• Journal of Preventive Medicine and Public Health
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• v.28 no.3 s.51
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• pp.663-677
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• 1995

Special health examination institute has done periodic health examination for workers who have worked in the hazardous workplace. However, assessment on outcome in special health examination institute about detection ability of occupational disease has not been. In this circumstances, we studied on the differences of health examination outcome among special health examination institutes and identified related factors which affected outcome of special health examination in the special health examination institutes. The summary of the results were as follows. 1. 50 special health examination institutes were examined in this study. Among them, university institutes were 13 cases(26.0%), hospitals were 20 cases(40.0%), a corporation aggregates were 9 cases(18.0%) and an auxiliary organs of company were 8 cases(16.0%). There were 29(58.0%) institutes with a preventive medicine specialist, but 21 institutes(42.0%) were not. 2. Total workers examined in 50 institutes were 606,948 and workers diagnosed as occupational disease$(D_1)$ were 3,156. The rate of occupational disease was 6 workers per 1,000 examined workers. Workers needed for close observation(C) were 95,809 and the rate of workers needed for close observation was 141 per 1,000 examined workers. 3. The rate of occupational disease of university institutes was highest(11.3 per 1,000 examined workers), and followed by hospitals(6.0 per 1,000 examined workers), a corporation aggregates(4.2 per 1,000 examined workers), and an auxiliary organs of company(1.2 per 1,000 examined workers). The difference of the rate of occupational disease between university institutes and an auxiliary organs of company was statistically moderate significant(p<.1). The rate of occupational disease in special health examination institutes with establishment duration was more than 10 years was statistically higher than institutes with establishment duration was less than 10 years(p<.1). 4. The results of multiple regression, $R^2$ was 0.3394(adjusted $R^2$ was 0.2109), F-value was 2.6416(p<.05), and statistically significant variables were establishment duration(p<.01), number of examined workers per one doctor(p<.1), and auxiliary organs of company(p<.1), which dependent variable was the rate of occupational disease and independent variables were number of examined workers per one doctor, classification of institute, the rate of working environment exceeding TLV, duration of institute establishment, presence of a preventive medicine specialist.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.110-124
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• 2011

Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly-based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.5
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• pp.285-293
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• 2017

This study examined the causal relationship among job stress, fatigue, and job satisfaction, which affect the turnover intention of elderly nursing home care workers. Data were collected from Sep.15 to Sep. 30, 2014. Structured self-administered questionnaires were delivered and collected without the respondents' personal information. The subjects were 232 female care workers working in nursing homes in D city. The data were analyzed using the SPSSWIN 21.0 and AMOS 21.0 programs. Covariance structure analysis was performed to estimate the causal relationship between the variables affecting the turnover intention of care workers. The results of the analysis were as follows. The variables included in this study were fatigue, which comprised 4.9% of job stress. Job satisfaction explained 54.6% of job stress and fatigue. The turnover intention was 46.2% due to job stress, fatigue, and job satisfaction. In other words, job stress, fatigue, and job satisfaction had a direct or indirect effect on the turnover intention of care workers. In conclusion, job stress, fatigue, and job satisfaction affect the turnover intention. Therefore, a policy to improve the work environment and working conditions is needed to reduce the turnover intention of care workers, and fulfill their duties in a stable life time workplace.

• Journal of dental hygiene science
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• v.5 no.4
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• pp.155-163
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• 2005

The purpose of this exploratory study was to assess work performance of dental hygienists and identify factors influencing their work performance. A questionnaire was administered to 87 dental hygienists working dental clinics based in Ulsan during the period from June 2005 through July 2005. A total of 77 questionnaires were collected and used for analysis. SPSS 11.5 program was employed for statistical analysis. All data were expressed in terms of numbers, percentage and mean score. The results of the study are summarized as follows: 1. There was a significantly positive correlation between age and the level of work performance in the Scientific competency group and Esthetical competency group. 2. Unmarried dental hygienists demonstrated better work performance than married dental hygienists in Scientific, Esthetical and Personal competency groups, showing a statistically significant difference. 3. By education level, those with junior college degree had better work performance than those who are attending or graduated from college in the four groups. By workplace, those who were working at non-general hospitals demonstrated a higher level of performance in the three groups except the Ethical group, but the difference was not statistically significant. 4. A significantly positive relationship was observed between monthly pay and work performance in the Scientific, Personal and Esthetical competency groups. 5. A positive relationship was observed between work experience and performance in the Scientific competency group. But there was no difference between work experience and performance in the other three groups. 6. By working environment, those who were working with assistant nurses showed a higher level of performance than those working without assistant nurses in the Scientific competency group, and the difference was statistically significant.

