• 제목/요약/키워드: Human culture

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Safety Culture, A New Challenge to Human Factors Engineering for 21st Century

  • Lee, Yong-Hee
    • 대한인간공학회지
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    • 제35권6호
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    • pp.473-492
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    • 2016
  • Objective: This paper discusses the recent challenges to human factors engineering due to the safety culture. Background: As incidents occurring in specific fields such as logistics, plant, energy and medical sectors in Korea, as well as in the public sectors including railway, road, aviation and shipping, are recently raised as social issues from the disaster dimension, those incidents are dealt with as man-made disasters in many cases. The trend regarding all accidents as man-made disasters has been expanded in the active perspective that the controllability of all incidents should be ensured in technology development, due to change from a fatal point of view regarding disasters as random occurrence of uncertainties in the past. Method: Man-made disasters are concluded as human errors, and safety culture stands out as a cause of human errors or a new cause item recently. Because safety culture, however, is a very comprehensive term, of which true nature is obscure, although many definitions of safety culture have been presented, the safety culture may make avoid the true nature and responsibility of an incident, or make the main player and subject obscure. Raising safety culture as a cause without presenting a specific countermeasure will be just a wisdom of hindsight. Results and Conclusion: This study reviews the fundamental discussions on "Is safety culture a task of human factors engineering?" and the existing approach carried out from various perspectives in order to seek an effective approach on the new task of safety culture in the human factors engineering field. This study discusses an engineering approach to meet a precondition that safety culture is not just an added factor through a review of the approaches in the proactive fields such as nuclear power and aviation, and the traditional approaches of human factors engineering. Application: This study especially defines the perspective of socio-technological system that has expanded the existing man-machine system, and discusses a systemic approach embracing various interactions, and several overriding tasks.

SEM-based study on the impact of safety culture on unsafe behaviors in Chinese nuclear power plants

  • Licao Dai;Li Ma;Meihui Zhang;Ziyi Liang
    • Nuclear Engineering and Technology
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    • 제55권10호
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    • pp.3628-3638
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    • 2023
  • This paper uses 135 Licensed Operator Event Reports (LOER) from Chinese nuclear plants to analyze how safety culture affects unsafe behaviors in nuclear power plants. On the basis of a modified human factors analysis and classification system (HFACS) framework, structural equation model (SEM) is used to explore the relationship between latent variables at various levels. Correlation tests such as chi-square test are used to analyze the path from safety culture to unsafe behaviors. The role of latent error is clarified. The results show that the ratio of latent errors to active errors is 3.4:1. The key path linking safety culture weaknesses to unsafe behaviors is Organizational Processes → Inadequate Supervision → Physical/Technical Environment → Skill-based Errors. The most influential factors on the latent variables at each level in the HFACS framework are Organizational Processes, Inadequate Supervision, Physical Environment, and Skill-based Errors.

Preparation of cross-linked silk fibroin film by γ-irradiation and their application as supports for human cell culture

  • Park, Hyean-Yeol;Kim, Yoon-Seob;Choi, Seong-Ho
    • 분석과학
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    • 제27권1호
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    • pp.27-33
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    • 2014
  • This study described about preparation of the cross-linked silk fibroin (SF) film by ${\gamma}$-irradiation of the casted SF film, which is fabricated from aqueous solution regenerated via fibers of cocoons and their application as supports for human cell culture. The properties of cross-linked SF film were evaluated by FT-IR spectroscopy, contact angle, solubility to water, thermal analysis, surface area analyzer, and morphology via scanning electron microscopy (SEM). The cross-linked SF films were not dissolved in water and exhibited the rough surface morphology, large surface area, and good thermal properties. The human fibroblast cell (CCD-986sk) and embryo kidney-ft cell were well growed on the surface of cross-linked SF film supports prepared by ${\gamma}$-irradiation. The cross-linked SF film prepared by ${\gamma}$-irradiation can be used as biomaterials for human cell culture.

