• Title/Summary/Keyword: work-family

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The Effects of Work-Family Conflicts on Job Stress and Job Turnover Intension among Female Low-wage Workers : Moderated Mediating Effect of Family Cohesion (저임금 여성근로자의 직장-가정갈등이 직무스트레스를 매개로 이직의도에 미치는 영향: 가족응집력의 조절된 매개효과 검증)

  • Park, Soo-Kyung;Lee, Seon-Woo;Bae, Jong-Phil
    • The Journal of the Korea Contents Association
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    • v.18 no.5
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    • pp.241-255
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    • 2018
  • The purpose of this study is to examine the moderated mediating effect of family cohesion in the relationships among work-family conflict, job stress, and turnover intension of female low-wage workers. Participants included 190 low-wage workers whose monthly salary was less than 2 million Korean won (approximately $1,900). The results are as follows. First, the work-family conflict was associated with turnover intension. Second, job stress mediate the relationships between work-family conflict and turnover intension, and family cohesion have the moderated mediating effect among these variables. These results suggested that there is a need to enhance policies and programs for work-family compatibility to decrease work-family conflicts and job stress and to strengthen family cohesion to reduce the turnover of female low-wage workers.

The Relationships Between Midlife Working Women s Psychological Well-Being and Reward/Cost of Family Role and Work Role (중년기 기혼 취업여성의 가족역할과 직업역할의 보상/비용에 따른 심리적 복지)

  • 신기영;옥선화
    • 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.

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A Study on Home-Based Work: The Chracteristics and Practices of Home-Based Work in the United States and The Conceptual Model for Studying on At-Home Income Generation (재택근무 가정의 실태 및 개념적 모델에 관한 연구)

  • 문숙재
    • Journal of the Korean Home Economics Association
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    • v.36 no.3
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    • pp.207-224
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    • 1998
  • This study is approach to the Home-Based Work. More specifically, to examine about the families who try to combined home life and income-generation work under the same roof. Families were looking at Home-Based Work as one solution to the work-family crunch. Many research papers have suggested that Home-Based Work provides an effective way to balance the demands of paid employment and family responsibilities. Therefore, this proposed research reviewed the Home-Based Work as they contributed to individual and family satisfactions. The Prupose of this paper is to address issues related to Home-Based Work from the perspective of theory and application in family resource management, also to suggest a conceptual model for family work activities is advanced. This paper is examined concepts related to Home-Based Work employment that could be used to frame and describe the empirical study are specified. This paper was informed by analyses of data from project NE-167. "At-Home Income Generation: Impact on Management, Productivity, and Stability in Rural/Urban Families". The results from this paper will be helpful in enhancing the stability and satisfaction of families who worked in Home-Based Work.ased Work.

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A study on the influence of work-family conflict on job involvement and life satisfaction and the moderating effects of demographic characteristics - Focused on Mongolia SMEs - (일-가정 갈등 및 가정-일 갈등과 근로자의 직무몰입과 삶의 만족간의 관계와 성별 및 자녀수의 조절효과 - 몽골 중소기업 사례를 중심으로 -)

  • Kim, Dong-Chul;Urantuya, P;Kim, Jung-Won
    • Management & Information Systems Review
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    • v.36 no.2
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    • pp.37-58
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    • 2017
  • This study analyzed the effect of how much work-family conflict affect on job involvement and life satisfaction and the effect of moderating effect of demographic characteristics in Mongolia SMEs. For these, this study explores theoretical background about work-family conflict(work interference with family conflict, family interference work conflict), job involvement and life satisfaction, then derived research framework and hypotheses from exploration of theoretical background. According to hypothesis testing result, first, work interference with family conflict has negative effect on life satisfaction. Second, family interference work conflict has negative effect on job involvement and life satisfaction. Third, there is not significance of moderating effect of demographic characteristics between work-family conflict and job involvement/life satisfaction. The main implication of this study is to promote leader's change of awareness about work-family conflict management, to institute flexible work arrangements and selective implementation of a maternity leave and a parental leave and to establish an evaluation system.

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A Meta-analysis of Variables related to Work-family Conflict and Work-family Enhancement: Focused on Social Support (일-가정 갈등 및 일-가정 향상 관련 변인 메타분석: 사회적 지지를 중심으로)

  • Yoon, Minjee;Yoon, Sooran;Kong, Hyunjung
    • Korean Journal of Culture and Social Issue
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    • v.27 no.1
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    • pp.113-138
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    • 2021
  • In this study, a meta-analysis was conducted on a total of 34 studies (14 academic papers, 20 dissertations in academic journals) conducted in Korea from 2000 to 2020 in order to understand the relationship between work-family conflict, work-family enhancement and social support. (N=17,530). Work-family conflict and work-family enhancement were used for analysis by dividing the direction into the case where the direction was not distinguished, the direction from work to home, and from home to work. The social support was divided into family, spouse, organization, supervisor, coworker, and not classified according to support resource, and a subgroup analysis was conducted. Depending on the type of support, a subgroup analysis was conducted by dividing into emotional, instrumental, informational, and appraisal support. As a result of the analysis, both support resources and types showed a significant relationship with work-family conflict and work-family enhancement. It was confirmed that the most significant relationship was changed according to each sub-factor and the direction of conflict and enhancement. Based on the above research results, the implications and limitations of this study were presented and directions for future research were suggested.

