Earticle

목적 : 본 연구는 간호사의 직장 내 괴롭힘을 예방하기 위하여 상호존중프로그램를 개발하고 그 효과를 검증하기 위해 시도되었다. 방법 : 프로그램은 ADDIE모형에 근거하여 분석, 설계, 개발, 실행, 평가의 단계로 월 1회, 60분, 총 4회기의 프로그램으로 구성되어 있다. 연구에 참여를 원하는 부서 중 업무특성과 환경이 비슷한 두 부서를 편의 표집 할당하였고, 해당 부서 구성원 중 자발적으로 참여를 원하는 간호사 48명을 실험군과 대조군으로 할당하여 비동등성 대조군 전후 유사실험설계로 효과를 평가하였다. 자료수집 기간은 2018년 7월 25일부터 2018년 10월 29까지 이루어졌으며 실험군과 대조군에게 사전조사, 프로그램 진행 후 1주일 뒤 사후조사를 실시하였다. 프로그램의 효과측정을 위하여 t-test, 반복측정 분산분석, 공분산분석으로 분석하였다. 결과 : 실험군과 대조군의 직장 내 괴롭힘 정도, 괴롭힘 반응, 스트레스, 소진, 조직몰입에 유의한 차이가 있어 효과가 검증되었다. 결론 : 본 프로그램은 간호사들의 괴롭힘 예방을 위해 개발되었으며 효과가 검증되었으므로 임상에서 중재방안으로 사용될 수 있을 것이다.

본 연구에서는 양자전이 비행시간질량분석기(PTR-ToF-MS)를 이용하여 반도체 공정의 작업환경(PHOTO, FPD, OLED, WET 공정)에서 VOCs를 실시간으로 모니터링하였다. 작업환경에서 평균 VOCs 농도는 PHOTO 6.5 ppm, FPH 6.4 ppm, WET 2.0 ppm, OLED 1.3 ppm이었다. VOCs 중 methyl ethyl ketone이 2.8 ppm (69%), acetaldehyde가 0.5 ppm (13.2%)로 나타났다. 반도체 공정 특성에 따라 다양한 VOCs 가 작업환경에서 관측되었다. 관측된 VOCs 농도는 작업환 경기준보다 낮지만, 이러한 VOCs를 지속적으로 모니터링하여 효과적으로 관리해 나갈 필요가 있다.

In this study, a Proton-Transfer Reaction-Time-of-Flight Mass spectrometer (PTR-TOF-MS) was used for the continuous monitoring of Volatile Organic Compounds (VOCs) emitted from semiconductor workplace such as photolithography (PHOTO), flat panel display (FPD), organic light emitting diode (OLED), etching (WET) process. The averaged VOCs mixing ratio in the such workplace, PHOTO was 6.5 ppm, FPH was 6.4 ppm, WET was 2.0 ppm and OLED was 1.3 ppm, respectively. The abundance of VOCs in the workplace were methyl ethyl ketone (MEK) with 2.8 ppm (69%) and acetaldehyde with 0.5 ppm (13.2%). Depending on the semiconductor process characteristics, various VOCs have been observed in the workplace. The VOCs mixing ratio are lower than the workplace regulation standard (TWA), it is necessary to continuously monitor and effectively manage these VOCs.

Purpose : This study examined how perceived barriers to workplace mental health promotion programs influence the level of workplace mental health system establishment. Methods : This descriptive correlational study used the survey data from 567 occupational health managers. Group differences were analyzed using independent t-tests and one-way ANOVA. Pearson correlation and multiple regression analyses were performed to identify the factors associated with system establishment. Results : Physical and environmental barriers and resource and structural barriers showed significant correlations with the level of system establishment. In multiple regression analysis, gender, ≥15 years of experience, job position, related major, concurrent responsibility, workplace size (≥300 employees), and resource and structural barriers were identified as significant predictors. Resource and structural barriers showed a positive association in the adjusted model. Conclusion : Workplace mental health system establishment was associated with both individual and organizational characteristics as well as structural barriers. Organizational-level resource support and the allocation of dedicated personnel are needed to strengthen workplace mental health systems.

