• Korean Journal of Occupational Health Nursing
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• v.15 no.2
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• pp.115-125
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• 2006

Purpose: This study analyzed the amount of stress and the different effects according to the working times(hours) of a week in two groups: more than 40 hours a week and less than 40 hours a week. Method: The study was conducted from November 1st 2005 to December 15th 2005. The purpose of the study has already been explained in the experiment objectives. 20 copies of evaluation forms were sent by mail to 50 different health sections of participating work sites. A total of 1,000 copies were sent out and 870 were sent back. Within the forms, sent back 120 copies had insufficient data, so 750 copies of evaluation forms were analyzed. Result: Working stress for under 40 hours of working time showed a total of 46.10 points and 47.18 for over 40 hours of working time. For over 40 hours, job demand and occupational climate was high and under 40 hours showed a high rate of job control. For under 40 hours of working time, the factors that caused stress were female, irregular diet habit, age of 30's, nonmanufacturing, and single. For over 40 hours of working time, the factors that causes stress were age of over 40, when the number of employees is 500~999, high rate of fatigue, when the position of the employee is higher then section chief, and when the work amount is high. Conclusion: The stress rate showed significantly higher in over 40 hours of working time. Therefore, adequate working hour distribution and health promotion programs are needed. The factors that cause stress in both under and over 40 hours of working time differed. Therefore, a distinguished program to control work stress for additional working time is needed.

• Quality Improvement in Health Care
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• v.1 no.2
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• pp.44-59
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• 1994

Medical consumers(patients) want evening-clinic because of busy work. For patient's convenience and improving service, hospital should accept it. Considering payment system and patient's demand, personnel expenses, hospital can not accept. The practice of shift system to accept patient's demand and hospital's economic aspect was made. To analysis the effect of the system and probability to alternative to evening clinic this study was done. This study was composed of basal study, intervention, evaluation of effect. The basal study were composed of studying demand on evening clinic, the number of beds, doctors employee, the time table of practice and work, and the number of patients at arrival time. The intervention composed of changing of practice time, changing of working time by the number of patients at arrival time, increasing of employee. The evaluation of effect were composed of evaluating the number of patient at time, the effect of shift system, the comparison of the number of in and out patients and questionnairing the practice of shift system. In the practice time at 2 shift system First team works 7-15 hours and Second team 12-20 hours. there are no lunch and supper time. At 18-20 hours the number of patients were 25-30. The number of patient a depart were 6-7. The number of out-patient increase in 13% and inpatient increase in 10% before the system. Doctors(100%), employee(94.6%), and patients(86.4%) approved this system. The advantage of this system were utilization of surplus time, lengthen the practice time, even distribution of patients and shortening of waiting time, rapid treatment of emergent patients. The disadvantage of this system were shortage of manpower, not all depart practice, continuity of practice, no lunch and supper time, irregular rounding. At present because of small Demanding on evening clinic, this shift system was economical. To succeed this study more effectively all depart in hospital participate. But because of economical reason it is impossible for hospital to do it. If the government assist the economic loss that all depart participate in this system it is very helpful for hospital to succeed in implementing this system more early.

• Journal of Korea Technology Innovation Society
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• v.17 no.2
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• pp.380-420
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• 2014

We increasingly see the importance of employees acquiring enough expert capability or innovation capability to prepare for ever growing uncertainties in their operation domains. However, despite the above circumstances, there have not been an enough number of researches on how operational input components for employees' innovation outcome, innovation activities such as acquisition, exercise and promotion effort of employee's innovation capability, and their resulting innovation outcome interact with each other. This trend is believed to have been resulted because most of the current researches on innovation focus on the units of country, industry and corporate entity levels but not on an individual corporation's innovation input components, innovation outcome and innovation activities themselves. Therefore, this study intends to avoid the currently prevalent study frames and views on innovation and focus more on the strategic policies required for the enhancement of an organization's innovation capabilities by quantitatively analyzing employees' innovation outcomes and their most suggested relevant innovation activities. The research model that this study deploys offers both linear and structural model on the trio of learning, innovation capability and innovation outcome, and then suggests the 4 relevant hypotheses which are quantitatively tested and analyzed as follows: Hypothesis 1] The different levels of innovation capability produce different innovation outcomes (accepted, p-value = 0.000<0.05). Hypothesis 2] The different amounts of learning time produce different innovation capabilities (rejected, p-value = 0.199, 0.220>0.05). Hypothesis 3] The different amounts of learning time produce different innovation outcomes. (accepted, p-value = 0.000<0.05). Hypothesis 4] the innovation capability acts as a significant parameter in the relationship of the amount of learning time and innovation outcome (structural modeling test). This structural model after the t-tests on Hypotheses 1 through 4 proves that irregular on-the-job training and e-learning directly affects the learning time factor while job experience level, employment period and capability level measurement also directly impacts on the innovation capability factor. Also this hypothesis gets further supported by the fact that the patent time absolutely and directly affects the innovation capability factor rather than the learning time factor. Through the 4 hypotheses, this study proposes as measures to maximize an organization's innovation outcome. firstly, frequent irregular on-the-job training that is based on an e-learning system, secondly, efficient innovation management of employment period, job skill levels, etc through active sponsorship and energization community of practice (CoP) as a form of irregular learning, and thirdly a model of Yί=f(e, i, s, t, w)+${\varepsilon}$ as an innovation outcome function that is soundly based on a smart system of capability level measurement. The innovation outcome function is what this study considers the most appropriate and important reference model.

