• 유통과학연구
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• 제12권7호
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• pp.13-21
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• 2014

Purpose - This study reveals antecedent factors to help develop expressway rest areas in which employees were exposed to inferior environments, using Hackman and Oldham's Job Characteristics Theory. Research design, data, and methodology - The survey was conducted on 148 expressway rest area employees in Gyeonggi-do. After excluding questionnaires with invalid responses, 141 questionnaires were analyzed. Results - The sub-factors of job characteristics had a positive influence on the organizational commitment of employees, and organizational commitment had a positive influence on organizational citizenship behavior (OCB). Further, the results of mediation effects showed that organizational commitment and self-leadership were partially mediated. Finally, the results of the moderation effect of self-leadership showed that self-leadership was thought to be vital to let members endeavor to promote the competitiveness of expressway rest areas. Conclusions - The expressway rest area company needed to design jobs to let employees be self-motivated, productive, positive, responsible, and aspirational; job redesign, including job enrichment and job enlargement can be considerably helpful for affirmative influence.

• 한국안전학회지
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• 제30권4호
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• pp.106-112
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• 2015

For the construction safety manager, it is expected that job stress is significantly high due to lack of expertise about new technology, new construction methods, and enlargement of scale as well as due to work intensity and unstable work hours. It is probable that such an increase in job stress not only has bad effects on individual, but also the bad effects spread to construction industry at large, resulting in rise in accident rate, increase in direct and indirect loss cost, and loss of reputation. In this context, methods for controlling construction safety manager's job stress are needed at the levels of both government and company. Therefore, this study investigated and analyzed the effects of construction safety manager's job stress on job satisfaction and job commitment, and proposed methods for relieving job stress. In addition, this study was suggested policies for higher job satisfaction and job commitment at the levels of the government and companies.

• International Journal of Knowledge Content Development & Technology
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• 제8권3호
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• pp.29-40
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• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• 한국병원경영학회지
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• 제13권1호
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• pp.84-102
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• 2008

The purpose of this study is to investigate the determinants of the occupational commitment of dental hygienists in Korea. The independent variables contain three groups of work rewards variables which consist of task reward variables (autonomy, job significance, resource adequacy, role conflict, workload, and routinization), social reward variables(supervisory support, co-worker support, and negative affectivity), and organizational reward variables(job security and promotional chances), and eight sociodemographic variables. The sample of this study consisted of 474 dental hygienists who work at general hospitals, university hospitals, dental hospitals and clinics across the nation. Data were collected with self-administered questionnaires and analyzed using hierarchical regression technique. It was found that: (1) job significance have a significant positive effect on the occupational commitment of dental hygienists; (2) role conflict, workload, routinization, and type of work site have significant negative effect on the occupational commitment of dental hygienists; (3) the study model explains 23.7% of the variance in occupational commitment among dental hygienists. The results of the study indicate that managers of dental clinics and hospitals should make efforts to extend the scope and quality of dental hygienists' work through job enlargement and job enrichment.

• 대한인간공학회지
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• 제29권4호
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• pp.455-463
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• 2010

Work-related musculoskeletal disorders (WMSDs) are recognized as leading causes of significant human suffering, loss of productivity, and economic burdens on our society. WMSDs are associated with work patterns that include fixed or constrained body positions, continual repetition of movements, force concentrated on small parts of the body, cold environment and vibration. Main effort to protect workers from WMSDs should focus on avoiding repetitive patterns of work through engineering controls which may include mechanization, ergonomic design of tools and equipment, and workplace layout. Where elimination of the risk factors is not practical, administrative controls involving job rotation, job enlargement and enrichment, teamwork should be considered.

• 한국치위생학회지
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• 제7권2호
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• pp.153-166
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• 2007

The job of dental hygienists is specialized, and they have to be capable of performing their primary duties including prevention of oral diseases, oral prophylaxis, and oral health education. To ensure their successful job performance, dentists should have an accurate understanding of their duties and need a change of mind-set about them. And there should be written legal and concrete regulations on the coverage of their work in order to let them boost their job performance with pride and a sense of responsibility. The purpose of this study was to examine the actual roles and job performance of dental hygienists in clinical field in an attempt to discuss the substantial job performance of dental hygienists and their job enlargement. It's basically meant to help enhance the efficiency and quality of medical services. The subjects in this study were 471 dental hygienists in dental clinics, dental hospitals, university hospitals and general hospitals across the nation, on whom a survey was conducted in person from March 2 to 25, 2005. The collected data were analyzed with SPSS Win 12.0 program, and the findings of the study were as follows: 1. The major jobs they currently performed included oral health education, hospital management, simple duties, extensive dental hygiene duties and joint treatment assistance. They hoped to continue to be responsible for oral health education, preventive treatment and extensive dental hygiene duties. 2. As for their current job by age, extensive dental hygiene duties, preventive treatment, joint treatment assistance, preserving treatment, prosthetic treatment and pediatric treatment were most conducted by the dental hygienists who were at the age of 26 to less than 31, and those who were at the age of 31 and up were most responsible for hospital management and simple duties. 3. As to job awareness by workplace, their workload was statistically significantly different according to their workplace. The hospital employees took care of more work than those in clinics. 4. Concerning job awareness by age, the younger dental hygienists suffered more role conflicts and were given a less free hand in work handling, the middle-aged group's job was uncertain. Legal regulations about the coverage of their work should be prepared in detail as a measure to stir up their responsible job performance and pride. In order to take advantage of experienced dental hygienists, their duties should be more differentiated and specialized, and their working conditions should be improved to boost their job satisfaction. That is, they should be given ample chances for promotion and serving as a middle manager and be given fair treatment according to their career. If their work is accurately darified and specialized based on career, it will boost the efficiency of dental treatment. Dental hygienists also should direct sustained efforts into self-development in order to become a skilled and professional oral health personnel.

