• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.514-523
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• 2017

This study examined the effects of work-family spillover on the organizational attachment of female managers. The 4th and 5th data sets of Korean Women Manager Panel Survey established by the Korean Women's Development Institute were merged and the 5th data set for female managers was analyzed. The findings reveal that work-family support relationship is an important factor for strengthening the organizational attachment on the part of female managers. For working women, organizational support and family support is the most significant driving force for retaining their career. Second, negative spillover from family to work rather than that from work to family had a stronger impact on the organizational attachment of female managers. This finding suggests that women are not free from their status in the family, and that conflict relationships originating from the family ha a stronger impact on women's organizational attachment than that generated from work. Third, the third stage model incorporates the interaction terms of work-family spillover and organizational culture. The results showed that the interaction effect alone remains. In particular, family-work positive spillover exerts positive (+) effects on the organizational attachment only if a rational organizational culture is in place. Work-family negative spillover, however, shows negative (-) effects under rational organizational culture. Family-work negative spillover combined with rational organizational culture reinforces the organizational attachment, but has negative (-) effects under traditional organizational culture. The implications might be that women may experience negative family to work spillover, which may weaken their organizational attachment and that a rational organizational culture can reverse the spillover effect and increase the organizational attachment of female managers. No interaction effect of organizational culture appears for work to family negative spillover. A differential effect by the direction of spillover requires further study. In addition, more study will be needed to develop a more integrative model with the relevant variables not included in this study and sub-group analyses will be needed to ascertain the differences within female managers.

• The Journal of the Korea Contents Association
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• v.20 no.8
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• pp.262-273
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• 2020

The purpose of this study was to analyze the effect of work-family balance on job satisfaction and the mediating effect of family supportive organizational culture in the relationship. For this purpose, the 6th data of the Women's Family Panel was used to analyze 2,016 married female workers who are currently employed among respondents aged 19 to 64. According to the analysis, First, work-family balance was found to have a positive effect on job satisfaction, and second, family supportive organizational culture had a mediating effect between work-family balance and job satisfaction. These results are meaningful in that they reaffirmed the emotional connection between work and family areas, suggesting that not only an institutional approach for work-family balance but also a cultural approach such as family-supportive organizational culture need to be considered.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.436-446
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• 2015

Work-family interface including work-family conflict and work-family enrichment has an effect on organizational performance such as job satisfaction and organizational commitment. This empirical research mainly investigated influence of family-friendly organizational culture on work-family interface and organizational performance. Three key variables apply for this research : work-family interface, organizational performance and family-friendly organizational culture. A total 750 questionnaire was collected from female managers in various companies for hypothesis testing. The empirical analysis shows that reducing work-family conflict and enhancing work-family enrichment positively contribute to job satisfaction and organizational commitment. The Family-friendly organizational culture plays a moderating role between work-family interface and organizational performance. As a result, the findings support the fact that family-friendly organizational culture impact on organizational performance through work-family balance.

• Journal of Digital Convergence
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• v.10 no.11
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• pp.441-448
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• 2012

The purpose of this study is to examine the mediation effect of family resilience in the relations between cultural adaptation stress and marital satisfaction The subjects were 183 married migrant women' Korean husbands who live in Pusan Ulsan city and Kyongnambuk province. Collected date were analyzed through frequency, percentage, mediated regression analysis and Sobel test. The results confirm the mediation effect of family resilience in the relations between cultural adaptation stress and marital satisfaction. According to these findings, intervention strategies that focus on increasing the family resilience of the married migrant women' Korean husbands were suggested.

• Korean Journal of Culture and Social Issue
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• v.21 no.1
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• pp.45-66
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• 2015

This study explored the moderating effects of social supports (family support, home friends support, foreign friends support) and cultural identity (home identity, foreign identity) on the relationships of reverse culture shock and subjective well-being. Participants were 157 returnees who left home-country prior to the age of 19 and resided in the foreign-country for more than three years. The results of hierarchical regression analyses on two-way interaction effect between reverse culture shock and each hypothesized moderator (e.g., family support, home friends support, foreign friends support, home identity, foreign identity) indicated that reverse cultural shock and subjective well-being was negatively related and their relationship was moderated only by family support. Specifically, the relationship between reverse culture shock and subjective well-being was weaker when the level of family support was higher. Subsequently, three-way interaction among reverse culture shock, one of the social support factors, and one of the cultural identity factors was investigated using hierarchical regression analyses. The results showed that the three-way interaction among reverse culture shock, family support, and home identity was significant. The slope difference tests yielded that the relationship between reverse culture shock and subjective well-being was stronger when both levels of family support and home identity were lower compared to when either level of family support or home identity was higher. These results imply that environmental factors such as family support and intrapsychic factor such as home identity might function as a buffer against the negative consequences of reverse culture shock experience.