• Korean Security Journal
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• no.53
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• pp.161-184
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• 2017

In general, security employees are more vulnerable to the risk of various incidents and accidents due to the specificity of their work, and they are less exposed to job satisfaction due to irregular working hours such as night shifts and physical labor. There is a concern that conflicts over turnover will be intensified. Therefore, companies should pay attention to job satisfaction, organizational commitment and turnover intention through effective human resource management of security employees who have influence on company's profit creation, so that companies should strive for competitiveness and development. The purpose of this study is to investigate the effect of casino security employee's job satisfaction on organizational commitment and turnover intentions in a questionnaire survey of security employees at Grand Korea Leisure Corporation. Frequency analysis, factor analysis, reliability analysis and multiple regression analysis were performed using SPSS 24.0. As a result of this study, it can be concluded that the higher the job satisfaction of the public enterprise security workers, the higher the organizational commitment and the lower the turnover intention. Therefore, if the company has competitiveness through effective human resource management that affects the wage satisfaction, promotion satisfaction, boss satisfaction and turnover intention affecting the organizational commitment, This study can be applied in the sense that it is possible to give.

• Korean Journal of Community Nutrition
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• v.13 no.3
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• pp.374-385
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• 2008

A study has been performed to provide the basic information about the current dietary habits, health related behaviors, and body indices and to bring forward the importance of this information to the people's attention based upon the relation between employee's life patterns and health conditions in their daily lives. Three hundred and five department store workers were examined from August 2006 to September 2006. With the average BMI values $23.9{\pm}2.2$ for males and $20.0{\pm}1.9$ for females, both gender groups were in normal, but 62.2% of the males were overweight and 15.4% of the females were under-weight. Regarding dietary and health related factors on how they perceive themselves, as normal were 204 (66.9%) the most and bad and very bad were respectively 43 (14.1%) and 5 (1.6%). Half of the subjects (43.2%) perceived sleeping hours to be insufficient, and 64.4% of them need to exercise regularly. As problems related to eating habits, they reported irregular meal times, overeating, preference of hot and spicy food, skipping meal, unbalanced meals. Regarding weight control they have attempted were the most (73.0%), after weight reduction, 51.2% of the subjects had side effects, such as gastrointestinal troubles, anemia, dizziness, sense of fatigue, constipation, physiological disorder, and diarrhea, etc. In the food habit score, it was shown that overall average score of the subjects was $62.63{\pm}9.86$ which is lower than other studies. Female ($62.76{\pm}10.15$) had better score than male ($61.67{\pm}8.06$). While the item with the highest point was eat all three meals of the day, that was the lowest point, exercise every day. The food habit score of the younger group had lower than older group, and also they preferred sweet foods to other group. The results suggest that nutrition education for workers at specific working fields needs to be more focused on the improvement of dietary habits and health status of workers.

• Journal of the Korean Society for Library and Information Science
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• v.55 no.3
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• pp.57-77
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• 2021

The identity of public libraries in Japan is a social education institution under the 「Social Education Act」 and the 「Library Act」. For these identities, the local government's board of education has operated and managed public libraries, and some have managed by the Management Outsourcing System to public organizations. Then, in 2003, the 「Local Autonomy Act」 was revised to introduce the Designated Manager System in form of administrative disposition, and expanded the scope of application to private institutions and organizations. As of the end of 2018, 18.0% of public libraries introduced the DMS, but the pros and cons surrounding it are sharply opposed. This study outlined the overall status of the DMS and the introduction of public libraries, and critically reviewed major issues. As a result, As a result, there was much controversy over the expected cost reduction, service improvement, employee professionalism, business continuity, and cooperation network establishment when DMS was introduced. The reasons were due to downsizing-based personnel management, contract-oriented employment, short periods of designation, lack of multiple competitive markets, and declining service capabilities of irregular workers. The public library is a knowledge and cultural infrastructure that enhances human values and social dignity based on faithful collection and active service, and is a local public goods that emphasizes non-exclusion and non-competitiveness. Given the increasing number of cases in which public libraries are recently contracting out to cultural foundations in Korea, DMS is not a fire across the river. We need to be wary of the possibility that Japan's unbearable institutional lightness will be applied to public libraries in Korea.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.1
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• pp.162-171
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• 2014

