• Journal of Family Resource Management and Policy Review
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• v.21 no.2
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• pp.51-72
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• 2017

The purpose of this study was to identify perceived work-family conflict of married working women and men with children under 12 years. Specifically, This study attempts to examine the differences of relative influence between objective time variables and subjective satisfaction variables unlike previous research. For research, this study used the data of 1012 working men and women from the 3rd Nation survey of Korean Family in 2015. The main results of this study were as following. First, Business hours and cognition of enough leisure time had more relative effect of work${\rightarrow}$family conflict than any other variable. On the other hand, leisure time on weekdays had the effect of family${\rightarrow}$work conflict with women and men. Second, gender differences of work${\rightarrow}$family conflict and family${\rightarrow}$work conflict were identified. In work${\rightarrow}$family conflict, men were influenced cognition of enough leisure time, women were influenced couple conversation time and employment status unlike men. In family${\rightarrow}$work conflict, men were not influenced subjective satisfaction variables. But women were influenced satisfaction with division of child care. Third, in family${\rightarrow}$work conflict, the addition of objective time variables in Model of men resulted in an increased $R^2$-value, but in work${\rightarrow}$family conflict and family${\rightarrow}$work conflict, the addition of subjective satisfaction variables in Model of women resulted in an increased $R^2$-value.

• Journal of Family Resource Management and Policy Review
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• v.21 no.2
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• pp.73-93
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• 2017

The purpose of this study was to investigate the influences of work-family conciliation strategies on work-family conflict and enrichment in dual-earner couples who live in Daegu with children. The subjects of this study were 176 dual-earner couples, who have under 16 youngest children and work over 15 hours each week. The research tool was questionnaires. For data analysis, factor analysis, Cronbach ${\alpha}$, paired t-test and multiple regression were performed. The main results of this study were as following. First, there were significant differences in management and planning skill strategy, work-family conflict and enrichment according to gender. Second, positive attitudes strategy toward multiple responsibilities, wives use, had an influence on work${\rightarrow}$family conflict in wives. Also, partner coping, management and planning skill, and positive attitudes strategy, wives use, and management and planning skill strategy, husbands use, had an influence on family${\rightarrow}$work conflict in wives. And management and planning skill and professional adjustment strategy, husbands use, had an influence on family${\rightarrow}$work conflict in husbands. work-family conciliation strategies had no influence on work${\rightarrow}$family conflict. Third, positive attitudes strategy toward multiple responsibilities, wives use, had an influence on work${\rightarrow}$family enrichment in wives. Also, partner coping strategy, wives use, and management and planning skill strategy, husbands use, had an influence on family${\rightarrow}$work enrichment in wives. And positive attitudes strategy toward multiple responsibilities, husbands use, had an influence on work${\rightarrow}$family enrichment in husbands. Also management and planning skill strategy, wives use, and partner coping, professional adjustment and management and planning skill strategy had an influence on family${\rightarrow}$work enrichment in husbands.

• Journal of Family Resource Management and Policy Review
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• v.22 no.3
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• pp.43-59
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• 2018

The purpose of this study were to explorer the factors affecting the psychological well-being of working mothers and to investigate the moderating effect of spousal support and support systems for work family compatibility on relationship between work-family conflict and psychological well-being. The subjects were 300 working mothers who are aged under 50, have more than one child live in Seoul. The collected data were analyzed using SPSS 21.0. The Results are follows. First, the analysis of work-family conflicts, spousal support and support systems for work-family compatibility, and psychological well-being of working mothers indicated that the working mothers perceived family-work conflict to be higher than work-family conflict. The working mothers received stronger support from support systems intended for work-family compatibility than from their spouses. The score of the psychological well-being of the working mothers was 3.27 (standard deviation = .91), which is higher than median. Second, the factors influencing the working mothers' psychological well-being were age, monthly household income, number of children, work${\rightarrow}$family and family${\rightarrow}$work conflict, and spousal support. Greater psychological well-being was linked to a young maternal age, a high monthly household income, a low number of children, low levels of work${\rightarrow}$family and family${\rightarrow}$work conflict, and strong spousal support. Third, spousal support mediated the relationship between family${\rightarrow}$work conflict and psychological well-being.

