• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.2
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• pp.721-731
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• 2019

The purpose of this study was to investigate the knowledge, attitude, infection management intention and educational needs among nurses with no experience of new respiratory infectious diseases (NRID: SARS and MERS). Data were collected from 162 nurses working at the general hospitals in B city using structured questionnaires from October 10 to 31, 2017. The infection management intention of NRID was high in those who were over 30 years old, married, highly educated, and had a total working experience of more than 5 years. Nurses' infection management intention for NRID showed a positive correlation between knowledge of NRID (r=.27, p<.001) and attitude toward NRID (r=.65, p<.001). In other words, the higher the knowledge score for NRID, the more positive the attitude and the higher the infection management intention. In addition, the knowledge score related to incubation period, treatment, isolation, and release criteria was low while the educational needs were high. Therefore, in preparation for the possibility of NRID relapse and other NRID in the future, a systematic program addressing these educational needs for nurses should be periodically implemented to enhance infection management.

• Journal of Digital Convergence
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• v.19 no.1
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• pp.117-124
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• 2021

This study seeks to understand the inter-relationship between employee enthusiasm, trust, immersion and satisfaction of employees working at a hospitality company based in Gwangju Metropolitan City. The purpose of this study is to examine the human resources management of workers in the hospitality industry by grasping the current situation of employees working in the service enterprise. As a result, corporate organizational support in the hospitality industry has a significant impact on the enthusiasm of employees. The enthusiasm of the employee is shown to be trusting, immersing, and satisfying in the work of the employee in the hospitality company, which can be seen as an organization, showing that the employee's passion plays a positive role in trust, immersion and satisfaction. As the employee's enthusiasm is reflected in the quality of the service product as a result, it can be regarded as the quality of the relationship that the employee is responsible for or positive feelings about the company in which he or she is in charge. Personnel management measures are required to strengthen pride and desire to achieve work so that employees can exercise their passion to feel trust, immersion, and satisfaction in their businesses and work. Therefore, it is necessary to provide tangible and intangible organizational support and introduce and implement personnel-related programs to enhance work pride and desire to achieve.

• The Journal of the Korea Contents Association
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• v.21 no.3
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• pp.505-517
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• 2021

Lots of studies have been conducted on work-life balance in various fields. In particular, while a plethora of studies on the work-life balance have focused mainly on organizational culture and work performance, research to investigate the impact of work-life balance on employees' organizational commitment is scarce. This study aims to empirically analyze how work-life balance of employees affects organizational commitment and mediation effects of job satisfaction on the relationships through a survey of 463 employees working in small and medium-sized enterprises, public institutions, and conglomerates in the COVID-19 era. Also, it examines the impact of a smart work environment as a new way of working during the COVID-19 pandemic on job satisfaction and organizational commitment. The findings of the study are summarized as follows. First, work-life balance was shown to positively affect job satisfaction, and job satisfaction had a positive influence on emotional organizational commitment of employees. Second, job satisfaction was found to be completely mediated both in the relationship between work-life balance and organizational commitment and in the relationship between work-family balance and organizational commitment, and partially mediated in the relationship between work-growth balance and organizational commitment. Third, the smart work environment had a positive effect on job satisfaction and organizational commitment. The results of the study show that work and family, work and leisure, and work and growth balance are significantly important factors to improve employees' work attitudes in the changing work environment as a result of COVID-19. The present results suggest that the introduction of work-life balance and the smart work environment is required to increase organizational productivity.

• Journal of dental hygiene science
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• v.9 no.3
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• pp.295-302
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• 2009

The purpose of this study is to provide fundamental data for managing occupational stress and promoting health by investigating the factors of dental hygienists' occupational stress and the relationship among occupational stress, health status and somatization. The subjects in this study are 28 dental hygienists who have worked at dental clinic in the metropolitan area. The findings of this study are as follows: 1. The average age of the subjects is 25.1 and the average working career is 42.8 months. 8-9 hours is the most frequent average working time as 55.5% and a 6-day workweek appears most frequently with 33.8%. 2. The total average of occupational stress is 45.24 points and out of the seven sub-factors, job demand is the highest as 56.17 points. 3. A group of working at dental university hospitals scores significantly high and a group of working over 10 hours per day scores significantly low in health status (p<0.05). 4. A group of a 5-day workweek. night and holiday duty scores 18.64 which is significantly high in somatization(p<0.05). 5. Occupational stress have slightly negative correlation (-.341, p<0.01) with health status and slightly positive correlation (.330, p<0.01) with somatization. There is a strong, negative correlation between health status and somatization(-.762, p<0.01 ). 6. Health status and somatization have a slightly positive correlation with every other sub-factor of occupational stress except job self-control.

