• Korean Journal of Human Ecology
• /
• v.17 no.1
• /
• pp.1-12
• /
• 2008

The purpose of this study is to examine influences of male salaried employee's marital communication on their job satisfaction and organizational commitment. The subjects of this study were 279 married male employees from 10 companies. The data were analyzed by descriptive statistics, one way ANOVA, Scheffe & Pearson's correlation with SPSSWIN(ver 12.0). There were significant differences according to the young married couple who has school background high, under 10 years of the length of their service in Marital communication And there were positive correlations among the marital communication which were communication agreement, communication contentment and communication smoothness and job satisfaction.

• Journal of the Korean Home Economics Association
• /
• v.47 no.10
• /
• pp.51-61
• /
• 2009

The purpose of this research is to verify the impact of job stress on depression among married workers and to examine mediation effect of work-family conflict between the two variables. 356 married workers in Seoul and Gyonggi Province were selected to analyze. The results indicate that job stress was statistically influential on depression and work-family conflict. And job stress implied the partial mediation effect of work-family conflict, with both direct and indirect impacts on depression. These findings indicated that maltreatment of job stress and workfamily conflict would negatively impact on depression. Therefore, work organizations must launch and activate EAP(employee assistance programs) or family friendly welfare programs in order to increase the overall mental health of the employees.

• Journal of Family Resource Management and Policy Review
• /
• v.17 no.1
• /
• pp.241-263
• /
• 2013

Time pressure and financial burden have been reported as the main constraints on leisure participation. The purpose of this study was to explore a typology of leisure constraints, investigate the characteristics of leisure constraint types, and analyze the differences in leisure participation by the types of leisure constraints for married employees. The data source for this research was the 2009 Time Use Survey conducted by the Korea National Statistical Office (KNSO). Married employees aged 20 to 59 years completed 13,476 time diaries (7,984 for male, 5,492 for female), which were analyzed using chi-square, cluster analysis, and ANOVA analysis. Leisure constraints were classified into five types in two categories, working time per week and personal income for both males and females respectively. The three types for both males and females were time-income constraints, income constraints, and general constraints, with an additional type for men, $time^+$-income constraints, and an additional type for women, time constraint. The most common type was general constraints, for both males and females. Each type was further differentiated by the following socio-economic variables: age, educational level, job type, and weekly day-off. The study found that participation in study, sports, and religious activities varied with the types of leisure constraints.

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

• Health Policy and Management
• /
• v.23 no.4
• /
• pp.358-368
• /
• 2013

Background: There are some data to support the theory of a protective effect of parenthood against suicide, as proposed by Durkheim in 1897. We conducted this study to examine the relationship between children characteristics and suicidal ideation among Korean married women. Methods: The data were obtained from the Korean National Health and Nutrition Examination Surveys IV, conducted in 2007-2009, respectively (3,202 married women aged 20-49 years). The children characteristics are the age of the youngest child and the number of children living with subject. Data were analyzed by using logistic regression with SAS 9.2. Results: The risk for suicidal ideation was higher among married women having a young child (aged <7 years). It had strong effect on suicidal ideation in non-employee subjects. The odds ratio for suicidal ideation of women having a youngest child aged 2-3 years compared with reference groups was 1.673 with statistical significance. But the association of suicidal ideation with number of children shows insignificant. Conslusion: The findings suggest a different result with the theory, the protective effect of being a parent of young child on suicide risk for women, first suggested by Durkheim and supported by previous studies and the need for further prospective investigation that lead to policies according children characteristics aimed at improving married women's life.

• Journal of Family Resource Management and Policy Review
• /
• v.25 no.2
• /
• pp.79-93
• /
• 2021

This study explored how the family-friendly culture of married employees is related to family strength and verified the mediating effects of work-life balance in such a relationship. The study included 213 married employees aged from their 20s to their 60s. Statistical analysis was performed using SPSS 18.0, and the Baron and Kenny (1986) method was used to perform descriptive statistics, difference verification, regression analysis, and mediation analysis. The results of the analysis were as follows. First, the differences between the general characteristics of married employees and family strength were analyzed. Among the general characteristics, married employees in their 60s were found to have a higher level of family strength compared with other married employees in their 40s-50s and 20s-30s. Furthermore, married employees with higher education (higher than college or graduate school education), with supporters, with a household income of more than 6.01 million KRW, and with positions higher than middle management were found to have higher levels of family strength compared with their counterparts in each case. Second, hierarchical regression was performed to analyze the factors affecting family strength; the younger the age, the higher the level of family-friendly culture and work-life balance, and the higher the level of family strength of married employees. Third, according to Baron and Kenny's(1986) mediation analysis, the balance between work and life had a partial mediating effect on the relationship between a family-friendly culture and family strength. Therefore, a family-friendly culture and work-life balance were verified to be important factors that can serve as alternatives for improving the family strength of married employees.

