• Korean Journal of Family Social Work
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• no.58
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• pp.123-150
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• 2017

The purpose of this study is to examine the mediated moderating effect of resilience in the relationships among job stress, work-family conflict, and depression of female low-wage workers. For this purpose, a total of 190 female workers with monthly wage of less than two million won were analyzed. The results showed that the mediated effect of work-family conflict in the relationships between job stress and depression, and the mediated moderating effect of resilience. Thus, policy makers and practitioners should develop mental health program alleviating job stress and depression among female low-wage workers, enhance family-friendly policy and program necessary for work family balance, furthermore, develop occupational welfare program to promote resilience.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.9
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• pp.321-331
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• 2021

This study examines the impact of Information and Communication Technology (ICT) and the role of Malaysian local wisdom called "Ugahari" in managing Work-Life Balance (WLB) during the COVID-19 pandemic in Malaysia. Data was obtained through online and offline surveys which were distributed to the agencies in the public and private sectors spread across Kuala Lumpur, Selangor and Pura Jaya. Overall 466 respondents were found to have given valid and complete responses. This research utilized the Partial Least Squares Structural Equation Modelling. It was found that the use of the ICT during Work from Home (WFH) helped workers to have relatively high flexibility where they could easily expand or contract one domain to meet the demands of another domain. At the same time it also offered high permeability where aspects of one domain entered another domain. This encourages workers to integrate their roles and achieve broad work autonomy. Furthermore, this situation then gives rise to a high level of interference at the boundary between work and family domains. On the other hand Ugahari reduces the level of interference caused by ICT use and encourages workers to compartmentalize their respective roles. Thus, ICT and Ugahari's behavior can play a role and complement each other in the context of realizing worker well-being.

• Journal of Family Resource Management and Policy Review
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• v.26 no.2
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• pp.37-51
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• 2022

This study examines the relationship between flexible work and workers' work-life balance using data from the 23rd Korean Labor and Income Panel Study, with a focus on the impact of working from home (WFH) during the COVID-19 pandemic. As a result of the analysis, WFH was found to have a positive effect on the happiness of workers, satisfaction with family relationships, job satisfaction, organizational commitment, and job satisfaction related to job security for women. In addition, we looked at the changes in time use of WFH workers and non-WFH workers before and after COVID-19, with a particular focus on aspects such as time spent sleeping and on self-development, childcare, housework, exercise, and social gatherings. Compared to non-WFH workers, WFH workers increased the time spent on housework and childcare after COVID-19, with this trend more pronounced among women. The results of this study suggest that the effect of utilizing WFH may be halved for workers who have to take care of children and work at the same time, and that this effect may be greater for women. Therefore, it is necessary to strengthen social support measures so that WFH workers who face a work-life conflict due to childcare can maintain work productivity and realize a work-life balance, and to ensure that the flexible work arrangement should not be a medium that reinforces traditional gender roles. Active policy efforts will be required to make sure this happens.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.345-355
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• 2022

Excellent employees are those who take on extra responsibilities and commitments at work. Hence, employees must pay attention to out-of-role activities that can help the company perform better. When a person takes on more responsibilities than he can handle, they will have to deal with the issue of work-family balance. This paper examines how the consistency of WFC affects employees' organizational citizenship behavior (OCB) using the Resource Conservation Theory. This study uses empirical research methodologies to assess 417 employees as a sample. (1) When the matches of work-to-family conflict (WFC) and family-to-work conflict (FWC) are consistent, the employee self-control resource depletion level is lower, and OCB is higher in the "high-high" consistency matching state. (2) The "low-high" match had a higher OCB than the "high-low" match when the WFC and FWC matches were inconsistent. (3) In the process of WFC affecting OCB, the depletion of self-control resources acts as a mediating factor. (4) Emotional intelligence plays a moderating role in the whole model. The lower the emotional intelligence was, the stronger the positive relationship between the consistency of WFC, FWC, and self-control resource depletion was.

• Journal of Family Resource Management and Policy Review
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• v.16 no.2
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• pp.165-186
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• 2012

Studies on time-use have generally concentrated on the amount of time used by each member of a household in Korea. The quality of family relationships could be associated with the amount and types of interactions between family members. This study examined the time that adults spend with their family members on various activities. The purpose of this study is to explore a typology of family time and investigate the characteristics of each type. The data source was the 2009 Time-Use Survey conducted by the Korean National Statistics Office. The people involved in each activity were surveyed for the first time in the 2009 survey in Korea. The data from this study included 10,902 diaries that were filled on weekdays by married adults from ages 20 to 59 years. Data from rural households were excluded. Time use was divided into three categories: family meals, household work and family leisure time. These activities were analyzed using t-test, chi-square analysis and cluster analysis. Family time was classified into four types based on three categories. The four types were named "leisure sharing", "household work sharing", "overall sharing" and "non-sharing". The most common type was non-sharing. The characteristics of each type depended on gender and paid work time. Based on these results, family and labor policies should be developed to increase the work-life balance. Policies that focus on men over 40 years are especially recommended.

