• Journal of the Korean Society of Safety
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• v.18 no.2
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• pp.73-78
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• 2003

In order to improve the safety performance oi construction projects, effective and corporative safety management program between head office and job site must be implemented. And its performance must be measured and analyzed for the identification of the problems in the safety management area. This study proposes a previous evaluation model of safety performance for the large construction firm in order to enhance their safety level. The fundamental data for proposed model is based on the past research(Son 2002), which is structured of evaluation criteria. weighted factor. statistical evaluation formula. The model would help the firm management in identifying the weak areas of safety performance in terms of the degree performing certain safety tasks. It is expected that the model could contribute to achieving the "zero accident" level.ot; level.

• Journal of the Korean Society of Costume
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• v.53 no.5
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• pp.155-169
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• 2003

The purpose of this study was to find out criteria for classifying fashion brand from the viewpoint of fashion business practice in order to develop strategy of fashion brands and to manage brand effectively and systematically, and to suggest theoretical frame for application of these criteria. Survey was implemented for this research. 388 Data from the people who works for merchandising, sales or design in fashion business company was analyzed. Questionnaires were developed based on 37 fashion brand classification criteria. SPSS package and LISREL program were used to analyze data. Factor analysis, one-way ANOVA, $$\mu$tiple response analysis, correlation analysis, and structure equation model analysis were applied. The results of this study were as follows First, factor analysis considering 37 classification criteria identified 7 factors as classification criteria which can be used effectively by fashion business company. Second, in two cases, based on the job description and the responsible items, analysis showed that importance of the 7 classification criteria factors was different. And all of 7 criteria were correlated to each other. Third, the effective method to classify fashion brands was proposed by establishing the model of the relationship among the values of 7 criteria and by proving it by the structure equation model analysis. And the two types of the courses to classify fashion brand were shown. Forth, according to the evaluation of these criteria in the importance of appropriateness and difficulty of implementing, classification criteria factor of "the level of product concept" was found to be very effective and "the level of brand value" was ineffective to apply.

• Korea Journal of Hospital Management
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• v.5 no.1
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• pp.105-128
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• 2000

This study was conducted to investigate the prospects and issues for the implementation of the annual salary system in Korean hospitals. Data were collected from the top management of 669 hospitals in Korea through the self-administerd questionnaires. Of the 175 respondents, 171 questionnaires were used as final data and analyzed using $X^2$ test. The results of the study are as follows. 1) It is found that 49.7% of the study hospitals are operating the annual salary system. 2) Among the hospitals which are not operating the annual salary system, 49.2% have the plan to implement the system and 44.5% have not decided yet whether they introduce the system or not. 3) The proportion of the hospitals which have the plan to implement the annual salary system within 5 years is 96.8%. 4) The proportion of the hospitals which will begin the system only with full-time physicians and middle level managers is 36.2%, while that of the hopsitals which will apply the system to all employees is 30.5%. 5) Hospital Administrators seems to prefer to 10-20% salary gap for the introduction period among the employees with same salary. 6) Most of the respondents are willing to accept the payment system based on the performance. 7) The major issues which should be dealt with before the implementation of the annual salary system are the establishment of the objectivity of performance evaluation criteria, the improvement of teamwork, and the maintenance of organizational commitment. 8) The desirable criteria for employee evaluation are found to be the mixture of the ability, job position, tenure, and the job difficulty.

• IE interfaces
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• v.16 no.2
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• pp.222-228
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• 2003

Computer-dominated jobs and industrial automation have rapidly created work-related musculoskeletal disorders(WMSDs) and WMSDs are also founded in employees of other general industries. WMSDs has been growing problems for Korean industries with higher incidence rate every year. The objective of this paper is to analyze the effects of the neck muscle workload according to postures(joint angle) and load weights. Seven male students participated in this study. Neck workload was rated on each person using a Borg's CR-10 scale. ANOVA showed that the CR-10 ratings were statistically significant according to postures and load weights. To reduce the large number and severity of WMSDs, which employees have been experiencing, we need to redesign the job in workplace so that we can control hazards that are reasonably likely to be causing or contributing to the WMSDs. The results of this study can be used to establish the safety criteria of joint angle and weight of neck workload.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.7971-7977
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• 2015

This paper attempts to select the attributes of job creation and to rank them for evaluation of companies' job creation. And the results of this paper are expected to provide the information for the polices of job creation. In doing so, this paper applies fuzzy decision making analysis that reflects ambiguity and uncertainty in decision-making process. According to the results, the weight of quality of employment is similar with that of quantity of employment. In addition, annual employment growth rate, annual net employment are ranked as first and the percentage of irregular employment, the average length of employment of all workers, average monthly wages of all workers, and employment growth over sales growth rate are next ranked.

• Journal of Fashion Business
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• v.15 no.3
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• pp.1-21
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• 2011

