• Journal of Korean society of Dental Hygiene
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• v.7 no.2
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• pp.135-151
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• 2007

The purpose of this study was to examine the work environments of dental hygienists, to find out about what problems there were with their work environments and ultimately to help improve their work environments. It's basically intended to pave the way for furthering the welfare and interests of dental hygienists. The subjects in this study were dental hygienists who were selected by random sampling from among the members of Korean Dental Hygienists Association. Approximately 20 percent of the members each were selected from every region across the nation, and their work environments were investigated in consideration of the kind of their workplaces, service area, career and field of duties. As for the demographic characteristics of the dental hygienists investigated, there were differences between those who worked in the field of health care and the clinical workers. More of the former were older and married, and the former was ahead of the latter in career and education as well. Regarding working hours and leave of absence by kind of workplace, the number of regular average holidays was different according to their place of employment. Dental hospitals(6.66 days) and dental clinics(6.81 days) gave their employees less days off on the whole, whereas public dental clinics(19.29 days) granted the dental hygienists the longest leave of absence. Also, there was a broad gap in the number of regular average holidays among different regions in the nation. The dental hygienists who worked in Gangweon province enjoyed the longest holidays(10.88 days), while those on Jeju Island took the shortest vacation(4.46 days). Concerning monthly mean pay by place of employment, those who worked in public dental clinics were paid the best, and the dental hospital employees received the smallest pay. Their monthly mean pay significantly varied with the kind of their workplaces. As to connections between service area and pay level in the event of the dental hygienists with a four-year career, those who served in Seoul were paid the best(1,820,800 won), followed by Gyeonggi province(1,795,800 won), Gyeongsang province(1,604,200 won), metropolitan cities(1,424,800), Gangweon province(1,300,000 won) and Jeolla province(1,016,700 won). In regard to the starting pay in the different areas, the starting pay was largest in Seoul(1,501,800 won) and smallest in Jeolla province(904,000 won). Concerning work environments by place of employment, the dental hygienists in public dental clinics, general hospitals and university hospitals were far older than the others, and the career of the former was much larger than that of the latter. As to the number of regular leave of absence, public dental clinics, general hospitals and university hospitals were different from dental hospitals and clinics in that regard as well. Concerning monthly pay, public dental clinics paid their employees the best, and dental hospitals and clinics were ahead in terms of pay raise. But the reason seemed that public dental clinics and general hospitals increased the pay of their employees based on a fixed wage system and according to a fixed rate at the same time. As for relations between career and work environments, the pay of the dental hygienists differed with their career. The amount and rate of pay raise were largest for those whose career was between four years and less than six years, and smallest for those whose career was between seven years and less than nine years. The above-mentioned findings of the study suggested that in order to give dental hygienists better treatment, pay and welfare benefits should urgently be improved, and that it's required to take actions to boost their job satisfaction. Besides, they should be given more chances to receive education or to take training courses in pursuit of self-development, and how to narrow gaps in work environments among different regions or fields should carefully be considered.

• Korean Journal of Occupational Health Nursing
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• v.8 no.1
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• pp.22-41
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• 1999

