• Journal of the Korean Society of Safety
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• v.37 no.2
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• pp.35-42
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• 2022

When an accident occurs, the associated human activity is typically regarded as a "human error," or a temporal deviation. On the other hand, if the accident results in a serious loss or if it evokes a social issue, the person determined to be responsible may be punished with a "violation" of related laws or regulations. However, as Heinrich stated, it is neither appropriate nor reasonable in terms of probability theory and cognitive science to distinguish whether it is a "human error" or a "violation" with a criterion of resultant accident severity. Nonetheless, some in society get on the social climate to strengthen regulations on workers who have caused accidents, especially violations. This response can present a social issue due to the lack of systematic judgment procedure which distinguishes violations from human errors. The purpose of this study was to develop an objective and systematic procedure to assess whether workers' activities which induced industrial accidents should be categorized as violations rather than human errors. Various analysis techniques for the determination of violation procedure were investigated and compared using an analysis approach method. An appropriate technique was not found, however, for judging the culpability of intentional violations. As an alternative, this study developed the process of creating violations, based on cognitive procedure, as well as the criteria to determine and categorize an activity as a violation. In addition, the developed procedure was applied to cases of industrial accidents and nuclear power plant issues to test its practical applicability. The study demonstrated that the proposed model could be used to determine the existence of a violation even in the case of multiple workers who work simultaneously.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.33 no.1
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• pp.70 -77
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• 2023

Objectives: The purpose of this study was to identify information on the workers at major industrial health institutions. Methods: The subjects were employees at work environment measurement institutions, specialized health management institutions, special health examination institutions, and health checkup institutions. Data on these employees was identified by age, career, region, and qualification. Results: The sample totaled 6,449 workers at major industrial health institutions. The number of doctors, nurses, and industrial hygienists was identified at 4,609. For their age groups, 34.1% were in their 30s, and 56.3% had less than five years of work experience. The distribution by region was 24.3% in Gyeonggi-do Province, 12.7% in Seoul, and 8.7% in Gyeongsangnam-do Province. Conclusions: Information on occupational health human resources has been published irregularly and is limited by specialty. Therefore, it is necessary to systematize information on human resources and disclose it regularly so that supply and demand conditions can be predicted when establishing industrial accident prevention policies.

• Journal of Preventive Medicine and Public Health
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• v.35 no.4
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• pp.282-286
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• 2002

Objectives : The level of 4-hydroxyproline (4-Hyp) in human urine was measured using high performance liquid chromatography (HPLC) with a fluorescence detector. This method is useful for medical examinations and investigating the radicals induced by physical, chemical, mental stresses. This method is superior to many published several methods in terms of its low cost and ability to analyze many samples. Methods : The urine from workers in a tire manufacturing company (22 male pre- and post-shift workers) and 18 office-workers as controls were analyzed. Data concerning age, the cumulative drinking amount and the cumulative smoking amount was collected with a questionnaire. The optimum applied amount of dansyl-Cl, the optimum reaction temperature and time, the recoveries and the optimum pH of the eluent and buffer were determined.4-Hyp from human urine was derivatized with dansyl-Cl (dimethylamino-naphthalene-1-sulfonyl chloride) after removing the a-amino acid by a treatment with phthalic dicarboxaldehyde (OPA) and cleaned with Bond Elut C18 column. The 4-Hyp derivatives were separated on a reversed phase column by gradient elution with a phosphate buffer (5 mmol, pH 8.0) and acetonitrile, and detected by fluorescence measurements at 340 nm (excitation) and 538 nm (emission). Results : The detection limit for the urinary free 4-Hyp was $0.364{\mu}mol/l$. The recovery rate of 4-Hyp was 99.7%, and the effective pH of the phosphate buffer and borate buffer were 3.0 and 8.0, respectively. From statistical analysis, age, drinking and smoking did not affect the urinary free 4-Hyp in both the controls and workers. The range of urinary 4-Hyp in the controls, pre-shift, and post-shift workers were 0.33-16.44, N.D-49.06, and $0.32-56.27{\mu}mol/l$. From the pared-sample t-test, the urinary 4-Hyp levels in post-shift workers ($11.82{\pm}6.73\;nmmol/mg\;Cre$) were 2-fold higher than in pre-shift workers ($5.36{\pm}5.53\;nmol;/mg\;Cre$) and controls ($4.91{\pm}4.89\;nmol;/mg\;Cre$). Conclusions : This method was developed with high sensitivity, accuracy, and precision. The present method was effectively applied to analyze the urinary free 4-Hyp in both controls and workers.

