호학회지
• /
• 제49권4호
• /
• pp.386-397
• /
• 2019

Purpose: This study examined the effect of hospitals' family-friendly management on married female nurses' retention intention. The focus was the mediating effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance). Methods: This study was a cross-sectional study. The participants were 307 nurses working at five public and five private hospitals with more than 200 beds in Seoul. Data were collected using structured questionnaires from September 10 to September 17, 2018 and analyzed with SPSS 24.0. Data were analyzed using an independent t-test, a one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. Results: There were significant correlations among family-friendly management, the work-family interface, and retention intention. Work-family conflict showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family enrichment showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family balance showed a partial mediating effect on the relationship between family-friendly management and retention intention. Conclusion: These findings indicate that both hospitals' family-friendly management and nurses' work-family interface are important factors associated with nurses' retention intention. Therefore, hospitals should actively implement family-friendly management for nurses and establish strategies to enhance nurses' work-family interface for effective human resource management.

• 한국산업보건학회지
• /
• 제33권3호
• /
• pp.298-307
• /
• 2023

Objectives: The purpose of this study is to analyze the recent trends in patients with work-related musculoskeletal disorders in South Korea and to check the major results by reviewing the literature on the risk factors and prevalence of musculoskeletal diseases related to work. Methods: Industrial disaster data from the Ministry of Employment and Labor from 2012 to 2021 were used, and the literature was reviewed regarding risk factors for musculoskeletal diseases related to work using PubMed and RISS. Results: The trend of patients with work-related musculoskeletal disorders has increased overall since 2017 after declining until 2016, with a particularly notable increase in the average annual number of patients with physical burden work. The average annual rate per ten thousand people for patients with body burden work, non-accidental lower back pain, and carpal tunnel syndrome among work-related diseases was high in the mining industry. The average annual rate per ten thousand people for patients with accidental lower back pain was the highest in the fishing industry. Within the manufacturing field, it was the highest in the shipbuilding and ship repair industry. As a result of the literature review, the search rate for work-related musculoskeletal disease papers in unstructured work was high. In addition, physical stress factors were high among risk factors, and pain areas showed a high rate for the waist. Conclusion: Even after the institutional implementation of a hazard investigation system related to musculoskeletal diseases is implemented, the number of patients with occupational musculoskeletal disorders continues to increase. Therefore, it is necessary to conduct regular surveys and implement effective improvement activities for vulnerable industries or occupations.

• 한국조리학회지
• /
• 제12권1호
• /
• pp.188-202
• /
• 2006

With large corporations entering into the foodservice market, competitions among those foodservice providers became intense, leading to differentiated quality services in terms of portioning out the meal, its portion and waiting time, not to mention food quality. The purpose of providing foodservice is to satisfy its customers, to secure optimum level of profits, and attain continuous quality improvement. To have such purpose attained, all other factors affecting the foodservice should be allowed to play a role. The intensity of the work performed by the employees should be maintained at a steady level and systematically controlled. 'Service First’ principles upholding that customer satisfaction comes from good service should be applied at all times; customer satisfaction comes from the satisfaction of the employees. Customer satisfaction through good service will contribute to an increase in revenue which we get by subtracting operating expenses from the total sales, as it will lead to concluding a long-term supply contract or renewing the existing contract. To keep the operating expenses to the minimum level, it is important to effectively perform the cost control. Since personnel expenses occupy a large portion of the operating expenses, it is imperative to effectively control the labor costs. For this reason, this study will present an effective program for disposition of men with a large organization being centered around, where the number of people served at the mess hall varies greatly depending on a day of the week and a mealtime of the day.

• Safety and Health at Work
• /
• 제4권3호
• /
• pp.166-176
• /
• 2013

Background: Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. Methods: The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. Results: More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. Conclusion: CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.

