• Journal of the Ergonomics Society of Korea
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• v.27 no.4
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• pp.9-14
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• 2008

Work ability and job stress have become the important issues in Korea workplace recently. This study researched work ability and job stress and analyzed correlation with work ability and job stress using the Work Ability Index(WAI) and the Karasek's Job Content Questionnaire against 152 doctors. The results of this study show that the work ability in doctors was good in general. The work ability and the job stress according to major show statistical significance. The relation between job stress and disease showed statistical significance in musculoskeletal disorders, heart disease, and metabolic disease. The correlations between work ability and job stress showed statistical significance in job demand and job control. This study can be utilized to improve the job ability and prevent some disease from the job stress of doctors.

• Journal of the Korean Society of Safety
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• v.23 no.4
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• pp.85-89
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• 2008

Work ability and job stress have become the important issues in Korean workplace recently. This study researched work ability and job stress and also analyzed correlation with work ability and job stress using the Work Ability Index and the Karasek's Job Content Questionnaire against 742 subway workers. As the results, Work ability in subway workers was good in general. The relation between job stress and job type showed statistical significance (p<0.05). The relation between job stress and diseases showed statistical significance in musculoskeletal disorders(p<0.05), heart disease, and gastrointestinal disease. The correlations between work ability and job stress showed statistical significance in job demand and social support(p<0.05). The result of this study could be useful to manage the work ability of aging worker and the job stress in industry.

• Journal of dental hygiene science
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• v.19 no.4
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• pp.220-227
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• 2019

Background: This descriptive study aimed to examine the relationship between the 4C core competencies and work ability among dental hygienists. Methods: From November 2018 to January 2019, data were collected-from 190 dental hygienists workong in dental clinics in Busan, Ulsan, and Gyeongsangnam province using structured questionnaires. For the general characteristics of the dental hygienists, frequency and percentage were calculated, and the level of the 4C core competencies and work ability of dental hygienists was calculated using means and standard deviations. A multiple regression analysis was conducted to analyze the effects of the 4C core competencies on work ability. Results: The mean scores for the 4C core competency levels of the dental hygienists were as follows: communication ability 3.34, critical thinking ability 3.41, creative problem-solving 3.40, and collaborative self-efficacy 3.27. Meanwhile the mean score for work ability level was 3.65. The predictive factors influencing work ability were communication ability and cooperative self-efficacy (p<0.001), and the sub-factors of critical thinking ability that affect work ability were sound conferences (p<0.01), intellectual fairness (p<0.05), intellectual enthusiasm (p<0.05), and self-confidence (p<0.001). Finally, the sub-factors of creative problem-solving ability that affect work ability were planning and execution (p<0.01) and performance evaluation (p<0.05). Conclusion: The current study showed that education programs covering the core competencies of dental hygienists, rather than the existing theoretical education program, should be developed and implemented to enhance 4C core competencies that affect work ability.

• Journal of the Korean Society of Safety
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• v.29 no.5
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• pp.129-135
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• 2014

In recent studies, construction industry workers with higher job stress and lower work ability were more likely to experience accidents at their workplace. Likewise, fatal accidents rate was higher among simple labor workers compared to technical workers. Therefore the evaluation of a worker's job stress and work ability seems to be important in preventing the occurrence of fatal accidents. To search for ways to reduce job stress and to improve work ability, the current study conducted a job stress analysis based on age, years of service, skill level, hobbies, sleep patterns, and monthly income. For this, the Korean occupational stress questionnaire short form and the Work Ability Index (WAI) developed by the Finnish Institute of Occupational Health (FIOH) were used. In this study, SPSS 12.0K statistics program was used for statistical analysis and significance was verified by the Kruskal-Wallis test and non-parametric tests. The results of this study can be summarized as follows : (1) Simple labor workers had higher job stress and less work ability than technical workers. (2) The more experienced workers had lower job stress and higher work ability. (3) In the case of workers who slept a lot, work ability was higher and job stress was less. (4) Monthly income influenced on the job stress and work ability. (5) Job stress and work ability in accordance with the age difference was not significant.

