• Korean Journal of Occupational Health Nursing
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• v.26 no.1
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• pp.30-39
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• 2017

Purpose: The aim of this study was to explore the association between psychosocial work environments and depressive symptoms among Korean registered nurses. Methods: The study population of 331 registered nurses was derived from the 2014 Korean Working Condition Survey (KWCS). Depressive symptom was assessed using the WHO-5 wellbeing index. Results: The thirty-five percentage of Korean registered nurses reported the risk for depressive symptom. Korean nurses with higher 'work-family conflict' were more likely at the risk of depression almost 1.83 (95% CI 1.04~3.20) times than their counterpart. Higher 'possibilities for development' were more likely decrease almost 60% of the risk of depressive symptom. Conclusion: Work-family conflict and possibility of development were associated with depressive symptom among Korean registered nurses. We suggest future researches identifying strategies for decreasing work-family conflict and its negative effects.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.2
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• pp.229-236
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• 2020

Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.

• Safety and Health at Work
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• v.6 no.4
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• pp.329-337
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• 2015

Background: The aim of this study is to examine the prevalence of musculoskeletal complaints in Swiss operating room (OR) nurses, and to investigate how work-family conflict, work interruptions, and influence at work are related to lumbar and cervical back pain. Methods: Participants in this correlational questionnaire study included 116 OR nurses from eight different hospitals in Switzerland. Results: We found that 66% of the OR staff suffered from musculoskeletal problems. The most prevalent musculoskeletal complaints were lumbar (52.7%) and cervical pain (38.4%). Furthermore, 20.5% reported pain in the mid spine region, 20.5% in the knees and legs, and 9.8% in the hands and feet. Multiple linear regression analyses showed that work-family conflict (p < 0.05) and interruptions (p < 0.05) significantly predicted lumbar and cervical pain in OR nurses, while influence at work (p < 0.05) only predicted lumbar pain. Conclusion: These results suggest that reducing the work-family conflict and interruptions at work, as well as offering opportunities to influence one's workplace, help to promote OR nurses' health.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.6
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• pp.95-104
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• 2022

This study investigates the complex mechanism of work-family conflict affecting counterproductive behavior of employees based on resource conservation theory and 417 valid samples by using polynomial regression and response surface analysis. Counterproductive work behavior refers to any intentional behavior of an individual that has potential harm to the legitimate interests of the organization or its stakeholders. Results show that first, work-to-family conflict (WFC) and family-to-work conflict (FWC) had four matching types. Compared with "high WFC-low FWC," "low WFC-high FWC" and "low WFC-low FWC" matching conditions, the employee self-control resource depletion and counterproductive work behavior (CWB) are at their highest under "high WFC-high FWC" congruence matching condition. Second, the joint effect of WFC and FWC has a U-shaped relationship with counterproductive behavior. Compared with the "high WFC-low FWC" match state, the level of CWB in the "low WFC-high FWC" match state is higher. Third, the depletion of self-control resources played a mediating role in the effect of WFC on counterproductive behavior. Fourth, emotional intelligence moderated the relationship between the congruence of WFC and FWC and self-control resource depletion. Emotional intelligence was higher, and the positive relationship between the congruence of WFC and FWC and self-control resource depletion was weaker.

• Human Ecology Research
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• v.54 no.5
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• pp.487-498
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• 2016

The study was examined the multiple mediated effects of maternal self-efficacy and depression between perception gap about paternal involvement and marital conflict for dual-income parents. The data used were the fifth year data of the Panel Study on Korean Children from Korea Institute of Child Care and Education in 2012. The subjects consisted of 449 dual-income parents with more than one child. Data were analyzed using descriptive statistics, one-way analysis of variance, paired t -test, and correlation. SPSS macro and bootstrapping methods also assessed the mediation effects of maternal self-efficacy and depression between the perception gap about paternal involvement and marital conflict in dual-income parents. The results of this study were as follows. Significant positive correlations were observed for marital conflict, perception gap of dual-income parents about paternal involvement and maternal depression. Perception gaps by parents and self-efficacy were negatively correlated. Perception gaps by parents showed a direct effect on marital conflict. The results of indirect effects of all mediators showed the mediated effect of maternal self-efficacy and depression. The study revealed that the perceptive gap about paternal involvement has a significant impact on maternal self-efficacy and depression, as well as marital conflict. The perceptive gap of dual-income parents about paternal involvement has critical effects on marital conflict as much as the quantity of paternal involvement.

