• The Journal of Korean Academic Society of Nursing Education
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• v.25 no.4
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• pp.424-435
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• 2019

Purpose: The purpose of this study was to investigate the relationship among nursing organizational culture, work performance, and workplace bullying of nurses, and to identify the factors that affect workplace bullying. Methods: The design of this study was descriptive research, and the data were collected from October 26 to November 5, 2018. The research participants were 210 nurses in six general hospitals in G province. The data were analyzed by descriptive statistics, a t-test, one-way ANOVA, Scheff? post-hoc test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS 22.0. Results: The workplace bullying type showed negative correlations with innovation-oriented culture, relation-oriented culture, and work performance. The workplace bullying consequence showed negative correlations with the innovation-oriented culture, relation-oriented culture, and work performance, and showed positive correlations with the workplace bullying type. The factors influencing the results of the workplace bullying consequence were workplace bullying type followed by relation-oriented culture, and unmarried status. Conclusion: Workplace bullying among nurses was related to the nursing organizational culture and work performance. Therefore, in order to reduce the turnover rate of nurses and to help them adapt well to the nursing organizational culture, a bullying prevention and intervention program is necessary.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.184-191
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• 2020

This study is conducted to find out the nurses' character for care and the workplace bullying for the early stage nurses working in the clinical field and their relation in order to understand the factors which would affect the consequence of the workplace bullying. Data collected from 131 early stage nurses working at one general hospital for 7 months was used for this study. The data was analyzed with descriptive statistics, Independent t-test, one-way ANOVA, Pearson's correlation coefficient, Hierarchical multiple regression by using SPSS/WIN 21.0. It was found that high the nurses' character for care was related to the lower workplace bullying (type and consequence) (r=-.31, p<.001; r=-.26, p=.003) and that the worse the score in the type of bullying wasthe higher consequence (r=.54, p<.001). The multiple regression analysis showed that the factors affecting the consequence of the workplace bullying were the type of bullying (β=.48), dissatisfaction with nursing (β=.22), and moderate satisfaction with nursing (β=.19) and that the explanation of the model by variables was 32.5%. Based on the results of the study, it is suggested that the effort of lowering the occurrence of the type of bullying and the strategy of enhancing the satisfaction with nursing such as improvement in the quality of nursing education be made in order to improve the consequence of workplace bullying at the workplace for the early stage nurses.

• 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.

• Journal of Internet of Things and Convergence
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• v.5 no.1
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• pp.13-28
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• 2019

The purpose of this study is to identify degree of the personality type, resilience, self-efficacy, and workplace bullying Experience among nurses at General Hospital, to ascertain the correlation between them and to ascertain factors that may affect workplace bullying. This study collected data from October 22, 2018 to October 26, 2018 through structured questionnaires from 260 nurses working at General Hospital in Seoul City, and the collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple regression analysis using SPSS / WIN 21.0. Analysis of differences in general characteristics showed that workplace bullying was significantly different according to witness of bullying, workplace satisfaction. Resilience was significantly different according to marital status, religion, final education, and workplace satisfaction. And self-efficacy was found to be different according to respondents' marital status, religion. The relationship between DISC personality type, workplace bullying, resilience and self-efficacy showed that workplace bullying had a negative correlation with resilience, and resilience showed a positive correlation with self-efficacy. As a result of the multiple regression analysis in order to identify the factors that, workplace satisfaction, witness of workplace bullying and the resilience was the factor affecting workplace bullying; workplace bullying was decreased as the resilience was higher.

• Knowledge Management Research
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• v.19 no.1
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• pp.133-146
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• 2018

This study develops an Education framework for users who need public open data for workplace etiquette education in a timely manner by mobile application. It facilitates utilizing efficiently Workplace etiquette contents that scattered in various platforms such as blogs, Youtube and web-sites run by private education agencies. Furthermore, it makes Public open data for workplace etiquette through gathering 'metadata', which is a comprehensive source of workplace etiquette. Accordingly, framework changes recognition about necessity of workplace etiquette education positively and suggests method that can promote effective workplace etiquette education. If the system in the study can provide public open data of workplace etiquette education, many young job applicants and workers will have a proper perception on it and sound workplace etiquette culture will be settled in the companies. Public data has been rising as a vital national strategic asset these days. Hopefully the public data will pave a way to discover the blue ocean in the market and open up a new type of businesses.