• Research in Community and Public Health Nursing
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• v.14 no.2
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• pp.190-199
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• 2003

This study was conducted to determine the factors affecting job satisfaction in workers by using the Job Stress Model proposed by the National Institute for Occupational Safety and Health (NIOSH). Data were collected from December 1 to December 30, 1999. The subjects were 2,133 workers employed at 155 work sites, who were examined using NIOSH Job Stress questionnaire translated by the Korea Occupational Safety ${\pounds}|$ Health Academy and Occupational Safety ${\pounds}|$ Health Research Institute. SAS/PC program was used for statistical analysis using descriptive analysis. Pearson's correlation coefficient, ANOVA, and Stepwise multiple regression analysis. The results of this study were as follows. 1. According to general characteristics of the subjects, job satisfaction was high in those with less number of children. 2. By work condition, job satisfaction was higher in those who were working in a permanent job position, were working with regular time basis than with shift basis, were working in regular shift hours than in changing shift hours, were working for a short period, and were working less hours and overtime works per week. 3. In terms of physical work environment, job satisfaction was significantly related to 10 physical environmental factors. In other words, job satisfaction was high in workers who were working in an environment with no noise, bright light, temperature adjusted to an appropriate level during summer and winter, humidity adjusted to an appropriate level. well ventilation, clean air, no exposure to hazardous substance during work hour, overall pleasant work environment and not crowded work space. 4. By work-related factors, job satisfaction was high in those with less ambiguity about future job and role, high job control/autonomy, and less workload. On the other hand, job satisfaction was low in those with little utilization of competencies, and much role conflict at work and workload. 5. As for the relationships between job satisfaction and the non-work related factors, job satisfaction was high in workers who were volunteering at different organizations or active in religious activities for 5-10 hours per week. 6. In the relationships between job satisfaction and buffering factors, significantly positive correlations were found between job satisfaction and factors such as support by direct superior, support by peers, and support by spouse, friend and family. 7. There were nine factors that affected job satisfaction in the workers: age, number of children, work hours per week, noise, temperature at the work site during summer, uncomfortable physical environment, role ambiguity, role conflict, ambiguity in job future, work load, no utilization of competencies and social support from direct supervisor. These nine factors accounted for 26% of the total variance in the multiple regression analysis. In conclusion. the following are proposed based on the results of this study. 1. The most important physical environmental factors affecting job satisfaction in workers were noise, role ambiguity, and work load, suggesting a need to develop strategies or programs to manage these factors at work sites. 2. A support system that could promote job satisfaction is needed by emphasizing the roles of occupational health nurses who may be stationed at work sites and manage the factors that could generate job stress. 3. Job satisfaction is one of the three acute responses to stress proposed in NIOSH job stress model (job satisfaction. physical discomfort and industrial accidents). Therefore, further studies need to be conducted on the other two issues.

• Journal of Environmental Health Sciences
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• v.18 no.2
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• pp.3-18
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• 1992

