• Korean Journal of Human Ecology
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• v.24 no.1
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• pp.79-96
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• 2015

The purpose of this research was to analyze the clothing behavioral attributes of male music enthusiasts. A questionnaire was developed based on previous researches. Respondents were men who were concerned with music in terms of a job, a major or a hobby. A total of 200 responses were analyzed by SPSS 20.0 through factor analysis with Varimax rotation, ANOVA with post-hoc test(SNK-test) and ${\chi}^2$-test. Music preference was classified into 3 factors: New age/jazz, Hiphop/dance, and Metal rock/ballad factor. 5 Clothing purchasing orientation factors were extruded: hedonic, planned, convenience, brand pursued, and fashion pursued purchasing orientation. Using those factor scores, 3 groups were classified: Group1(G1), preferring Hiphop/dance music with lower hedonic and brand/fashion pursued purchasing orientation; G2, preferring Hiphop/dance music with no interest in clothing shopping and fashion; G3, preferring New age music with high convenience and brand pursued purchasing orientation. In addition, there were significant differences among groups in clothing behavior such as social ostentation, individuality, self-expression, fashionability, conformity; in purchase motivation such as hedonic and trend/designer oriented purchase motivation; in information source like advertisement/media source; and in store choice criteria such as store light/music and popularity. The findings showed even the enthusiasts for the same music showed the different sopping orientation and different clothing behavior, suggesting that a personal value or taste can be a plausible factor to figure out attributes of consumers. An interest/involvement in clothing could be helpful to subdivide the music enthusiasts as the target market.

• Journal of Labour Economics
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• v.26 no.3
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• pp.49-75
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• 2003

This paper empirically examines multiskill formation as a critical mechanism of human capital accumulation within the firm. We investigate various factors that foster multiskill formation of the employees at the workplace. We also investigate whether and how multiskill formation of the employees, in tum, affect the labor productivity. Our empirical results are summarized as the following. First, skills of the employees are developed along the sequential path rather than the parallel path. They evolve from the simple-skill to the single-skill, and then to the multi-skill state. Second, multi skilling is stimulated by uncertainty factors of the environment and various human resource management practices such as mutual learning among workers, workers' participation in decision making, and job rotation. Third, the increase in the ratio of multiskilled workers in the firm has a positive impact on the growth of the firm's labor productivity. Our analyses show that the labor productivity growth increases by 0.019 with the increase in multi skilling ratio by 0.1. Fourth, uncertainty and human resource management practices had an indirect impact on labor productivity growth only through multiskilling. These results strongly indicate that multiskilling is a result of human capital accumulation fostered by various human resource management practices.

• Safety and Health at Work
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• v.6 no.3
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• pp.206-210
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• 2015

Background: Fatigue has a strong impact on workers' performance and safety, but expedient methods for assessing fatigue on the job are not yet available. Studies discuss posturography as an indicator of fatigue, but further evidence for its use in the workplace is needed. The purpose of the study is to examine whether posturography is a suitable indicator of fatigue in clerical workers. Methods: Thirty-six employees (${\emptyset}$ 34.8 years, standard deviation = 12.5) participated in postural tasks (eyes open, eyes closed, arm swinging, and dual task) in the morning and afternoon. Position of their center of pressure (COP) was registered using a Nintendo Wii Balance Board and commercial software. From registered COP time series, we calculated the following parameters: path length (mm), velocity (mm/s), anterior-posterior variance (mm), mediolateral variance (mm), and confidence area ($mm^2$). These parameters were reduced to two orthogonal factors in a factor analysis with varimax rotation. Results: Statistical analysis of the first factor (path length and velocity) showed a significant effect of time of day: COP moved along a shorter path at a lower velocity in the afternoon compared with that in the morning. There also was a significant effect of task, but no significant interaction. Conclusion: Data suggest that postural stability of clerical workers was comparable in the morning and afternoon, but COP movement was greater in the morning. Within the framework of dynamic systems theory, this could indicate that the postural system explored the state space in more detail, and thus was more ready to respond to unexpected perturbations in the morning.

