• 대한지역사회영양학회지
• /
• 제14권2호
• /
• pp.216-228
• /
• 2009

The purpose of the study was to investigate the influences of contract foodservice managers' personal characteristics, foodservice characteristics and organizational characteristics on job satisfaction, including interpersonal relationships, self-actualization and promotion opportunity categories. A survey was administered to four hundred contract foodservice managers of five large companies and five small/medium companies in the Seoul and Kyungin areas. The final response rate was 66%(N=265), and the data were analyzed using SPSS Windows(ver. 12.0). The respondents were 76.1% female, average age 28.8 years, and 73.0% were regular workers. Contract foodservices have profit and loss contracts(69.1%), single menu types(59.6%) and buffet serving styles(37.7%). There are significant differences of job satisfaction by some personal characteristic variables(gender, martial status, age, education, position, work hours, period of working for the present company, and payroll per year) and foodservice characteristic variables(type of contract and charge of food costs). In three job satisfaction categories, foodservice managers reported the highest interpersonal relationship satisfaction, following self-actualization satisfaction and promotion opportunity satisfaction in both large companies and small/medium companies. However, foodservice managers of large companies tended to be more satisfied regarding their promotion opportunities than foodservice managers of small/medium companies(p<0.05). Work hours, number of meals served/day, male, workload, communication with the clients, relationship with co-workers, obvious role and autonomy were significant factors to increase the job satisfaction in contract foodservices of large companies. On the other hand, relationships with co-workers and males were significant factors to increase the job satisfaction in contract foodservices of small/medium companies. This research suggests that contract foodservice companies need to understand the characteristics of their managers, foodservices and organizations to enhance the job satisfaction of foodservice managers and to develop specified human resource management strategies that can be applied to each company scale.

• Asian Pacific Journal of Cancer Prevention
• /
• 제15권16호
• /
• pp.6955-6960
• /
• 2014

Background: The cytokinesis-block micronucleus (CBMN) assay is a standard cytogenetic tool employed to evaluate chromosomal damage subsequent to pesticide exposure. Objectives: To evaluate the pooled levels of total micronuclei (MN) and binucleated cells with micronuclei (MNC) in 1000 binucleated lymphocytes among population occupationally exposed to pesticides and further determine the more sensitive biomarker of CBMN. Materials and Methods: A meta-analysis on the pooled levels of MN and MNC in binucleated lymphocytes among occupationally pesticide-exposed populations was conducted using STATA 10.0 software and Review Manager 5.0.24 in this study. Results: We found significant differences in frequencies of MN and MNC in 1000 binucleated lymphocytes between pesticide-exposed groups and controls, and the summary estimates of weighted mean difference were 6.82 [95% confidence interval (95% CI): 4.86-8.78] and 5.08 (95% CI: 2.93-7.23), respectively. However, when we conducted sensitivity analyses further, only the MN remained statistically different, but not the MNC, the summary estimates of weight mean difference were 2.86 (95% CI: 2.51-3.21) and 0.50 (95% CI: -0.16-1.17), respectively. We also observed pesticide-exposed subjects had significantly higher MN frequencies than controls among smokers and nonsmokers, male and female populations, and American, Asian and European countries in stratified analyses. Conclusions: The frequency of MN in peripheral blood lymphocytes might be a more sensitive indicator of early genetic effects than MNC using the CBMN assay for occupationally pesticide-exposed populations.

• 유통과학연구
• /
• 제14권9호
• /
• pp.111-120
• /
• 2016

Purpose - This study aimed to investigate the effects of customer relationship quality and perceived power on complaint behaviors in a context of service failures in a restaurant. Two different types of complaint behaviors were employed: personal complaining that disappointed customers directly approach to a service manager and public complaining that customers ask for related institutions, like consumer protection organization, for help. This study also examined the moderation effects of brand reputation on the relationships between customer perceived power and two types of complaint behaviors. Research design, data, and methodology - The author developed a structural model in which customer relationship quality is proposed to affect customer perceived power, thus influencing personal and public complaint behaviors. The model also includes the moderating role of brand reputation; the effect of customer perceived power on two types of complaint behaviors becomes stronger when brand reputation is high. To analyze the research model, a survey based on a scenario regarding the contexts of service failures in a restaurant was conducted toward 126 female college students. SPSS 22.0 and AMOS 21.0 were utilized to test the hypotheses. Results - The findings are as follows. First, customers who had positive relationships with a restaurant are more likely to perceive that they have strong power to influence the service provider. Second, customer perceived power had a significant and positive effect on both personal and public complaint behaviors. Finally, when the brand reputation for a restaurant is high, dissatisfied customers who think they can exercise influence to the restaurant complain more actively toward the service provider. Conclusions - The findings of this study are against the traditional viewpoint on customer loyalty that loyal customers compared respond more generously to the mistakes of a company, but consistent with the 'love becomes hate' effect proposed by Grégoire, Tripp, and Legoux(2009). In complaining contexts, companies should manage customers with positive and strong relationship more carefully and strategically to prevent the expansion of economic and social risks from customers' complaining behaviors. This is more significant for companies with strong brand reputations.

