• Safety and Health at Work
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• v.2 no.3
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• pp.218-228
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• 2011

Objectives: The objective of this study was to test the feasibility and acceptability of a new workers' health surveillance (WHS) for fire fighters in a Dutch pilot-implementation project. Methods: In three fire departments, between November 2007 and February 2009, feasibility was tested with respect to i) worker intent to change health and behavior; ii) the quality of instructions for testing teams; iii) the planned procedure in the field; and iv) future WHS organisation. Acceptability involved i) satisfaction with WHS and ii) verification of the job-specificity of the content of two physical tests of WHS. Fire fighters were surveyed after completing WHS, three testing teams were interviewed, and the content of the two tests was studied by experts. Results: Feasibility: nearly all of the 275 fire fighters intended to improve their health when recommended by the occupational physician. The testing teams found the instructions to be clear, and they were mostly positive about the organisation of WHS. Acceptability: the fire fighters rated WHS at eight points (out of a maximum of ten). The experts also reached a consensus about the optimal job-specific content of the future functional physical tests. Conclusion: Overall, it is feasible and acceptable to implement WHS in a definitive form in the Dutch fire-fighting sector.

• Journal of Family Resource Management and Policy Review
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• v.12 no.4
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• pp.79-102
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• 2008

The aims of this article were to examine the basic law, contents and concept of educational program for healthy family and provide the jobs and competency of healthy family supporter for educational work. The research objects were 53 healthy family supporters for educational work inclusive of full-time and part-time position. They was analyzed through the survey. The process of research consisted of two parts. One was to suggest their jobs and requirements, the other were to offer their core competency and area for improvement. First, the jobs of healthy family supporters for educational work were the planning and valuation of program. The requirements for the performance of their duties are having a bachelor's degree or a master's degree, career for 1-3years, and a certificate of qualification of healthy family supporters, social worker and family counselor. Second, their competencies were the understanding of education for family life, management for healthy family support center, planning and valuation of educational program, a theory of counsel, community networking, ability of documentation, sociality, communication skill, the ability of solving the problem, the adaptation of various environments, receptiveness, positiveness and so on.

• Journal of agricultural medicine and community health
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• v.23 no.1
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• pp.91-108
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• 1998

This study was conducted to use the feedback of health personnel to improve the Visiting Health Service. The data was collected from 471 Home Health Workers serving 24 local health organizations in the Kyung-Pook province. 62.5% of the respondents were men under thirty-nine years of age. 92.8% of the respondents are married. 47.1% had degrees from junior colleges. It was ascertained 52.7% of the workers visited their patients six to twelve times within a six month period. And one to three patients were visited per day by one worker. Workers of older age, higher job position, and more experience were more positive in their feedback about the program. In addition, local health center employees, including nurses, were more positive about the program. Younger workers with a higher level of education, less experience, and lower job position had more insight into the problems of the program. Deeper insight into these problems led to a more negative conception of the program. Older workers with higher ranking jobs were found to be most competent. in their jobs. Workers at the main health center were assessed higher than the workers at the health sub-center or the primary health post. In addison nurses at all centers were found to be slightly more competent than the nurses' aide. The primary health post established the highest degree of patient satisfaction. It was discovered that the more positive the workers felt about the program, the higher their patient satisfaction feedback. There was a positive correlation between management assessment and patient satisfaction. This means that better program management was found to produce higher patient satisfaction. Workers feel being more educated about patient management would lead to better service. However, they take no action to produce these results. Where the problems of the system are most commented upon, the need for further education is greatest. Through multiple regression analyses it is apparent that the assessment of patient management is the greatest variable affecting patient satisfaction of patients is dependent on the management by the visiting health worker. Therefore, the development of the visiting health program is highly dependant on the feedback of those workers with a negative conception of the program. So the development of programs, motivation, education and training must be established. These works would lead to active participation by visiting health workers in the improvement of the Visiting health program.

