• 가족자원경영과 정책
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• 제13권2호
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• pp.65-83
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• 2009

The purposes of this study were to analyze the needs for the balance of work-family and to provide the related policies for dual worker family. We focused on the life area of educare and school. Data were collected from 197 working mothers who have 1 or more children under age 10. The findings were: 1) after-school programs, holidays on every alternate Saturday, arbitrary no school days were not appropriate to the working parents' everyday life patterns, so the paradigm and practical conditions should be adapted to the needs of working parents. 2) the most working parents depended on the kindergarden, but the parents' satisfaction with the quality of service, time duration, the human resource of educare teacher was not sufficient, so these issues should be discussed more profoundly.

• 대한간호학회지
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• 제38권6호
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• pp.843-852
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• 2008

Purpose: The purpose of this study was to measure the effects of a breast feeding promotion program for working women on breast feeding continuation, mother-infant attachment, and maternal sensitivity. Methods: The design of this study is nonequivalent control group design with repeated measures. Results: There were significant differences in breast feeding continuation between two groups at each time point except 2 days and 1 week after delivery. The scores of mother-infant attachment and maternal sensitivity of experimental group were higher than those of the control group, but there were no significant differences between two groups. Conclusion: Although some modifications in contents and administration will be required to increase the effectiveness of the program, breast feeding promotion program for working women can be an effective nursing intervention which can facilitate breast feeding continuation and mother-infant relationships.

• 한국주거학회논문집
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• 제9권1호
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• pp.109-120
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• 1998

The purpose of this research is to provide basic data for future home office design by surveying office workers' opinions about home-based working. The study is based on a survey done with 215 office workers in Seoul. The major findings are as follows. Home-based working is viewed as affirmative among office workers. Office workers thing that 3 days a week is desirable for working at home. The first reason why they want to work at home is 'having more free time for other interests,' the second one is 'being more creative or concentrating on work.'and the third one is 'reducing the stresses from the loaded tasks and relationships between colleagues'. While the first reason why they don't work at home is 'the notion that home is one thing and work is another.' the second one is 'lack of relationships between people.' and the third one is 'unable to concentrate on work because of many house chores.

• 한국직업건강간호학회지
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• 제32권4호
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• pp.141-151
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• 2023

Purpose: This study explored caregivers' support needs to relieve their physical burden while working in long-term care facilities. Methods: Participants were 12 caregivers with more than 10 years of experience working at six long-term care facilities in Gwangju, South Korea. Data were collected through individual interviews conducted between June and July 2023. The results were analyzed using qualitative content analysis. Results: Of the four sub-categories and 13 codes, two categories emerged: "need for welfare medical devices" and "need for improved working conditions." Conclusion: Caregivers working in long-term care facilities require support in deploying and utilizing welfare medical devices to reduce their physical burden, along with improving staffing standards and ensuring they receive the proper amount of days off. Therefore, it is necessary to mandate the provision of a certain level of welfare medical devices to ease the physical burden on caregivers and improve the standards for the placement of caregivers in long-term care facilities.

• 산업경영시스템학회지
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• 제35권1호
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• pp.107-114
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• 2012

The human resources of an enterprise is very important in order to survive in these days of business environment. This study investigates the influence of working conditions on organizational effectiveness. Job satisfaction and immersion has been regarded as a key conception of organizational effectiveness. The focus of this study is to investigate the effects of R&D employee's working conditions on organizational effectiveness. The results of this study show that organizational effectiveness are greatly influenced by working conditions. According to the result, First, an enterprise must make a favorable working conditions for R&D employees, the enterprise will provide R&D employees with support for collegiality and good relationship with superiors. Second, the systems of organization are significant in organizational effectiveness. Therefore, the enterprise gives the enterprise's vision and autonomic authority of business to R&D employees in order to improve organizational effectiveness. Finally, the enterprise must admit failure and compensates R&D employees for creative ideas.

• 한국산업보건학회지
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• 제31권4호
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• pp.503-509
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• 2021

Objectives: The utility of the system was analyzed by applying the smart safety technology system to the aging pipe rehabilitation facility construction classified as a confined space. Methods: Smart safety management system was applied to a site where the aging pipe rehabilitation work was in progress. The working environment was measured for 25 days, and the toxic gas saturation was analyzed according to the working time and working place. Results: Based on the measured results, two characteristic environmental changes in the confined space were confirmed. First, when working inside an aging pipe, the tendency of carbon dioxide saturation increases with working time and the number of workers. Second, oxygen decreases when working in a space away from the entrance. Conclusions: Various applications of smart safety technology have been confirmed based on the measured data, and this is expected to be useful for environmental characteristic analysis and safety management when applied to a confined space composed with various conditions in the future.