• Korean Journal of Family Social Work
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• no.54
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• pp.7-39
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• 2016

This study aimed at examining the effects of the environmental aspects of work-family role conflict on child-rearing attitudes of working mothers. To accomplish study purpose, 267 working mothers were asked to fill out the survey questionnaires. The research results were as follows. First with regards to the effects of both direction of work-family role conflict on child-rearing attitudes of working mothers: the work interference with family conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work interference with family conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family interference with work conflict was negatively related to autonomic child-rearing attitudes of working mothers. Second, in terms of the effects of the three types of work-family role conflict on child-rearing attitudes of working mothers: the work family strain-based conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work family strain-based conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family work strain-based conflict was negatively related to affectionate child-rearing attitudes and autonomic child-rearing attitudes of working mothers. Based on these results, suggestions and implications were provided.

• Management & Information Systems Review
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• v.36 no.2
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• pp.37-58
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• 2017

This study analyzed the effect of how much work-family conflict affect on job involvement and life satisfaction and the effect of moderating effect of demographic characteristics in Mongolia SMEs. For these, this study explores theoretical background about work-family conflict(work interference with family conflict, family interference work conflict), job involvement and life satisfaction, then derived research framework and hypotheses from exploration of theoretical background. According to hypothesis testing result, first, work interference with family conflict has negative effect on life satisfaction. Second, family interference work conflict has negative effect on job involvement and life satisfaction. Third, there is not significance of moderating effect of demographic characteristics between work-family conflict and job involvement/life satisfaction. The main implication of this study is to promote leader's change of awareness about work-family conflict management, to institute flexible work arrangements and selective implementation of a maternity leave and a parental leave and to establish an evaluation system.

• Human Ecology Research
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• v.54 no.5
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• pp.499-514
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• 2016

This study was to determine general trends with respect to work-family balance perception and psychological wellbeing, examine correlations between related variables, investigate differences in related variables, and understand the effect of work-family balance perception on psychological well-being in married employees. The subjects were 300 married employees living in G city. The subjects completed a questionnaire and data were analyzed using IBM SPSS 21.0. The major findings were as follows. First, the average scores of men and women's self-esteem were higher than the median. Men had a more traditional gender role attitude and higher work-family balance perception level than women. The scores of men and women's depression were lower and life satisfaction were higher than the median. Second, the scores of men and women's work-family balance perception were different according to working hours. Men's psychological well-being were different according to the scale of work place and women's psychological well-being were different according to household working time. Third, depression in married employees were negatively related to life satisfaction. Their psychological well-being were significantly related to work-family balance perception. Fourth, men's depression were influenced by self-esteem, social care service, family${\rightarrow}$work conflict, and work${\rightarrow}$family conflict. Depression in women were influenced by health state, self-esteem, gender role attitude, family${\rightarrow}$work conflict, and work${\rightarrow}$family conflict. Men's life satisfaction were influenced by health state, economic state, and self-esteem. Women's life satisfaction were influenced by health state, economic state, weekly working hours, self-esteem, and work${\rightarrow}$family conflict.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.99-117
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• 2016

This study investigates the work-family interactions of married men, the variables affecting these interactions, and the differences between the variables affecting work-family conflict and those affecting work-family enhancement. The subjects of this study were 1,249 married men. The major findings are as follows. First, married men perceived moderate levels of work-family conflict and work-family enhancement both from work to family and from family to work. Second, the level of work-family conflict was higher than that of family-work conflict, and the level of family-work enhancement was higher than that of work-family enhancement. Third, work-family conflict was influenced by external occupational rewards, the relative importance of work and family life, a family-friendly work environment, perceived working hours, and spousal support. The variables that have an effect on work-family enhancement are perceived working hours, a family-friendly work environment, the relative importance of work and family life, and spousal support. Fourth, family-work conflict is influenced by age, spousal support, perceived family-work enhancement are spousal support, seeking internal and external occupational rewards, the relative importance of work and family life, and a family-friendly work environment. Finally, the variables that affect work-family conflict and those affecting work-family enhancement are similar, but the variables affecting family-work conflict and those affecting family-work enhancement are very different.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.11
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• pp.8096-8105
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• 2015

The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout ${\rightarrow}$ job satisfaction, and work overload ${\rightarrow}$ job satisfaction. Hence from a perspective of the course of job burnout ${\rightarrow}$ job satisfaction and work overload ${\rightarrow}$ job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.