• Journal of dental hygiene science
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• v.23 no.4
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• pp.361-368
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• 2023

Background: This study aims to investigate the perceptions of dentists and dental hygienists regarding quality dental job conditions and to identify differences in perceptions based on job type. Methods: As a result of conducting face-to-face and online surveys, data from a total of 132 people were analyzed. In order to investigate the perception of quality job conditions, the importance of a total of 13 items was investigated, and the work policies and job satisfaction of the current workplace were examined. Since the data did not follow a normal distribution, a non-parametric test, the Mann-Whitney U test, was performed. Results: Both dentists and dental hygienists perceived income and working hours to be of priority importance for quality job conditions. Dental hygienists valued holiday support and welfare, human relations, and personal development potential more than dentists (p<0.05). Looking at differences by job type, dental hygienists rated all conditions as more important than dentists except income, indicating a statistically significant difference (p<0.05). In terms of the work policies, 96.2% of the practices in the study were required to have the four types of social security contributions, but fewer had flexible working hours (19.7%), healthcare support (23.5%), and incentives (25.0%). Of the participants, 60.6% had parental leave available at their workplace, and dental hygienists had statistically significantly higher job satisfaction when parental leave was available (2.57 points) than when it was not (p<0.05). Conclusion: Quality dental jobs are an important factor in keeping workers happy and maintaining an efficient practice. Dental practice owners need to pay attention to the quality of jobs required by the dental workforce, provide flexible working hours and welfare programs such as parental leave, and create a workplace atmosphere and human resource management system that supports the use of these programs.

• Human Ecology Research
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• v.62 no.2
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• pp.233-248
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• 2024

The purpose of this study was to describe the family life and relationships of national family center users in 2023. A sample of 1,086 adults was recruited from 48 family centers across South Korea. Participants, both online and offline, reported on various aspects of family life, including satisfaction, gender equality, work-home-life balance, family leisure, and internet usage for family and household purposes. Additionally, family relationships were explored in terms of dynamics with a spouse, children, and adult children. Data were analyzed using descriptive statistics and t-tests. In the family life domain, center users reported a high level of satisfaction, with women exhibiting greater awareness of gender equality and higher engagement in household chores than men. Furthermore, although a moderate balance among work, home, and life was reported, time emerged as a significant challenge for family leisure. Regarding technology, center users frequently utilized the internet for family communication, leisure, shopping, and household management. In the family relationships domain, men were more satisfied with spousal relationships than women. Center users reported high satisfaction with parent-child relationships. Parents of school-aged children perceived economic burdens, while those with adult children frequently provided psychological and instrumental support. These findings suggest the need for program modification and the development of new initiatives within national family centers to better support the diverse needs of families in terms of life satisfaction and relationship dynamics.

• Information Systems Review
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• v.22 no.4
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• pp.41-58
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• 2020

This study addresses the issue of which factors make domestic works have turnover intention. To pursue this research issue, we utilized a public database "2017 Occupational Migration Path Survey", administerd by Korea Employment Information Service (KEIS). Decision tree method was applied to extract crucial factors influencing workers' turnover intention. They include 'the degree of matching the level of education with the level of work', 'the possibility of individual development', 'the job-related education and training', 'the promotion system', 'wage and income', 'social reputation for work' and 'the stability of employment'.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.34 no.1
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• pp.8-13
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• 2024

Objectives: To evaluate the levels of exposure to organic compounds during aircraft disinfection and seat cover replacement operations. Methods: According to the working schedule, organic compounds were collected using activated carbon tubes and then analyzed by GC/FID and GC/MSD. Results: In the disinfection task, the main substances listed in the material safety data sheet (MSDS) of the disinfectant were not detected. However, 1-bromopropane, which had been used in the previous task of replacing seat covers, was detected at a level of 2.37 ppm at the measurement time. During seat cover replacement, bonding workers were exposed to 2.48 ppm on an eight-hour time-weighted average, and seat cover replacement workers were exposed to 0.22 ppm. Conclusions: It is necessary to ensure the reliability of MSDS. A work environment management system is necessary when different companies alternate working in the same place.