• International Journal of Quality Innovation
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• v.9 no.1
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• pp.22-40
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• 2008

Unnatural working postures usually cause musculoskeletal problems for workers in work field, especially in traditional industry. Many analysis and survey methodologies have been developed to identify unnatural postures and disorder risks in workplaces. The Ovako Working Posture Analyzing System (OWAS) and Nordic Musculoskeletal Questionnaire (NMQ) are the representative methods and applied widely. This study applied the both tools to investigate the work field of a manufacturing factory of the water heater's case. We divided the manufacturing process into nine workshops, took the pictures of working motions by DV camera and analyzed the postures on OWAS. From the OW AS results, we could identify the risks level of musculoskeletal symptoms as four Action Categories (AC). And from the comparison of OWAS and NMQ results, we could provide the suggestions to improve the working methods and environment. From the results of OWAS, we found that the operators' head/neck and back were above AC3 in some workshops. If the situation continued in long period, the operators might have the risk to get musculoskeletal symptoms. From the investigation of NMQ, we also found that the percentage of aches on neck, shoulders and lower back were higher than other parts of body. The correlation between aches and jobs was more than 75%. So we provided some suggestions to improve: work rotation and adjustment of work surface/height to fit in with Ergonomics. Then the risks of musculoskeletal symptoms would be reduced.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.25 no.2
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• pp.331-342
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• 2015

In this paper, Seoul(25 regions), Jeonbuk(14 regions), Busan(16 regions) of 277 agencies for the based local governments were selected and reviewed an ordinance status and related laws. Based on information systems of self-regulation, the ordinance within the self-regulation for each region is being operated in the annexed form analyzed by the survey. A total of four categories(resident registration numbers, cell phone number, home number, income) by reference to the part that refused to disclose personal information, the survey analysis. Through this, The government manager who is frequently job rotation and consulting staff can understand and review the regulations by proposing the improving solution of the municipal rules. In addition, I suggested control item addition so that they can facilitate the municipal format revised review and verify the annexed form using Personal Information Management System.

• Journal of the East Asian Society of Dietary Life
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• v.20 no.6
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• pp.837-844
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• 2010

Dietary life was formed as being influenced by the people's cultural, social and environmental situations. The people's food culture is unique that was adapted to their surroundings. It was developed and industrialized in the ethnic food. Now the ethnic food was contributed to tour industry or culture industry. Then, food life style was change from the meat diet to the vegetable diet in the diffusion of well-being trends. So, we analyzed Koreans' Korean food image and investigated the difference as a demographics. We made questionnaire and did a survey to 220 bloggers using cooking internet sites on 10 August, 2009. We analyzed 206 questionnaires by SPSS package 12.0 except 14 untrustworthy questionnaires. We measured credibility and validity 39 items related Korean food image: Chronbach's ${\alpha}$ was highly 0.855. We checked that KMO examination was 0.775 and $x^2$ of Barttlet was 2482.342. After verymax rotation, we deducted 5 Koran food images-healthy, visuality, spicy, variety, low calorie. We analyzed ANOVA of 5 Korean food images according to demographics. We confirmed the differences by ages, monthly income and job except academic background (p<0.05). Therefore, Korean food images were learned and recognized in everyday life. Especially, we found that visuality and variety were recognized the more stronger high-income earners and teachers than others. So, Korean learned Korean food images in real life and recognized Korean food quite differently by demographics.

• Korean Journal of Organic Agriculture
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• v.29 no.1
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• pp.51-73
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• 2021

This study is intended to derive the key issues on vitalization of the governance of rural area development for 6 cities and counties in Chungcheongnam-do where privately entrusted intermediary support organizations have been established and to present their improvement plans of policy. The findings of the study have shown the governance for the case regions is still being characterized with a very formal governance being dominated by the strong administrative initiative and expediency. What have been presented as the improvement plans of policy are as follows: First, core provisions of the ordinances must be strengthened to mandatory regulations, and some ways to check and supplement such as monitoring, policy forums by public-private partnership, etc. are required for the sake of the effective operation of the ordinances. Second, in relation to the bases of competence according to the roles of core governance players, it is necessary to overcome the limitations of job rotation system, align the administrative support systems, expand the functions of a policy committee based on public-private cooperation and operate it effectively in the case of administration, and to strengthen a footing of a civilian community and the perspectives of political incubation in administration and provide support projects contributing to the growth of the corporations in the case of the entrusted corporation, and to align the operating systems of the centers, review the introduction of a system with a full-time center head, continuously provide specialized education and improve the working environment in the case of the support centers.

• Korean Security Journal
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• no.21
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• pp.95-120
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• 2009

This study was designed to investigate the relationship between the stages of exercise behavior change and physical self-concept and self-efficacy of security employees in hotel casinos. The sampling was drawn from employees at 8 casinos which had more than 30 employees. Participants were selected by convenience sampling method and they completed questionnaires about Physical Self-Concept and Self- Efficacy by self-administration method under supervision of trained researchers SPSS 16.0 (Statistical Package for the Social Science) was used for data analysis in the present study. Reliability and validity were examined for the present study. The principle component factor analysis and varimax rotation were used for the present study. Eigen value 1.0 was the criterion for selecting factors. Chi-square (X) 2 test was utilized for measuring the difference in gender and types of job duties at the stages of exercise behavior change. One-way ANOVA was employed to examine the relationship between the stages of exercise behavior change as an independent variable and physical self-concept and self-efficacy as dependent variables. The Scheffe method was used to determine mean differences of groups as a follow-up test. Multiple regression analysis was utilized to test the difference of physical self-concept as dependent variable and self-efficacy as independent variable. To verify hypothesis for the study, a statistical significance level of $\alpha$=.05 was used. The results were as follow: first, there were differences found for gender and types of job responsibilities in the stages of exercise behavior change. Secondly, as security employees progressed through the stages of exercise behavior change, their physical self-concept and self-efficacy improved. Finally, physical activity and body fat had significant main effects on self-efficacy.

