• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.378-385
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• 2011

The purpose of this study was to investigate the relationship of job-stress, job-family conflict, and mental health according to lifestyles of married office worker. Data were collected by structured questionnaires form 185 married office worker by convenient sampling methods from May to August 2011. In our research outcomes, it found that job-stress was positively related to job-family conflict in the self-belief type, family-centralized type, heeding duty type and creative type. Job-family conflict was negatively related to mental health in the heeding duty type. And job-stress was positively related to metal health in the creative type and individual success pursuing type. These findings show that it is necessary to develop therapeutic psychosocial nursing intervention and to locate social-support-resources for reducing high job-stress, solving job-family conflict, and improving mental health in the married office worker.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.293-303
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• 2015

This study examined the relationships among work-family role conflicts(WFC, FWC), work distress(WDIS), and life satisfaction(LS) for female workers using child daycare center in workplace. From the data of 137 female workers, it showed statistically significant results that FWC on WDIS and WDIS on WFC were positive. It also demonstrated the degree of WFC was higher, the LS level was lower. The results revealed not only WDIS fully mediated between FWC and LS, but also WFC partially mediated the relationship between WIDS and LS. Comparing to the previous studies that failed to tell the directions of work-family role conflicts on LS, this study distinguished the bi-directional work-family role conflicts in searching for causal relationships among WFC, FWC, WDIS, and LS. This study recommended further studies for comparing female workers using child daycare center in workplace or not.

• Journal of Digital Convergence
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• v.20 no.3
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• pp.85-92
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• 2022

This research emphasized that the importance of work-family conflict elements such as time-based conflict, strain-based conflict, behavior-based conflict and verify the effects of these three elements on organizational commitment through the moderating effects of Job autonomy. The research results are as follows. First, behavioral-based conflict, a element of work-family conflict, was found to have a negative effect on organizational commitment, but time-based conflict and strain-based conflict were verified to have no effect. Second, strain-based conflict and behavior-based conflict, which are elements of family-work conflict, were found to have a negative effect on organizational commitment, but time-based conflict was verified to have no effect. Third, job autonomy had a moderating effect in the relationship between behavior-based conflict and organizational commitment. Fourth, as a result of verifying the moderating effects of job autonomy in the relationship between family-work conflict and organizational commitment, it was found that job autonomy had moderating effects in the relationship between strain-based conflict, behavior-based conflict and organizational commitment.

• Journal of Digital Convergence
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• v.11 no.8
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• pp.75-93
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• 2013

The primary objective of this study is to investigate the factors that influence work-family conflict and to identify the relationships between the factors and organizational commitment and turnover intention. In addition, we investigate the moderating effect of need for achievement, need for power, and perceived organizational support on the relationships. The research results show that work-family conflict has significant and negative effect on organizational commitment. On the other hand, work-family conflict has significant and positive effect on turnover intention. Need for achievement and need for power play a moderating role between work-family conflict and organizational commitment and work-family conflict and turnover intention. The conclusions and implications are discussed.

• Korean Journal of Culture and Social Issue
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• v.9 no.1
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• pp.23-42
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• 2003

Based on the gender role perspective, this study explored the differential effects of work-family conflict(WFC) on the life satisfaction and job attitudes(job satisfaction and involvement) between men and women by analysing the data collected from about 240 married government officers including both sex. The results showed that both men and women had the higher level of WIF(work interfering family) than that of FIW(family interfering work), and that FIW of women was higher than that of men. The results also showed that WFC(WIF and FIW) had differential effects on the life satisfaction and job attitudes between men and women. Specifically, WFC of women had significant negative effect on the life satisfaction and the job involvement, However WFC of men had no significant effects on them.

• Proceedings of the Korean Society of Computer Information Conference
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• 2021.07a
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• pp.371-374
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• 2021

