• Journal of Korean Academy of Nursing
• /
• v.51 no.3
• /
• pp.320-333
• /
• 2021

Purpose: The study was conducted to explore the experiences of job retention among working people with mental illness. Methods: The participants were members with mental illness at the S Community Mental Health Center in Gyeonggi Province and who had been working for more than six months. The data were collected through in-depth interviews with 11 participants between June 27 and August 20, 2018. The data were analyzed through Corbin and Strauss's grounded theory method. Results: The core category was struggling to take root in the community as a productive member. The core phenomenon was the desire to be a productive person, and the causal condition was the willingness to change for a purposeful life. The action and interaction strategies included maintaining regular living patterns, maintaining medication, developing one's tips for self-management, and self-approval. The intervening conditions were difficulties in forming social relationships, presence of symptoms, social resources, and acceptance of one's mental illness. The consequences were restoration of family relationships, healthy pleasure through work, social inclusion, development of self-worth, and transition to an independent person. Conclusion: Working people with mental illness are struggling to take root in the community as a productive member. This study suggests that a holistic understanding of the job retention experience among people with mental illness is required. The findings will provide the basis for developing interventions that can improve job retention among working people with mental illness.

• Journal of the Korean housing association
• /
• v.24 no.5
• /
• pp.49-56
• /
• 2013

The goal of this research is to explore quantitative and residential features and spatial patterns of two-person households to suggest policy implications for housing supply and development in Seoul. Major findings of this study are as follows. First, the number of two-person households has increased rapidly mainly due to the growth of the elderly and single-parent households. They are mainly composed of the elderly over 60s and the youth of 30s of householder age. They are less likely to have well-paying jobs, and thus more likely to suffer from poverty. They are also inclined to live in rental and small-sized residential units and spatial segregation between the youth and the elderly became serious. In addition, their residential area can be classified into four types: area adjacent to employment centers, hinterland of urban centers, affordable multi-family housing area and redeveloped apartment area. It is necessary to change the current housing policy directions to take changing population and household structure into consideration. Also, diversified housing strategies and programs should be prepared to consider various household types and their needs and demands. Place-based strategies for housing supply and development are needed in consideration of spatial patterns and locational attributes of two-person households. Attention needs to be paid to resolving the social issue of residential segregation between different generations.

• The Korean Journal of Community Living Science
• /
• v.16 no.1
• /
• pp.21-36
• /
• 2005

New occupational types, suitable for the elderly, have been developed in order to extend job opportunities for that demographic. However, it was mainly done from the perspective of the urban elderly and did not take into account the rural elderly's needs and the special conditions in rural areas. Especially, as 53.4% of the rural elderly 60 years old and over has engaged in economic activities and 88.7% of them are working in the field of agriculture or forestry, the development on the new kinds of job for the rural elderly is more meaningful as secondary jobs rather than as new occupations. Therefore, this study aimed at developing the new kinds of occupation suitable for the rural elderly. For this purpose, data were collected from 279 elderly farmers 60 years old and over working currently or have ever worked in something other than farming work. Questionnaires were composed to measure preferences for jobs by work characteristics and evaluations on the appropriateness of the jobs for the elderly selected by the Ministry of Labor in Korea. The results showed that the rural elderly preferred work doing at home, together with the elderly, in groups, and light physical labor to technical or office work that must commute regularly. Also, they evaluated that most of the occupations suitable for the elderly announced by the Ministry of Labor were more suitable for the male than the female elderly. Based on these findings, this study selected 18 kinds of individual and 11 common jobs by sex. It may contribute to creating job opportunities for the rural elderly by applying it to the policy or extension, and to revitalizing the rural elderly's lives and increasing their incomes.

• Journal of Korean Academy of Nursing
• /
• v.27 no.4
• /
• pp.880-891
• /
• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• Journal of Digital Convergence
• /
• v.11 no.6
• /
• pp.275-287
• /
• 2013

This study aims to derive implications on current problems in the nursing manpower management in Korea through the comparison with the nursing workforce and employmentrent in the United States and Japan. There are various issues in nursing policy, such as nursing shortage, quality of the nursing service, and the increased cost of management due to the high turnover rate of nursing staffs and it is urgent to seek various policy measures to resolve this. Although nursing shortage is a commom problem in the world, the U.S. and Japan were higher rate of employment than Korea in nursing staffs, which implicates the importance of the legislation of mandatory minimum staffing ratios, the establishment of policies such as the fees and charge policy and the nursing work environments. For quality nursing care and patient safety through the stable workforce of qualified nursing staffs, administrative mechanisms that support adequate nurse staffing and promote positive work conditions are needed, for which the improvement of legal system is required.

• Journal of Agricultural Extension & Community Development
• /
• v.20 no.1
• /
• pp.41-69
• /
• 2013

The analytical result indicates that their sociological variables including education background, age and marital status, and job satisfaction factors including employment term, job title, compensation, organization, promotion, colleague, job transfer have a significant impact on the quality of their life. This means that their job satisfaction affects the quality of life. In other words, it is necessary to create an environment which can offset their complaints about job environment and conditions and furthermore, generate a sense of pride and a rewarding experience. The study suggests transparent, fair HR system and continuous training and management in consideration of employees' qualification, experience and interest to boost a sense of pride and social recognition and increase the level of job satisfaction as a result. In line with this approach, their dedication to bringing positive changes in local communities is also essential.

