• 한국산업보건학회지
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• 제32권4호
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• pp.456-464
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• 2022

Objectives: The Purpose of this study is to improve work environment measurement in construction industry by survey. Especially, this study focused on the defferences between construction staffs(safety manger, health manager) and work environment measurement institution workers. Methods: Survey targets are construction staffs(safety manger, health manager) and work environment measurement institution workers. Respondent was selected by respective councils and conferences. A questionnaire consisting of items on general characteristics and the improvement of work environment measurement in construction industry. Results: Total of 134 people(39 safety managers, 27 health managers, 68 work environment measurement institution workers) responded to survey. Overall, current work environment measurement was deemed unsuitable for construction industry. There was a significant difference between construction staff and work environment institution workers in some question. On the other hand, there was no noticeable significant difference in general characteristics. Conclusions: As a result of survey, current work environment measurement was deemed unsuitable for construction industry in terms of measurement method, measurement timing, and actual site improvement. In addition, there is a statistically significant differences in response between construction staff and work environment measurement institution workers, so it is necessary to reflect both opinions in order to improve work environment measurement in construction industry.

• 치위생과학회지
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• 제16권4호
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• pp.263-271
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• 2016

본 연구는 대전 충남 지역 치과병 의원에서 10년 경력 이상 근무한 치과 중간관리자 업무 경험에 대한 의미와 본질을 탐색하고자 심층면접을 이용하였으며 다음과 같은 결론을 얻었다. 치과위생사는 선배 치과위생사가 퇴사, 치과의사의 권유, 이직, 승진 등 다양한 과정으로 중간관리자가 되는 것으로 나타났다. 치과 중간관리자로서 역할로는 주기적으로 소통을 통하여 직원을 관리를 하거나, 신입직원을 교육시키거나, 역량에 맞춰서 적합한 업무에 배치, 대화를 통한 긍정적인 관계를 유지하는 등 인적자원관리를 하고 있는 것으로 나타났다. 또한 환자를 관리하거나 경영목표를 설정하는 등의 업무도 다양하게 수행하고 있는 것으로 나타났다. 치과 중간관리자는 직원들에게 목표를 설정해주고 성과를 달성하였을 경우 보상을 하거나, 칭찬을 하는 등 적절한 동기부여를 하는 것으로 나타났다. 치과 중간관리자의 어려움은 중간관리자가 개념 및 역할을 모르거나, 추가적인 업무에 대한 어려움, 원장님과 직원 간에 중간역할의 어려움, 환자 관리, 업무에 대한 권한과 책임이 모호함, 상사와의 의견충돌, 중간관리자의 업무에서 느끼는 오해, 중간관리자 업무에 대한 교육의 부재 등으로 나타났다. 치과 중간관리자는 리더십, 변화주도, 자기관리 등의 능력을 갖추어야 한다고 느끼고 있었다. 마지막으로 중간관리자로서 느끼는 보람으로 직원을 지원하여 업무를 잘 수행할 수 있게 한 점과, 환자가 진심으로 감사함을 표현할 때 보람을 느끼는 것으로 나타났다. 이상의 결과를 종합해 보았을 때, 치과 중간관리자는 인적자원관리, 병원 경영 지원, 환자 관리 등 다양한 업무를 수행하고 있는 것으로 나타났으나, 다양한 치과 환경에 따라 중간관리자의 업무 대한 명확한 기준이 없고 치과 중간관리자에 대한 직무 교육이 제대로 이뤄지지 않고 있음을 알 수 있었다. 따라서 현재 치과 중간관리자에게 필요한 리더십, 변화관리, 자기관리, 재무관리 등 교육과정이 개설되어야 할 것이며, 치위생학 교육과정에도 환자 및 직원관리를 위한 의사소통, 치과 행정, 컴퓨터 활용 교육 등 중간관리자 업무에 대한 교육도 동시에 이루어져야 한다고 사료된다. 또한 이 연구를 바탕으로 치과 중간관리자의 역량 진단도구 및 평가도구와 관련된 후속연구가 필요할 것으로 생각된다.

• 한국산업보건학회지
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• 제31권4호
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• pp.540-548
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• 2021

Introduction: Preplacement health examination (PHE) is performed when a worker starts a certain work task which is designated as having occupational risks by the Ministry of Employment and Labor (MOEL). All data related to health examination except PHE are reported to the MOEL by the law. This study has been performed to understand the status of PHE at certain workplaces. Methods: PHE data gathered in a university hospital were analyzed and they were followed with results of the special health examination (SHE) in 2019 and 2020. Those who were evaluated as unfit to work as it was, were interviewed directly or indirectly through an occupational health manager to follow up the management status of their recognized health problems. Results: The unfit to work (unFTW) rate of PHE was 2.8%, and was not different according to the size of workplace or having occupational health service. The major cause of unfit to work was the uncontrolled life-style diseases such as hypertension and diabetes. The rate of SHE followed by PHE was 31.1%. It was not different by the unFTW rates, however, they were different according to having a full time in-house occupational health manager. Thirty-one among 71 examinees who were evaluated as unFTW underwent SHE after controlling their health condition and were finally evaluated as fit to work. Nineteen among 31 started to take medicine and eight have been placed in the work without designated risks. Conclusion: PHE can be used for new workers, who may have unknown or uncontrolled life-style diseases, to be asked to manage life-style diseases as well as work-related risks such as shift work. In order to have a better tracking system for work-related risks, the information of PHE should be analyzed together with other data from health examination.

