• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.253-260
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• 2017

Due to dramatic changes in the trend of corporate management in economics, labor and government, companies are being asked to adapt creative and innovative organizational culture in order to keep sustainability. Under the circumstances, flexible working hour becomes one of very effective method for organization culture improvement. Recently, M company has introduced the new policy of working hours that employees can choose a couple of different time options depending on their personal situations. And it turns out to be very effective to work & life balance, increasing organizational vitality, improving efficiency of business and productivity, recruitment of core human resources, and prevention of deviation; both team and personal performance levels has significantly improved. Therefore, it is highly recommended to adapt flexible working policies for companies seeking for a long term, sustainable corporate vision.

• Journal of Venture Innovation
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• v.4 no.2
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• pp.97-108
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• 2021

Labor contracts appear in form as an exchange relationship between labor products and wages, but since they transcend the level of simple barter, they can be economically identified as "trading" and can be identified as "rental." From a legal point of view, a legal device that legally supports and imposes binding force on commodity exchange relations is a contract. Such a labor contract led to a relationship in which wages were received and a certain amount of time was placed under the direction and supervision of the employer as a counter benefit to the receipt of wages. Since working hours are subordinate hours with one's labor under the disposition authority of the employer, long hours of work can be done for the health and safety of workers and furthermore, it can be an act that violates the value to enjoy as a human being. The reduction of working hours needs to be shortened in terms of productivity and enjoyment of workers' culture so that they can expand and reproduce, but users' corporate management labor and production activities should also be compatible compared to those pursued by capitalist countries. Working hours can be seen as individual time and time in society as a whole, and long hours of work at the individual level are reduced, which is undesirable at the individual level, but an increase in products due to an increase in production time at the social level can help social development. It is necessary to consider working hours in terms of finding the balance between these individual and social levels. If the regulation method of working hours was to regulate the total amount of working hours, flexibility and elasticity of working hours are a qualitative regulation method that allows companies to flexibly allocate and organize working hours within a certain range of up to 52 hours per week. Accordingly, it is necessary to shorten working hours, but expand and implement the flexible working hours system according to the situation of the company. To this end, it is necessary to flexibly operate the flexible working hours system, which is currently limited to six months, handle the selective working hours by agreement between employers and workers, and expand the target work of discretionary working hours according to the development of information and communication technology and new types based on the 4th industrial revolution.

• Annals of Occupational and Environmental Medicine
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• v.35
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• pp.20.1-20.7
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• 2023

The policy proposal by the current Korean government that proposes flexible overtime rules is causing social controversy. This study has explored the 612 experts' opinions on the occupational safety and health impacts of the policy using an online self-report survey. They expected short-term overwork (87.25%), overwork inequality (86.44%), irregular working hours (84.31%), chronic overwork (84.15%), long working hours (83.66%), and unpredictability of working hours (81.86%) as a result of the policy change. They also responded that the policy change would increase industrial accident deaths (87.25%), mental illnesses (87.09%), deaths due to overwork or cardiovascular diseases (83.84%), and accidents (83.33%). They disagreed that the government's flexibilization policy, while agreeing that the necessity of policies on regulating night work (94.77%), guaranteeing wages to eliminate overtime (90.36%), establishing working time regulations for the bogus self-employed (82.84%), and applying the 52-hour workweek system to all workplaces (76.47%). These expert opinions are consistent with previous research on the health effects of working hours.

• Proceedings of the Korean Society of Precision Engineering Conference
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• 2006.05a
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• pp.313-314
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• 2006

Indicating product quantity by real time can be benefit both worker and management. Worker can compare real product quantity with its target and can adjust working speed to match with goal. Therefore, so called JPH equipment developed to indicate target quantity of product. As a main processor PIC16F877 was used and FND display were used to indicate current time, elapsed time, JPH value and target amount of product. Values like JPH and starting time, etc. are can easily be set by $4{\times}4$ numeric keypad and display datum likes target amount of product, current time and elapsed time, etc are displayed on FND by RS232 serial transmit. The operation of JPH equipment are tested and verified through long term test and are proved acting properly on working conditions.

• Journal of Korean Clinical Nursing Research
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• v.15 no.1
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• pp.149-165
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• 2009

Purpose: This study was done to identify the causes of turnover in nursing staff in small and medium‐size hospitals and prepare measures to decrease turnover. Nurses in these hospitals were surveyed focusing on their nursing activities, reasons for turnover, and content of their work. Method: A mail survey of hospitals with 300 beds or less was conducted using a questionnaire including items on the current state of nursing, performance of nursing tasks, turnover of nurses, working conditions, and supports and policies related to insufficient number of nurses. Results: The average number of nurses per 100 beds was 37.5, 3.3 less than the prescribed level of 40.8. The turnover rate was higher when the level of remuneration for nursing care was low, and the most frequent reason for nurses leaving was 'move to another hospital', showing that there is a continuous chain of moves for nurses. Other frequent reasons were situations related to working conditions such as childbirth, child care, irregular working hours, night work, and low wages. Conclusion: To guarantee adequate nursing coverage in these hospitals, working conditions for nurses should be improved, including higher wages, a more flexible work system, and installation and operation of 24-hour child care facilities.

• Journal of Korean Society of Transportation
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• v.35 no.6
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• pp.511-524
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• 2017

This study aims to evaluate the availability of ABM (Active-Based Model), FEATHERS, as a policy evaluation tool. To achieve the goal, scenario analysis on flexible working policy was conducted to measure its impact on activity-travel behavior. As a consequence, there seems no significant change in worker's daily life, other than mitigating traffic congestion due to decreasing commuting travel in the rush hour. The result of VKT (vehicle kilometers traveled) shows an opposite pattern according to given household/individual constraints. The scenario analysis on telecommuting indicates a decreasing trend in both travel frequency and distance because of the diminished number of commuting trips. As the activity space of telecommuters is shifted to a residential area, there are more short-distance trips by using non-motorized transport, which leads to decrease in VKT (using a private vehicle). Thus, the sensitivity of VKT by population groups varies due to transport mode shift (between personal and another mode) and growing non-work trips (using a private mode). This study found few things. First, it is necessary to evaluate the details of policy impact by population groups since it can be varied depending on household/individual characteristics. Second, the case study shows a promising performance of ABM as policy measurement that provides reality in policy evaluation. Third, ABM allows us to do more accurate analysis (i.e. time-series analysis by population groups) of policy assessment than those of FSM (Four-Step Model). Lastly, a further effort in data collection, literature review, and expert survey should be made to enhance the accuracy and confidence of future research.