• Journal of the Korean Institute of Landscape Architecture
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• v.44 no.6
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• pp.148-161
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• 2016

In the case of the government, which plays a pivotal role in the landscape architecture system, the management of positions in landscape architectural organizations is lacking. At the local government level, while public officials for managing landscape architecture are being hired, there are problems and vulnerabilities in both management and system operations as such public officials recruited for positions in landscape architectural services operate under the forestry service. Accordingly, this study analyzed the Korean administrative system of public officials in the landscape architectural service and their satisfaction with the organizational culture and behavior. The aim was to provide practical data for improving the job satisfaction of public officials in landscape architectural service and enhance the status of landscape architecture. First, a survey was conducted regarding current organizational culture/behavior and job adequacy, and differences when compared to different job series with regards to the public officials in the landscape architectural service. The results indicated that job satisfaction of those in landscape architectural service was generally high, but they showed strong centralization, i.e., orders from superiors and limitations on autonomy. Second, an analysis was conducted to improve the organizational culture/behavior and job satisfaction of public officials in the landscape architectural service, and a comparative analysis was conducted on the differences between the analysis result and preceding studies by the Ministry of Government Administration and Home Affairs(2006). The results indicated that organizational commitment/satisfaction of public officials in the landscape architectural service was relatively low among those who had a great amount of work experience related to forestry. Therefore, it was shown that it is necessary to ensure expertise in landscape architecture. Third, a comprehensive analysis was conducted regarding the influences on "working environment", "legal system" and "job allocation" in regard to public officials in land architectural service. The results indicated that satisfaction in the value system was high when given significance to the job as public officials in land architectural. However, their satisfaction in the land architectural system was low due to the lack of independence in their positions, the vulnerable legal system of land architectural service and low employment rates. Fourth, current public officials in landscape architectural service process tasks such as forestry, architecture, city planning and administration that are not related to their area of expertise. Therefore, an analysis was conducted on whether there is a difference in the job satisfaction of public officials in landscape architectural service according to statistical variables. It was identified that "legal system", "job satisfaction" and "organizational commitment" with regard to public officials in landscape architectural service can be improved through ensuring their expertise. This study suggests the following tasks to further inquire into landscape architecture in general. First, establish an identity of work allocation for public officials in the landscape architectural service, and second, establish an organizational constitution according to the positions in landscape architectural service. Accordingly, it is necessary for interested parties of landscape architecture to devise practical strategies so that such tasks can be converged administratively and reflected in policies.

• Korean Security Journal
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• no.26
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• pp.121-144
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• 2011

The Framework Act on the Management of Disasters and Safety 2004(FAMDS) currently underpins Korean civil protection system, and under this FAMDS, Korean civil protection establishes a three-tiered government structure for dealing with crises and disasters: central government, provincial & metropolitan government, and local government tiers. In particular, the concept of Integrated Emergency Management(IEM) emphasizes that emergency response organizations should work and act together to respond to crises and disasters effectively, based on the coordination and cooperation model, not the command and control model. In tune with this trend, civil protection matters are, first, dealt with by local responders at the local level without direct involvement of central or federal government in the UK or USA. In other words, central government intervention is usually implemented in the UK and the USA, only when the scale or complexity of a civil protection issue is so vast, and thus requires a degree of central government coordination and support, resting on the severity and impact of the event. In contrast, it appears that civil protection mechanism in Korea has adopted a rigid centralized system within the command and control model, and for this reason, central government can easily interfere with regional or local command and control arrangements; there is a high level of central government decision-making remote from a local area. The principle of subsidiarity tends to be ignored. Under these circumstances, it is questionable whether such top-down arrangements of civil protection in Korea can manage uncertainty, unfamiliarity and unexpectedness in the age of Risk Society and Post-modern society, where interactive complexity is increasingly growing. In this context, the study argues that Korean civil protection system should move towards the decentralized model, based on coordination and cooperation between responding organizations, loosening the command and control structure, as with the UK or the USA emergency management arrangements. For this argument, the study basically explores mechanisms of civil protection arrangements in Korea under current legislation, and then finally attempts to make theoretical suggestions for the future of the Korean civil protection system.

• 대한공업교육학회지
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• v.45 no.2
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• pp.46-69
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• 2020

The primary purpose of this study was to develop performance evaluation indices for measuring the results of the work and performance of the career exploration support centers. For the study, First, to describe the current status of the management system across the 228 centers, examine the staff's perceptions of the current evaluation method and system of each center, and analyze the needs of measuring indices of each center for its performance evaluation, a cross-sectional survey method was employed. Second, relevant literature was reviewed. Next, measurement indices were developed employing the Delphi method with a panel of 15 experts in developing instruments of accomplishment. Based upon the conclusion of this study, The measurement indices developed in this study focuses on the core measurement indices. These indices include a checkbox of necessary and unnecessary in each item so that each local department of education or each center can select indicating items (indices) according to its own needs. The newly developed measurement indices consists of four domains to assess: (1) Institutional competencies-goals, budget, system, and resources, (2) Practitional competences-qualities of programs, administration of experiential career program providers, promotion of centers and programs, management of human resources such as instructors or guides, and establishment of community-center cooperative networking system, (3) Accomplishments-finding new experiential career program providers, the number of participants such as schools and students, reciprocal system, and the degree of participants' satisfaction with the center and programs, and (4) specialized indicators-extra scores for center-based specialized programs.

