• Korean Journal of Child Studies
• /
• v.37 no.6
• /
• pp.83-94
• /
• 2016

Objective: The purpose of this study was to investigate differences in self-leadership and job involvement based on the education levels, majors, and teaching experiences of multicultural family home-visit instructors and the influence of self-leadership on job involvement. Methods: 668 home-visit instructors participated in the online survey from 140 multicultural family support centers in Seoul, 6 metropolitan cities, 9 provinces, and other cities and counties. Data were analyzed through frequency, percentages, Pearson's correlations, one-way ANOVA, $Scheff{\acute{e}}$ post-hoc test, and stepwise multi-regression using SPSS 21.0. Results: The main findings are as follows. First, instructors who were high school graduates had significantly higher scores in self-leadership than the other groups. There was only a significant difference in self-reward of self-leadership based on their majors. There were no significant differences in job involvement based on the education level and major. The greater their home-visit teaching experiences, the higher their scores in self-leadership and job involvement. Second, the stepwise multiple regression model showed that self-expectation, self-goal setting, constructive thinking, and rehearsal of self-leadership explained 49% of the total variance in job involvement. Conclusion: Even though the high school graduates had significantly higher scores in self-expectation, rehearsal, and constructive thinking of self-leadership than the other groups, over-generalization should be avoided because the sample size was relatively small. Based on the finding that greater home-visit teaching experiences was associated with higher self-leadership and job involvement, it would be necessary to improve working condition to prevent instructors from changing jobs. These findings stress the importance of providing opportunities for home-visit instructors to develop leadership, thus improving job involvement.

• Journal of the Korean housing association
• /
• v.6 no.1
• /
• pp.19-29
• /
• 1995

This study is to analyze the effect of neighborhood commercial facilities on the homeproduction activities and the family expenditure(or household work time). For this purpose. data are collected by using questionnaires distributed to 522 housewives in Seoul. The results shows that in the highly goods-intensive environment. the way of homeproduction is goods-intensive. Market dependence of the family is affected by homeproduction predisposition. income. and husband's job. Household work dependence of the .family is affected by neighborhood facility environment. family type. income. and house value. Low home production supportability is apparent in the high family income. full-time housewives and low job status of housewife. On the other hand. high homeproduction supportability is apparent in the moderate income and high job status of housewife. As a result. housewives have much time and money resourses are not well supported by the neighborhood facility environment.

• Journal of Korean Academy of Nursing Administration
• /
• v.21 no.3
• /
• pp.297-307
• /
• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• Journal of Families and Better Life
• /
• v.15 no.2
• /
• pp.99-110
• /
• 1997

The purpose of this study is to explore systemetically what makes working women continue or interrupt their job after childbirth, An empirical survey was conducted by using questionnaire and data from 194 women who had clerical job before first childbirth. The major findings are as follows : (1) The significant differences between the two groups are caused by family orientation, motherhood, average monthly wage of her own, emotional support, child carer in the family, maternal policy. (2) The probability of continuing job is higher when the public supports are offered to working married women than in case of being supported privately.

• Journal of Korean Academy of Nursing
• /
• v.2 no.1
• /
• pp.159-174
• /
• 1971

The Family Planning Program has teen intensively implemented in Korea by the national policy since 1962. However, the desired effective results were not fully obtained by many reasons such as the shortage of qualified workers, lack of eligible women's cooperation and understanding of the importance of family planning etc., The field family planning workers is classified into two categories along the governmental personnel order; the senior field worker and the assistant field worker. The former is qualified licensed nurse and the latter same as the former of a certified nurses-aid. These family planning worker's roles are somewhat in change not only in field education, distribution of contraceptions, administrating mother's class of assistant field workers but also responsible for the senior field workers such as recording, reporting and keeping statistics. Therefor, the desired success of family planning programming in Korea depends on family planning worker's professional abilities and activities in the field. In aiming to study on professional knowledge of the above two kinds of family planning workers, the following results were obtained through a field survey with question airs done as of October, 1970 in Kyonggi-Do. 1. Working term of the family planning workers in average were less than two years. The younger the assistant Field workers were, the earlier they left job. 2. The assistant field workers selected their job in order to the superficial rather than implementing job itself. 3. Most of the workers either in the health center or in the Up-Myun had a better understanding concerning with their job ; contraceptive methods, maintenance of equipment and drug keeping, and other administrative procedures, etc., 4. They had relatively better understanding and sufficient knowledge about contraception itself and application of it's methods and side effects in detail too, but less knowledges for the care after. 5. It was hard to Find out any differences in administrative knowledge and demographic understanding. 5. It is fully agreed upon that the longer the worker have experienced with the program, the more skilful she applied. 7. The worker who had training whether pre-service or insertive are working more effectively than the untrained. 8. The fundamental demographic knowledge is recommended to obtain for the workers in Kyonggi-Do.