• The Journal of Korean Academic Society of Nursing Education
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• v.9 no.2
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• pp.298-309
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• 2003

The educational preparation of nurses has been the focus of considerable debate globally. It is needed the change of the basic nursing education for professional nurse to prepare the trends of the health care needs of clients for coming new generation. And also it is believed that educational preparation for being nurses is to be responsible to clients' needs. The purpose of the study was to develop a baccalaureate program in nursing. This study were implemented through three stages from April 2001, to April 2002.: preparation stage which were consisted of reviewing of the literatures, interviewing the fellow nurses in a variety workplace, and consulting professors who were concerned with the nursing education to identify the present educational problems, and analyzing the contents of seven major courses in nursing education, evaluation stage about a new developed curriculum with the directors of the five nursing schools, and confirmation stage of new developed education programme. The developed education programme was designed as a four year program with 126 credit hours including 39 credit hours of liberal arts, 34 credit hours of supplementary courses, and 53 credit hours of nursing major based on the four basic nursing dimensions of human, health, environment and nursing. Nursing majors were consisted of Nursing Ⅰ(oxygenation), Nursing Ⅱ(nutrition elimination), Nursing Ⅲ(activity rest), Nursing Ⅳ(neurologic- endocrine protection), Nursing Ⅴ(fluids electrolytes/sex reproductive), Nursing Ⅵ(psycho-social), Community Health Nursing, Fundamental Nursing, School Health, and Emergency care. This new nursing programme was focused on the nursing education for prevention and rehabilitation nursing care as well as the acute and chronic nursing care at hospital, on the integrated nursing programme to become effective, and the nursing process to encourage the critical thinking. The new education programme focused on the professional nurses who are responsible the nursing ethics, communication skills, and professional beliefs to suit the future trends in health. And also it will be needed for faculties to manage the integrated curriculum, to analyze the contents of each subject, and to communicate with each other before a new education programme apply to their education programme in future. This research was supported by the Han Kok Medical Science Foundation

• Journal of the Korea Convergence Society
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• v.6 no.6
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• pp.95-103
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• 2015

The purpose of this study was to identify convergence factors related to glycemic control in workers with diabetes mellitus. A secondary data analysis was conducted using the data of "The Korea National Health and Nutrition Examination Survey, 2009-2013." The survey included 44,085 adults aged over 19 under 65 years with diabetes mellitus and 764 samples with worker were used for this study. Data analysis was conducted using SPSS 18.0 program and descriptive statistics, Pearson's correlations, and multiple regression analyses were performed. The general characteristics variables shown statistically significant difference between the good and the poor glycemic control group was gender. The Health behavior-related and disease-related variables shown statistically significant difference between the good and the poor glycemic control group were diabetes mellitus duration, diabetes mellitus treatment, hypertension diagnosis, smoking, moderate physical activity, walking exercise practice. Factors related to glycemic control were gender, diabetes mellitus treatment, walking exercise practice. These findings suggest that researchers need more active treatment and walking exercise as important factors affecting glycemic control of Korean worker with diabetes mellitus and intervention focusing on the issues needs to be developed in workplace environment.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.16 no.3
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• pp.211-221
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• 2006

