The Influence of Safety Climate, Safety Leadership, Workload, and Accident Experiences on Risk Perception: A Study of Korean Manufacturing Workers

Oah, Shezeen,Na, Rudia,Moon, Kwangsu Occupational Safety and Health Research Institute 2018 Safety and health at work Vol.9 No.4

Background: The purpose of this study was to identify the influence of workers' perceived workload, accident experiences, supervisors' safety leadership, and an organization's safety climate on the cognitive and emotional risk perception. Methods: Six hundred and twenty employees in a variety of manufacturing organizations were asked to complete to a questionnaire. Among them, a total of 376 employees provided valid data for analysis. To test the hypothesis, correlation analysis and hierarchical regression analysis were used. Statistical analyses were conducted using IBM SPSS program, version 23. Results: The results indicated that workload and accident experiences have a positive influence and safety leadership and safety climate have a negative influence on the cognitive and emotional risk perception. Workload, safety leadership, and the safety climate influence perceived risk more than accident experience, especially for the emotional risk perception. Conclusion: These results indicated that multilevel factors (organization, group, and individual) play a critical role in predicting individual risk perceptions. Based on these results, therefore, to reduce risk perception related with unsafe behaviors and accidents, organizations need to conduct a variety of safety programs that enhance their safety climate beyond simple safety-related education and training. Simultaneously, it needs to seek ways to promote supervisors' safety leadership behaviors (e.g., site visits, feedback, safety communication, etc.). In addition, it is necessary to adjust work speed and amount and allocate task considering employees' skill and ability to reduce the workload for reducing risk perception.

독일의 중소기업 디지털 전환 정책 및 시사점: 미텔슈탄트 4.0 컴피턴스 센터를 중심으로

오정택(Oah, JungTaeg),김은희(Kim, Eunhee) 한국경영교육학회 2021 경영교육연구 Vol.36 No.4

[연구목적] 독일의 인더스트리 4.0 추진과정에서 중소기업의 디지털 전환 사업을 중점적으로 지원하기 위한 정책 프로그램인 ‘미텔슈탄트 4.0’의 벤치마킹을 통해 국내 중소기업 디지털 전환 정책의 방향성을 모색하기 위함이다. [연구방법] 독일 미텔슈탄트 4.0의 추진 배경으로 미텔슈탄트의 디지털 전환 현황과 디지털 컴피턴스의 개념 및 미텔슈탄트 4.0 준비과정, 미텔수탄트 4.0의 주요 내용, 미텔슈탄트 4.0 사업을 통해 추진된 미텔슈탄트 4.0 컴피턴스 센터의 목적과 역할, 세부적인 운영 사례들을 분석한다. [연구결과] 미텔슈탄트 4.0의 정책 추진 과정과 컴피턴스 센터의 사례를 분석한 결과 미텔슈탄트 4.0의 특징을 지원 조직과 지원 내용으로 구분해 다음과 같이 요약할 수 있다. 미텔슈탄트 4.0의 핵심전략으로 중소기업 디지털 전환 전문 지원 기관으로 지역별, 테마별, 두 가지 유형의 컴피턴스 센터를 독일 전역에서 운영함으로써 중소기업의 디지털 전환 참여율이 미흡한 문제점의 해결을 모색하였고, 디지털 전환을 위한 기술 측면보다는 비즈니스 차원에서 기술의 활용을 강조하는 기업 교육과 컨설팅을 강화하고 있다. [연구의 시사점] 본 연구에서 독일의 정책 사례 분석을 통해 도출한 정책적 시사점은 다음과 같다. 1) 국내 중소기업 디지털 전환을 지원하는 전담 기관이 필요함, 2) 중소기업 디지털 전환 지원 체계로 지역적 접근성과 테마별 전문성을 담보한 투-트랙 시스템을 고려할 수 있음, 3) 교육과 컨설팅은 중소기업 디지털 전환 지원 사업의 핵심 부분으로 새로운 비즈니스 모델 혁신과 이를 통한 기업의 수익창출이 이루어 질 수 있도록 그 내용적인 보완이 시급히 요구됨, 4) 중소기업의 디지털 전환을 위한 교육과 컨설팅을 담당하는 전문가의 역량강화를 위한 트레이닝-트레이너 프로그램이 요구됨. [Purpose] The purpose of this study is to suggest the policy directions for Korean SMEs’ digital transformation through benchmarking of ‘Mittelstand 4.0’, a German government policy program to support digital transformation of domestic SMEs under Industry 4.0. [Methodology] For this goal, this study analyzed the Mittelstand 4.0 program aimed at establishment and operation of the ‘Mittelstand 4.0 Competence Center’, which supports the digital transformation of German SMEs, and also looked at detailed operation cases of individual centers. [Findings] The results of this case study can be summarized as follows; The Mittelstand 4.0 Competence Center, as a solution for the German SMEs’ low rate of participation in digital transformation, is characterized in two types competence center and the contents of the centers’ programs emphasizing corporate training and consulting to create new businesses through the digital transformation. [Implications] The policy implications of this study are as follows: 1) There is a need for an agency dedicated to supporting SMEs’ digital transformation, 2) A two-track system with regional accessibility and theme-specific expertise can be considered as a support system for digital transformation of SMEs, 3) Education and consulting are the core part of support program for SMEs’ digital transformation, 4) A training-trainer program is required to strengthen the capabilities of experts in charge of education and consulting for digital transformation of SMEs.