본 연구에서는 직장 내 불균형한 위치 관계에서 발생하는 위법, 부당한 행위가 그 조직이 가지고 있는 전반적인 문화와 제도에 있어 어떠한 방식으로 피해자와 그 주변동료들에게 피해사실을 알고도 묵인하게 되는지에 대한 진행과정의 변화를 살펴보았다. 직장 내 권력거리를 이용한 가스라이팅 피해에 따른 대응방안으로는 첫째, 위계질서의 성차별적 조직 문화를 개선하기 위해 고위간부층의 의식개선을 중심으로 한 직장 내 구성원들의 예방교육과 개인별 성인지 감수성에 대한 정확한 진단을 통한 맞춤별 교육을 통해 직장 내 문화를 개선하는 것이 선행되어 져야 한다. 둘째, 현행 시행되고 있는 직장 내 괴롭힘 금지법에 대한 조사과정에서의 피해자보호조치와 조치 위반 시 직접적으로 처벌할 수 있는 조항으로 규정을 강화할 필요가 있다. 셋째, 신고발생부터 사후관리까지 신속하게 처리할 수 있는 2차 피해 방지를 위한 원스톱 시스템 안전망을 구축하여 사건처 리의 신속함은 물론 피해자에게 필요한 각종 치료 및 프로그램, 자문 등의 지원도 같이 이루어질 수 있는 체계를 갖추어야 한다.

　In this study, we looked at the changes in the process of acquiescing to victims and their surrounding colleagues in the overall culture and system of the organization. As a result of analyzing cases of gas lighting damage using power distance in the workplace, there was an unequal power relationship between individuals and organizations, and bosses and nearby fellow employees who acted as silent bystanders who could influence retaliation and livelihood afterwards. In addition, the victim and colleagues around the workplace were aware of the damage caused by the perpetrator's unfair behavior, but it can be seen as a common feature of an organization that actively tries to gaslight and use it in a situation of psychological conflict. First, in order to improve the sexist organizational culture of hierarchical order, it is necessary to improve the culture of the workplace through preventive education of high-ranking executives and customized education through accurate diagnosis of individual gender sensitivity. Second, it is necessary to strengthen the regulations with provisions that can be directly punished for violation of victim protection measures and measures during the investigation process of the current workplace harassment prohibition law. Third, it is necessary to establish a one-stop system safety net to prevent secondary damage that can be quickly handled from reporting to follow-up management, and to provide support for various treatments, programs, and advice necessary for victims.

The purpose of this study was to identify the relationship between bullying, nursing work environment, reality shock and factors of influence on turnover intension. Data were collected from 381 nurses who were under the charge nurse at a hospital with more than 600 beds in Seoul. The collected data were analyzed using the SPSS24.0 program. The mean score for turnover intension was 3.61 ± 0.89. The intension of turnover was correlated with bullying in the workplace (r=0.197, ρ=.001), the nursing work environment (r=-.409, p=.001), and reality shock (r=.572, p=.001). Variables affecting turnover intension were the work department(β=-0.018, ρ=.049), working environment(β=-0.424, ρ<.000), and reality shock(β=0.654, ρ<.000). The total amount of explanation for turnover intension was 37.3%. The degree of turnover intension of nurses was affected by work in general wards, the experience of workplace bullying and the nursing work environment. To reduce turnover intension, nursing work needs to be analyzed and efforts are needed to establish an effective communication system.

Objectives: The purpose of this study is to expand of workplace by analyzing the duty and workplace of health education specialist and by presenting professional duty for health education specialist. Methods: 22 papers related to health education experts were finally selected from 1993 to 2017(25 years). The selected literature analyzed the title, researchers, the publishing agency, the publication year, the main contents, and duty and workplace of the health education specialist. Results: The studies on health education specialists comprised 5 cases (22.7%) between 1993 and 1999, 3 cases (13.6%) between 2000 and 2009, 14 cases (63.6%) between 2010 and 2017. Health education specialists core duty were diagnosing health education needs, planning health education programs, developing health education methods and materials, performing and managing health education programs, evaluating and conducting research on health education programs, and health communication. The workplace were 11 for medical institutions (55.0%), 9 for healthcare organizations (45.0%) and 8 for schools (40.0%). Conclusions: In addition to the basic core duty, professional and differentiated duty capabilities such as managing the target, generating health information, encouraging involvement of the target, and mobile health care should be developed.

