• Health Policy and Management
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• v.10 no.3
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• pp.19-49
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• 2000

This study was conducted to help staff members of health centers manage personnel by examining the staff members' recognition level of organization structure of health centers, their motivation, their job satisfaction level and its related factors. Data were collected from 471 staff members of 14 health centers from March 3, 1999 to April 30, 1999. The results of this study are summarized as follows. In recognition levels of organization structure of health centers, the recognition level of necessity of discretion right was highest(3.55 points on the base of 5 points), while the recognition level of the location of decision making right was lowest(2.77 points). The general recognition of organization structure of health centers was 3.06 points, the suitability of division of duties was 3.05 points, and the optimum of manpower and budget was 2.93 points. The staff members' general recognition level of the organization structure appeared significantly higher in case of the groups of small and medium sized cities, above fifties, below high school graduate, above the sixth grade, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of one million, eight hundred and ten thousand won. In the recognition level of the location of decision making right, the groups of big cities, male, the married, above the sixth grade, health and administration posts, average monthly salary of one million, three hundred and ten thousand won to one million, and eight hundred thousand won were significantly higher than the other groups. The recognition level of necessity of discretion right was higher in case of the groups of the twenties, the unmarried, above college graduate, nursing post, public service experience of below 5 years, service period of below 2 years at present post, and average monthly salary of below eight hundred thousand won. In the recognition level of suitability of division of duties, the groups of small and medium sized cities, the married, medical technicians, public service experience of above 20 years, and service period of below 4 years at present post were significantly higher than the other groups. In the staff members' recognition levels of organization management, the recognition level of opinion response when making decision was highest(2.92 points). The recognition level of rationality of the target amount establishment method was 2.88 points and the recognition level of personnel management was 2.63 points. The recognition level of personnel management was significantly higher in case of the groups of small and medium sized cities, the forties, above the sixth grade, medical technicians, public service experience of above 20 years, service period of below 2 years at present post, and average monthly salary of above one million, eight hundred and ten thousand won. In the recognition level of opinion response when making decision, the groups of small and medium sized cities, female, the eighth grade, health and administration posts, and service period of below 2 years at present post were higher than the other groups. The recognition level of rationality of the target amount establishment method was significantly higher in case of the groups of above fifties, below high school graduate, above the sixth grade, medical service post, and public service experience of 15 to 20 years. The factors significantly influencing sanitation were sex, education level, the period of public service experience, general recognition of organization structure, recognition of necessity of discretion right, recognition of suitability of division of duties, and recognition of opinion response when making decision. The factors which significantly influenced motivation were marital status, grade, recognition of the location of decision making right, recognition of necessity of discretion right, recognition of division of duties, recognition of opinion response when making decision, and sanitation. Sex, education level, recognition of suitability of division of duties, recognition of the target amount establishment method, and motivation influenced job satisfaction significantly. The factors significantly influencing organization culture were age, the period of public service experience, service period at present post, recognition of optimum of manpower and budget, recognition of suitability of division of duties, recognition of opinion response when making decision, and recognition of rationality of the target amount establishment method. In the coming days, the staff members' job satisfaction level must be increased through motivation and efficient conduct of duty must be accomplished through rational organization structure and management. Moreover, change of the staff members' consciousness and administrative system which are suitable for local autonomy system have to be established with increase of local residents' consciousness level and education level. Forming organization culture by reformative idea which fits the new era, public health service by the Community Health Act and health education service by the Health Promotion Act must be carried out efficiently. In doing so, financial support of central government and active efforts and concerns of local governments have to be devoted in order to get public health service in which peculiarity of the community is considered to be pursued well.

• The Journal of the Korea Contents Association
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• v.12 no.12
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• pp.237-247
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• 2012

This study was executed to identify the influences that the social exclusion which foreign workers recognize gives to their psychological well-being. 214 foreign workers were selected as study subjects who live in Seoul and Gyunggi areas and are working for the simple function tasks like manufacturing. Study results showed that the level of social exclusion which foreign workers recognize is a little bit higher than the average but psychological well-being is lower than the average level. Psychological well-being showed statistically significant differences according to staying period, healthy conditions, Korean language proficiency and working period of current workplace by each group, but their staying status and monthly income didn't show significant differences by groups. In addition, working period in current workplace, health conditions, Korean language proficiency and consumption activities and production activities which are the subcategories of social exclusion showed significant influences to psychological well-being.

