• Journal of Korean Academy of Nursing Administration
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• v.19 no.1
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• pp.17-27
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• 2013

Purpose: This study was done to explore how nurses manage the boundary for work-family balance. Methods: Data were collected through in-depth interviews from February 1 to May 28, 2012. Participants were 13 married nurses with children. The constant comparative method was adapted for data analysis. Results: In this study, nurses' work-family boundary management had characteristics of integration, maintenance and control, but it was adjusted and modified over time as the order of priorities was rearranged according to changes in internal cognition and family support. Nurses strategically persuaded their families to understand their work and share housework in an effort to integrate work and family, while controlling them by managing working hours and time for themselves. Conclusion: The results of the study indicate that nurses' work has an impact on family life due to heavy workload and insufficient time, however the work-family balance can be successfully maintained with the effective separation of the two areas.

• Journal of Families and Better Life
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• v.26 no.1
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• pp.121-135
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• 2008

This study examined influences of work-family conflict on husband-to-wife battering and explored the mediating effects of stress between work-family conflict and wife battering. Subjects were 293 male violence offenders sampled from 65 domestic violence counseling centers nationally. Both directions of conflict between. work and family, work-to-family interference (WIF) and family-to-work interference (FIW), were proven to be significantly influential on wife battering and stress. Work-to-family interference did not have direct influence on wife battering but indicated a complete mediation effect of stress. On the other hand, family-to-work interference implied a partial mediation effect of stress, with both direct and indirect influences on wife battering. Based on these findings, the research discussion was extended to include the implication of an intervention that would decrease husband-to-wife battering.

• The Journal of the Korea Contents Association
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• v.21 no.9
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• pp.622-631
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• 2021

This study was conducted to verify the effects of individual psychological capital, spousal support, and organization's family-friendly work culture on work-life balance in social workers. For this purpose, married social workers working in social welfare facilities in Chungcheongbuk-do were surveyed, and 331 collected responses were used in the analysis. Multiple regression analysis revealed that resilience and optimism in individual psychological capital, spousal support, and expectations on working hours in organizations' family-friendly work culture were significantly associated with the work-life balance. In addition, there were different factors influencing the level of work-life balance according to gender and age. The findings suggest that efforts to enhance awareness and improve working conditions, such as the development of self-care program, education on the necessity of work-life balance, and implementation of work-life balancing system, are needed to improve the work-life balance of social workers.

• Journal of Families and Better Life
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• v.25 no.5
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• pp.83-105
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• 2007

The present study investigated counseling services and work conditions perceived by counselors in Healthy Family Support Centers. Questionnaire survey by mail was used to collect data from 32 counselors in Healthy Family Support Centers. Major findings of this study were as follows. First, many counselors in Healthy Family Support Centers perceived work load of counseling services heavily though they thought counseling work attractive and they would keep on working. Second, many counselors had a positive view of work conditions as a workplace but not a few of them complained about physical work conditions including poor facilities like lack of counseling room space in Centers. In addition to this, many suggestions were proposed to improve the counseling services and work conditions perceived by counselors in Healthy Family Support Centers.

• Journal of Family Resource Management and Policy Review
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• v.13 no.2
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• pp.65-83
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• 2009

The purposes of this study were to analyze the needs for the balance of work-family and to provide the related policies for dual worker family. We focused on the life area of educare and school. Data were collected from 197 working mothers who have 1 or more children under age 10. The findings were: 1) after-school programs, holidays on every alternate Saturday, arbitrary no school days were not appropriate to the working parents' everyday life patterns, so the paradigm and practical conditions should be adapted to the needs of working parents. 2) the most working parents depended on the kindergarden, but the parents' satisfaction with the quality of service, time duration, the human resource of educare teacher was not sufficient, so these issues should be discussed more profoundly.

• Journal of the Korean Home Economics Association
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• v.48 no.10
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• pp.1-10
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• 2010

The purpose of this study was to investigate the effects of personal, family, and job characteristics on married male postal delivery workers' overall life satisfaction. For this purpose, we surveyed 263 married male postal delivery workers between October 1st to 21st, 2008, and analyzed the data with multiple regression analysis. The results of this study were as follows: First, postal workers earned a low level of income, and their quality of health was not good relative to their age. They had severe work-family conflict, but could support and communicate with colleagues well. Second, even though they felt little opportunities and difficulties in lives, they moderately satisfied with everyday lives. Third, 43% of their satisfaction was explained by personal, family, and job related variables. Levels of workfamily conflict (${\beta}=-.31^{***}$), work support with colleagues (${\beta}=.25^{***}$), family sharing time (${\beta}=.14^*$), and health (${\beta}=.12^*$) were especially important variables affecting their satisfaction.