• Research in Community and Public Health Nursing
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• v.1 no.1
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• pp.299-317
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• 1989

This study was attempted to find out the distribution of industrial nurses, analyze job performance by function and utilization state of medical dispensary among workers. The subjects for this study were 32 nurses working at industry located in Kyungpook and Taegu area. The data was collected through questionaire during the period of August 5-31, 1986, and analysed by the method of frequency and percentage. The following is the main findings of the study; 1. 72.2% of respondents was engaged in manufacturing industry, 33.3% in workplace whose regular workers was more than 2,000 workers. 67.7% in occupational health physicians was part-time system. 2. 93.1% of respondents was 20-29 years age group, 93.1% was graduates of junior nursing college, 96.6% was unmarried. 448% had 1-4 years of total working experiences. 3. For the motives which made them becomes industrial health nurse, 'good employment condition' was 62.1%. For the job satisfaction, 'moderate' was 586%. For the interest about the industrial health, 'moderate' was most frequent (58.6%). In the inservice education, 86.2% of the subjects was received education. 4. For the attitude of the dispensary and industrial nursing of employer, 'necessary' was most frequent (72.4%, 62.6%). 5. All establishment had dispensary facilities, 65.5% of them had independent dispensary. 6. In duty shift, 93.1% of respondents was working in one shift system. 41.4% of respondents was received from 250,000 won to 290,000 Won and 41.4% was belong to personnel section and 24.1% was direct controlled by general business section chief. 7. In the main health problem of their factories, 48.3% of respondents was work-environmental state, 24.1% was health education. 8. In the Dispensary budget, 60% of respondents was under 3,000 won per worker. 9. In the job performance rate by function, nursing service 73.1%, industrial health and nursing management 63.7%, environmental hygiene and safety management 54.5%, medical insurance 44.9%, welfare 38.4%. 10. Main health complaints among workers utilizing medical dispensary was 35.9% of respiratory system, 21.5% of gastro-intestinal system, 11.0% of skeletomuscular system.

• Journal of Advanced Marine Engineering and Technology
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• v.40 no.7
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• pp.655-662
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• 2016

This study proposes that a diving supervisor, who can perform the role of both a field manager and a supervisor, be introduced in the national qualification system. The goal was achieved by surveying the general status of the commercial diving sector, including the statistics of an underwater construction company, commercial diving equipment operation condition, diver working hours, diver supply and demand status, and underwater construction market size. The national qualification and national competency standard (NCS) systems were also analyzed to deduce the role definition and work scope of the diving supervisor. Consequently, the following proposition is made: the diving supervisor should be an "on-site manager with the highest job skill in the commercial diving field, who can perform the on-site process management as well as guide, supervise, and educate project participants and serve as an intermediary between the contractor and the workers." The responsibilities of the diving supervisor are proposed to include "diving planning and operation of the diving team," "diving with surface-supplied air and mixed-gas diving system," "chamber operation," "underwater construction," and "ship salvage." The persistent issues in commercial diving sectors, such as diver career development, management, and worker supervision, are expected to be largely resolved with the introduction of this qualification.

• The KIPS Transactions:PartD
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• v.14D no.2
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• pp.265-272
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• 2007

In this paper, we implement an automated composition system of web services using hybrid techniques that merge the benefit of BPEL techniques, with the advantage of OWL-S, BPEL techniques have practical capabilities that fulfil the needs of the business environment such as fault handling and transaction management. However, the main shortcoming of these techniques is the static composition approach, where the service selection and flow management are done a priori and manually. In contrast, OWL-S techniques use ontologies to provide a mechanism to describe the web services functionality in machine-understandable form, making it possible to discover, and integrate web services automatically. This allows for the dynamic integration of compatible web services, possibly discovered at run time, into the composition schema. However, the development of these approaches is still in its infancy and has been largely detached from the BPEL composition effort. In this work, we describe the design of the SemanticBPEL architecture that is a hybrid system of BPEL4WS and OWL-S, and propose algorithms for web service search and integration. In particular, the SemanticBPEL has been implemented based on the open source tools. The proposed system is compared with existing BPEL systems by functional analysis. These comparisions show that our system outperforms existing systems.