• Safety and Health at Work
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• 제10권2호
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• pp.132-140
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• 2019

Background: Increasing workplace health-care perception has become a major issue in the world. Most of the health-related problems are faced because of the lack of health management instruments. The level of health care can be improved through workplace health well-being regulations. The aim of the present study is to formulate a conceptual model of physical checkup. Methods: This study applied conceptual theories and figures and used secondary data from articles and relevant websites for evaluating the validity of the study. Results: Annual health checkup increases health-care awareness perception of states, organizations, employees, and their families and manages the annual health record of employees, organizations, and states. Conclusions: Health care and awareness perception of states, organizations, employees, and families improves with annual health checkup, and annual health checkup also prevents unhealthy acts.

• 한국산업보건학회지
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• 제33권4호
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• pp.485-501
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• 2023

Objectives: The Ministry of Employment and Labor has revised the articles regarding management of the thermal environment in the workplace. Currently, two types of regulations exist together with indoor workplaces as the scope of application. It appears that the time has come to discuss regulations. In this study, we aim to identify the feasibility of and problems with the current system through a comparative legal review of workplace thermal environment management laws from around the world. We suggest directions for improving South Korea's workplace thermal environment management laws. Methods: For the several selected countries, we analyzed the classification and content of obligations stipulated for the thermal environment, the presence or absence of specific measures for thermal environment management, legal status and content, and the scope of application of thermal environment provisions and measures. The investigated content was classified according to Zweigelt-Kotz's legal theory. Results: In some countries, employers' obligations for regulating the thermal environment are broadly divided into two types: results and actions. The scope of application of provisions and measures on the thermal environment was extensive, with most of the selected countries targeting general workplaces. Conclusions: In the case of South Korea, restricting and classifying target workplaces and imposing separate obligations to manage a workplace thermal environment goes against global practices, and stipulating legal orders and separate action obligations in guidelines does not conform to the characteristics of South Korea's legal system, meaning that improvement is needed.

• 한국직업건강간호학회지
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• 제29권4호
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• pp.219-227
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• 2020

Purpose: Regarding workers' health promotion and disease prevention, the law on the health management system has been enacted and implemented since 1961. However, regulations related to health managers do not meet recent demands for changes in fields such as industrial structure, occupational health problems, or the improvement of occupational health skills. This study aimed to suggest improvement strategies regarding the health management system in the workplace. Methods: We summarized past empirical or theoretical literature. Results: This study summarized the overview and history of the Korean occupational health management system, advanced foreign occupational health management system, and the effectiveness of the health management at workplace. Further, this study proposed various strategies to improve the occupational health management system in Korea. Method: We summarized past empirical or theoretical literature. Conclusion: The effective operation of the health management system in the workplace would improve workers' health, in addition to enhancing national competitiveness through securing a healthy workforce.

• 보건의료산업학회지
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• 제5권2호
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• pp.91-104
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• 2011

This study is focusing on the fact that Medical bodies are a labor-intensive organization in the technological field which needs technical knowledge and concerted efforts and then explaining the job value and the workplace value on the basis of trust in terms of a sense of organizational unity. The study reveals that, the higher recognition of their seniors the medical workers have, the higher level of self-esteem for job value they have. In terms of personal characteristics, educational experience has a meaningful influence on self-esteem for job value; in terms of job characteristics, the period of one`s service and monthly salary have a meaningful influence on it. And, it is found, the higher the pride on workplace, respect and trust in seniors, loyalty to seniors and self-esteem for job value are, the more proud they feel of workplace.

• 한국보육지원학회지
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• 제17권2호
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• pp.69-87
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• 2021

Objective: Studies have shown that turnover intention of teachers' in early childhood educational centers tend to negatively affect the quality of child care and children's adjustment. However, few studies have examined the underlying mechanism that increases teachers' turnover intention and have barely focused on environmental factors. We aimed to test whether workplace characteristics may affect teachers' turnover interntion through personal factors (i.e., burnout and health). Methods: A sample of 262 teachers participated in the study. Workplace characteristics, burnout, health and turnover intention were assesed through self-report questionnaires. Data were analyzed through SEM using Mplus and the significance of mediation effects were estimated by the bootstrapping confidence intervals. Results: Finidngs indicated that a poor workplace enviornment directly predicted high turnover intentions of teachers and indirectly predicted through their high burnout and poor health contidion. Conclusion/Implications: These findings contriubed to provide better understaning about an effective future direction for policies and intervention programs in order to decrease teachers' turnover intention and subsequently increase the quality of early childhood educational centers.

• 보건교육건강증진학회지
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• 제31권1호
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• pp.57-70
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• 2014

Objectives: The purpose of this study was to build a conceptual framework of bullying in nursing workplace. Methods: A comprehensive literature review was conducted to identify concepts in relation to bullying in nursing workplace by searching research articles published between 1995 and 2013. In-depth interviews were performed with 14 nurses who experienced bullying at work. The Hybrid Model was applied for concept analysis which led to identify attributes of bullying in nursing workplace. Results: The antecedents of bullying in nursing workplace were offenders, victims, and administrators. They create negative effects on organizational culture and imbalance of power between authority and subordinate workers in the organization. Bullying in nursing workplace that occurred in the forms of inefficient organizational culture, imbalance of power, and the vulnerability of individual or individuals and groups of individuals formed an unstable dynamic. It is expressed as verbal and nonverbal bullying, work-related bullying, and external threats. Consequently, workplace bullying causes physical and psychological withdrawal and increased negative energy in an organization. Conclusions: Workplace bullying consisted of verbal abuse, alienation, unreasonable work processes, restriction on work-related rights, and external threat.

