• The Korean Journal of Applied Statistics
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• v.20 no.1
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• pp.11-22
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• 2007

In this study, we have proposed the new statistical methods to convert the statistics based of workplace units into the statistics based of industrial units using the industrial survey data published by National Statistical Once in 2001. It could help to apprehend the weight of service sectors of korea small business in terms of the Gross Domestic Product (GDP).

• Journal of Korean Clinical Nursing Research
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• v.25 no.3
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• pp.314-322
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• 2019

Purpose: The purpose of this study were to identify the influential factors of bullying of intensive care nurses and to suggest a final structural model based on identified relationships between nursing organizational culture, authentic leadership, self-esteem, and bullying in the workplace. Methods: Data were collected from 221 nurses at intensive care units in eight general hospitals using structured questionnaires and analyzed by structural equation modeling. Results: In this study, the average of bullying in the workplace was 1.34±0.40, nursing organizational culture was 3.31±0.47, self-esteem was 2.79±0.44, and authentic leadership was 3.61±0.60. The factors affecting nursing organizational culture were authentic leadership (β=.54, p<.001) and self-esteem (β=.24, p=.002) that had direct positive effects on the nursing organizational culture. The nursing organizational culture had also a direct effect on reducing workplace bullying (β=-.45, p<.001). Authentic leadership (β=-.24, p=.004) and self-esteem (β=-.11, p=.004) had indirect effects on workplace bullying, which was mediated by the nursing organizational culture. Conclusion: To understand and reduce workplace bullying, evaluating a nursing organizational culture should be preceded. Based on the finding of this study, an intervention for increasing authentic leadership and self-esteem of nurses can positively help to create the nursing organizational culture and then reduce workplace bullying.

• Korean Journal of Adult Nursing
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• v.27 no.5
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• pp.548-558
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• 2015

Purpose: The purpose of this study was to explore the experience of workplace violence among intensive care unit nurses. Methods: The participants of this research were twelve registered nurses who work in the intensive care units (ICU) at the hospitals in Seoul and Gyunggido. Data were collected by individual in-depth interviews and analyzed using the phenomenological methodology by Colaizzi. Results: From significant statements, five theme clusters emerged as follow; 1) vulnerable young women to violence, 2) my own reflection was bruised and exhausted, 3) a hopeless everyday, 4) seeking a solution in relation, 5) establishing one's status as a professional nurse. Conclusion: This study provides a profound understanding on the experiences of workplace violence among ICU nurses. The hospitals are suggested to provide a safe environment by developing programs and policies to prevent and cope with hospital workplace violence for ICU nurses.

• Journal of Korean Critical Care Nursing
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• v.7 no.2
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• pp.24-33
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• 2014

Purpose: The purpose of this study was to identify the relationship between organizational culture and workplace bullying of intensive care unit (ICU) nurses. Methods: A secondary analysis was conducted using three different data sets on workplace bullying of hospital nurses. This analysis focused on the relationship between organizational culture and workplace bullying of 240 ICU nurses. The original data were collected using self-reporting questionnaires and were analyzed using hierarchical multiple regression. Results: ICU nurses were aware of their organizational culture as being rank-oriented, relationship-oriented, innovation-oriented, and task-oriented in that order. The results showed that 15.0% of the ICU nurses reported being victims of workplace bullying, mostly work-related bullying. The perception of a relationshiporiented culture explained a variance of 29% in the workplace bullying of ICU nurses. Conclusion: The findings suggest that ICU nurses who are strongly aware of a relationship-oriented culture would experience less workplace bullying. Further research is needed to develop interventions that can foster a relationship-oriented culture in ICUs.

• Journal of Labour Economics
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• v.34 no.3
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• pp.29-58
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• 2011

Using careful background research and methodology, we proposed a revised sectoral index of vulnerability that is directly applied to two central labor examples: working hours and minimum wages. The valued calculated by each specific index represent the degree of weakness in corresponding conditions at the level of workplace units. Our proposed vulnerability index promises to be applicable to all business units under labor spot inspection. Also, it can be easily updated as the business environment evolves. The index is useful in selecting certain groups of business units and in evaluating the effectiveness of each regional government office.

• Journal of Korean Academy of Nursing
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• v.35 no.2
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• pp.353-361
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• 2005

Purpose: This study was aimed at (a) describing professional nursing practice environments embedded in nursing care units and (b) examining its relationships to nurses' task motivation. Method: Using the Nursing Work Index Revised (NWI-R) and the Work Preference Inventory (WPI), a descriptive study was conducted with a sample of 320 registered nurses on 26 nursing care units in one University hospital in Korea. Result: Mean scores were 12.9 on a 5-20 score range of an autonomous environment scale, 7.3 on a 3-12 score range of a collaborative environment, and 15.8 on a 7-28 score range of control over nursing practice. Nurses' age, educational level, job position, working period at the hospital and employment status were significantly related to the degree of a professional practice environment. The extent to which a professional practice environment accounted for task motivation was $19.5\%$. Conclusion: There is a certain degree of professionalism in the workplace environment that nurses perceived within the nursing care units. When nurses care for patients, the degree of task motivation depends on the work environment supporting the professional nursing practice.

