• 가정과삶의질연구
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• 제23권4호
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• pp.113-122
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• 2005

The purpose of this study is to examine the work-family conflict and work-family spillover of married working women. For this purpose, this study estimate the level of work-family conflict and spillover and investigate the related variables to then The results are as follows. The level of work-family conflict is ordinary. The level of role conflict as mother is highest and that of role conflict as wife is lowest. The level of work-family spillover is also ordinary and positive work-family spillover and family-work spillover are higher than negative ones. Work-family conflict of married working women have a significant difference according to woman's age, age of first child, number of children, household work time, career years, and support of family. Negative family-work spillover have similar trend with wok-family conflict in affecting variables. This study is meaningful in analyse the work-family spillover of married working women as well as work-family conflict to reveal the positive aspect with negative aspect of work-family. It is needed to eliminate the conditions which cause conflict to married working women and emphasize the positive effect of work-family.

• 가족자원경영과 정책
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• 제2권2호
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• pp.119-134
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• 1998

Work and family life affect each other. Especailly in a corporate-centered society the impact of work on the family is very strong. Organigational sexrole culture is used not only as a method of business management, but also as a style of family living. The Purpose of this study was to analyze an effect of occupation and organizational sexrole culture of husband on the family life. Data for 214 husbands were gathered from the structured questionnaire and time diary. The major findings of this study were as follows; (1) According to the occupation, organizational sexrole culture of husbands is very different. (2) The occupation and organizational sexrole culture of husbands have an important effect on their life time structure. (3) The occupation and organizational sexrole culture of husbands effect on their participation rate of household labor. These results suggested that husbands’ occupation and organization sexrole culture have a significant effect on the family life.

• The Journal of Asian Finance, Economics and Business
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• 제9권3호
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• pp.65-76
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• 2022

This study will examine the relationship between social support from the work and family domains, referred to as multiple social network ties (MSNT), and employees' job and family-related performance outcomes during the COVID-19 crisis. The study also demonstrates the importance of employees' work-family balance (WFB) in moderating the association between MSNT and job and family-related performance. A two-wave design was used to collect data from 320 managerial level personnel in Pakistan's textile sector. The path analysis technique of structural equation modelling (SEM) was used to analyze the responses. In times of crisis, social support mechanisms could potentially replace organizational support mechanisms for employees dealing with work and family obligations, according to the study. The findings of this study show that work-family balance is a significant partial mediator between MSNT and employees' job and family-related outcomes during the COVID-19 pandemic, according to a best-fit model. This research supports the pragmatic view of MSNT's action mechanism in generating jobs for employees and family-related results, especially in uncertain situations. According to the findings, employees who have a positive work-life balance are happier and more productive in both work and personal life. It has major implications for human resource management (HRM) research and practice.

• 가족자원경영과 정책
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• 제23권2호
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• pp.41-59
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• 2019

The purpose of this study was to explore a typology of time use and analyze differences in life satisfaction according to the types of time use in the rural elderly. The research subjects were 1,000 people aged 65 years and over living in the rural areas of Korea. The data were collected through structured questionnaires and a time-use diary. The statistical methods used in the analysis included calculation of the mean and the standard deviation, ANOVA, Duncan's multiple range test, cluster analysis, and multiple regression analysis. The time use practices of the rural elderly were classified into three types: work-leisure balance, work-oriented, and leisure-oriented type. Life satisfaction of the rural elderly differed according to the type of time use. The work-oriented types showed the highest scores of life satisfaction, and leisure-oriented types showed the lowest.

• 가족자원경영과 정책
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• 제25권2호
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• pp.79-93
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• 2021

본 연구는 기혼직장인의 가족친화적 조직문화가 가족건강성과 어떤 관계가 있는지 탐색하고, 그 관계에서 일과 삶의 균형의 매개효과를 분석하고자 하였다. 조사대상자는 20-60대 기혼직장인 213명 이었다. 통계분석은 SPSS 18.0을 사용하여 기술통계, 차이검증, 회귀분석과 매개효과는 Baron & Kenny(1986)의 분석방법을 사용하였다. 분석방법에 따른 결과는 다음과 같다. 첫째, 기혼직장인의 일반적특성과 가족건강성과의 차이를 분석하였다. 일반적 특성 중 연령대가 60대, 40~50대, 20~30대 순으로, 교육수준이 고졸이하보다 대졸과 대학원졸 이상인 경우, 조력자가 없는 경우보다 있는 경우, 가구소득이 400만원 이하보다 601만원 이상인 경우, 직급이 실무자보다 중간관리 이상인 경우 가족건강성이 더 높았다. 둘째, 가족건강성에 영향을 미치는 요인을 알아보기 위해 위계적회귀분석을 실시한 결과 연령이 낮을수록, 가족친화적 조직문화와 일과 삶의 균형 수준이 높을수록 기혼직장인들의 가족건강성 수준이 높았다. 셋째, Baron & Kenny(1986)의 매개효과 분석결과 가족친화적 조직문화와 가족건강성과의 관계에서 일과 삶의 균형은 부분매개효과가 있는 것으로 나타났다. 따라서 기혼직장인의 가족건강성 향상을 위한 대안으로 가족친화적 조직문화와 일과 삶의 균형이 중요한 요인임을 검증하였다.

