• Journal of the Korea Safety Management & Science
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• v.9 no.4
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• pp.17-28
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• 2007

This study tried to identify the job stress characteristics of female bank workers and the relationship between their stress and symptoms associated with musculoskeletal disorders(MSDs). The total number of 587 female bank tellers have been participated in this study. Specifically, questionnaire surveys regarding job stress and MSDs symptoms were conducted. On the basis of the results from the survey using Korean version of job stress questionnaire with 24 questions, stress scores associated with job requirement and job flexibility were relatively high. The job stress levels regarding job demand, organizational system, occupational climate at the work place were relatively high for the full time workers while the job stress levels regarding insufficient job control, job stability, interpersonal conflict, lack of reward were relatively high for the part time worker. The workers with longer total work years had relatively high job stress associated with interpersonal conflict, and organizational system while the workers with longer work years at the current job had relatively high job stress associated with occupational climate. Also, the workers with longer working hours a day had relatively high job stress associated with job demand, interpersonal conflict, organizational system, and occupational climate. According to the relationship identified in this study, symptoms at the neck, shoulder, hand, low back. leg were associated with the stress levels in terms of job flexibility, interpersonal conflict, job requirement, job stability. In conclusion, female bank workers are exposed to job stress due to their specific job characteristics and there has been certain relationships between their job stress and MSDs symptoms.

• Safety and Health at Work
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• v.11 no.4
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• pp.479-484
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• 2020

Background: The purpose of this study is to examine the combined effects of organizational climate (OC) with emotional labor (EL) on turnover intention in Korean firefighters. Methods: The data were obtained from the study Firefighters Research: Enhancement of Safety and Health. A total of 4,860 firefighters whose main duty was providing "emergency medical aid" were included. To examine the effects of OC on the relationships between five subscales of EL and turnover intention, four groups were created using various combinations of OC ("good" vs. "bad") and EL ("normal" vs. "risk"): (1) "good" and "normal" (Group I), (2) "bad" and "normal" (Group II), (3) "good" and "risk" (Group III), and (4) "bad" and "risk" (Group IV). Multivariate logistic regression analyses were performed to estimate the risk of turnover intention for the combinations of OC and EL. Results: The results showed turnover intention was significantly higher in the group with "bad" OC (17.7%) than in that with "good" OC (7.6%). Combined effects of OC and EL on turnover intention were found in all five subscales with the exception of Group I for emotional demands and regulation. Groups II, III, and IV were more likely to experience risks of turnover intention than Group I (p for trend <0.001). Conclusions: A positive and cooperative OC plays a role in decreasing the risk of turnover intention and in attenuating the negative effects of EL on turnover intention in firefighters.

• Korean Journal of Adult Nursing
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• v.25 no.6
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• pp.633-643
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• 2013

Purpose: The objective of this study was to identify the moderating and mediating effects of transformational-leadership in the relationship between medication error management climate and error reporting intention. Methods: Participants in this study were 118 nurses from 11 hospitals in Korea. The scales of medication error management climate, transformational-leadership and error reporting intention of nurses were used in this study. Descriptive statistics, t-test, ANOVA, partial Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. Results: Higher transformational leadership group members had higher error management climate (t=3.88~4.64, p<.001) and higher intention to error reporting (t=2.49, p=.014). There were significant positive correlations between subcategories of medication error management climate and transformational leadership (r=.37~.51, p<.001). But error reporting intention was related to the transformational leadership (r=.28 p=.002), two subcategories such as 'learn from error' (r=.26, p=.004) and 'medication error competence' (r=.25, p=.008) of medication error management climate. Transformational-leadership was a moderator and a mediator between medication error management climate and error reporting intention. Conclusion: Based on the results of this study, transformational-leadership promotion training program to construct medication error management climate and to improve error reporting intention should be needed.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.16 no.8
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• pp.2751-2771
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• 2022

In the post covid-19 era, organizations will experience a new environment. Advances in technologies such as AI and big data, and new experiences such as online meetings and lectures, will increase the use of online communication. Businesses will increasingly engage in online-based information sharing, virtual team operations, and online meetings. This study focuses on meeting climate and satisfaction, to improve the performance of online meetings. Existing studies on meeting climate presuppose off-line situations. Offline and online communication methods and meeting formats are different. This paper proposes new climate types to develop an appropriate climate for online-based meetings. To apply these climates in online meetings, a measurement scale was developed and the impact on online meeting satisfaction was verified. As a result of the study, it was found that the creativity-oriented meeting climate was the most important, and relation-oriented and participation-oriented meeting climates also had a significant effect, while the direction-oriented and task-oriented climates were relatively less important. This study develops new variables and measurements for online meeting climates, and explains their importance. Companies will be able to leverage the appropriate climates for online meetings to improve performance.

• Journal of the Korea Institute of Building Construction
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• v.23 no.5
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• pp.607-618
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• 2023

Pervasive research underscores the direct correlation between an enhanced safety climate and a marked reduction in accidents. The intricacies of safety climate are governed by three pivotal strata: organizational management, on-site operations, and the broader enterprise framework. Within an organizational context, sustaining optimal performance across these layers poses a considerable challenge, often attributable to the constraints of available managerial bandwidth. It becomes imperative, then, to conceive a phased enhancement blueprint for the safety climate. To orchestrate this blueprint with precision, a discerning understanding of the hierarchy of safety climate metrics is essential, which subsequently guides judicious managerial resource allocation. This investigation is anchored in elucidating the hierarchical significance of safety climate metrics through the Analytical Hierarchy Process(AHP). Implementing the AHP framework, both a questionnaire was disseminated and a subsequent analysis undertaken, culminating in the extraction of relative priorities of safety climate determinants. Consequent to this analysis, "workers' safety prioritization and risk aversion" emerged as the foremost dimension, holding a significance weight of 0.1900. Furthermore, within the detailed elements, "unwavering adherence to safety mandates amidst demanding operational constraints" ranked supreme, manifesting a weight of 0.6663. The findings encapsulated in this study are poised to be foundational in sculpting improvements at an institutional level and devising policies, all with the end goal of fostering an exemplar safety climate within construction arenas.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.27 no.1
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• pp.10-19
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• 2019

