• 대한가정학회지
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• 제45권10호
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• pp.59-71
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• 2007

The purpose of this study was to investigate differences in wives' financial management behavior according to variables related employment and income, and perceived economic instability of household. Financial management behaviors were constructed with 4 sub dimensions : investment, income expenditure, risk, and debt management behavior. The subjects of this study were 225 wives. Factor analysis and MANOVA were performed for data analysis. The results of this study were as follows : First, there were signigicant differences in financial management behavior according to variables related employment, i. e. employment state of wives and husbands. Second, there were signigicant differences in financial management behavior according to variables related income, i. e. monthly income, additional income, income stability. Third, there were signigicant differences in financial management behavior according to perceived economic instability of urban household.

• Asian Journal of Business Environment
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• 제5권4호
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• pp.29-35
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• 2015

Purpose - This study intended to identify how resilience and character strength among employees are influenced by employment instability and the negative impact it could have on job satisfaction and psychological wellbeing. Research design, data, and methodology - This study hypothesizes that employment instability will have a negative effect on resilience and character strength, but resilience and character strength will have a positive effect on job satisfaction and psychological wellbeing. A total of 150 valid questionnaires were collected and utilized for analysis. Results - Employment instability was found to have a negative impact not only on job satisfaction and psychological wellbeing but also on employee resilience and character strength. Conclusion - The results suggest that along with the necessity for a strategic approach at the corporate level, enterprises should also acknowledge employee failures and support them in job situations. They should create a positive work environment and a structure of empowerment, interesting jobs, and a positive organizational culture to build various systems and the ability to enhance self-esteem and stamina in order to reinforce character strength.

• 한국콘텐츠학회논문지
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• 제22권6호
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• pp.530-540
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• 2022

본 연구의 목적은 코로나19 팬데믹 초기 강력한 사회적 거리두기 실천 상황에서 경제적 불안감의 변화와 음주 빈도의 변화와의 관련성을 분석하는 것이었다. 자료 수집은 2020년 5월 13일~5월 19일에 온라인 리서치 회사인 Embrain을 통해 전국의 19세 이상 70세 미만의 성인 1,117명에 대해 이루어졌다. 본 연구는 이중 2020년에 음주를 한 적이 있다고 응답한 820명(73.4%)을 분석에 사용하였다. 독립변수인 경제적 불안감의 변화는 고용에 대한 불안감의 변화와 소득에 대한 불안감의 변화 두 가지로 측정하였다. 종속변수인 음주 빈도의 변화는 '코로나 이후 음주 횟수에 변화가 있습니까?'라는 질문에 '늘었다,' '변화 없다,' 그리고 '줄었다'로 측정하였다. 통제 변수로는 인구학적 특성, 사회경제적 특성, 사회적 거리두기 실천 정도, 그리고 음주와 관련된 건강행태 변수들을 포함하였다. 이변량 분석과 다변량 다항 로지스틱 회귀분석을 하였으며 STATA 16을 사용하였다. 연구 결과 코로나19로 인해 고용 불안감과 소득 불안감이 증가한 비율은 각각 50.49%, 59.76%였다. 다항로지스틱 회귀분석 결과 고용 불안감의 증가는 음주 빈도 증가와 관련이 있었고 소득 불안감의 증가는 음주 빈도 감소와 관련이 있었다. 요약하면 팬데믹 초기 경제적 불안감은 고용 불안 효과와 소득 불안 효과 중 어느 효과가 큰가에 따라 음주 빈도의 증가 혹은 감소로 나타날 수 있다.

• 한국비블리아학회지
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• 제24권4호
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• pp.259-280
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• 2013

구조조정, 업무자동화, 정원제 및 총액임금제 등으로 인해 비정규직 사서의 비율이 증가하고 있는 상황이다. 이에 본 연구에서는 비정규직 사서들의 근무 현황 및 고용환경을 설문조사를 통해서 구체적으로 파악하고자 하였으며, 이들을 위한 구체적인 정책을 제안함으로써 향후 미래사서의 진로를 개선 하고자 하였다. 연구결과, 첫째, 비정규직 사서들의 절반 이상이 '1년 이상 3년 미만'의 기간을 근무하고 있는 것으로 조사되었다. 이전 직장과 현 직장을 포함한 비정규직으로 근무한 총 근무기간은 1년부터 5년 이상까지 고루 분포되어 있었으며, 5년 이상이 32.0%로 나타나 비정규직 신분의 고착화 현상이 나타나고 있음을 알 수 있다. 둘째, 비정규직 사서는 정규직과 동일한 근무시간에 근무하고 동일한 독립업무나 정규직의 보조업무를 수행하고 있으며 업무량은 보통 또는 많다고 느끼고 있는 것으로 나타났다. 셋째, 비정규직 사서는 대부분 근무하는 직장에서 직접 채용하고 계약하고 있고, 계약 단위는 2년 미만과 원할 때까지에 집중되어 있어 고용불안이 심각한 것을 알 수 있다. 따라서 동일노동 동일임금제도 도입, 전문계약직제 도입, 총액임금제 및 공무원총정원제 보완, 사서들의 정규직화 등을 고려해야 할 것이다.

