• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.9
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• pp.66-81
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• 2019

The purpose of this study is to analyze the moderating effect of care service satisfaction, housework sharing, gender equality consciousness, and gender role attitude on the relationship between work family balance and the psychological well-being of working mothers. This study was conducted from March 20, 2013 to March 26, 2019, with a total of 163 questionnaires for working moms having elementary school children. The results demonstrating the positive effect of care service satisfaction provide policy implications for extending the care service system. Notably, it was confirmed that psychological well-being increased in cases of work-family conflict as housework sharing, egalitarian sex role attitude, and gender equality consciousness increased. Therefore, subsequent study will be necessary to discuss further about sharing the spouse 's housework and raising the gender equality consciousness.

• Journal of Families and Better Life
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• v.23 no.4 s.76
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• pp.113-122
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• 2005

The purpose of this study is to examine the work-family conflict and work-family spillover of married working women. For this purpose, this study estimate the level of work-family conflict and spillover and investigate the related variables to then The results are as follows. The level of work-family conflict is ordinary. The level of role conflict as mother is highest and that of role conflict as wife is lowest. The level of work-family spillover is also ordinary and positive work-family spillover and family-work spillover are higher than negative ones. Work-family conflict of married working women have a significant difference according to woman's age, age of first child, number of children, household work time, career years, and support of family. Negative family-work spillover have similar trend with wok-family conflict in affecting variables. This study is meaningful in analyse the work-family spillover of married working women as well as work-family conflict to reveal the positive aspect with negative aspect of work-family. It is needed to eliminate the conditions which cause conflict to married working women and emphasize the positive effect of work-family.

• Korean Journal of Social Welfare Studies
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• no.37
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• pp.145-170
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• 2008

This qualitative study explores social workers' phenomenological experiences with battered women, including their struggles and needs for building and maintaining an empathic identification with their battered women clients. Twelve interviews were conducted with social workers who have provided services in the domestic violence field over the last two years. They identified their clients prejudices and unfamiliarity with counseling and social work profession in Korea as related to battered women clients' initial resistance to social workers' empathic engagement. The nature of victimization between intimate partners (i.e., emotional bounds, continuing risks of victimization) requires workers' enormous energy to maintain their need for an empathic identification with their clients. Social workers emphasized the importance of clinical supervision and supportive networks that enable them to maintain their professional energy and commitment as an empathic helper.

• Journal of Digital Convergence
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• v.17 no.2
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• pp.275-282
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• 2019

The current study is to examine the effects of anger and work-family balance on organizational commitment. Two-hundred workers attending the Institute of Lifelong Education at a University in Seoul completed the instruments assessing anger, work-family balance, and organizational commitment. The results from structural equation modeling analysis showed that anger was negatively related to work-family balance and organizational commitment, and work-family balance was positively related to organizational commitment. Moreover, the relationship between anger and organizational commitment was partially mediated by work-family balance. These findings suggest that a way to focus on both anger and work-family balance than only anger is more productive in order to boost organizational commitment.

• Culinary science and hospitality research
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• v.18 no.1
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• pp.213-227
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• 2012

This study aims to discover an effect of conflicts between work-family family-work of hotel employees on their emotional exhaustion through an empirical analysis, and to propose relevant implications. Also, the study tried to identify which role a responsive strategy may play as a moderating variable from among such influential factors. In consideration of the sales and the number of rooms at hotels as of 2010, the study conducted survey research about seven hotels located in Seoul, and carried out research with 298 copies of effective samples. In order to confirm the effect of work-family family-work on emotional exhaustion, the study undertook a multiple regression analysis and performed a moderated regression analysis for confirming the moderation effect of a responsive strategy. As a result, only the conflicts between one's work and a family had a significant effect on emotional exhaustion, and a problem-oriented responsive strategy demonstrated a moderation effect of the conflicts between work-family family-work and emotional exhaustion. In this regard, hotels should be prepared with a system which enables hotel chefs to be more faithful to both their families and household affairs through the reasonable operation of workload or an instructive system at work, and it would be possible to deal with the symptom of emotional exhaustion by conflict management through a rational analysis of the cause of conflict, if any, as well as through an alternative to such a conflict.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.7
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• pp.231-238
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• 2018

