• Korean Journal of Occupational Health Nursing
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• v.22 no.4
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• pp.267-274
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• 2013

Purpose: This study was to assess the prevalence of workplace bullying and the relationship workplace bullying to self-esteem and turnover intention among clinical nurses. Methods: The subjects were 223 clinical nurses at 3 small and medium-sized hospitals in K and B cities. The data were collected from February 1st throughout 28th, 2013. The collected data were analyzed using the SAS program through the frequency, percentage, mean, and Pearson's correlation coefficients. Results: The rate of self-reported bullying in the nursing workplace was 24.6% of respondents. There was a negative correlation between workplace bullying and self-esteem (r=-.39, p<.001). Also there was a positive correlation between workplace bullying and turnover intention (r=.14, p=.031). Conclusion: Prevalence of self-reported bullying is high among small and medium-sized hospitals and is clearly associated with lower levels of self-esteem and higher levels of turnover intention. Therefore, an organizational nursing management program as a monitoring regularly the psychosocial work environment and policies and procedures to prevent and manage workplace bullying is strongly recommended for the promotion of self-esteem and reducing the nurse's intention to leave the organization.

• Research in Community and Public Health Nursing
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• v.30 no.3
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• pp.257-270
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• 2019

Purpose: This study is designed as a non-equivalent, control group pre/post-test for identifying effectiveness of a workplace walking program using a fitness tracker including individual counseling and tailored text messaging. Methods: Seventy-nine employees from two large companies were allocated into an intervention group (n=39) and a control group (n=40). Participants were asked to wear a fitness tracker (Fitbit Charger HR) during 24-hour, 5-days per week, for 10 weeks. The intervention group was provided with daily walking steps measured by Fitbit, weekly counseling with a specifically designed workbook, and seven weekly text messaging, and the control group with the fitness tracker only. Results: At the week 10 measurement, there were significant differences between the intervention and control groups in physical activity self-efficacy (p<.001), physical activity behavior (p<.001), daily walking steps (p<.001), systolic blood pressure (p=.033), and wellness (p<.001). Conclusion: These results suggest that the workplace walking program using a fitness tracker including individual counseling and tailored text messaging is more effective for persons with 10,000 steps/day. Therefore, it is recommended to actively apply this workplace walking program to inactive employees for encouraging regular physical activities and improving their wellness.

• Safety and Health at Work
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• v.8 no.1
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• pp.89-93
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• 2017

Background: Rates of overweight and obese Australians are high and continue to rise, putting a large proportion of the population at risk of chronic illness. Examining characteristics associated with preference for a work-based weight-loss program will enable employers to better target programs to increase enrolment and benefit employees' health and fitness for work. Methods: A cross-sectional survey was undertaken at two Australian mining sites. The survey collected information on employee demographics, health characteristics, work characteristics, stages of behavior change, and preference for workplace assistance with reaching a healthy weight. Results: A total of 897 employees participated; 73.7% were male, and 68% had a body mass index in the overweight or obese range. Employees at risk of developing obesity-related chronic illnesses (based on high body mass index) were more likely to report preference for weight management assistance than lower risk employees. This indicates that, even in the absence of workplace promotion for weight management, some at risk employees want workplace assistance. Employees who were not aware of a need to change their current nutrition or physical activity behaviors were less likely to seek assistance. This indicates that practitioners need to communicate the negative effects of excess weight and promote the benefits of a healthy lifestyle to increase the likelihood of weight management. Conclusion: Weight management programs should provide information, motivation. and trouble-shooting assistance to meet the needs of at-risk mining employees, including those who are attempting to change and maintain behaviors to achieve a healthy weight and be suitably fit for work.

• Safety and Health at Work
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• v.8 no.1
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• pp.94-98
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• 2017

Background: Physical activity (PA) is ranked as a leading health indicator and the workplace is a key setting to promote PA. The purpose of this study was to examine how goal-setting and exercise self-efficacy (SE) during a health promotion program influenced PA level among Japanese workers. Methods: Using a cross-sectional study design, we surveyed 281 employees. The short version of the International Physical Activity Questionnaire was used to assess PA level. Exercise SE was assessed using a partially modified version of Oka's exercise SE scale. Personal goals were assessed as the total numbers of "yes" responses to five items regarding "details of personal goals to perform PA". A mediational model was used to examine whether exercise SE mediates between the number of personal goals and PA level. Results: The mean age of the participants was 46.3 years, 76.2% were men, and the most common occupational category was software engineer (30.6%). The average PA level per week exceeded the recommended level in 127 participants (45.2%). One hundred and eighty-four participants (65.5%) set some form of concrete personal goal to perform PA. The relationship between the number of personal goals and PA level was mediated by exercise SE. Conclusion: Our study showed that exercise SE mediates goal-setting and increases PA. The results suggest that the components of PA promotion programs should be tailored to enhance participants' confidence in performing PA.

