• Journal of the Ergonomics Society of Korea
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• v.34 no.3
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• pp.223-234
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• 2015

Objective:This study aims to investigate the correlation between office environment satisfaction levels and workers' subjective symptoms by conducting surveys asking office workers to state their subjective symptoms and office satisfaction levels. Background: The increased number of office workers and their work hours have led to new understandings of the importance of office environments including its temperature, humidity, noise levels, lighting, space arrangements, and quality of air. Method: Specific details on office work, office environment, office space satisfaction levels, workplace related symptoms, absence from work, due to workplace-related symptoms, were analyzed based on the survey answers given by 451 office workers who were the subjects of this research. Results: Office workers showed different characteristics of subjective symptoms depending on their gender, age, work experience, and time spent resting and on computers. Also, differences in symptoms were found for workers with different satisfaction levels for office environment (temperature, humidity, noise levels, quality of air, lighting) and office space arrangements (location of monitors, area and display of office space, chairs and desks). Conclusion and Application: Relationship between workers' satisfaction levels with the office environment and their subjective symptoms is expected to be serve as essential data for systematic management of the workplace.

• Safety and Health at Work
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• v.2 no.3
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• pp.250-259
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• 2011

Objectives: Intimate partner violence (IPV) is a significant global public health concern, affecting 5.3 million US individuals annually. An estimated 1 in 3 women globally are abused by an intimate partner in their lifetime, and the effects carry over into the workplace. This article examines employers' perceptions of IPV in the workplace, targeting supervisors of Latina employees. Methods: Fourteen employers and supervisors of small service-sector companies in Oregon were interviewed using semi-structured interviews. Interpretive description was used to identify themes. These qualitative interviews preceded and helped to formulate a larger workplace intervention study. Results: The following themes were found and are detailed: (1) factors associated with recognizing IPV in the workplace, (2) effects of IPV on the work environment and (3) supervisors' responses to IPV-active vs. passive involvement. Also, supervisors' suggestions for addressing IPV in the workplace are summarized. Conclusion: These findings demonstrate the need for more IPV-related resources in the workplace to be available to supervisors as well as survivors and their coworkers. The needs of supervisors and workplaces vary by site, demonstrating the need for tailored interventions, and culturally appropriate workplace interventions are needed for Latinas and other racially and ethnically diverse populations.

• Korean Journal of Occupational Health Nursing
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• v.22 no.4
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• pp.267-274
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• 2013

Purpose: This study was to assess the prevalence of workplace bullying and the relationship workplace bullying to self-esteem and turnover intention among clinical nurses. Methods: The subjects were 223 clinical nurses at 3 small and medium-sized hospitals in K and B cities. The data were collected from February 1st throughout 28th, 2013. The collected data were analyzed using the SAS program through the frequency, percentage, mean, and Pearson's correlation coefficients. Results: The rate of self-reported bullying in the nursing workplace was 24.6% of respondents. There was a negative correlation between workplace bullying and self-esteem (r=-.39, p<.001). Also there was a positive correlation between workplace bullying and turnover intention (r=.14, p=.031). Conclusion: Prevalence of self-reported bullying is high among small and medium-sized hospitals and is clearly associated with lower levels of self-esteem and higher levels of turnover intention. Therefore, an organizational nursing management program as a monitoring regularly the psychosocial work environment and policies and procedures to prevent and manage workplace bullying is strongly recommended for the promotion of self-esteem and reducing the nurse's intention to leave the organization.

• Journal of Digital Convergence
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• v.18 no.4
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• pp.23-35
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• 2020

This study is based on prior research cases on workplace learning, which had a significant impact on corporate research. To improve problem solving and supplementing ability by keeping the opportunity to participate in workplace learning for the weak small business owners and to strengthen opportunities for practical growth, and to propose education, policy and institutional windowing. Therefore, to establish the relationship between small business owners' workplace learning, job satisfaction, and service quality, a research hypothesis was set in the background of prior research and empirical analysis was conducted. The results from 203 questionnaires were analyzed with SPSS 18.0 program. As an analytical result, first, workplace learning had a partial positive (+) impact on job satisfaction. Second, workplace learning had a partial positive (+) impact on service quality. Third, in the relationship between workplace learning and service quality, job satisfaction played a full mediating role. From this, it was found that formal learning, the subfactor of workplace learning did not have an impact on job satisfaction and service quality, as subtitle of educational environment including offsite training and self education, systematization, and structuralization depending on the poor environment of small enterprises. Therefore, it was found that small enterprises' poor environment was revealed from the managerial, economic and social perspectives and to compensate such defect, educational, policy, and institutional strategies to strengthen the opportunity for growth and development of small enterprises can be suggested to the governmental agencies or local governments. Despite the significant results of this study, there may be limitations. Therefore, further studies should be conducted in various fields with various samples in the future, and further studies should be conducted in academic and practical relationships that can improve the service quality and management performance.