호텔기업은 고객서비스가 가장중요한 업무중의 하나로 직원들이 고객과의 대면상황에서 어떤 서비스가 펼쳐지는지에 따라서 호텔의 이익이 바뀌어 질수 있다. 따라서 호텔은 유능하고 우수한 직원들을 꾸준하게 유지하는 것이 무엇보다 중요하다. 다른 호텔과의 차별화를 위하여 직원들의 타 업체로의 이직을 막아 회사의 안정적인 발전을 도모하고 이윤을 최대한 높이는데 초점을 맞추어야 한다. 본 연구는 조직관리로써 역할갈등(직장-가정갈등, 가정-직장갈등)과 이직의도와의 관계를 알아보고자 한다. 그리고 역할갈등이 이직의도에 미치는 영향에 마음챙김 변수를 대입하여 매개역할을 검증하고자 한다. 자료 수집을 위해서 서울과 경기도 지역의 특급호텔 종사원을 대상으로 설문을 실시하였다. 자료 수집을 위하여 서울 경기지방을 직접 방문하여 조사를 진행하였다. 분석결과를 간단히 요약하면 첫째, 역할갈등은 이직의도에 유의미한 관계를 이루었고, 역할갈등이 이직의도에 미치는 영향에 있어서 마음챙김은 매개역할을 하였다. 역할갈등이 이직의도에 미치는 영향에 있어서 마음챙김의 매개효과는 역할 갈등의 첫 번째 변수인 직장-가정갈등 상황에서 이직의도에 미치는 영향을 마음챙김이 매개를 한다는 유의미한 결과를 얻었다. 그리고 두 번째 독립변수인 가정- 직장갈등의 상황에서는 마음챙김이 매개역할을 하는 것으로 예측되었다. 이런 연구결과를 바탕으로 기업은 체계적이고 지속적인 마음챙김 교육을 통하여 구성원 상호간의 상호 배려가 기업에 대한 긍정적인 태도로 바뀔 수 있도록 하는 방안을 강구해야 할 것이다. 또한 역할갈등의 결과변수를 좋게 하는 다양한 방안에 대한 폭넓은 연구가 필요할 것으로 보인다.

• The Journal of the Convergence on Culture Technology
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• v.8 no.6
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• pp.251-260
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• 2022

This study analyzed the relationships between changes in family life due to COVID-19, daily stress, work-family balance conflict and the job satisfaction of married working women. The subjects of this study were 1,934 married women wage workers who were extracted from the data of the 8th year of the female family panel survey surveyed in 2020. Path analysis was conducted to analyze the hypothesis using AMOS 21.0. The study results revealed that family life change doesn't directly affect work-family balance conflict, but increases job satisfaction. But family life change indrectly affects increasing work-family balance conflict and decreasing job satisfaction through daily stress. And daily stress affects increasing work-family balance conflict and decreasing job satisfaction. Additionally work-family balance conflict has an effect on reducing job satisfaction. Based on the results, practice and policy suggestions were made to reduce work-family balance conflict and increase job satisfaction of married working women.

• Journal of Digital Convergence
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• v.10 no.8
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• pp.1-14
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• 2012

The purpose of this study is to explore the causality among technostress creators. In doing so, we can suggest the ways how to reduce a technostress of employees. Research results suggest that pace of change has a positive effect on the work overload and has a negative effect on work-home conflict. Complexity of technology positively influences not only work overload but job insecurity. Work overload has a significant effect on work-home conflict. Finally, work-home conflict has a positive effect on job insecurity. Conclusions and implications are discussed.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.5
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• pp.197-208
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• 2015

This study is to suggest a system to increase workers' job satisfaction by analyzing the impact of conflicts in their families and work places to the satisfaction of work and the effects of personality types affecting job satisfaction. For this study, a questionnaire targeting 450 workers was conducted. As a result of this study, firstly, it was revealed that both conflicts of the family-work place and the work place-family have statistically negative interrelationships and impacts with/on job satisfaction. In terms of sub-fact categories, it is revealed that work itself has more impacts than personal persuasion based on people's value. Secondly, the results of this study concerning the conflicts in a family and the workplace shows the same result with the previous studies. They are formed by mutual interactions of cause and effect. Thirdly, it turned out that differences in Enneagram Personality Types have statistically significant impacts on job satisfaction. The result also shows that thinking-centered personalities and behavior-centered personalities have more impacts on job satisfaction than emotion-centered personalities. Study result indicates that more wide use of a psychology consultation program for workers and their families, EPA(Employee Assistant Program). It also shows that introductions of personality trainning programs and personality coaching programs are required.

• Management & Information Systems Review
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• v.36 no.2
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• pp.37-58
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• 2017

This study analyzed the effect of how much work-family conflict affect on job involvement and life satisfaction and the effect of moderating effect of demographic characteristics in Mongolia SMEs. For these, this study explores theoretical background about work-family conflict(work interference with family conflict, family interference work conflict), job involvement and life satisfaction, then derived research framework and hypotheses from exploration of theoretical background. According to hypothesis testing result, first, work interference with family conflict has negative effect on life satisfaction. Second, family interference work conflict has negative effect on job involvement and life satisfaction. Third, there is not significance of moderating effect of demographic characteristics between work-family conflict and job involvement/life satisfaction. The main implication of this study is to promote leader's change of awareness about work-family conflict management, to institute flexible work arrangements and selective implementation of a maternity leave and a parental leave and to establish an evaluation system.