• The Research Journal of the Costume Culture
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• v.22 no.1
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• pp.55-72
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• 2014

The purpose of this study is to identify the key decision-making variables that lead fashion company employees to participate in the fashion education programs offered by university lifelong education centers. This study also examined the education satisfaction level and preferred education method and evaluated a university lifelong education program by surveying a fashion company employees who completed a fashion education program. As decision making variables, this study included participation purposes, obstacles, and evaluation criteria. While questionnaires were used to identify the decision making variables, education satisfaction level, and preferred education method, focus group interviews were used to evaluate the university lifelong education program. The findings showed that the respondents enrolled in the program mostly because of personal motivations and considered the workload and time limitation as participating obstacles. They considered educational content as the most important evaluation criteria for participating in the program and were highly satisfied with the program they completed. This study suggests how university lifelong education centers may structure their fashion education programs to better appeal to the employees of fashion companies.

• Korean System Dynamics Review
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• v.3 no.2
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• pp.49-68
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• 2002

The intent of this study is to develop system dynamics model for assessment of organizational and human factors in nuclear power plant which can contribute to secure the nuclear safety. Previous studies are classified into two major approaches. One is engineering approach such as ergonomics and probability safety assessment(PSA). The other is social science approach such like sociology, organization theory and psychology. Both have contributed to find organization and human factors and to present guideline to lessen human error in NPP. But, since these methodologies assume that relationship among factors is independent they don't explain the interactions among factors or variables in NPP. To overcome these limits, we have developed system dynamics model which can show cause and effect among factors and quantify organizational and human factors. The model we developed is composed of 16 functions of job process in nuclear power, and shows interactions among various factors which affects employees' productivity and job quality. Handling variables such like degree of leadership, adjustment of number of employee, and workload in each department, users can simulate various situations in nuclear power plant in the organization side. Through simulation, user can get insight to improve safety in plants and to find managerial tools in the organization and human side. Analyzing pattern of variables, users can get knowledge of their organization structure, and understand stands of other departments or employees. Ultimately they can build learning organization to secure optimal safety in nuclear power plant.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.4 no.1
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• pp.49-83
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• 1980

Rapid expansion has taken place in development of cooperative arrangements among libraries, in computerization, mechanization, and centralization of library services; in sizes of collections; and in the variety of services offered by libraries. These increasing complexities of library organizational arrangements and expansions in activities and services make it all the more important for libraries to define their objectives clearly and to have methods for measuring the level of attainment of these objectives. Libraries, as all other institutions and organizations, are faced with the economic problem of allocating their limited resources in such a manner as to generate maximum benefits and calculating the costs of a library. Furthermore, they should be able to measure their performance or degree of achievement of objectives. In order to it, it is essential to set a standard and review the time and motion study. This study is an attempt to build a general standard applicable to Korean university libraries to provide a persuasive basis to university library administrators in their work management: The usefulness of this study are given below. (1) It helps to balance available resources with estimated workload. (2) It helps in managing a library more efficiency and more economically (3) It helps in objective evaluation of individual employee performance and in evaluation of the organization as a whole. (4) It helps the librarian plan for financial and personnel needs on the basis of sound production figures.

• International conference on construction engineering and project management
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• 2024.07a
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• pp.879-886
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• 2024

In the dynamic construction industry, particularly within the United States Army Corps of Engineers (USACE), ensuring worker safety in high-risk environments is a critical challenge. This study explores the integration of wearable technology in construction safety, focusing on its potential to enhance personal protective equipment (PPE). The primary goal of this study is to understand the factors influencing USACE employees' acceptance and adoption of wearable technology. Additionally, the research aims to assess the experiences of employees who have already used such technology to identify its practical benefits and levels of user satisfaction. A mixed-method approach was employed to gather qualitative insights from interviews with USACE safety experts and quantitative data from an online survey of USACE personnel. The findings indicate a general reluctance among workers to adopt wearable technology for monitoring work activities, mainly due to privacy concerns, usability issues, and perceived additional workload. However, there is interest in technologies that provide direct safety benefits, such as hazard alerts. This study illuminates the gap between the potential benefits of wearable technology and its current level of acceptance in the construction industry. It identifies the need for strategies to enhance worker acceptance and offers recommendations for future research.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.4
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• pp.254-264
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• 2018

