• Journal of Family Resource Management and Policy Review
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• v.17 no.1
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• pp.81-102
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• 2013

The purpose of this study was to investigate the work-family reconciliation level of married women in double-income households. Specifically, the study aimed to test the positive spillover effects, asymmetry, and differential functions of work-family reconciliation. The study thus analyzed 1,114 married women in double-income households in the third-year data of the Korean Longitudinal Survey of Women and Families (KLoWF) done by Korean Women's Development Institute (KWDI), with the exception of those who were separated, divorced, or widowed from their husbands. The data were put to descriptive statistics, frequency analysis, and exploratory factor analysis using SPSS 20.0 for Windows. AMOS 20.0 was used to test the hypothesis on positive spillover effects, asymmetry, and differential functions. The analysis results confirm that work-family conflict, family-work conflict, work-family facilitation, and family-work facilitation are different concepts, thus supporting the hypothesis on positive spillover effects. Secondly, the negative effects of family on work were greater than those of work on family, whereas the positive effects of family on work were greater than those of work on family, which finding partially supported the hypothesis on asymmetry among the components of work-family reconciliation. Finally, the married women in double-income households with preschool children experienced more work-family conflict and family-work conflict than those with no preschool children, which result supported the hypothesis on differential functions between the two groups of women. The findings were combined to provide implications for the utilization of family resources, policies for work-family reconciliation, and plans for institutional supports to promote the work-family reconciliation of married women in double-income households.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.280-292
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• 2015

The current study examines the mediation effect of the work-family spillover between full-time married working women's inefficient working culture and career interruption intention. The mediation effect is tested by classifying the work-family spillover effect into two subfactors: the work-family conflict and the work-family facilitation. For this purpose, we sampled 281 full-time married working women aged between 30 and 50s and conducted a hierarchical regression analysis. The main results are as follows: both work-family conflict and work-family facilitation play the role of partial mediation. This finding implies that it is necessary to carefully examine the effects of subfactors for work-family spillover to married working women's career interruption.

• Journal of Family Resource Management and Policy Review
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• v.18 no.4
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• pp.135-151
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• 2014

This study focused on issues of relative importance to the work and family life of married men. The work was carried out to determine, when men are in any category, how to increase their satisfaction with their work and family life. Data from 896 married men with their youngest children under 18 years of age was collected and analyzed. Cluster analysis was performed to classify the categories depending on the relative importance of work as compared to family life. I obtained four types relating to the relative importance of work compared to family life. The results are as follows. First, the score of subjective balance which was perceived by the men was slightly higher than the normal range, at 3.27 points. Second, work-family negative spillover is bigger than family-work negative spillover. On the other hand, family-work positive spillover is bigger than work-family positive spillover. Third, in the category in which the difference is largest between the relative importance of work and family life, the men crave the value of nonwork. It seems that in order to bring a particular gravity to work, there is a possibility that the areas outside of work will be suppressed. Also, in this category, both the satisfaction of family life and job satisfaction were low; this will be a point to consider when discussing the problem of the balance of work and family.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.514-523
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• 2017

This study examined the effects of work-family spillover on the organizational attachment of female managers. The 4th and 5th data sets of Korean Women Manager Panel Survey established by the Korean Women's Development Institute were merged and the 5th data set for female managers was analyzed. The findings reveal that work-family support relationship is an important factor for strengthening the organizational attachment on the part of female managers. For working women, organizational support and family support is the most significant driving force for retaining their career. Second, negative spillover from family to work rather than that from work to family had a stronger impact on the organizational attachment of female managers. This finding suggests that women are not free from their status in the family, and that conflict relationships originating from the family ha a stronger impact on women's organizational attachment than that generated from work. Third, the third stage model incorporates the interaction terms of work-family spillover and organizational culture. The results showed that the interaction effect alone remains. In particular, family-work positive spillover exerts positive (+) effects on the organizational attachment only if a rational organizational culture is in place. Work-family negative spillover, however, shows negative (-) effects under rational organizational culture. Family-work negative spillover combined with rational organizational culture reinforces the organizational attachment, but has negative (-) effects under traditional organizational culture. The implications might be that women may experience negative family to work spillover, which may weaken their organizational attachment and that a rational organizational culture can reverse the spillover effect and increase the organizational attachment of female managers. No interaction effect of organizational culture appears for work to family negative spillover. A differential effect by the direction of spillover requires further study. In addition, more study will be needed to develop a more integrative model with the relevant variables not included in this study and sub-group analyses will be needed to ascertain the differences within female managers.

