• Proceedings of the Korea Technology Innovation Society Conference
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• 2017.05a
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• pp.241-264
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• 2017

본 연구는 일과 삶의 균형(WLB : Work-Life Balance)이 대인 조화와 창의적 노력 및 조직 내 혁신 행동을 향상시키는지 여부, 그리고 대인 조화와 창의적 노력이 일과 삶의 균형(WLB)과 혁신 행동 간 관계에 간접 효과가 있는지 여부를 알아보기 위해 수행되었다. 본 연구의 가설 검증을 위해서는 Hayes(2013)의 PROCESS Macro를 활용하였다. 분석 결과 혁신 행동에 영향을 주는 것은 일과 성장의 균형(WLB_G)과 대인 조화 그리고 창의적 노력으로 나타났고 대인 조화에 영향을 주는 변수는 일과 가정의 균형(WLB_F)과 일과 성장의 균형(WLB_G)으로 나타났다. 또한 창의적 노력에 영향을 미치는 변수는 일과 성장의 균형(WLB_G)과 대인 조화였다. WLB의 세 개 하위 변수와 혁신 행동 사이의 관계에서 대인 조화와 창의적 노력의 간접 효과 역시 일부 확인 되었다. 더불어 PROCESS Macro 분석을 통하여 매개변수 간의 효과의 크기를 알아보았다. 이를 통해 일과 가정의 균형(WLB_F)이나 일과 성장의 균형(WLB_G)과 대인조화, 창의적 행동 및 혁신행동 간에는 시너지 관계가 존재하고, 일과 여가의 균형(WLB_L)과 대인조화, 창의적 노력 및 혁신행동 간에는 배타적 관계가 존재함을 알 수 있었다. 향후 다양한 다른 산업 간의 일과 삶의 균형(WLB)에 대한 연구와 일과 삶의 균형(WLB)과 혁신행동에 이르는 다양한 매개변수에 대한 연구가 기대된다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.4
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• pp.49-57
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• 2015

This research is to analyze the mediating effect of product innovation between work-life balance (work-family balance, work-leisure balance and work-development balance) and corporate performance in venture SMEs. We test four hypothesis. First, we test the hypothesis that work-life balance has a positive effect on product innovation. Second, we test the hypothesis that product innovation has a positive effect on corporate performance. Third, we test the hypothesis that work-life balance has a positive effect on corporate performance. Fourth, we test a positive mediating role of product innovation between work-life balance and corporate performance. For this research, we administered the questionnaire surveys, and got the 162 effective data of korean venture SMEs. We use CFA and SEM analysis of research model by AMOS 18.0. As a result, we can find the four meaningful results. First, work-life balance, especially only work-development balance, has a positive effect on product innovation. Second, product innovation has a positive effect on corporate performance. Third, the relationships between work-life balance (work-family balance, work-leisure balance and work-development balance) and corporate performance are no significant after the mediating variable (product innovation) is added. Fourth, product innovation has a positive mediating effect between work-life balance, especially only work-development balance, and corporate performance. Although this research has some limitations of generalization because of the limited size of samples, we has meaningful information related to the venture companies in the academic and business field. Additionally, the Multiple Indicator Multiple Cause(MIMIC) model is recommended in the future research.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.5
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• pp.77-87
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• 2018

The Purpose of This study is amid competition, High-quality human resources in food service industry make a lot of efforts. Especially, Work and Life Balance(WLB) is a considerable factor when modern workers decide and maintain the workplace and also it could be supposed as one strategic method that corporations could attract and maintain talented people. This study built a exploratory model that there is causal relationship of WLB(work and life balance) to employee's organizational commitment. Additionally this study examine the Moderating Effect of perceived value of work between WLB(work and life balance) and organizational commitment. This study utilized total 217 responses from workers of food service industrial employees and as analysis methods, it used descriptive statistic analysis, correlation analysis, multiple regression analysis, and hierarchical analysis. Results of analysis are as follows. First this study found that the work-life balance could give significant effects to the organizational commitment. work-growth balance and work-leisure balance has positive significance effect with the organizational commitment but work-family balance was not statistically significant. Second, The significance of this study indicates that perceived value of work plays a role as moderating variable influencing the relationship between work and growth balance and employee organizational commitment. Lastly, this study suggested the implication of the result, the limitation and the direction of future study. The results of this study provide suggestion to the company.