• Journal of the Korean Society of Urban Environment
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• v.18 no.4
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• pp.503-509
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• 2018

In this study, a Proton-Transfer Reaction-Time-of-Flight Mass spectrometer (PTR-TOF-MS) was used for the continuous monitoring of Volatile Organic Compounds (VOCs) emitted from semiconductor workplace such as photolithography (PHOTO), flat panel display (FPD), organic light emitting diode (OLED), etching (WET) process. The averaged VOCs mixing ratio in the such workplace, PHOTO was 6.5 ppm, FPH was 6.4 ppm, WET was 2.0 ppm and OLED was 1.3 ppm, respectively. The abundance of VOCs in the workplace were methyl ethyl ketone (MEK) with 2.8 ppm (69%) and acetaldehyde with 0.5 ppm (13.2%). Depending on the semiconductor process characteristics, various VOCs have been observed in the workplace. The VOCs mixing ratio are lower than the workplace regulation standard (TWA), it is necessary to continuously monitor and effectively manage these VOCs.

• Journal of Korean Academy of Nursing
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• v.43 no.4
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• pp.507-516
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• 2013

Purpose: The purpose of this study was to use cost-benefit analysis of activity to clarify the economic effect of prepared nurses versus atmospheric environment managing engineers as healthcare managers. Methods: For the study 111 workplaces were surveyed, workplaces in which nurses or atmospheric environment managing engineers were employed as healthcare managers. The survey content included annual gross salaries, participation in external job training, costs in joining association covered by the company, location and year of construction of the healthcare office, various kinds of healthcare expenditures, costs in operating healthcare office, health education, and activity performance in the work of environment management. Results: In the case of the healthcare manager being a nurse, benefit was larger than input costs at a ratio of 2.31. On the other hand, in the case of healthcare manager being an atmospheric environment managing engineer, input costs were larger than benefits (benefit-cost ratio 0.88). Conclusion: Results indicate that nurses are an effective healthcare human resource and can offer good quality healthcare service. Therefore companies should hire nurses and actively promote the economic efficiency of nurses in workplace.

• Journal of the Korea Safety Management & Science
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• v.3 no.3
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• pp.45-54
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• 2001

This paper investigate and compare the appraisement methods and programs are related in Ergonomic, which in foreign country are approved to appraise worker's posture and environment. First, Search the appraisement program to need and develop the program. Second, Design and develop the standard model that easy and accurate, and apply to our country workstation. To response above mention, we made the EWAP(Ergonomic Workplace Analysis program) and purpose of EWAP is assisting the activity of safety management to assess more detail and delicate through quantitative methodology in which operated the Ergonomic Workplace safety management. EWAP can provide the more convenience where need to analyze their Ergonomic Workplace problem and developed by the algorithm of Ergonomic Workplace Analysis management.

• Korean Journal of Adult Nursing
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• v.27 no.5
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• pp.548-558
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• 2015

Purpose: The purpose of this study was to explore the experience of workplace violence among intensive care unit nurses. Methods: The participants of this research were twelve registered nurses who work in the intensive care units (ICU) at the hospitals in Seoul and Gyunggido. Data were collected by individual in-depth interviews and analyzed using the phenomenological methodology by Colaizzi. Results: From significant statements, five theme clusters emerged as follow; 1) vulnerable young women to violence, 2) my own reflection was bruised and exhausted, 3) a hopeless everyday, 4) seeking a solution in relation, 5) establishing one's status as a professional nurse. Conclusion: This study provides a profound understanding on the experiences of workplace violence among ICU nurses. The hospitals are suggested to provide a safe environment by developing programs and policies to prevent and cope with hospital workplace violence for ICU nurses.

• Journal of Family Resource Management and Policy Review
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• v.12 no.3
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• pp.81-101
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• 2008

The purpose of this study is to examine support policies regarding work and family reconciliation, to suggest plans to improve workplace policies, and to suggest directions for further studies. This study looks at OECD's work-life reconciliation policies as well as family friendly workplace policies in Korea to find a way to enhance business' receptiveness and implementation of the policies. By examining women's labor conditions, this study finds that family friendly workplace policies are necessarily imminent in our society of low fertility and ageing. Along with the evaluation of benefit level and the effectiveness of current policies, this study uses data from interviews with working mothers who have had the experience of family friendly benefits. The results of the analyses suggest that the government should focus on improving the workplace environment in companies that do not show bias against the use of family friendly policies. In order to farm more successful policies, future studies are needed to analyze the changes of fertility, working conditions, support programs, and benefits.

• Safety and Health at Work
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• v.12 no.3
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• pp.289-295
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• 2021

Workplace violence (WPV) is an increasing cause of concern around the globe, and healthcare organizations are no exception. Nurses may be subject to all kinds of workplace violence due to their frontline position in healthcare settings. The purpose of this systematic review is to identify and consider different interventions that aim to decrease the magnitude/prevalence of workplace violence against nurses. The standard method by Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA, 2009) has been used to collect data and assess methodological quality. Altogether, twenty-six studies are included in the review. The intervention procedures they report on can be grouped into three categories: stand-alone trainings designed to educate nurses; more structured education programs, which are broader in scope and often include opportunities to practice skills learned during the program; multicomponent interventions, which often include organizational changes, such as the introduction of workplace violence reporting systems, in addition to workplace violence training for nurses. By comparing the findings, a clear picture emerges; while standalone training and structured education programs can have a positive impact, the impact is unfortunately limited. In order to effectively combat workplace violence against nurses, healthcare organizations must implement multicomponent interventions, ideally involving all stakeholders.