• Korean Journal of Human Ecology
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• v.16 no.3
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• pp.547-562
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• 2007

The purpose of this study was to investigate the relationships of middle-aged men's family and work related variables and satisfaction. Based on the results of the study, the following was concluded ; First, there were significant differences in men's satisfaction across education level, economic variables, and occupation. Second, family related variables, work related variables, and work-family conflict were significantly correlated with satisfaction. In reference to family related variable, satisfaction was higher when marital satisfaction is good, parental stress, adult caring burden, and work-family conflict are lower. In reference to work related variables, satisfaction is higher when job stress is lower, job security is lower, and colleague relationship is good. Third, family related variables, work related variables, and work-family conflict were significantly correlated with mutually one another. Specifically, parental stress is correlated with work related variables. A higher correction was reported between work-family conflict and job stress. Finally, results of multiple regression analysis showed that these variable influenced middle-aged men's satisfaction. Moreover, the degree of explanation for satisfaction increased more, when family and work related variables, and work-family conflict add in individual character variables.

• Journal of the Korean Home Economics Association
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• v.38 no.4
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• pp.143-162
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• 2000

This study aimed to analyze the attitudes which married women, who are employed or not, have to the four flexible work conditions; flexible working hours, home-based work, guarantee of reentering into the work place, and a certain allocation of women's labor force. Whether the married women were employed or not, they showed a favorable attitude to the four flexible work conditions. For the married women who were not employed, their age, education level, husband's occupation, their wanted income(if they have a job), and work experience were significant variables to affect the attitudes to each work condition. In contrast to above results, the attitudes to each work condition that the employed women had were significantly different according to more various variables including personal variables, child related variables, and work related variables. suggest that married women hoped the sex conscious systems would be introduced in the labor market.

• Korean Journal of Occupational Health Nursing
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• v.24 no.2
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• pp.114-121
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• 2015

Purpose: The purpose of this study was to assess the psychosocial work environment of hospital nurses to identify influences of psychosocial work environment on stress, depression, sleep disorder, and burnout. Methods: A total of 219 nurses working in one hospital were surveyed by using the Korean version of the Copenhagen Psychosocial Questionnaire (COPSOQ-K) mental health and psychosocial work environment. The impact of the psychosocial work environment on mental health was analyzed using multiple regression. Results: Mental health variables are correlated with each other. The psychosocial work environment variables and mental health variables are mostly correlated. To assess the psychosocial work environment that affects mental health the most, multiple regression was used. Work-family conflict was the most powerful explanation of all the mental health variables. Work pace, social community at work, mutual trust among employees, predictability, and influence were found to be affecting some mental health variables. Conclusion: To improve the mental health of nurses, it is necessary to consider work pace, social community at work, mutual trust among employees, predictability, influence focus on work-family conflict.

• Journal of Families and Better Life
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• v.34 no.2
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• pp.65-83
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• 2016

The purpose of this study was to investigate the influences of variables related to family and employment on work-family negative spillover. The subjects of this study were 570 dual-earner with children. The research tool was questionnaires. For data analysis, factor analysis, Cronbach ${\alpha}$, and multiple regression were performed. The main results of this study were as following. First, among variables related to family, spouse support, parental satisfaction, marital satisfaction, perceived fairness in the division of household labor, daily housework hour and family strengths had an influence on $work{\rightarrow}family$ negative spillover in wives, and weekends housework hour, perceived fairness in the division of household labor, perception of the gender role, and satisfaction of the division in household labor had an influence on $work{\rightarrow}family$ negative spillover in husband. Second, among variables related to family, parental satisfaction, number of children influence on $family{\rightarrow}work$ negative spillover in wives, and spouse support, parental satisfaction, satisfaction of the division in household labor, marital satisfaction, and perception of the gender role had an influence on $family{\rightarrow}work$ negative spillover in husband. Third, among variables related to employment, support from workplace, weekly working hour, monthly income, and job satisfaction had an influence on $work{\rightarrow}family$ negative spillover in wives, and support from workplace, monthly income, household income, and weekly working hour had an influence on $work{\rightarrow}family$ negative spillover in husband. Forth, among variables related to employment, support from workplace in wives, and job satisfaction in husband had an influence on $family{\rightarrow}work$ negative spillover. To conclude, there was some difference in the variables influencing $work{\rightarrow}family$, $family{\rightarrow}work$ negative spillover between wife and husband. So, We have to take this difference into consideration in establishing work-family life balance policies.

• Journal of Nutrition and Health
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• v.38 no.9
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• pp.756-764
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• 2005

The purpose of this study was to explore the variables affecting the quality of hospital dietary services. The quality of hospital dietary services was investigated in two ways, which can be named by factual quality and perceived quality The variables affecting hospital dietary services were classified into two categories, $\ulcorner$organizational environment variables$\lrcorner$ and $\ulcorner$work behavior variables$\lrcorner$. Quality readiness survey was conducted to investigate $\ulcorner$organizational environment variables$\lrcorner$ and $\ulcorner$work behavior variables$\lrcorner$ on 225 dietitians working in dietary departments of 45 general hospitals which had more than 400 beds. $\ulcorner$Organizational environment variables$\lrcorner$ were categorized into four variable group:'organizational work design', 'organizational culture', 'department head leadership' and 'top management leadership'. $\ulcorner$Work behavior variables$\lrcorner$ were categorized into three variable group: 'individual behavior', 'peer group behavior', and 'behavior toward supervisor'. Top management leadership (p< 0.01)' in the $\ulcorner$organizational environment variables$\lrcorner$ had significant impacts on the factual quality of hospital dietary services.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.99-117
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• 2016

