• Safety and Health at Work
• /
• 제11권1호
• /
• pp.88-96
• /
• 2020

Background: The current lack of the number of nurses and high nurse turnover rate leads to major problems for the health-care system in terms of cost, patient care ability, and quality of care. Theoretically, burnout may help link emotional labor with turnover intention. The purpose of this study was to investigate the mediating effect of burnout in the association between emotional labor and turnover intention in Korean clinical nurses. Methods: Using data collected from a sample of 606 nurses from six Korean hospitals, we conducted a multiple regression analysis to determine the relationships among clinical nurses' emotional labor, burnout, and turnover intention, looking at burnout as a mediator. Results: The results fully and partially support the mediating role of burnout in the relationship between the subfactors of emotional labor and turnover intention. In particular, burnout partially mediated the relationship between emotional disharmony and hurt, organizational surveillance and monitoring, and lack of a supportive and protective system in the organization. In addition, we found that burnout has a significant full mediation effect on the relationship between overload and conflicts in customer service and turnover intention. Although the mediating effect of burnout was significantly associated with the demands and regulation of emotions, no significant effects on turnover intention were found. Conclusion: To reduce nurses' turnover, we recommend developing strategies that target both burnout and emotional labor, given that burnout fully and partially mediated the effects of emotional labor on turnover intention, and emotional labor was directly associated with turnover intention.

• 한국컴퓨터정보학회논문지
• /
• 제28권11호
• /
• pp.181-190
• /
• 2023

본 연구는 간호·간병통합서비스병동과 일반병동 간호사의 직무스트레스, 직무만족, 감정노동과 이직의도와의 상관관계를 파악하기 위한 서술적 조사연구이다. 대상자는 간호·간병통합서비스병동 간호사 93명과 일반병동 간호사 92명이다. 연구결과 집단 간 직무스트레스, 직무만족, 감정노동, 이직의도는 유의한 차이는 없었다. 간호·간병통합서비스병동 간호사와 일반병동 간호사의 직무스트레스, 직무만족, 감정노동, 이직의도의 상관관계를 분석한 결과 두 집단 모두 직무스트레스와 감정노동, 직무스트레스와 이직의도, 감정노동과 이직의도 간 유의한 양의 상관관계로 나타났다. 간호사의 직무스트레스와 감정노동을 줄일 수 있는 적정인력 배치, 간호의 명확한 업무경계, 적절한 보상 등을 통해 직무만족을 향상시킴으로써 숙련된 간호인력의 이직을 감소시킬 수 있을 것이다.

• 보건의료산업학회지
• /
• 제2권1호
• /
• pp.56-83
• /
• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• Human Ecology Research
• /
• 제55권1호
• /
• pp.45-55
• /
• 2017

This study analyzes diverse factors in time poverty and quality of life in dual-earner families with preschool children that pertain to the individual, family, and occupation. Data were taken from the 17th edition of the Korean Labor and Income Panel Study developed by the Korea Labor Institute in 2014. The sample consists of 826 households who are dual-earner families with preschool children. The major findings are as follows. First, this study identified inadequacies in personal care time for dual-earner families with preschool children. Second, the results show that gender, recognition of gender role, and overall satisfaction of occupation are related to the time poverty of dual-earner families. Men are more likely to experience time poverty than women, and equal recognition of gender role and satisfaction of occupation indicate a negative relation on the time poverty of dual-earner families with preschool children. Last, quality of life in non-time-poor groups is higher than for groups who experience time poverty. Also, health state, earned income, work-family life conflict, and overall satisfaction of occupation are commonly related to quality of life in both groups. The results suggest implications for comprehensive policies to address family time issues.

• 품질경영학회지
• /
• 제40권3호
• /
• pp.245-258
• /
• 2012

Purpose: Recently, many quality issues are aroused in military forces, such as failures in K-series weapons, combat boots defects and 40mm ammunition explosion accident. To address these problems, the one and only government defense quality assurance agency, DTaQ(Defense Agency for Technology & Quality) tried to improve many quality assurance procedures and introduced new systems such as MRA(Manufacturing Readiness Assessment), TRA(Technology Readiness Assessment), and etc. However, as the amount of war supplies increasing every year, the resource(budget and manpower) for quality assurance is limited. Therefore, DTaQ had difficulty to handle the issue efficiently and effectively, and we propose the method to address this problem. Methods: The most popular quality assurance technique is a sampling method, in this research, we first review the many sampling techniques and compare the strength and weakness of each method. After then, we selected the most appropriate sampling techniques and applied the procedures in combat force support material and ammunition areas. Results: We can reduce the number of samples dramatically, thus the required amount of labor time and money can be saved. Also, the new sampling technique enforces the supplier to produce the product which meets the target value(desirable value). Conclusion: We can reduce the number of samples dramatically, thus the required amount of labor time and money can be saved. Also, the new sampling technique enforces the supplier to produce the product which meets the target value(desirable value). Lastly, since the new sampling method requires many numerical calculations, we developed a simple android OS smart-phone application which can be used easily in field.

• 한국건설관리학회논문집
• /
• 제12권3호
• /
• pp.101-111
• /
• 2011

건설기술관리법에 의하여 발주자는 수급자에게 품질관리비용을 계상하여야 한다. 품질관리비용은 건설현장에서의 수급자가 품질확보를 위하여 수행하는 품질관리활동에 소요되는 비용을 말하며, 안전관리비, 환경보전비와 같이 별도의 항목으로 계상하도록 정하고 있다. 그러나 품질확보를 위한 업무는 수급자의 의무사항이며, 공사비에는 품질관리비용이 이미 포함되어 있으므로 중복 계상할 수 없다는 발주자의 입장과 품질시험관리인의 인건비는 간접노무비에 포함되어 있다는 회계예규의 조항 등으로 인하여 품질관리비용이 아직 현실화되지 못하고 있다. 과거 수차례에 걸쳐 조사한 결과에 의하면 총공사비의 약 0.2%가 품질관리비용으로 계상되고 있는 바, 이 비용 규모는 현실적이지 못하다는 수급자의 주장을 고려하여 품질관리비용의 정의 및 내용에 대하여 관련자료를 토대로 고찰하고 품질관리비용 현실화와 관련된 제반 문제점을 제시함으로써 품질관리비용 현실화의 토대를 제공하고자 한다.