• Korean Journal of Human Ecology
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• v.18 no.4
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• pp.809-824
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• 2009

The purpose of this study is to examine the contents and concept of program for healthy family and provide job opportunity and competency of healthy family supporter. For this research, participants are 51 healthy family supporters as a middle manager. Data were obtained through the survey using a questionnaire developed by the ministry of women and family and headquarter of healthy family support centers in 2007. The research process consists of two parts. One is to suggest their jobs and requirements, the other is to offer their core competency and area for improvement. First, the jobs of healthy family supporters as a middle manager are the generalization of team's work including the planning, management and coordination, training for the staff, and network of social resources. They recognized the planning and management of healthy family support center's goal and course as a strategic job. The requirements for the performance of their duties are having a bachelor's or a master's degree, career more than for 3 years, and a certificate of qualification of healthy family supporters, social worker and family counselor. Second, their competencies are the understanding of education of family life, theory of family counselling, the planning and valuation of program for healthy family, understanding for the variegated family, management of organization, networking with resources, ability of documentation, ability of persuasion and negotiation, management of time, sociality, communication skill, solving the problem, positiveness, cooperative spirit and so on.

• Journal of the Korean Society of Safety
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• v.35 no.2
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• pp.61-66
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• 2020

As asbestos-containing buildings are getting older, asbestos deconstruction works are increasing. As a result, accident risks such as falls, cuts, electric shocks, and suffocation are increasing. Existing studies are mostly about health management and institutional policy research and there is little research on work risk. So workplace risk assessments that are easily applicable in the field are required to be applied. Sealing is the first process of asbestos deconstruction and is the first step to ensure worker's safety. Job Safety Analysis(JSA) and Checklist were used to identify the risk factors and to calculate the level of the risk. By comparing the two risk assessment tools, it was figured out that the JSA is appropriate for the initial process and change of work procedure while Checklist is appropriate for repetitive work. Because the sealing process is sort and simple, it is unlikely to cause serious injury. But since the risk of falling and cuts are exist, safety education and supervision are necessary to maintain a safe working environment.

• Proceedings of the Korea Contents Association Conference
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• 2017.05a
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• pp.83-84
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• 2017

본 연구는 직무자원과 직무요구, LMX가 노인복지관의 사회복지사들의 소진에 미치는 영향을 실증적으로 검증하였다. 본 연구는 경기도 지역의 50개 노인복지관을 대상으로 총 315부의 설문조사를 실시하였다. 조사는 우편으로 진행하였고, 회수된 설문지는 총 33개 기관 189부이다. 조사기간은 2016년 1월-2월 약 두달간 이루어졌고, 기술통계, 다중회귀분석방법으로 분석하였다. 분석결과 직무자원과 직무요구는 소진에 영향을 나타내어, 직무자원이 많을수록 사회복지사들의 소진이 감소되며, 직무요구가 높을수록 사회복지사들의 소진도 높다고 할 수 있다. 또한 LMX는 직무자원, 직무요구와 소진과의 관계를 부분 매개하는 것으로 검증되었다. 이러한 결과를 토대로 노인복지관 사회복지사들의 소진을 감소하기 위하여 조직관리와 인적자원관리에 대한 함의를 찾을 수 있다.

• Journal of Korean Physical Therapy Science
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• v.3 no.2
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• pp.1021-1036
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• 1996

