• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.436-446
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• 2015

Work-family interface including work-family conflict and work-family enrichment has an effect on organizational performance such as job satisfaction and organizational commitment. This empirical research mainly investigated influence of family-friendly organizational culture on work-family interface and organizational performance. Three key variables apply for this research : work-family interface, organizational performance and family-friendly organizational culture. A total 750 questionnaire was collected from female managers in various companies for hypothesis testing. The empirical analysis shows that reducing work-family conflict and enhancing work-family enrichment positively contribute to job satisfaction and organizational commitment. The Family-friendly organizational culture plays a moderating role between work-family interface and organizational performance. As a result, the findings support the fact that family-friendly organizational culture impact on organizational performance through work-family balance.

• Journal of Korean society of Dental Hygiene
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• v.18 no.3
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• pp.295-310
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• 2018

Objectives: The purpose of this study is to identify the factors affecting job satisfaction, job stress, turnover intention, work-family and family-work relationship of married dental hygienists with young children. Methods: 242 copies of self-reported questionnaires were analyzed. Statistical analysis of collected data was conducted using the statistical program of Stata 13.0 (StataCorp., College Station, TX, USA). Results: Turnover intention was higher when the child age was lower and the child support and parenting stress were higher. But when working hours were adjustable, the turnover intention was low. Job stress was higher as the position, monthly income and night working hours were higher. Job satisfaction was higher as night work was fewer, work time was adjustable and family life satisfaction was higher. When parenting stress was high, job satisfaction was low and job stress and turnover intention were high. Work-family relationships were more affected by lower monthly income and parents-first child caregivers. Workplace factors affecting the family life were monthly income, caregiver and number of night work. The higher the parenting stress, the greater the mutual influence between family and work life. Age, family life, parenting stress and turnover intention were identified to affect family-work relationship. Parenting stress and job stress were identified to be influential on work-family relationship. Conclusions: Married dental hygienists are leaving the clinical setting due to their marriage and childbirth, or showing the effects on family-work and work-family relationships due to parenting. Efforts should be made to efficiently utilize professional manpower and to improve the psychological and physical working environment surrounding the married dental hygienists.

• Journal of Family Resource Management and Policy Review
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• v.6 no.2
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• pp.143-155
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• 2002

Nowadays, the conflict of work and family has become a common problem in families due to the increase of working parents. But in Korea, there is a little supporting system which can help them work. So, this study showed the necessity of family-friendly Policy and families' demands to it. Many capitalist countries which have insufficient welfare system effort to integrating work and family by offering a family-friendly policy for working parents. So, policies for family and women have to be family friendly, and all of the corporation, community, school, and government have to support the working families.

• Journal of Families and Better Life
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• v.26 no.5
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• pp.27-37
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• 2008

The main objective of this study was to examine the effects of family-friendly culture in various organizations in the private sectors on employee self-reported work-family balance and qualities of lives. It also attempted to clarify whether employee perceived work-family culture would vary according to size and type of organization, gender, and dual career partnership. The data came from 365 married full-time workers employed in a wide variety of organizations located in Seoul and GyeongGi-Do. The major findings of this study were as follows: Work-family culture was perceived more family-friendly in large-sized organizations and consumer industries. Female employees and workers in dual-career partnerships perceived the work-family culture of their organizations less family-friendly. The hierarchical multiple regression analyses revealed that firm size, supervisory support for employees' family activities, and the perception of negative career development opportunities as a consequence of utilizing family-friendly policies significantly predicted employees' work-family balance and qualities of lives, while organizational time demands having no significant effects on them. The implications of study results were discussed.

• Journal of the Korean Society of Food Culture
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• v.26 no.3
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• pp.261-270
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• 2011

The purpose of this study was to investigate the relationship between 'family-work conflict/work-family conflict', job burnout, job satisfaction, and individual job performance in the employees at the restaurants in Daegu City. The sample of this study consisted of employees at the restaurants in Daegu City who visited the 2010 Daegu Food Tour Expo between October 7 and October 10. A total of 302 questionnaires were analyzed using statistical methods of factor analysis, reliability test, and covariance structural analysis. The research findings were as follows; firstly, work-family conflict was positively related to job burnout, secondly, job burnout was negatively related to job satisfaction and individual job performance and thirdly, job satisfaction was positively related to individual job performance. However, there was no relationship between family-work conflict and job burnout. The reason for rejection of the relationship between family-work conflict and job burnout was that family-related affairs were not important enough to affect job burnout among restaurant employees in Korea. This phenomenon happened differently in the US. Therefore, currently, restaurant managers in Daegu City should pay much attention to work-related affairs so as to mitigate job burnout as much as possible among their employees.

