• Journal of Preventive Medicine and Public Health
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• v.29 no.3 s.54
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• pp.679-692
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• 1996

This study was performed to find the prevalence and the associated risk factors with low back pain(LBP) of the staffs in a university at Kwang-ju city. The data were collected by a questionnaire including SDS(self - rating depression Scale) battery from September 1st to October 15th, 1996. The results were as follows; 1. The prevalence rate of LBP during lifetime was 73.1%, 53.1% for the last one year, and 23.6% for the last one week. 2. Statistically significant factors related to LBP during lifetime were sex and satisfaction with job. Sex, smoking, alcohol drinking, occupation, work posture, forward bending of trunk and satisfaction with job were selected as significant factors related to LBP during the last one year. The significant determinants related with LBP during the last one week were sex, smoking, alcohol drinking, occupation, forward bending of trunk and satisfaction with job. 3. Through the analysis of self - rating depression scores according to LBP, respondents with LBP had the significantly higher value of physiological disturbances and lower value of psychomotor activities than those without LBP. 4. Through the multivariate logistic regression, significantly associated factors with LBP during lifetime were selected to be female(OR=2.63, 95% CI : $1.08\sim6.40$), dissatisfaction with job(OR=2.16, 95% CI : $1.16\sim4.15$), those for the last one year were chosen to be female(OR=2.30, 95% CI : $1.03\sim5.12$), forward bending of trunk(OR=2.18, 95% CI : $1.26\sim3.79$), dissatisfaction with job(OR=1.84, 95% CI : $1.06\sim3.21$), and those for the last one week were female(OR=3.00, 95% CI : $1.17\sim7.69$), forward bending of trunk(OR=2.85, 95% CI : $1.38\sim5.88$). In conclusion, for effective prevention of the LBP at work site, appropriate improvement of work posture and various psychological factors should be considered.

• Journal of Technologic Dentistry
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• v.29 no.2
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• pp.181-196
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• 2007

The purpose of this study is to investigate relations between the organizational culture and job satisfaction of ordinary dental technicians who are serving at dental laboratories. Findings of the study are summarized as follows. Ordinary dental technicians' job satisfaction as a whole was measured 3.40 in average score. In detail, those dental technicians were highest in satisfaction about their work, followed by their work conditions, organizational relations and occupation itself in order, but showed some dissatisfaction in terms of their self-realization. Regarding relations between the organizational culture and job satisfaction of ordinary dental technicians, the former was found significantly affecting the latter. Those dental technicians' job satisfaction was being most positively influenced by innovation-orientation as one of their organizational culture styles, followed by task-orientation. In regard to relations between sub-areas of the satisfaction and styles of the culture, ordinary dental technicians' organizational relations were being significantly, positively affected by such styles of their organizational culture as relation-orientation and task-orientation. Those technicians' occupational satisfaction, self-realization and work conditions were being strongly influenced by one of their organizational culture styles, that is, innovation-orientation. Originary dental technicians' work satisfaction was not being significantly affected by any of the organizational culture styles. The more relation- or task-orienting ordinary dental technicians were in organizational culture, the stronger their organizational relations were. The more innovation-orienting ordinary dental technicians were in organizational culture, the more those dental technicians' satisfaction regarding their occupation, self-realization and work conditions is likely to positively change. These findings indicate that ordinary dental technicians are even more orienting both relation and task in organizational culture, while being afraid of innovation and that their organizational culture as a whole is somewhat strict hierarchically.

• Safety and Health at Work
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• v.5 no.1
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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.

