• 한국안전학회지
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• 제21권5호
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• pp.60-71
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• 2006

In recent years, the most safety studies have been focused on identifying the relationship between safety climate and safe work behavior in accordance with the awareness that prime causes of accidents are organizational, managerial, and human factors rather than pure technical failures across the world. This study focused empirical research aimed at finding out the safety climate factors and examining the relationships of the safety climate and safe work behavior in construction site in Korea, too. A 10 numbers of safety climate factors were adapted from the Mohamed's study(2002) and tested using PLS-GRAPH 3.0 expecting same results as Mohamed' study. And then the relationship between safety climate and safe work behavior was examined. Only two safety climate factors-personal risk appreciation and worker's safety competence-were found and a strong positive relationship between safety climate and safe work behavior was identified in this study. Discussed in details about the results and implications and suggested further studies.

• 한국직업건강간호학회지
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• 제17권1호
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• pp.55-63
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• 2008

Purpose: The purpose of this paper is to analyze the effect of job stress on work impairment. Method: 354 workers' data from Seoul and the Gyeonggi area were collected between February 1 and March 30 2006 by structured questionnaire. The questionnaire was meant to determine demographic data, job stress, and work impairment questionnaire. Data analyzed by SPSS 12.0 and AMOS 5.0 program. Results: Job stress was ranked job demand, insufficient job control, organizational system, lack of reward, job insecurity, interpersonal conflict, and occupational climate. The work impairment of completing work was increased when the stress of insufficient job control, lack of reward, job insecurity, and occupational climate were increasing. The work impairment of avoiding distraction was increased when the stress of job demand, insufficient job control, organizational system, lack of reward, job insecurity, and occupational climate were increasing. The stress of job demand, lack of reward, job insecurity, and occupational climate had an effect on avoiding distraction. The stress of lack of reward and occupational climate had an effect on completing work. Conclusion: If employers manage job stress of job demand, lack of reward, job insecurity, and occupational climate, their business will benefit.

• 한국안전학회지
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• 제23권2호
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• pp.57-64
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• 2008

The Semiconductor industry in Korea has achieved a great contribution to the growth of its economy for the last 20 years with its product export ranked to #1 nowadays. However, the working environment in semiconductor industry is always exposed to a potential risk of critical safety issue for workers with many kinds of utilities used such as toxic chemicals, gases, high vacuum and high voltages of electricity. This study is focused on empirical research to find out the factors on safety climate and to examine the relationships of safety climate and safe work behaviour in the work site of Korea semiconductor industry. As a result of simulation, a strong positive relationships and safe work behaviour have been identified in this study. Its result and implications has been discussed and suggested further studies on its limitation from this study.

• 디지털융복합연구
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• 제11권9호
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• pp.79-86
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• 2013

본 연구에서는 조직 내 신세대의 가치관 등장 및 일-가정에 대한 인식의 변화로 인해 일과 가정은 분리된 것이 아닌 긍정적 상호작용 한다는 일-가정 촉진(work-family facilitation)(Grzywacz & Marks, 2000)과 팀성과 간의 관계를 실증분석 하였다. 또한 일-가정 촉진을 지원하는 조직분위기라 할 수 있는 웰니스 분위기의 일-가정 촉진과 지각된 팀성과 간의 조절효과도 실증분석 하였다. 분석은 위계적회귀분석(Hierarchical Linear Regression)을 실시하였다. 분석 결과 일-가정 촉진은 팀성과와 정(+)의 관계를 가질 가지는 것으로 나타났으며, 웰니스 리더십은 일-가정 촉진과 팀성과 간의 관계를 정(+)의 방향으로 조절 하는 것으로 나타났다. 이는 일-가정 촉진이 팀성과에 긍정적 영향을 줌으로써 향후 조직 내 직무설계시 직무 그 자체뿐만 아니라 개인의 가정에도 직간접적 긍정적 영향을 줄 수 있도록 설계를 해야 됨을 시사 한다고 할 수 있다. 또한 웰니스 분위기의 조절효과를 입증함으로서 일-가정 촉진을 지원하는 분위기를 조성하고 유지 발전시키는 활동도 수반 되어야 함을 시사 한다고 할 수 있다.

• Asian Journal for Public Opinion Research
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• 제7권2호
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• 한국안전학회지
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• 제32권5호
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• pp.76-87
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• 2017

This study examined the role of safety climate, organizational trust, job satisfaction, and organizational commitment. In addition, the study verified the mediating effect of organizational trust between safety climate, and job satisfaction and organizational commitment. Targeting population were the workers in the manufacturing sector. First, it was figured out that employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Second, it turns out that individuals' safety awareness has a positive effect on the both job satisfaction and organizational commitment. Third, it was figured out that organizational trust plays a role as mediation when employees' recognition of organizations' safety climate has an effect positively on both job satisfaction and organizational commitment. Fourth, the result revealed that foreign investment company moderated the relationship between safety climate and organizational climate. Fifth, organizational trust mediates the relationship that the individuals' safety awareness are positively affected on the both job satisfaction and organizational commitment. Finally, The results of four hypotheses using intermediary variable in which organizational trust mediates the relationship between the safety climate and "work attitude" such as job satisfaction and organization commitment demonstrate significance of trust in organization in connecting safety climate and work attitude. Therefore, when trust in organization is enhanced, work attitude such as job satisfaction and organizational commitment could be improved.

