• 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.

• Journal of Korean Society of Transportation
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• v.25 no.1 s.94
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• pp.93-105
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• 2007

To raise transit ridership, it is necessary to expand transit facilities in long term Plans and to raise passengers' satisfaction by improving bus service qualify in short term Plans. In this study, the relationship between bus driver job satisfaction and Passenger service Performance is analyzed. The results of the study indicate that a driver s job satisfaction has an influence on accident rates. However, even when job satisfaction is not very high, if food resting facilities and Policies ave Provided then the Probability of an accident tends to decrease. To improve job satisfaction, several things should be done, such as stabilizing employment, creating fair company policies, improving overall employee welfare, and enhancing driver achievement from working. The satisfaction from salary is also an important factor and drivers are satisfied when they earn more money relative to other companies' drivers and when they aye satisfied with their salary increases. Therefore, creating appropriate monetary incentives would be a food policy for improving bus driver job satisfaction. This study serves as pilot research to make a foundation for further research about job satisfaction in the public transit field.

• Journal of Korean society of Dental Hygiene
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• v.10 no.2
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• pp.297-310
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• 2010

Objectives : The purpose of this study was to verify the impact of the empowerment of dental personnels as one of variables affecting the performance of dental institutions and to seek ways of boosting their organizational productivity. Methods : The subjects in this study were dental personnels who worked in dental institutions. After three investigators were trained, a pilot survey was conducted from October 20 to November 20, 2009, and the questionnaire used in the pilot survey was finalized. The collected data were analyzed with a SPSS(Statistical Package for the Social Science) WIN 12.0 program. The findings of the study were as follows: Results: 1. The dental personnels investigated got 3.98 in meaningfulness, one of the empowerment factors. They found a meaning in their job when they performed it. 2. The dental personnels who were older were more excellent in self- determination and influence, and age made a significant difference to their empowerment. 3. The dental personnels who were better educated were more superior in terms of empowerment, and academic credential made a significant difference to their empowerment factors was statistically. 4. The dental personnels whose yearly salary was larger were more which were the factors of empowerment of each factor was statistically significant. 5. Dental health agency workers less than three years accounted for most of 152 people were working longer duration of empowerment as a whole was that each of the factor scores. Empowerment of each factor was statistically significant. 6. The dental hygienists made up the largest group among the dental institution employees, and the kind of occupation made a significant difference to meaningfulness, competency and influence, which were the factors of empowerment. 7. The greatest group of the dental personnels worked in dental clinics, and the dental hospital employees surpassed the dental clinic employees in competency, self-determination and influence. There was a significant difference in the influence factor according to the type of dental institutions. Conclusions : Thus, the dental personnels were more aware of the meaningfulness factor when their perception of the job-related empowerment was checked, and it indicated that most of them attached importance to meaningfulness during their job performance. But just employees who worked in dental institutions located in particular regions were examined, the findings might not be generalizable. In the future, more extensive research should be implemented, and the sorts of programs that could stir up empowerment among dental institution employees or bolster organizational empowerment should be developed.

• Journal of Navigation and Port Research
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• v.38 no.2
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• pp.127-134
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• 2014

This paper aims to identify what is needed to improve the English for Specific Purposes(ESP) curriculum for English as a Foreign Language(EFL) college learners at navigation school. Different needs from learners and experienced professionals are identified through diversified methods, and the findings from these are analysed and consolidated from a balanced point of view. For this purpose, putting learners at the centre of analysis, identifying their subjective and objective needs serves as a point of departure in formulating the curriculum. Then, the target situation is analysed according to the short-term aim of getting a job, followed by long-term needs for successfully fulfilling future duties as a pilot. Based on findings, it is suggested that ESP curriculum for learners in navigation studies should be focused on the successful language performance of their actual duties and tasks to be given in the future working situations, rather than on immediate needs for getting a job. In particular, special attention needs to be paid to enhancing learners' productive language competences through a series of hands-on trainings and a wide range of extra-curricular activities, specifically for a higher command of oral communication. For this, not only ESP, curriculum for EGP(English for General Purposes) should be systematically structured as ESP-oriented EGP, and naturally move onto areas of ESP in a coherent manner.

• 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.

• Korean Journal of Computational Design and Engineering
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• v.17 no.3
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• pp.175-187
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• 2012

The BIM simulation systems involve inefficient aspects in delivering real world circumstances because they are operated in the virtual reality (VR) environment without representing the job-site operations. Differently from VR, augmented reality (AR) enhances the reflection of job-site reality to virtual environment. AR influences architecture, design and construction. This reality replaces or merges with the normal physical world and it can be tailored to enhance comprehension for specific design and construction activities. The main objective of this research is to develop an AR-based decision support system for free-form buildings design/construction/maintenance processes. Haewoojae, a free-form housing building built in Seoul area is identified as a model building to generate the system. Seventeen engineers, who are masters or doctorate graduate students at the S university in Seoul and have been working in the Korean construction industry for more than 10 years are invited to validate the system's appropriateness and usability in comparison with its development objectives.