효율적 사회봉사명령제도를 위한 행동분석적 접근 ; 언어적 피드백과 봉사활동선택 기회제공이 사회봉사명령이수 청소년들의 지각과 무단결석에 미치는 영향에 대한 검증

오세진(Oah She Zeen),임영식(Young Sik Lim),김현주(Hyun Ju Kim),황지은(Ji Eun Hwang) 한국청소년학회 2000 청소년학연구 Vol.7 No.2

본 연구의 목적은 사회봉사명령 이수를 명령받은 청소년들의 지각 및 무단결석 행동을 감소시키기 위해 행동분석적 기법(피드백 및 봉사활동 선택 기회 제공)을 적용하여 그 효과를 검증해보는 것이었다. 연구에 포함된 피험자들은 49명(남자 48명, 여자 1명)의 사회봉사명령이수를 명령받은 범죄 청소년들이었다. 피험자들은 세 집단으로 할당되었으며, 각각의 집단은 세 가지 종류의 처치(두 종류의 처치 조건 및 통제 조건)를 받았다. 첫 번째 집단에 속한 피험자들은 자신들의 지각이나 결석 상황에 대한 언어적 피드백을 매일 받았으며, 두 번째 집단에 속한 피험자들은 당일 지각을 하지 않았을 경우와 그 전날 결석을 하지 않은 경우에 한하여 다양한 봉사활동 중에서 본인이 선호하는 봉사활동을 선택할 수 있는 기회를 제공받았다. 나머지 한 집단에 속한 피험자들은 통제집단으로서 어떠한 처치도 받지 않았다. 그리고 연구의 종속변인은 (1) 결석의 회수, (2) 지각의 회수, (3) 지각 시간의 양으로 구성되어 있었다. 연구 결과, 두 처치 집단의 지각 회수가 통제 집단의 지각 회수보다 유의미하게 적은 것으로 나타났으나, 결석 회수의 경우에 있어서는 세 집단의 평균이 유의미한 차이가 없는 것으로 나타났다. 한편, 지각 시간의 양에 있어서는 봉사활동을 선택할 수 있는 기회를 제공받는 집단이 언어적 피드백을 제공받은 집단과 통제 집단에 비해 유의미하게 적은 것으로 나타났다. 이러한 결과에 대한 해석 및 현실적 실용 가능성 등에 대한 여러 가지 논의점에 대한 토의가 이루어졌으며, 앞으로의 연구에 대한 제안 등이 이루어졌다. This study examined the effects of providing feedback and opportunity to choose community service activities for the juveniles on their tardiness and absenteeism. Subjects in this study consisted of 49 adolescents(48 males and 1 female) who convicted crimes and were given orders to conduct community service in social welfare institutes. They were randomly assigned to three groups and subjects in each group were exposed to three different kinds of treatments. The subjects in one group(feedback group) received verbal feedback concerning their attendance and punctuality every morning. The subjects in another group(choice group) were given opportunity to choose a service activity they prefer. And the subjects in the final group(control group) received no treatment. Dependent variables in the study were (1) the frequency of absence, (2) the frequency of tardiness, (3) the amount of tardiness. The results indicated that the frequencies of tardiness of feedback and choice group were significantly less than those of control group. However, the three groups did not differ with respect to the frequency of absence. With respect to the amount of tardiness, the choice group was significantly better than the other two groups. The implications and limitations of these findings were discussed and directions for future studies were also proposed.