• The Korean Nurse
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• v.36 no.1
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• pp.77-96
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• 1997

The duty shifts of hospital nurses not only affect nurses' physical and mental health but also present various personnel management problems which often result in high turnover rates. In this context a study was carried out from October to November 1995 for a period of two months to find out the status of hospital nurses' duty shift patterns, and preferred duty hours and fixed duty shifts. The study population was 867 RNs working in five general hospitals located in Seoul and its vicinity. The questionnaire developed by the writer was used for data collection. The response rate was 85.9 percent or 745 returns. The SAS program was used for data analysis with the computation of frequencies, percentages and Chi square test. The findings of the study are as follows: 1. General characteristics of the study population: 56 percent of respondents was (25 years group and 76.5 percent were "single": the predominant proportion of respondents was junior nursing college graduates(92.2%) and have less than 5 years nursing experience in hospitals(65.5%). For their future working plan in nursing profession, nearly 50% responded as uncertain The reasons given for their career plan was predominantly 'personal growth and development' rather than financial reasons. 2. The interval for rotations of duty stations was found to be mostly irregular(56.4%) while others reported as weekly(16.1%), monthly(12.9%), and fixed terms(4.6%). 3. The main problems related to duty shifts particularly the evening and night duty nurses reported were "not enough time for the family, " "afraid of security problems after the work when returning home late at night." and "lack of leisure time". "problems in physical and physiological adjustment." "problems in family life." "lack of time for interactions with fellow nurses" etc. 4. The forty percent of respondents reported to have '1-2 times' of duty shift rotations while all others reported that '0 time'. '2-3 times'. 'more than 3 times' etc. which suggest the irregularity in duty shift rotations. 5. The majority(62.8%) of study population found to favor the rotating system of duty stations. The reasons for favoring the rotation system were: the opportunity for "learning new things and personal development." "better human relations are possible. "better understanding in various duty stations." "changes in monotonous routine job" etc. The proportion of those disfavor the rotating 'system was 34.7 percent. giving the reasons of"it impedes development of specialization." "poor job performances." "stress factors" etc. Furthermore. respondents made the following comments in relation to the rotation of duty stations: the nurses should be given the opportunity to participate in the. decision making process: personal interest and aptitudes should be considered: regular intervals for the rotations or it should be planned in advance. etc. 6. For the future career plan. the older. married group with longer nursing experiences appeared to think the nursing as their lifetime career more likely than the younger. single group with shorter nursing experiences ($x^2=61.19.{\;}p=.000;{\;}x^2=41.55.{\;}p=.000$). The reason given for their future career plan regardless of length of future service, was predominantly "personal growth and development" rather than financial reasons. For further analysis, the group those with the shorter career plan appeared to claim "financial reasons" for their future career more readily than the group who consider the nursing job as their lifetime career$(x^2$= 11.73, p=.003) did. This finding suggests the need for careful .considerations in personnel management of nursing administration particularly when dealing with the nurses' career development. The majority of respondents preferred the fixed day shift. However, further analysis of those preferred evening shift by age and civil status, "< 25 years group"(15.1%) and "single group"(13.2) were more likely to favor the fixed evening shift than > 25 years(6.4%) and married(4.8%)groups. This differences were statistically significant ($x^2=14.54, {\;}p=.000;{\;}x^2=8.75, {\;}p=.003$). 7. A great majority of respondents(86.9% or n=647) found to prefer the day shifts. When the four different types of duty shifts(Types A. B. C, D) were presented, 55.0 percent of total respondents preferred the A type or the existing one followed by D type(22.7%). B type(12.4%) and C type(8.2%). 8. When the condition of monetary incentives for the evening(20% of salary) and night shifts(40% of. salary) of the existing duty type was presented. again the day shift appeared to be the most preferred one although the rate was slightly lower(66.4% against 86.9%). In the case of evening shift, with the same incentive, the preference rates for evening and night shifts increased from 11.0 to 22.4 percent and from 0.5 to 3.0 percent respectively. When the age variable was controlled. < 25 yrs group showed higher rates(31.6%. 4.8%) than those of > 25 yrs group(15.5%. 1.3%) respectively preferring the evening and night shifts(p=.000). The civil status also seemed to operate on the preferences of the duty shifts as the single group showed lower rate(69.0%) for day duty against 83. 6% of the married group. and higher rates for evening and night duties(27.2%. 15.1%) respectively against those of the married group(3.8%. 1.8%) while a higher proportion of the married group(83. 6%) preferred the day duties than the single group(69.0%). These differences were found to be statistically all significant(p=.001). 9. The findings on preferences of three different types of fixed duty hours namely, B, C. and D(with additional monetary incentives) are as follows in order of preference: B type(12hrs a day, 3days a wk): day shift(64.1%), evening shift(26.1%). night shift(6.5%) C type(12hrs a day. 4days a wk) : evening shift(49.2%). day shift(32.8%), night shift(11.5%) D type(10hrs a day. 4days a wk): showed the similar trend as B type. The findings of higher preferences on the evening and night duties when the incentives are given. as shown above, suggest the need for the introductions of different patterns of duty hours and incentive measures in order to overcome the difficulties in rostering the nursing duties. However, the interpretation of the above data, particularly the C type, needs cautions as the total number of respondents is very small(n=61). It requires further in-depth study. In conclusion. it seemed to suggest that the patterns of nurses duty hours and shifts in the most hospitals in the country have neither been tried for different duty types nor been flexible. The stereotype rostering system of three shifts and insensitiveness for personal life aspect of nurses seemed to be prevailing. This study seems to support that irregular and frequent rotations of duty shifts may be contributing factors for most nurses' maladjustment problems in physical and mental health. personal and family life which eventually may result in high turnover rates. In order to overcome the increasing problems in personnel management of hospital nurses particularly in rostering of evening and night duty shifts, which may related to eventual high turnover rates, the findings of this study strongly suggest the need for an introduction of new rostering systems including fixed duties and appropriate incentive measures for evenings and nights which the most nurses want to avoid, In considering the nursing care of inpatients is the round-the clock business. the practice of the nursing duty shift system is inevitable. In this context, based on the findings of this study. the following are recommended: 1. The further in-depth studies on duty shifts and hours need to be undertaken for the development of appropriate and effective rostering systems for hospital nurses. 2. An introduction of appropriate incentive measures for evening and night duty shifts along with organizational considerations such as the trials for preferred duty time bands, duty hours, and fixed duty shifts should be considered if good quality of care for the patients be maintained for the round the clock. This may require an initiation of systematic research and development activities in the field of hospital nursing administration as a part of permanent system in the hospital. 3. Planned and regular intervals, orientation and training, and professional and personal growth should be considered for the rotation of different duty stations or units. 4. In considering the higher degree of preferences in the duty type of "10hours a day, 4days a week" shown in this study, it would be worthwhile to undertake the R&D type studies in large hospital settings.

