• The Journal of the Korea Contents Association
• /
• v.18 no.5
• /
• pp.241-255
• /
• 2018

The purpose of this study is to examine the moderated mediating effect of family cohesion in the relationships among work-family conflict, job stress, and turnover intension of female low-wage workers. Participants included 190 low-wage workers whose monthly salary was less than 2 million Korean won (approximately $1,900). The results are as follows. First, the work-family conflict was associated with turnover intension. Second, job stress mediate the relationships between work-family conflict and turnover intension, and family cohesion have the moderated mediating effect among these variables. These results suggested that there is a need to enhance policies and programs for work-family compatibility to decrease work-family conflicts and job stress and to strengthen family cohesion to reduce the turnover of female low-wage workers.

• Journal of the Korea Society of Computer and Information
• /
• v.24 no.11
• /
• pp.229-234
• /
• 2019

This study is an empirical study to examine how the family-friendly corporate culture affects organizational commitment and job performance for ICT companies in Korea. Therefore, the purpose of the study is to investigate the effects of family-friendly culture of ICT companies on the organizational commitment and job performance of their employees. To this end, the impacts of internal factors of family-friendly corporate culture on their organizational commitment and job performance of the employees of ICT companies in South Korean are empirically analyzed. And the findings of the empirical investigation are as follows: Family-friendly Organizational culture and Family-Friendly Welfare System have positive effects on the organizational commitment, and Organizational commitment, in return, has positive effects on the job performance. But the Family-friendly working environment is found to have NO significant effects on the Organizational commitment. These results confirm the characteristics of workers who prefer family-friendly welfare systems with economic rewards rather than formal family-friendly programs.

• Journal of Korean Academy of Nursing
• /
• v.37 no.4
• /
• pp.549-557
• /
• 2007

Purpose: The purpose of this study was to identify the relationship among job stress, family stress and perceived health status of middle school teachers and to present basic information about promoting health and coping with stress. Method: Participants(N=547) was recruited in B city from November 2005 to December 2005. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlation and multiple regression. Results: The degree of Job stress of the middle school teachers was 54.47 out of a total score of 88; that of family stress was 46.57 out of a total score of 96; and that of perceived health status was 78.59 out of the perfect score 100. There was a significantly negative relationship between job stress and perceived health status (r=-.274, p<.001), and family stress and perceived health status(r=-.408, p<.001). However, there was a positive relationship between job stress and family stress(r=.298, p<.001).Family stress, gender, charging subject, job stress, charging grade and number of family member was 27.1% of the variance in perceived health status of middle school teachers. Conclusion: Family stress has the most important impact on perceived health status with middle school teachers. Based on the finding, we could conclude that both job stress and family stress management should be required to improve perceived health status.

• Human Ecology Research
• /
• v.52 no.6
• /
• pp.629-638
• /
• 2014

This study was designed to investigate variables influencing the job satisfaction of visiting supervisors for multicultural families in charge of childcare services. It focused on personal characteristics including personal and job characteristics. The subjects in this study were 784 visiting supervisors for multicultural families in charge of childcare services in 140 multicultural family centers located across Korea. The job satisfaction of these visiting supervisors was measured using a self-administered questionnaire, and the collected data were analyzed using a frequency analysis, analysis of variance, and post hoc tests. The findings of this study were as follows: first, these visiting supervisors showed a relatively high level of job satisfaction. However, the job satisfaction subscales of treatment and salary were relatively low. Second, the results revealed significant differences in effects of the variables related to the personal characteristics of the visiting supervisors, such as their age, education level, and their major in college, on their total job satisfaction and subscales (job performance, treatment and salary, work ethic and aptitude). Finally, the results revealed significant differences in the effects of the variables related to the job characteristics of the visiting supervisors, such as their responsibilities, career, number of children to handle, and age of children to handle, on the total job satisfaction and subscales (treatment and salary, relationship with caregivers).

• Journal of Korean Academy of Fundamentals of Nursing
• /
• v.16 no.4
• /
• pp.515-523
• /
• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.