The Influence of Organizational Culture, Personal Characteristics, Workaholics, Work-Family Conflict on Life Satisfaction : Focused on the Flight Attendants on the Airline (항공사 승무원의 조직문화, 개인특성, 일중독, 직장-가정 갈등이 삶만족에 미치는 영향 - 항공 승무원을 중심으로 -)

  • Lee, Jung-A
    • Journal of Korean Society for Quality Management
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    • v.47 no.4
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    • pp.861-873
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    • 2019
  • Purpose: The purpose of this study is to investigate the effects of organizational culture, personality Traits, work addiction and workplace family conflict on the life satisfaction of Korean Air crew. Methods: The collected data through the survey were analyzed using structure equation model analysis The sample used for the empirical analysis is a total of 578 questionnaires. Results: Empirical analysis summarized next. Organizational culture and personality characteristics have some effects on work poisoning. However, the compulsion of work driven does not affect work-family conflict, Family-Work Conflict does not affect Life Satisfaction. Conclusion: This paper has a contribution in that it extends the range of the academic research concerning Workaholic. Also this paper provides implications on effective human resource management method suitable for airline industry.

Work/Family Conflict. Physical/Psychological Symptoms, and Life Satisfaction of Employed Homemakers in Dual-Earner Family. (기혼 취업 여성이 지각하는 가정 직업 생활갈등 및 부적응 증상과 생활만족)

  • 이운숙;이순형;유가효;조재순
    • Journal of Families and Better Life
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    • v.9 no.2
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    • pp.209-223
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    • 1991
  • The purpose of this study is to investigate work/family conflicts and its relationships with antecedent and outcome variables. 421 employed homemakers living in Seoul. Kyunggi-do , Chungju, and Daegu provided data using questionnaires. The results of path analysis showed that the level of work/family conflict was weakly correlated with demographic and managerial antecedents( age of respondent and standards for household task performance) but strongly correlated with work wetting characteristics, physical/psychological symptoms, and life satisfaction. A research model received considerable empirical support. this presumed that work/family conflict leads to negative outcomes, and was caused by the stress resulting form work setting and non-work conditions.

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Work-Family Conflict and Employees' Performance (일-가정생활의 갈등이 조직구성원의 성과에 미치는 영향)

  • Tumenkhuu, Selenge;Lee, Jeong Eon
    • The Journal of the Korea Contents Association
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    • v.15 no.3
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    • pp.362-369
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    • 2015
  • This empirical research mainly investigates the relationship between work-family conflict and organizational performance. Three key variables apply for the empirical research; work-family conflict, organizational performance, and family-friendly HR practices. A total of 230 questionnaires is collected from mid-sized companies for hypothesis testing. The empirical analysis shows that work-life balance has a great importance on workers' job satisfaction and intention to leave. The family-friendly HR practices play a moderating role between work-family conflict and organizational performance. The findings support the fact that achieving work-life balance enhances organizational performance and using family-friendly HR practices is an ideal for balancing between work- and family life.

Mediating Effect of Work-family Balance on the Relationship between Anger and Organizational Commitment (한국 직장인의 일-가정양립이 분노와 조직몰입 간의 관계에 미치는 매개효과)

  • Kim, Chan-Won;Ju, Haewon
    • Journal of Digital Convergence
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    • v.17 no.2
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    • pp.275-282
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    • 2019
  • The current study is to examine the effects of anger and work-family balance on organizational commitment. Two-hundred workers attending the Institute of Lifelong Education at a University in Seoul completed the instruments assessing anger, work-family balance, and organizational commitment. The results from structural equation modeling analysis showed that anger was negatively related to work-family balance and organizational commitment, and work-family balance was positively related to organizational commitment. Moreover, the relationship between anger and organizational commitment was partially mediated by work-family balance. These findings suggest that a way to focus on both anger and work-family balance than only anger is more productive in order to boost organizational commitment.

Causal Relationships among Working Wives' Work-Family Conflict, Socialization of Housework, and Home Management Satisfaction (취업주부의 직업-가정 갈등, 가사노동사회화, 그리고 가정관리만족간의 인과관계)

  • 임혜경
    • Journal of the Korean Home Economics Association
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    • v.33 no.3
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    • pp.85-99
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    • 1995
  • The major purpose of this research was to investigate the causal relationships among working wives' work-family conflict, socialization of housework, and home management satisfaction. the double ABCX model of family stress and adaptation provided the theoretical framework for this study. the data were recruited from working wives who had more than one pre-school child. The respondents were asked to complete the self-administered questionnaires, and the responses of 536 working wives were used for the final analysis. basically Cronbach's α to the reliability of major variables, frequencies, percentages, means, standard deviation, pearson's correlation coefficients, and LISREL 7 program were performed to test the research model. The results of this study can be summarized as follows : 1. The frequency of work-family conflict was affected by the flexibility of work time and wives' income. 2. The severity of wok-family conflict was directly influenced by the frequency of the conflict, the flexibility of work-time, and wives' education level. 3. The variables influencing the degree of socialization of housework were found to be the frequency and the severity of work-family conflict, wives' education, and the degree of husband's participation in housework. 4. The higher degree of home management satisfaction was associated with the higher level of family member's health status, the greater degree of the flexibility of work-time, and the greater degree of husband's participation in household labor.

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