• Korean Journal of Social Welfare
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• v.60 no.3
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• pp.253-274
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• 2008

The link between work life and family life is an essential subject matter in understanding the lives of dual-earner couples. Concepts of spillover and crossover explain the link between work and family. The present study examines both the positive and negative aspects in these processes. The data come from the Sloan Working Families Study conducted by the Alfred P. Sloan Center on Parents, Children, and Work and NORC at the University of Chicago. The Experience Sampling Method employed explores directly the daily life experiences of the participants. The data were analysed using t-test. Both spillover and crossover were found in the lives of dual-earner couples in this study. Men and women brought happy emotions at work to home, but the data provide limited support for spillover of negative emotions. Gender differences were more apparent in examining the process of crossover. Men appear responsive to the positive and negative emotional experiences their spouse brought home while women were found not to be responsive to their spouses' positive emotional experiences at work. Furthermore, the analysis revealed an interesting trend concerning the emotions of working couples in that they generally seem to recover to their average level of emotions once home. This suggests that home can be a respite from strong emotions, a comforting place. By looking closely into the emotions experienced by working parents in their daily lives, this study adds contextual understanding concerning the link between work and family life. The findings on the effects of positive experiences at work invite social work practitioners and researchers to further investigate the phenomena of spillover and crossover processed in greater detail, taking into account this contextual aspect of family life as well as the work life of dual-earner couples.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.99-117
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• 2016

This study investigates the work-family interactions of married men, the variables affecting these interactions, and the differences between the variables affecting work-family conflict and those affecting work-family enhancement. The subjects of this study were 1,249 married men. The major findings are as follows. First, married men perceived moderate levels of work-family conflict and work-family enhancement both from work to family and from family to work. Second, the level of work-family conflict was higher than that of family-work conflict, and the level of family-work enhancement was higher than that of work-family enhancement. Third, work-family conflict was influenced by external occupational rewards, the relative importance of work and family life, a family-friendly work environment, perceived working hours, and spousal support. The variables that have an effect on work-family enhancement are perceived working hours, a family-friendly work environment, the relative importance of work and family life, and spousal support. Fourth, family-work conflict is influenced by age, spousal support, perceived family-work enhancement are spousal support, seeking internal and external occupational rewards, the relative importance of work and family life, and a family-friendly work environment. Finally, the variables that affect work-family conflict and those affecting work-family enhancement are similar, but the variables affecting family-work conflict and those affecting family-work enhancement are very different.

• Journal of Families and Better Life
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• v.29 no.2
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• pp.63-72
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• 2011

The purpose of this study is to examine the factors related to how Korean working mothers balance work and family. We used the first year data of 1661 working mothers participating Korean Longitudinal Study of Women and Families. When mothers were living with their parents-in-law, reported higher level of work-family spillover; whereas satisfaction with husband's household chores was more their related to lower level of work-family spillover. Attitudes placing lower priority on family, disagreement on their works with husband, and traditional family role perception were related to higher level of work-family interference. We also found that salary, working hours, job satisfaction, and a series of maternity protection programs, including maternity leave, were significantly related to work-family balance.

• Korean Journal of Social Welfare
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• v.61 no.2
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• pp.349-370
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• 2009

This study examines the perceptions on work-family balance and compares the differences of diverse groups in Korea. The success of work-family policies depends on employees' perceptions of both the tangible and intangible aspects of work-family supportiveness. A survey was conducted to produce a instrument that could measure the perceptions of work-family balance. The survey is a conducted random sample, with random selection of respondents who are working and over the age of 25 in Seoul and the metropolitan area. The research design employed ANOVA to compare the perceptions on work-family policies for supporting work-life balance in society. There was a difference in spillover levels between workers in different groups such as gender, employment status, age, the number of children, family type by employment status, company size, and industry. The findings will inform policy-makers as they continue to develop policies that positively affect working people.

• Journal of Family Resource Management and Policy Review
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• v.21 no.3
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• pp.97-119
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• 2017

The purpose of this study was to find out the actor effect and the partner effect in relation to spousal support, job support, work-family spillover, and work-life balance in dual-earner couples. The subjects of this study were 176 dual-earner couple, whose youngest children are under the age of 16 and who work over 15 hours each week. The research tool was a questionnaires. Factor analysis, Cronbach's ${\alpha}$, correlation analysis, and APIM were performed for the data analysis. The main results of this study as follows. First, for both wives and husbands, perceived spousal support had a positive actor effect on work-life balance. However, perceived husband's spouse support for wife's support had positive partner effect on the wife's work-life balance, the wife's perceived spousal support for her husband' did not have a partner actor effect on the husband's work-life balance. Second, for both wives and husbands, job support had a positive actor effect on work-life balance. In addition, the wife's job support had a positive partner effect on the husband's work-life balance, however, the husband's job support did not have a partner actor effect on the wife's work-life balance. Third, for both wives and husbands, work-family conflict had a negative actor effect on work-life balance. In addition, the wife's work-family conflict had a negative partner effect on the husband's work-life balance, however, the husband's work-family conflict did not have a partner actor effect on the wife's work-life balance. Fourth, for both wives and husbands, work-family enrichment had a positive actor effect on work-life balance. In addition, the husband's work-family enrichment had a positive partner effect on the wife's work-life balance, however, the wife's work-family enrichment did not have a partner actor effect on the husband's work-life balance.