• 한국안전학회지
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• 제30권3호
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• pp.123-134
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• 2015

This study was conducted with the following three study objectives. First, effects of safety awareness level of lab researchers to the improvement of safety culture in the organization Second, effects of organizational safety behaviors to the improvement of safety culture Third, test of mediating effects of organizational safety behaviors in the relationship between safety awareness level and the improvement of safety culture. The results show that organizational safety behavior is an indispensable factor for the improvement level of safety culture. Especially, the factors in safety training activities, safety compliance and management system are mediating variables which affect the safety awareness level and improvement level of safety culture, which shows these variables are very important factors in reducing safety accidents through the improvement of safety culture. Therefore, safety behaviors in the organization should be considered with priority. If the organization leads to improve safety awareness through regular safety training and rewards and punishes according to the test results, safety awareness could be improved. This study was conducted to identify the necessary factors to improve the overall safety culture in the organization and contribute to the diffusion of safety culture by improving the safety training awareness of the researchers.

• 대한안전경영과학회지
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• 제16권4호
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• pp.91-99
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• 2014

This study highlights the theme of human error of train drivers, conducting empirical analysis on the relationship between organizational culture, safety climates, safety behavior, and accident. The empirical test results based on questionnaires received from 223 train drivers working at A subway firm indicated that relationship conflict and psychological reward as the elements of organizational culture variables showed a significant positive effect on CEO philosophy, communication, and boss's leadership. And only boss's leadership showed a positive influence on safety behavior, which in turn showed a significant negative relationship with accidents.

• 한국안전학회지
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• 제21권5호
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• pp.77-83
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• 2006

The purpose of this study is to assess the organizational personality types, employee-organization fits and the job satisfaction/involvement in a Korea standard nuclear power plant(NPP), which is a representative safety work place. First we chose 427 procedures that are related to safety out of 777 officially managed procedures referenced by 13.5 of FSAR(final safety analysis report). Next, we finally chose 70 procedures of 8 divisions for 44 employees regarding the duties for NPPs' division, experiences of operations, an operational know-how, and the indication of operational weakness. This study used OPTI(organizational personality type indicators) and the combination of 4 preference types for determining the organizational personality to produce personality types of organizations for NPPs' division. To assess the job satisfaction and involvement, we used a questionnaire and an interview, for 300 employees(83.5%) of the Korea standard NPP.

• Nuclear Engineering and Technology
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• 제36권1호
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• pp.64-72
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• 2004

The purpose of this study is to develop a system dynamics model for the assessment of the organizational and human factors in a nuclear power plant which contribute to nuclear safety. Previous studies can be classified into two major approaches. One is the engineering approach using tools such as ergonomics and Probability Safety Assessment (PSA). The other is the socio-psychology approach. Both have contributed to find organizational and human factors and to present guidelines to lessen human error in plants. However, since these approaches assume that the relationship among factors is independent they do not explain the interactions among the factors or variables in Nuclear Power Plants. To overcome these restrictions, a system dynamics model, which can show cause and effect relationships among factors and quantify the organizational and human factors, has been developed. Handling variables such as the degree of leadership, the number of employees, and workload in each department, users can simulate various situations in nuclear power plant organization. Through simulation, users can get insights to improve safety in plants and to find managerial tools in both organizational and human factors.

• 디지털융복합연구
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• 제16권6호
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• pp.259-270
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• 2018

본 연구는 종합병원 간호사의 환자안전관리활동에 환자안전문화인식과 조직몰입이 미치는 영향을 검증하고자 시도되었다. 자료는 2017년 8월 2일부터 8월 16일까지 종합병원 간호사 191명을 대상으로 구조화된 설문지를 이용하여 자료수집하였고, SPSS WIN Version 22.0을 이용하여 분석을 실시하였다. 연구결과, 종합병원 간호사의 환자안전관리활동은 환자안 전문화인식과 조직몰입과는 양의 상관관계가 있는 것으로 나타났고, 환자안전관리활동의 영향요인은 환자안전문화인식, 조직몰입 및 환자안전교육 경험으로 나타났으며, 이들 변수의 설명력은 33.3%였다. 따라서, 종합병원 간호사의 환자안전관리 활동을 증진시키기 위해서는 환자안전문화인식, 조직몰입 및 환자안전교육을 고려하여 중재프로그램을 개발하고 적용하는 것이 필요하다고 사료된다.