This study was performed to compare with desorption efficiency and storage stability of CSC and CMS tubes for Ketones in workplace air. 1. The best desorbing solution for CSC tube was 1 % or 3 % dimethylformamide(DMF) in carbon disulfide($CS_2$). The desorption efficiencies were 96.40 % for cyclohexanone, 94.86 % for acetone, 96.96 % for methyl ethyl ketone(MEK), 103.44 % for methyl isobutyl ketone(MIBK), 100.17 % for methyl amyl ketone(MAK), 100.43 % for methyl butyl ketone(MBK), 97.01 % for toluene and 99.33 % for trichloroethylene(TCE). 2. The best desorbing solution for CMS tube was 1 % or 3 % DMF in $CS_2$. The desorption efficiencies were 96.42 % for cyclohexanone, 98.53 % for acetone, 99.67 % for MEK, 105.48 % for MIBK, 100.13 % for MAK, 100.13 % for MBK, 95.42 % for toluene and 98.15 % for TCE. 3. In the storage condition at room temperature($20^{\circ}C$), the recovery rates of cyclohexanone and MEK on CSC tube were rapidly decreased 30.9 % and 50.9 % after 4 weeks, respectively. The recovery rates of all of 6 ketones and 2 nonpolar solvents were shown over 80 % after 1 week in the storage condition of refrigerate temperature($-4^{\circ}C$), and were kept over 80 % after 4 weeks in the storage condition of freezer temperature($-20^{\circ}C$). 4. The recovery rates of cyclohexanone on CMS tube were 80.6 % for 1 week after and 60.5 % for 4 weeks after at room temperature($20^{\circ}C$). The recovery rates of cyclohexanone were shown 80.6 % for 1 week after and 60.5 % for 4 weeks after at $-4^{\circ}C$, and of 6 ketones and 2 non-polar solvents were kept stable over 85 % at $-4^{\circ}C$ and over 97 % at $-20^{\circ}C$ for 4 weeks after. In conclusion, the best desorbing solution was 1 % or 3 % DMF in $CS_2$ and more appropriate sorbent tube for ketones and non-polar solvents was CMS than CSC. We recommend CSC tube would be useful if the samples analyzed within 1 week because CMS tubes are more expensive than CSC tubes. However, if the storage time is needed more than 3 weeks, CMS tubes should be suitable and the storage condition should be below $-20^{\circ}C$.

• Journal of Korean Public Health Nursing
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• v.12 no.2
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• pp.12-26
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• 1998

The occupational health problems are the major issue in the modern industrial society. Especially the small scale industries have many hazardous factors and not any occupational health programs in itself. Fortunately. the government-funded subsidiary program was developed and carried out in the past six years in our country. The purposes of this study were to find out the actual condition of the occupational health personnel's accomplishments for the government-funded subsidiary program for small scale industries and to provide basic data for setting up more developed subsidiary occupational health program. Data were collected through 6 kinds of service records review. These service records were written by 3 occupational health personnels were attached to the one subject center of KIHA. were undertaken during March to December, 1997. at 95 small scale industries which were applied the government-funded subsidiary occupational health program. Results were as follows 1. Concerning 95 small scale industries showed characteristics of a typical small scale industry. 2. A doctor visited in industries total 190 times per year, average 19 industries per month, twice per year and industry. A hygienist visited in industries total 378 times per year, average 38 industries per month, four times per year and industry. A nurse visited in industries total 477 times per year. average 47 industries per month, 5 times per year and industry. 3. 3 occupational health personnels accomplished total 3,869 items. A doctor accomplished total 539 items per year, each time 3 items In an industry. A hygienist accomplished total 1.581 items per year, each time 4 items in an industry. A nurse accomplished total 1.749 items per year, each time 4 items in an industry. 4. The major contents of doctor's accomplishment were 'health consultation for suspicious worker with general & occupational disease', 'a check of the workplace & special health education', 'guidance of special medical examination in the second half of year', etc. The major contents of hygienist's accomplishment were 'pretest & guidance of planning for evaluation of working environment'. 'evaluation for ventilating facilities & suporting self inspection', 'guidance of MSDS recording & chemicals management', etc. The major contents of nurse's accamplishment were 'health counseling of general & special medical examination results'. 'health education of preventing occupational disease & health disorder'. 'guidance of subsidiary program planning', 'selecting & guidance of health monitor', etc. It was concluded that the occupaional health personnels implemented the subsidiary program according to the order of health management guide. The current health management guide of subsidiary occupational health program in which the fixed contents, visiting number & periods is not desirable. That guide is left the characteristics of small scale industries out of consideration. It is suggested that occupational health management guide should be developed according to the general & environmental characteristics of each small scale industry, and on the other hand, the more specific guide for each occupational health personnel should be developed.

