• 한국식품조리과학회지
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• 제16권2호
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• pp.143-150
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• 2000

A survey was carried out from 143 cooks working at the deluxe hotels in Seoul to obtain the information on the working environment, characteristics, and the satisfaction of the cooks to improve the culinary art training program and the working environment. The results were as follows: Most of the cooks(58.7%) worked for 8-9 hours/day and 51.7% of the cooks earned 1-1.5 million won in a month. The cooks had average 1.6 licenses per person, however, their licenses accorded with their work place only with 85.3%. Subjects were unsatisfied with the pay(55.2%), but 42.7% of the cooks hoped to work in their current work place. If they could transfer to other work place, they wished to run a restaurant of their own. The unsatisfaction rate was high among the cooks worked for 10-15 years, and 19.2% of them was unsatisfied with the environment of work place and 11.5% was in promotion. The longer the working period of the cook, the higher the recognition of the culinary skill. Also, the more frequently transfer to other places, the higher the self-estimation in their skills. Subjects answered that the most important factors for good cooking are the good taste and hygiene. The quality of ingredients was recognized more important among the cooks worked for longer period. The greatest hindrance for the improvement of cooking skill was indicated as insufficient knowledge among the cooks worked under one year, lack of confidence among those worked for 2-5 years, and authoritarianism of seniors for 6-15 years. They answered that the most important qualification for cook is the sincere attitude. The cooks with under 5 years of experience indicated experience and studying attitude and the ones with over 6 years of experience culinary skill as the important factors for cooks. The important factors for promotion was pointed out as culinary skill and human relationship.

• 시큐리티연구
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• 제61호
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• pp.255-283
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• 2019

본 연구는 근무환경, 직무스트레스가 직무만족에 미치는 영향을 규명하기 위하여 2019년 8월 7일부터 8월 13일까지 약 7일 간 대전, 충남, 경기지역에서 근무하는 시설경비업 종사자 315명을 대상으로 설문조사를 실시하였으며, 총 315부의 자료 중 미응답 및 부적절한 응답을 제외한 293부의 자료를 최종적으로 수집하였다. 수집된 자료의 분석을 위하여 STATA 14.2통계 패키지 프로그램을 사용하였으며, 조사 대상자들의 분포비율을 알아보기 위해 빈도분석(frequency analysis)을 실시하였고, 설정된 주요 변인들에 관한 근무환경, 직무스트레스, 직무만족의 신뢰도분석(reliability analysis)과 상관분석(correlation analysis)을 실시하였다. 다음으로 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족요인의 차이를 검증하기 위해 t-test, 일원변량분석(One-way ANOVA)을 실시하였으며 그 결과는 다음과 같다. 인구통계학적 특성에 따른 근무환경, 직무스트레스, 직무만족인식에는 차이가 있었다. 세부적으로 근무환경 요인에서는 연령, 학력, 근무년수, 임금(월급여), 근무형태가 근무환경 인식에서 유의미한 차이를 나타냈다. 직무스트레스 요인에서는 연령, 학력, 임금(월급여), 근무형태가 직무스트레스 인식에서 유의미한 차이를 나타냈다. 직무만족 요인에서는 연령, 학력, 근무년수, 임금(월급여)이 직무만족 인식에 있어 유의미한 차이를 나타냈다. 또한 근무환경, 직무스트레스, 직무만족의 관계를 알아보기 위한 다중회귀분석 결과는 다음과 같다. 근무환경이 직무스트레스에 미치는 영향에서 관계갈등, 직무불안정은 부(-)적 관계를, 직무요구와 직무자율은 정(+)적인 영향을 미치는 것으로 나타났다. 직무스트레스가 직무만족에 미치는 영향에서 직무스트레스는 직무만족에 부(-)적인 영향을 미쳤으며, 관계갈등(동료 격려), 직무자율성이 있으면 직무만족이 높아지고, 직무요구와 직무불안정에 대한 인식이 증가하면 직무만족이 낮아지는 것으로 나타났다. 근무환경은 직무만족에 정(+)적인 영향을 미쳤으며, 직무환경, 근무촉진, 조직특성이 좋을수록 직무만족이 높은 것으로 나타났다. 이러한 연구결과에 따라 근무환경이 좋을수록 직무스트레스는 낮아지며, 직무스트레스가 낮을수록 직무만족이 높은 것으로 나타났다. 또한 근무환경이 좋을수록 직무만족이 높은 것으로 나타나, 근무환경의 개선을 통해 경비업 종사자들의 근무환경 개선이 직무스트레스를 감소시키고, 나아가 직무만족도를 향상시킬 수 있다는 실증적 연구결과를 검증하였다.

