• Title/Summary/Keyword: job performance level

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Association of Bone Lead with Neurobehavioral Test Scores in Lead Workers (연작업자들에서 골중 연량이 신경행동학적 검사성적에 미치는 영향)

  • Lee, Sung-Soo;Kim, Nam-Soo;Kim, Hwa-Sung;Ahn, Kyu-Dong;Lee, Byung-Kook
    • Journal of Korean Society of Occupational and Environmental Hygiene
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    • v.15 no.2
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    • pp.144-152
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    • 2005
  • To evaluate the effect of lead biomarkers including bone lead on neurobehavioral test in lead workers, 652 lead workers without any occupational exposure to organic solvent, mercury and arsenic were agreed to participate this study. For the control subjects 102 non-occupationally lead exposed blue collar workers in general manufacturing industries were also joined this study. All study subjects joined this study with written informed consent. The study variables of lead exposure were blood and patella lead. For the general characteristics of study subjects, standardized questionnaire regarding age, sex, past disease history, job duration, body mass index (BMI), drinking and smoking habit were provided. For the past history of neurotoxicity related diseases, all study subjects were interviewed by qualified occupational health physician. The results obtained were as follows: 1. Compared with controls without occupational lead exposure, lead exposed subjects had worse performance on all tests(p<0.05). 2. After adjustment for covariates (age, sex, job duration, education level, BMI, smoking and drinking status), the signs of the regression coefficients for blood lead were negative for 13 of the 14 tests. Blood lead was a significant predictor of poorer scores on 8 tests (simple reaction time(ms & root MSD), Trail-Making Test B, Digit Symbol Substitution, Purdue Pegboard assembly, Digit Span Test, Benton Visual Retention, and Purdue pegboard both hand). 3. After adjustment for covariates (age, sex, job duration, education level, BMI, smoking and drinking status), the signs of the regression coefficients for patella lead were negative for 12 of the 14 tests. Patella lead was a significant predictor of poorer scores on 8 tests (simple reaction time(ms). Purdue Pegboard assembly, Digit Span Test, Benton Visual Retention. Pursuit Aiming rest (no. of correct & no. of incorrect), Purdue pegboard non-dominant hand and both hand). With above results, blood lead and patella lead were associated with poorer performance of neurobehavioral tests. In addition, patella lead was confirmed to be better predictor of manual dexterity test in neurobehavioral test battery in lead workers

The Impact of Corporate Entrepreneurship on Employee Commitment and Performance: Evidence from the Korean Food Franchising Sector (조직 기업가 정신이 구성원의 조직몰입과 성과에 미치는 영향: 한국 외식 프랜차이즈 산업)

  • Park, Hee-Hyun;Lew, Yong-Kyu
    • The Korean Journal of Franchise Management
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    • v.7 no.2
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    • pp.5-14
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    • 2016
  • Purpose - Competitive industry structure and recent economic depression challenge a survival of Korean small- and medium-sized food franchising companies (SMFCs), albeit the explosive growth of the Korean food service industry for last few decades. Against this backdrop, it examines how these SMFCs overcome liabilities of smallness and resource scarcity to strengthen competitive advantage in the market. To tackle this, in this article we focus on corporate entrepreneurship and human resources as a knowledge-based asset for these SMFCs. Furthermore, the ratio of employee turnover is high in SMFCs. We view that such brain-drain may result in poor performance of the Korean SMFCs. As such, we pay attention to the role of organizational commitment to an organization as a solution for enhancing individual-level employees' loyalty toward their organization. Research design, data, and methodology - Our research question is to what extent corporate entrepreneurship (i.e., innovative organizational culture, organizational autonomy, and administrative innovation) affects an individual-level attitude toward the organization and, in turn, employee creativity and satisfaction in the Korean SMFCs context. We collected data from employees in SMFCs for three months. A total of 126 valid questionnaires were collected, and analyzed the data using partial least squares path modeling. Results - The reliable and valid measurement model feed into testing the structural model. Our findings suggest that innovative organizational culture and organizational autonomy positively affect employee commitment. Particularly, organizational autonomy has a greater effect than innovative culture on employee commitment. However, the relationship between administrative innovation and employee commitment is not significant. We also find that employee commitment positively affects both employee creativity and satisfaction. Conclusions - Our contribution to the existing franchising business and management literature is twofold. First, the conceptual model includes three antecedents in the organizational entrepreneurship dimension to organizational commitment. Second, we conceptualize organizational commitment as employee commitment, and validate its impact on employee creativity and job satisfaction at an individual performance level. Overall, this article suggests that it is critically important for the Korean SMFCs to develop corporate entrepreneurship in order to facilitate employees' positive attitudes toward their organizations.

