• Journal of Family Resource Management and Policy Review
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• v.17 no.2
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• pp.37-53
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• 2013

This is to constitute strategic system and strategies for building family-friendly cultural change in workplace. For purpose, the reason and agent for change, the models and stages of change, the strategies for change process, and the barriers and facilitators of change are discussed. The strategic system is divided into two parts: planning and implementing. Planning includes need & resource assessment, and research & project office. Implementing includes program implementation, monitoring & feedback, communication, and barriers & facilitators. This study from literature review can be used preliminary test to the cultural change process of workplace.

• Korean Institute of Interior Design Journal
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• v.19 no.1
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• pp.200-207
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• 2010

The purpose of this study was to analyze the variables of the state-of-the-art office planning for the productive workplaces of the North America and to predict the adaptability in Korea. Knowledge workers have been considered as the decisive factors for the survival and development of organizations. So, open workplaces have been considered appropriate for the workplace to stimulate their informal knowledge sharing. However, the low individual productivity due to low privacy and distraction in the open workplace has been the key problem. To solve the dilemma, this study suggests that closed individual offices are best for the individual productivity and open conference area and meeting places are essential for the informal knowledge sharing. Some state-of-the-art workplaces such as just-in-time offices and hotelings can provide more space for the individual workplaces and open meeting places without excessive cost burden of organizations.

• Research in Community and Public Health Nursing
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• v.5 no.1
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• pp.5-29
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• 1994

In recent years, interests in health promotion have been stimulated by the epidemiological transition from infectious to chronic diseases as lead ing causes of death, the aging of the population, rapidly escalating health care costs, and epidemiologic findings linking individual risk to morbidity and mortality. It is not surprising that the workplace has been targeted as a promising setting for health promotion. In Korea, national attention to the opportunities for workplace health promotion began in the first 1990s. But there is no in depth study to identify the relating factors to the health promotion program in the workplace. The objective of this study is behavioral and physical characteristics to find that in crease the person's risk for a range of health problems and to analysis other characteristics to influence the degree of his/her intention to change health behavior. In addition, this study is purposed to present the process of planning health promotion program in the workplace. To accomplish these objectives, one workplaces was selected. And 363 employees in those workplaces were served as subjects for the study. Major findings in this study are as follows. (1) They have many risk factors such as smoking, drinking, lack of sleep, law rate of regular exercise, irregular eating, stress. (2) Some of the health risk factors such as smoking, drinking, and stress have the negative correlation to the intention to change. (3) Among cognitive and socio-environmental factors, significant predictors to the intention are attitude and social support. (4) In the cluster analysis to segment the target population in to homogeneous unit, three clusters of lifestyle are specified. (5) Smoking cessation and exercise program are planned for the risk group to change their behavior.

• The Journal of Korean Society for School & Community Health Education
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• v.19 no.2
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• pp.1-10
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• 2018

Objectives: The purpose of this study is to expand of workplace by analyzing the duty and workplace of health education specialist and by presenting professional duty for health education specialist. Methods: 22 papers related to health education experts were finally selected from 1993 to 2017(25 years). The selected literature analyzed the title, researchers, the publishing agency, the publication year, the main contents, and duty and workplace of the health education specialist. Results: The studies on health education specialists comprised 5 cases (22.7%) between 1993 and 1999, 3 cases (13.6%) between 2000 and 2009, 14 cases (63.6%) between 2010 and 2017. Health education specialists core duty were diagnosing health education needs, planning health education programs, developing health education methods and materials, performing and managing health education programs, evaluating and conducting research on health education programs, and health communication. The workplace were 11 for medical institutions (55.0%), 9 for healthcare organizations (45.0%) and 8 for schools (40.0%). Conclusions: In addition to the basic core duty, professional and differentiated duty capabilities such as managing the target, generating health information, encouraging involvement of the target, and mobile health care should be developed.

