• Journal of Families and Better Life
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• v.31 no.4
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• pp.145-164
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• 2013

This study analyzed qualitative data to examine the attitude toward the conditions of and the barriers to the work- family balance among unmarried workers. The data was drawn from 5 focus groups consisting of 4 workers each. The 20 participants, aged 21 through 38, were interviewed in mini groups composed of 2 male workers and 2 female workers each. The research depicts four main themes about their work-family balance: the image of a dual-earner family, women's market labor, housework, and the ideal conditions of a dual-earner family. This research concluded that unmarried workers desperately want to be part of a dual earning family for economic survival. However, they also know that it would be very difficult to make ends meet and to live as dual-earner families because of the lack of a proper social support system. However, most of them believe that they must solve these problems on their own, and they do not expect to receive help from systematic public policies. They think that they should find solutions by rearranging the role divisions between the husband and the wife or by asking for help from their parents or other relatives. The only assistance they expect from the government are reliable child care facilities and governmental incentives to promote stimulate the family-friendly workplace.

• Safety and Health at Work
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• v.12 no.3
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• pp.377-383
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• 2021

Background: This study investigated the longitudinal associations between the degrees of positive and negative spillover in work-life balance (WLB) at baseline and reports of depressive mood at a 2-year follow-up in Korean women employees. Methods: We used a panel study design data of 1386 women employees who participated in the Korean Longitudinal Survey of Women and Families in both 2014 and 2016. Depressive mood was measured using the "10-item Center for Epidemiologic Studies Depression Scale." Associations between the positive and negative spillover in WLB at baseline and reports of new incidence of depressive mood at 2-year follow-up were explored using a multivariate logistic regression model. Results: Negative spillover in WLB at baseline showed a significant linear association with reports of depressive mood at 2-yearfollow-up after adjusting for age, education level, marital status, number of children, and positive spillover (P = 0.014). The highest scoring group in negative spillover (fourth quartile) showed a significant higher odds ratio of 1.95 compared with the lowest scoring group (first quartile; P = 0.036). Conclusion: Positive spillover in WLB showed a U-shaped association with depression. The degrees of positive and negative spillover in WLB among Korean women employees at baseline were associated with new incidence of depressive mood within 2 years. To prevent depression of female workers, more discrete and differentiated policies on how to maintain healthy WLB are required.

• Safety and Health at Work
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• v.6 no.4
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• pp.338-344
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• 2015

Background: The present study aims to investigate job stressors and stress relievers for Korean emotional laborers, specifically focusing on the effects of work conditions and emotional labor properties. Emotional laborers are asked to hide or distort their real emotions in their interaction with clients. They are exposed to high levels of stress in the emotional labor process, which leads to serious mental health risks including burnout, depression, and even suicide impulse. Exploring job stressors and relieving factors would be the first step in seeking alternatives to protect emotional laborers from those mental health risks. Methods: Using the third wave data of Korean Working Conditions Survey, logistic regression analysis was conducted for two purposes: to examine the relations of emotional labor and stress, and to find out job stressors and relievers for emotional laborers. Results: The chances of stress arousal are 3.5 times higher for emotional laborers; emotional laborers experience double risk-burden for stress arousal. In addition to general job stressors, emotional laborers need to bear burdens related to emotional labor properties. The effect of social support at the workplace is not significant for stress relief, unlike common assumptions, whereas subjective satisfaction (wage satisfaction and work-life balance) is proven to have relieving effects on emotional laborers' job stress. Conclusion: From the results, the importance of a balanced understanding of emotional labor for establishing effective policies for emotional laborer protection is stressed.

• Journal of Digital Convergence
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• v.19 no.3
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• pp.263-272
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• 2021

The purpose of this study was to test the mediating effect of WLB on the relationship between the nursing practice environment and turnover intention of nurses. Data were collected from October 5 to October 30, 2020 for 144 nurses for more than 6 months at three general hospitals located in A-do. Data analyzed using the SPSS/WIN 23.0 program by t-test, ANOVA, Pearson's correlation coefficient, and regression analysis. As a result of the study, WLB was partial mediating role in the relationship between the nursing practice environment and turnover intention. Therefore, in order to reduce the turnover rate of nurses, it is necessary to develop and apply programs along with organizational human resource management strategies to positively improve the nursing practice environment of nurses and to promoting WLB. Based on the results of this study, we intend to provide basic data to reduce the turnover rate of nurses by positively recognizing the nursing practice environment of nurses and improving WLB.

• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.711-720
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• 2022

The aim of the present study is to test multiple mediating effects of job-efficacy and resiliance in the links between work-life balance (WLB) and deviant behavior. The date applied in empirical analysis was collected from employees working at Jeju island and 400 sets of questionnaires were spread and among collected 355 sets, 298 sets were used. Hypotheses was examined with SPSS Macro statistical package. As expected, WLB was positively related to job-efficacy and resiliance respectively and negatively associated with deviant behaivor. Moreover, mediating effects of both variables was different, in detail, job-efficacy was fully mediated in that path but not significant in case of resiliance. Findings of this study was to expand the roles of WLB from productive behaviors to counter-productive behaviors and it enables to provide a few theoretical and empirical implications.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.149-164
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• 2023

