통기구 유무와 옷 길이 차이에 따른 건설현장 작업복의 온열생리반응

김성숙 ( Seong-suk Kim ),김희은 ( Hee-eun Kim ) 한국의류산업학회 2018 한국의류산업학회지 Vol.20 No.2

This study examined thermo-physiological responses according to the design change of construction site working clothes (control (C) working clothes; prototype (P) working clothes). We measured rectal temperature, skin temperature, micro-climate within the clothes and sweat rate. In the evaluation of physiological functionality, based on pattern improvement in working clothes, P working clothes showed significantly lower rectal temperatures, trunk and thigh skin temperatures than C working clothes. It is preferable that rectal temperature should be kept low during work that is not favorable to an increase in body temperature. P working clothes were more physiologically functional than C working clothes. In addition, P working clothes showed significantly lower temperatures in the trunk and thigh parts in a micro climate temperature. We could explain that the side seam zipper on the pants and the gusset on armpit parts create an air permeability effect of lowering the temperature of micro-climate. Aggressive ventilation through the slit of the garment is an important factor for the restoration of the physiological function of the worker at rest between work. Sweat rate showed a higher level in C working clothes than P working clothes. When working in a hot environment, workwear needs to be designed so that the worker is not exposed to thermal stress. Therefore, it was evaluated that the P work clothes used in this study alleviated the physiological burdens of heat.

맞벌이 부부의 일가족 경험과 정신건강: 자기효과와 상대방효과

조규영 ( Kyuyoung Cho ),김신경 ( Sinkyung Kim ),전효정 ( Jeon Hyo Jeong ) 한국가족관계학회 2018 한국가족관계학회지 Vol.23 No.1

Objectives: The purpose of this study was to examine the actor and partner effects of the relationships among dual-earner couple’s work-family experiences and mental health using APIM (Actor and Partner Interdependence Model). Method: Using the 7~8th (2015) wave of PSKC (Panel Study on Korean Children), the study included 606 couples raising children who are in the first grade of elementary school. Results: The result 1 shows relationships between work-parenting gains and depression/life-satisfaction (Model 1 & Model 2). In Model 1, wives' level of work-parenting gains was not associated with depression of their own nor of their spouse. However, husbands' level of work-parenting gains was associated with their spouses' as well as depression of their own. In Model 2, wives' level of work-parenting gains was associated with life-satisfaction of their own but it was not associated with life-satisfaction of their spouse. However, husbands' level of work-parenting gains was associated with their spouses' as well as life-satisfaction of their own. The result 2 shows relationships between work-parenting strains and depression/life-satisfaction (Model 3 & Model 4). In Model 3, wives' level of work-parenting strains was associated with their spouses' as well as depression of their own. In addition, husbands' level of work-parenting strains was associated with their spouses' as well as depression of their own. In Model 4, wives' level of work-parenting strains was associated with life-satisfaction of their own but it was not associated with life-satisfaction of their spouse. However, husbands' level of work-parenting strains was associated with their spouses' as well as life-satisfaction of their own. Conclusions: These findings extend our understanding of the relationships between work-family experiences and mental health using dyadic data.

제3차 - 6차 근로환경조사를 이용한 우리나라 제조업 근로자의 작업관련 요통유병의 시계열추이 및 관련 요인

허성찬,박진욱,양선희 한국산업보건학회 2022 한국산업보건학회지 Vol.32 No.4

Objective: This study was to perform to identify the distribution characteristics and related factors of work-related low back pain among manufacturing workers in Korea. Methods: We analyzed the third(2011) through sixth(2020) Korean Working Conditions Survey. This study examined changes in the prevalence of work-related low back pain among manufacturing workers and related factors, including demographic characteristics and working conditions. Results: The prevalence of work-related low back pain showed a general tendency to increase during the study periods except for the 5th wave. The prevalence of work-related low back pain was higher in women than in men. The prevalence increased with increasing age and decreased with higher educational attainment. This trend was observed in all survey waves. The prevalence ratios for work-related low back pain according to working conditions varied over the survey period. In general, workers with manual jobs, long working hours, and exposure to tired or painful postures showed relatively higher prevalence ratios than did their counterparts. Providing Information on health and safety, perception that work affects health, and experience of presenteeism were identified as influencing factors for work-related low back pain. Although the working environment is improving, work-related back pain is on the rise. A multifaceted study on risk factors for work-related low back pain is needed. Conclusion: Work-related low back pain is a significant factor affecting the working population's quality of life. The prevalence of work-related low back pain showed a tendency to increase during the study periods. A multifaceted study on risk factors for work-related low back pain is needed.