• Journal of Industrial Convergence
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• v.22 no.6
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• pp.1-11
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• 2024

This study aims to examine the mediating effect of job satisfaction on the relationship between working conditions, including wages, employment status, working hours, tenure, and turnover intention among social welfare workers. To achieve this, path analysis was conducted using SPSS and AMOS with data from the 2020 Survey on Compensation Levels and Working Conditions of Social Welfare Facility Workers conducted by the Ministry of Health and Welfare and the Korea Institute for Health and Social Affairs. The direct and indirect effects of variables were verified and compared. The analysis results revealed that job satisfaction among social welfare workers showed a complete mediating effect in the relationship between wages, working hours, and turnover intention, while it showed a partial mediating effect in the relationship between employment status, tenure, and turnover intention. Based on these findings, the study proposes measures to reduce turnover intention among social welfare workers, such as ensuring employment stability, managing job satisfaction based on tenure, and enhancing job satisfaction through wage and working hour management.

• Journal of Nutrition and Health
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• v.49 no.6
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• pp.495-505
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• 2016

Purpose: This study was conducted to investigate and analyze the association between stress from shift and non-shift work as well as the effects living habits have on eating habits in order to identify why and how workers can improve their health and form proper eating habits for higher working efficiency. Methods: The subjects of this study were 361 workers from K manufacturing company from April 7 to 11, 2014 and they were surveyed using a questionnaire. The subjects were divided into two groups according to working pattern: shift workers (n = 216) and non-shift workers (n = 110). Results: In the general characteristics, there were significant differences in age, work career, work time, marriage, monthly income, and education levels between the two groups. For healthy behaviors, significant differences in subjective health status, moderate physical activity, drinking, smoking, and sleep time were observed between shift workers and non-shift workers. For eating habits, scores of non-shift workers having a regular mealtime, balanced meal composition, and vegetable and seaweed intakes were significantly higher than those of shift workers. The sum score of dietary habits in non-shift workers was also significantly lower than that in shift workers (p < 0.05). Total job stress score did not significantly differ between the two groups. Conclusion: The sum of eating habit scores according to work types was $16.1{\pm}0.6$ in non-shift workers and $14.0{\pm}0.3$ in shift workers. These results suggest that it is necessary to provide food suitable to characteristics of different workers according to work type which should be provided along with daily nutrition counseling to help subjects recognize their status.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.24 no.4
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• pp.259-280
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• 2013

There has been a dramatic increase in the proportion of temporary employees in LIS fields, due to current trends of restructuring, automation, complete personnel systems, and complete wage systems. This research, therefore, conducted a survey exploring the current status and working environment of the temporary posts in LIS fields, in order to understand and direct the employment prospects of potential librarians. Results show that the average working period of more than half of temporary librarians are between 1-3 years. The total working period as a temporary librarian, including former experiences in their career, were evenly distributed between 1-5 years. Among those, being temporary often persisted, as 32% of temporary librarians stayed in their temporary status for more than 5 years. Second, temporary librarians perceived themselves as working the same hours as regular librarians, having independent or assistant tasks to regular librarians, and having a neutral or larger amount of tasks than regular librarians. Third, temporary librarians are employed and contracted from the work place, generally having contracts of less than 2 years or an open contract, which shows a serious level of job instability. Therefore, we should consider the following: proper remuneration for work of equal value, professional contractors, the supplementation of the total wage system and the number of public employees in the system as well as changing temporary positions to permanent positions and so on.

• Journal of dental hygiene science
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• v.9 no.1
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• pp.9-15
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• 2009

