• Journal of the Korean Society of Food Culture
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• v.8 no.1
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• pp.55-62
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• 1993

These studies were conducted to: a) investigate work patterns and productivity indices, b) rate performance levels of employees and c) determine the suggested levels of personnel and labor hours for the effective labor control in school foodservice. Eighteen elementary school foodservices in Seoul were selected in order to analyze work patterns by the work sampling methodology. Allowance time and performance rating by VTR observation was done to determine the standardized labor hours. The results were as follows. The average percentage of each work function of the total work functions such as direct work function, indirect work function and delay were 65.57%, 8.12%, 26.31% respectively. The productivity index is 0.92 min/meal. The average working and delay hours per week of the foodservice director, foodservice employees and supply person were 33.64 hours, 23.25 hours, 38.52 hours respectively. The percentage of delay hours of total labor hours for foodservice employees and supply person were 42.27% and 24.0%. The standardized work hours and the appropriate levels of foodservice employees of 17 elementary school foodservices were examined: The average rating of the foodservice employees work was 1.19 and British Insulated Calendarer Cables (BICC) allowance rate was 19.40% on the average. The total work hours of foodservice employees were 172.64 hours per week and levels of personnel were 4.53 persons. BICC allowance rate was applied: The standardized work hours per week was 180.95 hours and appropriate levels of personnel were 4.11 persons based on legal 44 working hours.

• Journal of Family Resource Management and Policy Review
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• v.12 no.3
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• pp.59-79
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• 2008

In this study, the investigator examined employees' work-family conflict, and analyzed its relationship with family health, to clarify the two-way influence of work-family and to verify the influence of a family friendship system based upon work-family compatibility and a healthy family. Data from 379 married female and male corporate employees were collected. Collected data were analyzed on the SPSS WIN 12.0 program. Study findings are as follows: First - For the individual, in domain variables of work-family conflict according to socio-demographic characteristics, gender has a significant influence upon strain-based conflict, family interference with work, and time-based conflict. Second - Work domain variables such as occupation, career, employment type, and working hours have a significant influence upon work interference with family, while career, and a working couple have a significant influence upon family interference with work. Finally - average housework hours and children have a significant influence upon work interference with family, whereas the length of a marriage, the average housework hours, and a housework helper have a significant influence upon family interference with work.

• Journal of Nutrition and Health
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• v.26 no.3
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• pp.357-366
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• 1993

The purposes of this study were to investigate the operational affecting productivity in hospital foodservice, and to examine the relationships between operational factors affecting productivity. The 28 hospitals over 400 beds in Seoul were mailed questionnaires assessing the factors that affect productivity in hospital foodservice(23 hospitals responded). Data analyses included descriptive statistics. Pearson product moment correlation analysis, and stepwise multiple regression analysis. The result of Pearson product moment correlation analysis indicated that the percentage of patient meals was significantly correlated to the productivity (r=.5560, p<.01). Stepwise multiple regression analysis indicated that the percentage of patient meals and the average work hours of employees were significant predictors of the operational factors at productivity.

• Safety and Health at Work
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• v.8 no.4
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• pp.343-346
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• 2017

Background: Long working hours adversely affect worker safety and health. In 2004, Korea passed legislation that limited the work week to 40 hours, in an effort to improve quality-of-life and increase business competitiveness. This regulation was implemented in stages, first for large businesses and then for small businesses, from 2004 to 2011. We previously reported that average weekly working hours decreased from 2006 to 2010, based on the Korean Working Conditions Survey. Methods: In the present study, we examine whether average weekly working hours continued to decrease in 2014 based on the 2014 Korean Working Conditions Survey. Results: The results show that average weekly working hours among all groups of workers decreased in 2014 relative to previous years; however, self-employed individuals and employers (who are not covered by the new legislation) in the specific service sectors worked > 60 h/wk in 2014. Conclusion: The Korean government should prohibit employees from working excessive hours and should also attempt to achieve social and public consensus regarding work time reduction to improve the safety, health, and quality-of-life of all citizens, including those who are employers and self-employed.