• Journal of Construction Engineering and Project Management
• /
• 제1권1호
• /
• pp.37-43
• /
• 2011

Labor productivity is a significant factor associated with controlling time, cost, and quality. Many researchers have developed models to define methods of measuring the relationship between productivity and various parameters such as the size of working area, maximum working hours, and the crew composition. Most of the previous research has focused on estimating productivity; however, this research concentrates on estimating labor productivity and developing time and cost data for repetitive concrete pouring activity. In Korea, "Standard Estimating" only entails the average productivity data of the construction industry, and it is difficult to predict the time and cost spent on any particular project. As a result, errors occur in estimating duration and cost for individual activities or projects. To address these issues, this research sought to collect data, measure productivity, and develop time and cost data using labor productivity based on field conditions from the collected data. A probabilistic approach is also proposed to develop data. A case study is performed to validate this process using actual data collected from construction sites. It is possible that the result will be used as the EVMS baseline of cost management and schedule management.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권2호
• /
• pp.675-684
• /
• 2021

This paper aims to analyze factors influencing earnings of workers in Vietnam using provincial-level data from 2016 to 2018. We show the important determinants of earnings of workers of more than 15 years old including working hour, labor force, life expectancy, education, regulation measured by Provincial Competitiveness Index (PCI) and especially Industry 4.0, our major depart from literature proxies by government expenditure on science and technology, number of phone lines, and number of internet users. Working hours are a typical measurement of quantity of labor supplied. Labor force represents market size from the supply side. Life expectancy measures the health of laborers, a physical quality measure of workers. PCI stands for institutional status of the locality. Two most important factors of our interest are education, representing qualification of workers, and Industry 4.0, reflecting the new working environment of workers. By estimating a robust standard error fixed-effect model, we have evidence that all factors are significant in explaining earnings of Vietnamese workers. Education and IR4.0 play an important role in earnings of workers of Vietnam. Results also provide an estimation of Vietnam's labor supply in the context of Industry 4.0. In addition, findings contribute to explain the income discrepancy among Vietnamese provinces.

• 국제학술발표논문집
• /
• The 4th International Conference on Construction Engineering and Project Management Organized by the University of New South Wales
• /
• pp.256-261
• /
• 2011

Labor productivity is a significant factor related to control time, cost, and quality. Many researchers have developed models to define method of measuring the relationship between productivity and various constraints such as the size of working area, maximum working hours, and the crew composition. Most of the previous research has focused on estimating productivity; however, this research concentrates on estimating labor productivity and developing time and cost data for repetitive concrete pouring activity. In Korea, "Standard Estimating" only contains the average productivity data of the construction industry, and it is difficult to predict the time and cost of any particular project; hence, there are some errors in estimating duration and cost for individual activity and project. To address these issues, this research collects data, measures productivity, and develops time and cost data using labor productivity based on field conditions from the collected data. A probabilistic approach is also proposed to develop data. A case study is performed to validate this process using actual data collected from construction sites and it is possible that the result will be used as the EVMS baseline of cost management and schedule management.

• 대한토목학회논문집
• /
• 제38권2호
• /
• pp.327-335
• /
• 2018

건설공사의 품질관리비를 산정하기 위해서는 관련 법 규정에 따라야 하며 세부적으로는 품질시험비와 품질관리활동비 등 여러 항목의 비용 산출이 요구된다. 품질관리비 중에서 인건비는 건설공사 품질관리 업무지침의 품질시험비 산출단위량을, 인건비의 노임단가의 적용은 대한건설협회 및 한국엔지니어링협회가 조사 공표하는 노임단가를 적용하도록 규정하고 있다. 그러나 관련 법 규정에서 품질관리자와 품질시험자의 인건비 적용기준이 서로 모호하게 규정되었으며, 건설공사의 품질관리비 산정 및 인건비 적용 등에 혼란을 유발 하였다. 또한 품질관리자의 배치기준에 대하여 공사규모에 따라 규정하고 있으나 품질시험자의 배치기준에 대한 규정은 없으며, 건설현장에서는 품질관리자 외 품질시험자의 배치인력이 없거나 매우 적은 인력을 배치하는 등 소극적인 행태로 인하여 품질시험자가 실시해야 할 품질시험 업무를 품질관리자가 실시하고 있어 과중한 업무로 인하여 품질관리 활동의 저조와 품질확보가 어려운 현실이다. 본 연구에서는 건설공사의 품질확보 및 부실공사 방지를 위하여 품질관리비의 인건비 산정과 품질관리자 및 품질시험자의 배치기준을 다음과 같이 정립하고 제시한다. 관련 법 규정에서 모호하게 규정하고 있는 배치기준을 품질관리자와 품질시험자로 구분하여 공사규모에 따라 배치하도록 규정하고, 한국엔지니어링협회의 노임단가를 기준으로 하여 품질관리자 및 품질시험자의 인건비를 각각 기술자(기술사, 특급, 고급, 중급, 초급) 및 숙련기술자(고급, 중급, 초급)의 노임단가를 적용하도록 제시한다.