• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.10
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• pp.1535-1544
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• 2010

This study was conducted to evaluate the sanitation management practices in food manufacturing companies that supply food and food ingredients to school foodservice operations. Subjects consisted of 34 food manufacturing factories located in the Daegu and Gyeongbuk areas. Sanitation performance was self-evaluated using a Likert 5-point scale. The total mean score for factory sanitation performance was 4.72. Scores for perceived sanitation management performance in the factories were as follows: management of material (4.90); personal hygiene (4.78); management of work (4.71); management of workplace and vicinity (4.68); and food and raw material transportation (4.67). Participating companies that had HACCP certification programs scored high on the following sanitation inspection items: washing and sanitation guides, adequate equipment for correct hand washing, and sanitation of raw material delivery vans. The mean frequency for employee sanitation education was 2.8 times per month. Factory managers believed that their sanitation management programs kept their food safe and that the food was produced and delivered with a high degree of safety. However, they thought that food sanitation standardization was needed in order to supply high-quality and safe food items. In terms of traceability, 58.8% of the raw materials were traceable and 61.8% of the manufactured products were traceable. Sanitation management performance scores for the participating food manufacturing companies were high, although the soybean sprouts processing companies had comparatively low scores. Management reinforcement of employee sanitation education and a sense of duty and pride among factory employees will promote adequate and appropriate sanitation management performance for food safety and quality in factories that supply food and ingredients to school foodservice operations.

• Journal of Preventive Medicine and Public Health
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• v.28 no.4 s.51
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• pp.795-807
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• 1995

This study was carried out from 1993 to 1994 in the small industries in Incheon. The objectives of this study was in order to estimate the quitting rate, to identify its relating factors and to propose effective quitting management policy in the small industries. The results were as follows ; 1. The quitting rate of 266 study workers was 42.1%(112 workers). 2. Age, working duration, position, marrital status were significant difference between the quitting group and the non - quitting group. In the quitting group, mean age was young, working duration was short, general employees and unmarried workers were many compared with the non - quitting group. 3. In the industry characteristics, total assets, total assets, sales per person, establishment duration and occupational health and safely status were significant difference between the quitting group and the non - quitting group. In the quitting group, total assets, total sales and sales per person were little, establishment duration of company was short and occupational health and safety status were poor compared with the non - quitting group. 4. In the quitting group, worker's response to employer's disposal about health and safety was more passive and the relation to employer with employee was significantly poor compared with the non - quitting group. 5. Multiple logistic regression analysis of quitting against family income per person, working duration, relation to employer with employee, occupational health and safety status in industry, worker's response to employer's disposal about health and safety and sales per person was done. Working duration, occupational health and safety status, worker's response to employer'1 disposal about health and safety were significant explainatory variables for quitting. Above results showed that the quitting rate was high and it was significant difference between the quitting group and non : quitting group according to characteristics of workers and of industries. Especially, it suggested that working duration, occupational health and safety status and worker's response to employer's disposal about health and safety were significant quitting factor. Therefore, it should be reflected in the quitting management and the policy of steady employment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.4
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• pp.55-64
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• 2014

While small and medium-sized companies are suffering from a shortage of workers as a result of social tendency to avoid those companies, college graduates still prefer large companies or governmental positions, which consequently results in inconsistencies in the demand and supply of work forces. The gap between them is getting so bad that employment difficulties are exacerbating. Accordingly this study tries to search for potential employee's expected value factors which make people select small and medium companies not big companies. A survey was conducted from October 1 to october 30, 2012 with university students in the Seoul metropolitan area. a total of 350 questionnaires were distributed and 335 were collected. of these, 332 questionnaires were used for data analyses excluding questionnaires with missing values. Data was analyzed by frequency, descriptive factor, reliability, and regression with SPSS win 18.0 program The result of this study were as follows. A factor analysis extracted four factors comprising small and medium companies, which we named career(factor 1), working environment(factor 2), working achievement(factor 3), job security (factor 4). This study showed that small and medium companies' preference were affected by the career, working environment, job security, corporate reputation, salary.

