• Korean Institute of Interior Design Journal
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• v.15 no.2 s.55
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• pp.118-126
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• 2006

This study aims at analyzing the characteristics and trends of future workplace in reference to the case for Digital Nomad Space (DNS). For this study, it has been investigated how to converge meanings of the digital environment and physical office space by which surveys to potential digital nomads were fulfilled. As a result, the types and the properties of future workplace in digital environment have been obtained. This study also includes general characteristics and design aspects of the time-based ubiquitous rental workplace followed by investigating future trends of the digital era. Thus, suggestions of spatial requirements of the digitalized office towards the practical level in the architectural interior design is proposed, and DNS has special features such as the cultural complex and ICT-based facilities with free accessibility to existing information and data over the air.

• Korean Institute of Interior Design Journal
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• v.13 no.4
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• pp.37-44
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• 2004

Advancement in electronic technology has given office workers a new freedom, and a new meaning to workplace flexibility. Actually non territorial workplace has different space elements from general and conventional workplace in terns of interior design and architecture even organization management. The purpose of this study is on the establishment of an evaluation model for non territorial workplace that may be used, practically on the spot. For the establishment of non territorial workplace evaluation model, it is ahead of the study of the feature and the type of none territorial workplace and the research for existing office evaluation technique by Preiser and Vicher. And then the evaluation model for none territorial workplace which is composed three parts that is user's importance, provider's importance and user' satisfaction related fact of workplace. It is constructed by 6 factors which are physical, psychological, workplace environmental, communication, exterior environment, and space managing system therefore each factors has scrupulous elements therefore the total elements are 40. To make more confidence the evaluation model for non territorial workplace, it requires that study continually through the survey with the non territorial workplace evaluation model.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.999-1006
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• 2020

This study provides an understanding of the role of job satisfaction as a mediator of compensation and workplace environments for the organizational commitment of employees in the public sector. This study used a structural model using path analysis. The population and sample in this study were all employees at the Population and Civil Registry Office of one of the districts in Indonesia. The sampling technique used was total sampling, due to the considerably smaller amount of the sample size. This study found that compensation and workplace environment could explain job satisfaction variables with a 93.8% confidence level and simultaneously compensation, workplace environment, and job satisfaction that could explain organizational commitment with a variable of 97.4%. This findings also shows that the manifest bonus variable on the latent compensation variable is one of the main indicators that needs to improve to increase job satisfaction and organizational commitment. One of the important things which needs to be done is to increase compensation. The first thing which needs to be done is to increase the bonus. Furthermore, to improve the quality of the workplace environment, facilities, and infrastructure such as stable internet connections, computer specifications are the important criteria that must be met.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.26 no.2
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• pp.198-209
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• 2016

Objectives: This study aimed to provide basic data for the improvement of the guidance services for the management of the workplace environment of the specialized health management institution, by making inquiries on the perception and extent of practice by health managers and workers in the workplace. Methods: Workplaces with officially noted environmental hazards of noise, organic compounds and/or dust-metals were selected in a South Korean metropolitan city in 2015. The workplace health managers(hereinafter referred to as 'manager') and workers at 97 workplace were interviewed. Managers are those who are in charge of health management at the corresponding workplace and the workers were subjected to in-depth interviews by sampling one worker for each of the workplace. Results: The majority of the managers acknowledged the guidance services of the specialized health management institution affirmatively. Regarding the extent of practice in accordance with the guidance on engineering improvement, only 23 managers(37.1%) responded. With respect to education, 40 managers(41.2%) responded that it was implemented along with 35 workers(36.1%) who responded that they received education, showing no significant difference between manager and worker. Regarding the actual wearing of the protective equipment, however, 83 of the manager(85.6%) insisted that workers wore the protective devices while only 44 workers(49.5%) responded that they actually wore the devices, thereby illustrating a significant difference between managers and workers. Conclusions: These results suggest the urgent necessity of improvement in the mechanism of guidance services of the specialized health management institution for the workplace environment management.

• Journal of the Korea Safety Management & Science
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• v.22 no.3
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• pp.31-41
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• 2020

The purpose of this study was to identify the relationship between bullying, nursing work environment, reality shock and factors of influence on turnover intension. Data were collected from 381 nurses who were under the charge nurse at a hospital with more than 600 beds in Seoul. The collected data were analyzed using the SPSS24.0 program. The mean score for turnover intension was 3.61 ± 0.89. The intension of turnover was correlated with bullying in the workplace (r=0.197, ⍴=.001), the nursing work environment (r=-.409, p=.001), and reality shock (r=.572, p=.001). Variables affecting turnover intension were the work department(β=-0.018, ⍴=.049), working environment(β=-0.424, ⍴<.000), and reality shock(β=0.654, ⍴<.000). The total amount of explanation for turnover intension was 37.3%. The degree of turnover intension of nurses was affected by work in general wards, the experience of workplace bullying and the nursing work environment. To reduce turnover intension, nursing work needs to be analyzed and efforts are needed to establish an effective communication system.