• Safety and Health at Work
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• 제11권1호
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• pp.1-9
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• 2020

Background: As the impact of climate change intensifies, exposure to heat stress will grow, leading to a loss of work capacity for vulnerable occupations and affecting individual labor decisions. This study estimates the future work capacity under the Representative Concentration Pathways 8.5 scenario and discusses its regional impacts on the occupational structure in the Republic of Korea. Methods: The data utilized for this study constitute the local wet bulb globe temperature from the Korea Meteorological Administration and information from the Korean Working Condition Survey from the Occupational Safety and Health Research Institute of Korea. Using these data, we classify the occupations vulnerable to heat stress and estimate future changes in work capacity at the local scale, considering the occupational structure. We then identify the spatial cluster of diminishing work capacity using exploratory spatial data analysis. Results: Our findings indicate that 52 occupations are at risk of heat stress, including machine operators and elementary laborers working in the construction, welding, metal, and mining industries. Moreover, spatial clusters with diminished work capacity appear in southwest Korea. Conclusion: Although previous studies investigated the work capacity associated with heat stress in terms of climatic impact, this study quantifies the local impacts due to the global risk of climate change. The results suggest the need for mainstreaming an adaptation policy related to work capacity in regional development strategies.

• 대한안전경영과학회지
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• 제15권2호
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• pp.151-159
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• 2013

This paper reviewed the relationship between internal marketing(management support, education, pay system, internal communication, employment security) and food safety climate(prevention, superior attitude, work condition), and the moderating effect of employment type(permanent or temporary employees) in food service company. Based on the responses from 304 responses, the results of hierarchical multiple regression analysis showed that 4 factors(management support, education, internal communication, employment security) effect positively on food safety climate(prevention, superior attitude, work condition). The positive effect of internal communication on superior attitude and work condition appeared to be more positive in permanent employees than in temporary employees. And the results of t-test analysis showed that permanent employees perceived more positively all internal marketing factors(management support, education, pay system, internal communication, employment security) and food safety climate(precaution, superior attitude, work condition) than temporary employees.

• 대한안전경영과학회지
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• 제14권4호
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• pp.13-21
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• 2012

This paper tried to apply psychosocial factors in industrial safety research. Since Zohar's(1980) publication of safety climate in the field of safety research, this approach have been done by many researchers. Here, this paper reviewed the relationship between safety climate factors(safety rule, prevention, superior attitude, social support) and safety compliance, and the moderating effects of work condition, required skill and age. Based on the responses from 233 employees in Kangwon province industry, hierarchical regressional analysis showed that all safety climate factors(safety rule, prevention, superior attitude, social support) have positive relationship with safety compliance. Safety rule appeared to be more positively related with safety compliance, while work condition is more favorable and worker is older. But social support appeared to be more positively with safety compliance, while work condition is more unfavorable, and also prevention appeared to be more positively with safety compliance, while worker is more younger.

• 대한치과기공학회지
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• 제29권1호
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• pp.73-91
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• 2007

The purpose of this study is to investigate relations among job-related attributes of dental technicians. Findings of the study can be summarized as follows. Differences in four job-related attributes among dental technicians in accordance with their titles were investigated to find that dental lab managers were higher in job satisfaction than chief and assistant technicians of the lab. Dental lab managers were given the best work climate, followed by chief technicians of hospital, those of dental lab and assistant technicians. Job competence was highest in part of the managers, followed by chief assistants of hospital, those of dental lab and assistant technicians. But work facilities that were being used by dental technicians were not significantly different in quality in accordance with their titles. Assistant technicians were lower in job satisfaction, given work climate and job competence than managers and chief technicians of both hospital and dental lab. Under same work conditions, female dental technicians were higher in job satisfaction than male ones. Dental technicians' job satisfaction were most affected by work climate, followed by job competence and the quality of work facilities in order. In other words, job satisfaction was higher when work climate was better, job competence was higher or when work facilities were better. Job satisfaction was generally lower in part of male dental technicians than female ones. Considering the fact that job satisfaction is most influenced by work climate, more careful attention should be paid to assistant technicians who while on duty, usually have not so good relationship with seniors or colleagues. Those technicians also usually have few or no opportunity of obtaining latest knowledge or skills, so they should be allowed time for seminars or lectures in which such knowledge or skills are educated. It is also important to raise assistant technicians' pride about their job by empowering them by authorization or giving more remuneration or other rewards for their improved job competence.