Moderation of Meaningful Work on the Relationship of Supervisor Support and Coworker Support with Work Engagement

Umair Ahmed,Abdul Halim Abdul Majid,MdLazim Mohd Zin 한국유통과학회 2016 Asian Journal of Business Environment (AJBE) Vol.6 No.3

Purpose - The aim of this article is to outline the concept of work engagement and the importance of job resources including supervisor support and coworker support pertaining to work engagement. Research Design, Data, and Methodology - The article discusses the concept of work engagement and what empirical evidences suggest about its relationship with job resources including supervisor and coworker support. Result - Critical review of the literature has indicated towards strengths and pitfalls of social support resources including supervisor and coworker at work, particularly with regards to work engagement thus, requiring further empirical attention. Accordingly, the article has also indicated towards the critical significance of meaningful work for fostering employee well-being at work. Conclusions - The article has highlighted noteworthy empirical gaps in the body of knowledge concerning to job resources including supervisor support and coworker support and their relationship with work engagement. The article has also underlined the lack of research and potential of ‘meaningful work’ towards enhancing work engagement as well as, acting as a moderator between supervisor support, coworker support and work engagement relationship.

일중심성의 차별적 효과: 일영역에서의 자원 역할 및 가정영역에서의 요구 특성

서정미,신강현,황재상,이종현 광운대학교 방위사업연구소 2021 선진국방연구 Vol.4 No.3

This study examines the nature of work centrality by targeting married office workers. The results show that separated influences depend on which sphere (work/family) is perceived as more important. More specifically, work–family conflict, which is experienced through multitasking, influences work satisfaction and family satisfaction, and work centrality has different functions in each domain. Through hierarchical regression, we found that, in the work domain, work centrality has a buffering effect on the relationship between WIF and work satisfaction, although it does not enhance the relationship between social support and work satisfaction. In contrast, in the family domain, the mediation effect of WIF between work centrality, which is the preceding variable, and family satisfaction is significant. Spousal support also has a mediating effect on the relationship between work centrality and family satisfaction. The implications and limitations of this study are also discussed. 본 연구는 직장인 기혼자 166명을 대상으로, 일-가정 갈등이 직장만족과 가정만족에 미치는 영향과 이러한 영향 관계에서 직무요구-자원모형 및 스트레스 교류모형을 기반으로 한 일중심성의 차별적 기능을 확인하기 위해 실시되었다. 연구결과, 개인이 일영역과 가정영역에서 맡은 역할 중 일영역의 역할을 더 중시하는 일중심성은 일영역과 가정영역에서 서로 다른 영향력을 보여주었다. 즉, 일영역에서는 일중심성이 높을수록 일이 가정을 방해하는 갈등(WIF)이 직장만족에 미치는 부적 영향을 완충시켜주었으나, 사회적 지지가 직장만족에 미치는 정적영향을 강화하지는 않는 것으로 나타났다. 반면, 가정영역에서는 일중심성이 가정이 일을 방해하는 갈등(FIW)를 매개로 가정만족에 영향을 주었다. 한편, 일중심성과 가정만족 간 관계에서는 배우자 지지의 매개효과가 유의미한 것으로 나타났다. 마지막으로 연구의 제한점과 시사점이 제시되었다.

