• Safety and Health at Work
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• v.9 no.2
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• pp.224-231
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• 2018

Background: Organizations are pursing complex and diverse aims to generate higher profits. Many workers experience high work intensity such as workload and work pressure in this organizational environment. Especially, psychological burden is a commonly used term in workplace of Republic of Korea. This study focused on defining the psychological burden from the perspective of occupational safety and health and tried to develop a scale for psychological burden. Methods: The 48 preliminary questionnaire items for psychological burden were prepared by a focus group interview with 16 workers through the Copenhagen Psychosocial Questionnaire II and Mindful Awareness Attention Scale. The preliminary items were surveyed with 572 workers, and exploratory factor analysis, confirmatory factor analysis, and correlation analysis were conducted for a new scale. Results: As a result of the exploratory factor analysis, five factors were extracted: organizational activity, human error, safety and health workload, work attitude, and negative self-management. These factors had significant correlations and reliability, and the stability of the model for validity was confirmed using confirmatory factor analysis. Conclusion: The developed scale for psychological burden can measure workers' psychological burden in relation to safety and health. Despite some limitations, this study has applicability in the workplace, given the relatively small-sized questionnaire.

• The Journal of Korean Medicine
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• v.38 no.3
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• pp.73-85
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• 2017

Objectives: The purpose of this study was to investigate the status of Korean medicine treatment, and to analyze problems and demands to provide basic data on Korean medicine in military medical services. Methods: This survey was completed by 30 volunteer Korean medicine military doctors on service via a web-based questionnaire system. The questionnaire was developed through in-depth interviews with Korean medicine military doctors and consisted of general information on the subject, overall characteristics of the medical environment, current status of Korean medicine care in each workplace, problems and needs, and related clinical evidence and education. Results: Korean medicine military doctors administered acupuncture treatment most frequently in clinical practice. The most common complaints were related to musculoskeletal diseases, which accounted for 86.5% of all diseases, including those of the respiratory, digestive, and nervous systems. Most of the problems in Korean medicine care were pointed out as being due to a lack of awareness of Korean medicine in the military. Many doctors were aware that it is necessary to establish clinical evidence for Korean medicine in the military, and were also positive about the possibility of performing clinical research in the military, but the experience of actual participation in clinical research or related education was uncommon. Conclusions: Korean medicine military treatment differs from private medical care due to the specificity of each workplace and the military medical system. In the future, it will be necessary to establish an appropriate Korean medicine treatment model in the military suitable for these characteristics and strategic plans for clinical evidence.

• Safety and Health at Work
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• v.2 no.4
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• pp.336-347
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• 2011

Objectives: In Korea, an average of 258 workers claim compensation for their noise-induced hearing loss (NIHL) on an annual basis. Indeed, hearing disorder ranks first in the number of diagnoses made by occupational medical check-ups. Against this backdrop, this study analyzed the impact of 19 types of noise-generating machines and equipment on the sound pressure levels in workplaces and NIHL occurrence based on a 2009 national survey on work environments. Methods: Through this analysis, a series of statistical models were built to determine posterior probabilities for each worksite with an aim to present risk ratings for noise levels at work. Results: It was found that air compressors and grinding machines came in first and second, respectively in the number of installed noise-generating machines and equipment. However, there was no direct relationship between workplace noise and NIHL among workers since noise-control equipment and protective gear had been in place. By building a logistic regression model and neural network, statistical models were set to identify the influence of the noise-generating machines and equipment on workplace noise levels and NIHL occurrence. Conclusion: This study offered NIHL prevention measures which are fit for the worksites in each risk grade.

• Korean Journal of Occupational Health Nursing
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• v.28 no.1
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• pp.12-20
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• 2019

Purpose: This descriptive study aimed to explore the effects of bullying, health promotion lifestyles, and physical symptoms on the occupational stress of new nurses in general hospitals. Methods: The participants of this study were 157 new nurses in fivegeneral hospitals with 100 to 399 beds in Gyeonggi-do. Data were collected from January to February, 2018, using a structured questionnaire and analyzed using the SPSS software version 20. Results: A total of 60.5% of the participants experienced bullying, and 38.2% experienced bullying more than 10 times a month. The perceived severity of bullying was severe (32.4%) and the nurses' first bullying experience began within the first six months (47.7%). Their occupational stress was scored 3.1. The regression model for occupational stressors was significant (F=23.86, p<.001), and the total explanatory power was 46.8%. The variables affecting occupational stress were bullying awareness (${\beta}=-.30$, p<.001), preceptor satisfaction (${\beta}=-.30$, p<.001), and health promotion lifestyles (${\beta}=-.26$, p=.001). Conclusion: It is important to reduce the incidence of bullying in order to help new nurses with high occupational stress. Stress management programs are needed to improve relationships between new nurses and preceptors and to encourage their health promotion lifestyles.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.286-302
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• 2022

This study examined the dynamic role that automation has had upon employment, productivity, and profitability. For the analysis, 342 companies of the Workplace Panel Survey of the Korea Labor Institute conducted from 2005 to 2015 was used. For analytical models, the fixed effect model, which is capable of controlling the endogeneity problems of variables, was used. According to the analysis results, the increased ratio of automation in Korean companies (1) resulted in the increase of turnover in the short and long terms, a temporary decrease in employment, and (2) a decrease of productivity in the short and medium terms, and thereby (3) failing to change profitability in a positive manner.

