• 한국안전학회지
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• 제30권4호
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• pp.113-119
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• 2015

This study is to examine the workers' awareness of the safety in logistic centers. For that purpose, the exploratory factor analysis of workers' safety awareness in logistic centers was performed at first, and the 6 variables extracted from the factor analysis were then used to investigate the difference in intergroup awareness of the safety environment in the logistic centers. We administered a survey to 147 workers attending the logistic centers and collected data from them. The results of the study showed that the intergroup awareness of the safety environment turned out to be statistically different from each other in terms of working environment, safe behavior, work risk, safety knowledge and effort, risk justification and compromising attitudes. Experiences in industrial accidents influenced awareness of working environment, work risk and risk justification. The group who experienced accidents is more likely to feel risky and unsatisfied with working place, and their awareness toward risk justification was high as well. It was also observed that there exists awareness difference between manager group and worker group. The group who manages the working place showed more positive awareness of working environment, safe behavior, work risk, safety knowledge and effort, risk justification and compromising attitudes than the worker group. On the contrary, the worker group showed high recognition in risk of working place, and felt that they are willing to compromise on safety for increasing production. The scale of the logistic center produced negative influence on awareness of safety. The group in small logistic center showed the highest awareness in safety, whereas the group in large logistic center with more than 100 workers showed the highest awareness in risk. They are more likely to deviate from correct and safe work procedures due to over-familiarity with the job, as well. The findings suggest that there is a need for the safety management and education to change the workers' understanding and attitudes towards safety.

• 한국건축시공학회지
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• 제8권5호
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• pp.109-117
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• 2008

Recently, there has been constituted the government regulations and the normative methods to control the safety management activities in construction fields, but almost of these regulations are ineffective, because of some characteristics safety management have. The needs of the times make government regulations and the normative methods change to autonomic management methods. In this context, it is significant certainly to improve the standard of safety management that is used as a tool to protect the workers from the accidents or industrial disasters in the construction field. In this research, it will be showed that the outside regulations and safety management systems of the head office have their limits to reflect the safety managements of field participants. Then, it will be presented the improved model of self-control safety management activities which is essential for success safety management.

• 한국건설관리학회논문집
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• 제24권6호
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• pp.81-90
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• 2023

Climate change has resulted in increased frequency and intensity of heat waves, which poses a significant threat to the health and safety of construction workers, particularly those engaged in labor-intensive and heat-stress vulnerable working environments. To address this challenge, this study aimed to propose an interpretable machine learning approach for forecasting personal heat strain by considering the cumulative effect of heat exposure as a situational variable, which has not been taken into account in the existing approach. As a result, the proposed model, which incorporated the cumulative working time along with environmental and personal variables, was found to have superior forecast performance and explanatory power. Specifically, the proposed Multi-Layer Perceptron (MLP) model achieved a Mean Absolute Error (MAE) of 0.034 (℃) and an R-squared of 99.3% (0.933). Feature importance analysis revealed that the cumulative working time, as a situational variable, had the most significant impact on personal heat strain. These findings highlight the importance of systematic management of personal heat strain at construction sites by comprehensively considering the cumulative working time as a situational variable as well as environmental and personal variables. This study provided a valuable contribution to the construction industry by offering a reliable and accurate heat strain forecasting model, enhancing the health and safety of construction workers.

• 한국융합학회논문지
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• 제11권7호
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• pp.231-238
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• 2020

스마트워크와 같이 정보통신기술 주도적 조직 변화의 경우 적절한 변화 관리가 필요하다. 일과 삶의 균형을 달성하기 위해 조직 변화 관리는 구조적 관점뿐만 아니라 문화적 관점에서도 지원되어야 한다. 본 연구는 ICT 주도 변화 관리 관점에서 스마트워크 활성화에 영향을 주는 조직적 지원 요인을 구조적·문화적 요인으로 나눠 사례연구를 수행하였다. 2019년 11월부터 12월에 걸쳐 A사의 8명의 스마트워크 이용자를 인터뷰하여, 조직적 지원에 대해 분석하였다. 사례 분석을 통해 구조적 지원((1) 스마트워크 제도화, (2) 정보기술 인프라, (3) 테이블 책상으로 사무 환경 변경, (4) 스마트워크센터 구축) 뿐만 아니라 문화적 지원((1) 자율성 제고, (2) (중간)관리자의 커뮤니케이션 스타일, (3) 신뢰를 주는 조직분위기)이 필요하다는 점을 확인하였다. 본 연구 결과는 스마트워크 운영의 활성화를 위해 구조적 지원과 더불어 문화적 지원이 제공될 수 있는 균형적 조직적 지원의 필요성을 시사하고 있다. 향후 구조적·문화적 지원 요인과 결과요인인 일과 삶의 균형 및 성과 간 인과관계를 실증할 필요가 있다.