본 연구는 지식기반기업의 업무유형에 따른 공간구성과 업무효율에 관한 연구로써 연구의 목적은 업무의 효율을 향상시켜 기업의 성공을 이끌어 낼 수 있는 사무공간 디자인을 위한 지침을 마련하는데 있다. 연구의 방법은 겐슬러가 2008년 실시한 설문조사를 바탕으로 분류한 네 가지 핵심 업무유형인 집중(Focus), 협업(Collaborate), 학습(Learn), 친화(Socialize)의 공간이 전체 업무공간에서 차지하는 면적의 비율을 비교하고 분석하여 결과를 도출해 내었다. 비교분석의 대상은 외국기업의 사무실 네 곳과 국내의 사무실 네 곳으로 도면분석과 면적비율의 비교를 통해 다음과 같은 결과를 도출하였다. 비교․분석의 결과 국내사무실 네 곳 모두에서 집중공간의 면적이 전체 업무공간에서 차지하는 비율은 해외사보다 높게 나타났으며 협업공간과 학습공간에서는 큰 편차로 낮게 나타났다. 이 결과는 국내 지식기업은 개인적인 업무활동에 치중되어있으며, 팀 작업이나 자기개발을 위한 배움에 대한 공간적 배려가 충분하지 않다는 것을 의미한다. 반면, 친화공간은 한 곳을 제외한 세 곳에서 해외사와 근소한 차이를 보이며 유사한 비율을 보였다. 이는 국내 지식근로자들의 유무선상의 커뮤니티를 통한 활발한 사회활동이 반영된 것으로 보이며, 국내 기업의 사회적 활동 정도는 해외기업에 상당히 근접해 있다고 파악된다. 결론적으로 국내의 지식기업들이 생산성 향상과 물리적인 사무환경의 중요성을 인식하고, 네 가지 핵심 업무유형에 필요한 각각의 업무공간 확보에 노력을 기울여야 할 것으로 보인다. 본 논문은 지식기업의 사무공간 디자인에 필요한 근거가 되는 연구로써 향후 지식기반 경제에서의 업무공간 계획에 대한 기틀을 마련했다고 하겠다.

This study is about the relationship between physical work environment and space composition of workplace in knowledge-based company. The goal of this study is to establish a guideline for workplace design that can lead to a success of business by enhancing the employees' work performance. The methodology of the study was a comparative analysis of the area component ratio of four essential work modes: Focus, Collaborate, Learn and Socialize that are classified in Gensler's 2008 Workplace Survey. The subjects of case analysis were space composition of four branch offices of a top performing company in US and those of four corporate offices in Korea. The results of the analysis showed that the area ratio of Focus work mode of all cases in Korea is higher than its mean value of a top performing company in US. The area ratios of other work modes, on the contrary, such as Collaborate and Learn showed considerably lower. It means that knowledge-based companies in Korea concentrate on individual work, but don't support the team work or learning opportunity sufficiently. However, it showed a small difference in the area ratio of Socialize mode. It is assumed that the active interaction among people via online and offline community in Korea is reflected in the result. In conclusion, it is considered that knowledge-based companies in Korea should realize the importance of physical work environments that correlates with the employees' work performance, and try to secure the required space for each of four essential work modes in the workplace design. This study will be the basis of workplace design of knowledge-based company in future and provide a foundation for work space planning of knowledge-based economy.

Objectives: The purpose of this study was to investigate working type, violence and discrimination of workplace in Korea with the Fifth Korean Working Conditions Survey(KWCS). Methods: This study was an analysis of secondary data based on the KWCS conducted by the Korea Occupational Safety and Health Agency in 2017. The collected data was analyzed using the SPSS/WIN 25.0 program. The difference between the working type, violence and discrimination according to the general characteristics was analyzed as chi-square test. The correlation between working type, violence and discrimination was analyzed by Pearson's correlation coefficient. Results: Violence was correlated with same working time for day, same working time slot for weeks. Also violence was correlated with discrimination. Discrimination was correlated with Same commuting time and Shift assignment. Conclusions: This study analyzes the working patterns of workers and the current status of violence and discrimination in the workplace and suggests providing basic data on measures to reduce workplace violence and discrimination.