• 벤처혁신연구
• /
• 제1권1호
• /
• pp.197-210
• /
• 2018

본 연구는 최첨단 친환경의 인덕션 렌지를 매립한 음식점 테이블의 인덕션 서비스스케이프와 이용자 만족 및 재구매 의도의 영향관계에 대한 선행연구의 내용을 바탕으로 연구모형을 설계하고, 변수들 간의 영향관계를 분석하였다. 본 논문의 주요 분석결과는 다음과 같다. 조사 대상자의 인구 통계학적 특성으로서 남성 응답자가 104명, 여성 응답자가 106명으로, 남·여의 비율이 거의 비슷하게 참여하였으며, 응답자들의 직급 및 직책으로는 레스토랑 대표가 68명, 레스토랑 운영자 혹은 관리자가 142명이었다. 인덕션 렌지를 매립한 음식점들의 종업원 숫자 또한 5명 이상의 음식점이 62.4％로 나타나 일반 음식점 평균(2.8명) 보다 대형매장의 형태로 확실히 구분되어 나타났다. 회귀분석에 의한 가설 검증결과 ①레스토랑의 친환경 기능 인덕션 서비스스케이프가 이용자 만족에 유의한 영향을 미치는 것으로 나타났으며, ②레스토랑의 친환경 기능 인덕션 서비스스케이프가 재구매 의도에 유의한 영향을 미치는 것으로 나타났고, ③레스토랑의 친환경 기능의 인덕션을 매립한 음식점운영·관리자의 만족이 재구매 의도에 유의한 영향을 미치는 것으로 나타나 본 연구에서 제시되었던 가설은 채택 되었다.