The purpose of this study are ( i ) to examine operating situation of physical therapy department and job satisfaction of physical therapists in health centers, (ii) to analyze utilization patterns and patient satisfaction of physical therapy services among health center visitors, and finally, (iii) to suggest policy implications in facilitating improvement on physical therapy services of health centers. The materials are collected from 105 physical therapists among nationwide health centers and 203 patients of 5 health centers in Pusan, Korea. The survey is conducted from February 13 to March 30, 1996 with a structured self - administered questionnaire. Major results of the study are as follows. First, the result of regression analysis between job satisfaction and affecting factors identify following variables as the significant determinants; self-development(+), job itself(+), and co-worker support (+). Second, the current operating situation of physical therapy department shows such problem as; i )shortage and unstable job security of physical therapists, ii )absence of rehabilitation specialist, iii )lack of understanding on physical therapy of co-workers, iv)shortage of physical therapy equipment and facility, v)burdensome task of physical therapists, and vi) inappropriate purchase process of equipment. Third, patient satisfaction for physical therapy services are revealed relatively high. And the result of regression analysis between patient satisfaction and affecting factors identify following variables as the significant determinants; credibility of physical therapist(+), satisfaction for waiting time(+), cleanliness(+). Fourth, the patients appeal about physical therapy services such problem as; i) shortage of physical therapists, physical therapy equipment, and facility, ii) inconvenient administrative procedure for utilization physical therapy services. Fifth and last, recommendations for the improvement of physical therapy services of health centers are as follows; i )recruiting more physical therapists, ii )regular employment of physical therapists instead of daily use employment, iii )re-arrangement of facility for patient's convenience, iv )establishing reasonable purchasing system of equipment for physical therapy, v) reforming administrative procedure for patient focused care.

• The Journal of the Korea Contents Association
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• v.21 no.12
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• pp.662-675
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• 2021

In order to evaluate the effectiveness of the Jeollabuk-do social welfare errand center, this study focused on identifying the effects of users' personal characteristics and workers' job environment characteristics on user satisfaction. The data analyzed are survey data collected from users and workers at 11 social welfare errand centers in each city and county in Jeollabuk-do. In the detailed analysis, the first-level independent variable for the users' personal characteristics, the second-level independent variable for the worker's job environment characteristics, and the user satisfaction were set as the dependent variables, and then a hierarchical linear model analysis model was applied. As a result of the analysis, it was confirmed that households with disabilities, sense of job value, job stress, role overload, and salary satisfaction had a significant effect on the service satisfaction of users. The results of this analysis show that the characteristics of the job environment of the workers have a major effect on the satisfaction of service users. This suggests that there is a strong need for improvement in the fields.

• The Journal of the Korea Contents Association
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• v.10 no.6
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• pp.386-403
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• 2010

This research studied the impact of the customer orientation and job satisfaction by lowering the desire of the kind for customers and the desire for fulfillment as a result of emotional exhaustion of the consultant who performs emotion labor at the call center. This research sets study model and hypothesis to verify that call center consultant's emotional exhaustion how to effect customer orientation and job satisfaction. We took questionnaires from 157 call center(financial institutes) consultant's in Seoul for the verification of the hypothesis. I show that the consultant's emotional exhaustion had negatively affected the customer orientation and job satisfaction. In this paper proposed the importance that the experience of the consultant's emotional exhaustion who is the main agent of the performance should be minimized by removing ad improving the factors to lower emotion exhaustion through lowering time pressure in the work performance reduce the consultant's emotional exhaustion, granting work autonomy and authority, and active support of relevant departments and the ongoing communication between the managers and consultant This study makes a significant meaning in that it proposed the consultant's emotional exhaustion was negative factor on the customer orientation and job satisfaction factor in operating call center worker.

• Journal of Convergence for Information Technology
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• v.11 no.5
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• pp.86-93
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• 2021

The purpose of this study is to examine whether empowerment mediates the association between self-efficacy and job burnout of workers of independent living support centers for the disabled. The data were collected through a survey of workers in 108 centers. Findings of the research is as followed. First, we found that self-efficacy as well as empowerment had negative effect on job burnout of workers in centers. Second, we found that empowerment had negative effect on job burnout of workers in centers. And finally, we found a partially mediating effect of empowerment between self-efficacy and job burnout of workers in centers. Based on the findings of this study, specific suggestions were presented to reduce job burnout of workers in independent living support centers for the disabled.