Today, when innovation and creativity become increasingly important, management of human resources is a key factor for corporate performance and competitive advantage. Corporate are implementing and introducing various types of support methods for members to achieve goals and improve organizational performance. Organizational culture and organizational trust affect the cognitive and emotional state of members. Furthermore, it can bring about changes in organizational performance such as job stress and job satisfaction. From an institutional point of view, work-life balance is also a major factor affecting organizational performance. The imbalance between work and life leads to a decline in organizational performance, such as decreased morale and dissatisfaction with work. In relation to work-life balance, the low birth rate problem intensified and the importance began to emerge. Therefore, the government has implemented various policy support for workers' work-life balance, and the "52-hour workweek" is a representative example. This study analyzed the effect of organizational culture applying the competitive value model on workers' job stress. In addition, the mediating effects of overtime work per week and organizational trust were analyzed. Job stress corresponds to a prerequisite stage that affects job commitment, job satisfaction, and turnover intention. However, research measuring job stress by organizational performance is insufficient. In addition, there are few studies analyzing the relationship between overtime and organizational performance. Considering this, it is necessary to understand the influence relationship. The results of the study are as follows. First, a hierarchical culture increases the job stress of workers. On the other hand, innovation-oriented, relationship-oriented, and competition-oriented corporate culture reduce job stress. Second, a hierarchical culture has reduced trust in the organization, and other organizational cultures have increased trust in the organization. Third, relationship-oriented and competition-oriented organizational culture reduced overtime. Innovation-oriented, hierarchical-oriented culture increased overtime Fourth, organizational trust and overtime have the effect of mediating organizational culture and job stress. Based on these analysis results, this study presented academic and political implications.

• Journal of Family Resource Management and Policy Review
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• v.1 no.1
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• pp.43-55
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• 1997

The Purpose of this study is to theoretically approach about Home-Based Business and develop a clear understanding of the relationship between family functioning and business viability in families who own and operate Home-Based Business. Home-Based Business is perceived as a viable income producing option for people who have lost their traditional income source and a mechanism for using of women’s lafor forces. Home-Based Work are changed in family structure and the allocation of work. Several authorities have suggested that Home-Based Business provides an effective way to balance the demands of paid employment and family responsibilities, particulary for women. All of these factors have contributed to an increase in the number of Home-Based Workers. Therefore, this proposed research reviewed the Home-Based Business as they contributed to individual and family well-being in both family and business settings and examined the Home-Based Business related factors which influencing the family life. Such understanding will be helpful in enhancing the stability and security of families who own and operate Home-Based Business.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.253-260
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• 2017

Due to dramatic changes in the trend of corporate management in economics, labor and government, companies are being asked to adapt creative and innovative organizational culture in order to keep sustainability. Under the circumstances, flexible working hour becomes one of very effective method for organization culture improvement. Recently, M company has introduced the new policy of working hours that employees can choose a couple of different time options depending on their personal situations. And it turns out to be very effective to work & life balance, increasing organizational vitality, improving efficiency of business and productivity, recruitment of core human resources, and prevention of deviation; both team and personal performance levels has significantly improved. Therefore, it is highly recommended to adapt flexible working policies for companies seeking for a long term, sustainable corporate vision.

• Industrial Engineering and Management Systems
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• v.15 no.4
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• pp.364-373
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• 2016

Disassembly is one of the important activities in treating with the product at the End of Life time (EOL). Disassembly is defined as a systematic technique in dividing the products into its constituent elements, segments, sub-assemblies, and other groups. We concern with a Fuzzy Disassembly Line Balancing Problem (FDLBP) with multiple objectives in this article that it needs to allocation of disassembly tasks to the ordered group of disassembly Work Stations. Tasks-processing times are fuzzy numbers with triangular membership functions. Four objectives are acquired that include: (1) Minimization of number of disassembly work stations; (2) Minimization of sum of idle time periods from all work stations by ensuring from similar idle time at any work-station; (3) Maximization of preference in removal the hazardous parts at the shortest possible time; and (4) Maximization of preference in removal the high-demand parts before low-demand parts. This suggested model was initially solved by GAMS software and then using Genetic Algorithm (GA) in MATLAB software. This model has been utilized to balance automotive engine disassembly line in fuzzy environment. The fuzzy results derived from two software programs have been compared by ranking technique using mean and fuzzy dispersion with each other. The result of this comparison shows that genetic algorithm and solving it by MATLAB may be assumed as an efficient solution and effective algorithm to solve FDLBP in terms of quality of solution and determination of optimal sequence.

• Journal of Family Resource Management and Policy Review
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• v.20 no.3
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• pp.25-43
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• 2016

This study focused on the time use of a dual-earner working group with preschool children on working and nonworking days using 2014 time-use survey data provided by Statistics Korea(KOSTAT). We collected the time-use data recorded in a 2,158 time diary. We divided the time use into 4 parts ; paid work, household labor work (including caring work), leisure and living essentials. For the statistical analysis, we used SPSS 18.0 packages, i.e., descriptive statistics, T-test, Anova with Duncan test and regression for the impact off the independent factors. The results verified gender differences in time use and recognized the usefulness of the time-allocation analysis for the diagnosis of Work and Life Balance(WLB). In the conclusion, we suggest increasing men's time allocation for household labor as a crucial solution to the WLB of dual-earner working groups. And the follow-up study should include the various factors that affect the time allocation of dual-earner groups, such as type of labor and job and children's ages.