This study is designed to identify how Demographic Factors affect Fashion Orientation(value), Fashion Response, and Buying Criteria. A total of 355 usable data was collected from housewives in three metropolitan cities(Seoul, Daejeon, Sungnam) in Korea. Young housewives who have one child are a market segment whose buying power is recognized by both the retailers and the market. The housewives' fashion orientation consists of four categories : social orientation, practical orientation, political orientation, and aesthetic orientation. The housewives' fashion response is classified into three areas : self conscious, self esteem, and self monitoring. The criteria of buying children's wear consists of nine components. As a result, the key reason for buying children' wear was 'attractive design'. Research result showed that POLITICAL ORIENTATION(SE beta=.229, p<.001) was more effective than AESTHETICS ORIENTATION(SE beta=.203, p<.001), for enhancing SELF-CONSCIOUS RESPONSE and SELF-ESTEEM RESPONSE. Therefore, this study suggests that the key factor for understanding trend can be a human self concept, consciousness, values, and orientation. The housewives' fashion orientation is responsible for 18.7% of BRAND ROYALTY(F = 20.172, p<.001) from among nine buying criteria. More poignantly, POLITICAL ORIENTATION covered 66.9% of selection of BRAND ROYALTY, and it explained 34.6% of selection of DESIGN among nine buying criteria. Thus, it showed that POLITICAL ORIENTATION(SE beta=.331, p<.001) is more effective than SOCIAL ORIENTATION(SE beta=.146), for upgrading BRAND ROYALTY. In addition, it showed that POLITICAL ORIENTATION(SE beta=.238, p<.001) is more effective than AESTHETICS ORIENTATION(SE beta=.040) for upgrading DESIGN evaluation. Housewives' fashion orientation, and fashion response are differentiated by demographic factors, such as occupation, women's career, husband' job, income, and location related to social status.

• (The)Korea Educational Review
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• v.24 no.1
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• pp.227-254
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• 2018

This study examines differences in perception between applicants and admissions committee members regarding evaluation criteria for admission to career and technical high schools in Seoul. This investigation, based on "The survey on policy for career and technical high school admissions," seeks to explore and consider the various criteria for selecting and evaluating students. The target populations of the survey were the educators in charge of admission and freshmen in Seoul career and technical high schools. We report three major findings, with the first pertaining to the existing criteria and policies for admission to career and technical high schools. While educators agreed with the intent and reasoning behind the school's competitive spots, they were overall dissatisfied with the selection method and the lack of a requirement for academic transcripts. Matriculated students, in comparison, expressed greater satisfaction with the existing criteria for admission. Secondly, when assessing the importance of various evaluation components in an application, educators viewed the interview and attendance record as the most valuable components of the application, followed by future plans, personal statement, volunteer work, and portfolio, in order of decreasing importance. Students ranked attendance record, interview, personal statement, portfolio, future plans, and volunteer work as most to least important components of their application. Thus, students regarded the personal statement and portfolios as being of higher priority than did the educators. The last major finding pertained to students' rationale for applying and educators' selection criteria. At the time of application, students focused on aptitude and job prospects after graduation, while educators valued personality and competence. In summary, the applicants' viewpoints and actions aligned much more closely with the mission of the Seoul Metropolitan Office of Education than did those of the educators in charge of admission. Thus, in order to establish a consensus between the policy and mission of career and technical high schools, each career and technical high school should clarify the exact criteria for their ideal candidate. There is also a need to bridge the gap in perception between the applicants and educators regarding selection strategy, to establish a harmonized evaluation criteria. These goals are necessary to attract and recruit talented, bright individuals who will meet the demands of today's society.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• Journal of the Ergonomics Society of Korea
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• v.29 no.1
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• pp.121-128
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• 2010

The purpose of this study is to confirm the impact of noise on subject accomplishment as well as physical/mental load, and evaluates the effects of noise-masking and earplug. 15 college students participate in the test, and the comparison is performed by executing four projects according to conditional categories of noise environments; control condition, noise condition, earplug condition, and noise-masking condition. Noise in the field site of the H manufacturer was used as the noise source, the general job aptitude test which consist of linguistic ability, math ability, perception ability, reasoning ability was used as the task of this project. To estimate physical/mental load evaluation, we used the heart rate R-R interval, Criteria flicker fusion frequency(CFF) and measured NASA-TLX workload for subjective evaluation. As the research outcome, it is shown that there is a meaningful difference for the project task score, dropping rate of CFF, the heart rate, and NASA-TLX subjective evaluation score according to conditions of noise environment. Therefore, the impact of noise on capability of subject accomplishment as well as physical/mental load was confirmed along with the effects of using earplug and noise-masking.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.11 no.1
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• pp.56-69
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• 2001

Objectives : This study was designed to develop and standardize a checklist for ergonomic risk factors, and to provide ergonomic guidelines for managing cumulative trauma disorders (CTDs) in automobile assembly lines. Methods : The Checklist for Ergonomic Risk Factors (CERF-1) was developed based on the results of previous studies, and then modified after performing pilot study. Information on the symptoms possibly related with CTDs was obtained using a self-reported Questionnaire from 465 automobile assembly workers. Their job conditions were examined to assess risk factors through both direct observation and video analysis. Results : Rate of detecting risky job through CERF-1 was 85.6%, and was similar to that (88.8%) by Occupational Safety and Health Adminstration(OSHA) checklist but higher than that (63.7%) by American National Standards Institute(ANSI) Z-365. Relationship of the exposure scores derived from CERF-1 with levels of symptom was greater (r=0.49) than OSHA (r=0.28) and ANSI Z-365 (r=0.22). Considering the relationship, jobs scoring higher than 16 could be classified as the Risk Job. and lower than 16 as the Low Risk Job. Sensitivity and specificity of the Risk Job were 92.5 % and 31.5 %, respectively. Odds ratio (OR) after age adjustment was 5.69 (95 % confidence interval 3.15-10.29) for the Risk Job, and these ORs were significantly different from those of the Low Risk Job. The exposure scores were Quite valid, in that the scores at the main survey were significantly correlated with those at the follow-up survey, as suggested by test-retest(r=0.88) and inter-rater reliability(r=0.80). Conclusions : The CERF-1, developed in this study, will be an efficient tool for evaluation of risk jobs for CTDs in automobile assembly lines, and can be used easily by health care providers.