일과 삶의 균형(Work-Life Balance,WLB)이 조직몰입과 조직시민행동에 미치는 영향

최은실,서창적,윤주옥 한국고객만족경영학회 2019 고객만족경영연구 Vol.21 No.4

This research addresses the effect of work-life balance on organizational commitment and organizational citizenship behavior. To practically analyze the effectiveness of the work-life balance, such as the work-grow balance, the work-leisure balance, the work-family balance, and the hypothesis were established to demonstrate the relationship among work-life balance, organizational commitment and organizational citizenship behavior. A total of 514 pieces of data were analyzed using a structural equation. The results of this study show that the work-growth balance and work-family balance have a significant positive impact on organizational commitment and organizational citizenship behavior. It is appeared that the work-leisure balance does not have significant impact on organizational commitment but negatively impact organizational citizenship behavior. This study analyzed the relationship between work-life balance and organization commitment, organizational citizenship behavior by dividing it into quantitative studies, and specifically identified practical problems regarding work-life balance. Through this process, the study can present the following implications. It is meaningful that this study identified the relationship between work-life balance and organizational performance and how the WLB could affect the organization. Therefore, it is expected that organizational managers will be able to use the work-life balance system as a practical basis for introducing it. 본 연구는 일과 삶의 균형이 조직몰입과 조직시민행동에 미치는 영향을 규명한 것이다. 일과 삶의 균형과의 효과성을 실질적으로 분석하기 위하여 일-성장/ 일-여가/일-가족 간의 균형 요소로 구분하여 연구 모형을 수립하고 가설을 설정하여 일과 삶의 균형과 조직몰입, 조직시민행동과의 관계를 양적 연구를 진행하여 실증하였다. 양적 연구로 포괄적인 산업에서 근무하는 직장인 대상으로 설문조사를 실시, 총 514부의 자료를 대상으로 구조방정식을 이용하여 분석 하였다. 실증분석 결과, 일과 삶의 구성요소 중 일-성장 균형, 일-가정 균형 요소가 조직몰입, 조직시민행동에 유의한 정(+)의 영향을 미치는 것으로 나타났고, 일-여가 균형은 조직몰입에 유의한 영향을 미치지 않으며 조직시민행동에는 부(-)의 영향을 미치는 것으로 나타났다. 본 연구는 일과 삶의 균형의 세부요인과 조직몰입, 조직시민행동과의 관계를 분석 하였으며, 일과 삶의 균형에 대한 현실적인 문제에 대해 구체적으로 규명하였다. 본 연구는 일과 삶의 균형과 조직성과에 직접 영향을 미치는 조직몰입, 조직시민행동과의 영향관계를 규명하여, WLB이 어떠한 방식으로 조직에 영향을 미칠 수 있는지에 대하여 실질적으로 연구했다는데 의의가 있다. 따라서 조직 관리자가 일과 삶의 균형 제도 도입시 실무적 기초 자료로 사용할 수 있을 것으로 기대한다.

항공사 객실승무원의 일-생활 균형에 따른 주관적 웰빙이 직무열의와 프리젠티즘에 미치는 영향에 관한 실증연구

양지인,김민수,김영택 한국항공경영학회 2019 한국항공경영학회지 Vol.17 No.5

The importance of work-life balance has been widely emphasized. In the case of airline cabin crew (hereinafter, cabin crew), due to their work environment and the nature of the work, finding work-life balance can be difficult. This study will investigate cabin crew’s level of work-life balance and look into the predisposing factors that affect the subjective perception of well-being within the workplace. By doing so, this study aims to find ways the cabin crew’s well-being can be improved. Additionally, we will investigate how well-being in the workplace affects the cabin crew’s subjective perception of positive work motivation. By doing so, the research will give us a better understanding of the level of presenteeism that exists within the crew’s work environment. As a result, we will propose strategies for improvement that focus on better operational practices. First, the results of the empirical study show that work-life balance had a positive effect (+) on the cabin crew’s subjective view of their well-being in the workplace. Sub-factors such as work-family life balance, work-leisure balance, and work-reward balance also had positive effects (+). Second, the cabin crew’s perception of subjective well-being was shown to have a positive influence (+) on their work motivation. Additionally, the idea of subjective well-being among the cabin crew was shown to decrease (-) the level of presenteeism. Third, the cabin crew’s positive outlook on work motivation was shown to decrease the level of presenteeism. This study’s results show that airlines need to understand the importance of work-life balance for their cabin crew. In addition, there is a need to increase the perception of well-being within the workplace by implementing policies that support the improvement of the cabin crew’s work-life balance. 최근 일과 생활의 균형을 중요하게 여기는 문화가 확산되고 있다. 하지만 객실승무원들은 근무환경및 직무의 특성 상 균형을 이루기에 많은 어려움을 수반하고 있다. 이러한 배경하에, 항공사 객실 승무원들의 더 나은 삶의 질을 위한 방안을 모색하고자 항공사 객실승무원들의 일-생활 균형의 수준을 파악하고 주관적 웰빙감에 영향을 주는 직무특성의 선행요인을 규명하고자 한다. 또한, 주관적 웰빙감이직무열의에 미치는 영향을 파악하고, 항공사 객실승무원 연구에서 미비했던 프리젠티즘에 대한 수준을 파악하여 효과적인 업무수행을 통한 조직의 성과를 달성하는 방향을 제시하고자 하였다. 이러한 연구결과 첫째, 항공사 객실승무원의 일-생활 균형은 주관적 웰빙에 유의한 정(+)의 영향을 미치고 있는것으로 나타났으며, 일-생활 균형의 하위 항목인 일-가정 균형, 일-여가 균형, 일-성장 균형 모두 주관적 웰빙에 유의한 정(+)의 영향을 미치는 것으로 확인 되었다. 둘째, 항공사 객실승무원의 주관적 웰빙은 직무열의에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 주관적 웰빙은 항공사 객실승무원의 프리젠티즘을 낮추는 부(-)의 영향 관계임을 확인 하였다. 셋째, 항공사 객실승무원의 직무열의는 프리젠티즘에 미치는 영향에 있어 부(-)의 영향이 있음을 확인하였다. 이러한 연구결과는 항공사 입장에서 중요성을 파악하고 객실 승무원들의 주관적 웰빙감을 향상시키기 위한 제도적인 마련과 지속적인 관리가 수반되어야 할 것임을 시사한다.