• Journal of the Korean Society for information Management
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• v.41 no.2
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• pp.185-214
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• 2024

This study aims to analyze the effects of work-life balance on organizational commitment and turnover intention, and the effects of organizational commitment on turnover intention, focusing on Generation MZ librarians in public libraries. A survey of 183 librarians born between 1980 and 2005, who work at public libraries in the Seoul Metropolitan Area, examined the subfactors of work-life balance such as work-family balance, work-leisure balance, work-growth balance, organizational commitment, and turnover intention. Multiple regression analysis revealed that work-family and work-growth balances had a significant positive effect on organizational commitment and a significant negative effect on turnover intention. Moreover, organizational commitment had a significant negative effect on turnover intention. Accordingly, this study suggests the need to implement a reward policy for night and weekend work and to strengthen work-family balance and work-growth balance at public libraries. Moreover, it suggests horizontal communication and strengthening autonomy to promote organizational commitment.

• Management & Information Systems Review
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• v.34 no.5
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• pp.49-69
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• 2015

The objective of this study is to understand the influence of Work-Life Balance (WLB) support system on employee engagement (organizational commitment and job commitment) and to examine the moderating effect of perceived organizational support (instrumental and emotional) on the relationship between WLB and employee engagement. To test the research model and hypotheses, this study analyzed 537 responses from employees of sample companies that were carrying out the WLB support system during the period of December 1 through 31, 2014, and the results of the analysis are as follows: First, the correlation between employee engagement (organizational commitment) and the WLB support system showed that the influence of WLB support system on employee engagement(organizational commitment) was greater in the order of growth, job, and family support system. Second, the correlation between WLB support system and employee engagement(job involvement) showed that growth and job support system had significant relationship. Third, in the relationship between WLB support system and employe engagement(organizational commitment), there was no moderating effect of perceived organizational support. Fourth, in the relationship between the WLB support system and employee engagement(the job involvement), both institutional and emotional supports factors of the perceived organizational support had moderating effects in the relationship between growth support system and employee engagement(job involvement). This study has academic significance in that it is an empirical study examining the relationship between the WLB support system and employee engagement, which has not actively investigaged in Korea.

• Journal of the Korean Applied Science and Technology
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• v.41 no.3
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• pp.694-704
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• 2024

This study selected domestic winter and summer sports instructors as the population and used convenience sampling among non-probability sampling methods to investigate the relationship between Work-Life Balance and turnover intention among seasonal sports instructors' job insecurity. A total of 200 questionnaires were distributed using . Of these, excluding 46 questionnaires that were judged to have been answered insincerely, a total of 154 questionnaires were used as a valid sample. Data processing methods included frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis, simple regression analysis, and multiple regression analysis using the SPSS 27.0 program. The results of this study are as follows. First, as a result of analyzing the relationship between job insecurity and work-life balance, it was found that job insecurity did not affect work-leisure balance, but did affect work-family balance, work-growth balance, and an overall evaluation. Second, as a result of analyzing the relationship between job insecurity and turnover intention, it was found that job insecurity had an effect on turnover intention. Third, as a result of analyzing the relationship between work-life balance and turnover intention, it was found that only work-growth balance affected turnover intention.