• Korean Journal of Social Welfare Studies
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• v.42 no.4
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• pp.165-186
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• 2011

Relative effects of single-parent family(single-mother vs. single-father) and interparental conflict(high vs. low) on children's mental health(depression, anxiety, emotional regulation, self-seteem, level of distress and satisfaction with life) was examined for the sample of elementary school students of the Korea Youth Panel Survey. The major findings of the study were as follows; (1) parental conflict has had more damaging effects on children's mental health than those of single-parent families. (2) Parents in high conflict families had most negative parenting behaviors. (3) Controlled for other variables including parenting behaviors, parental conflict had no longer negative effects on children's mental health Implications of results for theory, research, and policy are discussed.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.552-565
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• 2016

This study aimed to examine the association between material hardship and alcohol use among low-income households in Korea, with particular attention to whether the association was mediated by family conflict and self-esteem. Using a nationally representative sample of 960 low-income households, this study conducted a path analysis to test a structural model liking material hardship to alcohol use through family conflict and self-esteem. The significance of indirect paths was tested by a Sobel test. This study found that experiencing material hardship was directly associated with low levels of coping skills for family conflict and low levels of self-esteem, but not with alcohol use. However, material hardship was indirectly associated with alcohol use through low levels of coping skills for family conflict as well as low levels of self-esteem. The findings of this study suggest that experiencing material hardship among low-income households would be a socio-structural stressor for alcohol use, particularly in that it increases secondary role and intra-psychic strains. Implications to address material hardship and alcohol use among low-income households were discussed.

• Safety and Health at Work
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• v.10 no.2
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• pp.205-212
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• 2019

Background: Workforce health is one of the primary and most challenging issues, particularly in industrialized countries. This article aims at modeling the major factors affecting accidents in the workplace, including general health, work-family conflict, effort-reward imbalance, and internal and external locus of control. Methods: A cross-sectional study was conducted in Esfahan Steel Company in Iran. A total of 450 participants were divided into two groups-control and case-and the questionnaires were distributed among them. Data were collected through a 7-part questionnaire. Finally, the results were analyzed using SPSS 22.0 and Amos software. Results: All the studied variables had a significant relationship with the accident proneness. In the case group, general health with a coefficient of -0.37, worke-family conflict with 0.10, effort-reward imbalance with 0.10, internal locus of control with -0.07, and external locus of control with 0.40 had a direct effect on occupational stress. Occupational stress also had a positive direct effect on accident proneness with a coefficient of 0.47. In addition, fitness indices of control group showed general health (-0.35), worke-family conflict (0.36), effort-reward imbalance (0.13), internal locus of control (-0.15), and external locus of control (0.12) have a direct effect on occupational stress. Besides, occupational stress with a coefficient of 0.09 had a direct effect on accident proneness. Conclusion: It can be concluded that although previous studies and the present study showed the effect of stress on accident and accident proneness, some hidden and external factors such as work-family conflict, effort-reward imbalance, and external locus of control that affect stress should also be considered. It helps industries face less occupational stress and, consequently, less occurrence rates of accidents.

• Journal of Industrial Convergence
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• v.21 no.5
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• pp.31-41
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• 2023

We examine the relationship between abusive supervision and work-family conflict, and the moderating effects of employee's resilience and perceived organizational support. We collected the employees' sample(n=136) and conducted multiple hierarchical regression analysis. Abusive supervision has a significant positive effect on work-family conflict. Subordinate's resilience has a buffer effect on the main relationship, but perceived organizational support has no significant moderating effect. This study will be helpful for employees who are suffered from work-family conflict.

• Korean Journal of Culture and Social Issue
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• v.23 no.2
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• pp.97-129
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• 2017

The purpose of this study was to investigate the influence of techno-overload and techno-invasion on work-family conflict and the mediating role of psychological detachment from work to techno-overload and techno-invasion. In addition, this study examined the moderating role of leader-member exchange in the relationship between techno-overload, techno-invasion and psychological detachment from work. The results from 306 participants provided evidence that (1) techono-invasion was negatively related to psychological detachment from work, (2) psychological detachment from work was negatively related to work-family conflict, (3) psychological detachment from work partially mediated the relationship between techno-invasion and work-family conflict (4) leader-member exchange moderated the relationship between techno-invasion and psychological detachment from work. Based on the results, implications of these findings, limitations, and future research were dicussed in general discussion.