• Human Ecology Research
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• v.54 no.5
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• pp.499-514
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• 2016

This study was to determine general trends with respect to work-family balance perception and psychological wellbeing, examine correlations between related variables, investigate differences in related variables, and understand the effect of work-family balance perception on psychological well-being in married employees. The subjects were 300 married employees living in G city. The subjects completed a questionnaire and data were analyzed using IBM SPSS 21.0. The major findings were as follows. First, the average scores of men and women's self-esteem were higher than the median. Men had a more traditional gender role attitude and higher work-family balance perception level than women. The scores of men and women's depression were lower and life satisfaction were higher than the median. Second, the scores of men and women's work-family balance perception were different according to working hours. Men's psychological well-being were different according to the scale of work place and women's psychological well-being were different according to household working time. Third, depression in married employees were negatively related to life satisfaction. Their psychological well-being were significantly related to work-family balance perception. Fourth, men's depression were influenced by self-esteem, social care service, family${\rightarrow}$work conflict, and work${\rightarrow}$family conflict. Depression in women were influenced by health state, self-esteem, gender role attitude, family${\rightarrow}$work conflict, and work${\rightarrow}$family conflict. Men's life satisfaction were influenced by health state, economic state, and self-esteem. Women's life satisfaction were influenced by health state, economic state, weekly working hours, self-esteem, and work${\rightarrow}$family conflict.

• Safety and Health at Work
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• v.13 no.4
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• pp.401-407
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• 2022

Background: The present study aimed to digitally evaluate the risk of overwork-related adverse effects (OrAEs) among employees from various occupational categories in Taiwan. Methods: Anonymous data of employees from seven companies/factories providing occupational health services were analyzed. The studied population comprised 5505 employees, and the data analyzed included employment duration, working hours, shift work schedules, and health checkup results. The risk for OrAEs was assessed by an index, Karo index (0-4, the larger the value, the higher the risk for OrAEs) obtained using a risk matrix made up of cardiocerebral and occupational risk factors. Karo index values of 3 and 4 were categorized as at high risk for OrAEs (h-OrAEs). Results: The 5505 employees had an average employment duration of 8.5 years and a mean age of 39.4 years. The prevalence rates for h-OrAEs of the seven companies/factories ranged from 3.9% to 34.2%. There were significant differences in prevalence rates for h-OrAEs between employees of retail stores and high-tech manufacturing factories. Multivariate analysis results indicated that workers of high-tech manufacturing factories had significantly higher risk for h-OrAEs compared with retail store workers. Conclusion: In terms of satisfying health risk management and legal requirements in Taiwan, the newly issued Karo index, which covers a wide range of occupational risk factors, can serve as an assessment and a warning tool for managing the risk of OrAEs in workplaces. To reduce risks for h-OrAEs, active and prudent control of cerebrocardiovascular risks and working hours is recommended.

• Journal of Preventive Medicine and Public Health
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• v.7 no.2
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• pp.305-312
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• 1974

Studies on 66 industrial accidents happened in a battery manufacturing industry during a year of 1973 were carried out. The results obtained are follows, 1. Majority of employees of this industry was occupied by yong woman aged between 20-24. 2. Incidence rate, frequency rate and severity rate of the accidents was 36.8 per 1,000, 12.8 per 100,000 labour day and 0.3% respectively. Anual average days of lost due to accidents was 18.0 days. 3. Accidents happened more frequently in male than female, and happened most frequently in age between 30-34. 4. As to type of work, 47.9% of the accidents happened on hand operating workers. This was the same in both sex. 5. Accidents happened mainly during 2-3 hours latter from work starts in both morning and afternoon work, 6. 63.6% of the accidents happened on hands in both sexes and followed by lower extremities. 7 Surface wounds like as laceration, cut and abrasion were the main types of injury occupying 31.8% and followed by burn at 24.2%. 8. 54.5% of accidents needed 1-2 weeks to heal the injury and heavy injury needed more than 5 weeks was only 9.1%. 9. Accidents happened most frequently in employees who served between 2-3 years in this industry, but observing of sex difference. it was most frequent in male who served more than 4 years whereas less than 6 months in female.

