• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.1
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• pp.301-311
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• 2011

This study was performed to determine the self-perceived fatigue and its association with job stress contents and psychosocial factors among white collar male workers. The self-administered questionnaires were given to 872 workers employed in 42 work places during the period from February 1st to April 30th, 2009. As a results, in terms of levels of self-perceived fatigue according to the job stress contents and psychosocial factors, under significantly higher level of self-perceived fatigue were those with higher level of job demand, lower job autonomy, lower supervisor support and higher locus of control than their respective counterparts. Multiple stepwise analysis revealed that the factors of influence on self-perceived fatigue included age, subjective status of health, job career, experience of sick absence, sense of satisfaction in work, regular exercise, sleeping hours, visiting out-patient department, job demand, supervisor support and self-esteem. The study results indicated that the level of self-perceived fatigue is so complicatedly influenced by variable factors as well as socio-demographic characteristics, job-related characteristics and health-related behaviors, to a greater extent, by JCQ and psychosocial factors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.7
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• pp.389-399
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• 2016

The purpose of this study was to provide the evidence necessary to establish job stress management strategies to improve office workers conditions by looking at the impact on job stress factors depending on the nature of the organization. The stress related variables (job stress and psychological well-being) and organizational effectiveness variables (job satisfaction, job engagement, intention to leave, and presentieesm) was included. A total of 154 questionnaires were distributed from 26th June to 1 August 2014 and 150 people were analyzed. The results indicated that a lack of reward was negatively correlated with job satisfaction and job engagement, and positively correlated with the intention to leave (p<0.05) in a large-sized company model. Moreover, in a medium-sized company model, organizational injustice was statistically significant with job satisfaction and job engagement. Organizational injustice, lack of reward, and occupational climate was positively correlated with the intention to leave (p<0.05). This study has its significance in that it looked at the job stress as a predictive variable to explain the organizational effectiveness and highlights the need to establish a stress management strategy depending on the nature of the company.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.6
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• pp.2935-2944
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• 2013

The study aims to evaluate job stress, self-efficacy, depression and health-related quality of life according to musculoskeletal symptoms of the ordinary white-collar worker. The subjects of the study were 83 workers who were working D Health Center and Dgu office of Gwangju Metropolitan City and they were voluntarily interviewed with a use of organized questionnaire. Except the responses from three subjects whose responses were insincere of 102 ones were decided for the final analysis. The results showed that there were significant differences in all job stress, self-efficacy, depression and health-related quality of life according to musculoskeletal symptoms. Depression, self-efficacy, job stress were significantly correlated; however, health related to quality of life was not. Therefore, as the results indicate that job stress, self-efficacy, depression and health-related quality of life can be affected by musculoskeletal pain for office workers, there is a need for the development of programs focused on the prevention of musculoskeletal discomfort.

• Journal of the Korea Society of Computer and Information
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• v.27 no.5
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• pp.215-224
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• 2022

The purpose of this study is to analyze how it affects functional movement and dynamic balance applying Czech get up exercise based on the principle of motor development of child for office worker women in 30s and 40s. Through random allocation, an Czech get up exercise group(n=15) and a control group(n=14) were formed to apply exercise for 12 weeks, 3 times a week, and 60 minutes a day, and the control group maintained daily life at the same period. As a result of the study, showed that Deep squat(p<.05), Hurdle step(p<.01), In-line lunge(p<.05), Trunk stability push-up(p<.001), Rotary stability (p<.01), Total score(p<.001), were significantly in the Czech get up Group, and Dynamic Balance of Lower Extremity(p<.001), Right Dynamic Balance of Lower Extremity(p<.001) were also significantly in the Czech get up Group. In conclusion, it is thought that Czech get up exercise based on the principle of motor development of child will have a positive effect on the functional movement and dynamic balance in office women, thereby increasing work efficiency as well as healthy life.

• Journal of Families and Better Life
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• v.15 no.2
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• pp.99-110
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• 1997

The purpose of this study is to explore systemetically what makes working women continue or interrupt their job after childbirth, An empirical survey was conducted by using questionnaire and data from 194 women who had clerical job before first childbirth. The major findings are as follows : (1) The significant differences between the two groups are caused by family orientation, motherhood, average monthly wage of her own, emotional support, child carer in the family, maternal policy. (2) The probability of continuing job is higher when the public supports are offered to working married women than in case of being supported privately.

• 대한예방의학회:학술대회논문집
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• 1995.10a
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• pp.325-326
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• 1995

• 대한예방의학회:학술대회논문집
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• 1999.10a
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• pp.330-331
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• 1999

• Journal of muscle and joint health
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• v.25 no.1
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• pp.50-59
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• 2018

Purpose: The purpose of this study was to investigate the relationships among health behavior, wellness condition, and stage of change in health behavior by risk of cardiocerebrovascular diseases (CVD) in male office workers. Methods: A total of 205 male office workers participated in the 2017 National Health Examination at a manufacturing/ R&D business in Seongnam and completed self-reported questionnaires. Results: There were significant differences in health behavior scores by risk of CVD (F=4.78, p=.009) and statistically significant differences in no smoking (F=5.86, p=.003), exercise (F=5.49, p=.005), and health checkup (F=4.39, p=.014). There were statistically significant differences in health behavior (t=-4.14, p<.001) and wellness condition (t=-2.61, p=.010) by the stage of change in health behavior. Health behavior had a weak positive correlation with wellness condition (r=.36, p<.001). Logistic regression analysis showed that, when adjusted for age and employment period, the probability of becoming attention or risk group was 11% lower for quitting smoking (OR 0.89, 95% CI 0.81~0.97, p=.006) and 18% lower for regular exercise (OR 0.82, 95% CI 0.70~0.95, p=.009). Conclusion: The direction of health management at the workplace should be changed to promote the wellness of all workers, not the management of the disease, and a health promotion program should be continued to emphasize health behaviors such as smoking cessation and regular exercise.

• Journal of Labour Economics
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• v.25 no.3
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• pp.35-57
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• 2002

This paper investigates the employment and wage structural changes that have occurred around the economic crisis in 1997. We propose a theoretical model for external effects of human capital within firms and provide their estimation. When the employment and wage structural changes are considered simultaneously, labor demand decreases seem to more than offset labor supply changes during the period. While educational human capital, human capital accumulated with firm-tenure, human capital of married workers and of white-collar workers are considered to have positive external effects, human capital of relatively-old workers and managerial workers are considered to have negative external effects. We suggest that while employment restructuring with regard to age, tenure, and education and managerial workers during the period have improved the efficiency of firms, those with regard to married and white-collar workers have not.

• Journal of Labour Economics
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• v.38 no.2
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• pp.59-87
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• 2015

This study investigates the influence of human capital on wages of female marriage migrants in Korea using the 'National Survey on Multicultural Families 2012'. The results show that educational attainment has little influence on wages of female marriage migrants in Korea and that educational attainment in their origin country has positive influence on the labor market in Korea. However, work experiences in the origin country and duration in Korea are not significantly related to wages of female marriage migrants in Korea. The subgroup analyses by nationality find that the education wage premium is large in groups for Korean-Chinese women, other Asian countries and other countries. Among occupations, managers and professionals officers earn the highest wages in all groups. In addition, the manager and professional officer groups show the large education wage premium, especially among Chinese, Vietnamese and Korean-Chinese female marriage migrants.