• Korea journal of population studies
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• v.22 no.1
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• pp.123-151
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• 1999

미국사회에서 노인의 거주지 적응양식은 인종간에 차이가 크다. 일반적으로 소수인종노인은 백인 노인에 비하여 자녀와 함께 사는 경향이 강하다. 이에 대하여 문화적 입장에서는 소수인종은 백인에 비하여 가족부양규범이 강하다고 주장한다. 다른 한편 경제적 입장에서는 소수인종은 그들의 생애를 지배하는 빈곤 때문에 규모의 경제를 통하여 가계비용을 줄이기 위하여 확대가족을 유지할 수밖에 없다고 주장한다. 본 연구는 노인이 질병과 빈곤에 적응하는 방식에 있어 인종간 차이를 검토함으로써 기존의 경제학적 논의와 문화적 논의의 적합성을 검정하는데 목적을 두고 있다. 이를 위하여 노인의 거주지 적응에 대한 문화적 영향과 관련하여 두가지 가설을 검정하고 있다. 첫째, 소수인종 노인은 백인노인에 비하여 빈곤과 질병상황에서 가족으로부터 더 오랜기간 보호를 받는지를 검토한다. 둘째, 소수인종 노인은 백인노인에 비하여 건강이 악화될 때 더욱 신속하게 가족으로부터 보호를 받을 수 있는지를 검토한다. 분석을 위해서 1984년에서 1990년기간 동안 실시된 "고령화에 대한 종단적 조사(Longitudinal Survey on Aging)"를 이용하여 마르코비안 다중생명표 모형과 사건분석을 수행하였다. 본 연구결과에 따르면 소수인종 노인은 가족부양규범의 문화적 이점을 그다지 크게 다지고 있지 않다. 인종간 사망력과 시설입소의 차이를 통제할 때, 소수인종 노인은 백인노인에 비하여 보다 흔하게 자녀동거에서 단독거주형태로 혹은 그 반대방향으로 거주지 변화를 경험하고 있다. 백인 노인은 소수인종에 비하여 질병상태와 관련하여 자녀와 동거하는 경향이 더 강하다. 사망력과 시설입소의 인종간 차이를 통제할 때 소수인종노인이 백인노인보다 쉽게 자녀동거에서 단독거주로 이행하는데 이는 소수인종에서 가족부양체계가 불안정함을 의미한다. 또한 빈곤시에 소수인종 노인은 백인노인에 비하여 쉽게 자녀와 떨어져 살게 된다. 이러한 결과는 소수인종 노인에 대한 가족의 지원은 그 가족의 경제적 제약속에서 매우 안정적이지 못함을 시사한다. 못함을 시사한다.

• Journal of the Korea Society of Computer and Information
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• v.20 no.6
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• pp.117-126
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• 2015

Multi-Cultural Family Support Act means that to lead a stable family life in Korea by improves the quality of life for members of multi-cultural families through the extensive support and ultimately it refers to a law designed to contribute to the integration between society and them. This Law was newly enacted as Law No. 8937 in March 21, 2008. And through the six times amendments it improve the part of the lack also now in February 18, 2015, some amendments are submitted by Jasmine Lee with 12 lawmakers. Now in 2015, the number of foreigners who living in Korea are beyond 150 million and it can see that has entered into a full-fledged multi-cultural society. And it can place a greater significance that had laid the foundation of the various support policies to lead a stable family life for members of multi-cultural families. However, the problem that much current law which associated with the Multi-cultural Family Support Act cannot accept the social changes has emerged. Thus, in this paper try to present a legislative plan that can respond appropriately to the real world through the analysis of it.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.317-340
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• 2013

The modern society has undergone the fast change of the family structure and labor market. Particularly, the compatibility of work and family life became the era's agenda while the labor force participation rate of the women increased. However, the family-friendly organizational culture was not created and the job engagement of the married female workers was decreased. The married female workers complained of suffering due to the work and family conflict. This research was conducted to study a relationship between family-friendly organizational culture and job engagement of married female social workers, and secondly to investigate if family conflict affect the relationship. From the results of the study, it was known that family-friendly organizational culture has effect on the job engagement, and work and family conflict play an intermediary role between the organizational culture and job engagement. Therefore, it can be explained that family-friendly organizational culture enhances the job engagement of married female social workers, and the culture would be a good measure of the compatibility of work and family life. Based on the study, it is suggested that public relation and education need to be preceded for the spread of family-friendly organizational culture by national initiated programs. Secondly, in terms of welfare organization, related regulations and guidelines need to be prepared, and thirdly, in the view of individual respect, members of family should have their own rights to put forth an opinion grandly with firm faith of the compatibility of work and family life.

• Journal of Family Resource Management and Policy Review
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• v.13 no.3
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• pp.123-136
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• 2009

The purpose of this study was to investigate the factors influencing the marital satisfaction of husbands in multicultural families. This study will provide basic data to develop the policies and services related to multicultural families. Data were collected through the questionnaire method from 99 multicultural couples. Analysis of the data consisted of t-tests to compare the psychological characters of the couple and multiple regression to analyze the independent effects of the related variables. The results can be summarized as follows: First, self-esteem, depression, and multicultural acceptance attitude are significantly higher for the wife than for the husband. Second, regarding the influence of the relevant factors on the husband's marital satisfaction, the most significant factors include the gap in the couple's ages, the husband's self-esteem and sex role attitude, and the wife's sex role attitude, godiness, and marital satisfaction.

• KLA journal
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• v.51 no.3
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• pp.28-35
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• 2010