This research was carried out on 1,017 production workers for four months from May to August, 1991, to search more effective management method of their health by grasping their knowledge and attitude on industrial health. The results of this study can be summarized as follows: 1. As for general characteristics, 74.2% were male and 25.8% were female among the 1,017 workers. The two largest age groups were 30~39, 38.7%. As for education level, graduation from high school was 58.6%, 61.2% were married, 35.9% owned their house, and workers who worked more than 1 year less than 5 years was 52.9%, workers who worked 8 hours a day was 46.7%, the largest group income level was 60~69 thousand won 21.2%, and the degree of satisfaction with work was ordinary, 45.6%. 2. The degree of recognition concerning occupational diseases was 92.5% at a very high rate. Causes of occupational diseases under the present work field were in order of noise, dust, heavy metal. The largest group of the counterplan for prevention was an improvement of working environment, 62.0%. 3. The major cause that threatens worker's health was poor working environment, 31.4%. As the best method for workers' health management, working environment management was pointed. 4. As for health examination result, the response that it is of use to health management was 53.8%. As for examination method and result, 42.7% responded that they are formal. The practice period was more than once every six months as the largest group, and the highest desire for improvement was that they wants an exact information of the result. 5. 49.3% of the respondents know about the measurement of working environment an the response that the measurement is necessary to improve working environment was 57.9%, and that the results from the measurement were reflected on improvement an management 57.5%. Appropriate period to take a measurement was more than once per six months, 40.2% and per three months, 29.1%. 6. As for safety and halth instruction, 34.5% were educated for both, 38.2% for only safety education and just 4.6% for only health education. 51.9% responded that they had never been educated out of work place. The period of its practice was more than once a month, 39.5% and every three months, 21.3%. 7. The importance of safety and health showed that the one is equal to the other, 59.8%, that the one is more important, 29.6%, and that other is more important, 7.6%. 67.7% said the necessity of a safety and health manager. 8. In spite of more or less health obstacle of work environment, 14.9% of the respondents wanted to overwork to gain an allowance for over-time work, 39.9% didn't, and 40.2% according to condition and state. 9. As the most important cause of industrial accident, 40.2% indicated unsafe behavior. As for the individual protective instrument, 66.1% of all the respondents said they have worn it to protect industrial diseases. 10. As for the degree of understanding of the contents in Industrial Safety and Health Law and Industrial Law of Accident Insurance, an affirmative response was respectively 49.3% and 50.8% and the sources of safety-health information were televisions and radios, 28.0%. Therefore, it is necessary that we do positive working environmental improvement, continuous management and health education's inforcement to increase their health and prevent occupational diseases.

• The Journal of Korean Society for School & Community Health Education
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• v.4
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• pp.21-41
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• 2003

The purposes of this study were to ; first, investigate High School Teachers health promotion behavior types; second, explore the effects High School Teachers perceived benefits and perceived barriers have on their health promotion behavior ; third, suggest a desirable course that will increase teachers health. To this end, this researcher conducted a survey on health promotion behavior, perceived benefits, and perceived barriers to 329 High School teachers working in Goyang-si, Gyonggi-do. The results of the survey are as follows: Health Promotion Behavior A closer look at high school teachers health promotion behavior shows that male teachers, compared with female teachers, more actively promote their health. However, female teachers are more aware of their personal hygiene and disease risks. Older teachers, rather than younger teachers, are more willing to promote their health through better eating habits and more frequent exercise. A comparison between married and single teachers revealed that married teachers promote their health through better eating habits, and single teachers receive less stress and are better at managing their stress. Teachers working in technical high schools are better at managing their stress and personal hygiene than academic high schools teachers. Teachers working after 8 o'clock show better health promotion behavior through proper eating habits, stress management, regular exercise, disease prevention: however, teachers working before 7:30 are poor at managing their stress. Teachers not teaching supplementary lessons and not supervising night self-study are better at managing their stress, exercise schedule, and disease prevention than teachers who are. Perceived Benefits, Perceived Barriers, and Health Promotion Behavior A Comparison between male and female teachers shows that female teachers firmly believe improved eating habits and regular exercises would greatly enhance their health. However, female teachers felt more discomfort in their working environment and in utilizing medical institutes. Teachers in the 20s and 40s perceived health benefits through regular lifestyle and exercise. Teachers with less experience feel more pressure from their work environment. Teachers below their 30s feel more dissatisfaction towards using medical facilities. Teachers working in Technical High Schools are more aware of promoting their health through regular health checkups, exercise, and lifestyle ; however, teachers from Academic High Schools feel more pressure from their work environment. Teachers not performing supplementary lessons and supervising night self-study sessions are more willing to go through regular health checkups than those performing them. Also, teachers with supplementary lessons and night self-study supervisions claimed lack of leisure time, pressure from work environment, and inconvenience in using medical facilities a deterrent to promoting their health behavior. The Relationship between Health Promotion Behavior, Perceived Benefits, and Perceived Barriers The correlation ratio between Health Promotion Behavior and Perceived Benefits shows a positive relationship. The results show that High School teachers believed regular health checkups are necessary in maintaining their health. This research shows that teachers consider the following factors important in the order shown ; regular lifestyle and exercise, prevention of geriatric diseases, improving ones eating habits. In short, teachers who are more aware of the importance of regular health checkups are also more aware of the importance of promoting their health. The correlation ratio between Health Promotion Behavior and Perceived Barriers shows negative relationship. High School Teachers believe that lack of leisure activity, pressure from work environment, familys financial burden, fear of diseases, inconvenience in using medical facilities are a deterrent in promoting their health behavior. In other words, teachers with less leisure time and negative pressures from their work environment were less active in promoting their health behavior. This study shows that High School teachers will be able to promote their health behavior by maintaining regular health checkups, lifestyle, exercise, and preventing geriatric diseases. However, teachers believed that insufficient leisure time and negative pressure from their work environment acted as a deterrent to maintaining their health behavior. Most High School teachers believe they are at present healthy, and they were actively engaged in Preventative Health Promotion. The result of this study demonstrates that External factors have a large impact on teachers, which in turn acts negatively on their Health Promotion Behavior. In order to guarantee teachers health promotion behavior, systematic health checkups and increased leisure time, improvement in their work environment are necessary. Teachers also need to take a more active interest in their health.

