• KSCE Journal of Civil and Environmental Engineering Research
• /
• v.26 no.2D
• /
• pp.225-231
• /
• 2006

On-line shopping allows consumers to order goods via internet and receive them at homes or workplaces. Emergence of online shopping industry has brought the changes in the structure of freight industry, in the location selection pattern of industrial clusters and in the consumer's travel pattern. This trend is likely to continue, especially in Korea, as the society sees increases in women's participation in workforce, in population of the elder and in production pattern of manufacturing individually customized goods. Despite on-line shopping's heavy influence on travel demand, no study on this particular topic has been done yet, and thus the effect of on-line shopping on travel demand has not been properly reflected on policy making process. This paper suggests the transportation strategy to cope with this change based on the analysis of the effect of on-line shopping on personal travel demand.

• Journal of Digital Contents Society
• /
• v.19 no.2
• /
• pp.285-292
• /
• 2018

Though the latest ICT technology is expected to serve as a bridgehead for future industrial development as the core of the 4th Industrial Revolution, the gap in ICT technology is still directly connected to the disparity in wealth and it is widening. Training to foster female ICT capabilities in developing countries is an opportunity to foster quality workforce for national development and a means to close the technology gap. The study aims to investigate the status of infrastructure and ICT education at UHP University in Indonesia, as a preparation for educating students in developing countries with ICT skills. Based on this survey, we develop appropriate ICT education contents for female students and provide necessary policies for ongoing education. We will seek ways to improve efficiency in education by comparing and analyzing the results of the previous research, Life University survey.

• Journal of Families and Better Life
• /
• v.32 no.3
• /
• pp.157-177
• /
• 2014

The purpose of this study was to investigate the contexts in which employed mothers with young children consider leaving the labor force. We used a mixed methods design, which integrates the findings of quantitative and qualitative analyses, to better understand the dynamics underlying employed mothers' intentions to leave the labor force. The participants of both quantitative (N = 324) and qualitative (N = 16) data were married mothers who were employed full-time and had at least one child younger than elementary-school age at the time of data collection. Both the quantitative analysis of logistic regression and the qualitative thematic analysis revealed that the child's age, the husband's income, the utilization of child care by relatives, the mother's job involvement, family-to-work role conflict, and other costs and rewards of participation in the work force were the important contexts where employed mothers considered leaving the labor force. The quantitative analysis uniquely found that being employed at a workplace with flexible work hours were associated with lower odds of considering exit from the labor market. The qualitative analysis highlighted that the decision to leave the labor force or to stay in it is a complicated issue that almost all employed mothers potentially face at some point in their careers. These findings suggest that policy support is warranted to help employed mothers with young children remain in the workforce when they wish to.

• Journal of Preventive Medicine and Public Health
• /
• v.52 no.3
• /
• pp.161-169
• /
• 2019

Objectives: The objective of the present study was to validate a shortened transformational leadership (TL) scale (12 items) comprising core TL behaviour and to test the associations of this shortened TL scale with depressive symptoms. Methods: The study used cross-sectional data from 1632 employees of the overall workforce of a middle-sized German company (51.6% men; mean age, 41.35 years; standard deviation, 9.4 years). TL was assessed with the German version of the Transformational Leadership Inventory and depressive symptoms with the Hospital Anxiety and Depression Scale (HADS). The structural validity of the core TL scale was assessed with confirmatory factor analysis. Associations with depressive symptoms were estimated with structural equation modelling and adjusted logistic regression. Results: Confirmatory factor analysis and structural equation modelling showed better model fit for the core TL than for the full TL score. Logistic regression revealed 3.61-fold (95% confidence interval [CI], 2.20 to 5.93: women) to 4.46-fold (95% CI, 2.86 to 6.95: men) increased odds of reporting depressive symptoms (HADS score >8) for those in the lowest tertile of reported core TL. Conclusions: The shortened core TL seems to be a valid instrument for research and training purposes in the context of TL and depressive symptoms in employees. Of particular note, men reporting poor TL were more likely to report depressive symptoms.