This study was conducted to provide basic data to understand the interaction patterns of dual-income parents' happiness by confirming the effect of work-family reconciliation recognized by dual-income parents on parental happiness. The subjects of the study were 630 pairs of dual-income parents out of 1462 pairs of parents who participated in both the main questionnaire and in the mother and father questionnaires in the 8th Panel Study on Korean Children (2015), and they were analyzed based on the Actor and Partner Interdependence Model (APIM). The results of this study show that the gain and strain of parents' work-family reconciliation had an actor effect on parents' happiness, and the gain and strain of father work-family reconciliation had a partner effect on mother's happiness. This study was meaningful in that it provides basic data on intervention and program development that could increase the happiness of dual-income parents. In order to increase the happiness of dual-income parents, it is necessary to provide intervention and education. In the future, we propose a study to confirm changes in influencing factors of parents' happiness according to time.

• Journal of Family Resource Management and Policy Review
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• v.22 no.3
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• pp.43-59
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• 2018

The purpose of this study were to explorer the factors affecting the psychological well-being of working mothers and to investigate the moderating effect of spousal support and support systems for work family compatibility on relationship between work-family conflict and psychological well-being. The subjects were 300 working mothers who are aged under 50, have more than one child live in Seoul. The collected data were analyzed using SPSS 21.0. The Results are follows. First, the analysis of work-family conflicts, spousal support and support systems for work-family compatibility, and psychological well-being of working mothers indicated that the working mothers perceived family-work conflict to be higher than work-family conflict. The working mothers received stronger support from support systems intended for work-family compatibility than from their spouses. The score of the psychological well-being of the working mothers was 3.27 (standard deviation = .91), which is higher than median. Second, the factors influencing the working mothers' psychological well-being were age, monthly household income, number of children, work${\rightarrow}$family and family${\rightarrow}$work conflict, and spousal support. Greater psychological well-being was linked to a young maternal age, a high monthly household income, a low number of children, low levels of work${\rightarrow}$family and family${\rightarrow}$work conflict, and strong spousal support. Third, spousal support mediated the relationship between family${\rightarrow}$work conflict and psychological well-being.

• Korean Journal of Human Ecology
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• v.22 no.4
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• pp.575-591
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• 2013

In this paper the relationship of various types of work-family interaction (i.e. work-family conflict, and work-family enhancement) with individual, family, and employment characteristics was explored in a sample of 1000 married employed women with preschool children. By using cluster analysis, we tried to reveal whether specific combinations of the various dimensions of work-family interaction (WFI) exist. Our results showed that employed women did not simply experience work-family conflict or work-family enhancement, but that they should be classified in four distinct clusters: (1) 189 employed women experienced primarily work-family enhancement(i.e. positive WFI); (2) 289 employed women experienced primarily work-family conflict(i. e. negative WFI); (3) 338 employed women experienced work-family conflict and work-family enhancement simultaneously(i. e. both positive and negative WIF); (4) 184 employed women did not experience either work-family conflict or work-family enhancement(i. e. low WFI). Results further showed that the emerging WFI-clusters appeared to have distinct profiles with respect to individual, family and employment characteristics.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.545-559
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• 2016

This study examined the work-family compatibility experience of married nurses. The participants of this research were 7 registered nurses who are on the expanding stage of their family life cycle. Data were collected by individual in-depth interviews from June 10 to November 30, 2015 and analyzed using phenomenological methodology by Colaizzi (1978). The results showed that the work-family compatibility experience of married nurses may be categorized into 4 categories, 'the reality of work and parenting', 'external and internal conflicts about the compatibility of work and parenting', 'compromise with reality for solving the difficulty of compatibility', 'growing desire and efforts for compatibility', and may be identified with 12 theme clusters and 29 themes. The worthiness as a professional woman and happiness in child rearing are the driving force of the compatibility of work and family in married nurses. Therefore, the continued support of government policies and family is important for married nurses to maintain work and family balance.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.297-307
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• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.