• 보건의료산업학회지
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• 제13권1호
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• pp.31-42
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• 2019

Objectives: The purpose of this study is to analyze the relationship between the change gap in the perception of subjective hierarchy and medical expenditure and the factors influencing medical expenditure. Methods: An analysis based on the the data extracted from the Panel Study of Korea Health Panel for 2012-2013 (n=9,359) is conducted. Further in this study, data analysis included a chi-square test and logistic regression using SPSS version. 22.0 to analyze the factors influencing the turnover intention of industrial workers. Results: Model I showed decreases in medical expenditure by 1.247, 1.391, and 1.441 times in social classes one, two, and Model II showed an increase in medical expenditure by age, spouse, number of family members living together, insurance type, income class, economic activities, subjective health status, chronic illness and change on subjective recognition of social class. Conclusions: The study concludes that the state and community require psychological, social, and cultural support, in addition to individual efforts, to reduce medical expenditure.

• 지역사회간호학회지
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• 제12권3호
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• pp.647-660
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• 2001

Forming health care management model in small-scale enterprises was the purpose of this study. For the purpose, we tried to investigate the characteristics of small-scale enterprises and analyzed the pattern of their health care management. The results are as follow: 1. The strength of health managing agency and technical supporting program lies in team approach by specialized manpower. However, if the liaison between each part of the organization is not smooth, the overall management will be very difficult. 2. Small scale enterprises are characterized by their short life after the establishment, use of rental building, lack of welfare facilities, weakness in sanitary management and aggregation of factories of similar type of industry. Because of these characteristics, it is very difficult to solve problem basically, such as improvement of working environment. Therefore, it is important to focus on health education and community based approach. 3. Many workers in small-scale factories are in middle and old age. They have health problems mainly related to personal habits. Implementation of an appropriate health promotion program is needed. 4. The number of workplaces, which should be managed by health managing agent. is increasing rapidly. But the number of health managing agent is limited. In the aspect of the requirement of manpower and equipment, training personal agent is more urgent than founding institutional agent. 5. The uniform method of health management hampers the choice of employer and workers. The types of provision of health management should be diversified. 6. For an efficient management, a frequent visit of personal agent and the following referral to a specialist should be done. The specialists in charge of secondary management are from the field of occupational medicine, occupational hygiene, ergonomics, etc. 7. The health management of small-scale facilities should have six components. They are community-based approach, multi-disciplinary cooperative system, program based on the need of recipient, forming partnership of employer and worker, change of lifestyle, and evidence-based program.

• 지역사회간호학회지
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• 제4권1호
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• pp.67-76
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• 1993

The purpose of this study was to find the status of health examination and health management of industrial companies located in Taegu and Kyung book areas. It will provide basic information for the provision of effective health management of industrial workers. 49 companies were selected as a study sample group, and data was collected by using a structured Questionnaire which was developed by the members of the Community Health Nursing Academy of Korean Nursing. The health managers of the companies filled out the Questionnaire. The data was gathered from Dec 20, 1992 to Jan 20. The results of the study was as follows : 1. The Study sample showed 85.7% manufacturing companies having 300 or more workers. 2. All the companies had health managers, and companies which had 1,000 or more workers had industrial physicians and nurses. Only 12.2% of the industrial physicians were full time employees, and almost all industrial nurses were full time employees. Except for industrial physicians and nurses, the proportion of hygienists (6.1%), nurses aids (4.1%), and environmental engineers (22.4%) with full time employment statuss was very low. The mean age of industrial physicians was 49.2 while that of industrial nurses was 27.2. The length of work experiences currently ranges for 1 to 3 years for all health workers: physicians, nurses, hygienists, and environmental engineers. 3. Health examination and follow up care 94.31% took general health examinations. Of those, the proportion of the workers, who were determined as C grade(in need of close examination) was 43.86%. The proportion of the workers who were determined as D grade was 22.19%. 13.28% of the workers evaluated at the D grade were taken as a gauge for temporary leave from work. While 8.7% and .09% of them were taken as gauge for a change in job, and or shortening work hours respectively. The proportion of workers who must have taken special examination was 65.04% and of those the proportion of the workers who actually took, the examination was 98.55%. 75% of the workers who were recommended for follow up care were given follow up care. The special examinations were done the most frequently to detect the effects of physical agents (59.2%). Direct notice to individual workers was used the most frequently as a method of notification after a special examination (61.2%). The length of time taken to receive the result of a special examination was less than 1 month (38.9%) and 36.7% had taken up to two months (36.7%.). Most results of special examination were obtained within 2 months. The referral rate of consulting special examination by health managers was estimated at 95.9%. 4. 89.8% of the companies had. their own company dispensaries and 75.5% of those. had separate dispensaries. 32.7% of the companies designated local clinics for health management of workers. Industrial nurses performed health examination the most frequently(1.4 points). Health appraisal for work places were. done the least(0.83 points).

