• 보건교육건강증진학회지
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• 제32권3호
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• pp.57-71
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• 2015

Objectives: The purpose of this study was to investigate the effect of problem drinking on life satisfaction and to analyze the mediating effect of family conflict and depression between two variables. Methods: The data of this study were selected in the 9th Korea Welfare Panel Survey(KYPS, 2014). The SPSS Ver. 18.0 statistical package was used for descriptive statistics analysis, correlation analysis, and hierarchical regression analysis. Results: The major findings were as follows; First, problem drinking was found to have a negative impact on family conflict, depression, and life satisfaction. Second, family conflict and depression were identified to cause decreasing life satisfaction. Third, family conflict and depression was found to have a mediating effect between problem drinking and life satisfaction. Conclusions: In order to enhance life satisfaction through overcoming problem drinking, drinking prevention programs and recreational programs based on economic and social context are required.

• 기본간호학회지
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• 제16권4호
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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.

• 한국직업건강간호학회지
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• 제13권2호
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• pp.118-129
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• 2004

Purpose: The purpose of this study is to investigate effects of shift work on married nurses' role conflict and job satisfaction. Method: Study subjects consisted of married nurses employed at four general hospitals with over 500 beds located in Seoul and Kyunggi area. The data were collected from March 15th to April 7th, 2004 using the survey and the subjects were asked to reply through self-administrative method. Results: Mean value of role conflict of nurses who worked shift work was measured 3.12 out of 5, and that of nurses who did not was measured 2.98. Mean value of job satisfaction of nurses who worked shift work was measured 2.79 out of 5, and that of nurses who did not was measured 2.86. There was a significant reverse correlation between mean level of role conflict and of job satisfaction. Both groups, nurses who worked shift work and nurses who did not, showed significant reverse-correlation in two areas. In the case of nurses who worked shift work, role conflict not showed a significant correlation. Job satisfaction showed a significant correlation with the plan to work as a nurse and remuneration in the case of nurses who worked shift work. Duty of supporting family was the factor affecting role conflict and measured 4.2% in the case of nurses who worked shift work, and the plan to work as a nurse and the academic background in the case of nurses who did not work shift work. Conclusion: To reduce role conflict and to improve the degree of job satisfaction, there should be taken a measure to improve a financial compensating system for working shift work for nurses who worked shift work, and to help nurses not working shift work to design plans for their job as nurses with stability.

• 대한가정학회지
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• 제49권9호
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• pp.35-45
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• 2011

This study was conducted to investigate the influence of university students' psychological separation from their parents on conflict solving strategies for dating relationships and on relationship satisfaction. The participants were 231 university students. The results were as follows. Firstly, male students were more psychologically separated from their mothers than female students. When living with parents, students were more psychologically separated from their fathers than their mothers. Secondly, the more independent students were from psychological conflict with their mothers, the less negative strategies they used in conflicts during dating. The closer female students were with their mothers, the more positive conflict solving strategies they used. Thirdly, the students who were freer from conflict with their mothers experienced higher satisfaction with emotional communication when dating. In conclusion, psychological separation from parents was confirmed to be a variable influencing both the effective use of the conflict solving strategies and dating relationship satisfaction.

• 디지털융복합연구
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• 제7권1호
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• pp.111-123
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• 2009

IT projects need engineers with various backgrounds to cooperate to build an IT system that satisfy the requirements of users given a limited expense and time. Such diversity of team members and the complexity of task naturally involve considerable amount of conflict among team members. High level of conflict among team members is known to be detrimental to the performance of the team. The purpose of this study is to examine the reasons for conflicts among team members in IT projects and to check how the level of conflict affects the performance of a project and the satisfaction of the members of the project team. To test the relationship, a survey on 166 participants in IT projects was conducted. The reasons for conflicts in IT projects were categorized into five types. The level of ambiguity was found to have a significant correlation with the level of conflict. And the level of conflict, in turn, is found to have a significant effect on the degree of satisfaction among team members and the project results. Based on the research results, it is suggested that a clear definition of tasks and their boundaries is required to reduce ambiguity and thus, the level of conflict and improve the level of satisfaction of IT project team members.

