• Journal of the Korean housing association
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• v.11 no.2
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• pp.139-148
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• 2000

The purpose of this paper was to find the apartment manager's general work, problems and opinion. 35 managers of multi-family housing which located in Kwangmyung city were interviewed during July, 1999. Questionnaire was consisted of questions which manager's opinion about their job boundaries. At the managerial standpoint, there was a perceived gap in expectation level about the manager's role between the manager and residents in multi-family housing complexes. The fact that the lack of interpersonal communication caused this gap was founded. Managerial rules and guidelines should be described in detail and be known by all residents. Specified guideline should be suggested regarding the boundaries of the manager's job, responsibilities and rights, and extra work beyond the management job in order to prevent conflicts or problems between the managing body and the residents. There guidelines also play an important role in solving the conflicts and problems in multi-family housing.

• Journal of the Korean Society of Food Culture
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• v.23 no.2
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• pp.139-151
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• 2008

The purpose of this study was to determine the empirical cause-effect relationships among business ethical values and person-organization fit, job satisfaction, turnover intent, and organizational performance within family restaurants and feeding facilities. Self-administered questionnaires were completed by 459 restaurant employees. The SPSS and Amos programs were then applied to the data to perform frequency, factor, reliability, correlation and SEM analyses. The primary results are as follows. First, business ethical values had a significant positive effect on person-organization fit. Second, person-organization fit had a significant positive effect on job satisfaction, and a significant negative effect on turnover intent. Third, job satisfaction had a significant positive effect, and turnover intent had a significant negative effect, on organizational performance. Finally, upon verifying the possible direct and indirect effects of business ethical values within family restaurants and feeding facilities, it was determined that the ethical values had significant direct and indirect effects on person-organization fit, job satisfaction, turnover intent, and organizational performance. These findings have various implications. For example, an improved in-house ethical working environment leads to greaterperson-organization fit, and having employees that feel there is better in-house ethical reliability leads to greater consistency between personal and organizational values, resulting in higher job satisfaction and ultimately organizational performance.

• Journal of Korean Academy of Nursing Administration
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• v.21 no.3
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• pp.287-296
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• 2015

Purpose: Purpose of the study was to investigate task performance, importance, knowledge, and level of job stress and job satisfaction of nurses working in a hospital with no family or family paid auxiliary caregivers. Methods: Participants were 119 nurses working in hospitals with no guardians. The questionnaire contained 488 items: general characteristics, performance, importance, knowledge of nursing tasks, job stress and job satisfaction. Data were analyzed using descriptive statistics and Pearson correlation coefficients with SPSS/WIN 21.0. Results: Most frequently performed nursing tasks were patient nursing management and information management. Nursing tasks perceived as most important were medication and transfusion and nursing tasks with the highest knowledge were also medication and transfusion. Nursing task (subcategory) most frequently performed was oral medication. Nursing task (subcategory) perceived as most important was mental status observation and nursing task (subcategory) with the highest knowledge was vital sign check. Nurses' job stress was significantly associated with job satisfaction. The mean scores for nurses' job stress and job satisfaction were low. Conclusion: The results indicate that nurses working in hospitals with no guardians perform daily living assistance services more often than previously, and nurses need to be prepared to do these tasks.

• Journal of Family Resource Management and Policy Review
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• v.13 no.4
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• pp.53-72
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• 2009

This study examined the effects of job involvement, job stress, and organizational culture on work-life harmonization of Korean employees. The data came from 481 employees in diverse organizations located in Seouland the metropolitan area. Key findings of the study were (a) job involvement was significantly different for different types of occupation and job positions, while job stress was significantly different based on gender, education, income, and the term of service; (b) perceptions of organizational culture by employees varied according to gender, age, position, the period of service, and firm size; (c) the level of work-life harmonization was not significantly different based on gender, age, marital status, education, and income - but it did differ significantly based on types of occupation and firm size; (d) the employee's type of education, job involvement, job stress, and organizational culture have effects on work-life harmonization.

