• Proceedings of the Safety Management and Science Conference
• /
• 2007.11a
• /
• pp.85-95
• /
• 2007

It compared subcontractor with contractor that are wages, the labor hour and labor condition of the work environment back are inferior relative. The subcontractor which basically the contract workers evade the dangerous process or the difficult work, the dirty work back what is called 3D the case which does to keep a business is many. so With life it will be threatened consequent health directly. The possibility where the subcontractor will be exposed to danger work came to be high. Together the reason of subcontract at managing the big business the case which becomes accomplished in objective, about lower the immediacy safety&health problem, subcontractor assigned workers is the actual condition only it could not be deteriorated more in public finance of the supply and enterprise and technical ability insufficiency. Consequently it prevents the subcontract which danger work is insensitive from this research and immediacy of the subcontract workers who is weak hygiene circumstance complement the plan it will be able to secure the immediacy safety&health subcontract workers, substantially to prepare in the hazard subcontract proprietor.

• Journal of the Korea Convergence Society
• /
• v.6 no.6
• /
• pp.57-63
• /
• 2015

The objective of this research is to find out how strategy development and deployment effect on patients satisfaction, employee satisfaction, and work process in Korean hospitals. Previous researches suggested when establish a strategy had to reflect internal ability which are work process, employee satisfaction and others and external ability which are patients satisfaction and others. As a results, strategy development positive influence on patients satisfaction, employee satisfaction and work process, and strategy deployment positive influence on patients satisfaction, employee satisfaction and work process as well. Patients satisfaction positive influence on hospital performance and work process influence on hospital performance but employee satisfaction is not.

• Safety and Health at Work
• /
• v.3 no.2
• /
• pp.117-122
• /
• 2012

Objectives: To describe the time perspective of return to work and the factors that facilitate and hinder return to work in a group of survivors of acute coronary syndrome (ACS). Methods: Retrospective semi-structured telephone survey 2 to 3 years after hospitalization with 84 employed Dutch ACS-patients from one academic medical hospital. Results: Fifty-eight percent of patients returned to work within 3 months, whereas at least 88% returned to work once within 2 years. Two years after hospitalization, 12% of ACS patients had not returned to work at all, and 24% were working, but not at pre-ACS levels. For all ACS-patients, the most mentioned categories of facilitating factors to return to work were having no complaints and not having signs or symptoms of heart disease. Physical incapacity, co-morbidity, and mental incapacity were the top 3 categories of hindering factors against returning to work. Conclusion: Within 2 years, 36% of the patients had not returned to work at their pre-ACS levels. Disease factors, functional capacity, environmental factors, and personal factors were listed as affecting subjects' work ability level.

• Journal of the Korean Society of Safety
• /
• v.21 no.4 s.76
• /
• pp.114-118
• /
• 2006

Recently, work-related musculoskeletal disorders(WMSDs) is one of the major issues in the shipbuilding industry. The number of injured workers has rapidly increased and demands for workers compensation, improvement of work condition and environment to prevent WMSDs become larger. To protect and reduce WMSDs in the shipbuilding industry, simulation technique which showed it's ability of increasing the manufacturing productivity will be applied, because simulation technique has the evaluation ability for a worker's danger level of production process by human activity analysis. In our research, we modeled worker's attitude and simulated worker's action. We evaluated the caution level, compared and analyzed the difference point of digital human which made on computer and actual worker's attitude to check feasibility of human modeling and simulation in the shipbuilding industry.

• Proceedings of the Materials Research Society of Korea Conference
• /
• 1993.11a
• /
• pp.3-4
• /
• 1993

