Purpose: The purpose of this study was to examine factors influencing new graduate nurse turnover. Methods: This study was carried out as a secondary analysis of data from the 2010 Graduates Occupational Mobility Survey (GOMS). A total of 323 nurses were selected for analysis concerning reasons for turnover. Data were analyzed using descriptive statistics and multilevel survival analysis. Results: About 24.5% of new nurses left their first job within 1 year of starting their jobs. Significant predictors of turnover among new nurse were job status, monthly income, job satisfaction, the number of hospitals in region, and the number of nurses per 100 beds. Conclusion: New graduate nurses are vulnerable to turnover. In order to achieve the best health of the nation, policy approaches and further studies regarding reducing new graduate nurse turnover are needed.
Journal of Korean Institute of Industrial Engineers
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v.34
no.3
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pp.318-327
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2008
This paper considers a single-machine scheduling problem with availability constraints. In many realistic situations, machines may not be always available due to various reasons such as maintenance, breakdown and repair. However, most literature on scheduling assume that the machines are available at all times. This paper deals with a single-machine scheduling problem with periodic maintenance. If the maintenance decision is made jointly with the job scheduling, the system will be more effective. The objective is to minimize the total completion time of jobs. This problem is proved to be NP-hard in the strong sense. The proposed breaking heuristic(BH) algorithm rule is established by some theorems and conditions. Our computational results show that the BH algorithm is much more efficient than existing heuristic.
According to the research on the gender ratio of furniture design courses at universities, female students account for 70 to 80 percent of the total enrollments. Likewise, other design courses reveal the similar trend. Even though female students want to build up their career in the furniture design or related fields, the figure is not so high. There is a trend that many female designers tend to take time off or quite their jobs after their marriage for that reasons such as pregnancy, childbirth, the upbringing of children and so on. The study also shows that women with higher education feel more difficult to resume their careers after being left from economic activity for a long period; this results in the lower figure of women involved in the specialized jobs than men. In particular, the furniture companies avoid hiring old female designers because they believe that younger candidates are more capable of learning the latest style; therefore, it has become harder for the job seeks to win the competition in the job market. The data released by Statistics Korea in 2015 shows that there was the higher increase in female employees than the figure of the male workers, compared to the previous year. As it can be seen, female workforce was emerged as the new growth power; Nevertheless, the working environment and conditions haven't meet the demands from women despite the gradual rise of female job seekers inspired by their wish to achieve self-realization, gender equality. To conclude, this is to suggest the plans for the foundation and management of small-scale carpentry studios so that women, who have a degree in furniture design studies and wish to resume their careers after their long breaks, start their own carpentry studios so as to reach self-realization and feel satisfied with their work while earning their livelihoods.
The purpose of this study is to conduct an in-depth examination into the cause of stress as well as reasons for turnover relative to fashion industry workers in their 20s-30s, thereby seeking effective improvement methods to reduce turnover. The study method consisted of one-on-one in-depth interviews to collect data on 15 fashion industry workers. Results were as follow. First, causes of stress for fashion industry workers in their 20s-30s include work related factors, interpersonal relations, and organizational culture, while the most frequently mentioned reasons for turnover were concerns about career track and aptitude as well as annual salary, revealing that self-improvement related growth potential is the most significant factor for turnover. Second, it was not one stress factor that influenced turnover but a composite of several stress factors that motivated individuals to change jobs. Last, time flexibility, self-esteem, and development potential were critical factors for turnover. Self-esteem and development potential that provide a sense of acknowledgment were especially emphasized as the most significant, revealing that the younger generation considers personal happiness to be critical and the more this aspect is not treated adequately the more the odds of choosing turnover. To mitigate this issue, an in-house educational system for self-development and an assignment rotation system must be adopted for workers to change to positions that fit their aptitude.
This study was conducted to help develop women's human resources and promote married women's return to workforce. Using various data, we examined the patterns of Korean women's economic activities over the lifecycle, career discontinuation and return to the workforce. We also interviewed twenty full-time housewives who wanted to return to workforce. The interview questions included reasons for seeking employment, desired working conditions, and difficulties in finding a job. Major findings are as follows: First, there were two groups with respect to reasons why they want employment One was an economic need such as earning basic living expenses and supporting the family. The other was self-realization and social participation. Second most women wanted to do unskilled labor such as housekeeping work, whereas some young or well-educated women looked for a professional job. Third, married women preferred part-time jobs, which were compatible with their family care demands. Most of them wanted a workplace located close to home. The women with child-care responsibility preferred working at home. Fourth, regarding difficulties of returning to workforce, they pointed out vocational ability problems due to their career discontinuation, social prejudice such as gender discrimination and psychological pressure in maintaining work and family at the same time. In order to promote employment of married women, it is required not only to change social prejudices but also to increase effectiveness in policy implementation. In addition, counseling for job-search and vocational ability training programs should be provide.
