• Journal of the Korean Home Economics Association
• /
• v.47 no.4
• /
• pp.83-98
• /
• 2009

he purpose of this study was to assess if the availability of the family-friendly corporate welfare programs had an effect on job satisfaction of married female employees after controlling for other factors such as job, personal and household characteristics. This study analyzed 215 working mothers who had the children under 6 years of age using the Korea Labor Panel Data(2005). The study established that married female employees working in the companies with more family-friendly corporate welfare programs exhibited higher job satisfaction on working hours, communication and human Relationships and other fringe benefits. Therefore, we recommended that family-friendly corporate welfare programs should be more available and developed in order to promote better job satisfaction for married female employees.

• Journal of Family Resource Management and Policy Review
• /
• v.25 no.2
• /
• pp.79-93
• /
• 2021

This study explored how the family-friendly culture of married employees is related to family strength and verified the mediating effects of work-life balance in such a relationship. The study included 213 married employees aged from their 20s to their 60s. Statistical analysis was performed using SPSS 18.0, and the Baron and Kenny (1986) method was used to perform descriptive statistics, difference verification, regression analysis, and mediation analysis. The results of the analysis were as follows. First, the differences between the general characteristics of married employees and family strength were analyzed. Among the general characteristics, married employees in their 60s were found to have a higher level of family strength compared with other married employees in their 40s-50s and 20s-30s. Furthermore, married employees with higher education (higher than college or graduate school education), with supporters, with a household income of more than 6.01 million KRW, and with positions higher than middle management were found to have higher levels of family strength compared with their counterparts in each case. Second, hierarchical regression was performed to analyze the factors affecting family strength; the younger the age, the higher the level of family-friendly culture and work-life balance, and the higher the level of family strength of married employees. Third, according to Baron and Kenny's(1986) mediation analysis, the balance between work and life had a partial mediating effect on the relationship between a family-friendly culture and family strength. Therefore, a family-friendly culture and work-life balance were verified to be important factors that can serve as alternatives for improving the family strength of married employees.

• Journal of Family Resource Management and Policy Review
• /
• v.11 no.1
• /
• pp.83-107
• /
• 2007

The objective of this study is, first of all, to investigate the positive and the negative interaction between the work and family lives of married company employees. Secondly, it is to investigate the variables affecting this matter. The conclusion drawn by the result acquired through process is as follows. First, married company employees feel positive more than negative because of the influence that their families have on their work. Secondly, male employees feel more of the positive influence that family has on their work more than the female employees do. Thirdly, with respect to the type of business, self-employed individuals and specialized managers seemed to have negative influences on the interaction between work and family. Fourthly, it was found that the managerial ability of the individual is a variable that affects both directions. Fifthly, it was observed that variables related to family affect the interaction between work and family in the positive direction. Finally, the negative influence between work and family was decreased by family coherence.

• Human Ecology Research
• /
• v.54 no.5
• /
• pp.499-514
• /
• 2016

This study was to determine general trends with respect to work-family balance perception and psychological wellbeing, examine correlations between related variables, investigate differences in related variables, and understand the effect of work-family balance perception on psychological well-being in married employees. The subjects were 300 married employees living in G city. The subjects completed a questionnaire and data were analyzed using IBM SPSS 21.0. The major findings were as follows. First, the average scores of men and women's self-esteem were higher than the median. Men had a more traditional gender role attitude and higher work-family balance perception level than women. The scores of men and women's depression were lower and life satisfaction were higher than the median. Second, the scores of men and women's work-family balance perception were different according to working hours. Men's psychological well-being were different according to the scale of work place and women's psychological well-being were different according to household working time. Third, depression in married employees were negatively related to life satisfaction. Their psychological well-being were significantly related to work-family balance perception. Fourth, men's depression were influenced by self-esteem, social care service, family${\rightarrow}$work conflict, and work${\rightarrow}$family conflict. Depression in women were influenced by health state, self-esteem, gender role attitude, family${\rightarrow}$work conflict, and work${\rightarrow}$family conflict. Men's life satisfaction were influenced by health state, economic state, and self-esteem. Women's life satisfaction were influenced by health state, economic state, weekly working hours, self-esteem, and work${\rightarrow}$family conflict.