• Journal of Families and Better Life
• /
• v.18 no.2
• /
• pp.45-60
• /
• 2000

The purpose of this study was to examine the relationship between household productivity and market productivity of the married men in their early adulthood. Proxy variables of the household productivity were housework time, family cohesion·adaptability and family economic resource. Also proxy variables of the market productivity were job performance, job satisfaction and wage. The main result were as follows: First, men's housework time is insignificantly related to men's job performance, job satisfaction, and wage. But men's housework time is reduced as men's wage. Second, family cohesion·adaptability is significantly and positively related to the married men's job performance. The married men's job performance is significantly and positively related to the family cohesion·adaptability.

• Journal of Family Resource Management and Policy Review
• /
• v.1 no.2
• /
• pp.31-43
• /
• 1997

The purpose of this study was to analyze financial management and satisfaction of the elderly households using System’s Approach. 1) Financial management behavior was influenced by age, present job, husband’s job before retirement, assets, family income, living expenses, experiences of financial management. 2) Financial satisfaction was influenced by age, present job, husband’s job before retirement, assets, family income, living expenses, experiences of financial management, and assessment of family financial conditions. 3) The result of regression analysis of input variables on the throughput variable showed that age of respondent and the middle age experiences of financial management emerged as predictors of financial management. There variables accounted for 48% of variance in the financial management behavior. 4) When financial satisfaction was regressed against input and throughput variables, 55% of the total variance of the financial satisfaction was explained by financial goal and assessment of family conditions.

• Journal of Families and Better Life
• /
• v.32 no.5
• /
• pp.1-13
• /
• 2014

This study examined the multicultural efficacy and job satisfaction of multicultural family visiting instructors. The subjects were 750 visiting instructors from 140 multicultural family support centers in Seoul, 6 metropolitan cities, 9 provinces, and other cities and counties. Data were analyzed through frequency, percentages, Pearson's correlations, One-way ANOVA, Scheff$\acute{e}$ post-hoc test, independent t-test, and stepwise multi-regression using PASW 18.0. The findings are as follows. First, there were statistically significant differences in all subscales of multicultural efficacy according to the teaching experiences of the multicultural family visiting instructors. On the other hand, there was a statistically significant difference only in trust in the relationships with multicultural families according to the teaching experiences of the multicultural family visiting instructors. Meanwhile, the independent t-test showed that there was a significant difference only in satisfaction regarding treatment and salary according to the assigned work. Second, the stepwise multi-regression models revealed that three subscales (job performance, trust in the relationships with the multicultural families, job aptitude) of job satisfaction were influenced by multicultural efficacy according to both the teaching experiences and assigned work, but this was no the case for satisfaction about treatment and salary. Regardles of teaching experience or assigned work, teaching efficacy in multicultural efficacy affected all subscales of job satisfaction except for satisfaction about treatment and salary. The implications for future studies are also discussed.

• The Journal of the Korea Contents Association
• /
• v.19 no.12
• /
• pp.327-335
• /
• 2019

The purpose of this study was to investigate the effects of work stress on work stress, work-family promotion, and quality of life according to the work-family balance of 194 dental hygienists with preschool children in K area. On average, the work-family balance was 3.36, and in case of low child support (3.43), family help was as high as 3.54, job stress averaged 2.82, with a low household income (2.94), high child support (3.19), and family help was bad (3.66). The average home-work facilitation was 3.47, with more than 10 years of experience (3.55). The average quality of life was 3.19 and the family help was good (3.55). Regression analysis of general characteristics, job stress, work-family promotion, and quality-of-life effects on work-family balance showed low child support (p = .037), low job stress (p = .002), There was a high level of work-family promotion (p = .000) and a high quality of life (p = .000). In order to improve the work-family balance, work-family promotion and to improve the quality of life by seeking ways to reduce the family's help and job stress for the satisfactory job and family life of working married dental hygienists.

• The Journal of the Korea Contents Association
• /
• v.20 no.8
• /
• pp.262-273
• /
• 2020

The purpose of this study was to analyze the effect of work-family balance on job satisfaction and the mediating effect of family supportive organizational culture in the relationship. For this purpose, the 6th data of the Women's Family Panel was used to analyze 2,016 married female workers who are currently employed among respondents aged 19 to 64. According to the analysis, First, work-family balance was found to have a positive effect on job satisfaction, and second, family supportive organizational culture had a mediating effect between work-family balance and job satisfaction. These results are meaningful in that they reaffirmed the emotional connection between work and family areas, suggesting that not only an institutional approach for work-family balance but also a cultural approach such as family-supportive organizational culture need to be considered.