• Journal of the Korea Convergence Society
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• 제10권11호
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• pp.511-521
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• 2019

This study was conducted to examine the mediating effect of innovative behavior in the relationship between nurse manager's leadership and nurses' future use of evidence-based practice. Participants were 183 nurses working at general hospitals with over 500 beds in Korea. Nurse manager's transformational leadership was positively correlated with innovative behavior and nurses' future use of evidence-based practice. Innovative behavior showed partial mediating effects in the relationship between nurse manager's leadership and nurses' future use of evidence-based practice. These findings suggest that in order to enhance nurses' future use of evidence-based practice, the educational strategies to promote nurses' innovative behavior should be developed and provided in nursing field.

• Journal of the Korean Society of Food Culture
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• 제24권6호
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• pp.702-710
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• 2009

The purpose of this study was to identify the competing values leadership of restaurant general managers and to investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees' gender had an influence on how he/she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p<0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction, and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to strengthen employee job satisfaction and to reduce turnover intention.

• Corrugated packaging logistics
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• 제2권7호
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• pp.138-139
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• 1995

• Proceedings of the Korean Society of Food Hygiene and Safety Conference
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• 한국식품위생안전성학회 1999년도 추계학술세미나 및 학술발표회 - 식품의 위생관리와 안전성평가에 대한 최근 연구동향
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• pp.71-85
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• 1999

• Construction Engineering and Management
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• 제6권6호
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• pp.29-30
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• 2005

• Proceedings of the Korean Society of Broadcast Engineers Conference
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• 한국방송공학회 2000년도 방송기술 워크샵
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• pp.181-202
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• 2000

• Journal of Preventive Medicine and Public Health
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• 제28권3호
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• pp.576-587
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• 1995

Authors purposed to observe activities of occupational health nurses and it's related factors, and to suggest the way that induct better occupational health nurses' activities with questionaire to 87 occupational health nurses who individually work as health manager in the plant. The questionaire included type of plant and number of workers, general characteristics, work conditions, activities, etc. Major findings are as follows. 1. 82.8% of occupational health nurses were third decade. 93.1% graduated junior college or college. And 82.8% were not married. 2. General work conditions: 40.2% were belonged to safety-health section, 98.85% were mere clerks. 60.9% worked less than weekly 44 hours, and an annual salary of 50.6 % was between 10 million and 14 million won. 3. Work condition related to health manager work: there was separated health care room in 94.3%, working period as health manager(occupational health nurse) was less than 5 years in 70.1%, 49.4% had the out-of-health manager work. In 87.4%, occupational physician was appointed, only 6.9% of them were full time, 52.9% of them worked little in the plants. The problems related to workers' health were discussed with industrial nurses in 88.5%. 4. Attitude for their work: 88.5% were thought that their work is important for workers' health care, 57.5% satisfied to work as health manager. In 51.7%, motive to being industrial nurse were the appropriate aptitude. 5. Activities: General medical care in 100% were carried out, in 97.7% works related to general health examination, in 100% works related to special health examination were carried. But works related to use of protective apparatus were carried out in 20.8%. 6. Factors related to level of activities: In cases who solved the health related problems by themselves, the level of activites was significantly higher than in others. In cases there were full time occupational physician, the level of activities was significantly lower. 7. Occupational health nurse's needs: 100% wanted regular education, 89.7% wanted the qualifying examination. As the results, author suggests that the right of self-control is given to occupational health nurses and the work of occupational physician is clearly defined for the induction of the better activities of occupational health nurses.

• Korean Journal of Occupational Health Nursing
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• 제14권1호
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• pp.16-23
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• 2005

Purpose: The Purpose of the study was to suggest how the health manager use to be easy return-to-work of injured workers. Method: The data were collected by the health managers working at the 103 companies over medium size in Incheon, Gyoung-gi and Seoul through interview and report by themselves and analyzed by SAS V8 through t-test. Result: 1. The health managers are consisted of 2 kinds, one is health manager such as physician(10%) or nurse(81%) and the other is safety manager. The former works at the manufacturing company(62.9%), the latter at the service one(42.4%). 2. Management and counseling of occupational and non-occupational diseases, and high risk workers, health education, emergency care, worksite rounding, guidance of personal protector use, and health promotion services were highly performed by health managers. Comparing to these, safety managers performed guidance of job safety, safety management. The difference of two kinds of manager was significant statistically not only the aspect of general job but also related job to the workers of return-to-work after accident. Conclusion: This result shows that health manager can function as a care manager to the workers after return-to-work for adaptation to their job and rehabilitation bio-psycho-socially. But health managers don't have any regulations of encouraging injured workers to get their job again officially.

• Journal of Korean Society of Disaster and Security
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• 제15권4호
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• pp.47-56
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• 2022

Along with high-rise buildings, complex buildings used by many unspecified people, such as various buildings and underground-linked buildings, are increasing. In particular, high-rise buildings are accompanied by a number of casualties and a lot of property damage in the event of a disaster, so reinforced integrated disaster management is necessary. The High-Rise Disaster Management Act stipulates that a general disaster manager is appointed and requires stricter safety management tasks than other buildings. Therefore, this study aims to analyze and present item factors for a preliminary survey of job satisfaction of general disaster managers through literature research and expert verification.

• KIEAE Journal
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• 제10권3호
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• pp.63-74
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• 2010

The general housing causes various environmental problems on the squandering of the resources and the production of the construction wastes, as it was removed and rebuilt because of the short-life in 20-30 years after constructing. The short-life of the general housing makes the rebuilt-term short and takes a negative attitude in maintenance. In the other hand, the long-life housing is constantly dwelling house that considers the carbon reduction among the world issues, Support and Infill. The long-life housing promotes the durability of Support and maximize the variability of Infill through separation of Support & Infill. It's useful dwelling house in maintenance as well as various life-cycle and life style. As the maintenance guideline of dwelling house is used for long-life housing, there is not distinction considering who controls maintenance and there is not conception considering alteration, variability and convenience. Consequently, it is required to develop the proper maintenance guideline applied maintenance process for long-life housing. Therefore this study shows efficient maintenance guideline for manager in long-life housing.