• Journal of Information Technology Applications and Management
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• v.31 no.1
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• pp.45-55
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• 2024

How to create high levels of employee engagement and how to avoid burnout in the workplace is main issue in human resource management. According to Job Demands-Resources (JD-R) model, this study aims to investigate when self-efficacy plays as a mitigator on the impact of job demand on burnout, and explains why job resources are translated into work engagement. A sample of 237 Mongolian employees is used to test hypotheses. Results show that self-efficacy does offset the relationship between job demands and burnout. Meanwhile, self-efficacy plays as a mediator on the impact of job resources on work engagement. The implications of these findings for the context of JD-R model are discussed.

• Journal of Families and Better Life
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• v.29 no.1
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• pp.41-53
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• 2011

Recently, workers are interested in work-life balance. However, most dual- income couples do not make the effort to achieve work-life balance in their everyday life compared with many workplaces that make various family-friendly policies available to them. Therefore, this study aims to suggest the necessity and process of work-life balance through career management over one's lifespan. The needs and resources of families are not the same during every stage of the family life cycle. Thus, dual-income couples should aim to invest in career management which includes balancing their work and their family when considering their future career and life. Additionally, they should try to match the needs and resources of both their work and their family by using family resources, workplace policies, and community networks.

• Journal of the Korean Society of Safety
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• v.38 no.1
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• pp.55-61
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• 2023

Although corporate punishment-related systems are being implemented in several countries, such as South Korea's Serious Accidents Punishment Act (SAPA), related research has mainly focused on legal issues. This study aimed to compare and analyze the SAPA and Singapore's Workplace Safety and Health Act (WSHA) and Code of Practice on Chief Executives' and Board of Directors' Workplace Safety and Health Duties (WSHD). In addition, it was attempted to draw implications to enhance the effectiveness of the CEO's safety and health duties. For this study, a comparative analysis was conducted in 3 steps. In step 1, similar overseas systems were investigated. In step 2, the system contents were classified into four viewpoints (DUTY, RESOURCE, Other factors, and Main contents), and comparison items were derived from each viewpoint. In step 3, the viewpoints were compared, and implications were derived. The following three implications were derived through comparative analyses. 1) In WSHD, additional explanation and calibration of measures clarify the CEO's role, and 2) It is easy to use for the CEO's duties by providing the resources directly. 3) Penalties for violating the proposed duties are entrusted to the existing higher-level laws. Considering this, providing detailed content and related information for the CEO would possibly improve the SAPA to fulfill his/her duties through announcements from related organizations in the future.

• Journal of the Ergonomics Society of Korea
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• v.33 no.5
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• pp.423-432
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• 2014

Objective and Background: The objective of this study was to evaluate the association of individual characteristics, work-related factors, lifestyle factors, and health problems with work ability among aging workers in Korea. Method: In this cross-sectional survey, the study population consisted of 1,594 workers who had participated in a voluntary health promotion center and private workplace. Participants completed the work ability index. Results: The mean WAI score was 37.4, while the mean age of the sample was 43.25. In the age group over 50 showed 36.26. The majority of participants rated their work ability as 'good' to 'excellent', one-third moderate and about 7.5% poor. Work ability decreased significantly with age among the men. The younger group had higher scores on the work ability index than the age group over 50, except for mental resources. By work characteristics, work ability was analyzed to be the lowest in the case of work handling heavy stuff. Lastly, as a result of health factors analysis, the good management and retention of current health status can be the measure helpful to the improvement of work ability. Conclusion and Application: According to the results, it can be a basic principle to devise and enforce preventive measures on the factors for which improvement or action is possible, together with workplace-level systematic approach, in order to improve work ability. For such measures to be realized, it is necessary to check trends in change for several years.

• Korean Journal of Agricultural Science
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• v.48 no.1
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• pp.83-93
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• 2021

The 52-hour workweek policy in Korea is a system that limits the maximum working hours per week to 52 hours including holiday work, which has been treated separately from overtime work during a week. Although this policy is designed to improve the quality of life and create jobs, it may also reduce the income of some workers. In general, it can be assumed that reduced working hours increase consumption at home. This study analyzed the effect of the 52-hour work policy on meat consumption patterns with the ordered logit model. Major factors considered in this study include working hours, income, and consumption frequency. It distinguished domestic and workplace consumption. The results show that the policy has had an impact on meat consumption patterns both at home and at work. If there is no change in income and only the working hours decrease, meat consumption in households increases. On the other hand, if both income and working hours decrease, household meat consumption decreases. Moreover, reduced working hours decrease the frequency of office happy hour and meat consumption in the workplace. However, the 52-hour workweek policy applies only to workers working more than 52 hours per week; thus, it is difficult to determine the overall effect of the policy on national meat consumption patterns.