• Korean Journal of Occupational Health Nursing
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• v.13 no.2
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• pp.89-103
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• 2004

One of the major health problems of working women is job stress according to many studies. However, existing job stress questionnaires are suitable for men and men's job environments only, and do not reflect emotional labor for sales people. The aim of this research is to find women's job stress factors. The subjects of this investigation are married working women in sales since they experience emotional labor in addition to physical and psychological labor and the work-family conflict is very important job stressor for them. The job stressor of married sales women was analyzed through qualitative research. After I had in-depth interviews with 20 married sales women, I identified 49 new concepts, 3 main categories and 17 sub categories. The results are like the following. 1. 3 main categories are job factor, aggravate factor, and compensate factor. 2. Job factor has 5 sub-categories including 'increasing of selling', 'emotional labor' and 'physical burden'. 3. Aggrabate factor has 6 sub-categories including 'work/family conflict', 'relationship with higher office' and 'relationship with a fellow worker' 4. Compensate factor has 6 sub-categories including 'opportunity of employment', 'discrimination', and 'prestige' Consequently this study newly found some major job stressors for married working women in sales department.

• Korean Journal of Social Welfare
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• v.64 no.3
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• pp.5-27
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• 2012

The purpose of this study is to examine the moderating effect of social capital in regards to the influence that family income and job status have on the level of satisfaction with family relationships among married immigrant women. We conducted the second analysis of "2009 National Survey of Multicultural Family State" and used moderated regression analyses. Controlled variables included age, education level, offspring status, and Korean proficiency, while independent factors included family income and job status. Moderating variables of social capital included trust, participation, and network. The results showed that all the demographic variables, as well as family income and job status, had significant influences on married immigrant women's satisfaction with family relationships. In particular, when factors of social capital interacted with family income and job status, the study showed that it had a different influence on the satisfaction with family relationships. Moreover, the moderating effects have been shown to be more certified through its comparison of the increasing and decreasing trends of social capital. This research has been shown to be significant, based upon the findings on moderating effects of social capital in respect to married immigrant women's level of satisfaction with family relations. Practical implications of our results in the context of social welfare were discussed.

• 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.

• Journal of Family Resource Management and Policy Review
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• v.14 no.3
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• pp.165-181
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• 2010

The purpose of this study was to examine the mediating effects of role ambiguity on the relationship between self-efficacy and job satisfaction of visiting supervisors for multicultural families. The subjects were 243 visiting supervisors for multicultural families. The data were analyzed with SPSS Win 15.0 using Cronbach's ${\alpha}$, hierarchical multiple regression and path analysis. The findings showed that both self-efficacy and role ambiguity exerted a significant effect on the job satisfaction of visiting supervisors for multicultural families. Further, it is important to note that the effect of self-efficacy on job satisfaction was mediated by role ambiguity. The study discussed implications in terms of job satisfaction of visiting supervisors for multicultural families.

• Journal of the Korean Home Economics Association
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• v.50 no.4
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• pp.63-71
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• 2012

This study aimed to investigate the job satisfaction of child care helpers who are service providers in a child care support project. For this study, 302 child care helpers in ten districts within Seoul participated in the present study. A survey was conducted to collect data concerning their job satisfaction. Data were analyzed with descriptive statistics and regression using the SPSSWin 16.0 version. The results of this study were as follows. Generally, child care helpers had a high degree of job satisfaction. In addition, they exhibited the highest degree of satisfaction in relationships and the lowest satisfaction in wages. Furthermore, they demonstrated varying degrees of job satisfaction depending on their individual characteristics, activity characteristics, and activity recognition. The results of the present study can provide useful implications in regards to successful child care support projects.

• Human Ecology Research
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• v.54 no.2
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• pp.197-206
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• 2016

This study investigates the effect of parental attachment on job seeking stress among the university students and junior college students. We explore the mediating effects of self-efficacy and career maturity on the relations between parental attachment and job seeking stress. We selected 292 university students and 285 junior college students as participants from Daegu and Gyeongsangbuk-do. All participants completed surveys on the measurement of parental attachment, self-efficacy, career maturity, and job seeking stress. Collected data was analyzed by descriptive statistics, Pearson's correlation, structural equational models, and Sobel test with SPSS software ver. 18.0 and Amos software ver. 18.0. The major findings are as follow. First, parental attachment had no significant effect on job seeking stress. Second, self-efficacy and career maturity mediated between parental attachment and job seeking stress. In addition, there were significant differences between university students and junior college students regarding the relation between parental attachment and job seeking stress. Junior college student's career maturity had a greater influence than that of the university students. The findings of this study suggest that intervention to address self-efficacy and career maturity are important to resolve college students' job seeking stress; in addition, school type should be considered to understand job seeking stress.