Purpose : This study evaluates the effectiveness of tuberculosis prevention and patient care program (TPPC) in the workplace. Methods : Using a one-group pretest-posttest design, we provided TPPC to small and medium-sized enterprises (N=59), and surveyed tuberculosis patient care, work environment management and workers’ perceptions of tuberculosis, before and after TPPC. Results : We found TPPC was very helpful to lower the prevalence of tuberculosis, increase the rate of follow-up examination of abnormal patients on chest X-rays, and improve the working environment including ventilation facilities at workplace. Also TPPC had a positive effect on workers’ perception of tuberculosis. Conclusion : By providing TPPC to small and medium-sized businesses, the blind spot of health care, it is possible to increase awareness and practice of tuberculosis prevention in the workplaces.

The purpose of this study was to examine the awareness of dental hygienists about the usefulness of dental hygiene curriculums in the workplace in an effort to provide some information on the development of dental hygiene curriculums and the improvement of the state qualification examination system. The subjects in this study were 210 dental hygienists who worked in dental hospitals, dental clinics, university hospitals and general hospitals in and around Seoul. A statistical package SPSS 18.0 was employed to analyze the collected data. The findings of the study were as follows: 1. The majority of the respondents(74.8%) replied that the clinical duties of dental hygienists were reflected to some extent in the dental hygiene curriculums which they learned, but 80.0 percent answered that the curriculums weren't good enough to meet the actual requirements of the workplace. As for the reason, they cited lack of newest knowledge or poor skills(26.2%) and poor practicum skills(23.3%) as the reason. 2. Concerning the usefulness of dental hygiene courses, Clinical Dental Hygiene(4.63) was considered most useful, followed by Clinical Practice of Dental Hygiene(4.59) and Clinical Dental Hygiene(4.33). Society of Dental Hygiene(3.20) was regarded as least useful, followed by Basic Job Skill(3.55) and Basic Dental Hygiene(3.62). 3. In relation to opinions on the usefulness of the courses by general characteristics, there were statistically significant differences in the usefulness of Basic Dental Hygiene(p<.003) and Educational Dental Hygiene(p<.002) according to age, and statistically significant differences were found in the usefulness of Basic Dental Hygiene(p<.017) according to the total length of service. And there were statistically significant differences in the usefulness of Basic Dental Hygiene(p<.001), Clinical Dental Hygiene(p<.012) and Society of Dental Hygiene(p<.001) according to the type of workplace. Given the findings of the study, dental hygienist will be able to boost their own job performance as full-fledged experts if a job-based standardized, integrated curriculum is developed by unifying the titles of dental hygiene courses and if necessary textbooks are developed according to the curriculum.

Purpose : The purpose of this study is to analyze the smoking cessation program planning ability of health managers and determine the impact of such ability on the promotion of workplace smoking cessation programs. Methods : The subjects of the study were a total of 288 health managers, and self-reported online survey was conducted to collect the data. The variables that affected the promotion of smoking cessation programs were then analyzed. Results : According to the results of a multiple regression analysis on the factors influencing the implementation of smoking cessation programs, the model was found to be statistically significant with an explanatory power of 39.6%. Smoking cessation program planning ability, gender, current work experience, educational experience related to smoking cessation program implementation, and industry sector were identified as significant influencing factors. Conclusion : It is necessary for health managers to improve their planning ability in order to promote professional and systematic smoking cessation programs in the workplace. In this regard, it is necessary to develop a customized training program that takes into account the personal and workplace characteristics of health managers.

본 연구는 간호사의 직장 내 괴롭힘 경험과정을 탐색하고자 함이다. 2013년 4월 1일부터 2013년 7월 5일까지 직장 내 괴롭힘을 경험한 14명의 간호사를 대상으로 인터뷰하고 Strauss and Corbin의 근거이론방법론을 적용하여 분석하였다. 분석 결과, 간호사의 직장 내 괴롭힘은 139개의 개념, 35개의 하위범주, 13개의 범주로 구분되었다. 간호사가 경험하는 직장 내 괴롭힘의 중심현상은 ‘부정적으로 학습된 관성에 의한 존재의 무시’로 나타났고, 이를 해결하기 위한 핵심범주는 ‘자신을 되찾기 위한 몸부림’이었다. 본 연구는 괴롭힘을 경험하는 간호사의 역동과정을 제시함으로 개인과 조직의 직장 내 괴롭힘에 대한 인식의 변화에 긍정적으로 기여할 것이다. 추후 간호사의 직장 내 괴롭힘을 감소시키기 위한 직장 내 괴롭힘 현황 파악, 모니터링 방법 및 프로그램 개발에 대한 연구가 요구된다.