• Safety and Health at Work
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• v.13 no.2
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• pp.213-219
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• 2022

Objective: The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct 'engaged well-being at work' (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Methods: Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). Results: While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (OR_range = 1.22 - 1.61) than job demands (OR_range = 0.79 - 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category 'disengaged strain' to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Discussion: Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.107-116
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• 2022

In the Chinese workplace, the use of SNS such as Wechat and QQ for work delivery out of duty hours has become a very common phenomenon, which is also known as the "new night shift". This study is to empirically analyze the effect of work delivery using SNS out of duty hours on job performance. A questionnaire survey was conducted with 310 Chinese workplace employees. In order to verify the hypothesis, structural equation model analysis will be implemented. Analyzing the questionnaire data and receiving frequent work delivery using SNS out of duty hours will increase job stress, aggravate the conflicts between work and family, and lead to the decrease of job engagement and job performance. The study provides implications for the establishment of related theories by providing a different view form previous research results that work delivery using SNS out of duty hours will definitely improve job performance. In addition, in future studies, it will be necessary to analyze the effect of the moderating effect in converging these conflicting views.

• Safety and Health at Work
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• v.15 no.2
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• pp.187-191
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• 2024

Background: Effective near-miss management is important in preventing workplace accidents. A company's inadequate response to near-miss reports can lead workers to feel insecure and dissatisfied with the company. We investigated the relationship between companies' responses to near-miss reports and turnover intentions of workers. Methods: We conducted a cross-sectional study using online self-administered questionnaire survey to workers aged ≥20 years in Japan in March 2022. The analysis included 5,071 participants who had nearmiss experiences and reported them to their companies. The independent variable was companies' responses to near-miss reports, classified into three categories: adequate response group, inadequate response group, and no response group. The dependent variable was turnover intentions. We calculated the odds ratio and 95% confidential interval (CI) using multilevel logistic regression analyses nested for industries and adjusted for covariates. Results: Of the 5,071 participants, 3,058 (60.3%) were adequate response group, 1,484 (29.3%) were inadequate response group, and 529 (10.4%) were no response group. In multivariable adjusted model, compared with adequate response group, the odds ratio of inadequate response group and no response group were 1.80 (95% CI: 1.56-2.08) and 2.63 (95% CI: 2.15-3.22), respectively. Conclusion: Our results suggested that there was a relationship between companies' responses to the near-miss reports and turnover intentions of workers. It is important not only to collect near-misses but also to respond appropriately to the reports and provide feedback to workers.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.572-582
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• 2020

The purpose of this study was to investigate workplace bullying, job stress, organizational commitment, and turnover intention as well as determine influencing factors on the turnover intention of small and medium-sized hospital nurses. Participants included 140 nurses from six small and medium-sized hospitals with less than 300 beds in G-city and J-province. Data were analyzed using descriptive statistics, independent t-test, one-way analysis of variance, Pearson's correlation coefficient, and stepwise multiple regression, using the SPSS Win 21.0 program. The regression model was statistically significant (F=37.11, p<.001), and the explanatory power for turnover intention was 34.2%. The significant factors influencing turnover intention were organizational commitment (β=-.41, p<.001 and job stress (β=.25, p=.005). Human resources management is crucial for providing high quality healthcare service. The results of this study indicated that it is important to lower job stress and increase organizational commitment in order to reduce turnover intention among nurses of small and medium-sized hospitals. Based on these findings, customized programs for nurses in small and medium-sized hospitals need to be developed and implemented so as to lower their turnover intention and promote efficient management of healthcare human resources.

• Journal of Industrial Convergence
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• v.21 no.10
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• pp.167-180
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• 2023

The aim of this study is to explore the factors that influence the health care utilization of disabled workers who returned to their original workplace after an occupational accident. The study sample consisted of 457 workers who suffered from occupational accidents and were rated as disabled based on the data from the PSWCI in 2021. Data analysis was performed using a hierarchical multiple regression analysis with SPSS WIN 26.0. The study findings revealed that the number of outpatient visits was affected by factors such as daily wage payment, economic status, physical activity limitations, subjective health status, and chronic diseases. Moreover, health care expenditures were determined by factors such as having a caregiver for daily living, burn injuries, and physical activity limitations. Therefore, to increase the accessibility of health care utilization for disabled workers, the role of nurses in the workplace should be expanded, employers should include a health care utilization plan when developing a return-to-work plan, and research on the introduction of a paid sick leave system that allows workers to rest when they are sick is needed. It is also necessary to alleviate the economic burden by increasing the coverage of benefits for burn and rehabilitation treatments.