• 한국산림과학회지
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• 제103권2호
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• pp.270-277
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• 2014

본 연구는 숲해설가의 직무만족 향상과 효율적인 조직운영을 위한 기초자료제공을 목적으로 숲해설가의 직무만족도와 관련변인에 따른 직무만족도 차이를 분석하였다. 첫째, 전체직무만족도는 평균 3.41점(5점 만점)으로 직무자체에 대한 만족도는 중위수보다 높은 것으로 나타났으나 복리후생에 관한 만족도는 상대적으로 낮은 것으로 조사되었다. 둘째, 직무만족도 요인분석결과 조직분위기, 보상수준, 직무갈등, 근무여건 네 개의 요인으로 분류되었고 조직분위기와 근무여건 요인에 대한 만족도는 높고 보상수준의 만족도는 낮은 것으로 나타났다. 셋째, 전체직무만족도는 소속기관, 활동현장, 근무경력에 따라 차이가 있는 것으로 나타났고, 직무만족도 하위요인의 경우 조직분위기는 근무경력과 소속기관에 따라 차이가 있었고 보상수준은 소속기관, 근무여건은 소속기관과 활동현장에 따라 유의한 차이가 있었다.

• 보건교육건강증진학회지
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• 제21권3호
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• pp.35-51
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• 2004

The purpose of this study was to identify the health promotion behavior(HPB) of the labor workers at the cement manufacturing company based on the Health Promotion Model by Pender(1996). Data were collected by self-reported questionnaire from 180 blue workers at the 2 cement factories under the permission of data collection and cooperation with managers in the factories. For data analysis, Descriptive statistics, t-test, ANOVA, Pearson correlation, Multiple regression with SPSS/PC + 10.0 version were used. The results were as follows: 1. The average scores for the HPB, consisted of 6 subdimensions was 2.74. The highest mean score was 2.88 in 'Exercise' and the lowest on was 2.58 'Responsibility of health'. 2. The score of the HPB was statistically different according to educational level(p<.00l), perceived health status(p<.00l) and satisfaction of working environment(p<.05). 3. HPB was positively related to age(p<.05), perceived health status(p<.00l), job satisfaction(p<.05), and satisfaction of working environment(p<.05), while it showed negative correlation with educational level(p<.01). 4. According to the results of multiple regression analysis, factors affecting HPB were perceived health status and education level explained 20.3% of variance. From this research findings, we need to different approach in develop health promotion program of Cement manufacturing company workers and focusing on improvement to job satisfaction and satisfaction of working environment.

• 대한인간공학회지
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• 제34권2호
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• pp.135-143
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• 2015

Objective: The purposes of this study are to investigate ergonomic problems and to propose their improving measures in office environment of big general hospitals. Background: Office tasks have varying risk factors of work-related musculoskeletal disorders (WMSDs). The first symptom resulted from the office work was recognized as an occupational disease in Korea in 1986. Although the symptoms have increased since its first recognition, there has been few study on the effect of office work environment settings. Method: First, the author took pictures of working scenes performed in three big university hospitals. Next, the pictures were analyzed in view point of ergonomics. Based on the analysis, their improving measures were proposed for reducing work stress. Results: The results showed that most physical office environment settings such as dimensions of tables/desks and chairs, leg room, thigh, knee and foot clearances, and chairs used did not satisfy the ergonomically recommended design guidelines. In addition, some clerks placed personal belongings under their desks, put monitors in high position and did not lean against the backrest of chairs in seated tasks, which resulted in poor working postures of leg, back, neck etc. It is recommended that the hospital management should provide their clerks with ergonomically designed office furniture and continuously perform ergonomics training program for raising clerks' recognition for office ergonomics. Conclusion: Most office environment settings investigated in this study were not in good condition in view point of ergonomic design for the settings. Application: It would be useful as basic data for establishing ergonomically good office environment in hospitals.