• 대한지역사회영양학회지
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• 제8권4호
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• pp.610-620
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• 2003

The purpose of this research was to analyze the job satisfaction and business attitudes of restaurant owners in order to explore solutions for improving restaurant management. The results were as follows : 1) The motive for starting a restaurant business was vocational aptitude \longrightarrow possibilities \longrightarrow good income : 2) In terms of job satisfaction, most respondents were satisfied with both the work itself and the income. It was also observed that the younger owners were more satisfied with their jobs than the older owners : 3) Increased costs, including labor and food costs, was indicated as the biggest problem in restaurant management. Respondents also perceived labor shortage as one of the most difficult problems. Men were more likely than women to consider the following problems as being more serious: rent, financial problems, taxes, regulation restrictions, menu development and customer complaints. It was found that as the size of the restaurants grew, the respondents perceived the shortage of labor as the hardest part of running a business : 4) Respondents agreed that employing good foodservice workers was the most important part of foodservice management. Owners also believed that they needed more research time for menu and service development 5) To be successful, the restaurant owners paid the most careful attention to food taste. Service, sanitation, and menu development were also emphasized. Respondents stressed the focus on service, good relationships, diligence, and faithfulness in order to be a good restaurant owner. The results of this research suggest that restaurant owners should have more professional conscientiousness to succeed in their own businesses, as well as improve the quality of the foodservice industry. Other important aspects related to the overall improved quality of the foodservice industry are: the continuation of government support, the enlargement of educational opportunities and greater respect for foodservice employees. (Korean J Community Nutrition 8(4) : 610-620, 2003)

• 대한방사선치료학회지
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• 제25권1호
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• pp.87-90
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• 2013

목 적: CR (computed cadiography) 시스템을 도입함에 따라 치료조사 영상을 인쇄하여 확대율을 변환하는 과정이 생겼다. 이 과정을 단순화하기 위해 자체 제작한 프로그램을 이용한 전산화 방식을 사용해 작업의 효율성을 높이고 업무개선에 기여하고자 한다. 대상 및 방법: 프로그램 제작에 마이크로 소프트 엑셀(ver. 2007)과 Visual Basic (ver. 6.0)을 이용하였다. 각 차폐블럭 마다 환자의 치료정보를 입력하기 위해 입력 창(window)을 디자인 하였다. 디지털 이미지상의 거리를 측정하여 측정된 데이터를 엑셀프로그램에 입력해 확대율을 구하고 차폐블럭 제작을 위한 출력물을 만들었다. 결 과: 이 프로그램을 통해 기존의 방식을 전산화하여 확대율을 쉽게 계산할 수 있고 매크로기능을 사용해 환자치료정보를 출력물에 입력할 수 있다. 그 결과 제작 과정에서 발생할 수 있는 계산상의 오류나 치료 정보가 잘못 전달될 수 있는 오류를 줄일 수 있다. 또한 확대율 변환과정이 단순해지면서 복사기의 필요성이 없어졌고 종이절감 효과도 있었다. 결 론: 블록 제작 과정을 전산화함으로써 기존의 방식을 단순화하여 실무에 적용시켜 업무를 개선했다. 이 프로그램에 사용된 엑셀과 비쥬얼 베이직의 다양한 기능을 적용하면 통계 등 각 병원의 실정에 맞는 다양한 적용 및 개선이 가능할 것으로 사료된다.

• 한국식생활문화학회지
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• 제11권3호
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• pp.393-402
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• 1996

The purpose of this study was to get data on the job attitude of cooks. This study was surveyed 216 cooks who work for deluxe hotels at Pusan. The results were summarized as follow: 1. The cooks think that their devotion is most important source for the best cooking. The next are taste, quality of raw materials, skill and hygiene in order. 2. 57.9% of the cooks think that a degree of expertise their field are average, but 73.6% cooks believe that the degree of expertise is higher than the other restaurant cooks. 3. They think that a good cook should be sincere and have proficiency of skill, good human relationship and study attitude, but they also believe an academic background and knowledge is not important to be a good cook. A deficiency of knowledge about cooking is what cooks believe to be the greatest hindrance for progress of cooking skills. The next hindrance are, a shortage of endeavor and authority of management. 4. The cooks believe that the ability of cooking is most important for a promotion, the others are, in order, human relationship, career background and age. 5. The cooks show little satisfaction with their job, but express their unsatisfaction with their pay. Also the cook's social status is mean. 6. The cooks recognize that a change in hotel policy is most important for the cooking department of the hotel. The next are, in order, enlargement of working space, arrangement of equipments and hiring of experts. 7. The cooks think that Japanese cooking have the best prospect in a food and beverage enterprise, while Chinese cooking have relatively lower prospect.

• 한국국방경영분석학회지
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• 제23권2호
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• pp.120-134
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• 1997

This paper illustrates the process of developing and configuring the prototype computer-assisted analysis system named as Work-Expert for analyzing occupational stress. A Work-Expert was developed to allow the nonexperts or line manager to utilize the existing knowledge in the area of occupational stress estimation, and to provide intelligent and computer-aided problem solving. The purpose of the system development is for future prediction and problem solving. Creating preventive measures, such as early detection of stress, proper placement and promotion of employees, job enlargement, employee identification, employee involvement, communication, and training of managers will be possible by using this system effectively.