Analysis of Work Performance and Related Factors of Construction Site Health Manager (건설현장 보건관리자의 업무수행정도와 관련요인 분석)

  • Jung, Hye-Sun;Choi, Eun-Hi;Beak, Eun-Mi
    • Korean Journal of Occupational Health Nursing
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    • v.27 no.1
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    • pp.48-58
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    • 2018
  • Purpose: The purpose of this study was to understand the present status of the work performance of the construction industry health managers and the developmental direction for the construction industry health management. Methods: The subjects of this study were 149 health managers working in the construction industry. Data of a total of 130 participants were analyzed by excluding the missing data among field workers. The contents of the survey were the characteristics of the workplace, the difficulties and requirements of health management, and the level of job performance. Results: The factors affecting measuring work environment task were age, number of workers, number of safety managers, and lack of support from the headquarters. The factors affecting managing work environment and physicochemical harmful factors were age, type of contract and conflicting business opinions. The factors affecting implementing health examination were age, type of contract, and number of safety managers. The factors affecting healthcare were age, type of contract, number of safety manager, presence of healthcare room, and conflicting business opinions. Conclusion: It is necessary to provide practical guidance and practical resources, and education for strengthening capacity. The support for business owners and managers support is needed.

The Effect of Self-status Factors on Self-Efficiency and Job Satisfaction of Fire Service Officials (소방공무원의 자아상태 요인이 자아효능감과 직무만족도에 미치는 영향)

  • Kim, Yeob-Rae;Lee, Hae-Young
    • Fire Science and Engineering
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    • v.33 no.2
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    • pp.145-154
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    • 2019
  • The purpose of this study is to analyze the self-status of fire service personnel to identify their effect on self-efficacy and job satisfaction, and to improve the performance of their tasks in the field and perform their tasks efficiently. A survey of 177 current firefighters in the southern city of Gyeonggi Province conducted a correlation analysis and regression analysis through SPSS 22.0. The first study found that in relation to the self-status factor and the self-efficacy factor of firefighting services, the self-efficacy is rather high and the self-regulating effect is very high. Second, the effects of the self-status factor on the self-efficacy were significant in order of type Adult (A), type Free Child (FC), and type Adapted Child (AC). Third, analysis of correlation between self-status factors and job satisfaction factors showed inadequate correlation in all job satisfaction factors for Critical Parent (CP) types, and static correlation in all job satisfaction for Nurturing Parent (NP) types. Type Adapted Child (AC) was less satisfying to itself, to itself, to pay, to promote, to co-workers. Thus, the current strategic approach based on rationality needs to be strengthened by lowering the authority of the Critical Parent (CP) function in terms of self-status factors and enhancing the Adapted Child (AC) function in the lower satisfaction level of the parent.

Task Analysis of Paramedics of Korea Based on DACUM Method (DACUM 기법에 의한 1급 응급구조사의 직무분석)

  • Bae, Ki-Sook;Koh, Bong-Yeun;Lee, Jung-Eun;Lee, In-Mo;Choi, Keun-Myoung;Kim, Soo-Tae
    • The Korean Journal of Emergency Medical Services
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    • v.15 no.1
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    • pp.5-23
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    • 2011
  • Objective : This study grasps specific task on paramedics who plays a great role in the emergency scene, thereby eliciting definition of job called paramedics and analyzing occupation by DACUM method. Thus, the aim is to suggest working-level guidelines on the task of paramedics. Methods : It targeted paramedics who are working at hospitals, fire stations, and industries in Seoul and Gyeonggi area from Oct. 11, 2010 to Nov. 30. A total of 608 copies of questionnaire were analyzed by DACUM method. A research tool on occupational analysis consisted of 8 pieces for duty, 43 pieces for task, and 149 pieces for task elements. In order to survey performance frequency, importance, and difficulty by element, each task was developed by this research team, and each task was analyzed and finally elicited through workshop of DACUM method. Results : The occupational definition of paramedics, which was defined through this DACUM, was elicited as 'professional job of performing emergency medical care on the scene, during transferring, or within medical institution in order to maintain life and prevent wound deterioration, targeting a person who is put in emergency situation.' Task element, whose performance frequency was indicated to be the highest, was in order of checking mental status($2.76{\pm}0.497$), checking vital signs($2.70{\pm}0.578$), and airway/c-spine immobilization($2.69{\pm}.546$). Especially, defibrillation stood at $2.23{\pm}.655$ points. Task element, whose performance frequency was low, was in order of caring sexual abuse victims($1.32{\pm}0.563$), performing cricothyrotomy($1.36{\pm}0.618$), and caring cardiac arrest victims($1.40{\pm}0.636$). Importance of task was in order of airway/c-spine immobilization ($2.88{\pm}0.338$), maintenance of respiration($2.88{\pm}0.351$), caring cardiac arrest victims($2.87{\pm}0.349$), and performing CPR($2.87{\pm}0.361$). Task element, whose importance is low, was indicated to be in order of enema($2.29{\pm}0.736$), urinary catheterization($2.35{\pm}0.664$), and nasogastric intubation($2.35{\pm}0.667$). Task element, whose difficulty was shown to be the highest, was indicated to be in order of caring cardiac arrest victims during pregnancy ($2.60{\pm}0.559$), caring cardiovascular injury($2.59{\pm}0.546$), and labor management($2.53{\pm}0.533$). Conclusion : Based on the results of this study, the job performance work table(Dacom chart) of paramedics is suggested to be used, thereby being applied to development in education and curriculum of paramedics. It is necessary to evaluate usefulness of the job performance work table by estimating effect of education for paramedics based on the job performance work table of paramedics.

