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This descriptive-correlational study was conducted to identify the major factors affecting health promoting behaviors. 344 workers who employed in four different manutacturing plants in Taegu and Kyungbuk area were selected by convenience sampling method. Data were collected from April let to April 18th, 1998 by ready structured questionaires. The purpose of this study was to offer the basic data for health promotion theory development and health promotion strategy planning. This study was based on Pender's Health Promotion Model and examined three variables health promoting behavior, self-concept and perceived importance of health. The Life Style and Health Habit Assessment scale(LHHA) developed by Pender(1982).The Self-concept scale developed by Choi(1972) and the Health Value scale developed by Wallston, Maides and Wallston(1980) were used for this study. Data was analyzed by percentage, mean. t-test. ANOVA, Pearson Correlation Coefficient, and Stepwise Multiple Regression. The major findings of this study are as follows : 1. The average level of health promoting behavior practice was 63.2% and possible range was from 62 to 248 point. The mean score of respondent's positive self -concept was 75.8. 81.4% of respondents put a high priority on the importance of health. 2. There was a significant difference between the practice level in the category of general self care and less amount of working hours per day(P =0.000), less amount of working hours per week (P = 0.000). There was a significant difference between the practice level in the category of nutrition and age(0.002), marital status(0.000), working hour per day(0.008), working hours per week(0.001), There was a significant difference between the practice level in the category of nutriton and ~ex(0.000), age(0.000), marital status(0.025), education level(0.000), working hours per day(0.002), working hours per week(0.006). There was a significant difference between the practice level in the category of sleep and rest and age(0.003), marital status(0.002), working hours per day(0.001), working hours per week(0.001). There was a significant difference between the practice level in the category of stress management and working hours per day (0.001), working hours per week(0.002). There was a significant difference between the practice level in the category of self-actualization and working hours per day(0. 050). 3. General charcteristics influencing the respodent's self-concept were level(P =0.009) and worksite(P=0.001). 4. The results of the hypothesis tests are as follows The first hypothesis, that "The respondent who have more positive self-concept will have higher scores in the practice of health promoting behavior. was supported(r =0. 2973, P =0.0001). The second hypothesis that "The respondent who have higher perception level on importance of health will have higher scores in the practice health promoting behavior. was rejected(r = - 0665, P=0. 2225). 5. The most important factor that affects health promoting behavior practice was working hours per week (6.0%). The cornbination of working hours per week, age, education level accounted for 10.0% of the variance in health promoting behavior. In conclusion, the results of this study on industrial workers supported Pender's health promotion model in partial and showed th relatedness between self concept and the practice of health promoting behavior. Further research is required to find factors influencing health promoting behaviors of industrial workers.

This study was conducted investigate the practice of health promoting behavior in hospital workers. The subjects for this study were 529 hospital war kern working in four university hospitals in the Kyong-in area. Data were collected by using constructed questionnaires from January 13. 1997 to February 24, 1997, analyzed by descriptive statistics, ANOVA and Scheff comparison test, Pearson correlation coefficient and stepwise multiple regression. The results were as follows 1. The mean score of health promoting behavior for hospital workers was 2.40. The health promoting behavior in relation to the characteristics of the subjects varied significantly according to sex, age, career, religion and number of children. 2. The mean score of health perception was 3,29. The health perception in relation to the characteristics of the subjects showed no statistical discrepancy. 3. The mean score of self-esteem was 3.80. The self -esteem in relation to the characteristics of the subjects varied significantly according to sex, age, occupation, educational background, religion and marital status. 4. The mean score of self-efficacy was 69,63. The self-efficacy in relation to the characteristics of the subjects sailed significantly according ding to sex, age, occupation, career, religion, marital status and number of children, 5. The mean score of internal health locus of control was 2,8~. The internal health locus of control in relation to the characteristics of the subjects varied significantly according to sex and occupation. The mean score of chance health locus of control was 2.08. The chance health locus of control in relation to the characteristics of the subjects varied significantly according to occupation and religion. The mean score of powerful others health locus of control was 2.35. The powerful others health locus of control in relation to the characteristics of the subjects varied significantly according to career, educational background, marital status and number of children. 6. Performance in health promoting behavior was significantly correlated with self-esteem, self -efficacy, powerful others health locus of control, health perception and internal health locus of control. 7. The combination of self-esteem. powerful others health locus of control, health perception, self-efficacv, internal health lot-us of control, age and marital status explained 45.72% of the variance of likelihood to engage in health promoting behavior.

