• Culinary science and hospitality research
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• v.22 no.1
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• pp.117-125
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• 2016

This study investigated workplace harassment perceived by deluxe hotel employees, examined its effect on their turnover intent, and verified difference in workplace harassment perception according to demographics and job characteristics. Based on total 248 samples obtained from the empirical research, this study reviewed reliability and validity using SPSS program. The hypothesized relationships in the model were tested simultaneously by using regression analysis. The major findings are as follows. First, the disrespectful behavior(${\beta}=.362$), verbal aggression(${\beta}=.336$), and physical aggression(${\beta}=.135$) among workplace harassment have positive effect on turnover intent. Also, according to the result of examining differences in perception of workplace harassment in accordance with employees' demographics and job characteristics, the average values of those in their 20s and those whose working experience was five years or shorter were lowest and they were most exposed to workplace harassment. Limitations and future research directions are also discussed.

• Journal of the Korean Home Economics Association
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• v.39 no.1
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• pp.191-204
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• 2001

The purposes of this study are to find the general trends of patriarchal characteristics at workplace and to investigate the differences according to related variables. The concept of patriarchal characteristics at workplace is defined in terms of three aspects of work, human relation, and sexual harassment. The data were obtained through 880 employed women living in Chonbuk-Province. The major findings were as follows : 1) As to the aspects of work and human relation, it was found that employed women very highly experienced the inequality such as sexual division of labor, sex-discrimination, sexual segregation, and women degradation. 2) Over the 90% of respondents reported that they had experienced the victimization of sexual harassment at workplace at least once. 3) The work-related variables(the type of occupation, the size of workplace, the length of employed women's continuance service, the ratio of employed women at workplace) in the degree of patriarchal characteristics were more important then demographic variables(age, education, marriage status)

• Korean Journal of Occupational Health Nursing
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• v.29 no.2
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• pp.160-171
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• 2020

Purpose: This study explored the association between workplace discrimination and violence and depressive symptoms among Korean employees. Methods: Data were obtained from the 4th Korean Working Condition Survey of 2014, which included 21,902 Korean employees. Depressive symptoms were measured using the WHO-5 Well-Being Index questionnaire scales. Results: A statistically significant relationship between workplace discrimination and workplace violence was found, and these two variables were also associated with depressive symptoms. After adjusting for variables such as sociodemographic characteristics, physical risk, and psychosocial working environment, workplace discrimination (OR=1.22, p<.001) and workplace violence (OR=1.69, p<.001) were both significantly associated with depressive symptoms. Conclusion: This study indicates that to promote employees' psychological health, systems and programs to prevent workplace discrimination and violence are needed. Development of these systems and programs should consider employees' experiences of workplace discrimination and workplace violence, sociodemographic characteristics, physical risk, and psychosocial working environments.

• Korean Journal of Adult Nursing
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• v.26 no.5
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• pp.553-562
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• 2014

Purpose: The purpose of this study was to identify factors influencing workplace bullying among Korean hospital nurses. Methods: Subjects in this study included 178 hospital nurses who attended two nationwide nursing educational conferences in 2013. The data was collected using self-report questionnaires which were used to identify the subjects' characteristics, self-esteem, perception of nursing organizational culture, and workplace bullying experience. Results: The results showed that 19.1% of study subjects reported being victims of workplace bullying and mostly experienced person-related and work-related bullying. Multiple regression analysis was done to identify factors affecting workplace bullying. The perception of relation-oriented culture, task-oriented culture and self-esteem turned out to be variables that explained nurses' workplace bullying, and these factors accounted for 32.0% of the variance. Conclusion: The findings suggest that nurses experience more workplace bullying in task-oriented cultures. However, they experience less bullying and report higher self-esteem and awareness in relation-oriented cultures. Interventions focused on the characteristics of the organization need to be developed to prevent workplace bullying in hospital nurses.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.3
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• pp.303-312
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• 2016

Purpose: The purpose of this study was to identify relationships among self-esteem, social support, nursing organizational culture, experience of workplace bullying, and the consequences of workplace bullying in hospital nurses, and then to provide basic information for developing workplace bullying prevention programs. Methods: Participants were 122 hospital nurses from three general hospitals. Data collection was done during April and May 2015. Data were collected using self-report questionnaires which were used to identify participants' characteristics, self-esteem, social support, nursing organizational culture, and workplace bullying. Results: Approximately one quarter of the nurses had experienced workplace bullying in the past six months. Hierarchical regression analysis showed that experience of workplace bullying (${\beta}=.45$) and self-esteem (${\beta}=-.31$) explained 53.3% of the variance in consequences of workplace bullying. Conclusion: Based on the findings that experiencing workplace bullying and having a low self-esteem were likely to increase workplace bullying in hospital nurses, there is a need to develop prevention and intervention programs on avoiding or dealing with workplace bullying.