• Archives of design research
• /
• v.11 no.2
• /
• pp.17-28
• /
• 1998

With the renewed definition of "office". it's function and role has been reduced. Therefore. home oofices are beginning to draw people's attention. Office within the home is called SOHO (Small Office Home Office). SOHO has become possible with the development of information and telecommunication network technology. Recently. companies are adopting the SOHO system along with the trends of business restructuring. The SOHO offers workers to enjoy more flexible work time and enhance concentration thus improving jop efficiency. Companies will be able to cut down on fixed expenses and increase productivity. In addition. such working conditions will contribute to relieve traffic and environmental problems and furthermore it will make it possible to take advantage of potential workforce of women. the elderly and the handicapped. "Home Office" is expected to be one of the prevailing work system in the near future. Therefore. it is all the more important to study design problems including space design and furniture arrangement in order to improve work efficiency and provide a creative working environment. Moreover. architects and interior designers as well as experts on related fields such as information network. telecommunications. management and employment should continue to carry out joint researches for reasonable home office furniture and environment design.nd environment design.

• Journal of Fashion Business
• /
• v.3 no.4
• /
• pp.139-146
• /
• 1999

The purpose of this study is to analyze the efficiency and working conditions of the patternwork departments by surveying the apparel manufacturing companies sampled in Seoul for their organization, working enviornment and technology of their patternwork departments, and thereby, find the ways to promote the functions of the patternwork department. The results of this study can be summarized as follows; 1. As a result of analyzing the working environment of patternwork departments, it was found that the problems counted by most of the pattern workers were lack of workforce, unhygienic or unpleasant workplaces. 2. As a consequence of analyzing the sample production in terms of tacking methods and times, They rarely tacked the white cotton. Such an omission of tacking procedure may serve to save time, but if a sewing error occurs, the working time would rather be longer due to the defects of pattern to be remedied. 3. As a result of reviewing the general patternwork conditions, it was found that the patterns were still worked out in two dimensions. On the other hand, more than 60% of the pattern workers were applying to their patternworks the styles which they had learned from their seniors. Few patterns are being developed in conformity to apparel trends or body shape changes. 4. As a consequence of examining the problems involving the production of patternsl, the problems involved primarily the patterns incised off no-dart pattern and body structure, and in light of items, involved mainly the trousers and in light of material, involved much the stretch or velvet. Moreover, it is deemed necessary to establish a special institute devoted to a systematic development of pattern technology. 5. Most of the CAD patternworks are used not for pattern designing but for grading and marking works, which suggests that pattern workers need to be educated on this new technology for more diverse and precise patternworks. 6. Lastly, as a result of examining the conditions of patternwork departments and their relevant works, most of the pattern workers were found to be subject to irregular and excessive workload, having little time to produce good patterns. This finding suggests that it is necessary to mandate the pattern workers to more involve the commodity planning.

• Women's Health Nursing
• /
• v.25 no.3
• /
• pp.329-344
• /
• 2019

Purpose: This study aimed to identify utilization of the work-family support policy (WFSP) and factors affecting retention intention among Korean female military officers. Methods: This cross-sectional survey recruited 103 married female officers from the Korean Army, Navy, and Air force with preschool-aged children through convenience and snowball sampling. Via online surveys from June to November, 2018, the participants self-reported retention intention, work-family conflict, job satisfaction, and utilization of the WFSP. The data were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson's correlation coefficient, and multiple linear regression. Results: Retention intention ($22.29{\pm}5.98$) was reported at the mid-level, lower than scores reported in the literature for female workers. Work-family conflict ($32.51{\pm}5.29$) and job satisfaction ($63.10{\pm}7.45$) were above the midpoint levels. Use of maternity leave (100.0%) and parental leave (92.2%) was high, especially compared to the rates of child-care day off (20.4%) and parenting time (20.4%). 'Noticeable increases in childcare services within the army' (22.8%) was reported as the supportive measure needed the most by female military officers. Job satisfaction (${\beta}=.43$, $p{\leq}.001$), the use of parenting time (${\beta}=-0.29$, p=.002), living type (${\beta}=-.18$, p=.043), and service type (${\beta}=-.16$, p=.035) significantly influenced retention intention. Conclusions: The findings highlight the priority areas of importance within the WFSP and suggest that a family-friendly culture can improve female officers' retention intention. Accordingly, policy changes at the Ministry of National Defense improving the system to enhance a family-friendly culture in the military is expected to strengthen the retention intention of female officers and contribute to excellence in the military workforce.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.5 no.1
• /
• pp.97-105
• /
• 1999