일가정 양립제도와 여성근로자의 지각이 출산에 미치는 영향에 관한 연구

이혜정(Hye-Jeong Lee),유규창(Gyu-Chang Yu) 한국여성정책연구원(구 한국여성개발원) 2011 여성연구 Vol.80 No.-

심각한 저출산 문제가 사회 문제로 대두되고 있는 현실에서 이를 해결하기 위한 정책적 노력의 일환으로 여성의 일과 가정 영역의 양립을 지원하기 위한 제도들이 기업에 도입되어 운용이 되고 있다. 본 연구의 목적은 과연 이 제도들이 저출산이라는 사회적 현상을 극복하는데 기여하는지를 경영학적 관점에서 실증분석 하는 것이다. 즉, 본 연구에서는 일가정 양립 지원 제도의 궁극적인 목적임에도 그동안 경영학에서 다루지 못했던 결과 변수인 ‘출산’에 미치는 일가정 양립 지원 제도들의 효과(개별 제도와 제도의 합의 영향력)를 분석하였다. 또한 여성 근로자들의 일가정 양립 지각이 출산에 미치는 영향과 일가정 양립 지각의 영향요인에 대한 분석을 실시하였다. 이를 위해 한국여성정책연구원이 실시한 [여성인력패널조사: 여성관리자 패널조사(KWMP: Korean Women Manager Panel)]의 2008년도 자료 중 인사담당자와 근로자본인 설문지를 이용하여 기혼 여성 1,101명의 자료를 바탕으로 분석을 실시하였다. 분석 결과는 다음과 같다. 기업의 일가정 양립 지원 제도 도입 여부는 출산에 크게 영향을 주지 못한 반면(개별 제도 중 육아기근로시간단축제가 도입율이 미미함에도 출산에 유의미한 영향을 미쳤으며, 제도의 합의 효과는 출산율에 유의한 결과를 보이지 못했다) 개인이 지각하는 일가정 양립은 출산에 긍정적 영향을 미치는 것으로 나타났다. 또한 개인이 일가정 양립을 지각하는데 있어 일가정 양립 지원제도가 긍정적인 영향을 주고 있음에는 분명하나, 제도의 영향 외에 최고경영자의 철학, 조직지원분위기, 상사의 지원, 인사관리의 투명성과 같은 사회적 맥락의 중요함이 강조되었다. 또한 분석 결과를 토대로 일가정 양립을 위한 정부의 정책적 실효성 제고 및 기업에서의 역할 정립을 위한 시사점을 제시하였다. 기업 내 제도 활용의 현실적 어려움을 극복하기 위한 법규정 보완과 같은 정부의 역할과, 일가정 양립에 대한 기업 인식의 변화 필요성과 개인이 일가정 양립을 지각할 수 있는 지원적 환경 조성과 관련한 기업의 역할에 대한 논의를 결론에서 제시하였다. As part of policy efforts to resolve a serious problem of low birth rate which becomes an object of public concern in Korea, systems for supporting two areas a work and a family are introduced and operated by companies. This research aims to make an empirical analysis on whether or not these institutions contribute to overcome the social phenomenon low birth rate from a viewpoint of business management. That is to say, this research analyzed the effects of work-family balance institutions on the outcome ""childbirth"" (i.e. the influence of individual institution and the influence of the sum of institutions) which has not been taken up by business management although it is the final aim of the work-family balance institutions. In addition, this research analyzed not only the influence of female workers’ work-family balance perception on childbirth but also influence factors of work-family balance perception. To do this, we adopted as a scope the data of 1,101 married female workers by using questionnaires of human resources manager and these workers among the 2008’s data of ""KWMP (Korean Women Panel)"" done by Korean Women’s Development Institute. The results of analysis are as follows. The work-family balance perceived by the individual exerted a positive influence on childbirth whereas work-family balance supporting institutions introduced by companies did not influence childbirth greatly (the shorter-time working system for infant care had a significant influence on childbirth although the rate of its introduction was small, but the influence of the sum of those institutions did not show a significant influence on childbirth). These work-family balance institutions have a surely positive influence on the individual’s perception of work-family balance, and the importance of social contexts (e.g. the CEO’s philosophy, the atmosphere of organization support, the superior’s support, transparency in personnel management, etc.) were stressed in addition to the influences of institutions on childbirth. Based on the above results of analysis, this research proposed implications not only of improvement in the government’s policy effectiveness for work-family balance but also of the establishment of the role of companies. In conclusion, this research suggested the following three points. First, it discussed the roles of the government such as supplementation of the law for overcoming the realistic difficulty of using the institution in the company. Second, it discussed the necessity of the change of the company’s realization about work-family balance. Finally, it discussed the role of companies regarding the creation of supporting environment.