The purpose of the study is to explore the experience of bullying in the workplace of nurses. The study period was April 1 2013 to July 5 2013. The subjects were 14 nurses who had experienced bullying at their workplace. Data were analyzed using Strauss and Corbin's grounded theory methodology. With data analysis, 139 concepts, 35 subcategories, and 13 categories were generated. "Disregard of presence by negatively learned inertia" was the central phenomenon for workplace bullying of nurses, and the core category was ‘struggle to regain oneself'. This study will contribute to a change in individual and organizational awareness of bullying in the workplace by presenting a dynamic process of nurses experiencing bullying. Research is required on identifying workplace bullying status, monitoring methods and program development to reduce workplace bullying of nurses.

이 연구의 목적은 직장인 번아웃이 심각하나 예방 모델이 부족한 현 상황을 개선하고자, 명상심리상담 모델을 개발하고 그 타당성 및 사용 성을 평가했다. 본 연구는 단일집단 사전-사후 파일럿 설계로 수행되 었으며, 인과 추론의 한계를 가진다. 이 연구의 내용은 첫 번째로 설계·개발연구 4단계에 따라 문헌 검토 를 통해 핵심 구성요소를 도출한 후, 전문가 회의를 거쳐 8주 프로그램 을 개발하고 8인의 전문가로부터 내용 타당도를 검증받았다. 두 번째로 중견기업 직원 10명을 대상으로 파일럿 테스트를 실시하여 프로그램의 효과성과 사용성을 양적·질적으로 평가했다. 사전에 1차(번아웃[MBIGS], 스트레스 지각[PSS-10])와 2차(마음챙김[MAAS-15], 자기자비[SCSSF- 12], 직무만족/헌신[요약형 지표]) 결과를 정의하고, 다중비교는 Holm-Bonferroni 방식으로 보정하였다. 이 연구의 결과는 마음챙김, 심리자원 증진, 직무·조직 매개, 대인관계/조직문화, 기술·환경 스트 레스 관리 등 5가지 핵심 요소가 도출되었으며, 프로그램은 높은 내용 타당도와 참여 준수도(완수율 80%), 만족도(사용성 4.2점, NPS 60%)를 보였다. 정량 분석에서는 번아웃과 스트레스 지각이 유의하게 감소했 고, 마음챙김, 자기자비, 직무만족/몰입은 유의하게 증가하는 긍정적인 효과가 나타났다. 보정 전·후 p 값을 병기했으며(예: 번아웃 p=.008→p_ Holm=.032), 일부 지표는 보정 후에도 유의성이 유지되었다. 사용 척도는 한국어판 검증 도구(MBI-GS 16문항/0-6점, PSS-10 10 문항/0-4점, MAAS-15 15문항/1-6점, SCS-SF-12 12문항/1-5점, 요약 형 직무만족·헌신 5문항/1-5점)를 사용했고, 본 표본 신뢰도는 α=.84- .93/ω=.85-.94였다. 결론적으로 개발된 모델은 직장인 번아웃 예방 및 관리에 효과적이고 실용적임이 시사되나, 소표본(n=10)·단일 조직 설계로 검정력과 일반화 가능성에 한계가 있어, 사전등록된 대규모 RCT와 장기 추적 검증이 요구된다. 본 연구는 건강한 직장 문화 조성 을 위한 기초 자료를 제공한다는 의의를 가진다.

