• International Journal of Advanced Culture Technology
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• v.11 no.4
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• pp.9-15
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• 2023

The outbreak of COVID-19 has significantly impacted various facets of individuals' lives, including perceptions, leisure activities, work-family balance, and overall life satisfaction. This study aims to explore the intricate relationships among changes in perceptions due to COVID-19, leisure activity satisfaction, work-family conflict, and life satisfaction of married working women. Employing path analysis, we examined a dataset of 1,973 married working women drawn from the 8th Korean Women and Families Panel Survey. The findings indicate that while changes in perception associated with COVID-19 did not directly affect leisure activity satisfaction and life satisfaction, they did significantly decrease work-family conflict, indirectly leading to heightened life satisfaction. Additionally, leisure activity satisfaction emerged as a mitigating factor for work-family conflict, contributing to enhanced life satisfaction. These results emphasize the importance of understanding the interplay between external factors, individual perceptions, and well-being, offering insights for devising tailored strategies. The study holds significance in guiding policies and interventions to enhance the quality of life for married working women in the context of evolving pandemic challenges.

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

• Korean Journal of Culture and Social Issue
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• v.27 no.1
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• pp.113-138
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• 2021

In this study, a meta-analysis was conducted on a total of 34 studies (14 academic papers, 20 dissertations in academic journals) conducted in Korea from 2000 to 2020 in order to understand the relationship between work-family conflict, work-family enhancement and social support. (N=17,530). Work-family conflict and work-family enhancement were used for analysis by dividing the direction into the case where the direction was not distinguished, the direction from work to home, and from home to work. The social support was divided into family, spouse, organization, supervisor, coworker, and not classified according to support resource, and a subgroup analysis was conducted. Depending on the type of support, a subgroup analysis was conducted by dividing into emotional, instrumental, informational, and appraisal support. As a result of the analysis, both support resources and types showed a significant relationship with work-family conflict and work-family enhancement. It was confirmed that the most significant relationship was changed according to each sub-factor and the direction of conflict and enhancement. Based on the above research results, the implications and limitations of this study were presented and directions for future research were suggested.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.187-196
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• 2017

This study examined the effects of ego-resilience and emotional labor on work-family conflicts among middle-aged female workers. Data were collected through self-reported structured questionnaires of 148 middle-aged female workers from October 2, 2013 to April 10, 2014. The results suggest that the mean score of work-family conflict was 25.59 (SD=11.99) and there were significant differences in living arrangements (F=4.32, p=.015), monthly living expenses (r=.18, p=.028), and job satisfaction (F=6.33, p<.001) by work-family conflict. Work-family conflict was negatively related to ego-resilience (r=-.28 p=.001). Living arrangement (living with parents, children) (${\beta}=.29$, p=.045), monthly living expenses (${\beta}=.22$, p=.006), job satisfaction (${\beta}=-.20$, p=.015), and ego-resilience (${\beta}=-.28$, p<.001) were identified as significant predictors of work-family conflict. This model explained about 19.0% of work-family conflict in middle-aged female workers (F=6.61 p<.001). Therefore, as a strategy to reduce the level of work-family conflict in middle-aged female workers, it is necessary to consider socioeconomic factors such as living arrangements and living expenses that affect work-family conflicts. Moreover, applying psychological intervention to improve job satisfaction and ego-resilience of middle-aged women in the working environment will help reduce work-family conflicts.

• Journal of Family Resource Management and Policy Review
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• v.21 no.3
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• pp.97-119
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• 2017

The purpose of this study was to find out the actor effect and the partner effect in relation to spousal support, job support, work-family spillover, and work-life balance in dual-earner couples. The subjects of this study were 176 dual-earner couple, whose youngest children are under the age of 16 and who work over 15 hours each week. The research tool was a questionnaires. Factor analysis, Cronbach's ${\alpha}$, correlation analysis, and APIM were performed for the data analysis. The main results of this study as follows. First, for both wives and husbands, perceived spousal support had a positive actor effect on work-life balance. However, perceived husband's spouse support for wife's support had positive partner effect on the wife's work-life balance, the wife's perceived spousal support for her husband' did not have a partner actor effect on the husband's work-life balance. Second, for both wives and husbands, job support had a positive actor effect on work-life balance. In addition, the wife's job support had a positive partner effect on the husband's work-life balance, however, the husband's job support did not have a partner actor effect on the wife's work-life balance. Third, for both wives and husbands, work-family conflict had a negative actor effect on work-life balance. In addition, the wife's work-family conflict had a negative partner effect on the husband's work-life balance, however, the husband's work-family conflict did not have a partner actor effect on the wife's work-life balance. Fourth, for both wives and husbands, work-family enrichment had a positive actor effect on work-life balance. In addition, the husband's work-family enrichment had a positive partner effect on the wife's work-life balance, however, the wife's work-family enrichment did not have a partner actor effect on the husband's work-life balance.