This study intended to analyze the health promoting behaviors, compare their factors according to the shift pattern of duties of women workers who were working in the industrial workplace and present basic data in planning systematic and effective programs of health promotion for three-shift system and day-duty. Using Quota Sampling, 219 women workers were selected as subjects from 5 workshops which had 50 settled workers up to 300 and 10 factories which had more than 300 located in Taegu and Kyung-Book Province. Data were collected by means of questionnaire from September 12 to September 30, 1998. As the instruments of the study were used Health Promotion Lifestyle Profile(HPLP) which was adapted and adjusted by Seo, Y. O. for health promoting behavior, the one developed by Moon, J. S. (1990) for health-belief, the one developed by Sherer et al.(1982) and then adapted by Oh, H. S. for self-efficacy, and the one developed by Park, J. W. (1985) for social support. The analysis of data were performed with Cronbach's ${\chi}^2$-test, t-test, ANCOVA, Kendal tau, Pearson correlation, Stepwise Multiple Regression test using SPSS program. The results of the study are as follows : 1. There was a significant difference in age(${\chi}^2=32.46$, p=0.000), career (${\chi}^2=18.47$, p=0.000), working day(t=-3.18, p=0.000) by the shift pattern of duties in terms of socio-demographic characteristics. 2. There was a statistically significant difference between the two groups on the health promoting behaviors (t=2,52, p=0.012). The score of three-shift group on health promoting behaviors was 2.27, showing that it was lower by .13 than that of day-duty group(2.40). 3. ANCOVA involving age, career and working day as covariables, which had revealed significant difference before, showed that health promoting behaviors by the shift patterns of duties was significantly different(F=4.88, p=0.028). 4. In consideration of variables that have an influence on health promoting behavior by the shift pattern of duties, social support occupied 19.4% of health promoting behavior in the three-shift group and 22.5% including the sense of self-efficacy. In the day-duty group, social support occupied 34.4% of health promoting behavior. 5. The score of three-shift group(2.94) was significantly lower than that of day-duty group(3.12) in the perceived benefit of health-belief(t= -3.29, p=0.001), while the score of three-shift group (2.48) was significantly higher than that of day-duty group(2.24) in the perceived barrier (t=4.22, p=0.000). In the sense of self-efficacy(t=-4.20, p=0.000), the score of three-shift group(3.24) was significantly lower than that of day-duty group(3.53) while in social support(t=-4.56, p=0.000) the one of three-shift group(2.64) was significantly lower than that of day-duty group(2.88). The suggestions are as follows on the basis of the results of this study : 1. It is required to develop health promoting program that takes the shift pattern of duties of women workers into consideration. In addition, there are special demands on developing nursing strategies for health promoting behavior of three-shift workers. 2. It is required to develop specific strategies for social support which is the most significant factor to the health promoting behavior for women workers. 3. It is necessary to develop some programs for improving the sense of self-efficacy, social support, and health-belief of three-shift workers. To achieve these tasks, industrial nurses should play an active role and improve the ability of self-health care of women workers.

• Journal of Korean Society of Environmental Engineers
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• v.36 no.6
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• pp.434-441
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• 2014

This study is purposed to measure airborne asbestos concentrations at demolition sites and surrounding areas of asbestos containing buildings in Seoul and examine whether the measurement results correspond with allowable exhaust standard for asbestos of the Asbestos Safety Control Act. The airborne asbestos concentrations for 37 sites were below the detection limit ($7fiber/mm^2$) in 101 (35%) out of 288 samples. The whole average airborne asbestos concentration in 37 sites was $0.003{\pm}0.002f/cc$(max 0.0013 f/cc) and almost the whole airborne asbestos concentrations were satisfied with allowable exhaust standard for asbestos, 0.01 f/cc, of the Asbestos Safety Control Act. So possibility of asbestos exposure is not yet a major concern at current levels for sites demolished of asbestos containing buildings in Seoul. Looking at each sampling point, the average airborne asbestos concentrations in boundary line of site, entrance of sanitation, around the workplace (in), around the workplace (out), negative pressure units, storage area for waste, outlet for waste and residential area of residents were respectively $0.002{\pm}0.002f/cc$, $0.004{\pm}0.002f/cc$, $0.004{\pm}0.002f/cc$, $0.004{\pm}0.002f/cc$, $0.004{\pm}0.002f/cc$, $0.005{\pm}0.004f/cc$, $0.005{\pm}0.003f/cc$ and $0.003{\pm}0.002f/cc$. As a result, all sampling points of study were satisfied with allowable exhaust standard for asbestos, 0.01 f/cc, of the Asbestos Safety Control Act.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.183-200
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• 2024