• 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.

• Journal of the Ergonomics Society of Korea
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• v.32 no.3
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• pp.259-266
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• 2013

Objective: This study aims to evaluate the workloads of industrial and automobile storage battery industries and their association to biological exposure indices. Background: Occupational lead exposure at battery manufacturing workplace is the most serious problem in safety and health management. Method: We surveyed 145 workers in 3 storage battery industries. Environmental factors(lead in air, temperature, humidity and vibration)), biological exposure indices(lead in blood and zinc protoporphyrin in blood) and individual workload factors(process type, work time, task type, weight handling and restrictive clothing) were measured in each unit workplace. Results/Conclusion: Air lead concentration is statistically significant in associations with workload factors(process type, work time, task type, and restrictive clothing) and environmental factors (humidity and vibration), whereas zinc protoporphyrin in blood are significantly associated with work time and weight handling. And lead in blood is significantly associated with work time, weight handling and temperature. Application: The results of this study are expected to be a fundamental data to job design.

• Research in Community and Public Health Nursing
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• v.12 no.1
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• pp.247-260
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• 2001

The objectives of this study are first, to investigate the significant differences in the perception and attitude for sexual role of workers, second, to identify the degree of the perception of women manpower in workplace, third, to identify the perception for sexual harassment in workplace and fourth to analyze the relative important factors that effect on conception for sexual harassment. The survey data were collected by questionnaires on May 2000, and the number of subjects was 300 workers. The SAS-PC program was used for the statistical analysis such as t-test, ANOVA and regression analysis. Major results were follow as: 1. The performance rates of health education for sexual harassment was 66%, and 58.9% of the lecturer of sexual harassment education was occupational health nurse. The 45.2% of workers acquired the information for sexual harassment through massive education in workplace. 2. The perception and attitude of sexual role was relatively positive as 2.3(SD=0.69) of mean values. and the difference by sex, age, marital status. and working period was significant. 3. The perception of the women manpower in workplace was generally positive as 7.9(SD= 3.25) of mean values, and the working experience group of less 10 years and more 10 years old age group showed the significant difference in comparative to other group. 4. The perception of sexual harassment of workplace composed of legal basis, range of victim, place of sexual harassment, type of sexual harassment. misconception of sexual harassment, and coping methods of sexual harassment. Among of these perception. type and coping methods of sexual harassment were shown high perception level. The difference by sex between group for perception of sexual harassment was highly significant. 5. Factors that effect on the perception of sexual harassment was not high for the explanation power of regression, but the age, the type of task, the. perception for women manpower were important variables. Based on this results of study, we recommend that the education of sexual harassment in workplace should be strengthened and specified according to age, working period, type of working task. It also should provide various education and information to workplace. Finally and there should be continuous education opportunity systematically to occupational health nurses who are major lecturers for sexual harassment, therefore they can educate workers more effectively.

• Journal of Home Health Care Nursing
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• v.30 no.1
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• pp.15-25
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• 2023

Purpose: This study describes the associations between shift work factors, workplace violence bystander types, and the missed nursing care of hospital nurses. Methods: A cross-sectional survey was conducted among hospital nurses using structured questionnaires related to shift work factors, workplace violence bystander types, and missed nursing care. The study participants were 199 nurses caring for adult patients and working in two tertiary hospitals. Results: The missed nursing care of the participants showed a statistically significant positive correlation with the facilitating bystander (r=.40, p<.001) and abdicating bystander (r=.28, p<.001) among the workplace violence bystander types. However, rest time during duty showed a significant negative correlation (r=-.16, p=.026). A regression model with control variables (department and clinical career), shift work factors, and workplace violence bystander types explained approximately 25% of missed nursing care of the study participants. Further, the facilitating bystander type influenced the missed nursing care of hospital nurses. Conclusion: As a result of examining the associations between shift work factors, workplace violence bystander types, and missed nursing care of hospital nurses, it was confirmed that missed nursing care was influenced by the facilitating bystander type. It is necessary to improve the nursing culture within the department so that nurses do not behave as negative bystanders to workplace violence.

• 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)