A Study on the Performance of CSR Activities Participation: Focusing on Korean Firms in China (CSR활동 참여성과 연구: 중국시장의 한국기업을 대상으로)

  • Jiang, Jing;Lee, Hyoung-Taek
    • Korea Trade Review
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    • v.42 no.2
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    • pp.369-390
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    • 2017
  • The view of social responsibility activities from the pioneer studies found that most research is mainly limited to the corporate social responsibility activities. The related studies on the individual level are very few. Therefore, it is very necessary to make a clearer and more systematic empirical research for the global companies whose employees are directly involved in the companies' social responsibility activities. In order to find the relationship between variables, we collected data from chinese employee of Korean firms which located in China. The result of empirical test is as follows; First, the social responsibility activities of the individual level have a significant positive effect on the employees' job satisfaction and organization inputs. In other words, social responsibility activities could improve the employee's job satisfaction and organization inputs. Second, innovative organizational culture of South Korean companies has a significant positive effect on the individual level social responsibility activities. Third, transformational leadership of the CEO in South Korean have no effect on personal level social responsibility activities. Fourth, the CEO'S ethical values have great positive effect on personal level of social responsibility activities. Through the analysis we can see, in the process of global corporate implicating social responsibility activities, the CEO'S ethical values are more important than the transformational leadership of the CEO. Finally, in the relationship between the employees' personal ethical values and personal social responsibility activities, the employees' personal ethical values in South Korean companies have great positive effect on the personal level social responsibility activities.

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The Effect of Sales Manager Coaching on the Motivation and Organizational Effectiveness Focusing on the Moderating Effect of Achievement Needs (영업관리자 코칭이 동기부여와 조직유효성에 미치는 영향: 성취욕구의 조절효과를 중심으로)

  • Lee, Tae-Hun;Jo, Dong-Hyuk;Kim, Sang-Bum
    • The Journal of the Korea Contents Association
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    • v.18 no.4
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    • pp.138-153
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    • 2018
  • In the recent years, coaching leadership has been in the spotlight as being an essential human resources management strategy for improving organizational effectiveness in addition to strengthening the capacity of organizational members. Therefore, this study empirical analyses the effect of sales coaching on motivation and organizational effectiveness and the moderating effect of achievement needs. As a result, First, sales manager coaching appeared to have positive effect on the motivation and organizational effectiveness (job satisfaction, organizational commitment, job performance). Second, motivation appeared to have positive effect on organizational effectiveness. Third, achievement need appeared to have moderating effect in the relationship between sales manager coaching and organizational commitment. According to the study results, sales managers' coaching has positive effects on improving salespeople's performance as well as their levels of motivation, job satisfaction, and organizational commitment. In addition, this study proves that depending on the level of salespeople's need for achievement, the purpose and approach of coaching styles must be different to maximize the positive effects. This empirical study contributes to the theoretical as well as practical improvements of leadership coaching by verifying the conditional attributes for implementing effective sales managers' coaching for improving organizational effectiveness.

