• International Commerce and Information Review
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• v.8 no.4
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• pp.391-411
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• 2006

The present Study investigated on effect of working time and physical work environment on job satisfaction, and is based on a representative survey carried out in the 15 European Union Member States in 2,000 on behalf of the European Foundation for the Improvement of Living and Working Conditions by Infratest Burke Sozialforschung and a consortium of national fieldwork institutes. In the course of the survey, a total of 21,703 people drawn from the economically active populations in the 15 countries were questioned about their working time, overtime, weekend work, physical work environment, social support of supervisor and co-worker and job satisfaction. Regression analysis and subgroup analysis were employed to examine the hypotheses. It was found that weekend work, overtime and physical work environment associate negatively with job satisfaction. Social support of supervisor and co-worker moderated only relation between working time and job satisfaction. The results provide support for prior quantitative studies partly. Based on these significant research findings, theoretical implications were discussed.

• Journal of Korean Biological Nursing Science
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• v.24 no.4
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• pp.209-218
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• 2022

Purpose: This study aimed to investigate the relationships between the characteristics of nurses' work schedules, health outcomes, and work-life balance. Methods: This was a secondary data analysis that included 422 nurses in Korean hospitals. Descriptive analysis, independent sample t-test, one-way ANOVA, Pearson correlation analysis, and multiple linear regression analysis were used to identify the associated factors. Results: Multiple linear regression analysis showed that work-life balance was lower when atypical work was performed (β=-.14, p=.010). Nurses who did not work overtime showed a higher level of work-life balance than those who worked overtime infrequently (β=-.11, p=.002) or frequently (β=-.28, p<.001). The work-life balance level increased when nurses had better subjective health status (β=.16, p<.001) or higher sleep quality (β=.29, p<.001). It was verified that the work-life balance level was higher for single-person households than for households with two (β=-.18, p=.003), three to four (β=-.16, p=.022), or five or more (β=-.21, p<.001) persons. Conclusion: This study suggests that government and hospital organizations should provide high-quality care and consideration to nurses who do atypical or overtime work as well as their subjective health status and sleep quality. Further research should focus on the development of a policy that improves the work-life balance of nurses, especially for those who work during atypical hours.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.4
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• pp.353-361
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• 2014

Purpose: The aim of this study was to compare job satisfaction, quality of life (QOL), incident report rate and overtime hours for 12-hour shifts and for 8-hour shifts in a pediatric intensive care unit (PICU). Methods: A descriptive survey was conducted with a convenience sample of 36 staff nurses from a PICU in a regional hospital in Korea. Data were collected using self-administrated questionnaires regarding job satisfaction and QOL at 6 months before and after the beginning of 12-hour shifts. Incident report rate and overtime hours for both 12-hour and 8-hour shifts were compared. Comparisons were made using $x^2$-test, paired t-test and Mann-Whitney U test. Results: After 12-hour shifts were initiated, job satisfaction significantly increased (t=3.93, p<.001) and QOL was higher for nurses on 12-hour shifts compared to 8-hour (t=7.83, p<.001). There was no statistically significant change in incident report rate ($x^2=0.15$, p=.720). The overtimes decreased from $36.3{\pm}34.7$ to $17.3{\pm}34.9$ minutes (Z=-8.91, p<.001). Conclusion: These results provide evidence that 12-hour shifts can be an effective ways of scheduling for staff nurses to increase job satisfaction and quality of life without increasing patient safety incidents or prolonged overtime work hours.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

• Korean Architects
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• s.636
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• pp.132-133
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• 2022

• Korean Management Science Review
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• v.17 no.2
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• pp.55-65
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• 2000

This paper addresses a problem of machining route selection in multi-stage process with machine group. This problem is considered the subcontracting and the production in-house such as regular and overtime work. the proposed model is formulated as a 0-1 integer programming constraining the avaliable time of each machine for planning period and total overtimes. The objective of the model is to minimize the sum of processing cost, overtime cost, and subcontracting cost. To solve this model, a genetic algorithm(GA) approach is developed. The effectiveness of the proposed GA approach is evaluated through comparisons with the optimal solution obtained from the branch and bound. In results, the same optimal solution is obtained from two methods at small size problem, and the consistent solution is provided by the GA approach at large size problem. The advantage of the GA approach is the flexibility into decision-making process because of providing multiple machining routes.

• Korean Journal of Construction Engineering and Management
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• v.6 no.5 s.27
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• pp.139-147
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• 2005

During a typical construction project, a contractor nay often find that the time originally available or normally expected to perform its work has been severely reduced. To finish the project by the completion date, the contractor is forced to find a way to speed up the progress of its work to compensate for the reduction in available time. The most frequent initial reaction of contractors to this situation is to increase on-site manpower by working longer time (overtime), adding more workers (overmanning), or implementing shift work (shift work) to increase the rate of progress. The goals of this study were to investigate how these three methods affect labor productivity and to quantify their impact on labor productivity by analyzing real project data collected from sheet metal contractors and mechanical contractors in the US.

• Proceedings of KOSOMES biannual meeting
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• 1999.03a
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• pp.43-51
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• 1999

The objective of this research is to ensure that the ports and waterways management system can establish and maintain a reasonable level of safety level during high density passenger operations. The research model was developed included computer based model that could be used that can be used to measure and monitor risk and evolved overtime. The research methodology provides model for assessing relative risk and evaluating risk reduction measures. The risk analysis based on expert judgement was refined overtime. They provide a basis for risk reduction and risk management policies and strategies. The evaluation and validation of risk model and development of data, methods, tools required to measure, monitor and evaluate ports and waterway risk was implemented.

• Journal of Korean Institute of Industrial Engineers
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• v.32 no.2
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• pp.91-97
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• 2006

The vehicle routing problem with time windows (VRPTW) is an important problem in third party logistics and supply chain management. We extend the VRPTW to the VRPTW with overtime and outsourcing vehicles (VRPTWOV) which allows the overtime of drivers and the possibility of using outsourcing vehicles. This problem can be applied to third party logistics companies for managing central distributor-local distributors, local distributor-retailers (or customers), and a manufacturer. We develop a mixed integer programming model and a genetic algorithm. Computational results demonstrate the efficiency of the developed genetic algorithm. We also develop a decision support system based on this genetic algorithm.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.22 no.51
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• pp.221-230
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• 1999

Many enterprises are performing the production planning computerization for survival in unlimited competing period. But it is very difficult to directly apply many production planning softwares to the domain-specific areas of many small enterprises because one enterprise is different from the others with respect to product type, production process, and order fulfillment method. Practically most small enterprises depend on experienced production managers in production planning, so then many problems such as overtime work and cost have been appeared. The purpose of this study is to develop production planning module for order-made production system in order to reduce overtime works and surplus costs. We developed production planning module with RDBMS, which is fit for small manufacturing company. Developing this software, we use Visual Basic 5.0 to provide GUI environment for the production planning module and Microsoft Access 97 is used to construct Database. This production planning module is applied to enhancement of productivity in M manufacturing company located in Asan.