Introduction : In Korea, national attention to the workplace health promotion programs (HFF) for employees began in early 1990s. Governmental supports for the( HPP ) and education programs have given to the employees. The purpose of this study is to find the performance degree of employee's health promoting lifestyle(HPL). Subjects and Methods For this study, 615 employees who attended governmental educations were selected as research samples. The tool for measuring HPI. used in this study was developed for Korean by In-Sook Park tn 1995 It is composed of 4~point scaled 60 items and divided into 11 subcategories. The data were collected by self reporting questionnaires from June to December in 1997. Those data were analyzed percentile, mean, standard deviation, ANOVA, t-test with SAS program. Major findings are as follows : 1, The total mean score of the employees HPL performance was 2.66. The average scores of harmonious relationships category were the highest as 3.11, whereas the one of professional health maintenance were the lowest as 2.02. The re- mains were 'sanitary life(2.90), 'emotional support'(2.85), 'regular diet(2.84), self achievement(2.78), 'healthy diet(2.56), 'rest and sleep(2.56), 'exercise and activity?2.54), diet control(2.53), self-control~(2.52). 2. The factors affecting HLP were category of industries and sex, age, marital status, education level, major, educational experience of health promotion, among personal characteristics. The employees of service industries, female, older age , married, nurse, educated for health promotion, graduated from junior college performed HLP more han the others. 3. The participation rates of employees for HPP were 12.4%. because of limited time and facilities and equipment..

The purpose of this study was to identify the factors affected with health promoting lifestyle of teacliet a to provide the data for efficient lrealth manage ment of teachers. The subjects of this study were 809 teachers, who were chosen in Choong -Buk province. Data were collected by written questionnaires by mail and visting from September 1 to 30, 1997 Data was analyzed by descriptive statistics, t-test ANOVA using SPSS/PC(v.4.01) program. The results are as follows; 1. The mean scores of Health Promoting Lifestyle was 2.53 on the average, self-actualization 2.97, nutrition 2.90, interpersonal relationship 2.52, stress management 2.33, exercise 1.91, health reoponoibility 1,82 Total Health Promoting Lifestyle was significantly different by sex, age, marital status, career, teaching load, monthly income education, number of children, 2. Income was the factors affect with self-actualization, age, marital status, teaching load, number of children, career, education, income were the factors significantly affect with Nutrition Sex, marital status were the factors affect with stress management, sex, age, career were the factors affect with exercise, and sex, age, marital status, career, teaching load, income, education, number of children were the factor~ affect with health responsibility. 3. Marital status, sex, age, income, number of children, living with family were the factors significantly affect with Family Function. 4. Sex affected with Self Efficacy. The above findings indicate the need to develop nursing intervention to improve Self-Efficacy, Family Function to improve Health Promoting Lifestyle Further studies are needed to confirm these findings and to determine factors which significantly influence Health Promoting Lifestyle of teachers.