• Journal of the Korean Society of Safety
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• v.26 no.6
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• pp.79-84
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• 2011

There have been so many studies related to job stress or musculoskeletal disorders(MSDs) in the shipbuilding industry. However, study of employee performance evaluation that reflect on the industrial features of the deckhouse manufacturing industry has not been established. Therefore, this study aimed to evaluate workers' job stress and work ability through statistical significance tests according to age, work types, years of service, work forms and sex. For this, the study conducted a job stress test using the Korean Occupational Stress Questionnaire Short Form, and employee performance evaluations using the Work Ability Index(WAI) of the Finnish Institute of Occupational Health (FIOH) on 536 workers in the deckhouse manufacturing industry. MINITAB statistics program was used for statistics analysis and significance was verified with the Kruskal-Wallis test, a corporate body of nonparametric statistical analysis. As a result, employee performance had significant differences, depending on age, work types, years of service and sex, and job stress also depended on the number of service year and work form. Additionally, it was found that employee performance decreased more as job stress increased.

• Therapeutic Science for Rehabilitation
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• v.11 no.4
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• pp.41-53
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• 2022

Objective : The purpose of this study is to identify and analyze the vocational rehabilitation evaluation tool for the mentally disabled. Methods : For literature search, the Pubmed database was used, and for the analysis, the development year, evaluation method, number of items, scale, and evaluation items were analyzed. In the analysis method, each evaluation item was divided into four categories: function, internal factor, environment, and mental symptom, and the evaluation elements of each evaluation tool were identified. Results : When searching Pubmed through search terms, 161 documents were retrieved. According to the selection method, Griffiths Work Behavior Scale (GWBS), Occupational Functioning Scale (OFS), Social and Occupational Functioning Assessment Scale (SOFAS), Work Ability Index (WAI), Work Behavior Inventory (WBI), Work Environment Impact Scale (WEIS), and Work and Social Adjustment Scale (WSAS) were screened. The evaluation items of all evaluation tools included job-related functional evaluation. According to the purpose of each evaluation tool, internal factors, environment, and mental symptoms were measured. Conclusion : Occupational skills are skills in which various functions such as physical, cognitive, social skills, and coping skills act in a complex way. Therefore, it is necessary to include the four factors analyzed in this study: function, internal factors, environment, and psychiatric symptoms.

• Journal of Yeungnam Medical Science
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• v.36 no.3
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• pp.219-224
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• 2019

Background: Korea has shown a rapid pace of aging and has become an aged society in a shorter period than Western countries. Therefore, it is important that middle-aged workers maintain their ability to work in the industrial field at the maximum level while maintaining their health. The purpose of this study was to analyze the factors affecting work ability and to use this data to maintain the working ability of middle-aged workers in the future. Methods: From 2015 to 2017, we surveyed 371 street cleaners who visited a health center for health promotion in a metropolitan city. The relationship between the general characteristics of the survey subjects and the Work Ability Index (WAI) was confirmed by a univariate analysis. Statistically significant (p<0.2) factors were selected and a multiple linear regression analysis was conducted with WAI scores as a dependent variable. Results: Age, body mass index, body fat percentage, the Alcohol Use Disorders Identification Test-Korea (AUDIT-K) scores, the Psychosocial Well-Being Index-Short Form (PWI-SF) scores, maximal oxygen consumption ($VO_{2max}$), and hypertension showed statistically significant correlations with the WAI in the univariate analysis. In the multivariate analysis, the $VO_{2max}$, AUDIT-K scores, and PWI-SF scores were included in the regression equation. $VO_{2max}$ had the greatest effect on the standardization coefficient indicating the relative contribution of independent variables, followed by the AUDIT-K scores and the PWI-SF scores. Conclusion: Programs to increase workers' physical work ability and alleviate psychosocial stress and drinking habits should be developed and implemented in the future.

• Journal of Korean Elementary Science Education
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• v.21 no.1
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• pp.111-125
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• 2002

The aim of this study is to make it sure how pupils' science inquiry skills and attitude are influenced when they are taught by using the work-sheets for the differentiated learning according to their ability. In order to accomplish this aim, two classes of the fourth grade in the elementary school were distinguished into two groups: one was the experimental class and the other, the comparative class. The experimental class was given 52 hours of science lessons using the above sheets, and the comparative class, the general method of teaching. In order to compare their scientific interest and learning ability of the two groups each other, pupils were tested the standardized achievement in advance. The two groups were also given "ex post facto test" to measure the variation of their inquiry skills and attitude after the lessons. In addition, the experimental class was tested to measure their learning attitude after they are teamed the science with the sheets. The results of this study are as follows: 1. According to the percentile statistics of the science inquiry skills test between the two groups, the work-sheets for the differentiated teaming helped pupils develope their inquiry skills remarkably. 2. The work-sheets did not lead to significant difference between the learning ability of boys and girls. 3. The science lesson using the work-sheets showed positive influences in increasing pupils' scientific attitude. 4. About 77.2 percent of pupils accepted the excellent records of the evaluation in the science lesson using the sheets. It can be, therefore, concluded that the science lesson using the work-sheets for differentiated teaming is one of effective science lessons to increasing pupils' science inquiry skills, compared with the general teaching method.