• New & Renewable Energy
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• v.17 no.2
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• pp.9-23
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• 2021

In Korea, various community investment renewable project models are being implemented to increase community acceptance of renewable energy. An important factor for enhancing local acceptance is that renewable energy projects have a positive effect on revitalizing the local economy such as income increase or job creation for residents and local companies. To maximize the local economic effect of large-scale community investment renewable energy projects, this study developed an evaluation index for local economy activation, whose indicators are the local return on investment, local companies' participation, local job creation, regional cooperation, transparency, and governance. Analysis of existing evaluation indicators and current renewable projects, financial analysis, and expert interviews were used in this research. The pilot evaluation determined that, the local economic effect was high in the following order: a fund investment wind project (Gangwon), benefit-sharing wind project (Jeju), and general wind project. In particular, residents' investment amount, the number of participating residents, and the amount and transparency of the regional cooperation fund were key factors to expand the effect of local economy activation. This evaluation index could be used in public bidding for renewable energy projects such as offshore wind zoning areas of local government.

• Journal of Korean Academy of Nursing
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• v.53 no.5
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• pp.525-537
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• 2023

Purpose: This study aimed to develop and test a reward scale for hospital nurses. Methods: The initial items were identified through a literature review and focus group interviews with ten hospital nurses. The content validity of the items was evaluated by ten experts. Fifty-one items were derived from the pilot survey. Four hundred eighty-eight nurses participated in the study: 248 for exploratory factor analysis (EFA) and 240 confirmatory factor analysis (CFA). Data were analyzed using item analysis, EFA, CFA, convergent validity, known-group validity, and internal consistency using IBM SPSS Statistics 29.0 and IBM SPSS AMOS 29.0. Results: The final scale consisted of 31 items and eight factors (decent wage, opportunity to grow and develop, support for special situations, various benefits, flexibility of work, job-related achievement, reflecting career and performance, and recognition), which explained 67.3% of the total variance. The eight-subscale model was validated by CFA. Convergent validity was evaluated by analyzing correlation with intention to leave (r = - .63, p < .001) and job satisfaction (r = .54, p < .001). The known-group validity was evaluated by comparing the reward scales according to age, clinical career, income level and hospital type. The scale was found to be reliable with a Cronbach's α of .89. Conclusion: Both the validity and reliability of the reward scale for hospital nurses are verified, which can enhance the understanding of the range of rewards and may assist nurse managers in establishing an effective reward system.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.634-650
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• 2022

The purpose of this study is to derive theoretical and policy implications by specifying the meaning of proactive administration through the review of theories related to previous studies and analyzing the effect of ethical leadership and job autonomy on proactive administration. To verify the hypotheses, an analysis was conducted on 275 surveys after a pilot-test. As a result of the analysis, it was found that the ethical leadership and job autonomy had a significant influence on proactive administration. This suggests that the higher ethical attributes of the leader, the higher the job autonomy of the person in charge when performing the works, the higher the possibility of proactive administration proactive administration being realized. In addition, it was found that the ethical climate had a moderating effect between job autonomy and proactive administration, but the moderating effect did not appear between ethical leadership and proactive administration. This result means that if the ethical climate is high, it is highly likely to positively accept autonomous actions for works, which can have a greater influence on proactive administration. However, although it did not have a moderating effect, each variable of ethical leadership and ethical climate had a significant influence on proactive administration, confirming that proactive administration has a significant relationship with ethical aspects within the organization.

• Korean Parent-Child Health Journal
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• v.16 no.1
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• pp.11-16
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• 2013

Purpose: Ethiopia is one of the sub-Saharan countries most affected by high maternal and infant mortality. The government has trained health extension workers (HEWs), the community health workers, to deliver preventive and basic curative health services to community residents in Ethiopia. Very few studies have investigated on-the-job educational effects for HEWs on improvement of their knowledge and performance confidence in maternal and child health care (MCH). This study aimed at identifying the educational effects for HEWs in one health center in Tigray, Ethiopia on improvement of their knowledge in MCH. Methods: Twelve HEWs from 6 health posts participated in this study. A health center officer provided a total of 5 educational sessions on antenatal and postnatal care, family planning, and newborn care from August, 2012 to April, 2013. Ten to 12 items regarding the topics were tested before and after each education. Wilcoxon signed rank test was used to analyze the data. Results: All the HEWs were female with average 4-year working experience. Their knowledge significantly increased after education, except the first session. Their satisfaction on education was greater than 45 points out of 50. Conclusion: This study suggests a focused education for HEWs should continue to improve their capacity on MCH.