술후 급성 신부전증에 관한 관찰

오남건(Nam-Keun Oah),문상은(Sang-Eun Moon) 대한외과학회 1992 Annals of Surgical Treatment and Research Vol.42 No.3

1996년도 제35차 대한소화기학회 추계학술대회 / MALT 형 원발성 간 림프종 1예

오현명(H . M . Oah),송철수(C . S . Song),송근암(G . A . Song),조몽(M . Cho),양웅석(U . S . Yang),이창훈(C . H . Lee),설미영(M . Y . Sol),서강석(S . K . Suh),이선경(S . K . Lee),이준우(J . W . Lee),이석홍(S . H . Lee),김동헌(D . H . Kim 대한소화기학회 1996 대한소화기학회지 Vol.28 No.1

고위 항문직장기형에서 전방 괄약근외형 항문함성형술

오남건,문상은 대한대장항문학회 1995 Annals of Coloproctolgy Vol.11 No.1

조직 내 사회적 교환관계 수준이 산업사고에 미치는 효과모델 검증

김형수,오세진,양병화 한국산업안전학회 2002 한국안전학회지 Vol.17 No.2

This study proposed and examined a model in which perceived organizational support and leader-member exchange are linked to safety communication, safety commitment, and accidents. In addition, a moderating effect of role overload in the relationship between safety communication and safety commitment and that of performance monitoring in the relationship between safety commitment to accidents. Data were collected from 193 workers in a railroad company. The results indicated that the goodness of fitness of the proposed model was acceptable. More specifically, both perceived organizational support and leader-member exchange were significantly related to safety communication and safety communication was, in turn, significantly related to safety commitment which was ultimately related to accidents. Also, the moderating effects of both role overload and performance monitoring were found. Implications of these findings for safety and the possible roles of variables in the organizational level are discussed.

Employee Absenteeism : An Examination and Evaluation of Traditional and Behavioral Research

Koh, Heong Hwa,Oah, Shhezeen 中央大學校社會科學硏究所 1992 社會科學硏究 Vol.5 No.-

This paper reviews behavioral programs that been designed to decrease employee absenteeism and traditional studies that have attempted to examine the relationship between antecedent variables and absenteeism. The former has focused on the direct manipulation of consequences while the latter has focused on the use of correlational methods to idenify the relationship between relevant variables and absenteeism. Among the correlational studies, however, only those studies that have attempted to identify variables that are potentially amenable to manipulation are descussed. This review revealed that the most frequently employeed strategy in the behavioral programs has been arranging positive consequences for good attendance. The essential features and the results of the studies that employed this strategy are discused. Also, studies that employed feedback, punishment, and a combination of punishment and reward are analyzed. Methodological issues involved in both traditional and behavioral approaches are also discussed. Finally, conclusions emphasizing the necessity of the integration of both areas are made.

승모판 일탈 증후군의 심박 변동성

신영우,오현명,김종원,홍택종 대한순환기학회 1998 Korean Circulation Journal Vol.28 No.12

Behavioral Approaches to Improve Employee Safety Performance and Seat Belt Use

Koh, Heong Hwa,Oah, Shhezeen 中央大學校社會科學硏究所 1992 社會科學硏究 Vol.5 No.-

This paper reviews behavioral studies that have been designed to increase on-the-hob safety and employee seat belt use. With respect to the employee seat belt use, four types of techniques have been identified;(1) direct and immediate rewards, (2) direct and delayed rewards, (3) indirect and delayed rewards, (4) educational awareness and commitment with no rewards. After the essential features of each of the four types of techniques are discussed, the results of these four types of techniques are compared and contrasted, including the maintenanace of safety belt use after program termination. Also the essential features of research that have been designed to increase on-the-job safety are discussed. It was revealed that feedback, among several techniques, has been the most frequently used behavioral technque. Possible behavioral explanation for the effect of feedback used in the safety studies are also presented. Finally, conclusions and suggestions for the future research are made for both areas.