This study was carried out in order to confirm the reliability and validity of the commitment inventor developed by Meyer and Allen, and to investigate commitment level of health manager, to compare two different professionals of health manager such industrial health nurse and industrial hygienist to find out some characteristics that have effect on commitment. This survey was done by self -administered questionnaire to 227 respondents as the trainees of Industrial Safety Training Center, KISCO from June to December 1996. Authors classified commitment into two categories : professional commitment and organizational commitment, and these two types of commitments have three different aspects affective, continuance, and normative commitment based on Meyer's inventory. The results were as follows: 1. Items of whole scales of the both type of commitments have three factors that represent three aspects of commitment ; affective, continuance, and normative commitment. This means that each type of commitment was reliable to use as measurement tool of three different aspects of commitment. Classification of items by factor analysis was more consistent in professional commitment than organizational commitment, Among 16 items of organizational commitment, four items were classified into different aspects of commitment with similar factor loading. 2. Commitment level of industrial health nurse was higher than that of industrial hygienist in affective, continuance professional commitment controlled by other characteristics. These differences can be due to other characteristics of specific task and background of health managers that were not used in this study. 3. The level of affective professional commitment was statistically different in age, sex, education level, and that of organizational commitment was statistically different in only two variables such as age, and job tenure. The level of continuance professional and organizational commitments were different in sex group, but past history of employ went have effect on continuance organizational commitment. The level of normative organizational commitment was affected by only age. As the above results, the tools of measurement of commitment developed by Meyer and Allen can be useful to measure the level of commitment of health manager. Three aspects of two types of commitments were influenced by different characteristics of health manager. Authors suggested future study on the affecting variables to the commitment such as background, task of health manager and organizational characteristics.

The study was conducted to analyze employees and employers awareness of occupational health programs for the purpose of evaluating the effectiveness of the program employed in small-scale enterprises (SSE). The 400 SSE that have under 50 employees and have been supported by the Government were selected for mail survey, and 120 employers and 318 employees of 183 factories returned the Questionnaires. The results are as follows; 1) 33.8% of employees were not aware of the fact that their factories have been supported by Government, and 69.1% of employees did not know who was the monitor of that program. Only 14.7% of employees and 35.5% of employers agreed that the supported program reflected their opinions well. 2) 45.1% of employees participated in health education classes more than once. But only 15.6% of them considered the classes as very helpful. 21.1% of employ- ~mrs were much aware of health education schedule, and 44,2% reported that it was helpful for the prevention of occupational diseases. 3) 68.8% of employers were aware of the possibility of occupational diseases that could occur in their factories. And 36.5% of employers reported that some criteria were used for job reallocation to their employees. But only y.7% of employees were assigned new job based on the result of health status examination. 4) 65.6% of employees were aware of the periodic evaluation for work environment, and 43.3% knew the evaluation results. Among participated SSE, 5.9% have a planning department for I improving work environment, and 46.2% actuallycarried out the program for improving work environment The findings showed that the employers and employees of SSE had insufficient knowledge of the occupational health program that have been employed in their workplace. It is essential to lead more active participation of employers and employees in their occupational health programs so as that the programs are to improve their health status as well as work environment more effectively.

The occupational health services for the minor enterprises are poor comparing with that of large enterprises in Korea. In 1997, Korean government announced officially the law on joint employment system of occupational health practitioners to solve the problems. This study is to develop the model on the joint employment system of occupational nurse practitioners for minor enterprises in Korea based on the opinions of occupational health nurses (OHNs). The data were collected by questionnares from October to November in 1997. The number of subjects was 210 occupational health nurses who had participated the mandatory nursing edcucation program provided by the Korean Occupational Health Nurses Association(KOHNA), The response rate was 47. 1%. The contents of questionnaires were general characteristics, occupational & job characteristics of OHNs, and the views on the joint employment system. The SAS-Pc program was used for the statistical analysis. The results were as followed, ① The proper number of industies was 3 and the appropriate number of workers was 448 for one joint employed occupational nurse practitioner(JEONP). ② 44.7% of the OHNs wanted that the Ministry of Labor monitored the way and content of contraction b/w JEONP and minor emterprises 82.6% of the OHNs wanted that KOHNA managed the employment informations. ③ The QHNs of occupational health agencies showed more positive attitude than the OHNs of private industries on the joint employment system. ④ 88.3% of the OHNs wanted the education training for I JEONP. Especially in occupational and safety control. ⑤ The OHNs expected the role expansion of Occupational Health Nursing by JEONP system. At the same time they worried the adverse effects. For the successful execution of this system, it is necessary the cooperation among the Ministry of Labor, KOHNA, the minor enterprises, and the OHNs.