• Journal of Korean Critical Care Nursing
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• v.6 no.2
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• pp.37-50
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• 2013

Purpose: The purpose of this study was to investigate the experience of horizontal violence in intensive care unit (ICU) nurses. Methods: This is a methodological triangulation study consists of quantitative and qualitative research methods. A total of 134 ICU nurses from 5 hospitals participated in a survey on nurse to nurse horizontal violence, and the qualitative data were collected through 3 focus group interviews. Results: 94.0% of the participants have experienced horizontal violence within the past 6 months. The question with the highest mean score was "dominating senior nurses mood", and the question with the lowest mean score was "physical assaults". The qualitative data analysis revealed 17 themes on the backgrounds, types, and influence of horizontal violence. Conclusion: The survey result shows that the problem of horizontal violence in ICU nurses is serious, and the focus group interview extracts additional types of horizontal violence such as "scolding in a wrong way", "pressing to resign", "leaving out in the cold", and "burning". Further research needs to be done to build a multidimensional model of horizontal violence in the nursing workplace.

• International conference on construction engineering and project management
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• 2017.10a
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• pp.80-88
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• 2017

Although hazard identification is one of the most important steps of safety management process, numerous hazards remain unidentified in the construction workplace due to the dynamic environment of the construction site and the lack of available resource for visual inspection. To this end, our previous study proposed the collective sensing approach for safety hazard identification and showed the feasibility of identifying hazards by capturing collective abnormalities in workers' walking patterns. However, workers generally performed different activities during the construction task in the workplace. Thereby, an additional process that can identify the worker's walking activity is necessary to utilize the proposed hazard identification approach in real world settings. In this context, this study investigated the feasibility of identifying walking activities during construction task using Wearable Inertial Measurement Units (WIMU) attached to the worker's ankle. This study simulated the indoor masonry work for data collection and investigated the classification performance with three different machine learning algorithms (i.e., Decision Tree, Neural Network, and Support Vector Machine). The analysis results showed the feasibility of identifying worker's activities including walking activity using an ankle-attached WIMU. Moreover, the finding of this study will help to enhance the performance of activity recognition and hazard identification in construction.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.44 no.3
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• pp.39-49
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• 2021

The Korean Air-Force aircraft maintenance depot paints the exterior of various aircraft, including high-tech fighters. Aircraft exterior painting is a maintenance process for long-term life management by preventing damage to the aircraft surface due to corrosion. The de-painting process is essential to ensure the quality of aircraft exterior paints. However, because the Korean Air-Force's de-painting process is currently done with sanding or Plastic Media Blasting (PMB) method, it is exposed to harmful dust and harmful compounds and consumes a lot of manpower. This study compares the de-painting process currently applied by the ROK Air-Force and the more improved process of the US Air Force, and performs economic analysis for the introduction of advanced equipment. It aims to provide information that can determine the optimal time to introduce new facilities through Cost-Volume-Profit (CVP) analysis. As a result of the analysis, it was confirmed that the sanding method had the most economical efficiency up to 2 units per year, the PMB method from 3 to 21 units, and the laser method from 22 units or more. In addition, in a situation where the amount of de-painting work is expected to increase significantly due to the increase in fighters in future, BEP analysis was conducted on the expansion of the existing PMB method and the introduction of a new laser method. As a result of the analysis, it was confirmed that it is more economical to introduce the laser method when the amount of work exceeds the PMB work capacity(18 units per year). The paper would helpful to improve the productivity and quality of the Korean Air Force Aircraft maintenance depot through timely changes of facilities in the workplace in preparation for expansion.

• Journal of Korean Clinical Nursing Research
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• v.16 no.1
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• pp.167-175
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• 2010

Purpose: This study investigated nursing care delivery systems in 44 university affiliated hospitals and satisfactions with the systems perceived by 226 unit managers (head nurses) of general medical surgical wards. Methods: Data were collected with questionnaires consisting of checklists asking the unit managers their nursing care delivery systems and their satisfactions with the systems. Results: Four models of nursing care delivery systems (primary, modified primary, team, and functional models) were drawn from the participants' responses. Among the four key models 35% of the units adopted team model whereas 24.3% adopted primary model and 22.6% adopted modified primary model. In spite of 35% of team model being under use, 60.6% (n=137) of the unit managers answered the nursing delivery system of their units as team model and only 6.2% (n=14) answered their units having primary or modified primary models, instead of 46.9% combining both. In regard to the satisfaction, critical thinking ability of staff nurses (members in their units) was the most dissatisfactory area regardless of models of service delivery. Conclusion: Introducing team model supplemented with core concepts of primary model (primary team delivery model) into nursing practice will reform the workplace and therefore deliver safe health care services to patients.