• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.24 no.3
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• pp.371-382
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• 2014

Objectives: This study was undertaken in order to examine how musculoskeletal disorder(MSD) symptoms were affected by particular factors and then to explore control strategies to prevent MSDs in general hospital nurses. Materials: This, as part of a large study, was conducted using a set of information on literature review, questionnaire survey and focus group interview. It obtained prevalence and factors of MSD symptoms and examined how MSD symptoms were distributed and affected by the factors in nurses working at 15 general hospitals across Korea. The factors were personal factors, work organization, nursing tasks, physical factors and psychosocial factors. Results: A total of 501 nurses were determined as subjects. The highest MSD symptom prevalence was 61% for the shoulder, among body parts, followed by leg/feet(55%), low back(51%), neck(42%), wrist(38%), and elbow(21%). Prevalence for the whole body was 80%. Odds ratios ranged from 0.4 to 22.4 in logistic regression analyses. The symptoms were significantly attributed to factor variables such as body mass index, current health status, daily work time, nursing task, pooled-physical factors, ergonomic factors, work load, interpersonal conflict, and job insecurity. Conclusions: Two or more factor variables were significant, depending on body part, for MSD systems in the general hospital nurses. It was noticeable that physical factors, such as pooled-physical factors, ergonomic factors or work load, were selectively significant for MSD symptoms in all body parts, indicating that such information should be used for prevention of MSDs in the hospital sector.

• The Journal of Korean Medicine
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• v.36 no.3
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• pp.14-22
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• 2015

Objectives: The objective of the present study was to assess the factors that influence the health of workers, especially nurses, and to propose methods for health management. Methods: A total of 246 nurses were surveyed to ascertain the health status score, Sasang constitution diagnosis, health-related life and job factors, psychosocial stress, and job stress. Depending on their health status score, the subjects were categorized into unhealthy, intermediate, or healthy groups, and each factor was compared with the stress score of the groups. Further, each Sasang constitution factor was also compared with the stress scores. Results: Analysis based on the health status scores indicated that the patients in the intermediate group were older and had longer tenure than those in the unhealthy or healthy groups. The healthy group had higher number of married individuals, and they were subjectively assessed as healthy. Patients in this group were more satisfied with their work than those in the unhealthy group. Analysis of the Sasang constitution showed that a lower percentage of individuals with a Soeumin constitution were married, and most considered themselves to be unhealthy during the subjective health assessment. Conclusions: The findings of this survey revealed that in order to maintain health, efforts should be made to improve the work environment, achieve health confidence, and practice health behavior while considering one's own body, mental state, and constitution.

• Safety and Health at Work
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• v.9 no.3
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• pp.334-338
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• 2018

Background: With global changes in the current state of work and employment, the role of health-adverse psychosocial work environments has received increasing attention in developed as well as in rapidly developing countries. Thus, there is a need to apply valid measurement tools for monitoring and preventive purposes. This study aims to examine the factorial structure and psychometric properties of the Persian version of the effort-reward imbalance (ERI) questionnaire, assessing one of the internationally leading concepts of stressful work. Methods: This descriptive cross-sectional study of a random sample of 202 white collar employees in an industrial company in Iran analyzes the ERI scales by exploratory and confirmatory factor analysis. Moreover, aspects of construct and criterion validity are tested. To this end, correlations of ERI scales with subscales of organizational injustice, a complementary work stress model, and also the correlations of ERI scales with a questionnaire assessing psychosomatic symptoms are performed. Results: Internal consistency of the three ERI scales was satisfactoryy (Cronbach ${\alpha}$ effort: 0.76, reward: 0.79, overcommitment: 0.75). Fit indices of confirmatory factor analsis pointed to an adequate representation of the theoretical construct (e.g., adjusted goodness of fit index (AGFI): 0.73, goodness of fit index (GFI): 0.78). Negative correlations with subscales of organizational injustice supported the notion of construct validity of the ERI scales, and positive correlations of ERI scales with psychosomatic symptoms indicated preliminary criterion validity. Conclusion: The Persian version of the ERI questionnaire has acceptable psychometric properties and can be used as a valid instrument in research on this topic.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2789-2796
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• 2014