• Journal of Venture Innovation
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• v.7 no.2
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• pp.153-173
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• 2024

In organizational behavior, the impact of leadership in organizations and employees' organizational citizenship behavior (OCB) have been two hot topics studied by scholars. However, previous studies have predominantly examined the organizational citizenship behavior of various generational groups. In the context of China's socialist market economy, it is necessary to study the OCB of state-owned enterprises (SOEs). Furthermore, employees' work-life balance in the context of SOEs' unique organizational cultures has also attracted much attention. Scholars have discovered that employees respond well to authentic leadership (AL). Although this observation has a theoretical basis, empirical research remains insufficient. Therefore, this study examined whether AL effectively promotes OCB among employees in SOEs. Additionally, we examined the mediating role of work-life balance and the moderating role of the adversity authentic and positive psychological capital. The research hypotheses were tested using 390 valid questionnaires from 60 teams using MPLUS 8.0. The results of the MPLUS study confirmed that AL promotes OCB. Work-life balance positively mediated between AL and OCB, adversity quotient positively moderated AL and work-life balance, while positive psychological capital positively mediated the impact of work-life balance on OCB. These findings provide empirical support for applying social exchange, adversity quotient, and resource conservation theories. Moreover, this study provides certain managerial insights through which managers can more effectively improve employees' professional behavior in SOEs.

• Journal of Korea Technology Innovation Society
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• v.20 no.3
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• pp.754-780
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• 2017

This study was conducted to investigate whether WGB (Work-Growth Balance), an area of WLB (Work-Life Balance) improves Interpersonal Harmony, Creative Effort and Innovative Behavior in the organization, and whether Interpersonal Harmony and Creative Efforts have indirect effects on the relationship between WGB and Innovative Behavior. To test the hypothesis of this study, PROCESS Macro by Hayes (2013) was used. The results showed that WGB, Interpersonal Harmony, and Creative Effort influenced Innovative Behavior and WGB were variables that influenced Interpersonal Harmony. The variables influencing Creative Effort turned out to be WGB and Interpersonal Harmony. The indirect effect of Interpersonal Harmony and Creative Efforts was also confirmed in the relationship between WGB and Innovative Behavior. In addition, the magnitude of the effect between parameters was examined through Process Macro analysis. It turned out that there is a synergy relationship between WGB, Interpersonal Harmony, Creative Efforts and Innovative Behaviors. In future, more researches on WGB among various industries as well as mediating variables are expected. Further research is needed to study the various parameters of WGB and innovation behavior, and to Balance of Work-Family and Balance of Work-Leisure.

• Journal of the Economic Geographical Society of Korea
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• v.11 no.4
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• pp.527-548
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• 2008

It is said that there exist trouble factors of female-owned businesses and they disturb the growth of female-owned businesses. This paper, focusing on the balancing of work and family roles and discontinuance of career, examines whether trouble factors of female-owned businesses can explain the characteristics of female-owned businesses in Kwangju-Cheonnam region. The results show that these disturbing factors effect the accumulation of capitals for start-ups of femaleowned businesses and careers of female business owners, so that female-owned businesses enter disproportionately on service industry and their sizes are small. These support existing study results.

• Journal of Family Resource Management and Policy Review
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• v.28 no.2
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• pp.51-63
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• 2024

This study aimed to identify the factors influencing the intentions of employed married women, aged 19 and above, with no prior experience of childbirth, to give birth to their first child. First, the intention of employed married women to give birth to their first child showed a moderate level of inclination, with slightly higher scores reflected in the subvariables of perceived marital value and perceived child value both within family values, while the effect of perceived gender role value was generally higher than the midpoint. Perception of work-life balance was generally a moderate influence, with the subvariable of balancing work and family being slightly higher than the midpoint in terms of influence. Second, the intention to give birth to a first child was clearly associated with the level of education and showed a positive correlation. However, this intention was negatively correlated with age, perceived child values, perceived marital values, and residential tenure. Third, pregnancy intention was influenced by age, educational level, perceived value of children, perceived value of marrriage, and work-life balance. This study provides meaningful assistance in understanding current low birth rate by gathering data on the preferences of married working women in relation to childbirth and by presenting the diverse perspectives of the women.