• 한국건축시공학회지
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• 제20권6호
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• pp.545-554
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• 2020

최근 건설현장에서의 안전사고는 근로자의 생명을 위협하는 중대한 사고로 이어질 수 있는 만큼 안전관리업무를 담당하는 안전관리자의 역할이 대두대고 있다. 그러나 현행 건설업 안전관리에 있어 안전 관리자는 1인당 담당하는 업무량이 과도하게 많고, 비효율적인 안전업무들로 인해 업무내용 개선 및 간략화가 필요한 실정이다. 본 연구의 주목적은 안전 관리자 계획단계에서 수행되는 업무들의 난이도와 예방효과를 전문가 의견을 통해 2×2 Matrix 분석 기법을 활용하여 상관관계를 도출하고 불필요한 업무의 간략화와 업무 개선이 필요한 부분을 파악함으로써, 궁극적으로 건설안전재해사고 발생을 줄이는 데 있다.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.171-178
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• 2013

Purpose: This study was conducted to determine the effect of the performance of Workplace Health Manager at the workplace on presenteeism in the workers. Methods: Three months before this study, between June 2010 and September 2010, a self-reporting survey of 316 employees in 136 workplaces in each of each hired a Workplace Health Manager was performed at their workplace with explanations of the purpose and methods of this study after their consent was obtained. Results: The average performance score of the Workplace Health Manager as graded by the employees was 3.8 out of 5 points. The duties of the Workplace Health Manager which received higher grades were posting of the Material Safety Data Sheets (MSDS), health education, and future management with respect to the results and procedure of health care-related work. According to the employees' survey, the score for presenteeism was evaluated as 14.3 out of 30 points. Based on the presenteeism analysis results, when (1) the employee was a male, (2) the workplace was established and managed by Industry Safety and Health Committee, (3) the employees were aware of the role of Workplace Health Managers, and (4) Workplace Health Manager fulfilled his/her role actively and successfully, presenteeism was observed to a lesser extent. Conclusion: According to the results of the study, presenteeism was observed to a lesser extent when the Workplace Health Manager actively performed his/her role.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제16권6호
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• pp.1913-1934
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• 2022

The emergence of technologies like Big data analytics, Industrial Internet of Things, Internet of Things, and applicability of these technologies in various domains leads to increased demand in the underlying execution environment. The demand may be for compute, storage, and network resources. These demands cannot be effectively catered by the conventional cloud environment, which requires an integrated environment. The task of finding an appropriate service provider is tedious for a service consumer as the number of service providers drastically increases and the services provided are heterogeneous in the specification. A service broker is essential to find the service provider for varying service consumer requests. Also, the service broker should be smart enough to make the service providers best fit for consumer requests, ensuring that both service consumer and provider are mutually beneficial. A service broker in an integrated environment named Global Manager is proposed in the paper, which can find an appropriate service provider for every varying service consumer request. The proposed Global Manager is capable of identification of parameters for service negotiation with the service providers thereby making the providers the best fit to the maximum possible extent for every consumer request. The paper describes the architecture of the proposed Global Manager, workflow through the proposed algorithms followed by the pilot implementation with sample datasets retrieved from literature and synthetic data. The experimental results are presented with a few of the future work to be carried out to make the Manager more sustainable and serviceable.

• 유통과학연구
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• 제20권9호
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• pp.29-38
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• 2022

Purpose: The purpose of this study to determine the effect of distribution transformational and transactional project manager leadership style on the extra-role performance of project team members using multi-level modelling analysis. Research design, data and methodology: The role of psychological factors as the mediating variable namely is self-efficacy in the effect of project manager's leadership style on the project team members' performance was also studied using the Monte Carlo bootstrapping method. The sample of the study consisting of 370 project team members from 74 contractors registered with the Construction Industry Development Board in the Klang Valley was selected using a simple random sampling and a survey using a questionnaire. Results: The findings showed that the transformational leadership of project managers was a dominant predictor of extra-role performance of project team members. Furthermore, the study show the self-efficacy of project team members acted as a mediator in the relationship between transformational and transactional leadership of project manager leadership on the extra-role performance of project team members. Conclusions: The findings are expected to be used by the relevant parties in planning, arranging and implementing efforts to improve the work performance and ensure that projects are implemented according to the specified specifications.