Recently, with the MZ generation's entry into society and the social participation of the female population, conflicts are occurring between workplace groups that value WLB and existing groups that emphasize collaboration due to differences in work orientation. Public institutions and companies that utilize work-life balance support systems show differences in job Commitment depending on the nature of the work and the activation of the support system. Accordingly, it is necessary to verify the effectiveness of the WLB support system actually operated by the company and present universally valid standards. The purpose of this study is, first, to verify the effectiveness of the support system for work-life balance and to find practical consensus amid changes in policies and perceptions of the working environment. Second, the influence of work-life balance level and job immersion according to work characteristics was analyzed to verify the mutual influence in order to establish standards for WLB operation that reflects work characteristics. For the study, a 2X2 matrix model was used to analyze the impact of work-life balance and work characteristics on job commitment, and four hypotheses were established. First, analysis of the job involvement level of conflict-type group members, second, analysis of the job involvement level of leading group members, third, analysis of the job involvement level of agreeable group members, and fourth, analysis of the job involvement level of cooperative group members. To conduct this study, an online survey was conducted targeting employees working in public institutions and large corporations. The survey was conducted for a total of 9 days from October 23 to 31, 2023, and 163 people responded, and the analysis was based on a valid sample of 152 people, excluding 11 copies that were insincere responses or gave up midway. As a result of the study's hypothesis testing, first, the conflict type group was found to have the lowest level of job engagement at 1.43. Second, the proactive group showed the highest level of job engagement at 4.54. Third, the conformity group showed a slightly lower level of job involvement at 2.58. Fourth, the cooperative group showed a slightly higher level of job involvement at 3.80. The academic implications of the study are that it subdivides employees' personalities into factors based on the level of work-life balance and nature of work. The practical implications of the study are that it analyzes the effectiveness of WLB support systems operated by public institutions and large corporations by grouping them.

• Journal of Korean Ophthalmic Optics Society
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• v.18 no.1
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• pp.1-10
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• 2013

Purpose: This study is conducted to evaluate the job stressors for opticians in Ulsan city. Methods: We investigated job stress of 180 opticians working in Ulsan. The results of this study from The Korean standard job stressors assessment tool developed by Korea occupational safety and health agency (KOSHA) was compared with Korean reference value. The questionnaire on the social, demographic characteristics of opticians was also used to find the factors affecting to job stressors by using multiple linear regression analysis. Results: Among the eight fields of stressors, the interpersonal conflict (the median value; 33.4, the measurements; men; 38.8, women; 41.5) and company culture (the median; 41.7, the measurements; men; 47.4, women; 49.3) were higher than the median value of the Korean workers. By multiple linear regression analysis, the significant factors to the interpersonal conflict were the duty, working hours, unmarried, average salary. In terms of the company culture, last school, rest day of month, job career, average salary and working hours were significantly associated to the score of company culture. Conclusions: Based on the results, important factor in the formation of a positive organizational culture through to improve treatment of opticians investigation and mutual horizontal communication systems in the workplace for the manage on interpersonal conflict and company culture.

• Korean Journal of Childcare and Education
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• v.9 no.6
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• pp.25-49
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• 2013

This study intends to identify the perceptions of childcare teachers in training programs for cooperating teachers in childcare practicum. The 368 childcare teachers who participated in the study lived in D City. The researchers modified the questionnaire from the study of Woon-Ju Cho (2001). In order to analyze the collected data, frequency and cross tab analyses were performed. The research results are as follows: Firstly, according to the examination of the purpose of the training programs for cooperating teachers in childcare practicum, they perceived the acquisition of the abilities to instruct effective teaching methods as the purpose of the training programs for cooperating teachers in childcare practicum. Secondly, there were no statistically significant differences as the researchers investigated the perceptions of childcare practicum, according to the level of participants' education and experiences. But, there was a statistically significant difference of feedback on the journal of the participants' experience level. Thirdly, according to an analysis on the formats of the training programs for cooperating teachers in childcare practicum according to education levels and experience levels, the participants' preferred short-term education during the semester (after returning to the workplace on weekdays). In specific, they preferred less than three hours of education for a three-day or shorter period. As for the characteristics of long-term training programs, three days or less weekly and one to two hours daily were preferred.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.9
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• pp.281-289
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• 2017

This study was conducted to evaluate the influence of educational experience and attitude toward performance confidence of cardiopulmonary resuscitation amongcare helpers. This study was conducted using a descriptive survey design. Participants were 140 care helpers in C-province. Data were collected from February to April, 2017 using self-report questionnaires andthe collected data were analyzed using the SPSS WIN 20.0 program. Differences amongstudy variables by participants' characteristics were analyzed by a t-test, ANOVA, and Scheffe' test. Correlations between attitudes and confidence of CPR performance by Pearson's correlation coefficients. Factors influencing confidence in CPR were analyzed by Multiple regression. There were significant positive correlations between attitude and confidence in CPR(r=0.41, p<0.001). The result showed that the more than fourhours of education(${\beta}=0.28$) and a positive attitude toward CPR increased CPR performance confidence. Based on the present findings, CPR education should be included continuously in the workplace and developed to appropriately cope with cardiac arrest emergency situations in care facilitiesfor elderly people. Therefore, customized CPR education programs should be developed care helpers and included in job training and refresher education courses for care helpers.