• Korean Institute of Interior Design Journal
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• v.14 no.2 s.49
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• pp.135-141
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• 2005

Subsequent to major changes in workplace such as communication method, uncertain organizational environment, and globalizaiton, several studies in workplace have explored the effects of those changes on work outcomes. Especially, employees need to have the balance in working alone and working with others. The purpose of this study is to examine the effects of control over the physical environment by individuals and the effects of flexibility on individual and group work outcomes in the workplace, to examine the effects of distraction on work outcomes, and to suggest a interrelationships among variables. In this study, four hundred and nine questionnaires were collected from employees of three manufacturing corporations in Michigan, U. S. In order to explore the causal interferences among multiple relationships suggested in this study, path analysis was employed using Lisrel 8.54. The results indicated that control over the physical environmental features of the workplace positively influenced job satisfaction. The findings also supported the hypothesis that flexibility is positively related to task group cohesiveness. It was found that distraction was negatively associated with control and flexibility. However, it was not supported that control was positively associated with perceived performance. This study found control and flexibility in the workplace to be important. Some practical implications were suggested emphasizing that control and flexibility allow limited resources to be used in ways that permit individuals to work effectively within a changing work environment.

• Journal of Digital Convergence
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• v.14 no.1
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• pp.241-252
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• 2016

The purpose of the study is to investigate the effects of workplace bullying of turnover intention in hospital nurses. The subjects were 500 nurses in general hospitals. Data were collected by self-administered questionnaires which were gathered March 1 to 20 in 2014. and analyzed by hierarchical multiple regression. In conclusion, turnover intention shows the positive correlation with workplace bullying while indicating the negative correlation with nurses' work environment, emotional intelligence and job satisfaction. Also, the workplace bullying had a significantly positive effect on turnover intention. The nurses' work environment, emotional intelligence and job satisfaction had negative effects on turnover intention. The job satisfaction was the mediating effect on the workplace bullying in turnover intention. The results of the study showed the importance of workplace bullying, nurses' work environment, emotional intelligence and job satisfaction in explaining turnover intention of nurses. The convergence programs to prevent workplace bullying should be developed and implemented to the nursing organization.

• Safety and Health at Work
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• v.13 no.1
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• pp.93-98
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• 2022

Background: Despite a growing number of investigations exploring the health problems in precarious workers, there is still a paucity of studies investigating workplace violence in workers with multi-party employment arrangements (WMPEAs). This study was aimed at comparing the prevalence of workplace violence between non-WMPEA and WMPEA. Methods: The 5th Korean Working Conditions Survey data were used. The study subjects were employees aged 20-74, with 26,239 non-WMPEA and 1,556 WMPEA. WMPEA included temporary agency workers and workers providing outsourced services. Workplace violence including verbal abuse, unwanted sexual attention, threats, and humiliating behaviors were used as outcome variables. The odds ratios of risk of workplace violence were calculated using multiple logistic regression. Results: The age-standardized prevalence of workplace violence was significantly higher among WMPEA. After adjusting for all covariates, the risk of workplace violence among WMPEA was still significant (OR 1.80, 95% CI 1.5-2.2) compared with non-WMPEA. The odds ratio of workplace violence among female WMPEA was 1.99 (95% CI 1.53-2.59), which is higher than that of male WMPEA (OR 1.52, 95% CI 1.18-1.96). Conclusion: We found that WMPEA were exposed to higher risk of workplace violence. Discrimination against WMPEA in the working environment and management policy need to be corrected. It is also necessary to identify the risk factors of workplace violence in WMPEA and to make efforts to prevent violence.

• Korean Journal of Occupational Health Nursing
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• v.32 no.4
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• pp.195-204
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• 2023

Purpose: The purpose of this study was to investigate the effects of nursing workplace spirituality, job embeddedness, and the nursing work environment on the organizational commitment of clinical nurses. The findings of the study will serveasafoundational resource for designinginterventions to improvenurses' organizational commitment. Methods: The samples of this study comprised 170 nurses working at general hospitals in B City. Data were analyzed through the SPSS 25.0 program using ANOVA, t-test, Scheffé test, Pearson's correlation coefficient, and multiple regression. Results: The primaryfactors impactingparticipants' organizational commitment were nursing workplace spirituality (β=.388, p<.001), nursing work environment (β=.232, p=.001), position (β=.145, p=.009),and pay satisfaction (β=.143, p=.012). These factors had an explanatory power of 51.4% with regard to organizational commitment. Conclusion: To improve nurses' organizational commitment, it is necessary to implementand developintervention programs aimed atincreasingtheir sense of workplace spirituality. Moreover, organizational management and policy initiatives are needed to foster apositivenursing work environment and pay satisfaction.

• Korean Journal of Occupational Health Nursing
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• v.29 no.2
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• pp.160-171
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• 2020

Purpose: This study explored the association between workplace discrimination and violence and depressive symptoms among Korean employees. Methods: Data were obtained from the 4th Korean Working Condition Survey of 2014, which included 21,902 Korean employees. Depressive symptoms were measured using the WHO-5 Well-Being Index questionnaire scales. Results: A statistically significant relationship between workplace discrimination and workplace violence was found, and these two variables were also associated with depressive symptoms. After adjusting for variables such as sociodemographic characteristics, physical risk, and psychosocial working environment, workplace discrimination (OR=1.22, p<.001) and workplace violence (OR=1.69, p<.001) were both significantly associated with depressive symptoms. Conclusion: This study indicates that to promote employees' psychological health, systems and programs to prevent workplace discrimination and violence are needed. Development of these systems and programs should consider employees' experiences of workplace discrimination and workplace violence, sociodemographic characteristics, physical risk, and psychosocial working environments.