The study aims were to verify the influences of job environment factors and work attitude on turnover intention of school foodservice employees, and then to verify the mediating effect of organization commitment between six areas of worklife and turnover intention so that organizations can intervene to reduce the turnover intentions of employees. The subjects were 205 employees who were working in the school foodservice field. The job environment factors were measured by six areas of worklife (workload, control, reward, fairness, community, value) and the organizational commitment was measured by two types of commitments (affective, continuance). The results were as follows. First, workload, reward, community and value of six areas of worklife reduced affective commitment, control and fairness increased continuance commitment, and affective commitment reduced turnover intention. Second, only reward and community showed direct effect on turnover intention, but all six areas of worklife had a statistically significant indirect effect on turnover intention through affective commitment. These results showed that job environment factors had both direct and indirect effect on employees' behavior through employees' affection. These findings imply that organizations can control employees' turnover intention by providing education or social support to maintain their affective commitment even when organizations cannot change job environment.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.1 no.1
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• pp.53-70
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• 2006

This study aims to provide policy suggestions on how to implement the process of empowerment, by investigating the conditions that hinder the process and the attitude of the KBS employees. For the cross-sectional study, this thesis examined the domestic and international references, conducted a survey of KBS employees, personal interviews and made direct observations. Approximately 1,200 copies of the questionnaire were distributed and 474 were completed and returned. The analysis used SPSS 12.0 software to process the data collected from 460 respondents. The survey findings showed a decrease of 24.2%p in the number of responses expressing negative views of the team structure and a decrease of 1.29%p in the number of positive responses. The findings indicated a positive transformation illustrating employees' improved understanding and approval of the team structure. However, KBS must address the issue on an ongoing basis. It has been proven that the employee empowerment increases the productivity of the individual and the group. In order to boost the level of empowerment, the management must exercise new, innovative leadership and build trust between the managers and the employees first. Additional workload as a result of shirking at work places was prevalent throughout all divisions and ranks, according to the survey data. This outcome leads to the conclusion that the workload is not evenly distributed or shared. And the data also showed the employees do not trust the assessment and rewards system. More attention and consideration must be paid to the team size and job allocation in order to address this matter; the present assessment and rewards system need to be complemented. The type of leadership varies depending on the characteristics of the organization's structure and employees' disposition. KBS must develop and reform its own management, leadership style to suit the characteristics of individual teams. Finally, for a soft-landing of KBS team structure, in-house training and education are necessary.

• Journal of Navigation and Port Research
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• v.39 no.6
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• pp.545-552
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• 2015

This study One of the key elements of corporate competitiveness in the modern world of unlimited competition is human resource management. The reason that the world's leading companies are devoting a lot of investment and effort for good human resource development and management is that human resource can impact firm survival. In particular, there is little research on the internal and external environmental stimuli and job stress in the employee of small business which are often led to turnover, while they have suffered from chronic shortage of manpower. The purpose of this study is to determine the turnover factors in the small logistics companies and contribute to stable maintenance of workforce, facilitating human resource management and minimizing turnover. This study empirically analyzed the factors of the turnover in the organization of logistics companies from Busan Port, South Korea, which became one of the national infrastructure and the fifth world largest harbor. The conclusion proposed the development and direction of the human resource management which could promote the job environment improving the turnover factors and creating sustainable work condition through conducting preventive measures. The results indicated that the highest turnover rates was found in the category of field work, and the highest turnover group was from the 'less than one year', which implies that high turnover rates after and during job training might be greater cost to the companies than early turnover. The most common reasons for the high employee turnover were 'excessive workload' and 'dissatisfaction with wages'. Followed reasons including 'troubles with managers' and 'failure in organizational adaptation' can be understood in line with worse working conditions of the small logistic companies. It turned out that the preventive programs of the logistic enterprises had little effect through 'incentives system' and 'improving wage system' which are mainly conducted. The human resource managers appreciated the importance of 'wage raise' and 'benefits improvement'. This study is aimed at contributing to efficient human resource management through understanding of the turnover causes and human resource managers applying preventive measures. In particular, this can benefit small port logistics companies securing competitiveness and promoting persistent growth and development.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.63-81
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• 2004