• 한국철도학회:학술대회논문집
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• 한국철도학회 2010년도 춘계학술대회 논문집
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• pp.1751-1767
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• 2010

국내의 철도운영과 관련된 안전법령은 크게 철도안전법과 산업안전보건법으로 구분할 수 있다. 기존의 철도운영기관은 공사형태의 공공기관으로 철도차량 및 철도시설물에 대한 유지보수를 직영 직원 중심으로 하고 있었으나, 코레일공항철도(주) 등 민간철도운영기관의 출현으로 경영합리화를 목적으로 철도차량 및 철도시설물 유지보수를 외주에 의해 운영되고 있다. 그러나 동일한 안전관리시스템으로 적용하기에 운영상에 문제점이 있어, 그 문제점들을 도출해 보고 특히, 파견근로자 보호에 관한 법률에 의거 도급용역과 파견근로의 차이를 인식하고, 안전관리측면에서 어떻게 접근하는 것이 최적인가를 모색하였다. 철도종사자들의 안전의식을 설문을 통해 비교 분석하여, 현 안전관리 측면의 실태를 파악하고, 그 개선안을 제시하고자 하였다. 특히 설문을 통해 직영 직원과 외주업체 직원들 사이, 그리고 관리직과 일반직원들 사이의 안전의식의 수준차이를 밝히고, 외주업체의 안전관리 향상 방안을 위한 방안을 제시하였다. 또한, AHP(Analytic Hierarchy Process) 기법을 활용하여 안전관리시스템의 기본골격인 P-D-C-A(Plan-Do-Check-Act) 사이클 중에서 가장 중요한 요소가 무엇인지를 파악을 통해 안전관리 개선방안을 제시하고자 하였다.

• 수산해양교육연구
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• 제23권3호
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• pp.361-373
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• 2011

In line with post-1970s industrialization, the manpower shortage in fishing villages has been fueled by rapid desertion; young adults and middle-aged people have tended to avoid fishing by migrating to cities, driving the emergence of a national issue in terms of securing fisheries management succession. For the fisheries industry to maintain competitiveness, we need to cultivate young adults and middle-aged people to be leaders of the domestic fishing industry through promoting inspiration for the fishing industry, teaching fisheries expert knowledge, and fostering the ability to promote business. In addition to safe supply of marine products through continued fisheries operation, securing young and skilful workers is essential in order to promote balance development of domestic industries, including job creation. The study therefore seeks to provide measures to foster specialists in order to enable the transfer of management through an opinion survey of fishermen. To cultivate specialists for enabling the transfer of management, the following solution should be promoted at the state level. First, to support the introduction of young and talented workers to the fisheries industry through transfer of management, Second, in order to enable the transfer of management, change is required first in the fisheries industry for it to become a value-added industry. Third, despite fisheries being a composite industry that is syncretized to tertiary industries from primary industries, the fisheries industry is still recognized as a labor intensive industry, which reflects the current status of fisheries education.

• 대한인간공학회지
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• 제33권5호
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• pp.423-432
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• 2014

Objective and Background: The objective of this study was to evaluate the association of individual characteristics, work-related factors, lifestyle factors, and health problems with work ability among aging workers in Korea. Method: In this cross-sectional survey, the study population consisted of 1,594 workers who had participated in a voluntary health promotion center and private workplace. Participants completed the work ability index. Results: The mean WAI score was 37.4, while the mean age of the sample was 43.25. In the age group over 50 showed 36.26. The majority of participants rated their work ability as 'good' to 'excellent', one-third moderate and about 7.5% poor. Work ability decreased significantly with age among the men. The younger group had higher scores on the work ability index than the age group over 50, except for mental resources. By work characteristics, work ability was analyzed to be the lowest in the case of work handling heavy stuff. Lastly, as a result of health factors analysis, the good management and retention of current health status can be the measure helpful to the improvement of work ability. Conclusion and Application: According to the results, it can be a basic principle to devise and enforce preventive measures on the factors for which improvement or action is possible, together with workplace-level systematic approach, in order to improve work ability. For such measures to be realized, it is necessary to check trends in change for several years.