• 노동경제논집
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• 제39권1호
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• pp.33-55
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• 2016

본 연구는 근로환경이 근로자의 객관적 주관적 보상과 어떠한 관계를 가지는지를 분석함으로써 한국노동시장에 나쁜 근로환경에 대한 보상이 존재하는지를 확인하고 시사점을 제공한다. 근로자가 당면하고 있는 다양한 근로환경과 보상지표를 제공하는 한국근로환경조사(KWCS) 자료를 사용하여 분석한 결과 나쁜 근로환경을 대표하는 위험성은 임금과 유의미한 관계를 보이지 않는 반면 보상만족도와는 부(-)의 관계로 나타난다. 이는 근로자들은 나쁜 근로환경에 대한 보상이 이루어져야 한다고 인식하고 있으나 실제 노동시장에서는 금전적 보상이 이루어지지 않는다는 것을 시사한다. 또한, 노동시장에서 물리적인 위험요인보다 정신적인 위험요인에 대한 기대 보상수준이 높게 나타나며, 이러한 경향은 남성에 비해 여성이 더 크게 나타난다.

• 한국콘텐츠학회논문지
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• 제16권5호
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• pp.533-547
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• 2016

본 연구의 목적은 노인요양시설 종사자의 근무환경이 요양서비스품질에 미치는 영향과 사회적 지지의 매개효과를 분석하는 것이다. 연구결과, 첫째 노인요양시설 종사자의 근무환경 변인에서 월 평균 급여와 급여 만족도가 높을수록 요양서비스품질이 향상되는 정(+)의 상관관계를 확인하였다. 둘째, 노인요양시설 종사자의 근무환경 변인의 월 평균 급여와 급여 만족도 변인이 매개변인인 사회적 지지와 정(+)의 상관관계를 확인하였다. 셋째, 노인요양시설 종사자의 근무환경에서 월 평균 급여와 급여 만족도 변인이 요양서비스품질에 미치는 영향에서 사회적 지지의 부분매개효과를 확인하였다. 이에 본 연구는 고령사회의 사회적 상황을 적극 반영하여 노인요양시설의 운영방향을 제시할 수 있는 '자가점검관리척도'를 사용하여 노인요양시설 서비스품질을 측정하였으며 또한 노인요양시설 종사자의 근무환경 개선 방안을 제언 하였다.

• 산업경영시스템학회지
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• 제46권2호
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• pp.13-21
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• 2023

In the recent era of the fourth industrial revolution, many industries aim to maximize the efficiency of products and services by introducing cutting-edge technologies such as artificial intelligence and big data. In this situation, organizational culture is changing a lot due to the influx of the MZ generation with strong individualistic tendencies and the decreased face-to-face communication between members. However, active communication with colleagues is still essential to maximize performance, and the margins created by simplifying work processes and automating processes must be used for creating work performance. This requires cooperation and commitment through the job immersion of members who have an active attitude. This study analyzed how the organization's autonomous work environment and trust among members, which are creative work performance conditions, affect job immersion using raw data from the Occupational Safety and Health Research Institute. As a result, it was found that both the organization's autonomous working environment and trust among members significantly effected the members' job immersion. in order to achieve productivity and value improvement in companies, efforts are needed to increase workers' job immersion by building an autonomous working environment and trust among members. The results of this study are expected to contribute significantly to the search for ways to increase workers' job commitment to improve organizational productivity.

• 대한설비공학회:학술대회논문집
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• 대한설비공학회 2004년도 동계학술대회 논문집
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• pp.63-63
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• 2004

• 한국안전학회지
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• 제12권2호
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• pp.119-132
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• 1997

According to the construction environmental changes due to the trend of large scale and complicated building construction, many construction methods(such as : TOPDOWN )are more often used. However, it is pointed out that occupational pulmonary diseases, reduction of the machinery lifetime and productivity caused to be narrow visual field and collision between the workers. Therefore, this study is mainly dealing with the views of productivity and safety improvement in order to improve work efficiency and to insure the safety in underground construction environment.