• Journal of Industrial Convergence
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• v.20 no.11
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• pp.149-155
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• 2022

This study conducted a descriptive research to compare the degree of patient safety culture awareness among general hospitals and long-term care hospital nurses. The subjects of this study were 150 nurses who worked for more than 6 months at 2 general hospitals and 4 long-term care hospitals located in 3 cities, the data has collected from October to December 2021. To Measure patient safety culture, the patient safety culture measurement tool developed by Soon Gyo Lee was used. Data were analyzed by 𝑥²-test, ANOVA, and t-test using SPSS 20.0 program. As a result of the study, the variables with high patient safety culture were the nurse's age(F=44.17, p=.000), clinical career(F=62.86, p=.000), and current workplace career(F=26.27, p=.000). Among the subdomains of patient safety culture, leadership(t=2.07, p= .040) and patient safety priorities(t=2.18, p=.031) were found to be higher in long-term care hospital nurses than general hospital nurses. Based on this result, we expected that it can be used as data in developing programs to raise the level of patient safety culture in hospitals and long-term care hospitals.

• The Journal of the Convergence on Culture Technology
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• v.6 no.1
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• pp.43-53
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• 2020

The purpose of this study is to reduce the anxiety factors of fires by following evacuation tips in case of fire in an apartment household. This study analyzed the moderating effects of the control offices' competence in control on safety awareness and fire response. The study results were as follows. First, the residents and control staff's safety awareness had a positive effect on the fire response performance. This indicates that the higher the residents and control staff's safety awareness level, the higher the fire responsive performance. Second, the higher the control offices' control competence level, the better the apartment residents and control staff's safety awareness had a positive effect on the fire response performance. These results indicate that the higher the control office heads' leadership, the higher the apartment residents' housing satisfaction and that the more communicative the control office heads' attitude toward the residents, the better their attitude had a positive effect on the fire response performance. Lastly, the control offices' control competence was analyzed to have a moderating effects on the effect of the apartment residents and control staff's safety awareness level on the fire response performance. These results showed that the change in the model's R² value showed an increasing trend in stages as the value increased more in the stage 2 than the stage 1 and even more in the stage 3 with the interaction terms of the moderating variables added. For this reason, the control offices' control competence which was a moderating variable was analyzed to have a moderating effect on the effect of residents and control staff's safety awareness level on the fire response performance.

• Quality Improvement in Health Care
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• v.19 no.2
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• pp.14-34
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• 2013

Objectives: The purpose of this study is to provide comprehensive information of qualification systems of developed countries needed to establish our national system for QI(Quality improvement) specialists. Methods: All articles related to any applicable domestic or foreign countries' laws, operational status, and detailed programs for professional qualification system of QI were reviewed. Result: In the United States, a non-profit organization, Healthcare Quality Certification Commission (HQCC) has set the policies, procedures and standards in the field of health care quality. And qualification system of CPHQ (certified professional in healthcare quality) has been operated in order to authenticate the qualifications in the field of quality management. IBQH(international Board for quality in healthcare), a qualification system of experts in the United Kingdom, was designed to assist the qualification of professionals to improve the quality of healthcare. In addition, Health Research Center of Feinberg School of Medicine in Northwestern University has been operating Master's and doctoral degree programs in the field of the quality of care and patient safety and IHI (institute for healthcare improvement) open school was operating a professional training course related to the quality of care and patient safety. Conclusion: Quantity and complexity of information of the quality of care and patient safety have been increased. For reform of the health care system, a special training course of the expertise and leadership are needed. So far, there is no national professional certification courses in our nation. Therefore essential job skill should be acquired individually. For systematic and effective quality improvement activities, the educational and certification system with professional development model are needed.

• The Journal of Industrial Distribution & Business
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• v.8 no.6
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• pp.61-73
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• 2017

