• 보건의료산업학회지
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• 제2권1호
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• 한국산학기술학회논문지
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• 제13권7호
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• pp.3065-3073
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• 2012

본 연구는 대구지역 여성들을 대상으로 웰빙 행동의 특성을 파악하고 이에 영향을 미치는 사회 인구학적 변인에 따른 웰빙 수준을 분석하여 이러한 요인들이 웰빙 행동에 어떠한 영향을 미치는지를 파악하고자 하였다. 320명의 여성들을 대상으로 설문조사를 실시하였으며, 사회 인구학적 변인에 따른 웰빙 수준, 웰빙 행동과 웰빙 행동에 영향을 미치는 요인을 검증하기 위해 t-test, ANOVA, 다중회귀분석을 실시하였다. 본 연구의 주요 결과를 요약하면 다음과 같다. 학력이 높을수록 웰빙 수준이 높은 것을 알 수 있었고, 직업에서는 교육 상담직과 자영업이, 월 소득은 높을수록, 자기관리 지출비용이 많고 건강하다고 생각하는 여성일수록, 음주량에서는 주 1~2회 섭취하는 여성들이 웰빙 수준이 높은 것으로 나타났다. 웰빙 행동에 영향을 미치는 요인을 분석한 결과 연령이 높을수록, 학력이 높을수록, 자기관리 지출비용이 많을수록, 흡연을 하지 않을수록 웰빙 행동을 많이 하는 것으로 나타났다. 웰빙에 대한 가치, 신념 등을 확고히 하여 여성들의 정체성을 유지하고 건전한 웰빙 인식을 고취시켜 건전한 웰빙 행동으로 유도해야 된다고 생각된다.

• 한국식품위생안전성학회지
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• 제12권3호
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• pp.240-253
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• 1997

The main problems contributing to food poisoning outbreaks in institutional settings and a home were reviewed and analyzed through the epidemiological investigations of food poisoning. The major documented factors included improper holding temperatures, inadequate cooking, poor personal hygiene, cross-contamination and contaminated equipment, food from unsafe sources, failure to follow food hygiene policies, and lack of education, training, monitoring and superivision. Usually more than one factor contributed to the development of an outbreak. (1) Use of improper holding temperatures was the single most important factor contributing to food poisoning. They included improper cooling, allowing a laps of time (12 hours or more) between preparing food and eating it, improper hot holding, and inadequate or improper thawing. Food thermometers were not used in most of the instances. (2) In inadequate cooking, the core temperature of food during and after cooking had not been measured, and routine monitoring was limited to recording the temperature of plated meals. Compared with conventional methods of cooking, microwave ovens did not protect against food poisoning as effectively. Centralized food preparation potentially increased the risk of food poisoning outbreaks. (3) Poor personal hygiene both at the individual level (improper handwashing and lack of proper hygienic practices) and at the institutional level (poor general sanitization) increased the risk of transmission. Person to person transmission of enteric pathogens through direct contact and via fomites has been noted in several instances. (4) Obtaining food from unsafe sources was a risk factor in outbreaks of food poisoning. Food risks were high when food was grown or harvested from contaminated areas. Possibilities included contamination in the field, in transport, at the retail site, or at the time it was prepared for serving. (5) Cross-contamination and inadequate cleaning/handling of equipment became potential vehicles of food poisoning. Failure to separate cooked food from raw food was also a risk factor. (6) Failure to follow food hygiene policies also provided opportunities for outbreaks of food poisoning. It included improper hygienic practices during food preparation, neglect of personnel policies (involvement of symptomatic workers in food preparation), poor results on routine inspections, and disregarding the results and recommendations of an inspection. (7) Lack of formal and in-service education, training, monitoring, and supervision of food handlers or supervisors were critical and perhaps neglected elements in occurrences of food poisoning.

• Asia pacific journal of information systems
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• 제17권3호
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• pp.105-130
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• 2007

Recently, there is a substantial interest in implementing Business Process Management System(BPMS) among enterprises with the purpose of business process innovation. BPMS redesigns and coordinates business processes in terms of both automated steps and human involvement in order to maximize the value of both involved people and systems. The reason why BPMS is getting attention from top managers is that it has the possibility to optimize the business processes by cycling the process of modeling, execution, monitoring, evaluation, and redesigning work processes. Thus, it has created high expectations about not only productivity improvement but also business process innovation. However. having an innovative nature, which is used for process innovation, BPMS implementation has great potential to stir up employee resistance. The analysis and the discussion about the prevention of the resistance against IS(Information Systems) is important because IS change the way people work and also alter the power structure within the organization, in general. The purpose of this study is to investigate factors that have an impact on the effective adoption of BPMS at the enterprise level. To find out these factors, this study considers two characteristics of BPMS: First. BPMS shares some characteristics with other enterprise-wide IS such as ERP. Second, it has special BPMS-specific characteristics. Due to the lack of previous research on BPMS adoption, interviews were carried out with IT-consultants and CIOs who conducted BPMS projects previously to find out BPMS-specific features that would make BPMS unique when compared to other enterprise-wide IS. As a result, the monitoring function was chosen as the main BPMS-specific factor. Thus, this paper reviewed studies both on enterprise-wide IS adoptions, which applied Technology Acceptance Model (TAM) and secondly on computer based monitoring to find out factors that would influence the employees' perception on the monitoring function of BPMS. Based on the literature review, the study suggested three factors that would have an impact on the employee's perception of the monitoring function: fairness of enterprise evaluation system, fairness of the boss, and self-efficacy of their work. Three factors that would impact the enterprise-wide IS adoption were also set: the shared belief in the benefit of BPMS, training, and communication. Then, these factors were integrated with TAM. Structural equation modeling was used to test hypotheses, out factors that would impact the employees' perception on the monitoring function of BPMS. Based on the literature review the study suggested three factors that would have an impact on the employee's perception of the monitoring function: fairness of enterprise evaluation system, fairness of the boss, and self-efficacy of their work. Three factors that would impact the enterprise-wide IS adoption were also set: the shared belief in the benefit of BPMS, training, and communication. Then, these factors were integrated with TAM. Structural equation modeling was used to test hypotheses. The data analysis results showed that two among three monitoring function related factors - enterprise evaluation system and fairness of the boss - were significant. This implies that employees would worry less about the BPMS implementation as long as they perceive the monitoring results will be used fairly for their performance evaluation. However, employees' high self-efficacy on their job was not a significant factor in their perception of the usefulness of BPMS. This is related to cases that showed employees resisted against the information systems because they automated their works (Markus, 1983). One specific case was an electronic company, where the accounting department workers were requested to redefine their job because their working processes were automated due to BPMS implementation.