As the foodservice industry is labor intensive, the efficient management of human resources is an essential element for improving operational efficiency. This study was designed to investigate the performance level of human resource management in self-operated school foodservices and to examine the relationship between human resource management, organizational commitment, and productivity. Whether these factors rated differently by employment and job types was also examined. Data were collected through questionnaires distributed to 60 dieticians and 240 cooks in Seongnam and Yongin. Frequency analysis, factor analysis, the t-test and multiple regression analysis were tested using Minitab. Human resource management practices rated highly in the dimension of employee training (3.51), followed by working environment (3.39), and turnover management (3.37). In contrast, reward management (1.73) and working condition (1.56) received the lowest score. Organizational commitment scored 3.65 points, and showed that dedication (3.82) was the highest score; however, self-esteem (3.50) was the lowest score. For human resource management, there were significant differences between employment types as full time workers (3.85) rated management more highly than part-time worker (3.43). Overall productivity was fairly high, especially in high school foodservices. Only the performance appraisal had an influence on organizational commitment (${\beta}$=0.292, P<0.05). Productivity was positively correlated with human resource management (r=0.432, P<0.001) and organizational commitment (r=0.36, P<0.01). In conclusion, school foodservices need to establish objective performance standards, and increase employee morale by enhancing reward systems and working conditions. In particular, irregular employees require training with job performance standards and given a proper reward program, depending on their performance, to improve organizational commitment.

• Korean Journal of Social Welfare
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• v.53
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• pp.285-310
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• 2003

As National Pension Scheme for all nation complete in 1999 through expanding application in cities, the public pension including Public Occupational Pension became main axis of old-age income maintenance. After 4years since then, now, it is only half of total National Pension insured persons who have been qualified to receive pension through participate and contribution. The other half of National Pension insured is left the excluded from public pension. This paper is intended to identify scale and characteristics of the excluded from public pension and to analysis its cause, and to explore policy measures for solving the excluded's problem. for current recipients over 60 years old generation, the its excluded's scale is no less than 86% of the old over 60 years. The probability of getting in the excluded is high in case of old elderly and female for current elderly generation. For future recipients 18-59 years working generation, the its excluded's scale is no less than 61% of the 18-59 years total population. The probability of getting in the excluded is high in case of 18-29 years and female for current working generation. As logistic regression analysis determinant factor of paying or not pension contribution for future recipients, it appear that probability of getting in the excluded for current working generation is high in case of younger old, lower education attainment, irregular employee, working at agriculture forestry fishery sector, construction sector, wholesale retail trade restaurants hotels sector, financial institution and insurance real estate renting and leasing sector in comparison with manufacturing sector, occpaying at elementary occupation, professionals technicians and associate professionals, sale and service workers, plant machine operators and assemblers, legislators senior officials and managers in comparison with clerks. The Policy measures for the current recipient old generation have need to reinforce supplemental role of Senior's pension(non-contribution pension) until maturing of public pension, because of no having chance of public pension participants for them. And the Policy measures for the future recipient working generation have need to restructure social security fundamentally corresponding with social-economic change as labour market and family structure etc. The pension system has need to change from one earner one pension to one citizen one pension with citizenship rights. At this point, public pension have need to manage with combining insurance's contribution principle and citizenship principle financing by taxes. Then public pension will become substantially universal social network for old-age income maintenance and we can find real solution for the excluded from.

• Journal of the Korean Society of Food Science and Nutrition
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• v.34 no.8
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• pp.1210-1218
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• 2005

This study was to investigate the sanitary knowledge and its practice level of school foodservice employees in Jeonju area. A total of 508 questionnaires were usable; resulting in 79.0$\%$ response rate. Statistics data analysis was completed using the SPSS 10.0 program. The results of this study were summarized as follow : About 62$\%$ of school foodservice employees were 41 $\∼$50 years old and 84$\%$ of them had a irregular job and they had a sanitation training at least once a month. The school foodservice employees had more knowledge about 'personal hygiene' than that about 'equipment and facilities sanitation', 'foodborn disease and food microorganism' Their hygiene practice level were high for 'equipment and facilities sanitation' (4.90$\pm$0.25) and were lesser in the order from 'foodborn disease and food microorganism'(4.86$\pm$0.30), 'personal sanitation'(4.79$\pm$0.34) and the least for food processing hygiene (4.70$\pm$0.37). As a result of relationship between knowledge and hygiene practice level, knowledge of school foodservice employees was not influenced on tile hygiene practice level during their working.