• Research in Community and Public Health Nursing
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• v.15 no.2
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• pp.289-297
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• 2004

Purpose: This study was conducted to determine factors affecting workers' physiological somatic complain using the Job Stress Model proposed by the National Institute for Occupational Safety and Health (NIOSH). Method: Data were collected from the 1st to the 30th of December 1999. The subjects were 2.123 workers employed at 155 work sites. Collected date were analyzed through SAS/PC program. Result: According to individual characteristics, younger and women groups showed significantly higher physiological somatic complaint than elder men groups. By work condition, groups with higher physiological somatic complaint included workers of irregular shift work. Dark lighting, improper temperature in winter, improper ventilation, inappropriate humidity, unpleasant work environment and crowded work place were significantly related with physiological somatic complaint. By work-related factor, physiological somatic complaint was high in those with higher variance in work load, quantitative work load, role conflict, job burden, role ambiguity and future ambiguity. On the other hand, physiological somatic complaint was low in those with little underutilization of ability. As for the relationships between physiological somatic complaint and non-work related factors, physiological somatic complaint was high in workers who had a side job, were bringing up infants alone, cleaned the house alone, cared for the elderly and disabled persons, were studying, were volunteering at another organization, and were spending 5-10 hours in religious activities per week. Physiological somatic complain was in significantly negative correlations with overall social support, supervisory support and family support, but in significantly positive correlations with co-worker support. Conclusion: The main predictors of physiological somatic complain were gender, shift work pattern, overtime work, ventilation, role ambiguity, role conflict, future ambiguity, job control, variance in work load, overall social support, worker with side job, worker who cleans the house alone, worker who is studying. These predictors explained 19.10% of the total variance of physiological somatic complain.

• Korea Journal of Hospital Management
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• v.13 no.1
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• pp.84-102
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• 2008

The purpose of this study is to investigate the determinants of the occupational commitment of dental hygienists in Korea. The independent variables contain three groups of work rewards variables which consist of task reward variables (autonomy, job significance, resource adequacy, role conflict, workload, and routinization), social reward variables(supervisory support, co-worker support, and negative affectivity), and organizational reward variables(job security and promotional chances), and eight sociodemographic variables. The sample of this study consisted of 474 dental hygienists who work at general hospitals, university hospitals, dental hospitals and clinics across the nation. Data were collected with self-administered questionnaires and analyzed using hierarchical regression technique. It was found that: (1) job significance have a significant positive effect on the occupational commitment of dental hygienists; (2) role conflict, workload, routinization, and type of work site have significant negative effect on the occupational commitment of dental hygienists; (3) the study model explains 23.7% of the variance in occupational commitment among dental hygienists. The results of the study indicate that managers of dental clinics and hospitals should make efforts to extend the scope and quality of dental hygienists' work through job enlargement and job enrichment.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2023.05a
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• pp.287-288
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• 2023

The inspection work at construction sites is one of the important supervisory tasks, which involves verifying that the building is being constructed by the numerical values specified in the design drawings. The conventional measuring method for inspection involves using tools or equipment such as rulers directly by the personnel at the site, and it is usually confirmed by vision. Therefore, this study proposes an model to measure numerical values on images of the construction site. Through the case study to measure the installation interval of jack supports, the proposed algorithm was verified the effiect and validity. The results of this study suggest that it can support inspection work even in the office, which may have been overlooked by on-site inspectors, and contribute to the digitization of inspection work at construction sites.

• Journal of the Ergonomics Society of Korea
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• v.18 no.3
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• pp.153-169
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• 1999

The design of nuclear control room is advancing toward totally computer based human system interfaces (HSI). Computer based interfaces offer the opportunity to provide improved support of operator performance, but if not properly deployed, can introduce new challenges. This paper reviews the Westinghouse AP-600 Human Factors Verification and Validation Plan selected for HSI evaluation model of Korea next generation nuclear control rooms. The AP-600 HSI evaluation model addressed 15 evaluation issues considering major activity class of operator and task complexity factors. This paper also describes the test procedures experimenters should follow to evaluate the addressed issues.