• Asia Marketing Journal
• /
• v.17 no.2
• /
• pp.39-62
• /
• 2015

Relatively little studies have investigated employee recovery from internal service failure, especially from the employees' perspective. When handling customer complaints, employees must not only deal with legitimate customer demands after a service failure, such as providing an apology, rectifying the problem, and offering compensation, but they must also manage illegitimate dysfunctional customers, who may yell, threaten, and even physically harm the employee. These negative experiences can have strong effects, and employees can exhibit higher levels of stress such as burnout and emotional labor, which have been linked to dissatisfaction, tension and anxiety, reduced performance and effectiveness, and a greater propensity to leave the firm, ultimately leading to negative financial consequences for the firm. These conditions result in internal service failure and create the need to recover employees-in other words, internal service recovery. However, little research has examined this issue so far. The purpose of the current study, therefore, is to investigate the relationship between internal service recovery and employee outcomes. A pre-test, post-test between-subjects experimental design was developed. Participants were 166 part-time students who were working full-time. The average age of the participants was 36.74 years, and 57.50% of them were female. The average length of employment was 13 years. Participants were randomly assigned to one of four groups of approximately equal size. Three of the groups were subjected to an experimental situation involving an internal service failure, while one group was not exposed to failure, thereby acting as a control group. This study contributes to the service marketing literature in several ways. First, the study extends service failure and/or recovery research by examining recovery in an employee context. Second, this study attempts to measure internal service recovery and to empirically demonstrate its relationship to employee outcomes. Third, this investigation emphasizes the managerial importance of internal service recovery. For example, understanding the nature of the relationships between internal service recovery and its consequences can improve the effectiveness and efficiency of managers' resource allocation decisions.

• Molecules and Cells
• /
• v.47 no.1
• /
• pp.100004.1-100004.11
• /
• 2024

Insulin is essential for maintaining normoglycemia and is predominantly secreted in response to glucose stimulation by β-cells. Incretin hormones, such as glucagon-like peptide-1 (GLP-1) and glucose-dependent insulinotropic polypeptide, also stimulate insulin secretion. However, as obesity and type 2 diabetes worsen, glucose-dependent insulinotropic polypeptide loses its insulinotropic efficacy, whereas GLP-1 receptor (GLP-1R) agonists continue to be effective owing to its signaling switch from Gs to Gq. Herein, we demonstrated that endoplasmic reticulum (ER) stress induced a transition from Gs to Gq in GLP-1R signaling in mouse islets. Intriguingly, chemical chaperones known to alleviate ER stress, such as 4-PBA and TUDCA, enforced GLP-1R's Gq utilization rather than reversing GLP-1R's signaling switch induced by ER stress or obese and diabetic conditions. In addition, the activation of X-box binding protein 1 (XBP1) or activating transcription factor 6 (ATF6), 2 key ER stress-associated signaling (unfolded protein response) factors, promoted Gs utilization in GLP-1R signaling, whereas Gq employment by ER stress was unaffected by XBP1 or ATF6 activation. Our study revealed that ER stress and its associated signaling events alter GLP-1R's signaling, which can be used in type 2 diabetes treatment.

• Journal of Korean Society of Occupational and Environmental Hygiene
• /
• v.25 no.1
• /
• pp.27-35
• /
• 2015

Objectives: To investigate safety and health management, conditions in factories or facilities handling radiation-generating devices and radioactive isotopes were reviewed in terms of regulations of radiation safety control in Korea. Radiation exposure levels generated at those facilities were directly measured and evaluated for establishing an effective safety and health management plan. Methods: Government organizations with laws and systems of radiation safety and health were investigated and compared. There are three laws governing radiation-related employment such as occupational safety and health acts, nuclear safety acts, and medical service acts. We inspected 12 workplaces as research objects:four workplaces that manufacture and assemble semiconductor devices, three non-destructive inspection workplaces that perform inspections on radiation penetration, and five workplaces in textile and tire manufacturing. Monitoring of radiation exposure was performed through two methods. Spatial and surface monitoring using real-time radiation instruments was performed on each site handling radiation generating devices and radioactive isotopes in order to identify radiation leakage. Results: According to the occupational safety and health act, there is no legal obligation to measure ionizing radiation and set dose limits. This can cause confusion in the application of the laws, because the scopes and contents are different from each other. Surface dose rates in radiation generating devices such as implanters, thickness gages and accelerators, which were registered according to nuclear safety acts, using surveymeters, and seven of 36 facilities(19.4%) exceeded the international standards for surface radiation dose of $10{\mu}Sv/hr$. Conclusions: The results showed that occupational health and safety acts require a separate provision for measuring and assessing the radiation exposure of workers performing radiation work. Like noise, ionizing radiation will also periodically be controlled by including it in the object factors of work-environment measurement.

• Safety and Health at Work
• /
• v.10 no.4
• /
• pp.400-408
• /
• 2019

The "fourth industrial revolution" (FIR) is an age of advanced technology based on information and communication. FIR has a more powerful impact on the economy than in the past. However, the prospects for the labor environment are uncertain. The purpose of this study is to anticipate and prepare for occupational health and safety (OHS) issues. In FIR, nonstandard employment will be common. As a result, it is difficult to receive OHS services and compensation. Excessive trust in new technologies can lead to large-scale or new forms of accidents. Global business networks will cause destruction of workers' biorhythms, some cancers, overwork, and task complexity. The social disconnection because of an independent work will be a risk for worker's mental health. The union bonds will weaken, and it will be difficult to apply standardized OHS regulations to multinational enterprises. To cope with the new OHS issues, we need to establish new concepts of "decent work" and standardize regulations, which apply to enterprises in each country, develop public health as an OHS service, monitor emerging OHS events and networks among independent workers, and nurture experts who are responsible for new OHS issues.