• Korean Institute of Interior Design Journal
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• v.13 no.4
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• pp.37-44
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• 2004

Advancement in electronic technology has given office workers a new freedom, and a new meaning to workplace flexibility. Actually non territorial workplace has different space elements from general and conventional workplace in terns of interior design and architecture even organization management. The purpose of this study is on the establishment of an evaluation model for non territorial workplace that may be used, practically on the spot. For the establishment of non territorial workplace evaluation model, it is ahead of the study of the feature and the type of none territorial workplace and the research for existing office evaluation technique by Preiser and Vicher. And then the evaluation model for none territorial workplace which is composed three parts that is user's importance, provider's importance and user' satisfaction related fact of workplace. It is constructed by 6 factors which are physical, psychological, workplace environmental, communication, exterior environment, and space managing system therefore each factors has scrupulous elements therefore the total elements are 40. To make more confidence the evaluation model for non territorial workplace, it requires that study continually through the survey with the non territorial workplace evaluation model.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1119-1128
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• 2021

This study aims to investigate a model for reducing workplace deviance from employees' perspectives. Specifically, it examines the relationship between workplace spirituality and workplace deviance through the improvement of organizational commitment. Through the quantitative approach, questionnaires were distributed to 400 civil servants in the various government agencies in Indonesia. Structural Equation Model with Analysis of Moment Structures (SEM-AMOS) was used to analyze the data and test the hypotheses. The results reveal that workplace spirituality has no significant negative effect directly on workplace deviance, but it has a significantly positive effect on organizational commitment. Organizational commitment also has a significant negative effect on workplace deviance. The non-significance of workplace spirituality's direct effect on workplace deviance proves that there is a full mediation effect of organizational commitment. It implies that, to reduce workplace deviance, merely workplace spirituality is not adequate, but it should enhance organizational commitment. The findings can add an understanding of the empirical evidence related to the relationship between workplace spirituality, organizational commitment, and workplace deviance. Practically, the top decision-makers in civil servant institutions need to consider the right strategies, policies, and real efforts to carry out workplace spirituality practices and organizational commitment by designing a control system.

• Transactions of the Korean Society of Mechanical Engineers A
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• v.20 no.11
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• pp.3525-3537
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• 1996

This paper presents a CAD program develpoed on a microcomputer in order to support graphic and computational assessment of ergonomic problems associated with the design of a man-in-cab system. The program is coded to help workspace designers with ergonomic evaluations needed in the design stage. This paper proposed a biomechanical -ergonomic evaluations needed using man and workplace models. The human model is developed to have dimensions obtained from the Korean anthropometric data reported in 1992. Its graphical representation is based on a wire-frame model but, whenever necessary, body segments can be represented by a solid model with hidden line/faces removed and shaded. Workplace models are presented for cabs of the excavator, one of the most popular construction vehicles. A workplace model consists of an operator seat, a steering wheel. two control levers, two pedals, and a control panel. The workplace elements can be modified in their sizes, positions, and orientations by changing the reference point and design parameters. An algorithm for the view test is suggested and loaded to provide a visual evaluaiton of the overall layout of a workplace model.

• Korean Journal of Health Education and Promotion
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• v.31 no.1
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• pp.57-70
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• 2014

Objectives: The purpose of this study was to build a conceptual framework of bullying in nursing workplace. Methods: A comprehensive literature review was conducted to identify concepts in relation to bullying in nursing workplace by searching research articles published between 1995 and 2013. In-depth interviews were performed with 14 nurses who experienced bullying at work. The Hybrid Model was applied for concept analysis which led to identify attributes of bullying in nursing workplace. Results: The antecedents of bullying in nursing workplace were offenders, victims, and administrators. They create negative effects on organizational culture and imbalance of power between authority and subordinate workers in the organization. Bullying in nursing workplace that occurred in the forms of inefficient organizational culture, imbalance of power, and the vulnerability of individual or individuals and groups of individuals formed an unstable dynamic. It is expressed as verbal and nonverbal bullying, work-related bullying, and external threats. Consequently, workplace bullying causes physical and psychological withdrawal and increased negative energy in an organization. Conclusions: Workplace bullying consisted of verbal abuse, alienation, unreasonable work processes, restriction on work-related rights, and external threat.