• 한국식품조리과학회지
• /
• 제17권1호
• /
• pp.13-22
• /
• 2001

서울시내에 소재하고 있는 패밀리레스토랑 중 7개 업체 12개 점포의 조리 부서에 근무하는 147명을 대상으로 성별, 연령, 학력, 직위, 재직기간에 의한 이직 원인의 차이를 분석한 결과는 다음과 같다. 1. 패밀리레스토랑 조리 부서 직원은 남성이 60명, 여성 87명으로 구성되어 있고, 20-29세가 차지하는 비율이 95.2%로 가장 많았다. 학력은 2년제 대졸 여성의 비율은 50.3%로 패밀리레스토랑 조리 부서 직원의 반 이상을 차지하고 있는 것으로 나타났다. 직위는 매니저 4.1%, 캡틴 13.6%, 직원 82.3%로 나타났으며, 재직기간은 2년 이하가 84.4%로 나타났다. 2. 성별에 따른 이직의 원인 차이를 분석한 결과는 여성(3.06)이 남성(3.00)에 비해 이직요인에 대한 전체 평균이 다소 높은 것으로 나타났다. 3. 연령에 따른 패밀리레스토랑 조리 부서 종사자들의 이직 원인 차이는 전체적으로 50세 이상의 연령층(3.039)에서 이직에 대해 심각하게 받아들이고 있으며, 그 중 근무지 요인(4.000)과 경영불신 요인(4.000)이 가장 영향력 있는 변수로 나타났다. 4. 학력에 따른 이직의 원인 차이를 분석한 결과, 국내 석사 이상의 학력을 가진 종사자가 대부분의 요인에서 높게 나타났다. 통계적으로 유의한 차이를 보인 요인으로는 근무 체계 요인(0.001), 타진로 모색요인(0.005), 개인적 문제 요인(0.034), 거주지 요인(0.014)로 모두 F값이 3.04보다 크게 나왔다. 5. 직위에 따른 이직 원인 요인별 차이를 분석한 결과, 근무체계 요인 캡틴급(3.63), 내부적 문제 요인매니저급(3.21), 조직내 인간관계 요인 캡틴급(3.45), 타진로 모색 요인 매니저급(3.17), 개인적 문제 요인 매니저급(3.22), 거주지 문제 요인 캡틴급(2.88), 경영불신 요인 캡틴급(3.20), 근무환경 요인 캡틴급(3.08)에서 가장 높게 나타났다. 6. 재직기간에 따른 이직 원인 요인별 차이를 분석한 결과, 대부분 5년 이상 근무집단이 가정 높게 나타났다. 7. 기타 이직에 관한 견해의 차이를 성별로 분석한 결과, 이직 현상이 현재와 같이 지속될 것이라고 예상되는지의 여부에 대해서 대부분(85.0%)이 그럴 것이라고 응답했고, 이직이 소멸될 것이라고 생각하는지의 여부에 대해서도 소멸되지 않을 것이라고 대답한 응답자가 85.0%였다. 현재 재직 중인 직장이 어떻게 되길 바라는지 여부에 대해서는 대부분(91.2%) 잘되기를 바란다고 응답했다. 8. 전체적으로 각 이직 원인 요인 중에 가장 높은 평균값이 나타난 요인은 근무체계 요인(3.45)이였고, 조직내 인간관계 요인(3.18), 타진로 모색 요인(3.11), 경영불신 요인(3.04) 순서였다. 나머지 요인들은 3점(보통이다) 이하로 이직에 큰 영향을 미치지 않는 것으로 나타났다. 이상의 결과에서 패밀리레스토랑 조리 부서 종사원은 높은 이직 성향이 보여 전문 인력 부족 현상을 겪고 있는 외식업계에서 이직이라는 문제가 여전히 해결해야할 중대한 과제로 남아있음을 시사하고 있다. 남성에 비해 높은 여성의 이직 성향은 근무 여건에 있어 성 차별적 요소의 잔재에 대해 간과할 수 없음을 보여주고 있으며, 자신의 직업에 대해 안정기로 접어들어야 할 50세 이상의 연령층에서 가장 높은 이직 성향을 보이고 있는 것이나, 5년 이상 근속한 종사자의 높은 이직 성향, 그리고, 매니저급에서의 높은 이직 성향은 국내 외식업계가 평생 직장으로서의 위치까지 오르지 못하고 있음을 간접적으로 보여주고 있다.

• 한국방사선학회논문지
• /
• 제8권7호
• /
• pp.467-477
• /
• 2014

본 연구의 목적은 교육용 치과 엑스선 발생장치를 설치 및 가동 중인 전국 치위생(학)과를 대상으로 방사선 작업종사자의 방사선 안전 관리 실태를 설문 조사하고 이를 체계적으로 추이 분석하여 교육용 치과 엑스선 발생장치의 안전한 이용 기반을 확립하기 위한 기초 자료로 제공하고자 하였다. 이를 위하여 교육용 치과 엑스선 발생장치의 방사선 안전 관리와 관계되는 원자력 관계 법령 및 국내 방사선 안전성 평가 및 규제 기술 개발 현황에 대한 용역 보고서를 참고하여 포괄적인 문헌 조사를 하였으며 이를 토대로 응답자의 일반적 특성, 방사선안전관리자의 위상, 방사선 안전관리 현황과 지식 및 의식 수준에 대한 설문지를 작성하였다. 본 연구는 국내 교육기관 내 방사선안전관리자와 교육용 치과 엑스선 발생장치를 운전 가능한 학사 및 실습 조교, 전임 교원 224명을 대상으로 설문 조사를 시행하여 설문 응답 누락 및 불충분한 응답을 제외한 95부를 회수하여 분석 자료로 이용하였다. 분석 방법은 일반적 특성 및 방사선안전관리자의 위상은 빈도와 백분율을 구하였으며 방사선 안전 관리 현황과 지식 및 의식 수준은 빈도 분석과 설문 문항별 연관성 분석을 위한 ${\chi}^2$ 검정(chi-square test)과 수준간 연관성을 구하기 위한 피어슨 상관분석(Pearson correlation analysis)을 하였다. 결과적으로 교육용 치과 엑스선 발생장치의 운영은 대부분 대학 이상의 사회적 교육 수준이 높고 치위생학을 전공한 20대에서 40대의 여성이 담당하고 있었으며 남성과 비교하여 방사선 안전 관리에 대한 의식 수준이 높게 나타났으며 통계적으로 유의한 선형적 관계를 보였다(${\chi}^2$ >5, 0.1${\chi}^2$ >5, 0.3${\chi}^2$ >5, 0.3

