• Korean journal of food and cookery science
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• v.16 no.2
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• pp.143-150
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• 2000

A survey was carried out from 143 cooks working at the deluxe hotels in Seoul to obtain the information on the working environment, characteristics, and the satisfaction of the cooks to improve the culinary art training program and the working environment. The results were as follows: Most of the cooks(58.7%) worked for 8-9 hours/day and 51.7% of the cooks earned 1-1.5 million won in a month. The cooks had average 1.6 licenses per person, however, their licenses accorded with their work place only with 85.3%. Subjects were unsatisfied with the pay(55.2%), but 42.7% of the cooks hoped to work in their current work place. If they could transfer to other work place, they wished to run a restaurant of their own. The unsatisfaction rate was high among the cooks worked for 10-15 years, and 19.2% of them was unsatisfied with the environment of work place and 11.5% was in promotion. The longer the working period of the cook, the higher the recognition of the culinary skill. Also, the more frequently transfer to other places, the higher the self-estimation in their skills. Subjects answered that the most important factors for good cooking are the good taste and hygiene. The quality of ingredients was recognized more important among the cooks worked for longer period. The greatest hindrance for the improvement of cooking skill was indicated as insufficient knowledge among the cooks worked under one year, lack of confidence among those worked for 2-5 years, and authoritarianism of seniors for 6-15 years. They answered that the most important qualification for cook is the sincere attitude. The cooks with under 5 years of experience indicated experience and studying attitude and the ones with over 6 years of experience culinary skill as the important factors for cooks. The important factors for promotion was pointed out as culinary skill and human relationship.

• Korean Security Journal
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• no.61
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• pp.255-283
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• 2019

This study conducted a survey of 315 facility security workers in Daejeon, South Chungcheong Province and Gyeonggi Province for about a week from August 7 to August 13, 2019 to identify the impact of work environment and job stress on job satisfaction, and finally collected 293 of the total 315 parts of the data, excluding non-response and inappropriate responses. The STATA 14.2 Statistical Package Program was used for analysis of the collected data, frequency analysis was performed to determine the distribution ratio of the subjects, and reliability analysis and correlation analysis were performed with respect to the established key variables. Next, t-test and one-way ANOVA were conducted to verify differences in work environment, task stress and task satisfaction factors according to demographic characteristics, and the results were as follows: There were differences in work environment, job stress and job satisfaction recognition depending on demographic characteristics. In detail, the factors for the work environment indicated significant differences in age, academic background, number of years of service, wages and types of service in the recognition of the work environment. Job stress factors indicated significant differences in age, education, wages and types of service in job stress recognition. In job satisfaction factors, age, academic background, number of years of service and wages (monthly benefits) showed significant differences in job satisfaction recognition. In addition, the results of multiple regression analyses to identify the working environment, job stress, and job satisfaction are as follows. The working environment has had a positive impact on job satisfaction, and the better the job environment, promotion and organizational characteristics, the higher the job satisfaction. It has been shown that job stress has had a negative impact on job satisfaction, conflict of relationship (promoting colleagues). job autonomy increases job satisfaction, and job satisfaction decreases when job requirements and job insecurity increase. In terms of the impact of work environment on job satisfaction, the higher the work promotion, job environment and organizational characteristics, the higher the job satisfaction level, the report showed. According to these studies, the better the working environment, the lower the job stress, and the lower the job stress, the higher the job satisfaction. In addition, the better the working environment, the more satisfied the job was found to be, and the empirical research result was verified that improvement of the working environment of security workers can reduce job stress and improve job satisfaction through improvement of the working environment.

• Journal of Korean Society of Forest Science
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• v.103 no.2
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• pp.270-277
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• 2014

This research analyzed job satisfaction for improvement in job satisfaction of forest interpreters and effective management. Interpreters felt satisfied with their job with a mean satisfaction score 3.41 out of 5 but unsatisfied with pay and job benefits. Job satisfaction showed significant differences in interpreting field, agencies and working period. Results from factor analysis, job satisfaction classified into four factors; team atmosphere, level of compensation, job conflict and working environment. And interpreters more satisfied in team atmosphere and working condition than level of compensation and job conflict. Also this study showed related variables to job satisfaction. Team atmosphere was related with working period and agency, the level of compensation was also related with agency and the working environment is in relation to agency and interpreting field.

• Korean Journal of Health Education and Promotion
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• v.21 no.3
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• pp.35-51
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• 2004

The purpose of this study was to identify the health promotion behavior(HPB) of the labor workers at the cement manufacturing company based on the Health Promotion Model by Pender(1996). Data were collected by self-reported questionnaire from 180 blue workers at the 2 cement factories under the permission of data collection and cooperation with managers in the factories. For data analysis, Descriptive statistics, t-test, ANOVA, Pearson correlation, Multiple regression with SPSS/PC + 10.0 version were used. The results were as follows: 1. The average scores for the HPB, consisted of 6 subdimensions was 2.74. The highest mean score was 2.88 in 'Exercise' and the lowest on was 2.58 'Responsibility of health'. 2. The score of the HPB was statistically different according to educational level(p<.00l), perceived health status(p<.00l) and satisfaction of working environment(p<.05). 3. HPB was positively related to age(p<.05), perceived health status(p<.00l), job satisfaction(p<.05), and satisfaction of working environment(p<.05), while it showed negative correlation with educational level(p<.01). 4. According to the results of multiple regression analysis, factors affecting HPB were perceived health status and education level explained 20.3% of variance. From this research findings, we need to different approach in develop health promotion program of Cement manufacturing company workers and focusing on improvement to job satisfaction and satisfaction of working environment.

