• Asian Journal of Business Environment
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• 제3권1호
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• pp.23-27
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• 2013

Purpose - This study will focus on motivation of temporary workers working in distributors as well as generic companies, especially MPS (motivating potential score) proposed by job characteristics model. We think that temporary workers required intrinsic motivation in order to commit with their organization because they are difficult switch-regular workers due to glass ceiling. Research design, data, methodology - This study operates a survey targeting temporary workers, specifically, we used 144 copies except uncollected copies and dishonesty response of total 165 copies on analysis. We used multiple regression and 3 step regression to investigate the proposed model. Results - The high level of perceived distributional justice and procedural justice was increased the level of organizational commitment, respectively. And, MPS was increased the level of organizational commitment, too. Finally, this study showed that both justice and Job characteristics were very important to increase organizational commitment. Conclusions - In order to inspire temporary workers, the company provides placing enough considering job characteristics as well as fairness of the procedure and distribution. Also, to more fully understand the underlying processes between HRM (Human Resource Management) concepts, new fundamental methods may be required such as switch full-time opportunities.

• 간호행정학회지
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• 제21권3호
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• pp.297-307
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• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• 동아시아경상학회지
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• 제7권2호
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• pp.1-9
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• 2019

Purpose - This study aims to examine whether key differences in characteristics of unions have significant implications for absenteeism. To uncover what characteristics of union made workers make decisions to be absent, this study used such key dimensions of unionism as democracy, cooperative strategy of a union, and d density rate. Research design and methodology - The research model of this study is that absenteeism has positive relations with union's democracy and density. But it has negative relations with union cooperative strategy. This study was conducted by survey method on 333local unionized business entities of metal industry in South Korea. Results - The result shows that significant and positive relationship between unions with high density rates, democracy and absenteeism which is in line with the argument of the previous studies. Different from the expectation, the hypotheses 2, it has been shown that there is positive relation between cooperative strategy of union and the decision of workers to be absent. Conclusions - Employers with unions with high density rates could not fully exercise disciplinary power against those workers absent at workplace since a strong union shields them effectively from punishments by employers.

• 한국실내디자인학회논문집
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• 제22권5호
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• pp.68-77
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• 2013

'The Third space,' which is the concept that embraces sociological, spatial, and marketing concepts, refers to the place which is other than the home and the workplace and which is a comfortable frequented place where meditation, psychological relaxation, and social needs can be satisfied. 'The Third space' has the characteristics of comfort, openness, interactivity, playfulness, and diversity. In modern times, most of consumption spaces play the role of 'the Third space,' and the typical example is $Caf{\acute{e}}$. $Caf{\acute{e}}$ began from its origin with the characteristics of 'the Third space,' and recently it has become the complex cultural space of urban dwellers. $Caf{\acute{e}}$ as 'the Third space' has the characteristics of a healing space, communication space, personalized space, value-expressive space, culture and consumption space, nomad space. Such characteristics of $Caf{\acute{e}}$ are well represented in the cafes around the regions where 'street culture' has recently been formed. As examined through the examples, $Caf{\acute{e}}$ as 'the Third space' can be more strategically produced by establishing themes through storytelling, giving spatial identity through style creation, diversifying the sequence through complex space organization, and establishing interaction devices through experience elements.

• 한국치위생학회지
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• 제20권5호
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• pp.645-653
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• 2020

Objectives: The purpose of this study is to identify the difference between the awareness and reuser rate of infection control t for disposable dental care supplies (DDCS) according to general characteristics and infection management-related characteristics. Methods: A questionnaire was used for 277 dental hygienists to check the general characteristics, infection management-related characteristics, awareness of infection control disposable dental care products, syringe needle, prophylaxis cup, prophylaxis brush, plastic saliva ejector, orthodontic bracket, and gloves reuse rate. Results: The awareness of infection control for DDCS differed according to 'hospital type', 'average number of patients per day', 'presence or absence of infection control guidelines', and 'experience in infection management training in the last two years' (p<0.05). Reuser rates of disposable dental care products differed according to 'hospital type', 'average number of patients per day', 'presence or absence of infection control guidelines', and 'experience in infection management training in the last two years' (p<0.05). Conclusions: In order to manage infection of DDCS, the level of infection control system in the workplace is improved and support for related education is needed. In addition, guidelines and regulations on prohibition of reuse and classification criteria for various DDCS should be prepared.

• 대한안전경영과학회지
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• 제25권4호
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• pp.25-33
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• 2023

This study analyzed the factors affecting the effectiveness of the Chemical Hazard Risk Management (CHARM). A survey was conducted on 104 learners who participated in the Risk Assessment training course at Occupational Safety and Health Training Institute. Through a self-administered questionnaire, the effect of personal characteristics, corporate characteristics, and safety and health level of the company on the effectiveness of chemical risk assessment was investigated. As a result of statistical analysis, the safety and health level of the company had a positive (+) effect on the effectiveness of Chemical Hazard Risk Management(CHARM), but personal characteristics and corporate characteristics had no relation to it. This study can be used as basic data for further research related to chemical risk assessment in workplaces.