Purpose - Aviation control, navigation, and aircraft control in the air transportation area are very specialized. Each part is in progress for safety, efficiency, automation, and further. On the other hand co-work among each part including knowledge sharing has been inattentive for many reasons. The purpose of this research is to show how practicians and professionals in the air transportation area perceive the issue of knowledge sharing and to recall the necessity of knowledge sharing in the area. And we try to find ways to activate the knowledge sharing in the area. Research design, data, methodology - For the research, we inquired into whether practicians and professionals think knowledge sharing can effect safe aviation positively or not and what steps are necessary to activate knowledge sharing in the area. We adopted survey method using questionnaires for current practicians and interview for specialists. The survey and interview results were analyzed using regression analysis and AHP method. The interview for specialists and analyzing the results using AHP was to investigate what are the precedence factors to activate the knowledge sharing. Results - First, practicians perceive that knowledge sharing will affect aviation safe positively. Second objective knowledges such as, tower air traffic control procedure of aviation control area, flight principle and structure of aircraft control area, instrument landing system of navigation area, for knowledge sharing of each area were identified. Also the precedence factors such as, knowledge absorbability of personal factor, personal expectation of result of expectation factor, leadership of management of Structure factor, method of knowledge spread of application factor for knowledge sharing were found. Conclusions - Knowledge sharing for practicians and professionals in the aviation area is very important especially from the perspective of safety. However, for various many reasons including the environment of each special area that focusing on their own area, knowledge sharing has not been emphasized. We found that practicians in the area feel that knowledge sharing is necessary and helpful. For it, each practician's active participation is the most important and many ways such as chatting room to share knowledge are to be developed. And the organization culture should be changed to encourage knowledge sharing.

• Quality Improvement in Health Care
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• v.21 no.1
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• pp.12-31
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• 2015

Objectives : The purpose of this study was to develop the qualification system for training of Quality improvement professionals who work for improving patients' safety and healthcare quality. Methods : Based on the various laws and regulations, and the operational status of other professionals' qualification systems, a basic plan of professional qualification system of QI was drawn. And through meetings with QI experts, the final scheme of the concrete qualification system was developed. Results : For management of professionals's certification or qualification, fairness and reliability are important. To do this, setting the official standard, providing a standardized training program and having appropriate qualification test are required. In order to operate the qualification system strategically, 1) the introduction step, 2) dissemination and expansion step, and 3) fusing step should be considered. As a governing body for QI specialists' qualification, 'QI professionals' qualification Center (tentative)' must have the committee to assure fairness, professionalism, and reliability. In addition, 'QI Experts Certification Department (tentative)" to develop standards for the qualification tests and conduct the tests program,' QI experts Education Department (tentative name)" must be able to operate and maintain the QI training for professional qualifications. QI professional qualification exam must be taken by everyone regardless of age, gender, race, occupation, education, and work experience. The examination should include management, leadership, strategic planning and design, quality management, health care information, patient safety culture. Practical training courses can have three step programs; beginning, intermediate and special level. Conclusion : The QI qualification system need strategic approaches for the experts working for healthcare quality improvement and patient safety. It should include the program of standardized contents and test, and operating protocol of the qualificaton system.

• Safety and Health at Work
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• v.5 no.3
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• pp.131-135
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• 2014

Background: Cassava and corn milling is a growing small-scale enterprise in Africa. We aimed to determine the incidence of hand-arm musculoskeletal complaints among vibration-exposed Congolese cassava and corn millers in the previous 12 months. Methods: A cross-sectional study was conducted, prior to a follow-up study, from March to May 2013 among cassava/corn millers in Lubumbashi, Democratic Republic of Congo, in which 365 millers age-matched to 365 civil workers anonymously answered a questionnaire. Results: Overall incidence of hand-arm musculoskeletal complaints was 25.8% in millers (vs. 5.2% in civil workers; p < 0.001). The risk of experiencing musculoskeletal symptoms was seven times higher in millers [vs. civil workers; odds ratio (OR) = 7.10; 95% confidence interval (CI): 4.03-12.50; p < 0.0001]; 2.4 times higher in smoking millers (vs. smoking civil office workers; OR = 2.36; 95% CI: 1.42-3.88; p < 0.001); 3.6 times higher in millers with longer daily exposure (> 8 hours; vs. those working ${\leq}8$ hours; OR = 3.56; 95% CI: 1.93-3.61; p = 0.026); and 7.4 times higher in young millers (vs. older millers, OR = 7.39; 95% CI: 1.29-75.52; p < 0.001). Smoking, number of cigarettes, and daily exposure duration were positively correlated with musculoskeletal complaints. Conclusion: This study revealed a relatively high incidence of musculoskeletal complaints among African cassava and corn millers. The use of anti-vibration protective equipment and the regulation of this hazardous occupation may reduce the burden of musculoskeletal disorders in millers.

