PURPOSES : This study aimed to secure the work space in alarm valve rooms to ensure stable working conditions for the engineers. METHODS : We analyzed situations where alarm valve room work spaces were inadequately secured posing a problem. Using the Ovako working posture analysis system (OWAS) method, we measured the body size of adult male technicians and their tools to analyze the actual space needed for them to maintain a healthy posture while working. On this basis, we proposed regulations governing workspace size and acceptable durations for unstable body postures. RESULTS : By measuring valve room work space and technician body size, we found that the workspace was inadequate for technicians. Applying OWAS showed that securing more space in the valve room improved the construction stability. CONCLUSIONS : Regulations on valve room size and appropriate work space for technicians will improve construction and inspection stability. This reduces the probability of poor construction and inadequate inspection, increasing the reliability of the firefighting facility system.

The competition of maintenance services in the offshore wind industry is continually increasing. The quality of the services acts as the distinguishing feature in the industry. Furthermore, there are public standards, which lead to the permanent necessity to offer further education and training programs for employees. To meet the requirements for further training in the specific field of application within the offshore wind industry, a gamified e-learning application has been developed and is introduced in this paper. It consists of a complete solution, which contains the automated analysis of service protocols to identify qualification needs, the involvement of service technicians in the generation of learning materials, the preparation, transmission as well as the further development of those materials in accordance with the principles of e-learning. Finally, the solution contains a gamified mobile application for qualification, which is designed to meet the individual learning needs of the service technicians. This concept paper follows a problem-centred approach. Based on the current state of technology and research, the problem and motivation are identified and the urgency is verified. Furthermore, a detailed specification of the solution and a first implementation approach is presented.

This study attempts to analyze the factor affecting the intention of turnover among hospital medical technicians. Data was collected from 125 employees in a seven hospital and one clinic located in Kyung-gi Do, Korea, using a self-administered questionnaire. Self-administered questionnaire were given to study the hospital and socioeconomic characteristics, working conditions, job satisfaction level, and the reasons for turnover among the hospital medical technicians. The major finding were as follows; 1. Job position had a statistically significant relationship with intention of turnover to another hospital. According to age, marital status, educational level, the intention of turnover was statistically significant relationships. 2. Hospital characteristics had not a statistically significant relationship with intention of turnover to another hospital. That is, the intention of turnover was generally higher county region and small-sized hospital workers than urban region and large-sized hospital workers. 3. Generally, those who were not satisfied with the opportunity for developing the personal ability and promotional opportunity showed a higher tendency towards to turnover. Also, those who did not sustain good relationship with their superiors and co-workers showed a higher tendency towards to turnover. 4. Those who were had negative attitude on their job showed a higher tendency for turnover. 5. In the result of multiple regression, job position, job satisfaction were significantly related to intention of turnover. The above indicate that job satisfaction and organizational culture to promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. Since these results represent seven hospitals and one clinics from a limited area, more hospital nationwide, especially small-sized institutions where there is a high turnover rate of employees, need to be examined in order to investigate the various factors that affect the intention of turnover. Due to lack of avaliable research material, the doctors and the nurses group of the hospital haven't been reported in this study. However, this empirical survey of the hospital medical technicians has significant merit.