• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.561-572
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• 2018

Female tollgate workers are known to be the most highly exposed to job stress in the service industry. However, there have been few studies on female tollgate workers. This study was thus performed to verify the mediator effect of work-family conflicts in the relationship between job stress and turnover intention of female tollgate workers. A survey was carried out in May, 2016, and the final data were obtained from 183 female tollgate workers by quota sampling. The major result was that their job stress significantly influenced on turnover intention, and work-family conflicts between the two variables were partially mediated. On the basis of the outcomes, first, further studies are needed to develop customized supporting programs for the female tollgate workers; second, internal efforts, such as psychological and social support programs such as Employee Assistance Programs (EAPs), should be launched for the workers at the enterprise level; third, national attention must be paid to improve the work environments of female tollgate workers.

• Safety and Health at Work
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• v.11 no.3
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.

• Journal of Family Resource Management and Policy Review
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• v.5 no.2
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• pp.1-12
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• 2001

One of the fastest-growing job categories for women in both the developed and the developing nations of the world is that of self-employment. In 1990 women accounted for 29% of all self employed workers. In Korea, self-employed women including unpaid family workers accounted for 40.4% of all female workers. They are in economically low status and have heavy workload. So, this study examines the real state and problems of self-employed woman. For this purpose, the transition of the number of self-employed women is nationally compared. And the statistical data and time use data on them and role conflict due to paid work and household work are presented. In the future society, self-employment will be a good alternative to self-realization and career for women. So, for self-employed women, following education is needed according to stages of business and characteristics of managers; entrepreneurship, management, and balance of work and family.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.2
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• pp.207-216
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• 2013

연구목적: 본 연구는 병원간호사에게 보다 편안하고 건강한 업무환경을 제공하는 것의 중요성을 병원관리행정가, 교육가, 간호관리자에게 알려주는데 필요한 기초 자료를 제공하고자 수행하였다. 연구방법: 연구진행에 동의한 5개의 종합병원을 선정하여 구조화된 설문지를 이용하여 2010년 7월에 자료를 수집하였다. 연구결과: 직무만족도에 가장 큰 영향을 미치는 요인으로는 간호실무환경으로 긍정적인 영향을 미치는 것으로 나타났으며, 그 다음은 업무-가족 갈등으로 부정적 영향을 미치는 것으로 나타났다. 설명변수는 직무만족도를 39% 설명하는 것으로 나타났다. 결론: 본 연구의 결과 간호실무환경과 업무-가족 갈등이 간호조직에서의 성과인 직무만족도에 중요한 요인으로 나타났다. 따라서 업무환경을 더 매력적으로 만들고, 업무-가족 갈등을 감소시키는 전략은 경력간호사의 보유와 질적 간호를 향상시키는데 도움이 될 것이다.

• Journal of Digital Convergence
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• v.17 no.2
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• pp.275-282
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• 2019

The current study is to examine the effects of anger and work-family balance on organizational commitment. Two-hundred workers attending the Institute of Lifelong Education at a University in Seoul completed the instruments assessing anger, work-family balance, and organizational commitment. The results from structural equation modeling analysis showed that anger was negatively related to work-family balance and organizational commitment, and work-family balance was positively related to organizational commitment. Moreover, the relationship between anger and organizational commitment was partially mediated by work-family balance. These findings suggest that a way to focus on both anger and work-family balance than only anger is more productive in order to boost organizational commitment.

• Journal of the Korean Home Economics Association
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• v.35 no.3
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• pp.139-150
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• 1997

The purpose of this study was (1) to explore the difference in parental satisfaction regarding personal/family, work, and psychological variables of employment characteristics, and (2) to investigate the most effecting variables on the parental satisfaction. For this study, the working mother with children aged under 10 year were surveyed. The results of this study were as follow; (1) There were significant differences in the parental satisfaction according to work time, job preference, income, the difficulty of work life. However, working mother's personal and family variable were not found as the related variable. Psychological variables were correlated with parental satisfaction. (2) Maternal role efficiency, dual role conflict, flexibility of work, marriage year, income, psychological stress, expanded family, durations of occupation, spouse support significantly predicted parental satisfaction. Psychological variables were important in parental satisfaction of working mothers.