We developed a meditation-based psychological counseling model and evaluated its validity and usability in a single-group pre-post pilot, acknowledging inherent limitations in causal inference. Following a four-stage design and development methodology, we identified core components, built an 8-week program through expert meetings, and verified content validity with eight experts. A pilot with 10 mid-sized-company employees assessed effectiveness and usability. Primary outcomes were pre-specified as burnout (MBI-GS) and perceived stress (PSS-10); secondary outcomes were mindfulness (MAAS-15), self-compassion (SCS-SF-12), and job satisfaction/commitment (brief 5-item index). Multiple comparisons were adjusted using the Holm-Bonferroni procedure with both unadjusted and adjusted p-values reported. The program showed high content validity, 80% completion, and favorable usability (score 4.2/5; NPS 60%). Quantitatively, burnout and perceived stress decreased significantly, while mindfulness, self-compassion, and job satisfaction/commitment increased. Measures were validated Korean versions; internal consistency in this sample was α=.84-.93/ω=.85-.94. In conclusion, the model appears effective and practical for workplace burnout prevention and management; however, given the small, single-site sample (n=10) and pilot design, adequately powered, pre-registered RCTs with longer follow-up are warranted.

Purpose: To analyze the factors affecting mortality and disability in workplace trauma patients and provide a basis for improving on-site emergency response and emergency medical systems to reduce industrial accident-related mortality and disability. Methods: This study analyzed out-of-hospital severe trauma patients classified by 119 paramedics (2016 –2021) using the KDCA survey data. Occupational characteristics were compared through frequency and descriptive analyses, and factors affecting severe trauma-related mortality and disability were analyzed using a Mixed Logit Model. Results: The average severity score (ISS) of industrial accident patients was three points higher than that of non-industrial accident patients. In addition, the incidence of disability in industrial accident patients was 1.4 times higher than that, and the mortality rate increased by 61.0%. When comparing the mortality rates by medical facility, patients transported to community and regional emergency medical centers had significantly higher mortality rates than those transported to regional trauma centers. Conclusion: Due to the high severity of trauma caused by industrial accidents, an early response is crucial. Therefore, occupational safety and health managers must possess emergency treatment competencies as first responders.

Purpose : This study is to identify job stress and quality of life in health managers with over two years’ experience, working in large workplaces (300+ full-time workers) since COVID-19. Methods : The data were collected from 125 health managers through an online survey from October 28 to November 3, 2021 with an IRB approval and analyzed. The statistical methods included t-test, variance analysis, Pearson correlation, and hierarchical regression. Results : Health managers experienced high job demands, low autonomy, and insecurity. Gender differences were observed in job demands and autonomy. Quality of life was lower in physical health but higher in the psychological area. Various personal and workplace characteristics influenced the differences in job stress and quality of life. Strong correlations were found between job stress and quality of life sub-areas. Conclusion : To reduce job stress and enhance health managers' quality of life in large workplaces, organizational measures, physical health programs, and differentiated approaches based on personal and workplace characteristics are recommended. Addressing key stressors such as relationship conflict, inadequate compensation, and workplace culture is crucial for improvement. These suggestions aim to create a more suitable working environment for health managers' responsibilities in health and safety.

연구 배경: 치과위생사의 근무환경이 조직몰입에 미치는 영향과 근무환경과 조직몰입의 관계에서 심리적 임파워 먼트의 매개효과를 검증하는 것이다. 연구 방법: 2023년 8월 16일부터 8월23일까지 치과위생사로 근무하는 264명을 대상으로 설문조사를 실시하였다. 수집된 자료는 t-test, one-way ANOVA, Pearson correlation 분석, 회귀분석으로 분석하였다. 연구 결과: 치과위생사 근무환경에서 3개의 하위요인(안전 관리 체계, 관리자의 역량, 지원 체계) 모두가 심리적 임파 워먼트와 조직몰입 간의 유의한 정의 상관관계가 있었다. 치과위생사 근무환경이 조직몰입에 영향을 미치는 것 으로 나타났으며, 심리적 임파워먼트는 근무환경과 조직몰입 간의 관계에서 부분 매개효과가 있는 것으로 나타 났다. 결론: 조직몰입을 향상시킬 수 있는 방안으로 치과위생사의 안전하고 긍정적인 근무환경 조성과 관리자가 구성 원 간의 파워를 인정하고 임파워먼트를 부여하기 위한 조직문화를 형성할 수 있도록 전략적인 인력자원 관리 프 로그램 개발이 필요하다.

