• The Journal of the Korea Contents Association
• /
• v.22 no.7
• /
• pp.253-263
• /
• 2022

This study examined the relationships between socio-demographic background variables, parent-child differentiation, marital stability, and psychological well-being in 382 eco-boomer married women (born in 1979-1992) whose mothers were born in 1955-1963. As a result, the higher the average monthly contact frequency with the mother, the greater the intimacy (connectivity) with the mother. The higher the number of years of marriage, the lower the marriage stability, the higher the education level, and the higher the average household income were related to the higher the self-acceptance. In addition, compared to women in single-income families, married women who receive help raising their children from their mothers did not form reliable relationships with others or show satisfaction compared to women who do not receive the assistance. Those who were well connected with their mother (or had high intimacy) had higher marriage stability, and those with higher marriage stability had higher psychological well-being. They also had better relationships with other people when married women had a higher level of parent-child differentiation.

• Journal of Families and Better Life
• /
• v.30 no.5
• /
• pp.75-88
• /
• 2012

The purpose of this study was to investigate the influences of variables related to family and employment on work family spillover in working wives with children. Korean Longitudinal Survey of Women & Families(KLoWF; 2008) of Korea Women's Development Institute was used in this study. The subjects of this study were 733 working wives with children. For data analysis Cronbach ${\alpha}$, and multiple regression were performed. The results show that, first, among variables related to family, family role awareness and marital satisfaction influence on work-family negative spillover, and values on familism and husband's weekends housework hour influence on family-work negative spillover in working wives with children. Second, among variables related to employment, career satisfaction, wife's weekly working hour, husband's perception on employment of wife and sexual discrimination influence on work-family negative spillover, and career satisfaction, husband's perception on employment of wife, employment stability, husband's monthly income and husband's weekly working hour influence on family-work negative spillover in working wives with children. Third, among variables related to family and employment, wife's weekly working hour, family role awareness, marital satisfaction husband's perception on employment of wive, husband's weekly working hour, and career satisfaction influence on work-family negative spillover, and values on familism and wife's weekly working hour influence on family-work negative spillover in working wives with children.

• Journal of Korean Academy of Nursing Administration
• /
• v.4 no.2
• /
• pp.457-474
• /
• 1998

This study was aimed to be able to dedicate to the quality promotion of nursing of the nurses and the development of hospital organization by investigating interrelations between job satisfaction degree and organizational commitment of the clinical nurses. The objects of this study have been 507 nurses working in university hospital in Seoul and the materials have been collected through structured questionnaires for 14 days from Feb. 23. 1998 through March 8. The materials have been analyzed and computerized statistically with SPSS. General characteristics have been analyzed by practical number and percentage. and job satisfaction degree and organizational commitment have been analyzed by average evaluation marks and standard deviation and the relation between general characteristics and job satisfaction degree and the relation between general characteristics and organizational commitment have been analyzed by t-test or F-test(ANOVA) according to the characteristics of variable. Correlations between job satisfaction degree and organizational commitment have been analyzed by Pearson's Correlation Coefficient. The followings are the summaries of the results of the study: 1. The degree of job satisfaction of the object was 3.26 in average on the basic of 5 marks and worth area showed highest by 3.78 while wage and welfare 2.70 the lowest when analyzed 11 areas. 2. Organizational commitment of the object showed 3.24 in average on the basic of 5 marks. 3. According to the age. marital status. educational background. employment experience. experience in current department. position. types of work. department of work. wage, satisfaction about the current department, whether they wish to be transferred to the other department and whether they are transferred or not. there were significant differences in the characters of job satisfaction degree when general characteristics and job satisfaction degree have been examined. 4. According to the age. marital status. religion. educational background. employment history. position and experience in current department. types of work. department of work. wage. satisfaction about the department they are assigned. whether they wish to be transferred. Whether they are transferred or not and number of being transferred to the other department. there have been significant differences in the characters of organizational commitment when general characteristics and organizational commitment have been examined relatively. 5. Correlations between the degree of job satisfaction and organizational commitment has shown the degree of organizational commitment higher respectively when the degree of job satisfaction was higher. the degree of sanitation factor was higher and the degree of motive factor was higher (r=.73799. r=.6826. r=.6570). 6. The result of the analysis of correlations between organizational commitment and the turnover intension and job related action has shown comparatively high reverse correlations (r=.6375) between organizational commitment and turnover intension and low reverse correlations(r=.3253) between organizational commitment and job related action. Based on the above results. the study of the ways of increasing the degree of satisfaction about wage. welfare. position and stability and the supervision of the senior which showed the low degree of job satisfaction should be conducted and through the management of the degree of job satisfaction which affects to the organizational commitment, I would like to propose that the ways of increasing the sense of commitment to the hospital organization of the nurses should be studied.