• 농촌계획
• /
• 제19권3호
• /
• pp.13-24
• /
• 2013

With the increase of visitors to rural tourism villages, the direct selling at sites is getting vitalized. Accordingly, their display stores is getting more important. Therefore, this study has selected 30 domestic rural tourism villages as study objects for the attitude survey of 200 farming suppliers and the site examination for the designs of those display stores in order to analyze their status and classify the types of necessity. Such operation status as sale item, sale method, method of supply and demand, major customer, sales scale, manager, opening hour, and operation cost were examined, to identity and for design factors the pattern, material quality and color were investigated. For the attitude of farming suppliers, the tactics of sales, the reason for being positive or negative, the functionality and the features of display stores were examined through brainstorming. IBM SPSS Statistics 20 Program was employed for Frequency, which indicated that village chiefs and store managers with the sales scale of 1 to 20 million won are dealing with female customers in their 40's and 50's and that those stores are open at the time of experience or year round without any operation expense. Permanent type and Fixed type were found to be the design factors of the display-case type with the material and the color of wood and orange respectively. The result of investigation analysis of farming suppliers' attitude showed the followings: the need of display stores is quite high, structure type and permanent type have high fitness and from the viewpoint of display-on-table type as a standard moving type was very convenient. The analysis of significant items at the characteristics of those display stores revealed that their locations, quality conservation, sanitation, users' convenience, designs and promotion are very important. The result of status analysis revealed that though there is a correlation among the types of display stores depending on the visiting season of tourists their installing is not desirable. Three types have been analyzed: Type 1 is a structure type only in the villages with continuous visitors, Type 2 a moving-table type only in the villages with temporary visitors and Type 3 is a fixed display-case type.

• 대한치과기공학회지
• /
• 제32권4호
• /
• pp.417-433
• /
• 2010

Purpose: This study evaluated the manpower planning of dental technicians. Methods: Methods : Survey was conducted regarding subject's general characteristics, characteristics of dental technician's occupational view and working conditions, and reason to enter into branches of the public health enter. The survey sample consisted of 323 dental technicians (221 male/ 102 female). Survey was conducted for one month from August 1 to September 1 in 2010. Following results were obtained. Results: 1. Regarding general characteristics of the subjects, there was a slight male predilection with 68.4%. Subjects in their 40s occupied the highest proportion of 32.2%. Majority of subjects worked in the big cities (71.5%). Favored working places were dental laboratory (57.6%) and dental hospital or dental clinic (19.5%). Although no position is available in the public sector such as public health center or health care civil servant, 9.3% preferred working in the public health center. Public sector is more favored than 2-year technical colleges or dental supply and equipment companies. In respect to education, 57% of the subjects graduated college. 67.8% were married. Subjects who specialize in the porcelain or all-ceramic were 57.9%. With regard to current position, head of the dental laboratory was most common. 2. Following occupation characteristics were found. Economic reason took the highest proportion when deciding their occupation (39.9%) followed by gaining social experience (36.5%). Majority of the subjects (76.5%) wanted to work as dental technicians until their retirement. 71.5% pursuit to become a manager of the dental laboratory. 76.1% agreed on opening a dental technician position in the public health center. Regarding an authority to lead developing the dental technician position in the public sector, majority of the subject chose ministry of health and welfare (35.6%) and Korean dental technologist association (34.7%). Employment (average, 30%) and turnover rate (average, 36.5%) of dental technology college graduates ranged from 40% to 60%. Most important factors for the employment were practical experience (41.2%) and competency (34.4%). With regard to job satisfaction, so-so as 46.7% and satisfactory was 42.7% 3. In respect to the reason for opening a position in the public health center, 'It is needed to continue denture rogram for elderly patients' obtained the highest score (4.14 point). 'Institutional devices are required to open a position for dental technicians as a public healthcare provider' received high score (4.11 point). 4. Concerning the working conditions, 'professional knowledge is required' received the highest score (4.23) followed by 'too short maternity and parental leave' (4.21). 5. Relationship between general characteristics of the subjects and favor of working in the public health center was investigated. Significant differences were found according to the current and favored working area, favored occupation, education level, marital status, and specialty. Working in the public health center was favored by following subjects: working in mid- or small-sized cities (4.16 point, p<0.05); PhD degree-holder (4.59 point, p<0.01). 6. Among general characteristics of the subjects, significant difference of working conditions was found in the following factors: gender; working areas; favored working areas; favored working positions, and education level. Majority of subjects favored working in big cities and currently work in big cities although satisfaction was comparatively low (3.75 score). 7. Future plan to work in public health center was evaluated according to occupational characteristics. Subject's intention to work in the public healthcare center was significantly affected by opening of dental technician position, leading authority, average turnover rate, and factors affecting employment. Working in the public health care center was favored by the following subjects: Dental technicians who actively supported opening of the dental technician position (4.34 point, p<0.001); subjects who thought the Korean dental technologist association is responsible for the opening of positions in the public sector (4.26 point, p<0.001); and subjects who thought that attitude and character are important for the employment (p<0.001). 8. Concerning difference of working conditions according to the occupational characteristics, significant difference was demonstrated by factors such as a reason to choose to be a dental technician, work plan, pursuing position, responsible authority, average employment rate, and job satisfaction. High standard of working conditions was required in subjects who selected to be a dental technician for the leisure time after work (s.05 point, p<0.01), who planted to work until their marriage (4.25 point, p<0.001), and who pursuit to be a manager (3.98, p<0.05). 9. In respect to influence of general characteristics on the advancement to public health centers, the coefficient of determination (R2) was 0.068 and age affected the working condition with significant difference according to the pvalue. 10. Regarding influence of general characteristics on the advancement to public health centers, the coefficient of determination (R2) was 0.335 and work plan, opening of dental technician position in the public sector, and responsible authority had significant influence over the subject's intention to work in the public health center according to the p-value. 11. With regard to the influence of general characteristics on the advancement to public health centers, the coefficient of determination (R2) was 0.091 and reason to choose to be a dental technician, work plan, and responsible authority significantly affected subject's working conditions. Conclusion: Korean society is becoming a super-aged society according to several statistics. As aged population is rapidly increasing, national health insurance plans to cover denture for senior citizen over 75 years old from 2012. Therefore, dental technicians are urgently needed in the public health centers all over the nation. Many subjects in this study planed to work until their retirement and recognized dental technician's expertise. Ministry of health and welfare and Korean dental technologist association should co-operate each other to prepare foundation and institutional devices for dental technicians to advance into the public health center. This will improve oral health of the population. This study showed urgency of medical facilities and services which meets increasing number of aged population and welfare of the population.