• Journal of Family Resource Management and Policy Review
• /
• v.17 no.1
• /
• pp.241-263
• /
• 2013

Time pressure and financial burden have been reported as the main constraints on leisure participation. The purpose of this study was to explore a typology of leisure constraints, investigate the characteristics of leisure constraint types, and analyze the differences in leisure participation by the types of leisure constraints for married employees. The data source for this research was the 2009 Time Use Survey conducted by the Korea National Statistical Office (KNSO). Married employees aged 20 to 59 years completed 13,476 time diaries (7,984 for male, 5,492 for female), which were analyzed using chi-square, cluster analysis, and ANOVA analysis. Leisure constraints were classified into five types in two categories, working time per week and personal income for both males and females respectively. The three types for both males and females were time-income constraints, income constraints, and general constraints, with an additional type for men, $time^+$-income constraints, and an additional type for women, time constraint. The most common type was general constraints, for both males and females. Each type was further differentiated by the following socio-economic variables: age, educational level, job type, and weekly day-off. The study found that participation in study, sports, and religious activities varied with the types of leisure constraints.

• Korean journal of food and cookery science
• /
• v.28 no.1
• /
• pp.57-66
• /
• 2012

This study was carried out to investigate the effect of nutritional knowledge on food habits of male employees in Korea. A questionnaire was developed and distributed to 265 male employees of Seoul and Kyunggi area in Korea. The data were analyzed by t-test and ANOVA using SPSS (ver 12.0). Regarding the general aspects of subjects, the highest percent of ages were between the age 21-30 year old. Most respondents were graduates from a university. About twenty percent of male employees' average income was 1-2 million won per month. Most of their families were nuclear families. Eighty three percent of the respondents did not experience any education on nutrition and obtained food and nutritional information from television and internet. The respondents had a high level of perceived knowledge (86.2%); yet, the accuracy of knowledge was lower than the perceived knowledge (72.31%). Regarding the nutritional knowledge, single groups showed a lower score than married groups and groups living with family. Higher nutritional knowledge correlated with higher educational levels, among man in their twenties and thirties. With regards to their eating habits, the frequency of food intake within a weekly period was significantly different; a large percentage of respondents had high frequencies of instant food, alcohol consumption, and smoking. The higher scores regarding dietary habits were for age groups ranging from 41-60 year old, married individuals, nuclear family groups and educational groups with university degrees. Based on the results of this study, male employees have problem concerning food habits in that they are unbalanced and have a tendency to skip meals. Therefore, for the improvement of nutritional status and eating behavior of male employees, the importance of nutrition needs to be emphasized with proper nutritional education programs.

• 한국사회정책
• /
• v.19 no.3
• /
• pp.215-245
• /
• 2012

The purpose of this study is to examine pathways of factors that influence job satisfaction for full-time and part-time married female employees with children of 18 or under and to compare path coefficients for two groups. Simultaneously analyzing multiple populations, we found that the path model was appropriate for both groups with significant differences in path coefficients. Income, workplace size, husband's support for wife's work, and work-to-family conflict had direct effects on job satisfaction for both groups whereas health had a direct effect only among full-time workers. Family-to-work conflict had an indirect effect for both types of workers, while health had an indirect effect among full-time employees only, and income and having children under school age among part-time employees only. The results indicate that differentiated approaches to increase job satisfaction for full- and part-time employees are needed.

