• 간호행정학회지
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• 제19권1호
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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.

• 한국콘텐츠학회논문지
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• 제19권12호
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• pp.327-335
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• 2019

본 연구는 K지역의 미취학 자녀를 둔 취업기혼여성인 치과위생사 194명을 대상으로 일-가정 균형에 따른 직무스트레스, 일-가정 촉진, 삶의 질에 미치는 영향을 조사하였다. 일-가정 균형 평균 3.36이며, 양육비가 적은 경우(3.43), 가족 도움은 '좋다' 3.54로 높았으며, 직무스트레스는 평균 2.82로 가구소득이 적은 경우(2.94), 양육비 많은 경우(3.19), 가족도움은 '나쁘다'(3.66)가 높았다. 가정-일 촉진 평균은 3.47이며, 경력은 10년 초과(3.55)가 높았고. 삶의 질 평균이 3.19, 가족도움은 '좋다'(3.55)가 높았다. 일반적인 특징, 직무스트레스, 일-가정 촉진, 삶의 질이 일-가정 균형에 미치는 영향력 검정을 위한 회귀분석 결과 양육비가 적은 집단(p=.037), 직무스트레스 낮은 집단(p=.002), 일-가정 촉진 높은 집단(p=.000), 삶의 질 높은 집단(p=.000)으로 나타났다. 총괄적으로 취업한 기혼치과위생사들의 만족한 직장 및 가정생활을 위해서 가족들의 도움과 직무스트레스를 줄이는 방안을 모색함으로서 일-가정의 균형과 일-가정 촉진을 향상시키고 삶의 질을 높이기 위한 노력이 지속적으로 이루어져야 할 것이다.

• 가정과삶의질연구
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• 제29권2호
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• pp.63-72
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• 2011

The purpose of this study is to examine the factors related to how Korean working mothers balance work and family. We used the first year data of 1661 working mothers participating Korean Longitudinal Study of Women and Families. When mothers were living with their parents-in-law, reported higher level of work-family spillover; whereas satisfaction with husband's household chores was more their related to lower level of work-family spillover. Attitudes placing lower priority on family, disagreement on their works with husband, and traditional family role perception were related to higher level of work-family interference. We also found that salary, working hours, job satisfaction, and a series of maternity protection programs, including maternity leave, were significantly related to work-family balance.

• 가정과삶의질연구
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• 제25권5호
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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.

• 가족자원경영과 정책
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• 제20권2호
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• pp.75-98
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• 2016

This study examines the work-life balance designing of new employees using qualitative research. Eight new employees at foreign IT companies in Korea were interviewed in two groups composed of two male workers and two female workers. The research determined two main themes and seven sub-themes related to the participants work-life balance using theme analysis. The first main theme was 'working conditions' which had sub-themes, 'performance-based system in foreign IT companies', 'flexible working conditions', 'family-friendly company culture', and 'positive evaluation of the company'. The second main theme was 'work-life balance' which included the sub-themes, 'changing priority during transitional periods of life', 'work-family balance designing as a family unit', and 'difficulties balancing between work and family'. The results revealed that workers prospected that flexible working condition might solve the demands of the child-rearing period and that work-family balance was determined as a family unit. Additionally, there were gender differences in the relationships between working conditions and work-life balance.

• Human Ecology Research
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• 제55권3호
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• pp.263-274
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• 2017

The purposes of this study were to verify the longitudinal mediating effects of work-family balance on the relationship of role recognition in the family, marital intimacy and job satisfaction of married women, and to introduce longitudinal mediating effects by using latent growth curve modeling and autoregressive cross-lagged modeling. The subjects were married women from the third year data of the Korean Longitudinal Survey of Women and Family. Structural equational models were conducted with Amos ver. 21.0. The major findings are as follows. First, the result of the longitudinal mediating effects of latent growth modeling is the rate of change of work-family balance mediated between the rate of change of role recognition in the family and the rate of change of job satisfaction, and the rate of change of work-family balance mediated between the rate of change of marital intimacy and the rate of change of job satisfaction. Second, when using the autoregressive cross-lagged modeling, the more role recognition and marital intimacy of third year were the more work-family balance of fourth year, job satisfaction of fifth year. In both models, work-family balance mediated between role recognition in the family, marital intimacy and job satisfaction. Therefore, through this study, mediating effects of work-family balance can be found that there was a longitudinal effects.