This is a descriptive correlation study to identify job stress, fatigue, and depression among ship-building supply workers. The subjects were 175 ship-building supply workers at one small & medium-sized ship-building supply company in K city. The data were collected from February 1st throughout 28th, 2013. The collected data were analyzed using the SAS program through mean, standard deviation, and Pearson's correlation coefficients. There was a positive correlation between job need and job insecurity of the job stress underlying factors and fatigue respectively (r=0.15, p<.05; r=0.17, p<.05). There was a negative correlation between organizational system factor and fatigue (r=-0.19, p<.05). Also there was a positive correlation between workplace culture factor and depression (r=0.15, p<.05). In conclusion, it could be needed for organizational managers to develop strategies for improving the workers' psychosocial workplace environment.

• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.9 no.6
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• pp.341-352
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• 2019

Recently, e-sports has been receiving social attention. Game leadership is a necessary skill to perform effective game tasks, and it is very important to e-sports game and improve teamwork. As a result, there is a need to identify psychosocial factor that promote game leadership. This study tried to examine how game motivation, game efficacy, and psychological factors(self-control, social intelligence, self-esteem) reported to have an important effect on leadership have relation with game leadership to MOBA genre users who were known to consider role of game leadership as important factor. We used data from 196 adolescents using MOBA games for surveys. As a result of analysis, internet game time, game efficacy, and social intelligence had a positive relationship with game leadership. And game motivation(social, exploration and escape) also had a positive effect on game leadership. But self-control, self-esteem and some game motivations(acquisition, achievement) was not significant.

• Health Policy and Management
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• v.33 no.2
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• pp.118-128
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• 2023

Background: Personal socio-economic abilities are crucial as it affects health inequalities. These multidimensional inequalities across the regions have been structured and fixed. This study aimed to analyze health vulnerabilities by regional cluster and identify regional health disparities of self-rated health, using nationally representative cross-sectional data. Methods: This study used personal and regional data. Data from the Community Health Survey 2021 were analyzed. K-means cluster analysis was applied to 250 si-gun-gu using administrative regional data. The clusters were based on three areas: physical environment, health-related behaviors and biological factors, and the psychosocial environment through the conceptual framework for action on the social determinants of health. And binary logistic regression analyses were conducted to examine the differences in self-rated health status by the regional clusters, controlling human biology, environment, lifestyle, and healthcare organization factors. Results: The most vulnerable group was group 3, the moderate vulnerable group was group 1, and the least vulnerable group was group 2. The group 2 was more likely to have high self-rated health status than the moderate vulnerable group (odds ratio [OR], 1.023; p<0.001). And the group 3 showed low self-rated health status than the moderate vulnerable group (OR, 0.775; p<0.001). However, the moderate vulnerable group had significantly higher self-rated health status than the most vulnerable group (group 2: OR, 1.023; p<0.001; group 3: OR, 0.775; p<0.001). Conclusion: These results demonstrate that community members' health status is influenced by regional determinants of health and individual levels. And these contribute to understanding the importance of specific and differentiated interventions like locally tailored support programs considering both individual and regional health determinants.

• Journal of Home Health Care Nursing
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• v.9 no.1
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• pp.14-26
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• 2002

The purpose of the study was to compare both the nursing care satisfaction and the image of nurses as experienced by home health care clients and hospitalized clients. For the descriptive survey study. data were collected from 69 home heath care clients and 342 in-patients in a university hospital. The tools used for the study were modified by Quality Patient Care Scale(Wandelt & Ager. 1974) and Image of Nurses (송인자, 1993). The data were analyzed using Pearson Correlation. Scheffe test. factor analysis. t-test. and ANOVA. The major findings were as follows: Regarding nursing care satisfaction, the mean score of total nursing care satisfaction in home health care clients was 3.28 out of 4.0. Among five domains, the domain with the highest score was the psychosocial domain, followed by the general. the professional. the physical. and the communication domain. The level of nursing care satisfaction was not significantly different according to demographic variables except for age: the age group of 41-60 showed the highest score (p<0.05). The mean score of total nursing care satisfaction in hospitalized clients was 2.95 out of 4.0. Among five domains, the domain with the highest score was the psychosocial domain, followed by the physical and the communication. the professional. and the general domain. The level of nursing care satisfaction was not significantly different according to demographic variables except age: the higher the age the higher the score (p<0.05). The levels of nursing care satisfaction in all five domains were significantly higher in home health care clients than in hospitalized clients(p=0.0005). Regarding image of nurses, the mean score of total image of nurses in home health care clients was 3.32 out of 4.0. Among four domains, the domain with the highest score was the sincerity domain, followed by the kindness. the spirit. and the knowledge and skill domain. The level of image of nurses was not significantly different according to demographic variables. The mean score of total image of nurses in hospitalized clients was 3.05 out of 4.0. Among four domains. the domain with the highest score was the sincerity domain, followed by the kindness, the knowledge and skill, and the spirit domain. The level of image of nurses was not significantly different according to demographic variables. The levels of image of nurses in all four domains were significantly higher in home health care clients than in hospitalized clients (p=0.001). Both the levels of nursing care satisfaction and image of nurses, part of an evaluation for quality of nursing care were significantly higher in home health care clients than in hospitalized clients. In light of the findings, we could consider that home health care nurses provided client-centered comprehensive nursing care. However, nurses need to have methods that more promote the social recognition of the image of nurses and nursing care services as well as professional knowledge and skills.