• Safety and Health at Work
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• v.8 no.1
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• pp.19-28
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• 2017

Background: Conservation of resources theory assumes loss of resources as a cause of job strain. In hospital work, conflicts with supervisors are tested to predict lower resources, that is, supervisory social support, participation possibilities, and appreciation. All three resources are expected to predict, in turn, experienced stress (job strain) and lower job satisfaction, lower affective commitment, and a higher resigned attitude towards the job (job attitudes). Methods: The sample included 1,073 employees from 14 Swiss hospitals (n = 604 nurses, n = 81 physicians, n = 135 medical therapists, and n = 253 technical and administrative staff). Of the total sample, 83.1% were female and 38.9% worked full-time. The median tenure was between 7 years and 10 years. Constructs were assessed by online questionnaires. Structural equation modeling was used to test mediation. Results: Structural equation modeling confirmed the negative association of conflict with supervisors and job resources. Tests of indirect paths to resources as a link between conflicts with supervisors and job attitudes were significant. For nurses, social support, participation and appreciation showed a significant indirect path, while among medical technicians the indirect paths included social support and appreciation, and among physicians only appreciation showed a significant indirect path. In medical therapists no indirect path was significant. Job resources did not mediate the link between conflict with supervisors and stress in any occupational group. Conclusion: Conflicts with supervisors are likely to reduce job resources and in turn to lower job attitudes. Work design in hospitals should, therefore, address interpersonal working conditions and conflict management in leadership development.

• Safety and Health at Work
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• v.8 no.1
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• pp.29-35
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• 2017

Background: Despite our knowledge of the causes of cancer, millions of workers are involuntarily exposed to a wide range of known and suspected carcinogens in the workplace. To address this issue from a policy perspective, we developed a policy framework based on a prospective health policy analysis. Use of the framework was demonstrated for developing policies to prevent cancers associated with diesel engine exhaust (DEE), asbestos, and shift work, three occupational carcinogens with global reach and large cancer impact. Methods: An environmental scan of existing prospective health policy analyses was conducted to select and describe our framework parameters. These parameters were augmented by considerations unique to occupational cancer. Policy-related resources, predominantly from Canada, were used to demonstrate how the framework can be applied to cancers associated with DEE, asbestos, and shift work. Results: The parameters of the framework were: problem statement, context, jurisdictional evidence, primary prevention policy options, and key policy players and their attributes. Applying the framework to the three selected carcinogens illustrated multiple avenues for primary prevention, including establishing an occupational exposure limit for DEE, banning asbestos, and improving shift schedules. The framework emphasized the need for leadership by employers and government. Conclusion: To our knowledge, this is the first proposal for a comprehensive policy framework dedicated to the primary prevention of occupational cancer. The framework can be adapted and applied by key policy players in Canada and other countries as a guide of what parameters to consider when developing policies to protect workers' health.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.44 no.2
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• pp.78-84
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• 2021

In addition to physical risks such as electrical, chemical, and mechanic ones in the workplace, psychosocial risks are also raising as an important issue in recent years in connection with human rights and work-life balance policies. The purpose of this study is to confirm the degree of effect of the psychosocial risk management plan at the workplace on workers through logistic regression analysis. Input data for logistic regression analysis is the results of a survey of 4,558 people conducted by the Institute for Occupational Safety and Health were used. There are 9 independent variables, including the change a workplace and confidential counseling, and the dependent variable is whether the worker feels the effect on the psychosocial risk management plan. As a result of this study, changes in work organization, dispute resolution procedures, provision of education program, notification of the impact of psychosocial risks on safety and health, and the persons in charge of solving psychosocial problems are shown effective in reducing worker's psychosocial risks. This study drives which of the management plans implemented to reduce the psychosocial risk of workers in the workplace are effective, so it can contribute to the development of psychosocial risk management plans in the future.

• Safety and Health at Work
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• v.13 no.2
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• pp.220-226
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• 2022

Background: Research on the impact of psychosocial risks on well-being at work remains scarce in low- and middle-income countries, especially in the banking sector. This study sought to examine the relationships between job demands, job resources, well-being, job satisfaction, and work engagement in the Zimbabwean banking sector. Methods: An online survey was administered to 259 employees from five banks. Hierarchical multiple regression tested the relationships between job demands (quantitative demands, emotional demands, work pace, and work-family conflict), job resources (possibilities for development, social support from colleagues and supervisors, quality of leadership, and influence at work), well-being, work engagement, and job satisfaction. Interactions between all variables were tested. Results: Job demands were negatively related to well-being, work engagement, and job satisfaction. Job resources had positive relationships with the same. Work pace had positive relationships with well-being and work engagement. Influence at work moderated the relationship between emotional demands and work pace with well-being. Possibilities for development moderated the relationship between work-family conflict and well-being. Work-family conflict moderated the relationship between social support from colleagues and job satisfaction. Emotional demands, work pace, and quantitative demands moderated the relationship between influence at work with job satisfaction and work engagement. Conclusion: Job demands should be reduced where possible in order to enhance employee well-being, work engagement, and job satisfaction. The job resources that should be availed to facilitate a positive psychosocial work environment in the banking sector include social support from supervisors, influence at work, and possibilities for development.