• Journal of Korea Technology Innovation Society
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• v.16 no.4
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• pp.1187-1204
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• 2013

The purpose of this study is to analyze the industry infra competence status between game and character industry and to investigate relational industry cluster by LQ index. Applying to relative LQ index was no. of company, the no. of employee and the amount of revenue of 2012 years between game industry and character industry. The regional cluster block composed of metropolitan block (Seoul, incheon & Kyunggi area) and regional blocks(kangwon, chungchung, daekung, honam, dongnam and jeju region). The results of this research are as follows. First, the competency level of the quantity estimation of game industry and character industry highly concentrated to Seoul, Incheon & Kyunggi block. In case of the inter industrial competency analysis including metropolitan block, the high competency level indicated among metropolitan block, kangwon, dongnam and jeju region. In case of except metropolitan, dongnam and jeju region indicated high OSMU possibility between two industry. The contribution of this research was assessment of regional game and character culture contents' industry competences. And this research suggested fact based quantitative analysis of OSMU accessibility and validity of game and character industry's competence.

• International Commerce and Information Review
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• v.18 no.4
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• pp.311-332
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• 2016

This study aims to analyze the influences of KS certification system on export performance of small and medium-sized enterprises (SMEs) in Korea. The analysis may contribute to enhance export competitiveness of Korean SMEs. Based on previous studies for environment-specific and business-specific determinants regarding KS certification system, this study analyzed six factors influencing on export performance of Korean SMEs. For empirical tests, this study used frequency, validity, reliability, and multiple regression analysis with SPSS 21.0. The results of analysis could be summarized as follows. Managerial mind had influence on KS certification system, whereas employee's awareness on standard was influential to the same categories. Another business-specific factor, KS certification education & training, affected factors of general standardization of KS certification system. General standardization of KS certification factor had effects on export strategic performance. This empirical study presents following implications for small and medium businesses. First, considering that SME management mind proved to be influencing all variables, the concerned SME CEOs are required to support and encourage intra-standardization of KS certification mind within the company to improve their export performance. Second, to better the export performance, SMEs not only need to support, but also to provide education of KS certification to raise awareness on standardization among the employees. Third, ISO certification as well as intra-business standardized system for FTA-related works are highly encouraged to put into use to improve the quality of products.

• Journal of Korean Public Health Nursing
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• v.15 no.1
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• pp.157-171
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• 2001

The study was designed to provide the fundamental information for understanding discomfort of bone marrow donors and for promoting an individual comfort by comparing the difference on discomfort between unrelated donors and related donors. The subject of the study was fifty related donors and thirty unrelated donors who was in the C University Hospital. This survey had been carried out and collected from October, 1998 to March, 1999. The scale of discomfort of donors associated with bone marrow donation were assessed by the questionnaire deviced by Kim Sang Dol and amended by the researcher. Data was analyzed by $x^2-test$, t-test, two-way ANOVA, and Pearson Correlation Coefficients. The results were as follows. 1. Considering the general characteristics of bone marrow donors according to gender, male was consisted of $60\%$ and female was consisted of $40\%$. Of those related donors are consisted for $62.5\%$ and accounted for $37.5\%$ of those unrelated donors. Considering the classification to the job, employee of company were major donors which was $35\%$, and next order was student, individual businessman, and housewife. Considering the education level. college students were $48.7\%$ and students who have less than high school level were $42.5\%$. 2. According to the above the results regarding discomfort of bone marrow donation, it is especially shown that the major cause for discomfort of bone marrow donors is on physical factor. The concrete examples for physical factor are pain in the region of bone marrow harvest and pain in the injection part by fluid therapy and blood-sampling, an immovability of the body after bone marrow harvest, and difficulties on walking. Considering physiological factor, there are an uneasiness about leading to injure their health, vague fear about the hospital. and a tedium at hospital. Environmental factors for discomfort of bone marrow donors are insufficient explanation for needle gauge and procedure of bone marrow donation and difficulty on following medical schedule. Therefore. it is necessary to establish more effective and systematically organized program for nursing intervention based on the research results. An effective program is only useful in getting rid of discomfort of bone marrow donors.

