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One of the major health problems of working women is job stress according to many studies. However, existing job stress questionnaires are suitable for men and men's job environments only, and do not reflect emotional labor for sales people. The aim of this research is to find women's job stress factors. The subjects of this investigation are married working women in sales since they experience emotional labor in addition to physical and psychological labor and the work-family conflict is very important job stressor for them. The job stressor of married sales women was analyzed through qualitative research. After I had in-depth interviews with 20 married sales women, I identified 49 new concepts, 3 main categories and 17 sub categories. The results are like the following. 1. 3 main categories are job factor, aggravate factor, and compensate factor. 2. Job factor has 5 sub-categories including 'increasing of selling', 'emotional labor' and 'physical burden'. 3. Aggrabate factor has 6 sub-categories including 'work/family conflict', 'relationship with higher office' and 'relationship with a fellow worker' 4. Compensate factor has 6 sub-categories including 'opportunity of employment', 'discrimination', and 'prestige' Consequently this study newly found some major job stressors for married working women in sales department.

Objectives: To propose the basic data for the development of the optimum health promotion program (HPP) for the workers in a petrochemical industry complex. Methods: The subjects were 553 workers who worked at the six plants in a petrochemical industry complex. From February to March 2003, questionnaire survey was conducted by the nurses with occupational health specialty about the life styles, interests, self-cognitions, practices of health behavior, subjective symptoms thought to be related the working environments, burden to the own health, needs and intentions to participation of the HPP. Data analysis was done using SPSS program (ver 10.0) with α=0.05 of statistical significance. Results: The mean age and tenure of the subjects were 39.7 years and 14.2 years, respectively, and proportion of smokers was around 50%. Two of third (66%) satisfied their own job, and 58% recognized themselves healthy. The most frequent health behavior were exercise (60%) and regular health check (87%) in individual and job based, respectively. About half of them (58%) had at least one of the symptoms thought to be related the working environments, and the most frequent one was odor (21%). These symptoms were more frequent in case of the shorter career. The needs of HPP was relatively higher in exercise (66%), cancer prevention (51%), stress control (47%), and intention to participation was also the highest in exercise (64%). Job satisfaction was higher in case of the higher interests and cognitions to their own health, and thought that the ownership's interest to workers' health be high (p<0.01), but no associations with the subjective symptoms. The mean level of burden to the own health were 14.1±13.9 of physical, 11.7±13.6 of emotional, 9.1±10.7 of behavioral as out of one hundred. They felt the more burden in case of office workers, the lower interests and cognitions to their own health, the lower satisfaction to their job, the frequent drinking group, and complained the subjective symptoms (p<0.05). Abnormal results of the regular health check was higher in the frequent drinking group (p=0.083). Conclusions: For the optimum HPP for the workers in the petrochemical complex, the ownership's interest to workers' health would be enhanced, and the priority would be focused on exercise and drinking habits control.

Purpose: The purpose of this study is to investigate effects of shift work on married nurses' role conflict and job satisfaction. Method: Study subjects consisted of married nurses employed at four general hospitals with over 500 beds located in Seoul and Kyunggi area. The data were collected from March 15th to April 7th, 2004 using the survey and the subjects were asked to reply through self-administrative method. Results: Mean value of role conflict of nurses who worked shift work was measured 3.12 out of 5, and that of nurses who did not was measured 2.98. Mean value of job satisfaction of nurses who worked shift work was measured 2.79 out of 5, and that of nurses who did not was measured 2.86. There was a significant reversecorrelation between mean level of role conflict and of job satisfaction. Both groups, nurses who worked shift work and nurses who did not, showed significant reverse-correlation in two areas. In the case of nurses who worked shift work, role conflict not showed a significant correlation. Job satisfaction showed a significant correlation with the plan to work as a nurse and remuneration in the case of nurses who worked shift work. Duty of supporting family was the factor affecting role conflict and measured 4.2% in the case of nurses who worked shift work, and the plan to work as a nurse and the academic background in the case of nurses who did not work shift work. Conclusion: To reduce role conflict and to improve the degree of job satisfaction, there should be taken a measure to improve a financial compensating system for working shift work for nurses who worked shift work, and to help nurses not working shift work to design plans for their job as nurses with stability.

Purpose: The purpose of this study is to examine the effect of stretching exercise education on female workers' behavior for preventing musculoskeletal diseases. Method: This study educated occupational health nurses working in Seoul and Kyunggi area for stretching exercise methods and then had them educate female workers in each workplace for the stretching exercise methods. The subjects of this study were 205 female workers and the research period was from June to October 2003. Results: The female workers' selfefficacy on stretching exercise increased significantly. The female workers' perceived susceptibility on stretching exercise increased significantly. As for change in practical intention on preventive behavior for musculoskeletal diseases, those who replied to have a plan to exercise regularly and to want to participate in stretching exercise class increased significantly. According to whether to have subjective musculoskeletal symptoms or not, self-efficacy increased significantly after education in both workers with such symptoms and those without, and perceived susceptibility and cue to action increased significantly after education in workers without such symptoms. Conclusion: It is necessary to develop programs to increase self-efficacy and health belief and to apply them to female workers to prevent musculoskeletal diseases. In addition, it is necessary to provide repeated education for female workers' steady practice of preventive behavior.

Purpose: The purpose of this study is to identify the types of worksite health promotion programs. Method: Data were collected from the excellent 35 cases chosen at the contest for worksite health promotion held by Korea Occupational Safety and Health Agency. Result: Out of all the health promotion programs, the exercise program recorded 35.0%, the nutrition program 29.4%, the smoking cessation program 28.0%, and the alcohol reduction program 7.6%. The major element of worksite health promotion programs were awareness raising intervention. Behavior change intervention and supportive environment intervention occupied a small portion of the health promotion programs. Evaluation of health promotion programs was made mainly by indicators of health behavior change and clinical symptom. Yet economical indicator was not used at all. Conclusion: Use of various evaluation indicator and development of various interventions including behavior change and supply of supportive environment are required to encourage worksite health promotion program.