• 임상간호연구
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• 제25권1호
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• pp.98-105
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• 2019

Purpose: The study was conducted to investigate correlation between professionalism, organizational communication the and patient safety culture of nurses in hemodialysis units and verify factors that affect patient safety culture. Methods: Data were collected from 109 nurses working in hemodialysis units located in Seoul and Gyeonggi-do. collected data were analyzed using descriptive statistics including t-test, one-way ANOVA, Pearson correlation coefficient and stepwise multiple regression with the SPSS 21.0 program. Results: The Professionalism of participants was significantly correlated with patient safety culture while the Organizational communication was also correlated with patient safety culture. Factors influencing participants' patient safety culture included professionalism, organizational communication, employment history in current hospital, and the number of patients per nurse. These factors explained 57.8% of patient safety culture. Conclusion: The research findings suggest that in order to increase the awareness of patient safety culture of nurses in hemodialysis units, strategic efforts are needed to enhance professionalism and organizational communication satisfaction of nurses in hemodialysis units.

• 대한안전경영과학회지
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• 제5권4호
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• pp.245-256
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• 2003

Job characteristics have influence on the organizational effectiveness. The job characteristics are the core job dimension and organizational effectiveness. Aptitude and personality also act on job characteristics. In this study, we investigate chinese characters by province and city. The purpose of this study is to develop the job characteristics and organizational effectiveness model for chinese by province and city. Consequently, we suggest to be applied the model to korean finns strategically, which push into China, by view of improvement of organizational effectiveness and adaptation in China.

• 대한안전경영과학회지
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• 제16권4호
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• pp.285-294
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• 2014

The paper examines how ethical leadership and organizational identification contributed to explaining organizational commitment. In order to verify the relationships and mediating effect, data were collected from 256 individuals in employees working in small and medium-sized firms at Jinju, Changwon, Gimhae City to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0. This study reports findings as follows: first, the relationship between the ethical leadership and the organizational identification is positively related. Second, there was also a positive correlation between the organizational identification and the organizational commitment. Third, the relationship between the ethical leadership and the organizational commitment is positively related. Finally, the organizational identification played as a partial mediator on the relationship between ethical leadership and organizational commitment. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

• Safety and Health at Work
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• 제14권4호
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• pp.425-430
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• 2023

Background: It is acknowledged that legislation acts as a motivator for organizational action on psychosocial risks. Our study aims to provide evidence on the relationship between key occupational safety and health (OSH) policy principles and organizational action on work-related stress, and, in turn, with reported employee job demands and resources and their experience of work-related stress. We focus on Italy where specific legislation and practices on work-related stress were introduced in 2008 which are underpinned by these key OSH policy principles. Methods: Secondary analysis of the Italian samples from the employer ESENER-2 and employee 6th EWCS surveys was conducted, using path analysis in structural equation modeling (SEM) linking the two datasets. Results: We found a strong statistically significant relationship between OSH policy principles and organizational action on work-related stress (C.I. = .62-.78 p < .001). The existence of an organizational action plan on work-related stress was found to be significantly associated with more reported job resources (C.I. = .02-.24, p < .05) but these were not found to be significantly associated with less work-related stress. No significant association was found between having an organizational action plan for work-related stress and reported job demands. However, job demands were significantly related to reported work-related stress (C.I. = .27-.47, p < .001). Conclusions: Findings add support to the call for specific legislation on work-related psychosocial risks and highlight how an organizational OSH culture underpinned by key OSH principles, and awareness/competence development on psychosocial risk management can have a positive effect on organizational action. However, further support needs to be provided to organizations around developing primary prevention interventions at the organizational level with the aim of reducing job demands.

• 대한안전경영과학회지
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• 제7권3호
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• pp.1-15
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• 2005

Recently in Korean Society, risk and safety has become a central discourse in not only the social and natural science but also political decision making. The efficient organizational management contributes to controlling the risk factors in the workplace. For the management is influenced and improved by the organizational culture, the alternatives more than simply improving the work environment or enforcing the education of safety on each workers are required. This study was the status of safety culture in organizational members(managers and workers, and specialist) including the attitude on the safety atmosphere and risk perception, and experiences, knowledges, motivation etc. For this part, the method of questionnaire and statistical analysis are mobilized. The degree of safety commitment of organization members appears relatively high (3.97 in five scale estimation), but there are variations in this results according to socio-demographic characteristics. At the same time, managers and professionals actively participation in the program related to safety than workers in production/sales. The higher income level and career is the more attention to the safety is. Based on this survey, we make an rough suggestion of several tasks to the policy -makers: improvement of communication on the risk and safety is required and in particular, the workers in the relatively low level in production/sales. The education system about safety which is, with one-side, provided by government or managers turns out to be inefficient. Rather, small group performance of the organizational members which they participate in the communication with interaction in the various discourse are able to provoke the safety mood in workplace.