• 치위생과학회지
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• 제24권1호
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• pp.29-36
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• 2024

Background: This study aimed to investigate whether there is a difference in organizational member attitudes by workplace environment and workplace types in dental hygienists working at dental health centers. Methods: A face-to-face survey or online survey was administered to dental hygienists working at dental health centers, and a total of 95 subjects were included. The survey includes 13 items to ask factors affecting employee's job satisfaction. Also, some questions were included to assess perception of organizational member attitude: five about organizational citizenship behavior, two about innovative behavior, and four about organizational commitment. Results: Dental hygienists working at dental clinics were more satisfied with their incomes and numbers of working days, while those from dental university hospitals and general hospitals were more satisfied with education support. In addition, hygienists working at dental hospitals were more satisfied with job autonomy, individual work capability, safe working environment, personal relation, potential for personal development, and positive labor-management relations, compared to those working at general and university hospitals (p<0.05). Among the items about perception of organizational member attitudes, the scores of items about organizational citizenship behaviors were higher, whereas the scores of items about innovative behaviors were relatively lower. Individuals working at dental hospitals than those working at general and university hospitals, chiefs and team and department leaders than team members, and those with increased satisfaction with current workplace had more positive perception of organizational member attitudes. Conclusion: For dental hygienists to have positive attitudes as organizational members, working environment should be improved, and executives of dental healthcare centers should pay attention to improving job satisfaction of organizational members. Moreover, since dental hygienists need to improve their perception of innovative behaviors and citizenship behaviors to strengthen specialty of dental hygienists in a changing dental healthcare, relevant training should be addressed in refresher courses or school programs.

• 한국농공학회지
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• 제21권3호
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• pp.83-91
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• 1979

This study was conducted in order to find out the performance of rice transplanters in accordance with the change of the trans-planting days after pudding and the water depth flooding the paddy field at the time of transplanting : and thus to select the optimum paddy field preparation procedures for an efficient utilization of rice transplanters. The performance factors of the two different types of rice transplanters were measured during the first 6 consecutive days after puddling and with 3 different levels of water depth flooding the paddy fields. The results of this study were analysed and summarized as follows : 1. Wheel sinkage decreased very rapidly from 0 to 2 days after puddling and slowly from 3 to 5 days after puddling. 2. The depth of the test cone penetration decreased rapidly during the first few days after puddling. It was 17.8cm just after puddling, and decreased to 13.4cm one day after puddling. After 2 days, the rate of decrease was dampened, and after 5 days it kept constant value of 9.2cm. 3. Two days after puddling, the hill interval was 15.8cm (98.75% of the preset value) for broadcasted seedling rice transplanter with 3cm flooding depth : This value was the closest to the pre-adjusted value of 16cm. The general performance of broadcasted-seedling type rice transplanter was better than that of strip-seedling type rice transplanter. 4. Usually the working performance of a rice transplanter is evaluated with uniformity and adjustability of the hill intervals. The hill interval was the most uniform and closest to the pre-set value of 16cm when planted two days after puddling with 3cm of water depth. When it was inavoidable to plant 4 days after puddling with stripseedling type rice transplanter, it is advisable to let the water flooded somewhat deeper. 5. The percentage of missing hills including floating and burried seedlings was the highest just after puddling and ie decreased substancially until 3 days after puddling and then it increased again. Hence, the optimal time transplanting is to be between 2 and 3 days after puddling. 6. Better postures of planted seedlings were found when planter 2 days after puddling than 3 days after puddling. Six cm of flooding water depth always gave the best results with respect to the postures of planted seedlings. Broadcasted-seedling rice transplanter, in general, showed better posture of planted seedlings than did strip-seedling type rice transplanter. 7. Judging from the above results, the optimal conditions will be 3cm of flooding depth and transplanting between 2 and 3 days after puddling.

• 산업융합연구
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• 제3권2호
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• pp.73-84
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• 2005

Musculoskeletal Disorders are usually caused or aggravated by poor work processes and unsuitable working conditions - that involve repetitive or forceful movements or the maintenance of constrained or awkward postures. The condition is characterized by discomfort and persistent pain. Case and Demographic Characteristics for Work-related Injuries and Illnesses Involving Days Away From Work, 2003. U.S" was examined. Causes of musculoskeletal disorders for assembly line workers were carpal tunnel syndrome(CTS), tendonitis, low back pain, and occupational stress. Recommendations of improvement for productivity are redesign of working conditions, exercise, prevent of musculoskeletal disorders and avoiding stress.

• 한국해안·해양공학회논문집
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• 제27권1호
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• pp.14-24
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• 2015

본 연구는 선박의 크기, 계류조건, 파랑의 주기, 파향 등에 의한 계류선박의 동요량을 해석하고 선박의 하역한계파고 산정 및 항만가동율을 평가하는 방법을 제시한 것이다. 본 방법은 포항신항 제8부두의 파랑관측자료를 이용하여 타당성을 검증하였다. 하역중단 시 파랑관측 자료는 파고 0.10~0.75 m, 주기 7~13 s 이었으며, 이때 계류된 선박은 800~35,000톤 이었다. 그리고 본 방법으로부터 산정된 제 8부두의 하역한계파고는 선박 5,000, 10,000, 30,000톤에 대하여 파고 0.19~0.50 m, 주기 8~12 s로 산정되었다. 본 방법의 결과는 연구대상 선박의 크기가 현지 선박의 크기와 정확히 일치하지는 않아서 파고는 관측치와 다소 차이를 보이지만 주기변화에 따라 하역한계파고를 잘 재현하고 있음을 알 수 있었다. 그리고 파향이 75도 인 경우의 본 방법에 의한 하역한계파고는 현행 항만설계 기준에 제시된 한계파고 보다 장단주기 파를 고려하면 16~62% 감소하였고, 단주기 파랑만 고려하면 0~46%감소하였다. 특히 현행 항만설계기준의 하역한계하고는 10,000톤 이하의 선박에 대해서는 과대 평가되었음을 확인할 수 있었다. 한편, 선박의 동요량을 고려하여 산정된 포항신항 제 8부두의 가동율은 설계기준 파고에 의한 가동율 에 비하여 6.5% 감소하였다.