• 한국안전학회지
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• 제22권4호
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• pp.72-82
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• 2007

The purpose of this study is to put forward revitalization of the Honorary Industrial Safety Inspector System by using the survey(2006.05) of the Honorary Industrial Safety Inspector in the Construction Industry. It can be summarized to develop the system as the following: 1) If there are neither labor union nor representative of workers in a company, workers must elect the representative of workers at first and then recommendation of the honorary industrial safety inspector by the representative of workers, 2) It should regulated in the industrial safety and health act about the tenure of the representative of workers and the process of election, 3) Prohibition the honorary industrial safety inspector as the employer members in the Industrial Safety and Health Committee and exclusion of both main office supervisor and subcontract-company supervisor from the appointment of the honorary industrial safety inspector, 4) Measures to realize the prohibitive regulation of unfavorable treatment on the grounds that the inspector has performed legitimate activities as an Honorary Industrial Safety Inspector, 5) Statutory regulation of the educations' hours(primary education & professional education), 6) Specification of the professional education and increase of the frequency, 7) Support of the government(the Ministry of Labor) to revitalize the honorary industrial safety inspector system, 8) Put in a statutory form the regular hours to carry out the work of the honorary industrial safety inspector in the workplace.

• 한국병원경영학회지
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• 제18권4호
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• Safety and Health at Work
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• 제5권1호
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• pp.7-12
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• 2014

Background: In Japan, more than 60% of employees are reported to suffer from anxiety and stress. Consequently, Japanese society has begun to address such important issues as psychogenic disability and job-related suicide. Furthermore, given the aging of society and the surge in the number of elderly people requiring care, it is necessary to adequately and proactively support employees who care for their elderly relatives. The purpose of the present study was to investigate caregiver burden in caring for elderly relatives and work-related stress factors associated with mental health among employees. Methods: We studied 722 men and women aged 18-83 years in a cross-sectional study. The K10 questionnaire was used to examine mental health status. Results: The proportion of participants with a high K10 score was 15% (n = 106). Having little conversation with their supervisor and/or coworkers significantly increased the risk of depression [odds ratio (OR) 1.8], as did high job overload (OR 2.7) and job dissatisfaction (OR 3.8), compared with employees who frequently conversed with their supervisor and/or coworkers. Caring for elderly relatives as a prominent characteristic of an employee was a significant risk factor for depression (OR 2.1). Conclusion: The present study demonstrated that employees who were caring for elderly relatives were significantly associated with an increased risk of depression. To prevent depressive disorders, it may be important to focus on reducing the work-caregiving role conflict, as well as enhancing employees' job control and better rewarding their efforts in the workplace.

• 한국융합학회논문지
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• 제10권8호
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• pp.237-243
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• 2019

본 연구는 장애인거주시설 종사자의 직무환경 인식에 대한 잠재프로파일유형 및 유형별 특성을 확인하였다. 본 연구에서는 장애인거주시설 종사자를 대상으로 수집한 국가인권위원회 2014년 설문자료를 분석하였다. 9개의 지표로 구성된 직무환경 인식을 바탕으로 잠재프로파일분석을 실시한 결과, 5개 잠재집단을 확인하였다. 업무시간 압박도와 업무책임감에서 낮은 인식을 보인 '낮은 업무부담 집단(24.5%)', 직장상사 지지도에 대한 인식이 낮고 성차별과 학연/지연 차별에 대한 인식이 높은 '차별 인식 집단(14.7%)', 업무자율성, 직장동료 지지도, 직장상사 지지도에 대한 인식이 높은 '긍정적 인식 집단(26.8%)', 업무량, 업무시간 압박도, 업무책임감에서 높은 인식을 보인 '높은 업무부담 집단(8.5%)', 대부분의 영역에서 중간 정도의 인식을 보인 '중간 집단(25.5%)'이 그것이다. 직무만족도의 경우 긍정적 인식 집단이 가장 높고, 중간 집단, 낮은 업무부담 집단과 높은 업무부담 집단, 차별 인식 집단 순이었다. 이러한 분석결과에 기반하여 연구의 함의와 실천적 제언 및 후속연구과제를 제시하였다.

• 대한간호학회지
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• 제38권2호
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• pp.287-297
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• 2008

Purpose: The purpose of this study was to identify factors related to nurses' organizational citizenship behavior using multilevel analysis which included both nurse characteristics at individual levels and nursing unit characteristics at group levels. Methods: The sample was composed of 1,996 nurses who were selected from 182 nursing units in 28 hospitals in six metropolitan cities and seven provinces using cluster sampling. Data were collected using self-reported questionnaires from February to March 2006. Results: The results of the study indicated that individual level variables related to organizational citizenship behavior were religion, job position, clinical career, self efficacy, positive affectivity, and supervisor support. The group level variables related to organizational citizenship behavior were collective efficacy, number of nurses in a nursing unit, and the average salary level of a nursing unit. 30.9% of individual level variances of organizational citizenship behavior were explained by the nurses' individual level variables. The explanatory power of group level variables, which is related to group level variances of organizational citizenship behavior, was 75.5%. Conclusion: This research showed that it was necessary to develop appropriate strategies related to not only individual factors, but also higher-level organizational factors such as collective efficacy, to improve individual performances in the hospital.