MacFarlane, Ewan;Carey, Renee;Keegel, Tessa;El-Zaemay, Sonia;Fritschi, Lin
Safety and Health at Work
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v.4
no.3
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pp.136-141
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2013
Background: Occupational end users of pesticides may experience bodily absorption of the pesticide products they use, risking possible health effects. The purpose of this paper is to provide a guide for researchers, practitioners, and policy makers working in the field of agricultural health or other areas where occupational end use of pesticides and exposure issues are of interest. Methods: This paper characterizes the health effects of pesticide exposure, jobs associated with pesticide use, pesticide-related tasks, absorption of pesticides through the skin, and the use of personal protective equipment (PPE) for reducing exposure. Conclusions: Although international and national efforts to reduce pesticide exposure through regulatory means should continue, it is difficult in the agricultural sector to implement engineering or system controls. It is clear that use of PPE does reduce dermal pesticide exposure but compliance among the majority of occupationally exposed pesticide end users appears to be poor. More research is needed on higher-order controls to reduce pesticide exposure and to understand the reasons for poor compliance with PPE and identify effective training methods.
Autonomous Mobile Robot(AMR) is a field of study which is under active research along with rapid development of the engineering technology. The main reasons for the high interest in AMR are because of its ability to change work space freely and its capability to replace human being for difficult and dangerous jobs. Also the fact that AMR provides a variety of research fields, such as path planning, navigation algorithm, sensor fusion, image processing, and controller design is part of the reason for its popularity. But relatively few researches are concerned with controller. So in this paper, a control strategy of mobile robot with nonholonomic constraint for tracking ordered discontinuous motion is proposed. The proposed control strategy has been designed as a state feedback shape to allow the AMR to obtain continuous velocity and track the path which is composed of discontinuous motions. In order to design such controller, 3 states have been reduced to 2 states through coordinate projection. These ideas are tested for validity through simulation and simulation result is compared with experiments result.
Main objective of this study is to investigate the factors that affect the reduction and recovery rate of hospital health insurance review departments of Korean tertiary hospitals, general hospitals and hospitals. A nationwide mail survey was conducted through structured questionnaire for chiefs and members of health insurance review departments of 178 hospitals, and data from 1,064 respondents were utilized in the final analysis. Major findings are as follows: 1) Monthly average reduction rate of surveyed hospitals was 1.18% for inpatients and 0.56% for outpatients. Also, average recovery rates from protests were 45.7% and 53.6%, respectively. 2) Average ages of health insurance review department employees were 41.5 for chiefs and 34.9 for members, and their average working period was 6.64 years. 69.1% of the respondents felt stress in their jobs, and they suggested 'communication problems with doctors' along with 'heavy workloads' as major reasons for the stress. 3) Reduction rates decreased and recovery rates increased when separate member in charge was assigned to each medical department, when health insurance review departments periodically provided medical parts with related education, and when the members participated in various committees.
International Journal of Internet, Broadcasting and Communication
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v.12
no.1
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pp.130-136
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2020
There are many problems that occur currently in agriculture industries. The problems such as unexpected of changing weather condition, lack of labor, dry soil were some of the reasons that may cause the growth of the plants. Condition of the weather in local area is inconsistent due to the global warming effect thus affecting the production of the crops. Furthermore, the loss of farm labor to urban manufacturing jobs is also the problem in this industry. Besides, the condition for the plant like air humidity, air temperature, air quality index, and soil moisture are not being recorded automatically which is more reason for the need of implementation system to monitor the data for future research and development of agriculture industry. As of this, we aim to provide a solution by developing IoT-based platform along with the irrigation for increasing crop quality and productivity in agriculture field. We aim to develop a smart garden system environment which the system is able to auto-monitoring the humidity and temperature of surroundings, air quality and soil moisture. The system also has the capability of automating the irrigation process by analyzing the moisture of soil and the climate condition (like raining). Besides, we aim to develop user-friendly system interface to monitor the data collected from the respective sensor. We adopt an open source hardware to implementation and evaluate this research.
This study analyzed the determinants of high-growth firms using the technology appraisal data of the Korea Technology Finance Corporation. This study is differentiated from previous studies for three reasons. First, it analyzed the determinants of firms that will grow into high-growth firms in the future, not the characteristics of current high-growth firms. Second, it analyzed high-growth firms by dividing them in two aspects: sales and employment. In other words, they were divided into three types: the case in which a firm achieves high growth in both sales increase and creation of jobs, the case in which a firm achieves high growth in creation of jobs but low growth in sales increase, and the case in which a firm achieves high growth in only sales increase but low growth in creation of jobs. Third, this study applied the technology appraisal indicators of Kibo Technology Rating System(KTRS) by the Korea Technology Finance Corporation as the explanatory variable. As a result of analysis, it was found that a firm achieved high growth in both sales and employment if the position in the technology life cycle was appropriate and the technology readiness level was high. However, it turned out that the management system of technical manpower had conflicting effects on high growth of employment and sales. In other words, a firm that had well managed its technical manpower achieved high growth in terms of employment, but rather showed low growth in terms of sales. This result suggests the inference that firms showing high growth in employment may appear mainly in the high-tech industry where management of technical manpower is important. Accordingly, as a result of adding dummy variables that represent whether or not firms are in the high-tech industry, it was found that the result supported the inference, as firms in the high-tech industry were highly likely to achieve high growth in employment.
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