• Journal of the Ergonomics Society of Korea
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• v.32 no.1
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• pp.77-85
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• 2013

Objective: The aim of this study sets factors from previous research known to impact transfer effects as the independent variables, and examines their relationship with the dependent variables, near transfer effects and far transfer effects. Background: Transfer of Training refers to the application of what learners acquire knowledge and skills in training programs to their job. The ultimate goal of training is to apply what employees learn in training sessions to their workplace. In this sense, transfer of training has been a vital concern for training effectiveness. For training to be effective, trainees(learners) should be able to use what they learn in training program back on the job. Method: For this research purpose, this study conducted a survey on 170 nuclear operators in nuclear education and training center. Of these, survey result from the 167 recruits were sampled. Theoretical model of this study is based on Holton & Baldwin's(2003) distance model of transfer effects. This study sets transfer effects(near transfer, far transfer) as the main dependent variables. Meanwhile, the independent variables are trainee characteristics, training characteristics, organizational transfer climate. Each independent variable has subordinate variables. Subordinate variables of trainee characteristics are self-efficacy, motivation to learn, motivation to transfer and ability to transfer. Subordinate variables of training characteristics are training contents, ability of trainers, training design, training climate. The last Subordinate variables of organizational transfer climate are support of supervisors, support of peer, support of organization. Conclusion: As a analysis result, trainee characteristics appeared to be in effect only significant influence near far transfer of training, the effect of the far transfer of training, there is no significant. In addition, the training characteristics appeared to be having a significant influence on near and far transfer effects. Organizational transfer climate appeared to be having a significant influence on near and far transfer effects. Finally, near transfer effect appeared to be having a significant influence on far transfer effects. Application: Results of this analysis in the study to training organization and training characteristics of the transition environment effects on nuclear power institutions and operators training organization having a significant impact that says. The transfer of knowledge and technology, as well as that can be applied to a new situation in terms of education and training are important characteristics.

• Korean Journal of Environmental Biology
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• v.21 no.2
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• pp.87-100
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• 2003

It is important to understand the potential human health implications of exposure to environmental chemicals that may act as hormonally active agents. It is necessary to have an understanding of how pharmaceutical and personal care products and other chemicals affect the ecosystem of our planet as well as human health. Endocrine disruption is defined as the ability of a chemical contaminating the workplace or the environment to interfere with homeostasis, development, reproduction, and/or behavior in a living organism or it's offspring. Certain classes of environmentally persistent chemicals such as polychlorinated biphenyls (PCBs), dioxins, furans, and some pesticides can adversely effect the endocrine systems of aquatic life and terrestrial wildlife. Research continues to support the theory of endocrine disruption. However, endocrine disruption researches have been applied to proteomics poorly. Proteomics can be defined as the systematic analysis of proteins for their identity, quantity and function. It could increase the predictability of early drug development and identify non-invasive biomarkers of tonicity or efficacy. Proteome analysis is most commonly accomplished by the combination of two-dimensional gel electrophoresis (2D/E) and MALDI-TOF mass spectrometry (MS) sr protein chip array and SELDI-TOF MS. Proteomics have an opportunity to play an important role in resolving the question of what role endocrine disruptors play in initiating human disease. Proteomics can also play an imfortant role in the evaluation of the risk assessment and use of risk management and risk communication tools required to address public health concerns related to notions of endocrine disruptors. Understanding the need for the proteomics and possessing knowledge of the developing biomakers used to abbess endocrine activity potential will he essential components relevant to the topic of endocrine disruptors.