• Korean journal of communication and information
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• v.79
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• pp.40-69
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• 2016

This study examines how the Korean media has covered the leukemia case of Samsung workers. The news articles on the cases, published in the three terrestrial broadcasting stations, the five major newspapers, progressive Internet news media, conservative Internet news media, and business newspapers between 2007 and 2015, were retrieved and analyzed. Four characteristics of news reports were discovered as following: First, while conservative news media and business news media have exnominated the first phase of the case in which a civil organization Sharp claimed that Samsung workers had leukemia from their workplace; they have nominated the second phase of the case in which Samsung attempted to solve the problem by compensating the victims for their disease. Second, the media generally have displayed more interests in the results than in the causes of the case. Third, the conservative press and business newspapers have reported the case in favor of Samsung rather than laborer victims. Fourth, the conservative press have deployed market-friendly discourses, rather than problematizing the state and civil society. Through an abduktive analysis, this study argues that except the Hangyore and Kyunghyang Shinmun, most of the Korean media, assuming pro-business attitude, do not question or clarify where the responsibility of the industrial disaster lies by displaying their interests in the phase of solution, not in the phase of cause.

• Research in Community and Public Health Nursing
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• v.11 no.1
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• pp.90-104
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• 2000

This study was carried out to investigate the current state of occupational health management and characteristics of employees working in small-scale-enterprises (SSE) employing less than 50 workers. Samples were chosen among the two thousands employees working in 838 factories where located in Youngdungpo-Ku, Seoul, Korea. The study results were as followed: 1. Most factories investigated in the study were manufactures (68.6%) which were established in 5 to 10 years ago (29.2%), employing less than 5 workers (72.9%) and registered in accident compensation insurance (23.0%). 2. Health screening was undertaken in 24.9% workplaces for periodic health examination and in 1.5% for special health examination. Environmental monitoring was done in 3.3% factories. Very few factories displayed Material Substance Data Sheet (MSDS) in 3.1% among the total factories. 3. Workplaces usually had their own toilets in 75.9% and washing basin in 58.6% as types of sociowelfare facilities. 4. Employees responded in the study were mostly in the range of age from 30 to 39 in 34.7%. male in 84.8%. the married in 70.3%. manual workers in 42.0%. mostly working regularly 51 hours per a week in 48.2% and earned 710.000 Won to 1.000.000 Won per month in 35.0%. Medical utilization for employees were covered by factories sponsored medical insurance in 12.7% and by provincial sponsored medical insurance in 83.4%. 5. Two point six percents of employees were suffered by diseases. The health complaints indicated were mainly digestive problems in 46.7% and hypertension in 24.4%. 6. Employees wore personal protective equipments for work such as gloves in 48.1%. safety shoes in 30.5%. ear plug in 5.5% and mask in 6.9%. Based on the results of study, we recommend that various types of occupational health management should be developed according to workplace working condition of each factory. In addition to the development of occupational health strategies. we think that it is more important to monitor and to allocate how effectively they operate each other on the basis of longitudinal continuity. Besides, we would like to insist that these all management effort should be focused on prevention of disease and occupational health education of employees.

• Journal of Engineering Education Research
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• v.14 no.1
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• pp.46-54
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• 2011

The present study was carried out to investigate gender-related attitudes of professors in engineering as a socio-environmental factor for career barriers of female engineering students. For this purpose, 220 professors, 169 in engineering and 51 in non-engineering, completed questionnaires that evaluated gender-related knowledge, behavior, and career expectations. Our results showed that both engineering and non-engineering professors showed a low level of knowledge of gender differences. Both groups selected soft skills such as leadership, initiative and self efficacy as lacking in female students, rather than their academic skills. Professors in engineering showed higher expectations of female students pursuing a career in engineering but lower expectations for working on core projects and taking leadership at the workplace than the professors in non-engineering. The level of gender-sensitivity related to teaching was lower for professors in engineering than those in non-engineering, although professors in engineering evaluated their gender sensitivity higher than the evaluation of their female students. In addition, professors in engineering opted less for developing programs for female student career development in engineering than professors in non-engineering, and they showed a low interest level in participating in such programs. This study showed that the efforts to make engineering professors aware of the characteristics of female students should precede the development of education programs.