• Korean Institute of Interior Design Journal
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• v.15 no.2 s.55
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• pp.37-47
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• 2006

The purpose of this study was to provide basic data for better design of Pharmacy after introducing the new system of separation of dispensing from prescribing medicine. To analyze characteristics of interior design in pharmacy and to measure worker satisfaction, a survey was conducted with 255 workers who serve at any Pharmacies located in Busan, Korea. For data analysis, descriptive statistics, t-test, One-way ANOV A were performed with the SPSS Win program(Ver. 10.0). The major findings were as follows: 1) As a result of analyzing the role and functions of the pharmacist is to be classified into many items such as entrance, a waiting room, a dispensary, a medication & consultation area, a drug storage and a worker's room. 2) Natural substances should be used more widely instead of using chemical substances for the pharmacy interior design as finishing materials 3) Pharmacy worker's satisfaction with dispensary is specially low among the total satisfaction which is :slightly higher than the average. 4) The degree of satisfaction between pharmacy workers from different groups varied depending on work hours, and especially long time(over 10hrs) workers showed dissatisfaction. Pharmacy managers need to consider the option of expanding convenience facilities. 5) According to the satisfaction analysis for each pharmacy conditions, the group who worked in 30-pyeong spaces were most satisfied. Since the 30-pyeong space is most standardized space research should be conducted.

• Journal of the Korean Society of Clothing and Textiles
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• v.28 no.1
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• pp.172-181
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• 2004

The purpose of this study was to develop functional lab gowns in the view of safety and work efficiency. As the first step of this study, we surveyed on satisfaction rates, preferences and inconvenience items in regard of lab gowns. The data was obtained from 138 graduate students specialized in science and 113 medical students. Respondents answered that the first purpose of wearing lab gown was to protect body from danger. Wearing frequency followed with ‘always’, ‘as possible as’, and then ‘sometimes’. Forty-five percentage of respondents answered that they didn't wear lab gowns often in summer because of hot weather. The contaminated or damaged parts of lab gowns followed with cuffs, abdomen, thigh, lower part, and then chest. Washing frequency followed with ‘once a month’, ‘once per six months’, and then ‘more than once a week’ There were significant differences in normal wearing frequency, wearing frequency by season and washing frequency due to major. There were no significant difference by sex and major in all questions. In regard of the protective capacity of current lab gowns, most respondents answered that ‘It's normal’(60%), ‘It's enough’(21%), so that they didn't show much dissatisfaction. Forty-three percentage of respondents were not satisfied with cuffs. Respondents answered that the cuffs were in danger and inconvenient because of broad cuffs. In regard of color, preference for white were high and followed with ivory, light sky, light green. and then light pink. Materials of current lab gowns were cotton/polyester or polyester 100%. Sixty-eight percentage of respondents were satisfied with that and others were not. The reasons for dissatisfactions were as follows; those materials were not protective to chemicals thoroughly enough. Cotton/polyester materials were heavy. Wearing sensation of polyester 100% was not good.

• Journal of the Korea Institute of Building Construction
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• v.15 no.4
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• pp.433-439
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• 2015

The aim of this study is to suggest basic data about efficient motivation plans for improving the image of the design and Construction Management (CM) field and enhancing professional consciousness of employees. The major findings and conclusions of this study are as follows. First, the employees in design firms had a relatively high level of dissatisfaction with the 'Reduction of work hours', and those in CM companies had a relatively high level of dissatisfaction with the 'Fringe benefit conditions'. Second, when the effects of the items of job satisfaction on overall job satisfaction were analyzed through factor analysis, job performance satisfaction had the biggest effect on the employees in design firms, and intrinsic reward and opportunity satisfaction had the biggest effect on those in CM companies.

• Culinary science and hospitality research
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• v.12 no.3 s.30
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• pp.75-90
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• 2006

The purpose of this study is to understand how to activate field training internships through former researches related to training internships. The concept of field training is the same as education of work experience. Students have experienced the skills of practical jobs in the tourism industry and could enhance acquisition of professional theories. According to domestic former researches, students who participated in hotel field practice hardly satisfied with internships due to unreasonable duties, burdens and circumstances regardless of efficiency of school curriculum. Also, they showed dissatisfaction with compensation. However, foreign studies have only focused on communication between hotels and schools. Finally, in order to activate industrial field training internships, schools and hotels have more delicate harmonization to address training internship problems. In addition, promoting field training internships must include proper incentives and must be supported by school. And also the hotel management must offer incentives to the students who are under field training internships in the hotel. From internship programs, students could get much more benefits in hotel job application.