• Journal of Environmental Health Sciences
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• v.46 no.5
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• pp.525-531
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• 2020

Objectives: This study was performed to identify the epidemiological features of a food poisoning outbreak in a company cafeteria located in Chungcheongnam-do Province, Korea in June of 2020 and to suggest preventive measures for a similar incidence. Methods: A total of 84 patients with acute gastroenteritis were examined. Environmental samples were obtained from 16 food handlers, six food utensils, 135 preserved foods served over three days and nine menus, and six drinking water samples. These are analyzed to detect viruses and bacteria. Results: Ninety-four out of the 402 people who were served meals (23.4%) predominantly showed symptoms of diarrhea, and the number was over 3 times. Among the 84 patients under investigation, 17 cases (20.2%) were positive for Enteropathogenic E. coli (EPEC) and 18 cases were positive for Clostridium (C.) perfringens (21.4%). Based on the investigation, it was concluded that the main pathogens were EPEC and C. perfringens. For EPEC, it was detected in three of the food service employees and in the preserved food and curry rice. The results of pulsed field gel electrophoresis indicate that all EPEC cases are closely related except for one food service employee. Assuming that isolated EPEC originated from the preserved food, the incubation period is about 25 hours. The origin of the C. perfringens was not determined as it was not detected in the food service employees or environmental samples. Conclusions: This case suggests that food provided in group food service centers must be thoroughly managed. In addition, identifying the pathogens in preserved food is very important for tracing the causes of food poisoning, so food must be preserved in an appropriate condition. To prevent similar food poisoning cases, analyzing cases based on epidemiological investigation and sharing the results is needed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.8
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• pp.94-104
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• 2018

This purpose of this study is to extract the perceptual types of Organizational Citizenship Behavior(OCB) conceptual domain. OCB is a employee behavior that goes above and beyond the call of duty, that is discretionary and not explicitly recognized by the employing organization's formal reward system, and that contributes to organizational effectiveness. But, as is generally known, OCB is such a fuzzy concept that many researchers have been questioning the exact conceptual domain of OCB. In this context, we try to applicate Q-methodology to find more effective way of explaining the conceptual domain of OCB. Q-sample was constructed by a thorough review on the relevant literature, and P-sample is 14 employees of an manufacturing company. In conclusion, we find three types of the conceptual domain of OCB, that is coworker-oriented, organization-orienteded, and work-orienteed type. The paper ends with suggestions for future research directions.

• The Journal of the Korea Contents Association
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• v.16 no.6
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• pp.416-431
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• 2016

Along with the mood of 'Beyond GDP', it is necessary to explore how these subjective concepts such as happiness and well-being are quantified to be compared among many countries. The concept of 'Work-life balance (WLB)' is likely to be located on the boundary between the subjective and objective areas. Thus, this article aims to examine the policies related to WLB and how to change or develop those policies considering the concept of WLB and the circumstantial particularity of Korea. There are several suggestions on certain developments in the existing policies interfering WLB at three levels. First the government needs to conduct campaigns to transform traditional gender roles through active advertisement. Second, the company needs to use the long-lasting 'hierarchical organisation culture' for employee's work-life balance for regulating working hours and exhausting paid holidays and maternity or paternity leave. Finally, families should understand and support their wives' current circumstances facing the struggle between a mother and economic worker.

• Journal of Digital Convergence
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• v.15 no.8
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• pp.145-160
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• 2017

This paper aims to investigate the effects of Smart-Work IT resources on job performance. The survey was conducted amongst the business workers who are currently engaged in domestic major companies as well as small businesses, and analyzed based on the frequency, factor and reliability. Using PROCESS Macro, we conducted an analysis of the relationship between the IT resources and job performance, treating collective intelligence as a mediating parameter. The results of the study are as follows. First, the IT resources of the companies were found to have a meaningful effect on job performance. Second, the IT resources were found to have no effect on employee productivity except through their effect on the collective intelligence. Finally, while openness and cooperation were found to be the aspects of collective intelligence which mediated between IT resources and workflow improvement, participation, openness and cooperation were found to be the aspects of collective intelligence which mediated between IT resources and workflow coordination, In the future, it is necessary to compare quantitatively the financial performance of Smart-Work adopters and others in the same industry or to compare the financial performance before and after introducing Smart-Work dynamically within the same company.