As a domestic aviation industry has been growing continuously, the air traffic volume of en-route has increased rapidly to 2,300 a day. According to developing air navigation system including Performance Based Navigation(PBN), the manner of flights has diversified. Consequentially task of air traffic service has been increasing more and more and the organization of Air Traffic Service(ATC) established one Air traffic management Office(ATMO), extends to 3 Regional organization(Seoul, Busan, Jeju) and a number of air traffic controller exceeds 600. The purpose of this research is going to investigate the relationship between organization's safety climate and air traffic controller's safety behavior, In pursuing above, previous studies related to co-worker and supervisor's safety climate were examined for literature review. Based on this previous studies, research model was constructed. Hypothesis was verified by effect. Data from 209 samples was employed for final survey. The main results show that co-worker and supervisor's safety climate were meaningful factors to effect perceived Safety Behavior and safety knowledge, safety motivation were significantly and positive related to safety compliance.

• Journal of Information Technology Applications and Management
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• v.24 no.2
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• pp.17-24
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• 2017

Using a sample of 180 managers in small and medium sized organizations in Chungcheong and Southern Gyeonggi Province, we proposed that official communication channel on safety issue will influence managers' safety climate, empathy (safety climate), and eventually occupational accidents. The results supported our hypotheses, showing managers concern about their employees' safety issue when the organization officially emphasize on safety issue. At the same time, it also tells that managers are emphatic on their employees regarding occupational accidents when it comes to safety climate.

• Korean journal of food and cookery science
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• v.28 no.2
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• pp.97-110
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• 2012

The purposes of this study were to examine the levels of job stress and job burnout perceived by nutrition teachers and dietitians in school foodservice in Gyeongsangnam province and to analyze job stress factors affecting job burnout. A total of 270 questionnaires were distributed from December 10 to 29, 2010 and 252 were returned (response rate : 93.3%). A total of 245 were used in the final analysis (usage rate : 90.7%), excluding seven improper questionnaires. The results of this study were as follows : 100% of the respondents were women, and their mean age was 38. 60% were nutrition teachers and 40% were dietitians. The level of job stress and job burnout of the respondents were 2.89 points (on a 5-point Likert scale) and 3.70 (on a 7-point Likert scale), respectively. In regard to job stress factors, job demand (3.97) recorded the highest scores, followed by organizational system (2.99), lack of reward (2.85), interpersonal conflict (2.69), job insecurity (2.63), organizational climate (2.63), and insufficient job control (2.45) in that order. Exhaustion burnout (4.60) recorded the highest points among job burnout factors, followed by cynicism (3.46), and professional efficacy (3.04) in that order. Job stress factors affecting job burnout were organizational system (p<.001), job insecurity (p<.001), lack of reward (p<.001), and organizational climate (p<.01). In conclusion, it is necessary to provide human resources management strategies to lower job demand and workload in order to reduce job stress and job burnout for dietitians and nutrition teachers in school foodservice.

• Health Policy and Management
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• v.22 no.4
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• pp.597-627
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• 2012

As misalignments among images, identity, and legitimacy of health professionals and institutions have been on the rise, CEOs of health care organizations have been required to enhance organizational accountability. Despite the accumulation of literature on the conceptual discussions of accountability, only a few studies empirically investigated key barriers to accountability and its facilitators. To identify perception on accountability with key barriers and facilitators of organizational accountability, a semi-structured interview with 11 CEOs of Korean hospitals was conducted. A short survey was taken to get quantitative data on CEO's perception on organizational accountability. To CEOs, accountability was very complex and unfamiliar concept, but understood as physician's code of ethics by nature and basic principle of hospital management. CEOs thought accountability could be improved through ethical leadership, financial stability and learning climate of hospitals. Distrust of the government, which failed to provide economic incentives for hospitals to increase accountability activities, was emphasized as a serious barrier to hospital accountability. There was consensus among hospital CEOs as to the importance of accountability in management. However, there were concerns that, without policy instruments to motivate hospitals toward increasing community benefits as well as collective efforts among health professionals to rebuild moral climate for being accountable, greater accountability would not be achieved in hospitals.

• Korean Journal of Culture and Social Issue
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• v.23 no.1
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• pp.53-74
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• 2017

Workplace bullying is becoming one of social issues. The aim of the present study was to investigate whether the contextual variables(communication climate, social climate) moderate the relations between the individual variables(trait anger, social avoidance) and workplace bullying victimization. The self-report data of 207 office workers(115 men, 92 women) in Seoul and Gyeonggi-do was analyzed. The results of hierarchical regression indicate that trait anger positively predicted men's workplace bullying victimization only when social climate is bad. Social avoidance positively predicted men's bullying victimization only when communication climate is good. There was no moderating effect of the contextual variables among women. Trait anger positively predicted women's workplace bullying victimization only when considering communication climate as a contextual variable. Social avoidance has no significant effect on women's workplace bullying victimization. However, both communication climate and social climate negatively predicted women's victimization. The implications and suggestions for prevention and intervention of workplace bullying were discussed.