• 한국의상디자인학회지
• /
• 제4권1호
• /
• pp.111-130
• /
• 2002

This study performed a structural questionnaire survey and non-structural interview of the ladies apparel manufacturers in Daegu on the qualification for the employees, skills required for job performance, job training, automatic manufacturing systems, and the use of computer. The results are as follows. 1. Almost all of the apparel manufacturing systems were Pair System, except one Line System in one company. In terms of outsourcing, most of the manufacturers answered “yes,” and in 1998 the outsourcing process was sewing, but in the year 2002, outsourcing has been increased :12 manufacturers(57.1%) outsourcing most of the processes except patterning, 3(14.3%) outsourcing the finish of sewing. 2. The workforce of 1998 and that of 2002 shows a significant difference(P＜. 01) between office work and management. The number of office workers has decreased from 15 down to 5.3 people. On the other hand, that of the management has slightly increased from 5.3 to 9.2 people. The number of the manual workers has decreased from 32.2 to 28.7 people. And the number of tailoring and patterning workers has slightly decreased, but the number has increased in sewing from 3.7 to 7.0 people. 3. The wage of an employee shows a significant difference between a sewing assistant(P＜. 01) and a production manager(P＜. 05), and the wage of a sewing assistant, in particular, has slightly raised from ￦905,000 to ￦1,054,000. 4. The qualifications required of employees are “cooperative human relations”(30.8％), “diligence,” and “ability for job analysis”(26.9％), and “positive thinking” (15.4％) in 1998, and “ability for job analysis”(38.5％), “cooperative human relations”(34.6％), and “positive thinking” (15.4％) in 2002. The areas for job openings are significantly different(P＜. 01) depending on the year. Job openings in the design section has increased from 1(3.8％) to 16 manufacturers (61.5％), and decreased in tailoring section from 22(84.6％) to 2 manufacturers(7.7％). Job openings in the sewing section have increased form 2(7.7％) to 6 manufacturers (23.1％). In terms of sex of the employees, there is a significant difference(P＜. 001). 19 companies(73.1％) wanted “male” in 1998, but 8 companies(30.8％) answered that they want “female” and 17 companies(65.4％) answered that “it does not matter.” About the educational background, there was a significant difference between the years. The number of the companies that want junior college graduates with an associate degree has increased(15 companies(57.7％). There was a significant difference(P＜. 05) in major of the employee. The number of the companies that want fashion majors has increased from 5(19.2％) to 20(76.9％). 5. In terms of job skills required, there was no significant difference. In 1998, “production skills” (46.2％) and “ability for job analysis” (26.9％) were required, and in 2002, “ability for job analysis” (42.3％) and “emotional skills” (26.9％). 6. In regard to training for job skills, “fashion professional training” has slightly decreased from 65.4％ in 1998 to 46.2％ in 2002, however, “training for job analysis” has slightly increased from 30.8％ in 1998 to 46.2％ in 2002, which indicates the fact that “fashion professional training” and “ability for job analysis” have been emphasized. 7. The number of the manufacturers purchased apparel CAD has increased from 1(3.8％) to 3(11.5％), and the number of the manufacturers that have no plan for purchase has increased from 16(61.5％) in 1998 to 15(57.7％), still taking up a big proportion. 8. About the use of computers in manufacturing, there is a significant difference(P＜. 05). The number of the manufacturers using computer has increased from 5(19.2％) to 15(57.7％) and that of the manufacturers which do not use computers has decreased from 17(57.7％) to 8(30.8％). 9. In the interviews with the owners of the manufacturers, they pointed that schools should give more weight on practical training courses, the invitation of experts in the specific field, complex production systems, training courses for sewing, field trip courses, and furthering specialty education, personality and vocational education.