• Health Policy and Management
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• v.15 no.1
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• pp.97-117
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• 2005

This study was designed to compare the differences m results of supervisor and subordinate rating. Data was collected from personnel evaluation and subordinate rating results for middle managers(n=68) in hospital from 3rd January to 20th March in 2004. Supervisor rating consisted of performance, ability and attitude evaluation. Subordinate rating consisted of leadership, ability and attitude evaluation. Collected data included sociodemographic characteristics, work department, work level, years of work, years at present level and whether working in a patient serving department. The difference of standardized supervisor and subordinate rating score was used to define groups as 'higher in supervisor rating group'. Groups were defined in total score, ability score and attitude score. Main results were as follows: 1. In total score, sectional chiefs were apt to be 'higher in subordinate rating group' while chief clerks were apt to be 'similar group' or 'higher in supervisor rating group'. Staffs in patient serving department were likely to be 'higher in supervisor rating group' and staffs in non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 2. In ability score, there were no statistically significant differences in age, sex, years of education, work department, work level, years of work and whether working in a patient serving department among 'higher in supervisor rating group', 'similar group' and 'higher in subordinate rating group'. 3. In attitude score, staffs in the department of medical affairs and the department of administration were apt to be 'higher in subordinate rating group'. Staffs in the department of nursing were apt to be 'higher in supervisor rating group'. Staffs in a patient serving department were likely to be 'higher in supervisor rating group' and staffs in a non-patient serving department were likely to be 'higher in subordinate rating group'. All these results were statistically significant. 4. Logistic analysis about total score showed that sectional chiefs had higher Odds Ratio(OR) to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. Both these results were statistically significant. 5. Logistic analysis about ability score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group'. Staffs in a non-patient serving department had higher OR to be in 'higher in subordinate rating group'. These results were not statistically significant. 6. Logistic analysis about total score showed that sectional chiefs had higher OR to be in 'higher in subordinate rating group', but the difference was not statistically significant. Staffs in a non-patient serving department had significantly higher OR to be in 'higher in subordinate rating group'. In conclusion, there is no clear superiority between supervisor and subordinate rating in personnel evaluation. It would be better to use a mixed model. It's also suggested to use an intervening rate of application or scores considering work levels and work department in personnel evaluation. These results would be helpful for hospitals planning a supervisor and subordinate rating system for personnel evaluation.

• The Journal of the Convergence on Culture Technology
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• v.10 no.4
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• pp.121-132
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• 2024

This study attempted to determine the effects of job stress, nursing problem-solving ability, nursing work performance, and job stress and nursing problem-solving ability on nursing work performance according to the MBTI type of nurses. The study subjects were 141 nurses working at a medical institution in G Province, and data collection was conducted from March 01 to March 31, 2024. The collected data were analyzed using correlation and multiple regression analysis. Among the psychological function types of MBTI, the SF type (sympathetic and friendly type) was the most common, and among the psychological temperament types, the SP type (sensuous and open type) was the most common. Nursing work performance had a negative correlation with job resource stress, a positive correlation with nursing problem-solving ability, and a positive correlation with problem recognition, information collection, planning ability, and evaluation. The variable that had a significant impact on nursing work performance was job resources, and problem recognition, a subfactor of nursing problem-solving ability, was found to be the best predictor of nursing work performance, followed by planning ability. The explanatory power was 17.8%. The results of this study are expected to be used as basic data to develop efficient nursing management guidelines by not only improving understanding of the personality of nurses but also investigating factors related to nurses' work performance. Through the development of programs and measures to improve nursing performance, it is necessary to revitalize programs, provide educational opportunities, and provide institutional support from hospital organizations to enable high-quality nursing care through skilled nursing work.