• 대한치과의사협회지
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• 제54권5호
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• pp.374-383
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• 2016

The purpose of this study is to analyze the determinants of pay satisfaction of dental employees. The questionnaire used in this study consists of personal characteristics, characteristics of workplace, administration of pay, Pay satisfaction questionnaire (PSQ). PSQ was translated, and backward translation into korean was implemented. A pilot test was conducted with 25 dental employees to complete the questionnaire. Survey was conducted from February to July in 2015, receiving 323 valid responses. Anova or t-test was conducted with categorized characteristics, by calculating pay satisfaction scores. Principal factor analysis which is an exploratory factor analysis was conducted to investigate the consistency of pay satisfaction. Multiple regression analysis was conducted to investigate how much effect the variables have on pay satisfaction. The result of principal factor analysis showed that pay satisfaction consists of 3 factors which are 'paying system', 'pay level', 'benefits'. 'Pay raise' which was one of 4 factors of original PSQ was not the factor of pay satisfaction of dental employees. The result of analysis of characteristics showed that the scores of paying system between dental clinic and dental hospital had significant difference. The result of multiple regression analysis showed tendencies pay satisfaction increases when age and monthly income increases and whole career and the number of unit chairs decreases. Increasing the autonomy of employees and simplification of paying system would improve pay satisfaction efficiently. When age increases, the pay level increases because of the seniority-based pay structure, and this leads to the higher satisfaction. The higher amount of pay leads to higher satisfaction. The expectation over pay increases relatively higher than the increase of pay level and this leads to the less satisfaction. When the number of unit chairs is fewer, the workplace is smaller, so the employees have more autonomy, and this leads to higher satisfaction.

• 한국병원경영학회지
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• 제23권2호
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• pp.67-81
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• 2018

Purposes: The purpose of this study was to investigate the relationship between male nurse's gender stereotype, role conflict and organizational commitment. Methodology: Data were collected from 169 male hospital nurses from August, 2016 until September. The Male nurse's gender stereotype, role conflict and organizational commitment were measured using a structured questionnaire. Collected data were analyzed using SPSS/win 23.0 for windows. Descriptive statistics, t-test, ANOVA and Pearson's correlation were used. Findings: There were statistically significant differences in the gender stereotype by general characteristics such as age and military duty. There were statistically significant differences in the role conflict by general characteristics such as education level and position. There were statistically significant differences in the organizational commitment by general characteristics such as the hospital's location and hospital type. Gender stereotype and role conflict had no significant correlation (r=-0.050, p=.516). A statistically significant positive correlation was detected between male nurse's gender stereotype and 'continuance commitment' (r=0.272, p<.001). A statistically significant positive correlation was detected between male nurse's role conflict and 'continuance commitment' (r=0.178, p=.021). Practical implications: The result of this study indicate that to reduce role conflict of workplace environment and induce the affective commitment of male nurses within a female-centered nursing organization should be sought.

• 대한인간공학회지
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• 제29권4호
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• pp.405-422
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• 2010

Occupational musculoskeletal disorders currently account for the largest proportion of the occupational illnesses in Korea. In this research, status of musculoskeletal disorders among the occupational illnesses was examined through workers' compensation claims data. Types and characteristics of musculoskeletal disorders were looked at other data set as well. The data sets included epidemiological investigation data reported by Occupational Safety and Health Research Institute, and data collected from occupational disease surveillance reports and Korean occupational health-related scientific journals. Number of cases, incidence rate and insurance benefits for occupational musculoskeletal disorders in Korea are increasing every year. In addition, musculoskeletal disorders occurrence is shifted from large enterprises group to small-and-medium group, from manufacturing to service sector, and from production workers to office and professional workers. Although low back pain is still most common, its occurrence characteristics is gradually shifted from traumatic to cumulative while musculoskeletal disorders are somewhat seemingly moved from lumbar to upper limb body part. Musculoskeletal disorders were observed to be more diverse and prevalent in epidemiological investigations or surveillance data rather in workers' compensation claims data. Musculoskeletal disorders occurrence is related to demographic factors, occupational psychosocial factors, and ergonomic risk factors at workplace for which appropriate preventive measures needed to be made accordingly.

• 지역사회간호학회지
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• 제12권1호
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• pp.239-246
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• 2001

This paper attempts to identify the occupational stress-related factors among the workers at the manufacturing industry and to provide the basic data concerning development of stress management program focused on the manufacturing industry. The subjects exhibit significantly highest level of 'the characteristics of task and participation in decision making factor'. And the mean score of 'the avoid coping strategies' was higher than 'the control coping strategies'. The main factor that affected the occupational stress responses was 'the physio-environmental factor' and it was explained 15.6% out of the total variance of the stress responses. Also, it would be explained 29% out of the total variance of the stress responses with 'the characteristics of task/participation in decision making factor', sex, social support, and 'extra-organizational stressor'. In conclusion. For developing the stress management program in workplace, 'the physical environmental factor' and 'the characteristics of task and participation in decision making factor' should be considered. Also, It should be identified the direct and indirect paths among factors that significantly related factors to the occupational stress of workers further more.