• Nuclear industry
• /
• v.12 no.8 s.114
• /
• pp.34-34
• /
• 1992

• Fire Science and Engineering
• /
• v.21 no.1 s.65
• /
• pp.7-18
• /
• 2007

This research intended to show a reasonable way to improve working conditions of fire officers in Korea. It shows that fire officers have dignity of their social roles even though they have the unfairness in a work time, rewards, promotions and opportunities of overseas training compared with those of other government officers. The unfairness needs to be solved. In addition, there are more demands in fire fighters, but part of a regional government system already composed of 64.06% of fire officers, which means, there are too many fire fighters in one regional government. Therefore, it is difficult to employ more fire fighters. This is one of barriers to prevent from improvement of the working conditions. To improve the working conditions and to overcome the barriers, there are important solutions to counter the problems. Those are application of alternative policies and systems. Compared with the employment system and workload of fire officers in USA, Japan and other advanced countries, it is necessary to introduce alternative policies which include operation of partial three-shift system, expansion of oversees training, expansion of rotational-off system and improvement of employees' welfare policies.

• Convergence Security Journal
• /
• v.19 no.4
• /
• pp.143-150
• /
• 2019

Recently, As ICT technology develops, cyber attacks are becoming more intelligent and advanced. In order to cope with such cyber attacks, the security control system must be maintained 24 hours a day, 365 days a year. Security personnel should be able to respond in real time to cyber attacks through shift work for 24 hours, but the workforce law was revised in 2018 to affect manpower and security control work systems. Therefore, in this paper, we propose an effective security control work system by reducing 52 working hours per week.

• Fire Science and Engineering
• /
• v.28 no.2
• /
• pp.98-104
• /
• 2014

The fire servant's three shift working system tried out from 2009, and the performance rate of the fire servant's three shift working system is currently 98%. The Domestic study on fire servant's three shift working system is very elementary and puerile level, and its study is almost zero. Accordingly, this study aimed to sort through problems and prior task of the three shift working system implementation, and to suggestion for effectiveness secure of Fire servant's three shift working system.

• Journal of the Korean Society of Hazard Mitigation
• /
• v.10 no.5
• /
• pp.91-96
• /
• 2010

In the various disaster scene effective protective equipment and suppression measures of crisis response cases that is closed all in Korea. Due to asbestos exposure by wearing protective equipment, as well as thoroughly strengthen firefighting, recognize the seriousness of the hazard factors in the fire activity, and established legal system for disease compensation and supplemented by institutional for diseases not yet recognized by officially recognized disaster, fire officials to improve morale and working conditions can be expected to improve major public service.

• Journal of Korean Society of Archives and Records Management
• /
• v.8 no.1
• /
• pp.235-255
• /
• 2008

Present study conducted surveys and interviews to identify a solution to the issues concerning the work conditions, job satisfaction, and operational systems of archivists working in the Korean government agencies. Job characteristics were measured using the five-factor structures of Hackman and Oldham's(1976) Job Characteristic Models, professionalism, role conflict, stress, and turnover intentions. Job environment was measured in terms of communication, participation, social relations with coworkers and superiors, and job training. Job satisfaction was measured by general level of satisfaction, job meaningfulness, and commitment. Operational systems was analyzed in terms of organizational arrangement, role assignment, personnel management, and collaboration between the national archives and record centers. These analyses produced further implications and suggestions on personnel management of archivists and records managers.

• Journal of the Korean BIBLIA Society for library and Information Science
• /
• v.16 no.1
• /
• pp.153-180
• /
• 2005

Since government institutions begin working 40 hours each week, public libraries in Korea face the challenge of not only enhancing the quality of life for librarians by improving their work environment, but also providing adequate information services for patrons. The purpose of this study is to examine the potential problems which could happen with the 40 working-hours each week in public libraries, and establish the strategies for resolving these problems. For this study, based on the existing research, an attempt is made to review and analyze the following facts: (1) the details of planning for 40 working-hours each week at the government institutions in Korea; (2) the current work environment and service strategies of public libraries in other countries, including the U.S., where librarians work 40 hours each week; (3) the present state of managing public libraries with 40 working-hours each week in Korea; and (4) the strategies of public libraries as a part of cultural infrastructure in preparing for 40 working-hours each week which will be fully implemented at the government institutions in Korea.