• Korean Institute of Interior Design Journal
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• v.15 no.2 s.55
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• pp.118-126
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• 2006

This study aims at analyzing the characteristics and trends of future workplace in reference to the case for Digital Nomad Space (DNS). For this study, it has been investigated how to converge meanings of the digital environment and physical office space by which surveys to potential digital nomads were fulfilled. As a result, the types and the properties of future workplace in digital environment have been obtained. This study also includes general characteristics and design aspects of the time-based ubiquitous rental workplace followed by investigating future trends of the digital era. Thus, suggestions of spatial requirements of the digitalized office towards the practical level in the architectural interior design is proposed, and DNS has special features such as the cultural complex and ICT-based facilities with free accessibility to existing information and data over the air.

• The Korean Journal of Health Service Management
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• v.5 no.2
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• pp.91-104
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• 2011

This study is focusing on the fact that Medical bodies are a labor-intensive organization in the technological field which needs technical knowledge and concerted efforts and then explaining the job value and the workplace value on the basis of trust in terms of a sense of organizational unity. The study reveals that, the higher recognition of their seniors the medical workers have, the higher level of self-esteem for job value they have. In terms of personal characteristics, educational experience has a meaningful influence on self-esteem for job value; in terms of job characteristics, the period of one`s service and monthly salary have a meaningful influence on it. And, it is found, the higher the pride on workplace, respect and trust in seniors, loyalty to seniors and self-esteem for job value are, the more proud they feel of workplace.

• Safety and Health at Work
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• v.6 no.4
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• pp.279-288
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• 2015

Background: In this study, the measurement of job stress of electric overhead traveling crane operators and quantification of the effects of operator and workplace characteristics on job stress were assessed. Methods: Job stress was measured on five subscales: employee empowerment, role overload, role ambiguity, rule violation, and job hazard. The characteristics of the operators that were studied were age, experience, body weight, and body height. The workplace characteristics considered were hours of exposure, cabin type, cabin feature, and crane height. The proposed methodology included administration of a questionnaire survey to 76 electric overhead traveling crane operators followed by analysis using analysis of variance and a classification and regression tree. Results: The key findings were: (1) the five subscales can be used to measure job stress; (2) employee empowerment was the most significant factor followed by the role overload; (3) workplace characteristics contributed more towards job stress than operator's characteristics; and (4) of the workplace characteristics, crane height was the major contributor. Conclusion: The issues related to crane height and cabin feature can be fixed by providing engineering or foolproof solutions than relying on interventions related to the demographic factors.

• Korean Journal of Childcare and Education
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• v.17 no.2
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• pp.69-87
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• 2021

Objective: Studies have shown that turnover intention of teachers' in early childhood educational centers tend to negatively affect the quality of child care and children's adjustment. However, few studies have examined the underlying mechanism that increases teachers' turnover intention and have barely focused on environmental factors. We aimed to test whether workplace characteristics may affect teachers' turnover interntion through personal factors (i.e., burnout and health). Methods: A sample of 262 teachers participated in the study. Workplace characteristics, burnout, health and turnover intention were assesed through self-report questionnaires. Data were analyzed through SEM using Mplus and the significance of mediation effects were estimated by the bootstrapping confidence intervals. Results: Finidngs indicated that a poor workplace enviornment directly predicted high turnover intentions of teachers and indirectly predicted through their high burnout and poor health contidion. Conclusion/Implications: These findings contriubed to provide better understaning about an effective future direction for policies and intervention programs in order to decrease teachers' turnover intention and subsequently increase the quality of early childhood educational centers.

• Journal of Families and Better Life
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• v.30 no.4
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• pp.13-24
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• 2012

This study attempts to examine the effect of family friendly work policies on the work-family balance of employed married women with young children. While previous research has investigated the effects of family friendly work policies, the effects has often been confounded with the effects of other covariates such as worker's and workplace's characteristics. In this study, we try to distinguish the effects of the family friendly work policies from those of other covariates. We draw a sample of 131 employed married women with children under age 12 from the $2^{nd}$ National Korean Family Survey. We compare the level of work-famiy balance of the women by the type of workplace: public sector, large enterprise, medium enterprise, and small enterprise. The results of this study show that some of the differences in the work-family balance of the women working in the different type of workplace can be attributed to socio-demographic background of the women and the work characteristics of workplace. There is, however, an effect of family friendly policies on the work-family balance between those who work in public sector and in medium enterprise after controlling the effects of the covariates.