• Journal of Families and Better Life
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• v.23 no.1 s.73
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• pp.85-98
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• 2005

The purpose of this study is to make it clear that the influence the adults' work-family conflicts affect the family life satisfaction and the work life satisfaction of theirs, according to the personal backgrounds (sex, age, monthly income and whether the person works S days a week or not). The target group of this study is the selected 754 adults who are married with children that are in the employ of the various companies in Seoul and Incheon. The picked data are analyzed to factor analysis, frequencies, means, One-way ANOVA and multiple regression analysis etc..using Spss 11.5 version statistical program. Following is the result of the study: First, the level of work-family conflicts have been shown to be different as the result of verification by sex, age, monthly income and the type of duty(whether working 5days a week or not) out of the personal variables. The study shows that the level of work-family conflicts is different by the subordinate variables of work-family conflicts as the results of male and female comparison. And the older the age, the higher the level of family conflicts.'rho study shows that The level of the places of work conflicts is the highest in the 30s. The smaller monthly income, the higher the level of work-family conflicts. The study shows that the level of family conflicts is high in working 6days a week and the level of work conflicts is high in working 5days a week. Second, such factors for conflicts at home as family support, family expectations and financial difficulties affect the level of satisfaction at work, while such personal backgrounds as monthly pay, kinds of work and age level also play a role. At the same time, satisfaction in family life is influenced by such factors for conflicts at the places of work as support, involvement, expectations and work-overload at the places of work, with such personal backgrounds as monthly pay, age and sex compounding the impact. On the point how much conflicts at work and home affect the satisfaction at home, work and leisure, the study shows that family life does not have noticeable influence in the level of satisfaction at the places of work, whereas situations at the place of work have significant impact on the level of satisfaction in family lives. In other words, the lesser conflicts the work situations cause to family lives, the greater the level of satisfaction at work, home and at leisure.

• Safety and Health at Work
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• v.12 no.2
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• pp.167-173
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• 2021

Background: Correctional officers (COs) experience elevated rates of mental and physical ill-health as compared with other general industry and public safety occupations. The purpose of this study was to investigate demographic, mental health, job tenure, and work-family characteristics and their prospective association to burnout within and between jail officers during one year of new employment. Methods: In 2016, newly hired jail officers (N = 144) completed self-reported surveys across four time points in a one-year prospective study at a Midwestern United States urban jail. Linear mixed-effects and growth modeling examined how work-family conflict (W-FC) and depressive symptoms relate to perceptions of burnout over time. Results: Jail officer burnout increased and was related to rises in W-FC and depression symptoms. Within-person variance for W-FC (B_pooled = .52, p < .001) and depression symptoms (B_pooled = .06, p < .01) were significant predictors of burnout. Less time on the job remained a significant predictor of burnout across all analyses (B_pooled = .03, p < .001). Conclusions: Results from this study indicate that burnout increased during the first year of new employment; and increased W-FC, higher depression, and brief tenure were associated with burnout among jail COs. Future study of correctional workplace health is needed to identify tailored, multilevel interventions that address burnout and W-FC prevention and early intervention among COs.

• Safety and Health at Work
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• v.12 no.3
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• pp.296-303
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• 2021

Background: Rapid population aging in developed countries has resulted in the working-age population increasingly being tasked with the provision of informal care. Methods: An educational intervention was delivered to 21 carer-employees employed at a Canadian University. Work role function, job security, schedule control, work-family conflict, familywork conflict, and supervisor and coworker support were measured as part of an aggregated workplace experience score. This score was used to measure changes pre/post intervention and at a follow-up period approximately 12 months post intervention. Three random intercept models were created via linear mixed modeling to illustrate changes in participants' workplace experience across time. Results: All three models reported statistically significant random and fixed effects intercepts, with a positive coefficient of change. Conclusion: This suggests that the intervention demonstrated an improvement of the workplace experience score for participants over time, with the association particularly strong immediately after intervention.

• Korean Journal of Culture and Social Issue
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• v.19 no.2
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• pp.109-131
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• 2013

It is expected that expanded use of smartphone and enhanced information technology will enable smartwork to change individuals and organizations. Smartwork is expected to allow people to perform their roles without barriers of time and space. However, people tend not to accept and actively utilize smartwork. The present study is to examine how important flexibility-willingness is for performance outcome in the context of smartwork. It was hypothesized that flexibility-willingness mediates between perceived smartwork usefulness and work-family conflict. It was also hypothesized based on technology acceptance model that task interdependence and process control moderates the relationship between flexibility-willingness and work-family conflict because the relationship is not consistent. The results show that the mediation effect of the flexibility-willingness is statistically significant. The moderator effects of task interdependence was marginal proved but process control wasn't. From these results, we discussed the theoretical implications of findings, limitations, suggestions for future research in discussion.