• Safety and Health at Work
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• v.7 no.2
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• pp.166-170
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• 2016

A brief emergency planning educational presentation was taught during work hours to a convenience sample of employees of various workplaces in Northern Missouri, USA. Participants were familiarized with details about how an emergency plan is prepared by management and implemented by management-employee crisis management teams - focusing on both employee and management roles. They then applied the presentation information to assess their own organization's emergency preparedness level. Participants possessed significantly (p < 0.05) higher perceptions of their organization's level of emergency preparedness than non-participants. It is recommended that an assessment of organizational preparedness level supplement emergency planning educational presentations in order to immediately apply the material covered and encourage employees to become more involved in their organization's emergency planning and response. Educational strategies that involve management-employee collaboration in activities tailored to each workplace's operations and risk level for emergencies should be implemented.

• 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.

• International conference on construction engineering and project management
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• 2013.01a
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• pp.570-575
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• 2013

Enhancing utilization of buildings is gaining in importance in response to a challenging economy; thus, there is a need for a method that analyzes space, user, and user activity in an integrated way to provide project stakeholders with utilization information to support their decision-making about buildings. Conventional methods, such as architectural programming and post-occupancy evaluation, lack a formal relationship between user activity and other information, and therefore, are coarse-grained. This relationship has been formalized by two relatively new methods that provide fine-grained utilization information: workplace planning and space-use analysis. We characterize these two methods with focuses on their usage in different phases (i.e., planning, design, occupancy), required information that needs to be gathered, and the achievement and limitations in terms of three criteria, i.e., consistency, efficiency, and transparency. This characterization would not only help project stakeholders select and use a method that best meets their purposes for enhancing utilization of their buildings, but also provide researchers with promising research topics regarding enhancing utilization of buildings.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2001.10a
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• pp.290-293
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• 2001

The mid-schedule planning of the ship is making a schedule about the process from cutting to erection. The ship consists of lots of blocks. This block has different process because of the shape of the block varies in accordance with the ship-type and the part position of the ship. The type and order of each block process initially must be generated for the mid-schedule planning. In this paper, the process planning, described as above is preparing the basic information before scheduler make a plan with the prepared manhour. The scheduling is done with this process planning which includes the information of the process order. This paper shows the research about three methods to design the process planning. First, investigate the expression method about information of the process planning for the mid-schedule planning in real workplace. Second, design the object of the process planning on the basis of investigating the expression method. Finally, develop the prototype of object on the basis of this designed process planning and then find the practical use in the mid-schedule planning. The object, which is developed in this paper, contains the main algorithm. In case of developing The Mid-Schedule Planning System, this object is expected to be utilized very easily as consisting another object.

• KIEAE Journal
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• v.12 no.4
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• pp.3-12
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• 2012

Nowadays, interests on Eco-city planning as Solution for problems of energy demand and environmental change has grown. so Eco-city planning became a major political topic for urban planning and urban design in many advanced nation cities. The purpose of this study is to find out the organized characteristics of Eco-City planning by analyzing successful overseas case where wasted historic port area in city is are regenerated with a environment-friendly concept for Eco-City "HafenCity". It is located on Hamburg-mitte in Hamburg, Germany and is currently the largest construction project in Europe. HafenCity as Home to about 12,000 and the workplace of 40,000 people is being created to accommodate a variety of uses including residential buildings, business, office and retail space as well as cultural and leisure facilities. First of all, HafenCity impresses because of its size as well as because of its Urban planning for eco-city. It presents the excellent change from wasted historic port to the ecological urban space.

• Korean Journal of Occupational Health Nursing
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• v.10 no.1
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• pp.110-119
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• 2001

This study was performed to review applying the case management to the occupational health nursing as a cost-effective way for injured workers. The case management for injured workers is a comprehensive management system, which is composed of planning and implementing in cooperation with employee, employee' family, medical service provider team, employer and case manager, to provide high quality health services to employee and their family. The case management process for injured workers is similar to the nursing process. It thus appears that the occupational health nurse is best personnel to perform the role of case manager for injured workers in workplace. As a case manager in workplace. the occupational health nurse would be expected to get both knowledge and experiences, to get trusted from the employee and employer, and to expand professional domain in changing health care environment.