• 가족자원경영과 정책
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• 제23권3호
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• pp.43-74
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• 2019

The purpose of this study is to analyze the effect of perceptions of work and family life on employee job satisfaction and to form a policy approach that contributes to the enhancement of worker satisfaction. In particular, we wanted to analyze how the characteristics of each variable appeared in industry groups with different gender ratios of workers. A notable point of the study was that the respondents who answered that work and family had similar importance were satisfied with their working conditions. In addition, it was found that the higher an employee's evaluation of the work-family reconciliation policy, the higher the employee's satisfaction with their working conditions. As a result of a path analysis, it was found that the most male-dominant industry was manufacturing, and the most female-dominant industry was health and social welfare. In the case of respondents who were employed in the most-male dominant industry, the degree of an employee's understanding of the work-family reconciliation policy recognition, rather than the relative priorities of work and family life, had a greater effect on job satisfaction. On the other hand, respondents who were employed in the most-female dominant industry confirmed that their level of education was highly related to the degree of institutional recognition.

• 가정과삶의질연구
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• 제23권1호
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• pp.223-239
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• 2005

The purpose of this study is to explore the impacts of personality variables, family variables, job variables, work-family conflict and job satisfaction on life satisfaction of family business workers. The major findings are as follows: 1. There was direct causal effects of job satisfaction, Sunday working level, the duration of the family business, an academic background on life satisfaction of family business workers. 2. Such variables family variables(family size, number of family workers, number of unpaid family workers), working time variables (working hours per a day, saturday working level, flexibility of working time), work-family conflict had indirect causal effects on life satisfaction of family business workers

• 가족자원경영과 정책
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• 제14권1호
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• pp.97-118
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• 2010

The purpose of this study is to provide background information to help develop family-friendly policies which aid in the ability for employees to balance family and work, and to increase the effectiveness and feasibility of these policies at work sites. We surveyed the performance and usage of work-family balance policies among working mothers with young children. We also examined the factors influencing the job satisfaction of working mothers. The study sample consisted of 237 working mothers with young children. We found that family economic status, working mother's experience of family leave or maternity leave, and easiness of policy use are important factors in a working mother's job satisfaction. Especially when individual and job characteristics are controlled, the most influential factor on working mothers' job satisfaction was the experience of family leave or maternity leave. In addition, the easiness of family-friendly policy use was a significant factor in working mothers' job-satisfaction.

• Human Ecology Research
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• 제59권2호
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• pp.199-213
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• 2021

The purpose of the study was to apply latent transition analysis to the work-family balance of working mothers with a child in elementary school by focusing on the effect of antecedents on both work-family balance typology and the transition between typologies. Data from 400 working mothers who participated in the eighth and eleventh waves of the Panel Study on Korean Children were used. The results can be summarized as follows. First, the latent profile analysis of working mothers whose children were in the first grade classified the work-family balance types as 'contradictory' or 'beneficial' and of working mothers whose children were in the fourth grade as 'conflictual', 'contradictory', 'high beneficial', 'low beneficial' or 'beneficial'. Second, working mothers whose work-family balance was 'contradictory' or 'beneficial' when their children were in the first grade mostly had, respectively, a 'low beneficial' or a 'high beneficial' balance when their children were in the fourth grade. Third, the probability of being classified into each type differed according to subjective happiness and marital conflict in the first grade, and marital conflict and social support in the fourth grade. Moreover, marital conflict and social support were significant in the transition between the types of work-family balance. The study showed that the types of work-family balance differed for each time point for individual working mothers. The study also highlighted the importance of parenting-related personal, family and social factors in determining the work-family balance type and transition between types.