• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.543-554
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• 2016

This study examined the fatigue and its association with job stress among male workers engaged in small-scale manufacturing industries. The study subjects were 553 male workers under 50 members of manufacturing industries. The study survey was a structured questionnaire of the Korean Occupational Stress Scale (KOSS) and Multidimensional Fatigue Scale (MFS) during April, 2015. The data were analyzed using the SPSS ver 21.0 program. The results showed that the high risk fatigue group was significantly higher in the high risk group of job stress than in the normal group of job stress. Fatigue was positively correlated with job stress. The odds ratio of the high risk fatigue group were increased significantly in the high risk group of job stress than in the normal group of job stress. The factors of influence with explanatory powers of 27.7% on fatigue included age, marital status, educational level, subject health status, sleeping time, drinking coffee, job tenure, shift work, visiting out-patient department, sense of satisfaction in job life, and job stress. Fatigue was associated with the sociodemographic characteristics, health behavior related characteristics, job-related characteristics, and job stress.

• Journal of the Korean Society of Safety
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• v.28 no.3
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• pp.100-106
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• 2013

According to the Statistics Korea, in 2011, people over the age of 65 years old accounted for 11.8% of Korea's population. This number is expected to rise to 15.0% by 2019, making Korea an "aged society". As age increases, physical ability degrades to the point that the workload must be adjusted limitations. However, workloads are given regardless of workers' ages or abilities. In addition, a decline in work efficiency due to aging also increases the risk of work-related injuries. Furthermore, the cases of stress related diseases along with musculoskeletal disorders(MSDs) rise as main factors of industrial disasters and excessive job stress gives negative influence not only on mental health but also on physical health so that job stress becomes a hot issue as a main cause of work ability falloff and turnover. The purpose of this research is to examine how the sociodemographic characteristics, MSDs symptoms and musculoskeletal workload of workers in the manufacturing industry of automobile parts influence work ability and job stress. As a result of the research, job ability showed significant differences statistically according to age, working year, sex, marital status and musculoskeletal workload and job stress showed significant differences statistically according to age, working year, marital status and musculoskeletal workload. In addition, it showed that as the worker's job ability decreases, job stress increases.

• Journal of the Korea Safety Management & Science
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• v.5 no.1
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• pp.83-92
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• 2003

Scheduling plays an important role in shop floor planning. A scheduling shows the planned time when processing of a specific job will start on each machine that the job requires. It also indicates when the job will be completed on every process. Thus, it is a timetable for both jobs and machines. There is only one server available and arriving work require services from this server. Job are processed by the machine one at a time. The most common objective is to sequence jobs on the severs so as to minimize the penalty for being late, commonly called tardiness penalty. Based on other objectives, many criteria may serve as s basis for developing job schedules. The process also comprises all strategic planning, capital investments, management decisions, and tasks necessary to create a new product. manufacturing processes must be created so that the product can be produced in the product facility. Purchasing new equipment and training workers may be required if new technology is to be used. Tools, fixtures, and the sequence of steps in the manufacturing processes must all be developed to allow rapid, high-quality, cost effective production. Also, it may be needed to be rearrange the production facility to adapt to the new manufacturing processes. Therefore, this study tries to proposed that Scheduling by customer needs group for minimizing the problem and reducing inventory, product development time, cycle time, and order lead time.

• Human Ecology Research
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• v.53 no.4
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• pp.463-473
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• 2015

The fashion industry has distinctive characteristics. It is important to understand the specific working environment and unique problems at fashion corporations in order enhance employee efficiency. However, studies on job stress for fashion employees remain limited. This study used qualitative research to examine major job stress factors for fashion company workers. In-depth interviews were conducted on 6 respondents who work in various departments at fashion manufacturing companies. We identified task-related factors and structural factors as the two major job stress factors. Task-related factors consisted of 4 elements (necessity of massive knowledge, overtime outside work, tight schedules, and organizational tasks); structural factors consisted of 3 elements (burden of sales outcome, formal relationships, and anxiety of salary retirement). The results indicated that respondents consistently tried to gain knowledge about the latest trends and field experiences that caused mental and physical exhaustion due to the necessity of working late. Designers and workers in the sales department were constantly evaluated by their sales results compared to other workers that caused high levels of stress. Respondents answered that building relationships was an important factor in the fashion industry and sometimes felt that building formal relationships was more important than the ability to do work.

• Safety and Health at Work
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• v.14 no.2
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• pp.222-228
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• 2023

Background: This study aimed to explore relationships between job stress and psychological adaptation and how they related to interpersonal needs through mood states among female migrant manufacturing workers. Methods: A cross-sectional survey was conducted in 16 factories in Shenzhen, China. Sociodemographic, job stress, psychological adaptation and other psychological information of was collected. Structural equation modeling was performed to delineate the internal relationship between variables. Results: The hypothetical structural equation model exhibited acceptable model fit among female migrant manufacturing workers (χ² = 11.635, df = 2, χ²/df = 5.82, p = 0.003, RMSEA = 0.090, CFI = 0.972, SRMR = 0.020). Job stress was directly associated with mood states and interpersonal needs; Psychological adaptation was directly associated with mood states and indirectly associated with interpersonal needs; Bootstrapping tests demonstrated mediation effect of mood states in the way from psychological adaptation to interpersonal needs. Conclusion: Female migrant manufacturing workers who suffered stress from job and the process of psychological adaptation may have worse mood states and workers with worse mood states are more likely to develop unmet interpersonal needs, a proximal factor of suicidal ideation.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.91-110
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• 2024