Relationship between Work Hours and Smoking Behaviors in Korean Male Wage Workers

Sung-Mi Jang,Eun-hee Ha,Hyesook Park,Eunjeong Kim,Kyunghee Jung-Choi 대한직업환경의학회 2013 대한직업환경의학회지 Vol.25 No.-

Objectives: The purposes of this study are 1) to measure the prevalence of smoking according to weekly work hours by using data from the Korean Labor and Income Panel Study (KLIPS), and 2) to explain the cause of high smoking prevalence among those with short or long work hours by relative explanatory fraction. Methods: Data from a total of 2,044 male subjects who responded to the questionnaire in the 10th year (2007) and 11th year (2008) of the Korean Labor and Income Panel Study were used for analysis. Current smoking, smoking cessation, continuous smoking, start of smoking, weekly work hours, occupational characteristics, sociodemographic and work-related factors, and health behavior-related variables were analyzed. Log-binomial regression analysis was used to study the relationship between weekly work hours and smoking behaviors in terms of the prevalence ratio. Results: The 2008 age-adjusted smoking prevalence was 64.9% in the short work hours group, 54.7% in the reference work hours group, and 60.6% in the long work hours group. The smoking prevalence of the short work hours group was 1.39 times higher than that of the reference work hours group (95% confidence interval of 1.17-1.65), and this was explained by demographic variables and occupational characteristics. The smoking prevalence of the long work hours group was 1.11 times higher than that of the reference work hours group when the age was standardized (95% confidence interval of 1.03-1.19). This was explained by demographic variables. No independent effects of short or long work hours were found when the variables were adjusted. Conclusion: Any intervention program to decrease the smoking prevalence in the short work hours group must take into account employment type, job satisfaction, and work-related factors.

포스트 COVID-19 시대의 워크패러다임 시프트(Hard to Smart)

손승희 ( Seyung-hee Sohn ) 한국질서경제학회 2021 질서경제저널 Vol.24 No.3

COVID-19 pandemic caused ‘social distancing’, and it resulted the appearance of ‘non-contact’ industries. It is clear that the recent ‘non-contact’ environmental changes in industries are a response to the COVID-19 pandemic. At the same time, our society is facing various changes recently such as the increase of virtual space to create added value in the era of the 4^th industrial revolution, the decrease of the economically active population due to low birthrate and aging, the decrease in labor productivity, and the increase of environmental issues. Considering all these changes, it is predicted that the ‘non-contact’ environment will continue for quite a while, and a countermeasure is required, even if the COVID-19 situation is solved. Is going to work on time and working hard until late at night virtuous and effective? This study was started under the premise that the way of work should change according to changes in times(long-term) and changes in business and social environment(short-term). Under this assumption, this study presents a ‘smart work’ which focuses on working style, working hours, and place of work that will become the new normal work paradigm after the COVID-19 era. Specifically, we explained the reasons for choosing ‘a more efficient way of work(smart work)’ as a new work paradigm after the COVID-19 that can solve various problems at the social, business, and individual level. Furthermore, we focused on presenting the smart work model and introducing strategies, considering both the background and environment of introducing the new working paradigm in advanced countries and the social and technological environment in Korea. We also concentrated on presenting the soft side of implementing.