• 대한안전경영과학회지
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• 제16권4호
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• pp.91-99
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• 2014

This study highlights the theme of human error of train drivers, conducting empirical analysis on the relationship between organizational culture, safety climates, safety behavior, and accident. The empirical test results based on questionnaires received from 223 train drivers working at A subway firm indicated that relationship conflict and psychological reward as the elements of organizational culture variables showed a significant positive effect on CEO philosophy, communication, and boss's leadership. And only boss's leadership showed a positive influence on safety behavior, which in turn showed a significant negative relationship with accidents.

• 수산해양교육연구
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• 제29권1호
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• pp.1-12
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• 2017

The purpose of this study was to identify the effects of a hands-on training regarding maritime safety including abandon ship and fire-fighting as related to sea survival, fire-fighting knowledge and emergency response leadership in seafarers engaged on a seagoing ship. The study was conducted with a nonequivalent control group pre-posttest design. Two hundred-sixty-six participants were assigned to either the experimental group(128) or control group(138). The hands-on training regarding maritime safety included sea survival and fire fighting drill, and it was implemented with the experimental group for two days from July 1, 2015 to June 30, 2016. Data was analyzed using chi-square, t-test and ANCOVA by using IBM SPSS Statistics(version 24) program. The experimental group who had the hands-on training showed significantly higher sea survival knowledge(F=902.32, p<.001), shipboard fire-fighting knowledge(F=1013.76, p<.001) and emergency response leadership(F=1802.62, p<.001) for maritime safety compared with the control group who had traditional education. The results indicate that a hands-on training is an effective teaching method to improve sea survival, fire-fighting knowledge and emergency response leadership in seafarers engaged. Further study is needed to identify the effect of a hands-on training regarding maritime safety according to the environmental changes of seafarers.

• 해양환경안전학회지
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• 제21권1호
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• pp.64-71
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• 2015

본 연구는 해양경찰조직의 사회자본 인식에 영향을 미치는 요인에 대해 실증적 분석을 실시하였다. 선행연구 검토를 통해 사회자본에 영향을 미치는 변수들을 검토하여 리더십 유형과 제도적 환경을 독립변수로 설정하고, 사회자본의 구성요인으로 신뢰, 참여, 네트워크를 설정하였다. 분석결과를 살펴보면 신뢰와 네트워크를 형성하는데는 제도적 환경으로서 제도 공정성과 성과관리가 높을수록 효과적이라는 결과가 나왔으며, 참여를 형성하는데는 리더십 유형 중 변혁적 리더십과 거래적 리더십이 효과적이라는 사실이 확인되었다. 이는 선행연구의 결과를 부분적으로 지지하는 결과이며, 이를 근거로 해양경찰의 사회자본을 효과적으로 구축하기 위한 리더십의 변화와 제도적 환경의 변화가 필요하다는 사실을 알 수 있다.

• 대한안전경영과학회지
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• 제10권4호
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• pp.275-286
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• 2008

The purpose of this study verifies: the relationship between self-leadership (behavioral-focused strategies, natural reward strategies, constructive thought pattern strategies) and innovative behavior, and mediator effect of trust in supervisor. In order to verify the relationship and mediator effect, data obtained from 140 employees working in business office in Ulsan Metropolitan City were analyzed by using SPSS 12.0. The findings are as follows: First, the relationship between self-leadership(behavioral- focused strategies, natural reward strategies, constructive thought pattern strategies) and trust in supervisor is positively related Second, There was also a positive correlation between the trust in supervisor and innovative behavior. Finally, trust in supervisor played as a partial mediator on the relationship between self-leadership(behavioral- focused strategies, natural reward strategies, constructive thought pattern strategies) and innovative behavior. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

• 대한안전경영과학회지
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• 제24권3호
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• pp.61-74
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• 2022

In a rapidly changing environment, it is essential for companies to develop their capabilities for sustainable growth. To this end, informal learning at work plays an important role for small and medium-sized enterprises that are having difficulties in human resource development. If the GRIT of workers and the spiritual leadership of leaders are maintained at an appropriate level, the effect of informal learning will increase. This study derived the following results through a survey of workers participating in the Work-learning Dual System in Korea. First, experience and feedback among informal learning activities have a significant positive effect on competency development. Second, the higher the level of the GRIT of workers, the greater the magnitude of the positive effect of experience and feedback on competency development, showing a positive moderating effect. Third, in the case of workers with high GRIT, capacity development is strengthened as experience or feedback increases, and the higher the level of spiritual leadership, the greater the scope of reinforcement. On the other hand, it can be seen that in the case of workers with low GRIT, competency development weakens as experience or feedback increases, and the higher the level of spiritual leadership, the greater the extent of the weakening.

• 성인간호학회지
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• 제25권6호
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• pp.633-643
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• 2013

Purpose: The objective of this study was to identify the moderating and mediating effects of transformational-leadership in the relationship between medication error management climate and error reporting intention. Methods: Participants in this study were 118 nurses from 11 hospitals in Korea. The scales of medication error management climate, transformational-leadership and error reporting intention of nurses were used in this study. Descriptive statistics, t-test, ANOVA, partial Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. Results: Higher transformational leadership group members had higher error management climate (t=3.88~4.64, p<.001) and higher intention to error reporting (t=2.49, p=.014). There were significant positive correlations between subcategories of medication error management climate and transformational leadership (r=.37~.51, p<.001). But error reporting intention was related to the transformational leadership (r=.28 p=.002), two subcategories such as 'learn from error' (r=.26, p=.004) and 'medication error competence' (r=.25, p=.008) of medication error management climate. Transformational-leadership was a moderator and a mediator between medication error management climate and error reporting intention. Conclusion: Based on the results of this study, transformational-leadership promotion training program to construct medication error management climate and to improve error reporting intention should be needed.

• 안전기술
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• 112호
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• pp.80-81
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• 2007

• 안전기술
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• 118호
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• pp.80-81
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• 2007

• 안전기술
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• 111호
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• pp.80-81
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• 2007

• 안전기술
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• 109호
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• pp.80-81
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• 2007