• Journal of Preventive Medicine and Public Health
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• v.42 no.5
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• pp.293-297
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• 2009

Objectives : To evaluate the impact of the workplace smoking ban in South Korea, where the male smoking rate is high (57%), on smoking behavior and secondhand smoke exposure. Methods : A workplace smoking ban legislation implemented in April 2003 requires offices, meeting rooms, and lobbies located in larger than 3,000 square meter buildings (or 2,000 square meter multipurpose buildings) should be smoke free. A representative cross-sectional survey, the third wave (2005) of health supplements in the National Health Nutrition Survey of South Korea, was used to measure the impact of the 2003 workplace smoking ban implementation on smoking behavior. It contained 3,122 observations of adults 20 to 65 years old (excluding selfemployed and non-working populations). A multivariate statistical model was used. The self-reported workplace smoking ban policy (full workplace ban, partial workplace ban, and no workplace ban) was used as the key measure. Results : A full workplace smoking ban reduced the current smoking rate by 6.4 percentage points among all workers and also decreased the average daily consumption among smokers by 3.7 cigarettes relative to no smoking ban. Secondhand smoke showed a dramatic decrease of 86 percent (= -1.74/2.03)from the sample mean for full workplace ban. However, public anti-smoking campaign did not show any significant impact on smoking behavior. Conclusions : The full workplace ban policy is effective in South Korea. Male group showed bigger impact of smoking ban policy than female group. The public antismoking campaign did not show any effectiveness.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.11
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• pp.265-276
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• 2021

The current research aims to examine how workplace ostracism influences employee turnover-oriented intention and investigates the mediating role of job burnout in the workplace ostracism - turnover relationship. Drawing on conservation of resource theory, we hypothesize that higher levels of workplace ostracism develop employee turnover through job burnout. Precisely, we predict that workplace ostracism is positively associated with turnover intention, both directly and indirectly via job burnout. To test our theoretical model, we collected field data from 311 banking employees in Pakistan. Structural equation modeling is used to test the relationship between workplace ostracism and employee turnover intention. The empirical findings reveal that workplace ostracism is positively associated with turnover intention. Furthermore, the relationship between workplace ostracism and turnover intention is mediated by job burnout. By using job burnout as a mediator, the present study sheds light on "why" workplace ostracism is related to employee turnover intention. In doing so, the present research provides a comprehensive understanding of the negative effects of ostracism on the workplace. This has subsequently provided practitioners with new insight into how to reduce employee turnover in organizations. We conclude by discussing the future directions and practical implications of our study.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1995.04a
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• pp.797-806
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• 1995

An ergonomic evaluation model which can properly evaluate the design of a product or workplaces was developed to evaluate a new product in the early stage of design. Although several evaluation models have been developed and are in use in the field of ergonomics, they lack an integrated framework and analysis techniques. In this research, an ergonomic evaluation model was developed according to the framework which accommodates desirable components of the model. The framework represents the integration of four components: man model, workplace modeller, ergonomic evaluation functions and knowledge bases, which interact with a common object-oriented database. Components were developed individually and integrated with the workplace modeller. The generation and manipulation of man models, workplace modelling, and ergonomic evaluation features such as reach and visibility were implemented. The developed evaluation model has demonstrated distinct advantages of the flexibility to adapt another features for the ergonomic evaluation model and the better usability for users.

• 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 Society for Precision Engineering
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• v.30 no.6
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• pp.615-621
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• 2013

The robot calibration has greatly improved the absolute accuracy of the industrial robot. However, the accuracy of the relative positions of robotic tool-tip at work-points on a work-piece is only slightly corrected by the robot calibration since there has been no practical method to eliminate the elements of the setup position errors at a robotic workplace. A robotic workplace calibration is demonstrated in this paper to minimize the relative position errors between a robot tool-tip and the work-point on a work-piece. The existing teaching and playback method has been developed for the robotic workplace calibration. This paper uses the work-piece fixed in a robotic work-place as measurement equipment instead of a special robot measurement equipment for the robotic workplace calibration. The positive effect of the robotic workplace calibration is supported by the results of computer simulation on an ideal robotic workplace model and an experiment at the actual robotic workplace.

• Culinary science and hospitality research
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• v.23 no.3
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• pp.15-28
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• 2017

The purpose of this study is to examine the influence of workplace harassment in foodservice industry culinary staff's on organizational silence, counterproductive work behavior and turnover intent. Based on total 234 samples obtained from empirical research, this study tested the reliability and fitness of the research model and verified a total of 5 hypotheses using the AMOS program. Using a structural equation model (SEM), hypothesized relationships in the model were tested simultaneously. The proposed model provided an adequate fit the data, $x^2=75.936$ (p<.001), df=41, CMIN/DF=1.852, GFI=.946, AGFI=.913, NFI=.914, TLI=.944, CFI=.958, RMSEA=.060. The model's fit, as indicated by these indexes, was deemed satisfactory, thus providing a good basis for testing the hypothesized paths. The SEM showed that the relational workplace harassment (${\beta}=.957$) had a positive significant influence on organizational silence, organizational silence (${\beta}=.934$) had a positive significant influence on counterproductive work behavior. Also, counterproductive work behavior (${\beta}=.815$) had a positive significant influence on turnover intention. The moderating effects on gender and job status did not show significant effect. Limitations and future research directions are also discussed.