• 한국직업건강간호학회지
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• 제29권1호
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• pp.8-19
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• 2020

Purpose: To identify the importance and performance levels of health management duties, work-related and general attributes of health managers in medical institutions and analyze their impact on the performance of managing health-care related tasks. Methods: This research identified the performance levels of 150 health managers who have been executing industrial health-related duties for more than six months as nurses in medical institutions with more than 30 hospital beds. The variables which affect their performances were then analyzed. Results: The average importance of health care duties was 8.1 out of 10 and 5.5 for performance levels. Multi-regression analysis on the variables affecting performance levels of health managers in medical institutions showed that health managers exhibit higher numbers under the following conditions: over 300 full-time employees, more than 1 year but less than 3 years of experience, positions above section chief level, affiliation to the safety and health department, and high perception of duty importance. Conclusion: Improved cognizance of health manager importance should occur initially; then, health-care center setup, assigning of exclusive occupational health managers, and organizational efforts to improve the working environment in tandem with the provision of educational training programs to improve work quality are necessary.

• 한국산학기술학회논문지
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• 제15권10호
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• pp.6158-6167
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• 2014

본 연구는 말레이시아 병원과 유사규모의 한국 병원을 대상으로 보건정보관리자(HIM)의 새로운 역할 7가지에 대한 직무를 비교연구하기 위한 것이다. 말레이시아 병원은 272병상 규모의 종합병원을 선정하였다. 말레이시아는 해당병원을 연구자가 직접 방문하여 담당자 면담 등을 실시하였고 기간은 2013년 7월 22일부터 8월 2일까지 약 2주간이었다. 국내병원은 말레이시아와 병상규모가 유사한 병상대의 종합병원 총 13곳을 대상으로 유선 상 질의응답을 통해 확인하였다. HIM의 새로운 7가지 역할에서는 Health information manager로서 말레이시아 병원은 ICT가, 한국 병원은 조사대상 병원의 30.8%가 역할을 수행하고 있었다. Clinical data specialist역할 관련 classification of disease & procedure는 양국 모두 실시하고 있었고 tumor registry은 말레이시아 병원은 담당하고 있었던 반면 한국 병원에서는 15.4%만이 담당하고 있었다. 퇴원환자 통계는 말레이시아에서는 담당하지 않았고 한국은 76.9%에서 담당하고 있었다. 특수질환 등록업무는 한국은 22.1%에서 담당한 반면 말레이시아는 전체 법정전염병 등록 뿐 아니라 병원출생아와 사망자에 대한 정보등록까지 실시하고 있었다. 그 외 Patient Information Coordinator, Data Quality Manager, Document and Repository Manager, Research and Decision Support Analyst 역할은 양국 모두에서 실시하고 있지 않았다. HIM의 새로운 역할은 한국 중소병원에서 실천률이 낮은 편이다. 따라서 한국전체에서 HIM 역할이 확고히 정립되려면 중소규모 병원까지도 그 역할을 잘 수행할 수 있도록 해당 협회차원의 지속적인 교육, 지원을 통해 일부 대형병원뿐 아니라 중소병원을 포함한 전체 병원에서 역할이 명확화 될 수 있는 노력이 필요하다. 특히 특수질환 등 등록업무는 말레이시아 병원이 한국 병원에 비해 역할이 잘 정립되어 있어 이를 벤치마킹하여 업무를 확대하는 방안도 모색할 필요가 있다고 사료된다.

• 대한인간공학회지
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• 제31권1호
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• pp.185-189
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• 2012

Objective: The aim of this paper is to introduces Hyundai Heavy Industry's ergonomic risk assessment tool, H-OWAS, which is considering work load and frequency compared to the OWAS. Background: As prevalence of work-related musculoskeletal disorders(WMSDs) in ship building industries has been much higher than that in other industries, most of the large scaled corporations have implemented their own prevention program since legislation on the prevention of WMSDs had introduced in 2003. Method: This paper introduces WMSDs prevention program, HEMP(HHI Ergonomics Management Program) which consists of risk assessment, improvement efforts of working environments, medical treatment and training/evaluation and describes how to operate the program. We also describe application of OWAS method considering work load and frequency for risk factor analysis(H-OWAS) and shows methodology for assessing the ergonomic risk factor. And comparison of the assessment results between OWAS and H-OWAS is carried out by statistical analysis. Result: There was statistically significant difference in the assessment results between OWAS and H-OWAS, and regression shows H-OWAS explains the borg's scale of perceived exertion more clearly than OWAS. Conclusion: H-OWAS has been proved more effective tool than OWAS to evaluate ergonomic risk factor under real working condition. Application: H-OWAS can be widely applied to the many other companies when implementing the ergonomics risk assessment.