• 한국환경보건학회지
• /
• 제18권2호
• /
• pp.3-18
• /
• 1992

This research was carried out on 1,017 production workers for four months from May to August, 1991, to search more effective management method of their health by grasping their knowledge and attitude on industrial health. The results of this study can be summarized as follows: 1. As for general characteristics, 74.2% were male and 25.8% were female among the 1,017 workers. The two largest age groups were 30~39, 38.7%. As for education level, graduation from high school was 58.6%, 61.2% were married, 35.9% owned their house, and workers who worked more than 1 year less than 5 years was 52.9%, workers who worked 8 hours a day was 46.7%, the largest group income level was 60~69 thousand won 21.2%, and the degree of satisfaction with work was ordinary, 45.6%. 2. The degree of recognition concerning occupational diseases was 92.5% at a very high rate. Causes of occupational diseases under the present work field were in order of noise, dust, heavy metal. The largest group of the counterplan for prevention was an improvement of working environment, 62.0%. 3. The major cause that threatens worker's health was poor working environment, 31.4%. As the best method for workers' health management, working environment management was pointed. 4. As for health examination result, the response that it is of use to health management was 53.8%. As for examination method and result, 42.7% responded that they are formal. The practice period was more than once every six months as the largest group, and the highest desire for improvement was that they wants an exact information of the result. 5. 49.3% of the respondents know about the measurement of working environment an the response that the measurement is necessary to improve working environment was 57.9%, and that the results from the measurement were reflected on improvement an management 57.5%. Appropriate period to take a measurement was more than once per six months, 40.2% and per three months, 29.1%. 6. As for safety and halth instruction, 34.5% were educated for both, 38.2% for only safety education and just 4.6% for only health education. 51.9% responded that they had never been educated out of work place. The period of its practice was more than once a month, 39.5% and every three months, 21.3%. 7. The importance of safety and health showed that the one is equal to the other, 59.8%, that the one is more important, 29.6%, and that other is more important, 7.6%. 67.7% said the necessity of a safety and health manager. 8. In spite of more or less health obstacle of work environment, 14.9% of the respondents wanted to overwork to gain an allowance for over-time work, 39.9% didn't, and 40.2% according to condition and state. 9. As the most important cause of industrial accident, 40.2% indicated unsafe behavior. As for the individual protective instrument, 66.1% of all the respondents said they have worn it to protect industrial diseases. 10. As for the degree of understanding of the contents in Industrial Safety and Health Law and Industrial Law of Accident Insurance, an affirmative response was respectively 49.3% and 50.8% and the sources of safety-health information were televisions and radios, 28.0%. Therefore, it is necessary that we do positive working environmental improvement, continuous management and health education's inforcement to increase their health and prevent occupational diseases.