This study investigates the work-family interactions of married men, the variables affecting these interactions, and the differences between the variables affecting work-family conflict and those affecting work-family enhancement. The subjects of this study were 1,249 married men. The major findings are as follows. First, married men perceived moderate levels of work-family conflict and work-family enhancement both from work to family and from family to work. Second, the level of work-family conflict was higher than that of family-work conflict, and the level of family-work enhancement was higher than that of work-family enhancement. Third, work-family conflict was influenced by external occupational rewards, the relative importance of work and family life, a family-friendly work environment, perceived working hours, and spousal support. The variables that have an effect on work-family enhancement are perceived working hours, a family-friendly work environment, the relative importance of work and family life, and spousal support. Fourth, family-work conflict is influenced by age, spousal support, perceived family-work enhancement are spousal support, seeking internal and external occupational rewards, the relative importance of work and family life, and a family-friendly work environment. Finally, the variables that affect work-family conflict and those affecting work-family enhancement are similar, but the variables affecting family-work conflict and those affecting family-work enhancement are very different.

• Journal of Family Resource Management and Policy Review
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• v.21 no.2
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• pp.51-72
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• 2017

The purpose of this study was to identify perceived work-family conflict of married working women and men with children under 12 years. Specifically, This study attempts to examine the differences of relative influence between objective time variables and subjective satisfaction variables unlike previous research. For research, this study used the data of 1012 working men and women from the 3rd Nation survey of Korean Family in 2015. The main results of this study were as following. First, Business hours and cognition of enough leisure time had more relative effect of work${\rightarrow}$family conflict than any other variable. On the other hand, leisure time on weekdays had the effect of family${\rightarrow}$work conflict with women and men. Second, gender differences of work${\rightarrow}$family conflict and family${\rightarrow}$work conflict were identified. In work${\rightarrow}$family conflict, men were influenced cognition of enough leisure time, women were influenced couple conversation time and employment status unlike men. In family${\rightarrow}$work conflict, men were not influenced subjective satisfaction variables. But women were influenced satisfaction with division of child care. Third, in family${\rightarrow}$work conflict, the addition of objective time variables in Model of men resulted in an increased $R^2$-value, but in work${\rightarrow}$family conflict and family${\rightarrow}$work conflict, the addition of subjective satisfaction variables in Model of women resulted in an increased $R^2$-value.

• Journal of Korea Society of Digital Industry and Information Management
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• v.17 no.1
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• pp.57-73
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• 2021

The purpose of this study is to analyze the diffusion period and productivity of smartwork in an organization. Firms are increasingly interested in smartwork for non contact work and working from home because of the corona 19. The smartwork is a new technology that changes face-to-face work in an organization. It helps the work of individuals and organizations regardless of time and place. The theoretical background describes the complexity, system thinking, diffusion theory, smart work, organizational resistance, and productivity. This study analyzes the diffusion period and productivity of smart work through business simulation techniques. A simulation study progresses four stages. There are problem definition, hypothesis establishment and causal loop diagram, model construction and verification, and policy evaluation. The simulation models contain an individual's resistance variables organizational investment and leadership variables related to the operation of smartwork. The organizational investment variables include organizational culture, legal system, implement systems and technology investment. The individual resistance variables include cognitive, attitude, structure and technological resistance. The leadership includes leadership interest variables and performance linkage variables. The simulation executed the changes of a people number adopting smart work and the organizational productivity monthly. As a result of the simulation, many organization members have accepted the smart work innovation after 20 months. The organizational productivity through smart work showed very high value after 16 months. In scenario analysis, the individuals' awareness and attitude resistance showed very important variables to productivity and a personal change of smart work adoption. Meanwhile, The organizational investment showed that the high driving-force increased not productivity and the low driving-force showed decreased low productivity. Also, leadership variables showed a powerful driver for changing smart work productivity. The implication of the study has suggested extending complexity, diffusion theory and organization resistance theory based on simulation methods.

• Journal of Family Resource Management and Policy Review
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• v.22 no.4
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• pp.33-60
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• 2018

This research was conducted to identify factors that affect work-life balance and happiness among married working couples with a double income. To this end, a survey was administered to 260 married working couples in the Seoul metropolitan region. The analysis of the survey responses using the SPSS (Ver. 21) program yielded several important results. First, the variables that significantly affected work-family balance included the number of family dinners eaten together, meaning of life, efforts to strike a work-life balance, and the availability of social institutions and policies that promote work-life balance. Variables that significantly affected work-leisure balance included meaning of life, number of family dinners eaten together, gender, and the availability of social institutions and policies that promote work-leisure balance. As for work-growth balance, significant variables included meaning of life, communication with colleagues, income, and meaning of work. Finally, variables that significantly affected happiness included meaning of life, income, communication with colleagues, and work-growth balance. Based on these results, follow-up research needs to be conducted on various groups to help determine the factors that will ensure their work-life balance and happiness.

• Health Policy and Management
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• v.11 no.1
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• pp.62-86
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• 2001

This study purports to Investigate the determinant of job satisfaction and the organizational commitment of medical insurance review nurses working at Korean hospitals. The independent variables contain three groups of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), environmental variables(job opportunity, spouse support, and parent support), and psychological variables (met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-administered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows : 1) the following variables, listed in order of size, have significant effects on job satisfaction : role ambiguity(－), distributive justice(＋), work involvement(＋), role variety(＋), met expectation(＋), negative affectivity(－), job autonomy(＋), and positive affectivity(＋). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(＋), work involvement(.＋), distributive justice(＋), job security(＋), role variety(＋), positive affectivity(＋), negative affectivity(－), resource inadequacy(＋), and tenure(－). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are 30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.