• Korean Journal of Occupational Health Nursing
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• v.26 no.1
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• pp.1-9
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• 2017

Purpose: This study was conducted to evaluate the validity of the 'Enterprise Health Promotion Index', a tool for assessing health promotion activities of worksite developed by the Ministry of Employment and Labor and the Korea Occupational Safety and Health Agency. Methods: This is designed a methodological study that evaluates the validity of the Enterprise Health Promotion Index. For this study, a questionnaire survey was conducted for the workplace health professional and safety professional, and a total of 297 data were extracted as final data. We developed the informal health promotion needs and activity measurement tools. The correlation coefficient between the score of the enterprise health promotion index and the score of the informal health promotion tool was analyzed for the criterion validity evaluation. Results: The criterion validity of the Enterprise Health Promotion Index and activity index were supported by finding moderate (r=.597) and high (r=.783) correlation coefficient. However, the requirement index has low levels of criterion validity (r=.364). Conclusion: Based on these results, we suggest to improve the utility of the corporate health promotion index by developing user manual, active public relations, and providing briefing sessions.

• 대한예방의학회:학술대회논문집
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• 2001.10a
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• pp.35-43
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• 2001

• Journal of the Korean Applied Science and Technology
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• v.37 no.4
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• pp.925-935
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• 2020

This study aims to provide guidelines for the activities of workplace health managers by identifying their excellent health promotion activities and motivations. For this, consent for the study was obtained from 21 workplace health managers who had worked at the same company for more than five years, and a semi-structured questionnaire was sent via email to collect and qualitatively analyze the data. As a result, 17 categories and three topics were drawn. The derived topics included a sense of reward and accomplishment as workplace health managers, difficulties encountered as workplace health managers, and how to solve the difficulties. The survey respondents answered that they feel a sense of reward and accomplishment when workers open their mind, change their daily life, express gratitude, and pioneer new fields. On the other hand, they feel difficulties with unpredictable health, changes in the organizational culture, secrecy of disease, and people who think their job is easy. As a way of overcoming such difficulties, the research subjects said that it is necessary to read the minds of workers, let them know by themselves, use existing programs, have the most difficult people on their side, and spread their achievements. The results of this study revealed that it is required for workplace health managers to develop professional skills and emphasize the importance of health management to the policy-makers and employees of their workplace by continuously reporting health management performance. In addition, they need to actively benchmark the success strategies of exemplary workplace health managers.

• Safety and Health at Work
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• v.7 no.2
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• pp.143-149
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• 2016

Background: The industrial revolution that took place in the United Kingdom (UK) between 1760 and 1830 led to profound social change. Occupational medicine was concerned with the diagnosis, treatment, and prevention of occupational diseases, that is, diseases directly caused by exposure to workplace hazards. A similar pattern of development has occurred globally. Methods: A review of relevant literature. Results: The international conceptualization and development of occupational health occurred during the 20th century. A new paradigm for occupational health has emerged that extends the classical focus on what might be termed "health risk management" that is, the focus on workplace hazards and risk to health to include the medical aspects of sickness absence and rehabilitation, the support and management of chronic noncommunicable diseases, and workplace health promotion. Conclusion: The future strategic direction for occupational health will be informed by a needs analysis and a consideration of where it should be positioned within future healthcare provision. What are the occupational health workforce implications of the vision for occupational health provision? New challenges and new ways of working will necessitate a review of the competence and capacity of the occupational health workforce, with implications for future workforce planning.

• The Journal of Korean Society for School & Community Health Education
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• v.20 no.3
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• pp.43-52
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• 2019

Objectives: This study aims to understand the effects of job stress and emotional labor on perceptive health status of dental hygienist's. And provide basic data by for establishing the plan for the effective management of job stress and emotional labor and the promotion of health. Methods: Self-evaluation questionnaires were surveyed for 441 dental hygienist's who agreed to participate in the survey, using questionnaires used in the preceding study were modified and complemented. We analyzed the data with frequency analysis, descriptive statistics, t-test, chi-square test와 ANOVA, Spearman correlation coefficient by using IBM SPSS Statistics 21.0 (IBM Co., Armonk, NY, USA). The significance level for significance was set at 0.05. Results: health status were job stress, emotional labor significant negative correlation. The factors having significant effects on health problem were physical health status, the job culture of job stress, lack of job autonomy, organizational instability, and workplace culture. In addition, social health status was affected by emotional expressionism, relationship conflict, organizational instability, organizational system, and workplace culture. Conclusion: Recognizing the importance of the management of job stress and emotional labor in the working environment to dental clinic and hospital managers and managerial dental hygienists, a dental hygienist health promotion intervention program is needed to mitigate and cope with job stress and emotional labor.

• Korean Journal of Occupational Health Nursing
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• v.27 no.2
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• pp.131-138
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• 2018

Purpose: The purpose of this study was to examine the differences in requirement and activity related to workers' health promotion according to business type and enterprise size. Methods: This study is a secondary analysis of data extracted from a survey on the Enterprise Health Promotion Index. For the present analysis, 7,784 companies were selected. Results: Requirements for lifestyle management and activities to prevent musculoskeletal disorders were the highest. The requirement and activity of musculoskeletal disorders and cerebrovascular disease were high in the manufacturing industry. Meanwhile, in the non-manufacturing industry, the requirement and activity of job stress management were high. Small-sized companies had a high requirement to prevent musculoskeletal disorders and cerebrovascular disease. Conclusion: Government support should be strengthened in workers' lifestyle management. Additionally, workers' health promotion in small-sized companies needs to focus on preventing musculoskeletal disorders and cerebrovascular disease.