• Korean Journal of Psychosomatic Medicine
• /
• v.11 no.2
• /
• pp.182-195
• /
• 2003

Background: Marriage is one of the major life events and the primary source of individual happiness and meaning of life. It is not possible to predict who will marry whom and which marriage will be successful. Marital adjustment has significant influences on an individual and relationship functioning and is associated with mental health. Good marital quality may imply good general relationship. There are several factors that correlate with or predict good marital quality. Especially individual personality factors may be a major factor in achieving and maintaining marital stability, satisfaction and happiness. The aim of the present study was to investigate the possible relationship between dyadic adjustment and personality dimensions in urban married women. Methods: Dyadic Adjustment Scale, Eysenck's Personality Questionnaire, Beck Depression Inventory and State-Trait Anxiety Inventory were administered to 215 married women. Data analysis was based on 170 women who provided reliable informations. The descriptive statistics of demographic data and 4 scales were obtained. Then the possible relationships between each data were tested by calculating Pearson's product moment correlations. To test the effects of depression and anxiety on dyadic adjustment, stepwise multiple regression analysis was done. Results: Age and length of marriage were negatively correlated with affectional expression and dyadic cohesion. Educational level was positively correlated with total dyadic adjustment score and dyadic satisfaction. Family income was positively correlated with total dyadic adjustment score, dyadic consensus, dyadic satisfaction and dyadic cohesion. Different family type showed different total dyadic adjustment score, dyadic satisfaction and dyadic cohesion. Psychoticism was negatively correlated with total dyadic adjustment score, dyadic consensus, dyadic satisfaction, affectional expression and dyadic cohesion. Neuroticism was negatively correlated with total dyadic adjustment score, dyadic consensus, dyadic satisfaction and affectional expression. Extraversion and lie were not correlated with any factors. Beck Depression Inventory and State-Trait Anxiety Inventory scores were negatively correlated with total dyadic adjustment score, dyadic consensus, dyadic satisfaction, affectional expression and dyadic cohesion. The result of multiple regression analysis indicated that psychoticism was correlated with dyadic adjustment. Conclusion: These results showed that the demographic factors such as age, length of marriage, educational level, family income and family type were significantly correlated with dyadic adjustment. Psychoticism and neuroticism measured by Eysenck Personality Inventory were significantly correlated with dyadic adjustment. But the correlations with extraversion and lie were not significant. Especially correlation between neuroticism and dyadic adjustment seemed to be mediated by emotional state such as depression and anxiety. These findings suggest that personality factors may be involved in marital relationship and that clinician must consider personality aspect in dealing with marital problems. Future study about differences between control group and psychiatric patient group will be needed.

• Industry Promotion Research
• /
• v.1 no.1
• /
• pp.35-40
• /
• 2016

This study verified the effect of youth university graduates' workplace satisfaction on preparation for turnover by analyzing panal data. The study results showed that satisfaction of general workplace, possibility of personal development, autonomy/authority, monthly wage(p<.001), working environment, office hours, usefulness of major(p<.01), personnel system, employment stability, welfare benefits(p<.05) affected preparation for turnover. Also, sex, marital status, type and location of university, major, status of workers affected preparation for turnover. This study provided implication for reducing turnover and enhancing workplace settlement by confirming the effect of youth university graduates' workplace satisfaction on preparation for turnover.

• Journal of Families and Better Life
• /
• v.15 no.2
• /
• pp.127-140
• /
• 1997

Researches found that the attitude of adult married children played an important role for the satisfaction and stability of the elderly remarriage. Therefore this study focused on the children's perception of the elderly remarriage. The results were as follows: Sex was found to be influential to elderly remarriage. Males were more positive than females. The degree of sex-stereotyping and supporting experience of the elderly parents were found to influence on children's perception. adult children positively perceived elderly remarriage as giving emotional satisfaction mutual-dependence and liveliness or freedom of later life. Meanwile they negatively considered elderly remarriage mainly because of traditional public attitudes toward remarriage difficulties of adaptation with step-familes and financial or legal conflicts. Adult children regarded health character financial independence and children's agreement level as the most considerate factors whereas the elderly the adaptati n among step-family members marital adaptaion and public attitudes toward their remarriage.

• Korean Journal of Occupational Health Nursing
• /
• v.10 no.2
• /
• pp.131-141
• /
• 2001

Purpose: This study were carried out to investigate the difference employment characteristics and job satisfactions by gender and to explore the influences of demographic status and employment characteristics on job satisfaction. Method: Social statistics survey data collected by Ministry of Statistics in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaire which were consisted in 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship, working hours. Result: The results show that more than 50% of women were working as a part-time employees. Their education level were lower than men. Women workers were unmarried at higher percents than men. Men were showed more satisfaction significantly in their job than women. Men also had higher job satisfaction with work task, promotion, placement, and human relation. Women had shown higher job satisfaction with wage, working environment, and employer-employee relationship. Employment status had the most important factor on the job satisfaction. And, living status satisfaction, education, age, occupation, marital status, employment status and sex were significant for the job satisfaction. 33.34% of the variance in the job satisfaction were accounted for by these variables. Conclusion: The results of this study showed that there were difference of job satisfaction between gender and employment status was the most predictive factors on the job satisfaction. Women had more unstable employment status such as part-time, employment on probation, or family employer without wage than men. Stability of employment could be considered as a strategy for enhancing job satisfaction for women.