• Journal of the Ergonomics Society of Korea
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• v.30 no.2
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• pp.375-379
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• 2011

Objective: The aim of this paper is to introduce the Directive 2002/44/EC on the minimum health and safety requirements regarding the exposure of workers to the risks arising from vibration. Background: Human beings interact with machinery, and contact with vibration is commonplace. Unfortunately, continuous exposure to mechanical vibration can lead to physical injury. And standards are needed for identifying those at risk and for taking steps to mitigate the problem and reduce risk of injury. Method: The contents of the Directive were summarized and discussed, especially against its ISO counterparts. Results: The Directive deals with minimum safety and health prescriptions relative to workers' exposure to risks due to mechanical vibration. This directive specifies exposure limit values and action values. It also specifies employers' obligations with regard to determining and assessing risks, sets out the measures to be taken to reduce or avoid workers' exposure. Finally, it details how to make exposed workers aware of this issue. Conclusion: In spite of some limitations, it has recently been transcribed into all national laws of member States of European union. Application: The results of the paper might help to establish or update the domestic standards on vibration.

• International journal of advanced smart convergence
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• v.9 no.3
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• pp.246-252
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• 2020

Facial recognition is a biometric technology that is used in various fields such as user authentication and identification of human characteristics. Face recognition applications are practically used in various fields, but very few applications have been developed to improve the factory work environment. We implemented applications that uses face recognition to identify a specific employee in a factory .work environment and provide customized information for each employee. Factory workers need documents describing the work in order to do their assigned work. Factory managers can use our application to register documents needed for each worker, and workers can view the documents assigned to them. Each worker is identified using face recognition, and by tracking the worker's face during work, it is possible to know that the worker is in the workplace. In addition, as a mobile app for workers is provided, workers can view the contents using a tablet, and we have defined a simple communication protocol to exchange information between our applications. We demonstrated the applications in a factory work environment and found several improvements were required for practical use. We expect these results can be used to improve factory work environments.

• Korean Journal of Human Ecology
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• v.18 no.2
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• pp.407-418
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• 2009

In our modern society along with high speed economic growth and improvement of living conditions and through concentration of people in cities cars became essential necessities for people living in modern society. Due to social and economic conditions and for the need of recycling of materials and as a countermeasure for waste of materials importance of car service is stressed. In this connection need for improvement of working clothes which are suitable for safety and working efficiency in a difficult working environment is essential. However most of working clothes now being sold in the market are produced without consideration of ergonomic aspects of wearers of working clothes. For this reason there is need for basic research on development of working clothes which improve safety and comfort for working of car service workers. Accordingly in this study this author carried out research on fitness, level of satisfaction and dissatisfaction, suitability for movement and level of demand for improvement in working clothes with focus on workers at car service firms and direction for its improvement was explored. This study is intended to provide basic data for development of functional pattern of working clothes for car service workers in future.

• The Journal of Industrial Distribution & Business
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• v.10 no.11
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• pp.25-34
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• 2019

Purpose: As the proportion of foreigners participating in the domestic labor market is gradually increasing, problems caused by social and cultural differences have also been expressed. As such, the purpose of this study was to analyze the effects of organizational justice and social support on psychological and cultural adaptation and its effect on turnover intention. Research design, data and methodology: The data was collected for foreign workers who visited the Foreign Workers Support Center operated by the Korea Human Resources Development Service. A total of 224 data were analyzed from March 1 to March 30, 2019 and was analyzed through frequency analysis for basic work environment of foreign workers, factor analysis for reliability and validity of variables, and overall structural model analysis. Results: Organizational fairness did not appear to affect psychological adaptation and significant cultural adaptation but social support had a significant effect. Psychological adjustment did not affect turnover intention, and cultural adaptation had a significant effect on turnover intention. Conclusions: Thus, in order to reduce the intention of turnover and adapt well to the working environment, it would be more efficient to find ways to raise the level of psychological adaptation by strengthening social support rather than organizational fairness.