• Journal of Families and Better Life
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• v.19 no.3
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• pp.119-134
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• 2001

This study was based on a recognition that the married mens role of performing multiple roles should be redefined. Family and work roles were composed of four domains, such as marital, parental, homecare, and occupational roles. The data of this study had been collected from the married men, who had his spouse and his first child younger than twelve years old, and held a job in Seoul. The main findings of this study were as follows: First, as for family and work role salience perceptions, it showed that men relatively higher perceived four role saliences: marital role salience, parental role salience, homecare role salience, and occupational role salience. Second, among four salience perceptions of family and work roles, married men highest perceived homecare role salience while they lowest perceived occupational role salience. Third, regarding the married mens family and work role performances, the parental and homecare roles were equally performed and higher than the marital and occupational roles. In general, the degree of family and work role salience perceptions of the married men in Korean society was higher than that of family and work role performances.

• Journal of the Korean Home Economics Association
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• v.38 no.8
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• pp.29-51
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• 2000

The purpose of this study is to examine how midlife working women's psychological well-being is associated with their reward/cost of family role and work role according to their kinds of job. For empirical research, 627 married working women living in Seoul, aged between 40-55 answered the structured questionnaire. The subjects consisted of 301 professional working women and 326 non-professional working women. The data were analysed by the frequencies, mean, oneway ANOVA, and multiple regression. The major findings were as follows 1) Two sub areas of midlife working women's psychological well-being-self esteem and life satisfaction-were higher than an average level. 2) The more midlife working women performed family role and work role, they perceived reward more than cost. 3) For the professional working women, the more they perceived the reward of family role and work role, the higher their psychological well-being was. The more they perceived the cost of family role and work role, the lower their psychological well-being was. These consequencies applied to not only general reward/cost of family role and work role but also interrole reward/cost between family role and work role. For the non-professional working women, general and interrole reward of family role and work role had the positive effects on psychological well-being. Their general cost of spouse role, general and interrole cost of mother role, general cost of work role had the negative erects on psychological well-being. However interrole cost between spouse role and work role did not have a significant effect on psychological well-being. Finally, the result of multiple regression analysis showed that general reward of work role had the largest positive effect on midwife working women's self-esteem. General reward/cost of spouse role had the largest effect on their life satisfaction.

• Journal of Families and Better Life
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• v.8 no.2
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• pp.87-100
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• 1990

This study was carried out in an attempt to establish a preliminary scale for measuring $\boxDr$Quality of Life$\boxUl$ of Korean farm households, Data from randomly selected 318 farm households through our the country were analysis. The main results of this study were summarized as follows; 1) The objective levels of living conditions were relatively low in dietary life, healthy & sanitation, and financial stability and were relatively high in family relationship, household work and housing environment. 2) The subjective satisfaction level was lowest in leisure and were relatively high in family relationship and health & sanitation. 3) A comparison of objective level of living conditions and subjective satisfaction level suggested th score of the latter were higher than the former in dietary life and health & sanitation. In the contrary to this, the scores of the former were higher than the latter in housing environment, household work, child education, leisure and family relationship. In particular, the score of the subjective satisfaction level were much higher in housing environment and household work.

• Journal of Korean society of Dental Hygiene
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• v.16 no.3
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• pp.435-446
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• 2016

Objectives: The purpose of the this study is to investigate parenting stress of married dental hygienists having preschool and school aged children. Methods: A self-reported questionnaire was completed by 242 married dental hygienists from September to December, 2015 via e-mail and ordinary mail. The questionnaire consisted of demographics, job-related characteristics, family life satisfaction, and parenting stress. The data were analyzed using Stata 13.0 program. Results: As for job-related characteristics, 36.6% of the subjects answered 'not possible' in work hour flexibility. The reasons why family-work balance is difficult were 'parenting and education(58.7%)' and 'burden of family-work balance(32.4%)'. Family life satisfaction was 3.03, and parenting stress was 2.41. Parenting stress gets higher if their children are younger, monthly income is lower, and mother/father's age are lower. And parenting stress becomes higher if their career as dental hygienists is less, they are contract worker, and frequency to change jobs is higher. Concerning the reason why work-family balance is difficult, parenting stress is found to be high when they choose 'parenting and education', 'burdens of work-family balance', and 'relationship in workplace'. Family life satisfaction reduced parenting stress. According to the results of multiple linear regression analysis, frequency to change job influences parenting stress. Conclusions: Parenting stress increases turnover and career interruption of married dental hygienists. It is hard to improve work environment without policy support. It will be necessary to establish policy for employed mothers and create a work atmosphere where the policy can be utilized without difficulty.