Based on literature, status and role of the NP in America was reviewed. The process of developing NP program in America suggests us many things. In America, nurse practitioners have sustained a mutually beneficial status with their patients for over thirty years. Excel fence in academic education and clinical training will enable nurse practitioners to continue to provide quality health care. The magnitude changes in the health care system of the United States, the challange of providing real access of health care continues. Lack of access to adequate primary care was the driving force in the initial 1965 Federal Involvement in developing the NP role. In 1993 President Bill Clinton's health care reform initiative provided policy support for NPs as primary care providers. The Institute of Medicine explicitly recognized NPs as an integral part of the primary care team. In addition, several national reports recognized NPs as affordable, accessible, high-quality care providers. The recent passage of direct Medicare reimbursement for NPs reflected public policy statements coincided with and likely contributed to a growth spurt in the NP workforce. From 1965 to 1977 NP programs offered traditional primary care clinical tracks(adult, family, woman's health, and pediatrics) for relatively small clusters of students in a variety of institutional settings. From 1978 to 1990 these educational programs were incorporated into graduate schools of nursing. By 1990 the majority of NPs received educational preparation in master's-level nursing programs. A new emphases was placed on postmaster's NP programs designed for master's prepared clinical nurse specialists and nurse managers. he the health care system shifted hospital nursing resources toward community-based care, these master's -level nurses sought additional NP preparation. NP educational programs are defined as the educational structure in which one or more NP clinical tracks are offered. NP clinical tracks, in turn, offer curriculum and supervised clinical experiences that match standards in specific practice areas such as family(FNP), adult(AUP), geriatrics(GNP), pediatrics(PNP), women's health (WHNP), neonatal (NNP), and acute care(ACNP). There were indications that NP practice was expanding into new clinical areas as evidenced by new types of tracks, particularly in acute care and psychiatry. The increase in acute care NP students likely reflects the increased demand from hospitals and other acute care settings. In Korea, change of nurse's role into nurse practitioner's role may have many difficulties. The need of health consumer, policy support of government, approval of medical care team are all essential component. Every nursing personnel make effort to planning the new health care delivery system.

• Journal of Radiation Protection and Research
• /
• v.30 no.4
• /
• pp.175-183
• /
• 2005

Dose distribution of Korean radiation workers classified by occupational categories was analyzed. Statistics of the occupational radiation exposure(ORE) in 2002 of the radiation workers in diagnostic and dental radiology were obtained from the Korea Food and Drug Agency(KFDA) who maintains the database for individual radiation dose records. Corresponding statistics for the rest of radiation workers were obtained by processing the individual annual doses provided by the Korea Radioisotope Association(KRIA) after deletion of individual information. The ORE distribution was classified in term of 28 occupational categories, annual individual dose levels, age groups and gender of 52733 radiation workers as of the year of 2002. The total collective dose was 66.4 man-Sv and resulting average individual ORE was 1.26 mSv. Around 80% of the workers were exposed to minimal doses less than 1.2 mSv. However, it appeared that the recorded doses exceeded 20 mSv for 43 workers in the industrial radiography and for 147 workers in the field of radiology. Particularly, recorded doses of 23 workers in radiology exceeded the annual dose limits of 50 mSv, which is extraordinary when the working environment is considered. It is uncertain whether those doses are real or caused by careless placing of dosimeters in the imaging rooms while the X-ray units are in operation. No one in the workforce of 16 operating nuclear power plant units was exposed over 20 mSv in 2002. Number of workers was the largest in their 30's of age and the mean individual dose was the highest in their 20's. Women were around 20% of the radiation workers and their average dose was around one half of that of man workers.

• Journal of Engineering Education Research
• /
• v.18 no.1
• /
• pp.3-10
• /
• 2015

The purpose of the study was to investigate the policy implication and a usage model for aging workforces of research and development field in the era of working age population decline and the introduction of the retirement age legislation. In spite the importance of the use for aging workforces of R&D, previous studies have not been taken in terms of R&D workforces. In addition, the activated policies and services was implemented for the aged and retired people. Therefore, we suggested the usage model in four folds: 1) internal employment model, which is to hire and employ pre-retired active workforces by their retirement age, 2) internal and external linkage model, which is to make them to depart from their previous workplaces and move them to new workplaces where they can apply their knowledge and skills, 3) extending retirement age model, which is to expand their age limit and provide their job opportunities after they left their work, and 4) ouplacement model, which is to provide them with employment information and service as well as operate the educational programs before they leave the workpalce. Finally, we suggested the update of legislation and law for old workers, government supports for retiring workforces, and the conversation and compromise between R&D workforces and managers of workplaces.