• Journal of Families and Better Life
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• v.23 no.6 s.78
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• pp.117-131
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• 2005

In this paper, 1 examined role gratification and role strain of South Korean working mothers. The results show that South Korean working mothers experienced very similar level of role gratification and role strain as taking their multiple roles. The findings also show that the factors of caregiving demands, employment demands, caregiving resources, employment resources are not strongly related to role gratification and role strain. Among the 12 caregiving demand variables and employment demand variables, number of children, type of family, number of hours worked were significantly related to producing role gratification. Among the 12 caregiving demand variables, number of hours worked, number of husbands absence due to night work were significantly related to producing role strain. Among the 8 caregiving resources, participants satisfaction due to income contribution, look to make a purchase new electric home appliances were significantly related to produce role satisfaction. Among the 8 caregiving resources, number of family support policies in the husbands workplace, participants satisfaction due to income contribution were significantly related to producing role strain.

• 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 the Korean Recycled Construction Resources Institute
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• v.9 no.4
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• pp.405-412
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• 2021

The objective of this study is to investigate the environmental impact of fine dust generated at the construction waste intermediate treatment plants, and to propose engineering data and measures to suppress the generation of fine dust to cope with the expected strengthened environmental regulations of the government. The following study conclusions are drawn. 1) T he maximum concentration of fine dust in the workplace was measured as 160㎍/m³ from the crushing operation followed by the point of waste unloading, where focused suppression plan of the fine dust generation is needed in the future. 2) Fine dust concentrations of 113㎍/m³ in wet road conditions and 50㎍/m³ in dry conditions were measured, indicating that fine dust could be reduced by 50% with watering alone. 3) The effect of distancing from the dust source was studied. PM10 during operation of the workplace was measured as about 25㎍/m³ higher than those of the neighboring areas. Whereas there was no significant difference in case of PM2.5 between workplace and neighboring areas. 4) The measurement results of the heavy metal contents showed that these metals did not affect neighboring areas.

• Analyses & Alternatives
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• v.5 no.1
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• pp.87-121
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• 2021

Since 2012, Prime Minister Shinzo Abe'sadministration began to promote women's participation and advancement in the workplace and established the Act on the Promotion of Female Participation and Career Advancement in the Workplace (the Act) in 2015. Some criticize this Act as a way to utilize women for economic development and to deal with the shrinking working population. In contrast, others point out that it is a law that can be beneficial for women. As such, this Act serves as an interesting case of a women's policy promoted by a conservative government. This paper's objective is to shed light on if and how women are substantively represented in the Diet members' statements made during the legislative debate of the bill on the Promotion of Female Participation and Career Advancement in the Workplace between 2014 and 2015. This paper asks two research questions. First, based on the mixed evaluation of the Act made in the studies about the Abe administration's women's policies, this research asks if the Diet members speak of women as resources to use for other economic and social goals or if women are substantively represented. Second, drawing insights from the literature on women's substantive representation, this research asks how Diet members speak for women. Particularly, based on the studies on conservatism and substantive representation of women, this question seeks to determine if Diet members engage in the conservative representation of women, taking women's roles as mothers and wives who provide care for children, husbands, and elders at home for granted. The results of the analysis demonstrate that the number of statements that explicitly claimed to use women was small. Second, while some Diet members of conservative political parties engaged in the conservative representation of women, there were more instances of non-conservative representation, in which a variety of types of women were represented. These findings reveal that even when the conservative government's intention to submit the bill was to utilize women rather than acting for women, Diet members could speak for various types of women and engage in the non-conservative representation of women. The findings also imply the importance of paying attention to formal and informal legislative deliberation rules to figure out how women's substantive representation can occur under a conservative government and in a legislature dominated by conservative parties.

• Hwankyungkyoyuk
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• v.17 no.2
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• pp.106-121
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• 2004

This thesis examined and analyzed the occupational status of the promising occupations in the environmental industry. A study on the status of the occupations in the environmental industry is very necessary for planning policies and improving occupations in the environmental industry. Studies and discussions regarding the status of the occupations in the environmental industry, however, were extremely insufficient. A survey of the employees in the environmental industry was conducted in order to certainly comprehend the status of the occupations, educational and training programs, and occupational changes and to utilize the result of the survey as foundational data necessary for occupational studies in the environmental industry. The subject of the survey was limited to the employees who had work for one or more years in twenty promising occupations in the environmental industry. The content of the survey was occupational performance competencies, occupational careers, the degree of occupational satisfaction, vocational education and training, working conditions, occupational changes, and the security of the human resources. Dissimilarities as well as similarities among twenty promising occupations were discovered according to the analysis result of the occupations in the environmental industry. A major discovery was that there are lots of difficulties in securing environment-related human resources. Primary reasons for the difficulties were inconsistent working conditions and the shortage of the qualified human resources. To solve the difficulties in securing the human resources, the curriculum of the educational and the training institutes should be innovated and the human resources from the institutes could be applied to the workplace directly after the graduation.