Financial Management Information System, Human Resource Competency and Financial Statement Accountability: A Case Study in Indonesia

  • SAPUTRA, Komang Adi Kurniawan;SUBROTO, Bambang;RAHMAN, Aulia Fuad;SARASWATI, Erwin
    • The Journal of Asian Finance, Economics and Business
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    • 제8권5호
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    • pp.277-285
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    • 2021
  • This study aims to examine the effect of variables of financial management information systems, organizational culture, and human resource competence on the accountability of village government financial reporting. The sample was 65 villages in the two districts using a simple random sampling technique. To analyze the data of this research, multiple regression analysis was conducted. The results showed that organizational culture as a differentiator in the two districts, namely financial management information systems, organizational culture, and human resource competence has a significant positive effect on accountability in preparing village government financial reports in Tabanan Regency. Meanwhile, organizational culture does not have a significant influence in Badung Regency, this is because each village government has a different work culture. In the Tabanan regency, we use local culture as the basis for organizational culture, while in the Badung regency it can be examined between organizational culture and it is carried out differently, which indicates that no one organizational culture type is superior to other types. This means that all types can move in line with and hand-in-hand based on how and when organizational goals are to be realized.

Innovation Culture and Process in Mediating Human Capital Supply Chain on Firm Performance

  • MUAFI, Muafi;SISWANTI, Yuni;DIHARTO, Awan Kostrad;SALSABIL, Imanirrahma
    • The Journal of Asian Finance, Economics and Business
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    • 제7권9호
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    • pp.593-602
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    • 2020
  • The purpose of this study is to examine and analyze the effect of human capital supply chain on the firm performance mediated by innovation culture and innovation process on small- and medium-sized construction enterprises (SMEs) in Indonesia. A survey has been distributed to all construction SMEs that have direct involvement in construction work (contractors and subcontractors). The construction SMEs including medium- and small-scale construction services in three Provinces, namely, the special region of Yogyakarta, East Java, and Central Java. Through purposive sampling technique, primary data is collected by giving a questionnaire to the owner/manager of construction SMEs. The target sample in this study was 200 respondents who have been operating for a minimum of two years. 154 valid questionnaires could be processed. Data analysis uses structural equation modeling with AMOS 24. The results of the study conclude that there is a positive effect on human capital supply chain on firm performance mediated by innovation culture and innovation process, while innovation culture does not affect firm performance. In sum, the innovation culture mediates the relationship between human capital supply chain and firm performance, and the innovation process mediates the relationship between human capital supply chain and firm performance.

In vitro Nasal Cell Culture Systems for Drug Transport Studies

  • Cho, Hyun-Jong;Termsarasab, Ubonvan;Kim, Jung-Sun;Kim, Dae-Duk
    • Journal of Pharmaceutical Investigation
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    • 제40권6호
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    • pp.321-332
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    • 2010
  • Growing interest in the nasal route as a drug delivery system calls for a reliable in vitro model which is crucial for efficiently evaluating drug transport through the nasal cells. Various in vitro cell culture systems has thus been developed to displace the ex vivo excised nasal tissue and in vivo animal models. Due to species difference, results from animal studies are not sufficient for estimating the drug absorption kinetics in humans. However, the difficulty in obtaining reliable human tissue source limits the use of primary culture of human nasal epithelial cells. This shortage of human nasal tissue has therefore prompted studies on the "passage" culture of nasal epithelial cells. A serially passaged primary human nasal epithelial cell monolayer system developed by the air-liquid interface (ALI) culture is known to promote the differentiation of cilia and mucin gene and maintain high TEER values. Recent studies on the in vitro nasal cell culture systems for drug transport studies are reviewed in this article.

The Limit of Gene-Culture Co-evolutionary Theory

  • Lee, Min-seop;Jang, Dayk
    • 인지과학
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    • 제28권3호
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    • pp.173-191
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    • 2017
  • The theories of cultural evolution hold subtly or clearly different stances about definition of culture, pattern of cultural evolution, biases that affect cultural evolution, and relationship between culture and organism. However, the cultural evolution theories have a common problem to solve: As the evolutionary theory of life tries to explain the early steps and the origin of life, the cultural evolution theories also must explain the early steps of the cultural evolution and the role of the human capability that makes cultural evolution possible. Therefore, explanations of the human's unique traits including the cultural ability are related to determine which one is the most plausible among many cultural evolution theories. Theories that tried to explain human uniqueness commonly depict the coevolution of gene (organism) and culture. We will explicitly call the niche construction theory and the dual inheritance theory the 'gene-culture co-evolutionary theory'. In these theories, the most important concept is the 'concept of positive feedback'. In this paper, we distinguish between core positive feedback and marginal positive feedback, according to whether the trait that the concept of positive feedback explains is the trait of human uniqueness. Both types of positive feedback effectively explain the generality of human uniqueness and the diversity of human traits driven by cultural groups. However, this positive feedback requires an end, in contrast to negative feedback which can be continued in order to maintain homeostasis. We argue that the co-evolutionary process in the gene-culture co-evolutionary theories include only the positive feedback, not covering the cultural evolution after the positive feedback. This thesis strives to define the coevolution concept more comprehensively by suggesting the potential relationships between gene and culture after the positive feedback.

