• Korean Journal of Construction Engineering and Management
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• v.13 no.2
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• pp.137-146
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• 2012

Recently, due to construction of the recession quantity of unsold houses is increasing and construction company is experiencing financial difficulties. As a result, construction is being ousted, or workout. Accordingly, construction may be devising a method for oneself like salary cuts, layoffs as part of the rationalization of management. But in this way may be increasing employees's perception about job insecurity and payment unsatisfaction. This has the potential to do employees turnover. Turnover has be known that it brings both positive and negative results to the organization. But if new employees leaves early, the positive aspect of the organization will be less likely. In order to solve these problems, new employees turnover intention will be necessary for the thorough management. The purpose of this study is to identity how the perception of job insecurity, payment satisfaction, organizational commitment, excessive workload, competitiveness for employment and job suitability affect new employees turnover intention. As the degrees of impacts of variables affecting turnover intention of new employees might be different between small to medium and large construction companies, this research also compares the differences between these two groups and suggest measures for reducing turnover intention.

• Journal of Technologic Dentistry
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• v.34 no.4
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• pp.403-412
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• 2012

Purpose: This study is conducted to evaluate the job stressors for dental technicians in Ulsan city. Methods: The Korean standard job stressors assessment tool developed by Korea Occupational Safety and Health Agency (KOSHA) was used to compare the survey result with Korean reference value. The questionnaire on the social, demographic and job characteristics of dental technicians was also used to find the factors affecting to job stressors by using multiple linear regression analysis. Results: A total of 155 questionnaire was collected from 2010 to 2011. Among the eight fields of stressors, the physical environment (men 50.0, women; 58.3) and job demands (men 57.1, women 57.1) were higher than the median value of the Korean Workers. By multiple linear regression analysis, the significant factors to the physical environment were the satisfaction degree of indoor odor, number of employee, duty and working hours. In terms of the job demand, duty, working hours, age, and the satisfaction to the efficiency of space utilization were significantly associated to the score of job demand. Conclusion: Based on these results, it is necessary to manage appropriate workload, control indoor odor and design an efficient work space for prevention of job stress of dental technicians.

• Safety and Health at Work
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• v.2 no.4
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• pp.328-335
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• 2011

Objectives: Depressive disorder (DD) is a complex disease, and the assessment of work ability in patients with DD is also complicated. The checklist depression (CDp) has recently been developed to support such work ability assessments and has been recommended for implementation in insurance medicine, starting with an analysis of the organisational and social contexts. The aim of this study was to identify the potential facilitators and barriers in the use of the CDp by insurance physicians (IPs) during work ability assessments of employees on sick leave due to DD. Methods: A qualitative research was conducted based on semi-structured interviews. The participants were IPs with at least one year of work experience in performing work ability assessments. The interviews were audiotaped, transcribed and analysed qualitatively. Results: Ten IPs (7 males, 3 females; mean 53 years) were interviewed. Important facilitators, which emerged for use of the CDp, were an oral introduction for colleagues and staff, support from management, valuing the increased transparency in work ability assessments with using the CDp, having adequate time for assessments as well as modification of the appearance (colour, plasticised form) and content (clarifying aspects of the examples) of the assessment tool. The fear of the loss of autonomy, lack of added value of the CDp, high workload, inadequate instructions and lack of time were mentioned as barriers. Conclusion: Adequate introduction to the use of CDp and the fear of the loss of autonomy of IPs need special attention in planning its implementation.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.15-22
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• 2022

Modern technology drives the world, increasing performance while reducing labor and time expenses. Tanzania Atomic Energy Commission (TAEC) tracks employee's levels of exposure to radiation sources using dosimeters. According to legal compliance, workers wear dosimeters for three months and one month at the workplace. However, TAEC has problems in tracking, issuing and returning dosimeters because the existing tracking is done manually. The study intended to develop a Personal Dose Management System (PDMS) that processes and manages the data collected by dosimeters for easy and accurate records. During the requirements elicitation process, the study looked at the existing system. PDMS' requirement gathering included document reviews, user interviews, and focused group discussions. Development and testing of the system were implemented by applying the evolutionary prototyping technique. The system provides a login interface for system administrators, radiation officers, and Occupational Exposed Workers. The PDMS grants TAEC Staff access to monitor individual exposed workers, prints individual and institutional reports and manages workers' information. The system reminds the users when to return dosimeters to TAEC, generate reports, and facilitates dispatching and receiving dosimeters effectively. PDMS increases efficiency and effectiveness while minimizing workload, paperwork, and inaccurate records. Therefore, based on the results obtained from the system, it is recommended to use the system to improve dosimeter data management at the institution.

• Journal of the Korean Society of Food Science and Nutrition
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• v.42 no.9
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• pp.1482-1491
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• 2013

The purpose of this study was to investigate the safety accidents and physical fatigues of school foodservice employees. Out of 300 questionnaires distributed from December 1~20, 2011, 276 responded. After excluding 54 incomplete questionnaires, 222 (usage rate: 74%) were examined in the final analysis. First, our results showed that in terms of safety accidents, most received bruises (92.8%), followed by burns (73.0%), cuts and lacerated wounds (69.4%), sprains (47.7%), falls (42.8%), fractures/dislocations (31.5%) and electric shock (2.7%). Second, we found that the average degree of physical fatigue of school foodservice employees was 3.65 based on the 5-point Likert scale. Specifically, pain in the arms and wrist was rated the highest, at 4.18. Third, results showed that the factors affecting physical fatigue were 'class of school' (P<0.05), 'frequency of meal serving per day' (P<0.05), 'no. of meals served per day' (P<0.001), 'no. of meals per employee' (P<0.05) and 'warm-up exercise before starting work' (P<0.05). This means that foodservice employees serving middle schools, serving meals three times per day, serving more than 1,000 meals per day, and serving more than 111 meals per employee perceive higher levels of physical fatigue. In addition, the physical fatigue of those who perform warm-up exercises before starting work was significantly lower than those who do not perform warm-up exercises before work (P<0.05). In conclusion, the frequently occurring major safety accidents of school foodservice employees were bruises and burns. An increase in workload also leads to the increasing physical fatigue of school foodservice employees. Thus, to lower the physical fatigue of school foodservice employees, school foodservice employees should be encouraged to perform warm-up exercises before staring work and new staffing guidelines for school foodservice employees should be developed.

