• The Journal of the Korea Contents Association
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• v.19 no.12
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• pp.101-112
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• 2019

The purpose of this study is to examine the availability of family-friendly systems for female workers with children under elementary school, and to verify that the availability of family-friendly systems can mitigate the negative effects of workplace-home conflicts on family and work-life satisfaction. To this end, data of 538 female employees with children younger than elementary school students were analyzed using the sixth data of the Korean Women Manager Panel. According to the analysis, the type of family-friendly system such as time flexibility system, career flexibility system, and worker support system all showed significant adjustment effect in relation to workplace-family conflict and work life satisfaction. The career flexibility system was the only one that showed a control effect on family life satisfaction. To help talented female workers work for their children without severing their careers, the government proposed active support for businesses and the government to help them use the family-friendly system.

• Journal of Family Resource Management and Policy Review
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• v.6 no.2
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• pp.143-155
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• 2002

Nowadays, the conflict of work and family has become a common problem in families due to the increase of working parents. But in Korea, there is a little supporting system which can help them work. So, this study showed the necessity of family-friendly Policy and families' demands to it. Many capitalist countries which have insufficient welfare system effort to integrating work and family by offering a family-friendly policy for working parents. So, policies for family and women have to be family friendly, and all of the corporation, community, school, and government have to support the working families.

• 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 the Korea Contents Association
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• v.21 no.5
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• pp.855-867
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• 2021

This purpose of this study was to examine the differences and correlations of marriage and childbirth intentions, work-family conflict, and continuing dance intentions for female dance students and graduated female dancers. The two groups showed significant differences in self-directed view of marriage, work-family conflict, and childbirth intentions. In the whole, there was a correlation among, several factors, and only family health had a significant effect on intention to continue dance.

• Korean Journal of Childcare and Education
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• v.3 no.1
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• pp.1-15
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• 2007

The objective of this study was to investigate the employed mother's work-mother role conflict according to the mother's work variables and parenting time. For this purpose, 202 employed mothers in dual-income family answered the questionnaire. The data were analysed by t-test, F-test, correlations and regressions. The findings of this study were: 1. Mother's role conflict showed significant difference and relationship in mother's work variables(flexibility of duty, irregular duty). 2. Mother's role conflict showed significant difference and relationship in mother's parenting time(mother-child activities, parenting time). 3. Employed mother's flexibility of duty and parenting time were correlated positively with mother's role conflict. Mother's irregular duty and mother-child activities were negatively with mother's role conflict. 4. Employed mother's work variables and parenting time influenced the mother's rolr conflict.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.436-446
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• 2015

Work-family interface including work-family conflict and work-family enrichment has an effect on organizational performance such as job satisfaction and organizational commitment. This empirical research mainly investigated influence of family-friendly organizational culture on work-family interface and organizational performance. Three key variables apply for this research : work-family interface, organizational performance and family-friendly organizational culture. A total 750 questionnaire was collected from female managers in various companies for hypothesis testing. The empirical analysis shows that reducing work-family conflict and enhancing work-family enrichment positively contribute to job satisfaction and organizational commitment. The Family-friendly organizational culture plays a moderating role between work-family interface and organizational performance. As a result, the findings support the fact that family-friendly organizational culture impact on organizational performance through work-family balance.

• 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 the Korea Society of Computer and Information
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• v.25 no.6
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• pp.171-181
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• 2020

This is an empirical study that analyzes factors affecting the work-family compatibility of female wage workers with underage children. The analysis was conducted with 1,113 women from the 7th wave of the Korean Longitudinal Survey of Women & Families by Korean Women's Development Institute. As for research methods, multiple regression analysis was used in order to analyze the effects of 'social support(home support, maternity protection support, childcare and education services)', 'job characteristics', 'socio-demographic variables' and 'husband characteristics' on 'work-family compatibility and conflict'. As a result, it was analyzed that the husband's support for work life, gender inequality at work and women's educational training were the factors that strengthen work-family compatibility. It was also analyzed that gender inequality, use of childcare and education facility, number of underage children, age of husband, husband's satisfaction with caring support and husband's support for work life were the factors that cause conflict between work and family. Thus, if the policy of strengthening the work-family compatibility is a long-term policy, it appears that it is necessary to supplement and strengthen policies that can reduce conflict factors in the short term. It is hoped that the results of the study will be used as objective and academic data to strengthen the maternity protection and work-family compatibility of female workers with underage children.

• Journal of Korean society of Dental Hygiene
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• v.18 no.3
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• pp.295-310
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• 2018

Objectives: The purpose of this study is to identify the factors affecting job satisfaction, job stress, turnover intention, work-family and family-work relationship of married dental hygienists with young children. Methods: 242 copies of self-reported questionnaires were analyzed. Statistical analysis of collected data was conducted using the statistical program of Stata 13.0 (StataCorp., College Station, TX, USA). Results: Turnover intention was higher when the child age was lower and the child support and parenting stress were higher. But when working hours were adjustable, the turnover intention was low. Job stress was higher as the position, monthly income and night working hours were higher. Job satisfaction was higher as night work was fewer, work time was adjustable and family life satisfaction was higher. When parenting stress was high, job satisfaction was low and job stress and turnover intention were high. Work-family relationships were more affected by lower monthly income and parents-first child caregivers. Workplace factors affecting the family life were monthly income, caregiver and number of night work. The higher the parenting stress, the greater the mutual influence between family and work life. Age, family life, parenting stress and turnover intention were identified to affect family-work relationship. Parenting stress and job stress were identified to be influential on work-family relationship. Conclusions: Married dental hygienists are leaving the clinical setting due to their marriage and childbirth, or showing the effects on family-work and work-family relationships due to parenting. Efforts should be made to efficiently utilize professional manpower and to improve the psychological and physical working environment surrounding the married dental hygienists.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.317-340
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• 2013

The modern society has undergone the fast change of the family structure and labor market. Particularly, the compatibility of work and family life became the era's agenda while the labor force participation rate of the women increased. However, the family-friendly organizational culture was not created and the job engagement of the married female workers was decreased. The married female workers complained of suffering due to the work and family conflict. This research was conducted to study a relationship between family-friendly organizational culture and job engagement of married female social workers, and secondly to investigate if family conflict affect the relationship. From the results of the study, it was known that family-friendly organizational culture has effect on the job engagement, and work and family conflict play an intermediary role between the organizational culture and job engagement. Therefore, it can be explained that family-friendly organizational culture enhances the job engagement of married female social workers, and the culture would be a good measure of the compatibility of work and family life. Based on the study, it is suggested that public relation and education need to be preceded for the spread of family-friendly organizational culture by national initiated programs. Secondly, in terms of welfare organization, related regulations and guidelines need to be prepared, and thirdly, in the view of individual respect, members of family should have their own rights to put forth an opinion grandly with firm faith of the compatibility of work and family life.