• 가정과삶의질연구
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• 제32권5호
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• pp.145-161
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• 2014

The purpose of this study examined the differences in work-family spillover process and domains in dual-earner couples with children, using a multidimensional measure of work-family spillover. The subjects of this study were 285 working couples with children. The research tool was questionnaires which consisted of general characteristics of the subjects and multidimensional measure of work-family spillover scale. For data analysis, factor analysis, Cronbach ${\alpha}$, t-test, and paired t-test were performed. Based on analysis of data using factor analysis, three-distinct work-family spillover process can be measured for both wife and husband, time interference, psychological distraction, and energy depletion and the multidimensional measure of work-family spillover is able to validly assess different domains of family life into which spillover occurs. The main results of this study were as following: First, there were significant differences in work-family spillover process according to sex. In work${\rightarrow}$family spillover, male more experienced negative time interference than female, on the other hand, in family${\rightarrow}$work spillover, female more experienced negative energy depletion than male. Second, there were significant differences in domains which work-family spillover occurs according to sex. Male more experienced negative work${\rightarrow}$family spillover than female in marital relations and parent-child relations domains while female more experienced negative family${\rightarrow}$work spillover than male in parent-child relations and home management domains. Third, there were significant differences between wife and husband in work-family spillover process. In work${\rightarrow}$family spillover, husband more experienced negative time interference than wife, on the other hand, in family${\rightarrow}$work spillover, wife more experienced negative energy depletion than husbands. Forth, there were significant differences between wife and husband in domains which work-family spillover occurs. Male more experienced negative work${\rightarrow}$family spillover than female in marital relations, parent-child relations, and leisure life domains. And while husband more experienced negative family${\rightarrow}$work spillover than wife in parent-child relations, wife more experienced negative family${\rightarrow}$work spillover than husband in home management domains.

• 가족자원경영과 정책
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• 제23권4호
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• pp.23-39
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• 2019

This study aimed to explore the moderating effect of family strengths on the effect of work-family conflict on happiness in dual-income married couples. This study included 316 married employees who live in Seoul and have children attending junior high or lower grade schools. A survey was conducted December 1-30, 2018 by distributing questionnaires to child care centers, kindergartens, schools, companies, religious institutions, and other locations. The results are follows. First, in this study, the degree of family→work conflict was higher than that of work→family conflict in dual-income married couples, indicating that role conflict at work is greater due to family role pressures. Second, among the socio-demographic characteristics of dual-career couples, monthly income, family→work conflict (an independent variable), and family problem-solving skills (a moderating variable; a subcategory of family strengths) had a significant impact. In the analysis of the effect of work-family conflict on happiness, the higher the monthly income, the lower the family→work conflict, and the higher the family problem solving ability, the higher the feeling of happiness among dual-income married couples. When the work role conflicts from family life roles were more highly perceived in dual-income married couples. Moreover, family→work conflict and an interaction term of family problem-solving ability were identified as variables that had significant effects on happiness. Third, family problem-solving ability was identified as a moderator buffering the effect of work-family conflict on happiness.

• 품질경영학회지
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• 제47권1호
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• pp.109-124
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• 2019

Purpose: The purpose of study is to understand the effect of Airline industry employee's workaholism on Work Family conflict and Satisfaction of Life. Methods: The research method of this paper is to analyze data which was collected from 328 female cabin crew at airline located in Jeju Air. Results: The results of this study are summarized be summarized as follows: First, Work Obsession as the subordinate variables of workaholism positively affect Work Family conflict, but Work Enjoyment and Commitment of Work negatively affect work family conflict. Second, The results showed that had the higher level of Work to Family conflict than that of Family to Work conflict. Both directions had a negative impact on life satisfaction. Conclusion: Work Enjoyment and Work Commitment of variable workaholic had the higher level of Work to Family conflict than that of Family to Work conflict. So, it is important to make efforts to promote Work Enjoyment and Work Commitment of workaholic with resolving Work Family conflict in married managerial women by families and corporations.