• Journal of Digital Convergence
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• v.11 no.8
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• pp.75-93
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• 2013

The primary objective of this study is to investigate the factors that influence work-family conflict and to identify the relationships between the factors and organizational commitment and turnover intention. In addition, we investigate the moderating effect of need for achievement, need for power, and perceived organizational support on the relationships. The research results show that work-family conflict has significant and negative effect on organizational commitment. On the other hand, work-family conflict has significant and positive effect on turnover intention. Need for achievement and need for power play a moderating role between work-family conflict and organizational commitment and work-family conflict and turnover intention. The conclusions and implications are discussed.

• Journal of Korean Clinical Nursing Research
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• v.18 no.3
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• pp.329-340
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• 2012

Purpose: This study was done to identify internal marketing activity, emotional labor and work-family conflict that influence turn-over in hospital nurses. Methods: Participants were 513 nurses from 2 general hospitals in Chung-nam and Gyeonggi Provinces, South Korea. Data were collected from September 1 to 30, 2011 using self-report questionnaires. Stepwise multiple regression was used to identify association between variables. Results: The mean score for internal marketing activity was $94.7{\pm}14.7$, emotional labor, $31.4{\pm}5.5$, work-family conflict, $19.6{\pm}4.1$, and turn-over, $13.7{\pm}3.4$. After adjusting for general characteristics, stepwise multiple regression showed that work-family conflict (${\beta}=.20$, p<.001), marketing activity (${\beta}=-.21$, p<.001), and emotional labor (${\beta}=.22$, p<.001) were associated with turn-over. These predictors accounted for 33% of variance in turn-over. Conclusion: The results of this study show that work-family conflict was the most influential predictor indicating a need for the development of strategies to reduce work-family conflict and emotional labor. At the same time internal marketing activity should be supported in the hospital by analyzing the needs for nurses. Also career development programs and mentor systems will be useful for effective manpower management and quality improvement of nursing services.

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

• Human Ecology Research
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• v.59 no.2
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• pp.199-213
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• 2021

The purpose of the study was to apply latent transition analysis to the work-family balance of working mothers with a child in elementary school by focusing on the effect of antecedents on both work-family balance typology and the transition between typologies. Data from 400 working mothers who participated in the eighth and eleventh waves of the Panel Study on Korean Children were used. The results can be summarized as follows. First, the latent profile analysis of working mothers whose children were in the first grade classified the work-family balance types as 'contradictory' or 'beneficial' and of working mothers whose children were in the fourth grade as 'conflictual', 'contradictory', 'high beneficial', 'low beneficial' or 'beneficial'. Second, working mothers whose work-family balance was 'contradictory' or 'beneficial' when their children were in the first grade mostly had, respectively, a 'low beneficial' or a 'high beneficial' balance when their children were in the fourth grade. Third, the probability of being classified into each type differed according to subjective happiness and marital conflict in the first grade, and marital conflict and social support in the fourth grade. Moreover, marital conflict and social support were significant in the transition between the types of work-family balance. The study showed that the types of work-family balance differed for each time point for individual working mothers. The study also highlighted the importance of parenting-related personal, family and social factors in determining the work-family balance type and transition between types.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.280-292
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• 2015

The current study examines the mediation effect of the work-family spillover between full-time married working women's inefficient working culture and career interruption intention. The mediation effect is tested by classifying the work-family spillover effect into two subfactors: the work-family conflict and the work-family facilitation. For this purpose, we sampled 281 full-time married working women aged between 30 and 50s and conducted a hierarchical regression analysis. The main results are as follows: both work-family conflict and work-family facilitation play the role of partial mediation. This finding implies that it is necessary to carefully examine the effects of subfactors for work-family spillover to married working women's career interruption.