• Korean Journal of Human Ecology
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• v.19 no.4
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• pp.733-744
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• 2010

This study investigated the working conditions and job satisfaction of school cafeteria, according to their employment type in Chonbuk, South Korea. Self-administered questionnaires were collected from 401 elementary, middle, and high school cafeteria employees. The data showed significant differences between regular and irregular employees. These factors were: previous work experience (p<.001), type of school (p<.001), the style of foodservice at a school (p<.001), the type of foodservice system (p<.05), and the number of meals served each day (p<.001). The working conditions for regular and irregular employees were significantly different with regard to several factors: these were union membership (p<.01), how they were paid (p<.05), their total working hours (p<.01), and difficulty of using their holidays (p<.01). Approximately 80.5% of the subjects were dissatisfied with the working conditions after the introduction of countermeasures for irregular employees. Results indicated that the average employee job satisfaction level was 2.53, but that there were not significant difference in the level of job satisfaction when comparing regular and irregular employees. The item employees were most satisfied with was having responsibility over meals for young students (3.37). They were least satisfied with their salary (2.00). An interesting issue for future study would be to determine the factors that could improve job satisfaction whilst satisfying the employees' needs which in turn would improve the quality of foodservice.

• Journal of the Korean Dietetic Association
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• v.21 no.3
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• pp.241-252
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• 2015

The research was conducted by center for children's foodservice management in Hanam-si. In order to improve job satisfaction, a survey was carried out by working conditions and job satisfaction in children foodservice employees working at child daycare centers registered from January to April. Ninety-five surveys out of 120 were collected, and 76 surveys were analyzed. Job satisfaction consisted of four elements, working environment, welfare, human relationships, and job-itself, analyzed by general characteristics. Pearson's correlation was carried out between job satisfaction and intention to change job by Likert 5 scales using SPSS statistic program. The percentages of child daycare centers owned by civilians was 52.6%, high school education level was 65.8%, permanent workers was 68.4%, and less than 1 year of foodservice was 34.2%. Average scores of job satisfaction were as follows: working environment scored 20.6 out of 25 points, welfare scored 10.3 out of 15 points, human relationships scored 17.5 out of 20 points, and job-itself scored 13.2 out of 15 points. The lowest job satisfaction average was 'I get paid fairly regarding the working hours and the amount of work' with a score of 3.6 points. Job satisfaction based on facility type, age, education level, and working period did not show significant differences, whereas hired status, numbers of foodservice children, and intention to change jobs showed significant differences. Hired status showed significant differences with welfare satisfaction (P<0.05). Numbers of children showed a significant difference with welfare and human relationship satisfaction (P<0.01, P<0.05). Intention to change job showed a significant difference with four elements of job satisfaction (P<0.05, P<0.01, P<0.01). In conclusion, to improve job satisfaction of children foodservice employees, working conditions and welfare satisfaction should be increased.

• Journal of Family Resource Management and Policy Review
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• v.2 no.2
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• pp.147-159
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• 1998

Given the dramatic increase in the percentage of married women working in clercial occupations and the inflexibility of work commitments for employees working in this domain, this paper investigates the division of household labor between married female clerical workers and their husbands, and their sources of external help. The total housework time of couples, the percent of total housework done by husbands, and a scale measuring the wife’s perception of the frequency with which her husband does specific household tasks are all used to measure the division of household labor between couples. Data for 143 couples were gathered from using structured questionares and the time dairies that included one weekday and one weekend day. The findings of this study are as follows; 1) The couples receive substantial support in housework from their mothers. 2) Wives spend an average of 23 hours and 26 minutes per week on household labor, whereas husbands spend an average 7 hours and 7 minutes per week. Husbands do an average of 20.9% of all housework done by the couples. Wives typically perceive that their husbands are not frequently participating in a variety of household tasks(mean = 2.88 on a 5-point Likert scale where 1=never and 5=always). 3) Multivariate analysis reveal that working hours is negatively related to while the presence of child under 6 years old is positively related to total housework. Time availability variables(e.g. working hours and the presence of child under 6 years old) and relative resource variables(e.g. the rate of wife’s income on that of husband) are related to the percent of total housework done by husbands. The sex-role attitude variables are related to the wife’s perceptions of the frequency with which her husband does specific household tasks.