• 대한가정학회지
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• 제30권1호
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• pp.283-309
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• 1992

This study examines work and family life of married women employed in a manufacturing industry. Data were gathered from the use of fact-to-face interview method from a sample of 230 married working women. The major findings of this study can be summarized as follows : (1) With high rates of change of job, most of the respondents remain unstable in their working situation. It was shown that the important factors influencing job satisfaction of married women are women's life cycle, degree of contribution of wife's income toward total family income, and husband's attitude toward wife's empolyment. The degree of job satisfaction is also strongly influenced by labor structural factors such as pay, work environment and fringe benefits. (2) The amount of household labor time was limited by job-related factors rather than by family-related factors, because among these working women employment itself is necessarily for their subsistance. (3) It was shown that wives participated more actively in their marital communications than their husbands. Most of the respondents showed the syncratic type of the decision making patterns, but this results does not necessarily mean wives exercised an equal power with their husbands. The economic factors and the emotional instability of the husband are the ones mostly influencing marital conflicts of the employed women. It was found that the respondents easily revealed marital conflicts related to personal problems of their husbands(such as extramarital affairs, gambling and alchoholism). However, they tried to overcome the structural conflicts related to authoritarian attitudes of their husbands or economic problems without any complaints. (4) Mothers have difficulty in controlling their adolescent children, due to the weakening of parental authority. Although most of the respondents perceived their employment as having negative impacts on their children, they still have high expectations toward their children. Inspite of low degree of father role expectations and facther role performance of their husbands, most of the respondents anticipated expressive roles as well as traditionally instrumental role from their husbands. Finally, these findings would help us determine family welfare policies in Korea. Improvements in paid and household labor structure of married women should be accomplished at the national level. Also, the acting programs for parent education, marital councelling services, and law enforcement for equal employment between men and women should be provided in our society.

• 유통과학연구
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• 제14권2호
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• pp.83-92
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• 2016

Purpose - The purpose of this study is to identify the relations among perceived organizational support, career planning, and subjective career success (career satisfaction and job satisfaction). In particular, this study focuses on the mediating effect on the career planning between perceived organization and subjective career success. The target cases are employees of a Korean branch of a global company (A), which operates formal career program to support a career development for employees. Research design, data, and methodology - The data were collected from December, 2014 to March, 2015. 211 out of 300 questionnaires were returned (response rate 70.3%). After the data cleaning, 209 questionnaires were used for the data analysis. These data were analyzed through descriptive statistics, correlation analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). The whole process of the data analysis was accomplished using the SPSS 21.0 for windows and the AMOS 21 program. Results - The findings of the study are as follows: First, the better the organizational support is perceived, the higher career satisfaction and job satisfaction is. That is, the employees' career and job satisfaction is higher, when they feel themselves received more supporting. Second, perceived organizational support has a positive impact on employees' career planning. This result means that it is important to support employees in their career development. Third, career planning has a positive impact on career satisfaction, but not on job satisfaction. Lastly, it is verified that career planning has a mediating effect between the perceived organizational support and career satisfaction. Not only has the perception of an organizational support a direct impact on career satisfaction, but also an indirect impact through career planning. However, there is not an indirect relationship through career planning, just an direct relationship between the perception of an organizational support and job satisfaction Conclusions - Based on the findings of this study, the major conclusion of the study was as follows: The study provides theoretical values and practical implications for the fact that the differences of the subjective perception about organizational support exist among employees, and the differences have an impact on their career planning as well as subjective career success. Furthermore, some recommendations for workplace were suggested: The companies should support the career development for employees in organization level. Even though employment instability makes individual workers themselves to be responsible for their own career development, it is an important issue in organizational level that employees' career success could have positive effects on organizational development and success, as well. However, there is a limit in the study that analyzing results cannot be generalized due to the data from a single company. Some recommendations for future research are suggested: First, a comparative study should be conducted with other various companies. Second, a hierarchical analyzing model needs to be applied to substantiate how organizational context influences on subjective career success of employees.