• Safety and Health at Work
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• 제5권2호
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• pp.43-52
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• 2014

Because information on biological agents in the workplace is lacking, biological hazard analyses at the workplace to securely recognize the harmful factors with biological basis are desperately needed. This review concentrates on literatures published after 2010 that attempted to detect biological hazards to humans, especially workers, and the efforts to protect them against these factors. It is important to improve the current understanding of the health hazards caused by biological factors at the workplace. In addition, this review briefly describes these factors and provides some examples of their adverse health effects. It also reviews risk assessments, protection with personal protective equipment, prevention with training of workers, regulations, as well as vaccinations.

• 대한안전경영과학회지
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• 제15권2호
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• pp.21-30
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• 2013

OSHMS(Occupational Safety and Health Management System) is able to define as a typical convergence of all kinds of activities and elements that support maintaining safety at workplace and protecting employee's health. In particular, fundamental function of OSHMS is preventing diverse hazards at workplace through high level of regulation compliance. Furthermore, insuring safety in workplace, protecting employee's health and increasing effectiveness in manufacture are OSHMS's additional functions. Based on the division of manufacture in 2009 Survey on Current Status of Occupational Health & Safety data, the study analyses certain relation between OSHMS and level of regulation compliance. The main finding is that most activities and elements which formed by OSHMS are being affected by regulation clauses.

• 디지털융복합연구
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• 제14권11호
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• pp.379-388
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• 2016

본 연구는 서울시 소재 지하철 근로자 876명을 대상으로 직장 내 폭력경험 실태를 파악하고, 직장 내 폭력과 정신건강과의 관련성을 파악하고자 실시하였다. 자료수집은 구조화된 설문지로 웹 사이트에서 하였고, 자료분석은 SPSS 20.0 통계프로그램을 이용하여 다중선형회귀분석을 실시하였다. 연구결과, 직장 내 폭력경험 실태에서 신체적 폭력, 언어적 폭력, 성희롱 및 인격무시 모두에서 폭력의 주체가 '고객'으로 나타났다. 직장 내 폭력과 정신건강과의 관련성에서는 직장 내 폭력유형인 신체적 폭력, 언어적 폭력, 성희롱 및 인격무시 모두에서 정신건강의 하위영역과 통계적으로 유의한 차이가 있었다. 직장 내 폭력이 정신건강에 미치는 영향에서는 신체적 폭력, 성희롱 및 인격무시에서 유의한 차이가 있는 것으로 나타났으며, 설명력은 8.3%이었다. 본 연구는 지하철 근로자를 대상으로 직장 내폭력 경험 실태를 파악한 것과 정신건강에 미치는 영향을 통계분석을 통하여 이들 간의 관계를 분석하였다는데 의의가 있다. 향후 지하철 근로자의 직장 내 폭력을 예방할 수 있는 고객응대 가이드라인 마련과 근무환경에 맞는 구체적인 폭력예방대책을 마련하여 적용할 것을 제안한다.

• 지역사회간호학회지
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• 제12권1호
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• pp.247-260
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• 2001

The objectives of this study are first, to investigate the significant differences in the perception and attitude for sexual role of workers, second, to identify the degree of the perception of women manpower in workplace, third, to identify the perception for sexual harassment in workplace and fourth to analyze the relative important factors that effect on conception for sexual harassment. The survey data were collected by questionnaires on May 2000, and the number of subjects was 300 workers. The SAS-PC program was used for the statistical analysis such as t-test, ANOVA and regression analysis. Major results were follow as: 1. The performance rates of health education for sexual harassment was 66%, and 58.9% of the lecturer of sexual harassment education was occupational health nurse. The 45.2% of workers acquired the information for sexual harassment through massive education in workplace. 2. The perception and attitude of sexual role was relatively positive as 2.3(SD=0.69) of mean values. and the difference by sex, age, marital status. and working period was significant. 3. The perception of the women manpower in workplace was generally positive as 7.9(SD= 3.25) of mean values, and the working experience group of less 10 years and more 10 years old age group showed the significant difference in comparative to other group. 4. The perception of sexual harassment of workplace composed of legal basis, range of victim, place of sexual harassment, type of sexual harassment. misconception of sexual harassment, and coping methods of sexual harassment. Among of these perception. type and coping methods of sexual harassment were shown high perception level. The difference by sex between group for perception of sexual harassment was highly significant. 5. Factors that effect on the perception of sexual harassment was not high for the explanation power of regression, but the age, the type of task, the. perception for women manpower were important variables. Based on this results of study, we recommend that the education of sexual harassment in workplace should be strengthened and specified according to age, working period, type of working task. It also should provide various education and information to workplace. Finally and there should be continuous education opportunity systematically to occupational health nurses who are major lecturers for sexual harassment, therefore they can educate workers more effectively.