• Journal of Families and Better Life
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• v.26 no.5
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• pp.225-239
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• 2008

The purpose of this study was to investigate the influence of the organizational culture atpreschool institutes and management styles on job satisfaction levels among teachers. For this study, 256 teachers responded to questionnaires dealing with the following topics: the organization culture and the management styles of administrators at schools they work in and job satisfaction. The results were as follows: First, there was a significant positive correlation between organizational culture and job satisfaction. Second, there was a significant positive correlation between several sub-factors of job satisfaction and management styles. Third, in multiple regression analysis of variables, innovativeness in the organizational culturehad the most significant influence on job satisfaction. Also sub-factors of organizational culture and management styles of administrators that influenced teachers'job satisfaction ratings included collegiality, supervisory support, physical settings, reward systemsand task-centered management styles.

• Health Policy and Management
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• v.12 no.3
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• pp.77-98
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• 2002

The purpose of this study is to empirically investigate the determinants of occupational commitment of hospital nurses. For this study, a causal model of occupational commitment of hospital nurses was constructed based on the exchange theory. The sample of this study consisted of 329 nurses from S general hospitals located in Seoul and south-eastern area of Korea. Data were collected with self-administered questionnaires and analyzed using hierarchical multiple regression. It was found that four task reward variables(variety, significance, workload and resource inadequacy), one social reward variable(supervisory support) and two organizational reward variables(promotional chances and pay) had significant net effect on hospital nurses' occupational commitment. The implications of these findings were discussed and the suggestions for future research wert advanced.

• 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.

• Journal of the Korean Society of Clothing and Textiles
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• v.29 no.12 s.148
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• pp.1571-1581
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• 2005

In a highly competitive marketplace, U.S. retailers are challenged to attract, recruit, and retain a skilled workforce. The purpose of our research was to examine the impact of young retail employees' work experiences on their job performance, job satisfaction, and career intention using a comprehensive approach to model development. The model was developed in three phases over a four-year period using both qualitative and quantitative methodologies. During Phase 1, we conducted focus group interviews to guide the development of the questionnaire. Work experience was initially operationalized as role conflict, role ambiguity, supervisory support, and work involvement. Using a student sample(n=470) from U.S. universities, we employed multiple regression to determine the significance of relationships between their work experience, job satisfaction, and retail career intention. During Phase 2, we expanded our investigation to include retail work experiences of teens employed while they were in high school. The teen sample(n=898) was drawn from students enrolled in work-study programs in 16 U.S. high schools, and data were analyzed using structural equation modeling (hereafter SEM). During Phase 3, we expanded our model to include two new variables, job characteristics and job performance. Based on a national sample(n=803) of U.S. university students, we employed SEM to holistically determine if retail employees' work experience impacted their job performance, job satisfaction, and retail career intention. During each phase, job satisfaction consistently was the superior antecedent of retail career intention. Among the work experience variables, supervisory support had a positive impact on job satisfaction, while role conflict, role ambiguity, and work involvement exhibited inconsistent effects on job outcomes. The strong relationship between job satisfaction and retail career intention should make job satisfaction a priority for retailers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.8096-8105
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• 2015

The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout ${\rightarrow}$ job satisfaction, and work overload ${\rightarrow}$ job satisfaction. Hence from a perspective of the course of job burnout ${\rightarrow}$ job satisfaction and work overload ${\rightarrow}$ job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.

• Journal of the Korean Society of Safety
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• v.35 no.1
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• pp.34-44
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• 2020

The purpose of this study is to suggest ways to improve the transparency of occupational safety and health management cost (OSHMC) in order to create a safe working environment that can guarantee the health of construction workers. It was performed in the following procedures and methods. (1) collecting and analyzing resources related to the OSHMC in construction, (2) gathering stakeholder opinions for interviewing actual conditions, (3) deriving the improvement plans based on survey results and (4) suggesting direction for improvement of related laws based on the results of the research. As a result of this study, the following ways were found to be effective for enhancing transparency of the OSHMC in construction. (1) disclosure of usage details in sites, (2) Expansion of the standard for the OSHMC in construction, (3) Increase in fines for false use, (4) Establishment of the plan to improve the OSHMC ratio of small-scale construction sites, (5) Strengthen the role of supervisory and support organizations such as the Ministry of Employment and Labor and the Korea Occupational Safety & Health Agency. The result of this study is expected to be used as a basic data for future improvement of the occupational safety and health acts in Korea.