• Korean Security Journal
• /
• no.61
• /
• pp.255-283
• /
• 2019

This study conducted a survey of 315 facility security workers in Daejeon, South Chungcheong Province and Gyeonggi Province for about a week from August 7 to August 13, 2019 to identify the impact of work environment and job stress on job satisfaction, and finally collected 293 of the total 315 parts of the data, excluding non-response and inappropriate responses. The STATA 14.2 Statistical Package Program was used for analysis of the collected data, frequency analysis was performed to determine the distribution ratio of the subjects, and reliability analysis and correlation analysis were performed with respect to the established key variables. Next, t-test and one-way ANOVA were conducted to verify differences in work environment, task stress and task satisfaction factors according to demographic characteristics, and the results were as follows: There were differences in work environment, job stress and job satisfaction recognition depending on demographic characteristics. In detail, the factors for the work environment indicated significant differences in age, academic background, number of years of service, wages and types of service in the recognition of the work environment. Job stress factors indicated significant differences in age, education, wages and types of service in job stress recognition. In job satisfaction factors, age, academic background, number of years of service and wages (monthly benefits) showed significant differences in job satisfaction recognition. In addition, the results of multiple regression analyses to identify the working environment, job stress, and job satisfaction are as follows. The working environment has had a positive impact on job satisfaction, and the better the job environment, promotion and organizational characteristics, the higher the job satisfaction. It has been shown that job stress has had a negative impact on job satisfaction, conflict of relationship (promoting colleagues). job autonomy increases job satisfaction, and job satisfaction decreases when job requirements and job insecurity increase. In terms of the impact of work environment on job satisfaction, the higher the work promotion, job environment and organizational characteristics, the higher the job satisfaction level, the report showed. According to these studies, the better the working environment, the lower the job stress, and the lower the job stress, the higher the job satisfaction. In addition, the better the working environment, the more satisfied the job was found to be, and the empirical research result was verified that improvement of the working environment of security workers can reduce job stress and improve job satisfaction through improvement of the working environment.

• Journal of the Korea Convergence Society
• /
• v.11 no.2
• /
• pp.23-28
• /
• 2020

This study aims to measure between organizational commitment, empowerment and working environment of dental hygienists. The subjects of the study were surveyed by 245 dental hygienists in Daegu and some areas of Gyeongbuk from May 2019 to October 2019. Technical statistics, ANOVA, and Pearson's correlation coefficient were analyzed using the SPSS 21.0 program. The results of organizational commitment, empowerment and relevance to the working environment showed a positive correlation, indicating that the higher the organizational commitment among dental hygienists, the higher the individual's empowerment and the better the working environment. The medical institution has proposed measures to improve the empowerment and organizational commitment of dental hygienists, and suggests the need to develop programs to improve the work environment of dental clinic.

• Journal of radiological science and technology
• /
• v.28 no.1
• /
• pp.55-65
• /
• 2005

Research of actual condition of working conditions in the small and clinics, in the Seoul metropolitan city and Kyeonggido province. With the health care environmental change such as a rapid increase of the elderly people, rapid increase of health promotion needs, it is necessary to analyse and identity of the actual condition of working conditions for present and new radiological technologist. Research of general characteristics for the present radiological technologist. To research of the status employment, business scope, pay, working conditions, radiation safety management, equipment, and category association. Defining the problems of related working conditions, radiation safety management for the comprehensive methods to promote the rights the radiological technologist. A proposal for establishment legislature and system of the actual condition in the hospital for radiological technologist. Estimation for the demand and supply numbers of present radiological technologist and improvement of employment relations. Improved and refined scope business and duty regulation related to radiological technologist. Application for the establishment and development of promotion rights to utilize as basic data in a legislative and system frame of reference to implement the radiological technologist.