Purpose: To identify job satisfaction of hospital employees and the relating factors Methods: The study sample was a total of 1,031 healthcare workers(doctors, nurses, pharmacists, medical engineers, office workers, etc) at a tertiary teaching hospital. The data were collected using a questionnaire developed by a expert group. The questionnaire consisted of 21 items including job characteristics, organizational culture, and personal characteristics on the five Likert scale. Results: The overall satisfaction on job characteristics was 3.24 on the five Likert scale. The satisfaction of each item was 4.14 in role clarity, 3.26 in communication participating rate, 3.10 in work variety, 3.06 in autonomy, and 2.64 in workload. The overall satisfaction on organizational culture was 3.00. Particularly, the satisfaction on collaboration was 3.83, co-worker's support. 3.73, identity, 3.62, education/training opportunity, 3.12, pay, 2.62, welfare, 2.35, promotion, 2.34, and organizational conflict, 2.00. The level of satisfaction on personal characteristics was 3.00. In the satisfaction of each item, the score of disposition was 3.83, contribution to the hospital, 3.75, pride as a member of hospital, 3.70, and attitude on job performance, 3.68. The correlation between satisfaction and other variables was statistically significant with the exception of work variety. The satisfaction related significantly to loyalty index(r=.486, p=.000), autonomy(r=.415, p=.000), pride as a member of hospital(r=.411, p=.000), supervisor support(r=.364, p=.000). Conclusions: The results showed developing organizational strategy to promote job satisfaction can decrease the turnover rate and increase loyalty to the organization. It will contribute to enhance productivity in hospital.

• Proceedings of the Korean System Dynamics Society
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• 2002.02a
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• pp.19-40
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• 2002

The intent of this study is to develop system dynamics model for assessment of organizational and human factors in nuclear power plant which can contribute to secure the nuclear safety. Previous studies are classified into two major approaches. One is engineering approach such as ergonomics and probability safety assessment(PSA). The other is social science approach such like sociology, organization theory and psychology. Both have contributed to find organization and human factors and to present guideline to lessen human error in NPP. But, since these methodologies assume that relationship among factors is independent they don't explain the interactions among factors or variables in NPP. To overcome these limits, we have developed system dynamics model which can show cause and effect among factors and quantify organizational and human factors. The model we developed is composed of 16 functions of job process in nuclear power, and shows interactions among various factors which affects employees' productivity and job quality. Handling variables such like degree of leadership, adjustment of number of employee, and workload in each department, users can simulate various situations in nuclear power plant in the organization side. Through simulation, user can get insight to improve safety in plants and to find managerial tools in the organization and human side. Analyzing pattern of variables, users can get knowledge of their organization structure, and understand stands of other departments or employees. Ultimately they can build learning organization to secure optimal safety in nuclear power plant.

• Korean Journal of Health Education and Promotion
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• v.15 no.2
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• pp.1-21
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• 1998

The industrial health education is the most fundamental and active area in the industrial health. It has become increasingly recognized as an important component of preventive occupational health programs and is an essential service for improvement of productivity and employee's health. Evaluating the worker's health status is a part of the occupational health promotion policy and is very important to know the efficiency of the occupational health service. In this point, the purpose of this study was to clarify the effect of the industrial health education on worker's health status. This study included a survey of 625 workers at 28 factories in Puchon area form August Z7 to September 30, 1996. The research was carried out through the analysis of the self-administered questionnaires and health examination records. The results were as follows: 1. For demographic characteristics, 66.5% of the respondents were male. The most prevalent age group was 30 - 39years group(30.4%). Those who graduated from high school were 43.5%. The workers whose monthly income ranged from 600,000 to 100,000 won were 40.3%. As for the marital status, 69.4% of the respondents were married. 2. For occupational characteristics, 37.9% of the workers had worked 2 to 5 years in the factories, 69.4% of the respondents worked at the assembly line and the staffs were 27.0%. T26.4% of the respondents worked at hazardous workplace and 71.8% of the workers worked 9 to 10 hours a day. Those who worked during the night were 56.0%. Those who felt much for them workload were 29.9% and were dissatisfied with their working environment and job were 33.6%, 19.1%. 3. The 39.4% of the respondents received the industrial health education and most of them received on the safety and only few on family health. 70.7% out of those who had industrial health education reported it helped their health management.