• Quality Improvement in Health Care
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• v.1 no.2
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• pp.60-72
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• 1994

Background: The number of outpatients visiting large university teaching hospitals has increased drastically with the introduction of a nationwide health care insurance in 1989 and the improvement of the socio-economic status of the population. This resulted in long waiting times for services, particularly prescribed drugs, which have been patients' chief complaints. Hospitals have tried to solve the problem with limited success because their approach lacked comprehensive research. The objective of this study is to investigate associations between waiting times and variables defining a total work system. Methods: Data for the outpatient pharmacy department in a tertiary care university teaching hospital located in Seoul was analyzed to achieve the study objective. Associations of pharmacy system variables -- work load, work force, pharmacist work schedule, machine problems, and inventory control -- with mean and 99th percentile of waiting times were examined by the hierarchical stepwise regression method. Day was a unit of the analyses. Results: The regression models explained 65.8% of variance in the mean waiting time and 61.34% in the 99th percentile of waiting times. The break-down of the printer for drug envelops, Automatic Tablet Counters (ATCs), and main computer system lasted longer than 30 minutes increased the mean for 7.7 minutes, 4.5 minutes, and 7.0 minutes, respectively, and the 99th percentile for 14.8 minutes, 9.0 minutes, and 15.7 minutes, respectively. Concerning the work force, study results showed that there were significant differences in the productivity of pharmacists with work experience more than three years, one to three years, and less than one year, and showed that peak time aid work by pharmacists at job assignments other than the outpatient pharmacy, part-time pharmacists, and the installation of ATCs were effective in reducing waiting times, Finally, study findings indicated that the operational policy of work assignment and rotation schedule, supply and inventory of drugs at work tables, and readiness for undisrupted work during the work hours could have a significant effect on waiting times. Conclusion: The study results indicated that efforts to reduce waiting times for prescribed drugs should be geared toward every components of the pharmacy work system ranging from work schedule of pharmacists and supply of dugs at work tables. These findings should provide hospital managers with right directions in battling the problem.