일개 병원의 조직문화와 인적자원관리 활동 및 조직성과에 관한 연구 (The Relationship of Organizational Culture, Human resource management Practices and Organizational Performance at a General Hospital.)

  • 김용순;박진희;김영배
    • 한국병원경영학회지
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    • 제9권1호
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    • pp.95-114
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    • 2004
  • The purpose of this study was to identify the relationship between organizational culture based on the competing values approach, human resource management practices and organizational performance at a hospital. Participants were 138 employee in a general hospital. Data were collected during May, 2003 using four structured instruments. The data were analyzed using Chi-square test, One-way ANOVA, $scheff{\acute{e}}$ test and Cluster analysis. Three clusters were derived from cluster analysis. The first cluster consisted of cultures which were mixed developmental, consensual, hierarchial and rational culture equivalently. The second cluster consisted of the weak cultures, which was lower score than other clusters. The third cluster consisted of strong comprehensive cultures, which had higher score than other clusters. In the three clusters, hierarchial and rational culture were superior. The difference between human resource management practices and organizational commitment in organizational performance according to organizational culture clusters was found to be statistically significant. The cluster which had strong comprehensive cultures, in contrast to other clusters, more significantly affects on human resource management practices and organizational commitment. However, the strength of organizational culture does not have a significant effect on customer oriented service performance in organizational performance. These results showed that types of organizational culture were significantly related to human resource management practices and organizational commitment, and understanding the existing culture is essential to develop the organization of hospitals.

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지역정체성 형성을 위한 향토문화전자대전(www.grandculture.net)의 활용 (Usability of Digital Encyclopedia of Korean Local Culture(www.grandculture.net) for local identity)

  • 윤유석
    • 한국HCI학회:학술대회논문집
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    • 한국HCI학회 2008년도 학술대회 2부
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    • pp.546-551
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    • 2008
  • "한국향토문화전자대전(www.grandculture.net)"은 전국 234개 시군구의 향토문화 자료를 집대성하고 이를 디지털화하여 서비스하는 웹기반의 지식정보시스템이다. 백과사전적 성격과 향토지, 시군지의 성격을 지향하고 있는 향문전은 자신이 사는 지역의 향토문화지식정보와 인간이 어떻게 상호작용할 수 있는가를 보여주는 하나의 사례이다. 디지털전자백과사전인 향문전은 지역의 역사와 문화를 어떻게 담아내고 서비스 하고 있는가? 본 글은 순환형 시스템에 기반한 향토지식 문화콘텐츠의 서비스 현황과 효과에 대한분석이 될 것이다.

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The effect of Organizational Culture on Organizational Justice and Job Performance

  • Moon Jun Kim;Lee Soowook
    • International journal of advanced smart convergence
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    • 제13권2호
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    • pp.154-165
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    • 2024
  • The purpose of this study is to investigate the relationship between organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) as perceived by organizational members and its impact on organizational justice and job performance. This contributes to providing additional data for the revitalization and development of the organizational system for efficient management and operation measures included in the organization's sustainable management. To this end, the hypothesis established through the traditional process of quantitative research was tested as follows. First, organizational culture showed a positive effect on organizational justice. Second, organizational culture had a positive (+) effect on job performance. Third, organizational justice was significantly analyzed in terms of job performance. In other words, the importance of systematic re-establishment and continuous implementation of organizational culture (innovation culture, relationship culture, hierarchy culture, task culture) and organizational justice consistent with organizational characteristics was emphasized in order to improve job performance, which is the result of organizational competitiveness. In addition, it is the aspect of drawing practical implications for strategic human resource management and human resource development to systematically improve it.