Background: The purpose of this study is to verify the impact of dental hygienists’ working environment on organizational commitment and the mediating effect of psychological empowerment in the relationship between working environment and organizational commitment. Methods: A survey was conducted on 264 people working as dental hygienists between August 16 and August 23, 2023. The collected data were analyzed using t-test, one-way ANOVA, Pearson correlation analysis, and regression analysis. Results: In the dental hygienist work environment, all three subfactors (safety management system, manager’s competency, and support system) had a significant positive(+) correlation between psychological empowerment and organizational commitment. Dental hygienists’ work environment was found to have an effect on organizational commitment, and psychological empowerment was found to have a partial mediating effect in the relationship between work environment and organizational commitment. Conclusion: As a way to improve dental hygienists’ organizational commitment, it is necessary to develop a strategic human resource management program to create a safe and positive work environment and to form an organizational culture in which managers can recognize the power of members and grant empowerment.

원격업무를 위한 플랫폼의 발전과 재택근무의 성장이 가속화됨에 따라 기업은 빠르게 변화하는 조직 구조에 대처해야 하는 새로운 도전에 직면해 있다. 근로공간의 글로벌화로 인해 기업은 새로운 가상 환경의 협업 도구를 지속해서 찾고 있으며, 가상세계 플랫폼도 이러한 툴 중 하나로 자리잡게 되었다. 또한, 최근 코로나-19 팬데믹 상황으로 인해 많은 업무장소의 경우, 공간적으로 떨어진 상태에서 원격 업무 플랫폼을 기반으로 업무를 수행해야 하는 새로운 근무환경으로서 빠르게 변화하고 있다. 코로나-19으로 인해 많은 국가의 정부에서는 사람들을 집에 머물며 근무할 수 있도록 하는 다양한 환경과 정책을 마련하고 있다. 또한, 많은 기업에서는 개인 간의 접촉을 최소화하기 위해 비대면 업무를 권장하고 있으며, 스마트기기를 활용한 비대면 원격근무를 시행하고 있다. 이와 같이 COVID-19 팬데믹 상황은 전 세계의 모든 주요 기업의 가상 업무공간으로의 전환에 계기가 되었다. 그러나 업무공간으로서 가상세계에 대한 대부분의 선행연구의 경우, 주로 교육 플랫폼의 사용자에 의 도나 가상의 판매공간 등에 대한 소비자의 의도가 주요하게 진행되었으며, 가상세계에서의 협업 연구 에 대해서도 실제로 대면업무를 함께 진행한 경험이 없는 동료와의 가상 협업에 대한 신뢰에 초점을 맞 추어 진행되었다. 즉, 근로공간이 어떠한 이유로 인 해 기존 오프라인 근로공간에서 가상세계로 이전한 경우에 대해 플랫폼 사용자인 근로자의 반응 연구가 부족한 상황이다. 하지만, 코로나19와 글로벌 작업공 간의 확대 등으로 인해 기업 내의 동료와의 대면 업 무에서 가상공간을 기반으로 한 비대면 업무로 업무 공간이 확장되고 있는 만큼, 본 연구에서는 업무공 간으로서 가상세계에 대한 근로자가 느끼는 환경적 특성과 신뢰 구축 요인을 탐색하고 이러한 요인을 바탕으로 근로자의 반응을 실증하고자 한다. 본 연구의 목적은 업무공간으로서 가상세계에 대 한 근로자가 느끼는 특성 요인과 신뢰 구축 요인이 근로자의 반응에 미치는 영향을 밝히는 것이다. 구 체적으로, 본 논문은 다차원적 관점에서 업무공간으 로서 특징과 신뢰 구축 요인이 미치는 영향을 살펴 보고자 한다. 이를 위해, 질적연구와 양적 연구를 순 차적으로 진행한 질적-양적 혼합방법론을 활용하였 으며 업무공간으로서 가상세계의 근로자의 반응을 이론화하였다. 본 연구의 결과를 바탕으로 후속 연 구자들이 업무공간으로서 가상세계와 인간의 삶의 공간으로서 가상세계라는 주제에 대해서 관심을 가 질 수 있도록 기여하고 가상세계를 업무공간으로 활 용하고 하는 기업들의 업무공간으로서 가상세계에 대한 전반적인 이해도를 높일 수 있기를 기대한다.