• Korean Journal of Family Social Work
• /
• no.58
• /
• pp.123-150
• /
• 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.

• Journal of Family Resource Management and Policy Review
• /
• v.24 no.1
• /
• pp.21-39
• /
• 2020

The purposes of this study were to identify the factors that affect the life satisfaction of unmarried one-person households and to examine how these factors influence this population. This study targeted 308 unmarried one-person households. The results found the following: one-person households without marriage experience had higher levels of job stress than one-person households with marriage experience, and the level of differentiation of family projections was lower; the overall level of life satisfaction was higher in one-person households without marriage experience than in one-person households with marriage experience; in one-person households without marriage experience, higher life satisfaction correlated with higher levels of self-integration, family projection processes, and family retirement differentiation, and lower job stress, which was correlated with higher self-control ability, higher evaluation and higher material support; and life satisfaction was found to be higher in unmarried one-person households that received more information and had a lower age, lower job stress, and higher monthly income. This study contributes to the literature in that it explores how marital experience interacts with demographic variables, occupational factors, psychological factors, and social support factors and consequently affects the life satisfaction of unmarried one-person households.

• Journal of Family Resource Management and Policy Review
• /
• v.16 no.2
• /
• pp.1-18
• /
• 2012

This study analyzes the balance between work and family in married, working men and investigates their need to create this balance. Data from 253 married men was collected and analyzed. The index for the questionnaire was developed using the scale from the Second National Survey of Korean Families and related research. The results show that married, working men are slightly better at balancing their work and family lives than average. Furthermore, the effects of job-related variables were higher than the effects of other social-demographic variables. Job flexibility was the major variable that determined the balance between work and family. The highest need to balance between work and family was monetary support for caring and educating children. This paper concludes that in order to improve the work-family balance, the current working culture has to be changed, and various policies and strategies that encourage a family-friendly working culture must be implemented.

• Journal of Venture Innovation
• /
• v.6 no.1
• /
• pp.181-198
• /
• 2023

This study aims to analyze the influence of organizational support perception of workers in medical institutions on intrinsic job motivation, and to check whether there is significance in the mediating effect of work-family conflict and work-family balance factors in this process. The results of empirical analysis through the questionnaire are as follows. First, it was confirmed that organizational support recognition had a significant positive effect on work-family balance as well as intrinsic job motivation, and work-family balance had a significant positive effect on intrinsic job motivation. Second, it was confirmed that organizational support recognition had a significant negative effect on work-family conflict, but work-family conflict had no significant influence on intrinsic job motivation. Third, in order to reduce job stress for medical institution workers, it is necessary to reduce job intensity, assign appropriate workload for ability. And in order to improve manpower operation and job efficiency, Job training and staffing in the right place are needed. Fourth, in order to improve positive organizational support perception and intrinsic job motivation, It is necessary to induce long-term service by providing support and institutional devices to increase attachment to the current job and recognize organizational problems as their own problems with various incentive systems. The limitations of this study and future research directions are as follows. First, it is believed that an expanded analysis of medical institution workers nationwide by region, gender, medical institution, academic, and income will not only provide more valuable results, but also evaluate the quality of medical services. Second, it is necessary to reflect the impact of the work-life balance support system on each employee depending on the environmental uncertainty or degree of competition in the hospital to which medical institution workers belong. Third, organizational support perception will be recognized differently depending on organizational culture and organizational type, and organizational size and work characteristics, working years, and work types, so it is necessary to reflect this. Fourth, it is necessary to analyze various new personnel management techniques such as hospital's organizational structure, job design, organizational support method, motivational approach, and personnel evaluation method in line with the recent change in the government's medical institution policy and the global business environment. It is also considered important to analyze by reflecting recent and near future medical trends.

• Journal of the Korean Home Economics Association
• /
• v.31 no.3
• /
• pp.113-125
• /
• 1993

The purpose of this paper was to investigate the relations among wife's job and family life structure of couples, and to compare them between Japan and Korea. The data for this study was obtained from a survey of 247 Japanese couples who were risiding in Osaka and 235 Korean couples in Deagu, 1992. The major findings of this study can be summarized as follow: 1. The contents of Household works is classified into three factors-daily routine houseworks, child-rearing, economic-management of household, in Korea, and into two factors-daily routine houseworks, child and economic management, in Japan. The contents of descision making is classified into four factors-husband's personal sphere, family life management, wife's personal sphere, and home economic sphere, in Korea, and three factors-husband's personal sphere, economic life management of family, and wife's personal sphere, in Japan. 2. In Korea and Japan, wife's job have not effect on couple's marital satisfaction, directly. However, wife's job contribute to husband's share of daily routine houseworks.