In this study, we compared and analyzed the influence of self-leadership on innovative behavior and the mediating effect of job satisfaction among R&D practitioners in manufacturing and information communication technology (ICT) industries. To accomplish this, we conducted an online survey using random sampling methods and collected data from 209 respondents. We employed exploratory factor analysis, reliability analysis, correlation analysis, multiple regression analysis, and mediation analysis using SPSS 20.0 software to analyze the data and to compare differences between the manufacturing and ICT sectors. The research findings are as follows: Firstly, both in manufacturing and ICT sectors, self-leadership showed significant positive correlations with job satisfaction and innovative behavior. Secondly, in the analysis of the impact of self-leadership on innovative behavior, in the manufacturing sector, only natural reward strategy and constructive thought strategy showed significant positive effects, while in the ICT sector, behavioral-oriented strategy, natural reward strategy, and constructive thought strategy all showed significant positive effects. Thirdly, in the analysis of the impact of self-leadership on job satisfaction, in the manufacturing sector, only natural reward strategy and constructive thought strategy showed significant positive effects, while in the ICT sector, behavioral-oriented strategy and natural reward strategy showed significant positive effects. Fourthly, in the analysis of the impact of job satisfaction on innovative behavior, significant positive effects were observed in both manufacturing and ICT sectors, with manufacturing sector having relatively greater impact than ICT sector. Lastly, the results of the analysis on the mediating effect of job satisfaction indicate that in the manufacturing sector, only a constructive thinking strategy significantly influences, showing partial mediating effects. However, in the ICT sector, no mediating effects of job satisfaction were observed for any sub-factors of self-leadership. These research findings highlight differences in the mechanisms of action of self-leadership on innovative behavior and its mediating effects between the manufacturing and ICT sectors. Furthermore, the results suggest the importance of improving organizational strategies and culture towards promoting leadership, job design, and job satisfaction, considering the characteristics of each industry and research and development organization.

• IE interfaces
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• v.25 no.1
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• pp.106-113
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• 2012

There are few factors like a due date observance of the customer's order, reducing the manufacturing lead time, and minimizing the inventory investment to successfully run the manufacturing system. It is difficult for corporation and a person concerned to be offered indicators to achieve few factors mentioned above from complex manufacturing systems having much fluctuations. Simplified-DBR based on TOC(Theory of Constraints) is a management paradigm which can offer indicators to effectively face with fluctuating market's needs when market's demand is smaller than a capacity of manufacturing system. This paper is offering a core indicator and management model which is needed to successfully run the manufacturing system for corporation and a person concerned who have short experience and knowledge and newly construct Sinplified-DBR manufacturing system. Thus, this paper provides a systemic guidance in the offered model through the simulation.

• Journal of Korean Institute of Industrial Engineers
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• v.28 no.4
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• pp.415-424
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• 2002

Semiconductor manufacturing has been emerged as a highly competitive but profitable business. Accordingly it becomes very important for semiconductor manufacturing companies to meet customer demands at the right time, in order to keep the leading edge in the world market. However, due-date oriented production is very difficult task because of the complex job flows with highly resource conflicts in fabrication shop called FAB. Due to its cyclic manufacturing feature of products, to be completed, a semiconductor product is processed repeatedly as many times as the number of the product manufacturing cycles in FAB, and FAB processes of individual manufacturing cycles are composed with similar but not identical unit processes. In this paper, we propose a production scheduling and control scheme that is designed specifically for semiconductor scheduling environment (FAB). The proposed scheme consists of three modules: simulation module, cycle due-date estimation module, and dispatching module. The fundamental idea of the scheduler is to introduce the due-date for each cycle of job, with which the complex job flows in FAB can be controlled through a simple scheduling rule such as the minimum slack rule, such that the customer due-dates are maximally satisfied. Through detailed simulation, the performance of a cycle due-date based scheduler has been verified.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.29 no.2
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• pp.226-235
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• 2019

Objectives: The purpose of this study was to investigate whether there were differences in manufacturing industry worker's health issues depending on job stress, fatigue, and health and safety services. Methods: The purpose of the questionnaire survey and its contents were explained to manufacturing industry health personnel, and the questionnaires were collected from 666 workers from 17 manufacturing workplaces. Questionnaires with missing data were excluded from the analysis so a total of 632 questionnaires were included. Results: Overall, 74.1% of the respondents had experienced health issues during the preceding month. The factors affecting worker health were number of workers(OR=1.000034, p=.013), job demand(OR=1.82, p=.009), MFS(OR=1.85, p=.003), provision of safety & health information(OR=1.85, p=.048), wearing protector(OR=2.58, p=.021). Conclusion: It is necessary to strengthen the safety and health education to mitigate hazardous and risk factors. Employers should provide health managers in charge of safety and health education to control workplace risk factors. In case of small businesses, it may be necessary to strengthen safety and health education in existing worker health centers and government support projects.

• Knowledge Management Research
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• v.10 no.3
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• pp.133-152
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• 2009

The purpose of this study is to enhance an understanding of employee's OCB(organizational citizenship behavior) in manufacturing innovations like a TPM(total productive maintenance). OCB is examined as a dependent variable in three dimensions; compliance behavior, altruistic behavior, and innovative behavior. The six determinants of OCB are considered based on previous literature : organizational culture, team climate, transactional leadership, transformational leadership, job satisfaction, and organizational commitment. And the moderating effect of TPM on the relationships between OCB and determinants are examined. Data is collected through questionnaires and interviews from 684 employees in the Korean medium-sized manufacturing company that are conducting TPM. The result indicates that the important influencing factors of OCB are team climate, organizational culture, and job satisfaction. And the moderating effect of TPM on the relationships between OCB and job satisfaction is founded.