• Journal of the Korean Institute of Navigation
• /
• v.19 no.2
• /
• pp.23-75
• /
• 1995

A major change occuring in the workplace is the willingness of union leaders, managers, and workers to experiment with various work schedules and to work toward the improvement in the QWL(quality of work life). In this study, the writer measures the level of QWL, embodies components of QWL, testifies the difference of QWL according to the demographical traits, and develops some scales to measure QWL in merchant ships. To achieve objectives of the paper, 11 hypotheses were established and a questionnaire was used, 894 proper data was obtained from 2, 910 Korean seamen working in merchant ships. Results of analyses are as follows : 1) The components of QWL in merchant ships are job, employee satisfaction, wage, welfare, working condition, supervise, colleague relations, initiative, and organization management. 2) Seamen of merchant ships are satisfied with job, supervise, colleague relations, and organization management. They are dissatisfied employee satisfaction, wage, welfare, and working condition. 3) According to demographical traits, the number of the factors significant difference(P<0.05) among components of QWL are 9 for type of ships, 8 ages of seamen, 7 for married or single, nationality of ships, and education level respectively, 5 for seamen career, for 4 rank on board and trading route of ships respectively, 2 for whether union or not and whether union involvement or not respectively, and 1 for department on board. 4) Results which tested hypotheses are as follows : For the components of QWL, married men are more satisfactory than an unmarried men, officers are more dissatisfactory than ratings, old men are more satisfactory than young men, men in high education level are more dissatisfactory than men in low education level, those who are much careers as a seaman are more satisfactory than those who are little careers as a seaman. There are significant differences in the components of QWL according to nationality and type of ships. There are insignificant differences in the components of QWL according to the shipboard department, whether union is or not, whether union involvement is or not, and trading route of ships.

• Industry Promotion Research
• /
• v.1 no.1
• /
• pp.27-33
• /
• 2016

This study verified the determinants of years in service of youth employee by analyzing panal data. The study results showed that sex, age, education, marital status, full-time job, wage, employment stabilization, household earned income, benefit package, fairness of performance evaluation determined years in service of youth employee. Also, years in service was longer in male, higher age, married, lower household earned income, full-time job, age-limit system, possible to work continuously, corresponding to mager, higher wage, higher job satisfaction group. This study provided practical implication to prepare effective emplyment policy for maintaining long-term and stable youth employment by confirming the determinants of years in service of youth employee.

• Journal of Family Resource Management and Policy Review
• /
• v.14 no.4
• /
• pp.57-75
• /
• 2010

This study examined the effects of self-differentiation on family-life satisfaction and job satisfaction, and investigated the mediating effects of conflict-managing behavior. The participants in the present study were 196 married employees. LISREL was employed to test this hypothetical structural model. The results of this empirical study demonstrated that self-differentiation had positive effects on both family-life satisfaction and job satisfaction, which was mediated by the conflict-managing behavior but did not have a direct effect on either family-life satisfaction or job satisfaction. This study verified that conflict-managing behavior had mediating effects on the relationships among self-differentiation, family-life satisfaction, and job satisfaction. The results indicated that the higher the level of self-differentiation was, the more effective conflict-managing behavior was. And the more effective conflict-managing behavior was, the higher the levels of family-life satisfaction and job satisfaction were.

• Culinary science and hospitality research
• /
• v.6 no.2
• /
• pp.79-95
• /
• 2000

In the modern industrial society, the management of human resources is regarded as an area as much important as the management itself. The development of human capacity is required to accomplish upgrading human resources quality. The objective of this study aims to seek the way to solve the problem of the job satisfaction of diner out company employee. The collecting data is analyzed by sass which is one of the computer. programs. This empirical research result shows some facts as follows : First, Significant differences between male and female in regard to job satisfaction were found. Second, No significant differences between unmarried and married in regard to job satisfaction were found. Third, Significant differences were found in the accomplishment and communication factor of job satisfaction according to the age, Fourth, Significant differences were found in the hard work environment and accomplishment factor of job satisfaction according to the education Fifth, Significant differences were found in the hard work environment factor of job satisfaction according to the major. Sixth, Significant differences were found in the wages, accomplishment , communication factor of job satisfaction according to the position. Seventh, Significant differences were found in the accomplishment and affinity factor of job satisfaction according to the period of the job. Eighth, Significant differences were found in the duty trait factor of jobs satisfaction according to the level of the pay. Ninth, Significant differences were found in the duty trait factor of job satisfaction according to the kind of the job. Tenth, Significant differences were found in job satisfaction according to the kind of diner out company.