• World Technopolis Review
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• v.5 no.1
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• pp.71-82
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• 2016

This paper explores, explains and describes a framework for analyzing collaborative governance, decent work and innovation as fundamental elements of sustainable workplaces through case study of Philippine science and technology (S & T) parks. Rules, or the legal infrastructure, are particularly significant considerations that facilitate or hinder collaboration. Industrial relations/human resource (IR/HR) practices are essential to collaboration and decent work. Employee consultation and labor-management council or committee are examples of IR/HR practices that might contribute to collaboration and decent work in firms and workplaces in S & T parks as they are team approaches to production, too. Collaboration and decent work enhance the capacity to innovate. In the long run, collaborative governance, decent work and innovation tend to converge in the concept of sustainable development. The interdependencies and interactions among collaborative governance, decent work and capacity to innovate in firms operating in S & T parks make possible new solutions to new problems (i.e., innovation) and, thus, sustainable workplaces.

• Journal of the Korea Safety Management & Science
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• v.5 no.3
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• pp.21-30
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• 2003

This study was intended to help workplaces set up an occupational health & safety management system by investigating the certification of the system and by conducting a questionnaire to survey the necessity, purpose, effect and promotion of the system. The occupational health & safety management systems generally adopted in Korea are OHSAS 18001 and K-OHSMS 18001, which are the PDCA model, such like the quality and environment management system. Because these standards have a compatibility with other management systems, individual or integral certification is available. A telephone questionnaire was conducted with 30 workplaces in Kyeonggi Province and Incheon Metropolitan City, which have been certified for the occupational health & safety management systems (OHSAS 18001, KOSHA 2000, and/or K -OHSMS 18001). About 92 percent of them were large-sized workplaces with over 500 employees. For the question on the necessity of the system, most of the respondent answered very necessary. The purposes of the certification were to control the risks in safety and health, to have a systematic approach for accident prevention and sustainable improvement, and to comply with a range of regulations voluntarily, in that order. Most of the answers to the question on the effect of the system were prevention of accident. For the question on the promotion of the system, the most prominent answer was reduction in the workers compensation rate.

• Journal of the Korean Society of Safety
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• v.38 no.6
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• pp.9-15
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• 2023

Hydrogen is gaining attention as a sustainable and renewable energy source, potentially replacing fossil fuels. Its high diffusivity, wide flammable range, and low ignition energy make it prone to ignition even with minimal friction, potentially leading to fire and explosion risks. Workplaces manage ignition risks by classifying areas with explosive atmospheres. However, the effective installation of a blast wall can significantly limit the spread of hydrogen, thereby enhancing workplace safety. To optimize the wall installation of this barrier, we employed the response surface methodology (RSM), considering variables such as wall distance, height, and width. We performed 17 simulations using the Box-Behnken design, conducted using FLACS software. This process yielded two objective functions: explosion likelihood near the barrier and explosion overpressure affecting the blast wall. We successfully achieved the optimal solution using multi-objective optimization for these two functions. We validated the optimal solution through verification simulations to ensure reliability, maintaining a margin of error of 5%. We anticipated that this method would efficiently determine the most effective installation of a blast wall while enhancing workplace safety.

• Safety and Health at Work
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• v.2 no.4
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• pp.355-364
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• 2011

Objectives: Though sulfur dioxide (SO2) is used widely at workplaces, itseffects on humans are not known. Thresholds are reportedwithout reference to gender or age and occupational exposure limits are basedon effects on lung functioning, although localized effects in the upper airways can be expected. This study's aim is to determine thresholds with respect to age and gender and suggests a new approach to risk assessment using breathing reflexes presumably triggered by trigeminal receptors in the upper airways. Methods: Odor thresholds were determined by the ascending method of limits in groups stratified by age and gender. Subjects rated intensities of different olfactory and trigeminal perceptions at different concentrations of $SO_2$. During the presentation of the concentrations, breathing movements were measured by respiratory inductive plethysmography. Results: Neither age nor gender effects were observed for odor threshold. Only ratings of nasal irritation were influenced bygender. A benchmark dose analysis on relative respiratory depth revealed a 10%-deviation from baseline at about 25.27 mg/$m^3$. Conclusion: The proposed new approach to risk assessment appearsto be sustainable. We discuss whether a 10%-deviation of breathingdepth is relevant.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.1
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• pp.89-106
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• 2022

Recently, in Korea, the number of unemployed people who have lost their jobs involuntarily due to closure of workplaces, layoffs, and poor management stood at 788,000 in October 21, an increase of 44,000 from last August (Statistics Office, 2021). The average retiring age of workers is 49.7, so regardless of their intention, they often end up retiring early unavoidably. Meanwhile, it has been found that eight out of ten workers have startup intention; therefore, now their startup is regarded to be essential, not selective. The purpose of this study is to investigate if workers' entrepreneurial orientation, continuous learning, satisfaction with remuneration, and employment prospect are correlated with entrepreneurial intention and examine if innovative behavior mediates the relations. To sum up the results, first, innovativeness and risk sensitivity in entrepreneurship are found to have positive effects on workers' entrepreneurial intention. Restless challenges and innovative thinking at work are crucial variables to enhance entrepreneurial intention. Second, satisfaction with remuneration influences entrepreneurial intention positive effects, and continuous learning and employment prospect, too, have positive effects on entrepreneurial intention. As employment instability is increasing at work due to the rapidly changing corporate environment, Considering whether the current organization will strive for survival or prepare to start a business for sustainable economic activity, it is judged that there is a willingness to start a business for better compensation even if the satisfaction of compensation is high. In addition, it was confirmed that the possibility of employability with the career desired by the organization as well as the securing of practical competency and expertise through continuous learning are important variables in increasing the will to start a business. Third, relations between entrepreneurial orientation, satisfaction with remuneration, continuous learning, employment prospect, and entrepreneurial intention are found to be mediated by innovative behavior; however, its mediative effect in relations between innovativeness, risk sensitivity, and entrepreneurial intention in entrepreneurship is dismissed. Innovative behavior at work are found to be major variables to elevate entrepreneurial intention in relations between continuous learning, employment prospect, and satisfaction with remuneration.