• Proceedings of KHEA Conference
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• 2002.10a
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• pp.57-63
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• 2002

• Proceedings of the KHMA Conference
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• 2005.05a
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• pp.161-161
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• 2005

• Proceedings of the KHMA Conference
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• 2005.05a
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• pp.1-10
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• 2005

• Proceedings of the KHMA Conference
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• 2013.05a
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• pp.377-377
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• 2013

• Proceedings of the KHMA Conference
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• 2013.05a
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• pp.355-355
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• 2013

• Proceedings of the KHMA Conference
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• 2013.05a
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• pp.348-348
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• 2013

• Journal of the Korean Catholic Hospital Association
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• v.18 no.1
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• pp.44-47
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• 1987

본 협회는 지난 5월 8일 여의도 소재 성모병원 강당에서 전국회원 70여명이 참석한 가운데 「가정의학제도 」를 주제로 세미나를 가지고 앞으로의 의료제도의 방향으로 유도되어 가고 있는 가정의학제도를 살펴보고 교회의료사업에서 본 가정의학의 의의를 모색했다. 전문의 위주의 세분화, 전문화된 의료제도는 지역주민과 가정에 대한 통합적, 지속적 건강관리에 장애가 됨으로서 외국에서는 이러한 문제를 해결하기 위하여 가정의제도가 발달되어 왔으며 우리나라에서도 이의 필요성을 느끼고 1985년에 가정의 제도를 도입하였다. 다음은 세미나에서 발표된 주제의 요약과 토의의 내용이다.

• Proceedings of the Korea Contents Association Conference
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• 2014.11a
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• pp.379-380
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• 2014

현대사회의 급속한 변화 속에서 결혼 출산 양육 노인 부양 등 가정생활과 관련된 각종 사회현상이 다양해지고 있으며, 가족 문제도 심각해지고 있다. 이에 건강한 가정생활 영위와 가족의 유지, 발전을 위해 건강가정 기본법이 2004년 2월 9일에 제정되었다. 이 법은 가정의 건강성 향상을 통한 가정문제 발생 예방 및 가정 중심의 통합적 서비스를 제공할 수 있는 법적, 제도적 기반 마련의 필요성에 따른 것이다.

• Journal of Family Resource Management and Policy Review
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• v.14 no.2
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• pp.109-126
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• 2010

This study set out to investigate if work-family conflict and work-family enhancement would have mediating effects on the impact of gender role attitudes of women from double income households on their satisfaction of work and marriage. A structural modelof gender role attitudes was set as the independent variable, work-family conflict and work-family enhancement as the mediating variables, and work satisfaction and marriage satisfaction as the dependent variables. The subjects consisted of 2,713 married women from double income households and information was obtained from the first year data of the Korean Longitudinal Survey of Women and Families (KLoWF) collected by the Korean Women's Development Institute (KWDI). Using SPSS 15.0 software, descriptive statistics were gathered, and frequency and factor analyses were conducted. AMOS 7.0 software was used to analyze both the measurement model and the structural model. The results indicate that work-family conflict and work-family enhancement had partial mediating effects on the impacts of gender role attitudes on work and marriage satisfaction among women from double income households. Notably, work-family enhancement had a greater effect than work-family conflict, which suggests that the elements of work-family enhancement, which are the positive aspects of work on family and family on work, should be promoted. It is, however, also important to make efforts to resolve work-family conflict by increasing the satisfaction level of work and marriage among women from double income households.

• Journal of Family Resource Management and Policy Review
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• v.24 no.4
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• pp.39-57
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• 2020

The purpose of this study is to resolve the factors that affect happiness levels and l Considering the increasing importance of maintaining and developing the careers of working mothers, this study sought to analyze the effect of the meaning of work (MOW) and child-based self-worth (CBSW) on the work-family interface and career commitment. This is the first exploratory study to examine MOW and CBSW as resources for working mothers. For 10 days, starting August 18, 2020, 309 working mothers were asked to complete a questionnaire commissioned by a professional research institute, and 250 valid samples were then analyzed. The analysis found, first, that MOW had statistically significant positive effects on work-family enrichment and family-work enrichment and a negative effect on work-family conflict. Second, CBSW had a positive effect on work-family and family-work conflicts. Third, work-family enrichment had a positive effect on career commitment, while work-family conflict had a negative effect on career commitment. Finally, the mediation effects of the three paths were determined: MOW→work-family enrichment→career commitment; MOW→family-work enrichment→career commitment; CBSW→work-family conflict→career commitment. These results suggest that, to better manage the career commitment of working mothers, attention should be paid to the MOW, CBSW, and work-family interface.