• 한국직업건강간호학회지
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• 제29권4호
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• pp.316-324
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• 2020

Purpose: This study aimed to identify differences in physical working environments, psychosocial working environments, and health outcomes according to the employment type of delivery workers. Methods: This study was a secondary analysis of data collected from the Fifth Korean Working Conditions Survey (KWCS). Participants were 84 Korean delivery workers. Data were analyzed using the SAS 9.4 Version, χ² test and Fisher's exact test. Results: Statistically significant differences were found according to the employment type of delivery workers (special types, wage) including "noise", "vibrations", "repetitive movements", "supervisor support", "colleague support", "manuals on emotional expression", "existence of trade union, works council or similar body". Conclusion: This study suggests the necessity of improving the working environment and health outcomes of delivery workers belonging to special employment types. In developing these, the laws and systems must be reorganized to enable the recognition of delivery workers as wage workers. In addition, delivery companies should be held responsible for managing delivery workers.

• 한국직업건강간호학회지
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• 제23권3호
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• pp.180-188
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• 2014

Purpose: The purpose of this study was to compare the health status between foreign workers and native workers and to examine the influencing factors of health status of foreign and native workers. Methods: This was a secondary analysis of the data collected from the 3rd (2011) Korean Working Conditions Survey (KWCS). The sample included 101 foreign workers and 101 native workers matched by age and gender. Results: The difference in health status between foreign workers and native workers was not statistically significant. The most commonly complained health problem of foreign workers was muscle pain of the upper limbs. Among foreign workers, hazard exposure, coworker support and supervisor support were significant predictors of health status. Among native workers, income level and obesity were significant predictors of health status. Conclusion: For health management and health promotion of foreign workers, employers and health providers need to establish coworker supporting systems in workplace and improvement strategies of work environment. Particularly, they must pay closer attention to management of foreign workers' musculoskeletal disorder.

• The Journal of Asian Finance, Economics and Business
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• 제10권2호
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• pp.1-14
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• 2023

The purpose of this study is to discover the possible solutions for the problem faced by academicians during online learning by means of employing qualitative and quantitative approaches. Using a qualitative approach, selected academicians were interviewed, and their feedback was transcribed and used to develop the survey instrument. The quantitative research design was later used to determine the most plausible solutions for the problem that could be obtained and implemented by distributing the questionnaire to academicians at a public university. Multiple regression analysis results indicate that work-life conflict and lack of support are the main contributors to academicians' mental and emotional health issues. The study's major findings help higher education institutions craft appropriate strategies to enhance the effectiveness of online teaching and learning by providing the necessary support to the academicians. The study's findings suggest that academicians should separate work and family requirements to concentrate on their job. Furthermore, the immediate supervisor must be considerate in determining the number of tasks, the deadlines, and the assistance required to complete the task. Lastly, academicians must equip themselves with emotional intelligence to cope with stressors.

• 한국조리학회지
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• 제21권5호
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• pp.72-87
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• 2015

본 연구의 목적은 호텔의 최고경영자의 친환경적인 태도가 호텔 직원들과 직속상사와 동료그룹들에게 Sobel z 테스트를 사용하여 녹색경영 프로세스를 구현하는 동안 어떻게 영향을 미치는지에 대한 조사이다. 첫째, 최고경영자의 환경적인 태도는 직속상사와 동료그룹의 환경적인 태도에 상당히 긍정적인 효과가 있다. 둘째, 직속상사와 동료그룹의 환경적인 태도, 호텔고용의 녹색 경영은 가치적 사명감 또는 규범적 사명감에 상당한 긍정적인 효과를 가지고 있다. 셋째, 직속상사와 동료그룹의 환경적인 태도와 최고경영자의 친환경적인 태도 그리고 호텔 직원의 가치적 사명감과 규범적 사명감 사이에는 긍정적인 매개 효과가 있다. 따라서 호텔의 최고 경영자의 녹색경영의지의 구현에서 직속상사와 동료그룹의 강력한 지원이 업무현장에서의 호텔 고용을 위하여 필요하다는 결론을 내릴 수 있다.

• 한국안전학회지
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• 제31권2호
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• pp.133-142
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• 2016

The purpose of this study was to investigate the factors that influence safety rule violation at work. Semi-structured interviews were conducted with 337 participants from nine manufacturing plants. The results of the content analysis revealed the following six categories: Individual characteristics, safety commitment, safety support and resources, safety competence and communication, production pressure, and problems with rules. Among the 14 factors in the six categories above, indirect accident experience in the individual characteristics category and no action for complying with laws in the problems with rules category had not been identified in previous studies. However, some factors, such as age, peer pressure, pay type, the lowering of risk, a masculine way of working, and supervisor position were not found in this study. The implications and limitations are discussed.