• Journal of muscle and joint health
• /
• v.21 no.3
• /
• pp.224-235
• /
• 2014

Purpose: The purpose of this study was to test the reliability and the validity of the Practice Environment Scale of Nursing Work Index (PES-NWI) scale when applied to Korean psychiatric nurses working in the psychiatric hospital in Korea. Methods: Data from 224 psychiatric nurses working in the 6 psychiatric hospitals in Korea were analyzed using Cronbach's ${\alpha}$, item total correlation, and exploratory factor analysis. Results: The Cronbach's ${\alpha}$ for the 27 items from the PES-NWI were .93, and the item total correlation coefficients ranged from .38 to .64. Six factors which explained 61.2 of variance in the perception of practice environment, emerged; nurse professional role and development, nurse manager ability, leadership, and support of nurses, staffing and resource adequacy, nursing foundation for quality of care, collegial nurse-physician relations, co-worker's ability and qualification. Five derived factors reconstructed, and two factors were renamed. Conclusion: Findings demonstrate that not all but 27 items from PES-NWI is a reliable and valid scale when applied to Korean psychiatric nurses working in Korea. Also findings indicate that Korean psychiatric nurses perceive practice environment differently than American nurses but have some point of similarities with Asian nurses working in the United States.

• Journal of Korean society of Dental Hygiene
• /
• v.9 no.4
• /
• pp.633-643
• /
• 2009

Objectives : This study is aimed to help the dental hygiene department students to improve their adaptive ability to the field work by letting them know the performing levels required of the job world, by renovating the knowledge-centered curriculum, and by finding out the core competencies needed for successfully performing their duties and tasks in the work field. Methods : The survey tool was recomposed through the examination of the preceeding studies on basic vocational competencies and skills, and the survey has been done to 200 dentists in Seoul and Gyunggi provice. Results : 1. As for the job-getting routs, 35.1% of them finds their jobs through the job portal sites, and 21.3% through the recommendation by professors. So we can see the meaningful difference in the employment ways. 2. Dental hygiene clinics think that the purpose of their cooperation with the colleges is mainly to secure human resources by requiring the colleges to give field-centered education the colleges through. 3. The clinics for dental hygienic students' field learning have a great power for hiring the students. So it is necessary to set up a good management system of the clinics for dental hygienic students' field learning in order to reinforce the students' competitive power in getting jobs. 4. The priorities in basic working abilities needed for the task performance are in the order of vocational responsibility, self-managing & developing ability, interpersonal skill, and problem solving ability. 5. The core competencies required of those who graduate from dental hygiene school show the following scores by Likert measurement; good personality and vocational consciousness 2.16(${\pm}.677$), understanding power of major-related knowledge 2.19(${\pm}.723$), field adapting ability 2.31(${\pm}.748$), get-along-with ability 2.32(${\pm}.799$), interpersonal skill 2.42(${\pm}.768$), and self-development ability such as getting certificates 2.43(${\pm}.729$). Among the core competencies, the only meaningful factor which influences on their satisfaction measurement has been identified as the professional ability related to the major. Conclusions : The results suggest that the knowledge and skill related to the major are core competencies of able human resources and closely related with the professionality of the job, and so they are very important. However, job basic abilities are also proved to be important, which reinforce the students' activeness, self-regulation, and creativeness, and help them to pursue their lasting growth in their abilities.

• Journal of the Korean Society of Industry Convergence
• /
• v.8 no.4
• /
• pp.227-234
• /
• 2005

In this study an experimental investigation was conducted to assesment of cutting ability for CBN ball end-milling, STD11 and NAK80 materials. The cutting force and surface roughness of the work-pieces were obtained in machining center. The assessment of CBN tools were inspected through the tool dynamotor and SEM. When $30^{\circ}$ negative rake angle, the wear and cutting force were good, surface roughness was better at cutting fluid during CBN cutting.

• Journal of Korean Academy of Nursing Administration
• /
• v.22 no.5
• /
• pp.461-470
• /
• 2016

Purpose: The purpose of this study was to identify the effect of nurses' psycho-social health and social support from colleagues on patient caring ability. Methods: A cross-sectional survey design was used and the participants in this study were 422 nurses from 3 general hospitals. Data were collected using a self-administered questionnaire and collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and multiple regression analysis with the SAS 9.4 program. Results: Total mean score for psychosocial health was $3.15{\pm}0.57$, for social support from colleagues, $3.43{\pm}0.55$, and for caring ability, $4.04{\pm}0.53$. Psychosocial health, social support from colleagues, and married status were identified as significant factors influencing patient caring ability. Conclusion: Findings from this study indicate that psychosocial health and social support from colleagues are related to patient caring ability, and thus, to improve nurses' caring ability for patient and for self, it is important to create a work environment that keeps nurses healthy and promotes collaboration with colleagues.

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