• Journal of the Ergonomics Society of Korea
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• v.34 no.2
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• pp.135-143
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• 2015

Objective: The purposes of this study are to investigate ergonomic problems and to propose their improving measures in office environment of big general hospitals. Background: Office tasks have varying risk factors of work-related musculoskeletal disorders (WMSDs). The first symptom resulted from the office work was recognized as an occupational disease in Korea in 1986. Although the symptoms have increased since its first recognition, there has been few study on the effect of office work environment settings. Method: First, the author took pictures of working scenes performed in three big university hospitals. Next, the pictures were analyzed in view point of ergonomics. Based on the analysis, their improving measures were proposed for reducing work stress. Results: The results showed that most physical office environment settings such as dimensions of tables/desks and chairs, leg room, thigh, knee and foot clearances, and chairs used did not satisfy the ergonomically recommended design guidelines. In addition, some clerks placed personal belongings under their desks, put monitors in high position and did not lean against the backrest of chairs in seated tasks, which resulted in poor working postures of leg, back, neck etc. It is recommended that the hospital management should provide their clerks with ergonomically designed office furniture and continuously perform ergonomics training program for raising clerks' recognition for office ergonomics. Conclusion: Most office environment settings investigated in this study were not in good condition in view point of ergonomic design for the settings. Application: It would be useful as basic data for establishing ergonomically good office environment in hospitals.

• Journal of Labour Economics
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• v.39 no.1
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• pp.33-55
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• 2016

This paper examines the role of adverse working environments in the determination of workers' compensation in South Korean. I use the Third Korean Working Conditions Survey(2011), Occupational Safety and Health Research Institute that provide relevant variables in objective and subjective compensation and workers of diverse working environment. I find that risk factors in adverse working environments have a very minor role in the determination of individual wages. In contrast, adverse working environments have significant relationship with the level of compensation satisfaction. In addition, the results show that workers are more likely to receive compensation from psychological risk than physical risk. And women receive much more compensation in the psychological risk. These results provide useful information for improvement of working environments.

• The Journal of the Korea Contents Association
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• v.16 no.5
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• pp.533-547
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• 2016

The goal of this study is to analyze the effect of the working environment of elderly care facility employees on the care service quality and the mediation effect of social support. The results of the research were as follows: First, it has been confirmed that a high level of average monthly salary and the salary satisfaction theref have a positive correlation with an improvement in care service quality in the working environment variables of elderly care facility employees. Second, it has been confirmed that the average monthly salary and the salary satisfaction level among the working environment variables of elderly care facility employees have a positive correlation on the parameter of social support. Third, a partial mediation effect of social support has been confirmed in the effect that average monthly salary and the salary satisfaction level variables have on the quality of care service in the working environment of elderly care facility employees. Thus, this study actively reflects the social situation of an aged society and uses "Self-checking Management Measures" capable of suggesting the management direction for the elderly care facility to measure its service quality and proposes a method to improve the working environment of the elderly care facility employees.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.46 no.2
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• pp.13-21
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• 2023

In the recent era of the fourth industrial revolution, many industries aim to maximize the efficiency of products and services by introducing cutting-edge technologies such as artificial intelligence and big data. In this situation, organizational culture is changing a lot due to the influx of the MZ generation with strong individualistic tendencies and the decreased face-to-face communication between members. However, active communication with colleagues is still essential to maximize performance, and the margins created by simplifying work processes and automating processes must be used for creating work performance. This requires cooperation and commitment through the job immersion of members who have an active attitude. This study analyzed how the organization's autonomous work environment and trust among members, which are creative work performance conditions, affect job immersion using raw data from the Occupational Safety and Health Research Institute. As a result, it was found that both the organization's autonomous working environment and trust among members significantly effected the members' job immersion. in order to achieve productivity and value improvement in companies, efforts are needed to increase workers' job immersion by building an autonomous working environment and trust among members. The results of this study are expected to contribute significantly to the search for ways to increase workers' job commitment to improve organizational productivity.

• Proceedings of the SAREK Conference
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• 2004.11a
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• pp.63-63
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• 2004

• Journal of the Korean Society of Safety
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• v.12 no.2
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• pp.119-132
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• 1997

According to the construction environmental changes due to the trend of large scale and complicated building construction, many construction methods(such as : TOPDOWN )are more often used. However, it is pointed out that occupational pulmonary diseases, reduction of the machinery lifetime and productivity caused to be narrow visual field and collision between the workers. Therefore, this study is mainly dealing with the views of productivity and safety improvement in order to improve work efficiency and to insure the safety in underground construction environment.