• Human Ecology Research
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• 제59권1호
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• pp.1-11
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• 2021

This study investigated the impact of solution-focused thinking on marital satisfaction via mediating roles of father involvement in childcare and marital conflict. A questionnaire survey was conducted among mothers with infants, living in Busan, Daegu and Yangsan, South Korea. Data from 264 mothers were analyzed using several multiple regression analyses and bootstrapping method with SPSS 25.0 and PROCESS macro (model 6) to test the serial double mediation model. The results of this study are as follows. First, mothers' solution-focused thinking had a significant direct and indirect positive influence on marital satisfaction through both father involvement in childcare and marital conflict. Second, the sequential mediating effects of father involvement in childcare and marital conflict were statistically significant in the relationship between solution-focused thinking and marital satisfaction. The model accounted for 60% of the variance in mothers' marital satisfaction. The results highlight the importance of solution-focused thinking that can enhance the marital satisfaction of mothers with infants and act as a resource for increasing father involvement in childcare and decreasing marital conflict. Based on the results, it is necessary to include solution-focused thinking, father involvement in childcare, and marital conflict as key elements in the intervention to improve marital satisfaction of mothers with infants.

• 한국보육지원학회지
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• 제10권6호
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• pp.81-100
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• 2014

본 연구에서는 어머니의 직무만족도, 심리적 특성, 양육스트레스, 부부갈등 간의 관계를 살펴보고, 구조방정식 분석을 활용하여 어머니의 직무만족도가 양육스트레스와 부부갈등에 영향을 미치는 과정에서 심리적 특성(자기효능감, 자아존중감, 우울)이 매개 역할을 하는지 검증하였다. 이를 위해 한국아동패널 3차년도 자료 중, 취업 중인 어머니 444명을 분석대상으로 하였다. 분석 결과, 첫째, 어머니의 직무만족도는 심리적 특성인 자기효능감, 자아존중감과는 정적 상관관계, 우울과 부적 상관관계, 결혼생활 관련 변인인 양육스트레스, 부부갈등과 부적 상관관계가 나타났다. 둘째, 어머니의 직무만족도는 양육스트레스에는 직접적인 영향을 미치지 않지만, 어머니의 직무만족도는 부부갈등에 직접적인 영향을 미치는 것으로 나타났다. 셋째, 직무만족도가 양육스트레스와 부부갈등에 미치는 영향을 대체로 심리적 특성이 매개하는 것으로 나타났다. 이러한 결과를 바탕으로 양육스트레스와 부부 갈등 분야에서의 본 연구의 의의와 가족 상담 과정에서의 시사점에 대해 논의하였다.

• 동서간호학연구지
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• 제11권1호
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• pp.65-74
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• 2005

This research has been conducted in order to compare and analyze the role-conflict, job stress and job satisfaction of nurses according to their current work posts. The subjects of this research were carefully selected 426 nurses from 2 university hospitals. The research tool were a role-conflict measurement index, job stress a tool, and job satisfaction Minnesota Satisfaction Questionnaire. The data have been collected using a structured questionnaire from March to May 2003. The collected data have been analyzed using the SPSS PC 10.0V program. The nurses at Intensive Care Unit (ICU) showed highest level of job stress while the nurses at surgical ward showed the lowest level of job stress (F=8.37, p=.000). There was no significant difference in role-conflict and job satisfaction according to the current work posts. According to the results of this research, there was a difference in stress according to the current work posts, and it turned out that the nurses at ICU had the highest level of stress compared to the nurses at other departments, and it causes a fall in job satisfaction.

• 간호행정학회지
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• 제20권5호
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• pp.525-534
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• 2014

Purpose: The purpose of this study was to identify moderating and mediating effects of social support in the relationship between work-family conflict, job satisfaction and turnover intention among married women nurses. Methods: The sample for this study consisted of 225 married female nurses from two hospitals located in Seoul. Data were collected through structured questionnaires and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and hierarchical multiple regression with the SPSS 21.0 program. Results: (a) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and job satisfaction. (b) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and turnover intention. Conclusion: The results of the study indicate that social support is an important factor in work-family conflict, job satisfaction and turnover intention among married female nurses. Supervisor support is important to married nurses as social support as it is controlled by the organization. Therefore, supportive relationships based on mutual respect between supervisors and nurses are necessary for a creative organizational atmosphere and system.

• 한국병원경영학회지
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• 제8권3호
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.