• Journal of Nutrition and Health
• /
• v.29 no.6
• /
• pp.651-660
• /
• 1996

The purpose of this study was to examine and analyze the degrees and the influence factors of job satisfaction of dietitians working in hospitals in relation to performance of duty in their works and to provide effective management of hospital dietitians for high quality health and food service in hospital. The questionaire was prepared with reference to the previous studies on job satisfaction of dietitians working in hospitals throughout the nation. 201 dietitians in the country were surveyed. The period of research was from January 20 to February 28, 1995. The results are as follows. 1) In regard to the degree of job satisfaction of hospital dietitians, they showed the highest degree of job satisfaction in the relationships with fellow dietitians followed by worth and self-confidence, aptitude and interests, relationships with cooks, job stability, degree of recognition of the dietitians competence, supervision of the superiors, degree of application of professional knowledge, work load, wage level, degree of recognition of the importance of duty, cooperative relationships with load, wage level, degree of recognition of the importance of duty, cooperative relationships with doctors, degree of performance of clinical work, the number of dietitians, the prromotion system, and welfare system in that order. On the other hand, they showed the highest dissatisfaction with food service facilities. 2) The influence factors on job satisfaction are as follows. (1) Wage factor : Shorter weekday working hours and higher bonuses make greaster job satisfaction (R2=0.3115). (2) Working condition factor : Larger number of monthly holidays(R2=0.5142), shorter weekday working hours(R2=0.1077), longer previous food service experience and computer utilization (R2=0.1432) make greater job satisfaction. (3) Welfare factor : Welfare system (R2=0.4132) and promotion system (R2=0.1624) have to do with computer utilization. Job stability has to do with marital status and computer utilization (R2=0.1165). consequently, those married dietitians who use computers show higher job satisfaction. (4) Human relationship factor : Smaller mumber of patients receiving food makes greater job satisfaction (R2=0.1334). (5) Superivision factor : Shorter weekday working hours and larger number of monthly holidays make greater job satisfaction (R2=0.1709). (6) Achievement factor : Marriage, larger number of dietitians(R2=9.2293), age, larger number of monthly holiday, higher monthly wages and computer utiliazation (R2=0.1088) make greater job satisfaction. (7) Speciality factor : Marriage, longer current hospital tenure, higher position and working in seoul(R2=0.1142) make higher job satisfaction. (8) Job inclination factor : working in general hospitals rather than in oriental hispitals, working in seoul(R2=0.1776) and better bonuses(R2=0.1078)make greater job satisfaction. As a result, the following is suggested for the job satisfaction of hospital dietitions on the basis of this study : hospital dietitians can achieve miximum job satisfaction through smooth relationships with coworkers, and the responsible managers should improve welfare and working conditions for the job satisfaction of hospital dietitians.

• Quality Improvement in Health Care
• /
• v.10 no.2
• /
• pp.144-153
• /
• 2003

1) Background: The hospitals of modem society, like any other business entities, have to constantly strive to secure their survival from aggressive changes and competition outside. In this unstable environment, effective leadership is one of the most effective strategies for securing organization's growth as well as stability. This study investigated types of leadership (transformational or transactional) that is dominant in medical record departments and compared it's effects on organizational commitment and job satisfaction of their organizational members by types. 2) Method: A questionnaire was developed and mailed to all medical record administrators working at general hospitals throughout the country except department directors (N=450). Of these, 150 useable questionnaires were returned and analyzed by t-test, multiple regression analysis using SPSS. 3) Results: The organizational commitment and job satisfaction were a little bit higher than moderate level, and that of leadership perceived by medical record administrators was also in moderate level throughout types. Significant characteristics (positively) related to organizational commitment and job satisfaction by univariate analysis were marital status (married), position (middle management) and both type of leadership. However transformational leadership was the only significant factor in leadership styles after considering all the factors related to organizational commitment and job satisfaction together by multivariate analysis. 4) Conclusion: The average organizational commitment and job satisfaction of medical record administrators was just in moderate level. Efforts should be made to increase them by improving leadership capacity of medical record directors, primarily by using transformational leadership approach.

• Journal of the Korean Home Economics Association
• /
• v.37 no.12 s.142
• /
• pp.13-28
• /
• 1999

This study aimed to analyze the process of courtship form having date and marriage toward women who had job before marriage. The objects were 27.36 years old and had 9.59 months marital life at average. This study conducted structured questionnaires using the reflection of spouse selection procedure. By using collected data through questionnaires, it conducted descriptive statistics, cluster analysis and t-test. The type of marriage would be divided into the emotional marriage group and the implemental marriage group The emotional marriage group had longer dating time and more satisfaction of spouse selection than the implemental group. On value variable, the emotional marriage group had more subjective selection standard and more expectation social and emotional benefit than the latter group. On search variable, the emotional marriage group estimated the relation stability and satisfied the relation with spouse more than the implemental marriage group and expected the less possibility to meet new partner.