• Quality Improvement in Health Care
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• v.20 no.1
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• pp.28-40
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• 2014

Objectives: Prescriptions for Parkinson's can be dispensed at the outpatient pharmacy. In general, the treatment of Parkinson's disease requires a multitude of drugs, sometimes taken 4 to 6 times a day at specific times as prescribed by the medical practitioner. Said "time-specific therapy" is one of the major reasons of dispensing delay observed at the outpatient pharmacy. Because our establishment lacked a computerized system to support time-specific prescriptions, they were not recognized electronically. They had to be issued and dispensed manually, which required a greater amount of time than the automated process. To solve the problem, a new sig code was developed to handle time-specific prescriptions with a comprehensive automated dispensing system to support it. This study aims to create electronic programs and streamline the process to increase dispensing performance. And thus, ensure greater patient safety and dispensing accuracy within a shorter dispensing time and also increase employee satisfaction through a decreased workload. Methods: After identifying the problems caused by non-electronic prescriptions an automated system that allowed the issuance of time-specific prescriptions was developed. A new sig code was created that could be recognized by the Pharmacy electronic medical program, the label printer to group medications by administration times and the Automatic Tablet Counter(ATC) to count the grouped drugs accordingly. Result: With the new sig code, the practitioner became able to electronically select the times of drug administration while issuing the prescription. This 'time-specific prescription' can now be recognized by the pharmacy electronic medical program, the label printer and the ATC like any other prescription. Conclusion: The developed program started operating on September 2013. Although not all Parkinson's patients have been issued with the new electronic 'time-specific prescription', the overall dispensing process has become more streamlined and accurate. As the medical team continues to integrate the new system in their practice an additional decrease of the dispensing time is predicted. Future program upgrades and other new time-saving approaches are scheduled, which are expected to further increase the service quality of our outpatient pharmacy.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.41-52
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• 2016

Prescription, pickup, and acting information from the ward are stored in a hospital database, and can be accessed and retrieved by the relevant departments. Frequent inquiries from many departments can cause a great load on the hospital information system. When the nursing and care services are integrated, the real-time pickup and acting tasks are also increased, which may lead to an increase in database inquiries, thereby increasing the amount of information being transferred. To effectively solve this inefficiency problem, we aimed to develop a nursing and care integrated information system that excludes database inquiries and incorporate a method that transmits pickup and acting information in real-time. Because the new system increases the workload and responsibility, we developed a ward acting dashboard so that every ward employee can determine all the acting situations of patients in real-time to improve the quality of services. We designed a database by concentrating on the pickup and acting business procedures, and applied real-time web techniques to enable pickup and acting information to be delivered instantly. Through our implementation, we were able to reduce the inquiry time and transmission amount significantly compared with the existing method.

• Culinary science and hospitality research
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• v.16 no.4
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• pp.163-176
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• 2010

The purpose of this study is to find out the effect of job rotation on employees' motivation and satisfaction. That is, it is the ultimate aim to know why employees want job rotation or why not, whether the rotation has an effect on their motivation, and finally whether the motivation gives direct job satisfaction. As a result of the survey, the efficiency and procedure of job rotation have influence on motivation. The employees also think that regular rotation can help them to find the proper position to meet their aptitude. And motivation also affects employees' achievement, benefits, and relationship with their bosses. Especially, when they feel great achievement and pride in their jobs, their satisfaction appeared to be very high. And when they are paid properly in comparison with their workload, or they learn special knowledge from their bosses, they usually content themselves.

• Journal of Bio-Environment Control
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• v.30 no.4
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• pp.359-366
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• 2021

This study aimed to develop and verify the smart human resource management (HRM) program in a large scale greenhouse. HRM program delivers detailed work orders to workers and gathers work results by mobile phone application. Greenhouse managers can monitor the workload, work speed, quality of employee by HRM program and can analyse performance easily. Greenhouse Managers can set the work speed including 'twisting', 'trimming' and 'harvesting' in a greenhouse. It makes planning work schedule and assigns resources to each specific job easier. Therefore, the manager can arrange the number of employees to promote work performance and also easy to estimate the labor shortage. Greenhouse managers can evaluate the adequacy of the number of employees through job performance analysis by period and adjusts the supply/demand ratio of regular and non-regular employees. The HRM program can improve work efficiency by announcing the real-time work performance of all employees on a monitor screen to induce competition among workers and re-educate unripe employees who accomplish behind average to improving work skills.

• 한국벤처창업학회:학술대회논문집
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• 2006.04a
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• pp.167-201
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• 2006

Korean corporations are transforming their vertical operational structure to a team-based structure to compete in the rapidly changing environment and for improved performance. However, a high percentage of the respondents in KBS said that despite the appearance of the present team structure, the organization operates much like a vertically-structured organization. This result can be attributed to the lack of study and implementation toward the goal of empowerment, the key variable for the success of the team-based structure. 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. For the longitudinal-study, six categories that were common to this study and "The Report of the Findings of KBS Employees' View of the Team Structure" were selected. The comparative study analyzed the changes in a ten-month period. 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.