• Journal of Korean Society of Transportation
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• v.25 no.3
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• pp.45-54
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• 2007

Aggressive driving is defined as 'driving behavior which intentionally incurs danger and distress to other drivers and passengers'. It increases the possibility of traffic accidents. Also, it threatens lives of drivers ana passengers and brings social and economic harm. According to previous studies. these aggressive behaviors are affected by not only the personality of drivers but also psychosocial factors, such as attitude, aggressive intention, time pressure, and traffic situations, However, most studies on aggressive behaviors conducted with field studies and surveys suggest correlation, not causal relationship. Therefore, in the current study tue authors measured individual factors-the driver's intention for aggressive driving and manipulated time pressure-to examine the interaction effects. As a result. the difference between conditions was significant depending on the level of aggressive intention and time pressure. These differences were also significant depending on the types of aggressive driving behaviors. In particular, the interaction effect of the driver's intention and time pressure on improper passing (cutting drivers off when passing) was significant. Finally the limitations of the current study and implications or using a car simulator are discussed.

• Journal of Digital Convergence
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• v.16 no.6
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• pp.251-258
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• 2018

We study convergent factors to depression(CES-D: Center for Epidemiologic Studies Depression scale) among administrative staff in general hospital. The questionnaire was used using an unregistered self-administered questionnaire for 201 staff from 9 general hospitals located in J area from Jul. 3rd, 2017 to Jul. 29th, 2017. The hierarchical multiple regression analysis shows the following results. The depression of respondents turned out to be significantly higher in following groups: a group in which Rosenberg Self-Esteem Scale(RES) is lower, a group in which Multidimensional Fatigue Scale(MFS) is higher, a group in which Psychosocial Well-being Index Short Form(PWI-SF) are higher. The results show explanatory power of 32.5%. The results of the study indicate that the efforts, to increase RES, and to decrease MFS and PWI, are required to improve the depression among administrative staff in general hospital. These results could be used in organizing human resource management and industrial health education to lower the level of depression in general hospital administration staff. Following studies need to analyze the structural equation model that effects the depression levels of administrative staff in general hospital.

• Journal of Korean Home Economics Education Association
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• v.29 no.4
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• pp.101-116
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• 2017

This study aimed to investigate the determinants of confidence in courtship and marriage, childbirth and parenting of the unmarried employed of the echo boomers born between 1982-1992, using data from the 19th wave of the nationwide Korea Labor and Income Panel Study. The differences of confidence in courtship, marriage, childbirth, and parenting of the echo boomers according to sociodemographic variables, psychosocial variables, workplace related variables were examined and multiple regression analysis was conducted in order to identify the factors that affect the confidence in courtship and marriage, childbirth and parenting. The results were as follows: The level of confidence in courtship and marriage, childbirth and parenting showed a statistically significant difference depending upon socioeconomic status and psychosocial variables. However, among the workplace related variables, other than childbirth and parenting within the job satisfaction category, all other variables showed a statistically significant difference. In addition, as the determining factors affecting all issues of courtship, marriage, childbirth, and parenting, youth perceptions of Korean society revealed to be the most influential factor, followed by social support and organizational commitment.