• 한국노년학
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• v.37 no.3
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• pp.747-762
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• 2017

Recently, as the number of patients with dementia using nursing homes increases, the interest about the quality of care services is increasing. Job satisfaction of caregivers is very important factor in the quality of care service. In addition, as perception of human rights is heightened, human rights behavior in nursing homes is also recognized as an important factor. The purpose of this study is to investigate the structural relationship between job satisfaction and human rights behavior, job stress, and social support of dementia workers who have significant influence on quality of care service. For this purpose, 210 questionnaires were collected from 300 dementia workers working in the elderly nursing home, day night care center, and domiciliary visit care center in Gyeonggi province. After excluding 13 questionnaires, the questionnaires were analysed by AMOS and SPSS 21.0. The results of the analysis are following. It was found that job stress significantly affects the social support directly (-.276). Also, social support significantly affects job satisfaction (.315). On the other hand, human rights advocacy has a direct effect on job satisfaction (.175) and an indirect effect (.102), showed a total effect of (.277). This shows that social support partially mediates human rights advocacy and job satisfaction. Job stress had a direct effect on job satisfaction(-.217) and an indirect effect(-.095), indicating a total effect of (-.312), and social support partially mediated job stress and job satisfaction Could know. The results of this study suggest that in order to improve the job satisfaction of the dementia workers, it is necessary to increase the human rights advocacy behavior and reduce the job stress in an environment that recognizes the social support.

• Journal of the Korean Society of Safety
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• v.12 no.4
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• pp.161-168
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• 1997

Most plants producing semiconductors use a lot of chemicals, hazardous materials, and explosive gases. Though those materials are hazardous too much, some works still have to be done manually by human workers. However, according to a historical survey, more than half industrial accidents of those plants resulted from human errors or malfunctions. Thus, this research aimed 1) to diagnose shifting hazardous materials of semiconductor plants, 2) to estimate failure probability of human workers through human reliability analysis, and 3) to find out the tasks on which educational emphasis should be put. Through personal interview and visiting working spots, shifting tasks were analyzed, and modelled into a 24-step work, and after that, THERP and ETA was applied. During the shifting work, estimated human failure probability under the assumption of independency, 2.3004E-05, underestimated that probability 8. l008E-05 which could be calculated under the assumption of dependency. And this analysis showed that gas leakage from an old cylinder occupies 78.27% in the case of independent failures whereas gas leakage from a new cylinder occupies 75.06% in the case of dependent failures. So it was concluded that dependency assumption may gloss real situations. In addition, confirming gauge of regulators and closing valves turned out to be the most important tasks than purge tasks.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.599-611
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• 2020

The purpose of this study is to explore and empirically analyze the factors affecting the financial performance of Korean small- and medium-sized manufacturing companies, which are relatively insufficiently researched, in terms of human resource management (HRM). In particular, this study intends to examine the human resource management activities focusing on the individual influences of workers' attitudes on systems and policies as well as jobs and organizations. This study reviews previous research and discussions on the human resource management system, as well as the organization and job-related attitudes and financial performance of workers, for the formulation of two hypotheses. Among the HCCP data, the hypothesis was verified through reliability and correlation analysis and stepwise multiple regression analysis for small- and medium-sized manufacturing enterprises. The results show, firstly, that human resource systems and systems have the same effect, but there were differences in the degree of impact. Secondly, job satisfaction has a statistically significant influence on financial performance. Lastly, all worker/employee attitude determinants are statistically significant for both job satisfaction and organizational commitment. HRM, previously relatively overlooked, provided theoretical and practical implications by demonstrating the direct impact on financial performance and the impact of individual human resource management systems and policies.