A Study on Basic Vocational Competencies and Capabilities required for Culinary Arts Curriculum (조리교육과정에 요구되는 직업기초능력과 역량에 관한 연구)

  • Kim, Tae-Hyun;Kim, Tae-Hee
    • Culinary science and hospitality research
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    • v.24 no.3
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    • pp.47-59
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    • 2018
  • Vocational education has been constantly blamed for training skills that are not suitable for the field. This study was sought for finding out the necessary skills for the hotel entry-level cooks by conducting in-depth interviews, questionnaires, and case studies in terms of NCS's basic competencies and competencies required at work environment. The results of this study are as follows: First, in the field, job performance ability is more important than skills and knowledge. Second, among the NCS's basic competencies, communication skills, interpersonal skills, self-development skills, information skills, and professional ethics are prioritized competencies for hotel-entry level cooks. Third, in terms of competency factors at work, it is necessary to learn the adaptability of the field. Fourth, in case of overseas culinary institutes, the core of their culinary education was the system to learn how to operate the site rather than the education about cooking skills or knowledge. Fifth, in holistic approach, the result showed that four elements which are skills, knowledge, field practice, and simulation training are required for Culinary Arts curriculum.

Relationships among Job Characteristics, Knowledge Sharing, Organizational Culture, and Organizational Commitment in Occupational Health Nurses and Clinical Nurses (보건관리자와 임상간호사의 직무특성, 지식공유 및 조직문화가 조직몰입에 미치는 영향)

  • Kim, Young Im;Lee, Da Ye
    • Korean Journal of Occupational Health Nursing
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    • v.26 no.4
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    • pp.236-246
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    • 2017
  • Purpose: This study aimed to investigate the relationships among job characteristics, knowledge sharing, organizational culture, and organizational commitment in occupational health nurses (OHN) and clinical nurses (CN) to identify factors that might influence organizational commitment. It aimed to contribute to the improvement of knowledge management in health care organizations, including industrial workplaces and hospitals. Methods: A convenience sample of 188 nurses, specifically 100 OHN and 88 CN, was selected. Data were analyzed with descriptive statistics, t-tests, correlation coefficients, and multiple regression analysis. Results: OHNs had a significantly higher education level and current work experience; higher proportion of participants with contract employment status, day work shift, less turnover experience, good lifestyle; and higher scores on organizational culture ($3.3{\pm}0.61$) and organizational commitment ($3.1{\pm}0.60$). Additionally, the correlations among organizational commitment, job characteristics, knowledge sharing, and organizational culture ware higher (r=.38~.57) among OHNs as compared to those among CNs. Further, the organizational commitment of OHNs was significantly influenced by knowledge sharing, organizational culture, working hours, and salary ($R^2=.32$), while that of CNs was influenced by organizational culture and life event stress ($R^2=.11$). Conclusion: There is a need to develop measures to enable nurses to contribute to the improvement of knowledge management in health care organizations as major human resources, by including interventions for the major factors leading to between-group differences in organizational performance.

A Synchronized Job Assignment Model for Manual Assembly Lines Using Multi-Objective Simulation Integrated Hybrid Genetic Algorithm (MO-SHGA) (다목적 시뮬레이션 통합 하이브리드 유전자 알고리즘을 사용한 수동 조립라인의 동기 작업 모델)

  • Imran, Muhammad;Kang, Changwook
    • Journal of Korean Society of Industrial and Systems Engineering
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    • v.40 no.4
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    • pp.211-220
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    • 2017
  • The application of the theoretical model to real assembly lines has been one of the biggest challenges for researchers and industrial engineers. There should be some realistic approach to achieve the conflicting objectives on real systems. Therefore, in this paper, a model is developed to synchronize a real system (A discrete event simulation model) with a theoretical model (An optimization model). This synchronization will enable the realistic optimization of systems. A job assignment model of the assembly line is formulated for the evaluation of proposed realistic optimization to achieve multiple conflicting objectives. The objectives, fluctuation in cycle time, throughput, labor cost, energy cost, teamwork and deviation in the skill level of operators have been modeled mathematically. To solve the formulated mathematical model, a multi-objective simulation integrated hybrid genetic algorithm (MO-SHGA) is proposed. In MO-SHGA each individual in each population acts as an input scenario of simulation. Also, it is very difficult to assign weights to the objective function in the traditional multi-objective GA because of pareto fronts. Therefore, we have proposed a probabilistic based linearization and multi-objective to single objective conversion method at population evolution phase. The performance of MO-SHGA is evaluated with the standard multi-objective genetic algorithm (MO-GA) with both deterministic and stochastic data settings. A case study of the goalkeeping gloves assembly line is also presented as a numerical example which is solved using MO-SHGA and MO-GA. The proposed research is useful for the development of synchronized human based assembly lines for real time monitoring, optimization, and control.