• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.10 no.1
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• pp.147-159
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• 2000

The NIOSH health hazard evaluation program (HHE program) was created in response to the mandate to determine the toxic effect and potential health hazard of workplace exposure, which is found in Occupational Safety and Health Act of 1970 and the Federal Mine Safety and Health Act of 1977, A primary benefit of HHE program is its ability to provide current health hazard data to employers and employees, which assists them in identifying solutions to occupational health and safety problems in their workplaces, The HHE program also stimulates research in the development and review of sampling methods and diagnostic tests and may prompt additional exposure assesment efforts and toxicological and epidemiological studies. HHE projects also provide human exposure-toxicity data that are used to asses the validity of existing occupational health standards and to support criteria for new standards of recommendation, The HHE request is classified into four categories: 1) category 1: As a administratively invalid, 2) category 2: These are valid requests for which a site visit is not essential to an appropriate response, 3) Category 3 : These are valid requests for which a site visit is necessary for an adequate evaluation, 4) These are valid request which present a complex problem or an opportunity for research, To carry out HHE program one or methods of investigation might be used: 1) direct observation and evaluation of production processes and employee work practices 2) employees exposure level and air contamination level 3) medical test or physical examinations of employees 4) private, confidential interviews with employees 5) review of employer's record of injuries and illness, employee exposure data, medical tests and job histories. After investigation and analysing the data, NIOSH issues a final report, giving finding and recommendation.

• Journal of Technologic Dentistry
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• v.30 no.1
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• pp.97-107
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• 2008

Objectives; The purpose of the present study is to investigate the difference in levels of satisfaction between dental laboratory owners and employed dental technicians in the area of dental laboratory management. Methods; The samples of seventy-one dental laboratory owners and sixty-six employed dental technicians were selected in a blinded and random manner. Data was collected through self-administered questionnaires and analyzed using average values, the t-test and multiple regression. Results; 1) There was no significant difference in the average values of general satisfaction levels related to dental laboratory management between dental lab owners and employees. 2) The average values of satisfaction levels in 11 specific items scored 'above average' among dental lab owners and 'average' among employees. 3) The average values of satisfaction levels in 10 specific items except for 'trust and respect' showed a significant difference between dental lab owners and employees. 4) Important factors which influenced the satisfaction level of dental lab owners were 'trust and respect' and 'improvement of employee's benefits'. In the employees group, 'trust and respect', 'improvement of employee's benefits' and 'technical information support' were important factors. Conclusion; The present study revealed that dental laboratory owners and employees have some gaps between the viewpoints in dental laboratory management. This suggests the necessity to improve management in a transparent and economical way. However this study has some limitation in that the sample size was not massive enough.

• Journal of the East Asian Society of Dietary Life
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• v.19 no.5
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• pp.827-835
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• 2009

Computing Technology implementation suggests a dramatic change in work or organizational environment. The study aims to examine how IT adoption affected employees' attitudes toward jobs and behaviors toward customers in restaurant operations. The employee attitudinal variables examined in the study included employees' perceptions on internal work motivation, general job satisfaction, and pride in organization, while positive employee behaviors were used to examine employees' behavioral changes induced by IT implementation. The study sampled employees of full-service and mid-scale restaurants. To test the relationships among the employees of full-service and variables proposed in the research model changed by the IT implementation, six hypotheses were proposed. This study is meaningful in making a progress in finding a support for a link between task perceptions and attitudes in organizational environment change. The practical contribution of this research lies in for restaurant owners or managers to obtain a better perspective of the technology adoption and implementation decisions.

• Journal of the Korean Society of Safety
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• v.31 no.1
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• pp.126-131
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• 2016

Although many studies have been conducted to find solutions to deal with human errors effectively, violations have been rarely studied in depth. The violation is a type of human error when an employee takes an action with intention but does not intend harmful outcomes. Violations have characteristics similar to other types of human errors but it is difficult to understand the intention of an employee from accident reports. The objective of this study is to develop a conceptual model of violation errors for preventing accidents/failures in a nuclear power plant from violation errors. Based on the previous studies, the characteristics of violations were collected in 9 categories and 136 items. They were classified into three-kinds of characteristics (human-related, task-related, organization-related characteristics) to construct conceptual models of routine/situational violations. The representative cases of accidents/failures in a nuclear power plant were analyzed to derive the specific types of routine/situational violation occurrence. Three types of conceptual model for each violation were derived according to whether the basic, human-related, and task-related characteristics are included or not. The conceptual models can be utilized to develop guidelines to support employees preventing routine/situational violations and to develop supportive system in nuclear power plant.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.3
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• pp.136-147
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• 2012

The human resources of an enterprise is very important to survive in these days of business environment. This study investigates the influence of four behavioral types in MBTI (Myer-Briggs Type Indicator) and working conditions on organizational effectiveness. Job satisfaction and immersion have been regarded as a key conception of organizational effectiveness. The focus of this study is to investigate the effects of R&D employee's four behavioral types in MBTI and working conditions on organizational effectiveness. The results of this study show that organizational effectiveness is influenced by personality types and working conditions. According to the result, First, about the analysis of differences in job satisfaction, EP (Extraversion Perceiving)-type (3.56) and EJ (Extraversion Judging)-type (3.43) are higher than IJ (Introversion Judging)-type (3.07) and IP (Introversion Perceiving)-type (3.03) of four behavioral types in MBTI. So an enterprise makes various efforts to enhance job satisfaction for IJ (Introversion Judging)-type and IP (Introversion Perceiving)-type. Second, For improving the organizational effectiveness that is job satisfaction and immersion, an enterprise must make favorable working conditions to each four behavioral types in MBTI of R&D employees. In order to improve job satisfaction, the enterprise will provide IJ (Introversion Judging)-type with support for collegiality and IP (Introversion Perceiving)-type with good relationships with superiors. and also the enterprise gives autonomic authority to EJ (Extraversion Judging)-type. Finally, in the case of EP (Extraversion Perceiving)-type, the enterprise must admit failure for efforts. In order to improve job immersion, the enterprise will provide IP (Introversion Perceiving)-type with good relationships with superiors, the vision of company and compensation for creative work. and also the enterprise gives autonomic authority to EJ (Extraversion Judging)-type.

• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.781-793
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• 2016

This research is to investigate the impact of strengths use and development on individual perceived performance. The present research aimed at exploring the role of harmonious passion and concentration on individual perceived performance and in this relation verify the group difference by the level of strengths use. This study was conducted on a sample of 460 employees and structural equation modelling analyses were performed to test the proposed model. The results showed that harmonious passion and concentration is positively related to individual perceived performance. In the relation between harmonious passion and perceived performance, there was the difference between high strength use group and low strength use group. Over all, the findings provide encouraging support for the potential benefits of employee's strengths use at work and the importance of intrinsic motivation variable on perceived performance. In addition practical implications on developing employee strengths use are discussed.

• Journal of the Korean Society of Food Culture
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• v.10 no.4
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• pp.327-337
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• 1995

The purposes of this study were to: (a) identify college students' patronage behaviors, (b) develop an instrument measuring the attitudes of University Students towards university foodservices management practices, (c) determine university students' attitude towards the four types of university foodservices, and (d) provide recommendations on marketing strategies for university foodservice. Questionnaires were hand delivered to 600 Yonsei University students by designated coordinators. A total of 549 questionnaires were usable; resulting in an 93.3% response rate. The survey was conducted between November 28 to December 4, 1995. Statistical data analysis was completed using the SAS Programs for descriptive analysis, T-test, ${\chi}^2$ test, ANOVA, Factor Analysis and Stepwise Multiple Regression. Most (88.3%) of students were patronizing university foodservices for lunch. Underground student foodservice (40.1%) and Restaurants outside the campus (33.7%) were primarily used for lunch and dinner respectively. Eighty six percent of university students had 1 to 2 meals per day at university foodservices. The reasons given by students for patronizing university foodservices were as follows: location, time, price, menu, taste. Most of the respondents were least satisfied with hygiene, taste, menu and atmosphere. Data indicated strong support for eight priori dimensions in terms of food, menu, atmosphere, hygiene, employee attitude, facilities and convenience. After the factor analysis, price, fast service and foodservice location attributes were rearranged, combined and created a new dimension called as 'access'. Three dimensions in terms of menu, hygiene, convenience were important to students although performance was perceived as poor through importance-performance analysis. Most of students were not satisfied with all four types of university foodservices. In terms of food quality and price which university foodservices offer, most of respondents were moderately satisfied. According to multiple regression analysis, 93.31% of the variance respondents' satisfaction score could be explained by food, menu, price, atmosphere, hygiene, employee attitude, facilities, and convenience dimensions.

• Journal of Digital Convergence
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• v.17 no.6
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• pp.93-104
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• 2019

The ppuri industry is growing in technical importance due to the 4th industrial revolution and is growing steadily. However, securing skilled workers is hardly realistic, and foreign workers are increasing. The purpose of this study is to find organizational commitment on for improvement of in-role performance of foreigners and Koreans working in ppuri companies and to find ways to support differentiation through comparison between groups. The subjects of this study were foreigners and Koreans in the ppuri company. Through the survey, 393 valid samples were collected. We use structural equation modeling to verify the research hypotheses, and conducted a survey on the employees of organization with information security policy. The results showed that in the case of foreigners, balanced processing affects in-role performance through organizational commitment. In the case of Koreans, relational transparency, balanced processing, and internalized moral perspectives affect in-role performance through organizational commitment. The results of the analysis suggest a strategic approach to improve the in-role performance of each group.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.359-372
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• 2019

The purpose of this study is to examine the life satisfaction and self-esteem according to the gender of the adult employees, and to verify the impact of the interaction effects of demographic factors and volunteer activities. The data were used as the 12th data of the Korea Welfare Panel and 2,776 men and 2,175 women for analysis. The analysis method even validated the interaction effects by applying the SPSS program. The major result of this study was that self-esteem of adult employee was related to their life satisfaction. Since the effects of interactions was different according to gender, the research suggests measures to support policies and practice in order to enhance their life satisfaction and self-esteem according to the gender of adult employee.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.10
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• pp.444-455
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• 2018

This empirical study examined the relationships among emotional labor, social support, and organizational commitment of franchise food service industry employees, and analyzed the mediating effects of social support from the fellow and director on the relationship between emotional labor and organizational commitment. A total of 268 employees in the franchise food service industry, such as fast food, chicken, and coffee in Seoul, were analyzed by frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis, and structural equation model analysis using the SPSS Program. The results of verifying the research hypotheses could be summarized as follows. First, the surface emotional labor of franchise food service industry employees had negative effects on the organizational commitment. Deep emotional labor had significant positive effects on the organizational commitment, and fellow and director support had significant positive effects on the organizational commitment. Second, the social support from the fellow and director had partially mediating effects on the relationship between emotional labor and organizational commitment. This suggests that emotional labor and social support play essential roles in enhancing the organizational commitment of franchise food service industry employees.