Aimed at office workers at their height of Temporomandibular joint disorder(TMD), organized self-filling questionnaires were distributed from January 7 to 26, 2008 to 216 workers in the fields of service, office work, and production in D metropolitan city, to get a proper recognition about prevention and treatment of TMD by observing how strongly occupational stress influence on them. The findings of the study were as follows: 1. For subjective symptoms of joint noise as TMD, occasional was 45.8% and often 12.0%, while for joint dislocation often was 12.0%. 41.2% said they feel pains while chewing, while 24.1% said they occasionally feel pains while not chewing. 2.8% said they often experience mouth-opening disorder. 2. For joint noise, answers were significantly different according to their ages, while 30's are at their height (P < 0.05). For joint dislocation, the shorter they worked the more they have it, so less than a year worker was 37.9%, while less than 3 years 31.0%, and less than 5 years 20.7%. For work type, daytime workers have more dislocation, 58.6%, than shift-workers 34.5% (P < 0.05, P < 0.01). For pains while chewing, the shorter they worked, the more they experienced, which is the same as mouth-opening disorder (P < 0.01). 3. Workers with mouth-opening disorder have much stress on occupational autonomy (P < 0.05) and workers with dislocation and pains while chewing have much stress on relation trouble (P < 0.05, P < 0.01). Workers with highly occupational insecurity has much trouble on dislocation and pains while chewing, while workers with dislocation have significantly much stress on unproper compensation (P < 0.05). 4. For who have joint dislocation, they have much stress on relation-trouble, occupational disorder, and un-proper compensation (P < 0.01, P < 0.05). Workers with pains while not chewing showed significant difference about occupational insecurity and relation troubles (P < 0.05, P < 0.01). Who have mouth-opening disorder showed significant difference about occupational autonomy (P < 0.05).

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.764-773
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• 2011

Modern police activity is achieved than individual achievement by police officers through member's interaction. It is police's goal which protect citizen's life and body, property and is public order maintenance and to achieve this, suitable police official's selection and public official upgrading the quality and capacity strengthening are important element. But, polices organization has characteristic that do activity by team, and therefore, mutual cooperation of police officers is important first of all for public order preservation. Therefore, this study limited as patrol police officers and investigated realization difference about organizational effectiveness for public order maintenance. Analysis result, realization of organizational effectiveness appeared difference according to sex, age, area, police departments, class, period.

• The Journal of the Convergence on Culture Technology
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• v.3 no.1
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• pp.1-8
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• 2017

We are investigated about the state of the working circumstances and infection blocking facility within Metropolitan, Chungcheong and Gyeongsang regions in Korea. The result is as follows. The HAV vaccination rate is 35% and the HBV vaccination rate is 50% among the funeral directors. We expected that the infection risk of funeral directors was very high. Significantly, tuberculosis prevalence rate of funeral director was four times as high as the public. The wear rate of gown, mask, gloves showed relatively high than the others. The wear rate of individual protective equipments has decreased with work experience. The funeral directors have shown that there is difficult to get safe protection from infection. The personal hygiene of funeral directors and the infection blocking equipment should be strengthened institutionally. We are thought to recommend institutional support about infection management, individual protective equipment, vaccination of funeral director and guideline to avoid reversion to previous habitual behavior.

• The Journal of the Acoustical Society of Korea
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• v.42 no.6
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• pp.627-636
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• 2023

Due to the COVID-19 pandemic, the global population has experienced drastic changes, one of which is the increase in remote work. Given the ongoing possibility of exposure to infectious diseases and various other circumstances, the expansion of remote work is anticipated. To enhance the efficiency of remote work and address its existing limitations, this study surveyed the perceptions of indoor environments among individuals who worked from home during the COVID-19 pandemic. The study examined how the characteristics of individuals influenced their perceptions of indoor environments. It was found that the number of occupants and rooms, size of the house, and noise sensitivity affected the perceptions of outdoor noise, neighbor noise, and indoor noise caused by cohabitants. The findings can be used as foundational data for designing multipurpose housing that can be utilized not only for residential purposes but also for work and educational settings in the future.

• Nuclear industry
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• v.19 no.6 s.196
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• pp.48-55
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• 1999

원자력발전소가 안전하게 운전되기 위해서는 실제 직접 설비를 다루고 있는 발전소 운전원의 역할이 매우 중요하다. 운전원의 인적 실수를 감소시키기 위해서는 설비 개선이나 제도적인 장치도 물론 중요하지만 누구나 운전원으로 근무하기를 희망하고 자긍심을 가질 수 있는 정책적인 지원이 병행되지 않으면 근본적으로 인적 실수를 방지하는데는 한계가 있다. 따라서 인적 실수를 근본적으로 방지하기 위해서는 관리자는 주제어실내에서 운전원의 행위를 관리 감독하는 역할에 충실해야 하고 보수적인 의사 결정을 해야 한다. 그리고 우수한 인력을 운전원에 배치하고, 경험있는 운전원들이 긍지와 자부심을 가지고 되도록 오랜 기간운전원으로서 근무할 수 있는 환경을 만들어 주어야 한다.