• Journal of the Korean Home Economics Association
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• v.49 no.5
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• pp.81-96
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• 2011

This study analyzed the time use of dual income paid workers. The data was selected from the '2009 Korean Time Use Survey' by the Korean National Statistical Office. There were 2799 respondents who were paid workers with dual income. There were big differences in time use between men and women. The result showed that men's time allocation focused on 'labor and leisure' and women's time allocation focused on ‘labor and housework'. This means the women among dual income paid workers faced difficulties in dual burden of work-family balance. Regression analysis on time use dividing men and women showed that age, education, income, working type and the presence of preschool children had significant effects on time allocation. We found the income effects on time use which reduced paid working time and increased housework and leisure time. Significantly, younger men who have preschool children spend more time in housework. We could find the possibility of a change in men's time allocation.

• Journal of Korea Technology Innovation Society
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• v.20 no.3
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• pp.754-780
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• 2017

This study was conducted to investigate whether WGB (Work-Growth Balance), an area of WLB (Work-Life Balance) improves Interpersonal Harmony, Creative Effort and Innovative Behavior in the organization, and whether Interpersonal Harmony and Creative Efforts have indirect effects on the relationship between WGB and Innovative Behavior. To test the hypothesis of this study, PROCESS Macro by Hayes (2013) was used. The results showed that WGB, Interpersonal Harmony, and Creative Effort influenced Innovative Behavior and WGB were variables that influenced Interpersonal Harmony. The variables influencing Creative Effort turned out to be WGB and Interpersonal Harmony. The indirect effect of Interpersonal Harmony and Creative Efforts was also confirmed in the relationship between WGB and Innovative Behavior. In addition, the magnitude of the effect between parameters was examined through Process Macro analysis. It turned out that there is a synergy relationship between WGB, Interpersonal Harmony, Creative Efforts and Innovative Behaviors. In future, more researches on WGB among various industries as well as mediating variables are expected. Further research is needed to study the various parameters of WGB and innovation behavior, and to Balance of Work-Family and Balance of Work-Leisure.

• Journal of Convergence for Information Technology
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• v.11 no.11
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• pp.178-184
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• 2021

This study was conducted to empirically verify the factors that affect work-life balance according to the age of social workers. The subjects of the study were social workers working at social welfare centers, welfare centers for the disabled, and welfare centers for the elderly located in Jeollabuk-do, and 313 copies of 42 facilities that participated in the survey were used for the final analysis. The research method used a multi-level model that calculated individual factors (Level 1) and institutional factors (Level 2). The main research results are as follows. First, 20.2% of the total variance in the work-life balance of social workers was found to be different for each local welfare center. Second, as a result of examining the factors affecting work-life balance of social workers by age, it was found that job demands had a negative effect on work-life balance in all age groups. In particular, in their 30s, family demands and women's work-life balance were more negative than men's, and economic status was found to be an important influencing factor on work-life balance. Based on these results, we discussed ways to improve work-life balance for social workers.

• Journal of the Korean Home Economics Association
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• v.33 no.5
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• pp.13-25
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• 1995

The purpose of this study was to understand the variables affecting the dual role strain and the satisfaction with the life of working mothers, Based on this result, the family policies for the balance between family life and work were proposed. 1) For the family, husband's psychological and behavioral supports were needed to wives as workers. 2) For business, the child care support and services have to be provided for children of both male and female employees. 3) For the government, the policies can be proposed : child care center or support and service in the business, child care program after school hours, insurance policies for child safety, deduction in income taxes corresponding expenditures for child care service.

• Korean Journal of Social Welfare Studies
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• v.47 no.4
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• pp.5-42
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• 2016

This study investigates why some female workers come to decide to leave work after their taking parental leave and subsequently classifies their resignation backgrounds into four ideal types. The current debates on parental leave have mostly focused on clarifying the factors that influence on workers' usage of parental leave. But given that the final goal of parental leave is to help workers return to work after temporary rest for parenting, it is very important to inquire why some workers fail in reverting to their companies after parental leave. Based on in-depth interviews with 8 female workers who leave work after parental leave, this study analyses and compares their previous work-family conditions, reasons for taking parental leave and withdrawing from work, and behavioral patterns after resignation. This article then typifies four ideal types of resignation backgrounds (i.e. penalty by company, evasion from work, decision by family, choice for family). At the conclusion, this paper suggests policy alternatives to diminish female workers' resignation after parental leave and to heighten their work-family balance.