• Journal of Distribution Science
• /
• v.15 no.6
• /
• pp.65-76
• /
• 2017

Purpose - The quality of customer service has been importantly considered as a way of retaining current customers. Recent development of service industry which based on Information & Communication Technology allows firms to utilize different employees for their businesses. Although it is regarded as important to consider emotional labor of employees working for customers in ICT service industry, little was known the role of emotional dissonance. Thus, current paper focused on emotional labor and tried to identify the factors which influence on employees' intrinsic motivation for married women working in call centers. This study highlighted the influence of the emotional dissonance on the employees' intrinsic motivation, and the moderating influences of work-family conflict on the relationship between emotional dissonance and intrinsic motivation. Research design, data, and methodology - The research samples were gathered from seven call centers of Korean financial institutions located in South Korea. The model of emotional dissonance was developed, which emphasizes the influence of emotional dissonance as a predictor on intrinsic motivation, and then the other model was also introduced to explain how employees' intrinsic motivation were aggravated by work-family conflict. To examine these research models, samples were collected from 468 married women working in call centers of Korean financial institutions located in Seoul. A total of 468 samples were used in the analysis after deleting data of missing value. SPSS 22.0 were utilized for data analysis. Results - The results of current study showed that emotional dissonance is negatively related to intrinsic motivation, and there are significant differences in work-family conflict. Those results generally support the proposed hypotheses. Conclusions - These results suggest that the relationship of intrinsic motivation of married women working in call center for customers' service were influenced by emotional dissonance, which outcomes were interacted not by face-to-face contact with their customers, but by emotional contacts. Managerially, these findings suggest the one who emphasize the quality of customer's service of call center need to introduce the programs for minimizing both of emotional dissonance and work-family conflict. These findings also suggest that the service quality via intrinsic motivation of married women working in call center is hard to be accomplished without considering the factors of emotional dissonance and work-family conflict.

• Korean Journal of Occupational Health Nursing
• /
• v.6 no.1
• /
• pp.44-52
• /
• 1997

This study was carried out from January to March in 1996 to investigate subjective symptoms of cumulative trauma disorder (CTD). This survey was done by questionnaire of the Personal Ergonomics Profiles (PEP), which was developed by Johnson & Johnson. Number of respondents was 365 employees who were working in three furniture manufactories in Kwangjoo at Province Kyungki. The results were as follows : 1. There was no difference between clerical and labor workers in pain frequencies classified by general characteristics. However, labor workers showed statistically significant differences between working process in pain frequencies. Employees undertaking lifting work showed highest scores in frequencies of pain complaints. Comparing the number of pain occurrences, the married and the female was resulted in high score than the single and the male. There was no differences between ages and working experiences in group. 2. According to the mean frequency of body pain, the back was the most part to be complained in 1. 16 and followed by shoulder, neck, knee, wrist/hand, and forearm in order. Although, the study results showed that the workers working in furniture manufacture were not shown that they have had severe CTD, the female, the married and the the lifting workers were indicated as risk groups to CTD. Therefore, the development of backache prevention programe is necessary to manage pain control and to reduce health risks of CTD employees in their work environment.

• Journal of Family Resource Management and Policy Review
• /
• v.12 no.3
• /
• pp.59-79
• /
• 2008

In this study, the investigator examined employees' work-family conflict, and analyzed its relationship with family health, to clarify the two-way influence of work-family and to verify the influence of a family friendship system based upon work-family compatibility and a healthy family. Data from 379 married female and male corporate employees were collected. Collected data were analyzed on the SPSS WIN 12.0 program. Study findings are as follows: First - For the individual, in domain variables of work-family conflict according to socio-demographic characteristics, gender has a significant influence upon strain-based conflict, family interference with work, and time-based conflict. Second - Work domain variables such as occupation, career, employment type, and working hours have a significant influence upon work interference with family, while career, and a working couple have a significant influence upon family interference with work. Finally - average housework hours and children have a significant influence upon work interference with family, whereas the length of a marriage, the average housework hours, and a housework helper have a significant influence upon family interference with work.