• 가족자원경영과 정책
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• 제18권4호
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• pp.135-151
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• 2014

This study focused on issues of relative importance to the work and family life of married men. The work was carried out to determine, when men are in any category, how to increase their satisfaction with their work and family life. Data from 896 married men with their youngest children under 18 years of age was collected and analyzed. Cluster analysis was performed to classify the categories depending on the relative importance of work as compared to family life. I obtained four types relating to the relative importance of work compared to family life. The results are as follows. First, the score of subjective balance which was perceived by the men was slightly higher than the normal range, at 3.27 points. Second, work-family negative spillover is bigger than family-work negative spillover. On the other hand, family-work positive spillover is bigger than work-family positive spillover. Third, in the category in which the difference is largest between the relative importance of work and family life, the men crave the value of nonwork. It seems that in order to bring a particular gravity to work, there is a possibility that the areas outside of work will be suppressed. Also, in this category, both the satisfaction of family life and job satisfaction were low; this will be a point to consider when discussing the problem of the balance of work and family.

• 가족자원경영과 정책
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• 제19권3호
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• pp.41-62
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• 2015

The purpose of this study is to investigate the effects of work-family conflict and spousal support resources on parenting stress among working mothers with pre-school children. This study involved a total of 232 working mothers with children enrolled in child care centers in Seoul and Gyeonggi-do as conducting a survey. First, the higher the work-family conflict (inter-role conflict caused by the impact of work on family life), the higher the family-work conflict (inter-role conflict caused by the impact of family life on work). Moreover, the lower the level of spousal support resources (emotional spousal support resources, instrumental spousal resources), the higher the work-family conflict and family-work conflict. The level of parenting stress was higher in working mothers experiencing greater work-family conflict and family-work conflict both and lower levels of spousal support resources for parenting. Second, the number of children and the amount of work-family conflict and instrumental spousal support resources had a statistically significant impact on parenting stress. Thus, the higher the number of children, the greater the work-family conflict, and the lower the level of instrumental spousal support resources, the higher the level of parenting stress. The findings of this study highlight the relative effects of role conflicts between work and family and of spousal support resources on parenting stress in working mothers. Husbands' being involved in parenting, in particular, was identified as an important support function for healthy child-rearing by successfully combining career and family responsibilities.

• 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.

• 가정과삶의질연구
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• 제24권6호
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• pp.131-145
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• 2006

This study analyses factors facilitating work-family balance through quantitative research and case study. A sense of balance is more closely related to cognition and satisfaction in work and family than demographic factors. Based on these results, two kinds of educational programs for employees and employers were developed. Both programs consist of 4 sessions and focus on the necessity of work-family balance and the application of family-friendly policie.

• 대한가정학회지
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• 제47권6호
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• pp.109-120
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• 2009

The purpose of this study is to construct the family support system and suggest various policies for work-life balance to create the family-friendly society. For this purpose, this study showed the theoretical background for constitution of integrated family support system-community, government and business. Especially, this study emphasized that family-centered viewpoint to the policy is needed and that support for worklife balance not work-family balance should be enlarged. Various policies were suggested in three parts and the role of community was emphasized. Finally, this study presented the necessity of laws and committee for work-life balance and role of healthy family-support center for work-life balance.

• 가족자원경영과 정책
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• 제15권1호
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• pp.93-116
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• 2011

This qualitative study focused on the dual earner families' work and family life to explore the possibility of ideal work-family balance. Seven employed married women and two men were interviewed about their work-family balance during two months in 2010. We described four representative cases of having difficulty in work and life balance. And we identified the three dimensions to make their work-family balance difficult. They are motherhood ideology, ideal worker, and the limit of men's housework participation. For ideal work-family balance, we suggested alternatives. First, the companies should make various work-life balance programs and allow their workers to use them actively. Second, the government should support the needs of work-life balance and carry out various family-friendly and child care polices. Third, husbands have to participate the housework much more and the model of 'good' parents need to be modified.

• 대한간호학회지
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• 제49권4호
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• pp.386-397
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• 2019

Purpose: This study examined the effect of hospitals' family-friendly management on married female nurses' retention intention. The focus was the mediating effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance). Methods: This study was a cross-sectional study. The participants were 307 nurses working at five public and five private hospitals with more than 200 beds in Seoul. Data were collected using structured questionnaires from September 10 to September 17, 2018 and analyzed with SPSS 24.0. Data were analyzed using an independent t-test, a one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. Results: There were significant correlations among family-friendly management, the work-family interface, and retention intention. Work-family conflict showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family enrichment showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family balance showed a partial mediating effect on the relationship between family-friendly management and retention intention. Conclusion: These findings indicate that both hospitals' family-friendly management and nurses' work-family interface are important factors associated with nurses' retention intention. Therefore, hospitals should actively implement family-friendly management for nurses and establish strategies to enhance nurses' work-family interface for effective human resource management.