본 연구는 사업장과 지역사회에서 이루어진 PAR, CBPR을 중심으로 국내·외 문헌을 체계적 고찰을 하였다. 검토된 10개 논문의 연구 참여자는 보건전문가, 지역사회 네트워크, 근로자, 대학 연구자가 포함된 연구가 80%였고, 적용된 실행연 구 기반 건강증진 프로그램은 안전·건강관리인식, 금연, 당뇨관리, 신체활동, 자기효능감 증진, 심혈관 질환, 근골격계 질환, 정신 건강 등 다양했다. 건강증진을 위해서는 지역사회 공동 작업을 통해 연구에 주도적으로 참여하는 것이 필수적이며, 이런 과정을 통하여 지역사회 차원의 문제를 해결할 수 있다. 또한 협력하며 건강증진프로그램을 개발하고 적용했을 때 지 속가능한 효과를 확인할 수 있었다. PAR, CBPR은 개인과 조직, 지역사회, 제도적 차원의 범위를 조정하여 지속적인 변화를 추구할 것으로 사료되므로 다양한 사업장에서 근로자를 대상으로 활발히 수행되길 기대한다.

This study investigated a systematic literature review on local and international literatures focusing on Participatory Action Research(PAR), Community Based Participatory Research(CBPR) in workplace and community. Eighty percent of the 10 studies reviewed included research involving health professionals, community networks, workers, and university researchers. Health promotion programs varied from health and safety awareness, smoking cessation, diabetes management, physical activity, self-efficacy enhancement, cardiovascular disease, musculoskeletal disorders and mental health. PAR, CBPR are required to participate actively in research through community collaboration to promote health. We can solve problems at the community level. And identified sustainable effects when developing and implementing a health promotion program. PAR and CBPR are expected to continuously pursue change by adjusting the scope of individuals, organizations, communities, and institutional dimensions. They are also expected to be implemented for workers in the various workplace.

이 연구는 LED 조명의 사용 증가에 따라 업무공간에서 사용 또는 선호되던 기존의 상관색온도와 조도가 일관되게 사용되어도 될지를 사용자 중심으로 그 선호수준을 파악하고 LED 조명에 적합한 조도와 상관색온도를 파악하고자 한다. 이는 LED 조명 사용에 따른 건축 계획 측면에서의 변경 요소들을 계획하는 것에 기초자료가 되리라 여겨진다. LED 조명의 조도와 상관색온도 관계를 업무공간행위와 선호도를 실험결과로 보여주는 문헌조사를 통해서 그 결과 값들을 비교 분석하였다. 그 결과 LED 조명에서 조도의 경우에 작업면을 기준으로 500lux 이상일 때 선호도나 작업수행평가 결과가 우수하게 나타났고, 한글 위주인 국내 업무공간에 적합한 상관색온도는 6000K 이상으로 조명환경을 조성하는 것이 선호도와 업무효율을 높일 수 있는 것으로 파악된다.

This study aims to establish the proper illuminance and the Correlated Color Temperature(CCT) levels of Light-Emitting Diode (LED) lighting after analyzing the preference of the current illuminance and the CCT levels in workspace with LED lighting conditions as the lighting has been increasingly encouraged. It would be the fundamental data to design and to reply the changes of the workplace with LED lighting. To do that, data were collected and examined from the literature review based on experiments with preferences, satisfaction and task performances under various illuminance and the CCT levels in workspace. The findings show that more than 500lux and more than 6000K are the proper illuminance and the CCT levels respectively to bring better preference and performance for the workplanes of the workplaces under LED lighting.

The work space which applies VDT(Visual Display Terminal) uses monitor applies which emits the light by oneself. Almost these has been replaced from CRT to LCD. A monitor which emits the light fatigues The eyes of worker by The natural light and Artificial illumination. In order to solve this problem must change the location of the window and artificial illumination of the office. However it is difficult to change because the Fact is coming to be planned from design phase of construction. If from the office where generally the window and artificial illumination are fixed classified a location. and a Location is classified as group and analyze illumination environment of each groups.