• Journal of the Korean Society of Food Culture
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• v.16 no.5
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• pp.423-430
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• 2001

The facts of job satisfaction and their perceived importance among elementary school foodservice dietitians were assessed. The survey instrument consisted of three parts: the job satisfaction survey was used to measure facets of job satisfaction and the level of total satisfaction; perceived importance questions for corresponding job facets; and demographic items. A survey of school food service operations was undertaken and detailed information was collected from 170 dietitians. The collected data were processed using the SPSS package program for descriptive analysis and analysis of valiance. School foodservice dietitians' importance and satisfactions scores on their job and working environment were 4.25 and 2.83, respectively. The respondents rated the subscales of 'communication' and 'nature of work' the highest and the subscales of 'pay' and 'working environment' the lowest The results of facet satisfaction scores and corresponding perceived importance scores were paired to be plotted on the Importance-Performance Analysis Grid. IPA grid was used to provide a strategy for food service managers to counteract dietitian dissatisfaction.

• Proceedings of the Culinary Society of Korean Academy Conference
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• 2006.08a
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• pp.5-20
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• 2006

The purpose of this study is to understand how to activate field training internships through former researches relation to training internships thesis. The concept of field training is the same as work experience education. Students have experienced the skills of a practical job in the tourism industry. And also could enhance acquisition of professional theories. According to domestic former researches, The students participated in hotel field practice hardly satisfied with internships because unreasonable duties, burden and circumstances regardless of efficiency of school curriculum. And also they are showing dissatisfaction with compensation. However, Foreign study only on focus on communication between hotel and school. Finally, In order to activate industrial field training internships, School and hotel have more delicate harmonization to improve training internships problem.

• Journal of Families and Better Life
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• v.30 no.6
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• pp.167-181
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• 2012

This study analyzed consumer's harsh complaining behaviors and firm's reactions toward consumers' harsh complaining behavior, and investigated the differences in the firms' reactions according to the characteristics of counselors and customer service centers. In addition, this study attempted to find a strategy and provide guidance regarding consumer's harsh complaining behaviors. The results of this study are discussed below. First, consumer's harsh complaining attitudes were expressed by crude language, violent language, threats, personal attacks, and claims of a high-ranking social position. Consumer's directive, complaining behaviors were repeated on the telephone, and threats of prosecution or disclosure to the public, exposure of habitual product returns, and requests for interviews with superiorsat the representative firm were made. Second, a firm typologies according to its reaction style toward a consumer's harsh complaining behaviors were as follows: Group 1, having a neutral attitude toward consumers and preparation thoroughly regarding their demands; Group 2, having a negative attitude toward consumers and some degree of preparation toward consumers' demands; and finally, Group 3, having a positive attitude toward consumers but offering insufficient reparation regarding consumers' demands. Third, female counselors, counselors having a certified counselor's license, and those much experience working in labor work were more likely to be in Group 3. Male counselors, part-time counselors, and those having experience of many years were more likely to be in Group 2. Group 1 were more likely to have large number of workers at customer service centers, male counselors, and to have large numbers of educational training programs related to the reactions of consumers in the form of dissatisfaction, complaints, how to offer compensation for injuries to consumers, and issues related to PL(product liability). In addition, Group 1 also had more firm level welfare policies related to hight stress levels of consumer counselors and extra types of support regarding harsh consumers. However, Group 2 members were more likely to provide excessive compensation and rewards to harsh consumers. Finally, to react to consumer's harsh complaint efficiently, it was suggested that firms should not treat consumers as harsh consumers, should react to consumers' complaints sincerely, and should take precautionary management efforts as regards consumer dissatisfaction based on better quality control of products. In addition, it was deemed necessary to formulate a management strategy to train competent consumer counselors with a high quality of counselor skill, having standardized and consistent reaction guidance toward consumer complaints and thorough knowledge of compensation rules for consumer injuries and subsequent guidance.