• 한국직업건강간호학회지
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• 제19권2호
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• pp.117-127
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• 2010

Purpose: The purpose of this study was to investigate the factors that influenced the preparation for later life of the age group of 30s, 40s, and 50s in production workers. Methods: The participants for this study were 320 men working in 2 workspaces of Ulsan city. The data was collected from May to July, 2010 using structured questionnaires. Chi-square, One way ANOVA, Duncan test, Pearson's Correlation Coefficient and multiple regression with the SPSS WIN 17.0 program were used to analyze the data. Results: There were statistically significant differences among 30s, 40s, and 50s workers regarding the preparation for later life, health promoting behavior, knowledge and attitude of cerebrocardiovascular (CVD) diseases. 50s workers were significantly more higher than 30s and 40s regarding the preparation for later life, health promoting behavior, cognition and attitude of CVD diseases. The model including variables related to the preparation for later life explained variance of 42.3% of 30s, 36.0% of 40s, and 28.5% of 50s workers. Finally, cognition of CVD diseases and social support were predictors in explaining the level of the preparation for later life among production workers. Conclusion: Based on the findings of the study, nursing interventions should be developed to improve the preparation for later life of production workers according to age differences.

• Industrial Engineering and Management Systems
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• 제10권3호
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• pp.197-202
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• 2011

In traditional production lines, such as assembly lines, each worker is usually assigned to a particular fixed work, and decreasing the task to master the assigned work is valuated. However, when an imbalance exists between workers' speeds, if a worker delays the overall work in the production line, the production rate of the particular line will also decrease. To avoid this problem, the "Self-Balancing Production Line" was introduced. In this type of production line, each worker is assigned work dynamically, and when specific conditions are satisfied, production remains balanced. Characteristics of these lines that can be preempted at any place have already been analyzed by some researchers. A previous paper examined the situation in which only a single worker can process one machine and cannot preempt processing, and the improved policy of an ordinary selfbalancing production line, which specifies which stations workers can process and how workers can behave. This policy achieveda high production rate with only four stations and two workers (Buzacott, 2002). In that paper, worker processing stations and the behavior of a specific worker were limited, andthe paper focused only on specific stations and workers. Therefore, it is not applicable to any worker sequence. In this paper, we focus on other ways to decrease cycle time. In this kind of line, a worker processes at his or her speed. Therefore, if a worker is assigned stations according to his or her speed, the line can decrease cycle time. To do so, we relax the assumptions of this type of line and set a new condition. Under these conditions, we compare our results to the results of previous papers.

• Industrial Engineering and Management Systems
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• 제4권1호
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• pp.36-46
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• 2005

In traditional production lines, such as assembly lines, each worker is usually assigned to a fixed task, which is beneficial since it reduces the amount of training needed for workers to master their assigned tasks. However, when workers complete their tasks at different speeds, the slowest worker will determine the overall pace of the production line and limit production. To avoid this problem, the self-balancing production line was introduced. In this type of production line, each worker works dynamically, thus they can maintain balanced production. Previous research analyzing the performance of these lines has ignored the walk-back time associated with dynamic workers. U-shaped production lines have also been analyzed and policies for such lines have been proposed. However, the walk-back time cannot be ignored in practice, and research taking this factor into account is needed to enable balanced production and thus the maximum production rate. In this paper, we propose production policies for a production line with the walk-back time taken into account, and define and analyze the conditions for self-balancing. Furthermore, we have compared the performance of such a line with that of other production lines under the same conditions, and the results show the superiority of this line in certain cases.

• 대한안전경영과학회지
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• 제6권1호
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• pp.173-185
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• 2004

The production using U-shaped line is studied. This research presents the relationship among machining time, cycle time and production rate in a U-shaped line. The U-shaped line produces shafts by automated machines. In this paper when any production rate is given the U-shaped line always satisfies the production rate. An algorithm is developed for the determination of cycle time, the number of machines and workers of the U-shaped line in order to minimize the total machine capacity and the number of workers for any given production rate. The U-shaped line was successfully designed by applying the proposed algorithm.

• 대한가정학회지
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• 제37권2호
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• pp.145-158
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• 1999

The purpose of this study is to investigate the relationship between work-family conflict and job-life satisfaction of married female workers. Two data sets were used in this study. Both data sets were gathered from structured questionnaires and time dairies. The first data set was collected from 370 married female production workers in 1995 and the second set was collected from 143 married female clerical workers in 1996. Job and life satisfaction were measured on 5-point Likert scale where 5= very unsatisfied and 5= very satisfied. The overact means for both groups were 2.97, 3.09 for job and life satisfaction respectively The findings of this study are; 1) Clerical workers have significantely higher job and life satisfaction than production workers. 2) Multivariate analysis reveal that work-family conflict is negatively related to job satisfaction while income is positively related to job satisfaction. 3) In the path analysis model, work-family conflict has a negative direct effect and indirect negative effect mediated through job satisfaction on life satisfaction. Job satisfaction and husband's division of housework have a positive direct effect on life satisfaction. However, total labor time has a negative indirect effect mediated through work-family conflict on life satisfaction and income huts a positive indirect effect mediated through job satisfaction on life satisfaction.

• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2014년도 추계 학술논문 발표대회
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• pp.210-211
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• 2014

This study was conducted to present the improvement in professional perception among construction workers engaged in domestic construction sites by analyzing the reality of their professional perception. The results are as follows: First, with regard to professional perception of the construction industry, managerial workers made their positive reply to items regarding construction and construction workers but had their negative attitude towards construction as a job and as a recommendable job for others; whereas production workers showed their negative reply to all the items. Second, with respect to factors for construction being firmly regarded as an 3D industry, managerial workers selected 'long working hours' and production workers replied with 'low wages and income insecurity.' Third, as for improvement activities for professional perception of construction, most of construction workers simply knew about activities being performed but expressed their intention to participate in the activities.

• 산업노동연구
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• 제17권1호
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• pp.1-36
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• 2011

대안적 작업조직을 둘러산 다양한 주장과 논쟁이 단위조직 사례연구를 토대로 이론적 개념적 차원에서 제기되어 왔으나 정작 노동자 관점에서의 양적 검증은 상대적으로 부족했다. 이 글은 한국직업능력개발원의 인적자본 기업패널 제조업 자료를 이용하여 대안적 작업조직의 대표적 형태로써 테일러 방식과 린 방식, 자율팀 방식을 유형화한 후 각각 조직의 재무적 성과와 노동자 성과에 어떤 영향을 미치는지 분석하고자 하였다. 특히, 국내 제조업의 경우 린 방식의 대표적 특성인 QC, 제안활동 등의 개별참여 관행이 확산되고 있다는 측면에서, 린 방식을 준거로 사회기술체계의 특성을 고려한 자율팀과 테일러 방식을 비교 분석하였다. 분석 결과, 대안적 작업조직으로써 린 방식과 자율팀 방식이 테일러 방식에 비해 조직성과 뿐만 아니라 노동자 개인의 성과측면에도 보다 긍정적인 것으로 파악되었다. 그러나 린 방식과 자율팀 방식간 비교에서는 조직성과에 미치는 영향은 통계적으로 유의한 차이를 보이지 않은 반면, 노동자 개인의 성과로써 노동시간, 소득, 직무만족도, 조직몰입의 모든 결과변수에 대해 린 방식이 자율팀 방식에 비해 일관된 부정적 영향을 미치는 것으로 파악되었다. 린 방식이 품질개선과 조직성과 향상을 위한 우월한 작업조직이라는 주류적 공감에도 불구하고, 그와 같은 기제의 이면에는 드러나지 않았던 노동자 개인의 성과가 훼손되었을 가능성을 시사하였다.

• 대한산업공학회지
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• 제41권2호
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• pp.209-219
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• 2015

This paper deals with a case study about productivity improvement in medium and small-sized manufacturing factories. It is popular to improve the productivity of lines by shortening the production cycles and assigning multi jobs to workers. We analyze the production lines and improve the productivity in the case study through multi-functional workers and shortened production lines. Based on the case study, we propose some guidelines to improve the productivity of production lines.

• 대한건축학회논문집:구조계
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• 제35권12호
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• pp.173-180
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• 2019

Construction work is a labor-intensive industry, which is required systematic production activities using materials, manpower, and equipment. Among them, manpower resources play a very important role in achieving efficiently production in the organization. Construction work is highly dependent on construction craft workers, and the level of proficiency can be directly related to the construction productivity and quality. However, a rapidly aging construction craft workers in Korea, is being replaced by a foreign construction craft workers because of advoidance of new laborers in the construction site. In the future, if the continuous development and management of construction manpower is not made properly, it may be lead to adverse effects such as setbacks in production, delayed completion, faulty construction, industrial disasters, and decreased productivity in construction site. In this study, it was proposed four important factors for work capacity management of construction craft workers. These were ensuring of physical strength through the health management of construction craft workers, securing of proficiency through career management, ensuring of productivity through work capacity and establing of informatization through work capacity management. By introducing a systematic system, it is possible to improve construction craft workers' professionalism, enhancing the level of welfare, reflecting the realities of labor costs, increasing the quantitative and qualitative levels of construction craft workers, Futhermore it was demanded the continued interest and policy support for the realization of effective management of construction craft workers.

• 한국콘텐츠학회논문지
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• 제2권4호
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• pp.76-84
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• 2002

The conventional database evaluation method is carried out by the way in which the person in charge of each specialty database(DB manager) composes the evaluation sheets for corretionㆍrevision on the already-constructed database in a manual method and carries out the measurement and re-education of DB workers based upon it. As a result, that way consumes much time on career information and measurement works about DB workers, causing low time and cost efficiency and lack of systematic management of DB workers, resulting in becoming the hindrance factor of databases quality improvement. This research provides on-line, red-time results of measurements about the efficiency of DB production and DB workers by combining the static measurement with dynamic measurement by DB manager, both of which utilize the System. Therefore, the DB manager can contribute to the improvement of DB quality by determining the continuation of DB production by DB workers or carrying out the re-education of DB workers without being affected by time or spacial constraints.