• Journal of Hospice and Palliative Care
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• v.16 no.2
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• pp.65-73
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• 2013

The objective of this paper is to suggest future goals and strategies for social work in hospice and palliative care in Korea by understanding its historical background. Both literature review and participant observation were performed to examine historical data relating to social work in hospice and palliative care in Korea. Also reviewed were the current trends with a focus on the roles of social workers in the said arena, qualifications, education, research and medical insurance policy. First of all, the roles of social workers do not appear to be clearly defined in the field of hospice and palliative care, which seems to lead to the lack of recognition as professional workers. The qualification standard for social workers in hospice and palliative care remains inadequate. Second, there seems to be insufficient professional social worker training resources, in terms of both the number of educators and training programs. Third, social workers in Korea produce significantly less publications than those in other professions. There is also a dearth of qualified evidence-based research that is needed to prove benefits of intervention and ultimately for policy implications. Last, the current medical insurance policy needs to be revised to secure fees for social work services and dedicated full-time social workers in hospice and palliative care. Korea needs to approach social work in hospice and palliative care with specific goals to develop future strategies. Related infrastructure and an executive structure should be established via networking and partnership with academic societies, associations and schools.

• Safety and Health at Work
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• v.6 no.1
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• pp.25-29
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• 2015

Background: Shift work has been associated with occupational stress in health providers and in those working in some industrial companies. The association is not well established in the law enforcement workforce. Our objective was to examine the association between shift work and police work-related stress. Methods: The number of stressful events that occurred in the previous month and year was obtained using the Spielberger Police Stress Survey among 365 police officers aged 27-66 years. Work hours were derived from daily payroll records. A dominant shift (day, afternoon, or night) was defined for each participant as the shift with the largest percentage of total time a participant worked (starting time from 4:00 AM to 11:59 AM, from 12 PM to 7:59 PM, and from 8:00 PM to 3:59 AM for day, afternoon, and night shift, respectively) in the previous month or year. Analysis of variance and covariance were used to examine the number of total and subscale (administrative/professional pressure, physical/psychological danger, or organizational support) stressful events across the shift. Results: During the previous month and year, officers working the afternoon and night shifts reported more stressful events than day shift officers for total stress, administrative/professional pressure, and physical/psychological danger (p < 0.05). These differences were independent of age, sex, race/ethnicity, and police rank. The frequency of these stressful events did not differ significantly between officers working the afternoon and night shifts. Conclusion: Non-day shift workers may be exposed to more stressful events in this cohort. Interventions to reduce or manage police stress that are tailored by shift may be considered.

• Journal of Korean Academy of Nursing Administration
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• v.8 no.1
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• pp.55-72
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• 2002

Purpose : This study aimed at understanding the lived experience of new graduate nurse in hospital setting.Method : This study was based on a phenomenological approach. For this study, 8 new graduate nurses participated. The unstructured in-depth interviews were carried out from June to October, 1998. The data was analyzed Van Kaam's method.Results : Clinical new graduate nurses experienced clinical adaptation and endeavor, professional conflict of nursing, disability of nursing performance, work stress and management, maladaptation of human relationships, diverse emotions of interpersonal relationships, change of personal identity, difference between theory and reality of nursing.Clinical adaptation and endeavor included to get familiar with hospital life, satisfaction and worth for nursing, to get familiar with scoldings, calm down by oneself, efforts for self-development. Professional conflicts of nursing included future uncertainties in the hospital, dissatisfactions in work, doubts and regrets in nursing.Disability of nursing performance included lack of knowledges and skills, desolate working, stresses from mistake in working. Work stress and management included psychological signs and symptoms, physical signs and symptoms, management of stress. Maladaptation of human relationships included unsuitabilities in nursing unit climate, difficulties in human relationship. Diverse emotions of interpersonal relationships included regrets and absurdities to clients, thanks and regrets to colleagues, difficulties with doctors, sense of rivalry with colleague nurses. Change of personal identity included to become narrowing life circle, change of personality. The differences between theoretical knowledge and practice included needs of systematic pre-education for clinical nursing practice, differences between nursing educations and clinical practices.Conclusion : Therefore, the human resource management reflecting new graduate nurses' experiences should be developed.

• Journal of the Korea Fashion and Costume Design Association
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• v.16 no.1
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• pp.41-52
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• 2014

The purposes of this study were to explore differences in utilization of information sources depending on the length of buyers' career and annual sales volume of stores where buyers work for. The questionnaire was prepared by the researcher and was answered by 200 buyers who purchase their items from Dondaemun market. The researcher analyzed the data using both ANOVA and Tukey's test as a post-hoc test. The conclusion of this study is summarized below. First, there were significant differences in utilization of information sources among buyer groups depending on the length of buyers' career. The buyers with more than 10 years career showed more effective utilization of information source such as resident buying offices, manufacturers, trade publications, trade associations, fashion reports, celebrities, window shopping, professional magazines, and advice from others. Second, there were significant differences in utilization of information sources among buyer groups depending on annual sales volume of the stores where the buyers work for. The buyer who work for the store with its annual sales volume in excess of 2 billion won showed more effective utilization of information source such as trade association, professional magazines, sales record, want slips, advertising results, sales trends, customer surveys, sales meetings, customer advisory panel, in-store merchandising bureau and advice from other experienced buyers. However, buyers of the store with its annual sales volume lower than 100 million won showed different pattern utilization of information sources such as vendors, trade publication, celebrities and advice from others.