• Journal of Korean Ophthalmic Optics Society
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• v.18 no.1
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• pp.1-10
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• 2013

Purpose: This study is conducted to evaluate the job stressors for opticians in Ulsan city. Methods: We investigated job stress of 180 opticians working in Ulsan. The results of this study from The Korean standard job stressors assessment tool developed by Korea occupational safety and health agency (KOSHA) was compared with Korean reference value. The questionnaire on the social, demographic characteristics of opticians was also used to find the factors affecting to job stressors by using multiple linear regression analysis. Results: Among the eight fields of stressors, the interpersonal conflict (the median value; 33.4, the measurements; men; 38.8, women; 41.5) and company culture (the median; 41.7, the measurements; men; 47.4, women; 49.3) were higher than the median value of the Korean workers. By multiple linear regression analysis, the significant factors to the interpersonal conflict were the duty, working hours, unmarried, average salary. In terms of the company culture, last school, rest day of month, job career, average salary and working hours were significantly associated to the score of company culture. Conclusions: Based on the results, important factor in the formation of a positive organizational culture through to improve treatment of opticians investigation and mutual horizontal communication systems in the workplace for the manage on interpersonal conflict and company culture.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.6
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• pp.144-153
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• 2020

This study evaluated the moral sensitivity, self-assertiveness, ethical decision-making confidence and their correlations, and the factors that influence ethical decision-making confidence among nurses working in a long-term care hospital. Overall, 149 nurses working in a long-term care hospital in G Province were evaluated. The date was collected from November 30 2019 to December 18, 2019 and analyzed using SPSS/WIN 21.0 program. The mean of moral sensitivity among nurses was 4.94, the mean of self-assertiveness was 3.17 and the mean of ethical decision-making confidence was 3.49. The self-assertiveness will, according to the general characteristics, was significantly different according to experienced moral distress, and there was a significant difference in the degree of ethical decision-making confidence according to social positions and experience of ethical education. There were positive correlations between the ethical decision-making confidence and moral sensitivity (r=.382, p<.001) and self-assertiveness (r=.224, p<.01). Regression analysis revealed that the factors that significantly influenced ethical decision-making confidence were moral sensitivity, self-assertiveness and ethical education during nursing practice, which explained 25.0% of variance in ethical decision-making confidence. Therefore, to improve ethical decision-making confidence of nurses, programs should be developed that improve moral sensitivity and self-assertiveness by promoting ethical education.

• Journal of the Korean Data and Information Science Society
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• v.27 no.2
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• pp.451-461
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• 2016

The purpose of this study was to identify relationship among critical thinking, nursing process competency and evidence based practice competency of nurses working in middle sized hospitals. A descriptive correlational study design was used. The data were collected from 262 nurses working in the three hospitals located in G and P city using self-administered questionnaires. Data were analyzed using descriptive statistic, independent t-test, one-way ANOVA with scheffe, Pearson's correlation coefficient, and hierarchical multiple linear regression using SPSS Statistics 21.0 program. Nurses' evidence-based practice competency had positive correlation with critical thinking disposition (r=.42, p <.001) and nursing process competency (r=.58, p <.001). Full model accounted for 65.1% of evidence-based practice competency by nursing process competency (${\beta}=.57$, p <.001), critical thinking disposition (${\beta}=.34$, p <.001), critical thinking educational experience (${\beta}=.11$, p=.004), Master's degree (${\beta}=.09$, p=.032). Conclusion: o increase evidence-based practice competency of nurses, it is required to develop critical thinking disposition and nursing process competency of nurses.