• 가족자원경영과 정책
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• 제13권2호
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• pp.85-105
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• 2009

The purpose of this study is to compare the laws and policies relating to work-family balance with foreign cases, and to analyse the problems in implementing those laws and policies. For these purpose, this study compares family leave policies, working hams policies, public care policies in other countries. And these laws in Korea are shown. This study also analyse the policies for work-family balance in labor policy, family policy, gender policy and saeromaji plan. The results are as follows; policies for work-family balance are limited to child care and family leave. Laws for family leave are various and proper. But implementing rate of policy goal is low and a few people can benefit by those laws and policies. So, wide-range policies for work-family balance which all the families can benefit are needed.

• 대한가정학회지
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• 제29권2호
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• pp.241-248
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• 1991

The aim of this study is to propose the criteria for a evaluation model of the lifetime household work and organize the model. The results were as follows: Three criteria for a evaluation model of the life-time household work were proposed. $\circled1$ An appropriate framework of the evaluation model should be based on the transition of the family life. $\circled2$ The model should include major variables influencing the value of household work of homemaker. $\circled3$ The model should be flexible enough to accommodate various evaluation methods, and should reflect idiosyncracies of different evaluation methods. In view of the criteria stated above, the present study is based on the family life cycle framework. And the age of the last offspring exhibits a consistent major influence in the evaluation based on the household work hours, while the education level of homemakers shows a consistent major influence in the evaluation based on household worker. So as to reflect these two major variables in the family life cycle framework.

• 한국콘텐츠학회논문지
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• 제15권3호
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• pp.362-369
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• 2015

일-가정생활 갈등은 구성원의 직무만족과 이직 등 조직성과에 영향을 미친다. 이에 따라 근로자들의 일과 가정생활의 병행으로 인한 갈등을 해소할 수 있는 인사제도의 적용이 필요하다. 한편 기업의 가족친화제도는 일-가정생활 갈등의 부정적인 영향을 감소시킨다. 이러한 의미에서 본 연구는 가족친화제도를 일-가정생활에서 발생하는 갈등 완화의 메커니즘으로 파악하여 그 구체적인 영향관계를 규명하였다. 본 연구에서는 가족친화제도가 일-가정생활 갈등과 조직성과 간의 관계를 유의미하게 변화시킨다는 가정 아래 연구모형을 설정하여 실증적으로 검증하였다. 연구 결과 일-가정생활 갈등 가운데 행동근거 갈등은 직무만족 및 이직의도에 유의한 영향을 미치는 사실을 확인하였다. 일-가정생활 갈등은 가족친화제도와 상호작용을 통해 이직의도에 변화를 가져왔다. 특히 시간근거 긴장근거 갈등은 탄력적 근무제도, 보육 및 육아 지원제도와 상호작용을 통해 이직의도를 낮추는 것으로 나타났다.

• 한국병원경영학회지
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• 제26권1호
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• pp.26-41
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• 2021

Purpose: This study is to identify the relationship among married nurses' social support, work-family conflict and work-family enrichment and to examine the influence of social support on work-family conflict and work-family enrichment. Methods: Data were collected from married nurses working at three hospitals with more than 100 beds in J Province and analyzed by descriptive statistics, t-test, ANOVA, Mann-Whitney U test, Kruskal-Wallis H test, Pearson's correlation analysis and hierarchical regression analysis using SPSS 21 program. Findings: In the correlation analysis only social support and work-family enrichment showed positive correlation. As a result of hierarchical multiple regression analysis, social support still acted as a significant influence factor on work-family conflict and work-family enrichment even in the state of considering the effect of control variables. Conclusion: In order to lower work-family conflict and to enhance work-family enrichment of married nurses, it is necessary to introduce and implement welfare policies for work-family reconciliation at the workplace level and at home level it is necessary to provide concrete measures so that married nurses can find the value of life as workers while house working and nurturing.

• 가족자원경영과 정책
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• 제17권4호
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• pp.101-125
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• 2013

Recently family policy and social policy have focused on the balance between the work and family of working parents. The purpose of this study is to analyze the status of the work-life balance of married working women. For this purpose the eight married working women who care for 1 or more pre-school child(ren) were interviewed. The questionnaire used was consisted of 4 themes : 1) child care, 2) working situation, 3) the work-life balance and 4) the need to improve related policies. Through the interviews and data analysis we found the following : 1) Accessibility to educarecenter was considered the most important factor for working moms when they choose an educarecenter. In order to improve accessibility of educarecenters we have to install more educarecenters with various level. 2) All respondents look maternity leave and they evaluated that other services were very weak in terms of quality, usefulness and accessibility. 3) Many childcare services aid in creating work and family balance, however they are not effective. Therefore future policies should focus on providing more options for working women for appropriate services according to childcare needs, working conditions and preferences.