• Safety and Health at Work
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• v.8 no.4
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• pp.398-401
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• 2017

Background: Organizational ostracism is defined as a violation of norms that we are suggested to acknowledge at the workplace. It results in the exclusion of one person or multiple persons, and causes damage to our innate need to belong. This kind of behaviorism can be engaged through a hierarchical or nonhierarchical relationship. Three elements interact in the framework of organizational ostracism: the actor, the target, and the institution. Our aim was to describe the different factors interacting with every element in order to produce recommendations targeting to prevent the occurrence of such behaviorism in an institution and to help targets of such a violence in order to handle this situation and go forward. As psychological impact of ostracism has frequently been studied in the literature, we focused on its impact on professional tasks. Methods: We performed a questionnaire-based study about organizational ostracism. This questionnaire was established through an online platform (https://www.sondageonline.com) and made available through the following link: https://goo.gl/forms/KrkVXe3bMEc79cau2. A keyword was sent to all participants. We created a 23-interrogation questionnaire with open and short questions. Nonwritten consent was obtained from all participants. Results: The actor of ostracism engaged in ostracism, in most of the cases, with other persons without a real purpose. The actor of ostracism had an antecedent of problematic relationship at work in 82.9% of the cases. Of the participants, 58.5% were of the view that ostracism aimed to cause hurt and isolate them. Professional isolation was observed in 58.5% of the cases; 51.2% of the participants tried to improve their work potential and explained their reaction by an intrinsic motivation. The organization atmosphere was judged to be bad in most of the cases. Conclusion: Our study showed that ostracism was mainly observed in public practice.

• Journal of the Korea Convergence Society
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• v.12 no.3
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• pp.43-52
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• 2021

This study investigated the influence of clinical physical therapist's perception of their work environment and their attitude toward professionalization on individual job satisfaction. This study is a cross-sectional survey of clinical physical therapists 356 working in hospital, and utilized a structured questionnaire. As a result of this study, in their twenties, women, physical therapist with low clinical experience, and physical therapists working at hospital level showed low job satisfaction. Most of the physical therapists said that they needed a system for professionalism, and the lower the job satisfaction was, the higher the attitude toward the necessity of introducing a professional system. The variables affecting job satisfaction were academic background and annual salary. Therefore, in order to improve the job satisfaction of physical therapists, improvement of salary and learning for professionalism played an important role in improving job satisfaction. Self-development and job specialization through the introduction of a system for equipping expertise appear to be important to improve the job satisfaction.

• Journal of the Ergonomics Society of Korea
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• v.31 no.2
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• pp.407-411
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• 2012

Objective: The objective of this paper is to examine the scope of ergonomics in relation to the discipline of industrial hygiene. Background: There has been increasing recognition of the importance of ergonomics in the practice of industrial hygiene. As a result, quite a number of ergonomics-related research articles have been published in major industrial hygiene journals. And the professional engineers in industrial hygiene have conducted ergonomics-related activities. Method: This paper reports the results from the literature review of the ergonomics papers published in major industrial hygiene journals for the last 5 years, and the certification of industrial hygiene and ergonomics. Results: It was found that 7.7~13% of the total published papers were about ergonomics, and the number of the professional engineers in industrial hygiene is almost double of that of ergonomics. Conclusion: It should be understood that the work of ergonomic is complementary to industrial hygiene and not in competition with it. Application: Some suggestions were proposed hopefully helpful to colleague ergonomists for future research.

• Journal of the Korean Professional Engineers Association
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• v.44 no.2
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• pp.51-56
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• 2011

While performing the overseas projects in developing countries under EDCF loans with Korean civil design engineers as a project manager, I often used to find out and realize that lots of Korean engineers are not fully aware of what EDCF means and how EDCF funded projects are being implemented in developing countries. This implies that in the past, they have been concentrating on domestic projects only, not to mention have the rare opportunities to work in overseas projects. For these reasons, no wonder they neither pay a careful attention to the unfamiliar terms nor intend to try to realize them, even though such terms are fundamentals and important in overseas design works. With 'something will make it do'-like-attitude in our mind on site, nothing helps us at all. To help those who would like to understand and participate in overseas civil design works in developing countries under EDCF loans either as participants or as a future project manager, I introduce what EDCF means and how the procedure under these loans is being carried out, and they are briefly described herein this paper.

• Journal of the Korean Professional Engineers Association
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• v.42 no.5
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• pp.29-31
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• 2009

A general practice in software ordering behavior in public sector has been an enormous obstacle standing in development path of Korea's software industry. Standard on software development cost estimation is supposedly based on Function Point, but in general, it is on headcounting (a number of people involved in a project). Moreover, it is difficult to change a contract in an on-going project, since statement of work is not precisely and carefully described. But it has a simple solution. Design and Implementation should be a separate project, as in construction industry, and both power and responsibility for design should be given to an expert with a national-level qualification. Here, there is a simple way for Korea to reborn as one of the strongest software country.

• Journal of the Korean Professional Engineers Association
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• v.22 no.3
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• pp.5-13
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• 1989

A major problem of stopwatch time study is how to do for the accurate and consistent performance rating, which is one of the critical variables to determine the accuracy of work measurement and should be still dependent upon time observer's judgement. Therefore the time observer's ability for the performance rating is very important, and must be improved by correct training method and procedure. This paper developed a new benchmark and benchmark-observation method for the effective performance rating training of assembling and machining operations. The trainees' ability in the accuracy and consistency of the performance rating ,improved significantly after being trained by subject method. The percentage improvement in rating accuracy and consistency values was 34.7% and 49% respectively. In addition, benchmark-practice method for the performance rating training is not significant, so it is proofed that the skill of a certain operation is not important for the improvement of the rating ability.