• 한국정보통신학회논문지
• /
• 제18권3호
• /
• pp.713-718
• /
• 2014

본 논문에서는 국내 겨울철 폭설과 같은 재난 발생시 각 지자체 별로 확보되어 있는 제설차량을 효과적으로 운영하고 제설현장 정보 및 차량의 이동성을 실시간으로 모니터링하여 폭설 재난현장에 대해 신속히 대처할 수 있는 실시간 모니터링 시스템을 제안하였다. 또한, 제안 시스템에서 중계단말의 효과적인 진단 및 각종 제어정보를 분석할 수 있는 중계단말 분석 도구를 설계하였다. 제안한 시스템은 폭설시 제설차량의 위치정보와 제설작업을 위한 차량제어정보 및 제설작업 상태정보를 실시간으로 모니터링 함으로써 짧은 시간에 효과적인 작업진행과 실시간 이동경로추적을 통하여 폭설 재난상황에 대한 효과적인 응급대처가 가능한 시스템이다.

• 임상간호연구
• /
• 제19권3호
• /
• pp.333-344
• /
• 2013

Purpose: This study was conducted to provide baseline data to develop work patterns for nurses that are suitable to Korean hospitals. Shift work patterns and nurses' preferences for working condition were examined. Methods: Questionnaires for nurse departments and nurses were mailed to 478 hospitals from June 1 to July 30, 2012. Nurse departments of 174 hospitals and 1,409 nurses responded to the questionnaire. Data were analyzed using SPSS statistical program. Results: Of the nurses, 89.4% were working three shifts. Of the hospitals, 17.3% had implemented fixed night work. Although 80% of nurses preferred fixed time work, only 24.9% of hospitals had fixed working hours. Of the nurses, 57% agreed with night work as fixed but potential night nurses accounted for only 17% of the respondents. Sixty-three percent of the nurses agreed on short time work during busy hours. There were preference differences according to age, marital status and clinical career. Conclusion: As many nurses reported a preference for various flexible working patterns rather than three shift work, there is a need for new decisions on hospital policy to ensure improved working conditions for nurses and enhanced job security. Legal requirements also need to be considered for various work patterns.

• 간호행정학회지
• /
• 제1권1호
• /
• pp.46-64
• /
• 1995

The 12-hour work shift can be influenced on the nurse's job satisfaction, effective personnel administration, and quality of patient care. The purpose of this study was to explore the perception on the 12-hour work shift by nurses. A total of 516 nurses were selected by convenience sampling from six general hospitals in Seoul. Based on the literature review, the questionnaire on the need of the 12-hour work shift was designed by the investigator. The data were analyzed using descriptive statistics, ANOVA and Duncan's method as post-hoc test. The results of this study are as follows ; 1. The need of 12-hour work shift The mean needs of 12-hour work shift in the nursing practice, psychological, physical, socioeconomic, and environmental perspectives were 3.05, 2.72, 2.66, 3.08, and 4.22. 2. The need of 12-hour work shift by demographic data For the nursing practice, there was a statistically significant relationship between marital status(p=.021), satisfaction on the 8-hour work shift(p=.038), the perception on the 12-hour work shift(p=.001) and the need of 12-hour work shift. For the psychological perspectives, there was a statistically significant relationship between marital status(p=.016), the perception on the 12-hour work shift(p=.0001), and the need of 12-hour work shift. For the physical perspectives, there was a statistically significant relationship between age(p=.002), marital status(p=.005), the number of children(p=.005), the duration of job career(p=.014), the job position(p=.002), the work shift(p=.030), the perception on the 12-hour work shift(p=.0001) and the need of 12-hour work shift. For the socioeconomic perspectives, there was a statistically significant relationship between the job position(0=.002), the work shift(p=.006), the perception of the 12-hour work shift(p=.002) and the need of 12-hour work shift. For the environmental perspectives, there was a statisitically significant relationship between the traffic method(p=.05), the duration of the job career(p=.026), the perception on the 12-hour work shift(p=.309) and the need of 12-hour work shift. 3. The need of 12-hour work shift by the demographic data There was a statistically significant difference between marital status(p=.014), the number of children(p=.038), the job position(p=.007), the work shift(p=.037), and the perception on the 12-hour work shift(p=.0001) for the need of 12-hour work shift.