• Journal of Family Resource Management and Policy Review
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• v.18 no.4
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• pp.1-26
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• 2014

This study analyzes the effects of the three types of flexible work arrangements (part-time, flexitime, and reduced working hours for childcare) available in Korea on work-family conflict, facilitation, and job satisfaction for married working women ages 15-49. The study employs a panel analysis based on the first to the fourth data from the Korean Longitudinal Survey of Women & Families (KLoWF). The major results are as follows. First, the availability of part-time jobs and reduced working hours to facilitate childcare is significantly related to work-family conflict for married women. If a married woman is employed in a part-time position or if reduced working hours for childcare are available, the conflict within the family caused by the job is reduced. Second, none of the three types of flexible work arrangements have a statistically significant influence on work-family facilitation for married women. Third, the availability of reduced working hours for childcare has a positive effect on the job satisfaction of married women. In conclusion, flexible working hours for women who are raising children are the main factor in reducing the negative effect of a job on a woman's family life as they contribute to work and family compatibility.

• Human Ecology Research
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• v.56 no.4
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• pp.361-375
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• 2018

This study recognizes the changes of the father's role and the importance of family mealtimes as well as examines the individual, family and social contexts surrounding the father's family mealtime. This study analyzed the trend of the father's family mealtime frequency and factors affecting them in order to explore the current conditions of their father's work and family balance through family mealtimes. Data from 492 fathers who have school aged children were collected through an online survey. The overall trend of the frequency of father's family meals showed an average of 2.4 breakfasts and an average of 3.2 dinners per week. The frequency of the father's family meals showed statistically significant differences according to the father's age, children's school age, dual income, weekly working hours, working flexibility, leaving on-time and the priority of work and family. The analysis of hierarchical linear regressions was conducted to determine factors affecting the frequency of father's family mealtime to show that the frequency of father's family mealtime was best explained by father's working conditions and perception variables. Working conditions such as working hours, leaving work on time, working flexibility were significant variables in regards to the father's family mealtime frequency. The father's perception towards parental efficacy, wife's support, and work-family priority were significant factors in regards to the father's family mealtime frequency. This study is meaningful in that it provides basic data on policy making for the compatibility of the father's work and family.

• Journal of Families and Better Life
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• v.30 no.5
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• pp.75-88
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• 2012

The purpose of this study was to investigate the influences of variables related to family and employment on work family spillover in working wives with children. Korean Longitudinal Survey of Women & Families(KLoWF; 2008) of Korea Women's Development Institute was used in this study. The subjects of this study were 733 working wives with children. For data analysis Cronbach ${\alpha}$, and multiple regression were performed. The results show that, first, among variables related to family, family role awareness and marital satisfaction influence on work-family negative spillover, and values on familism and husband's weekends housework hour influence on family-work negative spillover in working wives with children. Second, among variables related to employment, career satisfaction, wife's weekly working hour, husband's perception on employment of wife and sexual discrimination influence on work-family negative spillover, and career satisfaction, husband's perception on employment of wife, employment stability, husband's monthly income and husband's weekly working hour influence on family-work negative spillover in working wives with children. Third, among variables related to family and employment, wife's weekly working hour, family role awareness, marital satisfaction husband's perception on employment of wive, husband's weekly working hour, and career satisfaction influence on work-family negative spillover, and values on familism and wife's weekly working hour influence on family-work negative spillover in working wives with children.

• Journal of Families and Better Life
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• v.33 no.4
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• pp.1-17
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• 2015

The purpose of this study was to investigate the effects of individual characteristics, family characteristics, job characteristics, and family strength on work-family spillover in dual-earner families focusing on users and non-user of Healthy Family Support Centers(HFSC). The subjects were 703 people who lived in Seoul and Gyeonggi-Do. The results were analyzed by using the PASW 21.0 program. The findings of this study led to the following conclusions: First, the users of HFSC showed a higher level of family strength than the non-users did. This is the users had a high level of awareness of family's values and importance compared to the non-users. Second, the users revealed higher levels at a positive spillover from work to family and from family to work than the non-users. Therefore, it is confirmed that the users have a positive view of work-family spillover due to their family strength. Finally, there was a significant result at the moderation effects of work-family spillover according to personal traits, family and job characteristics. Specifically, work-family negative spillover was effected family strength through the age of the users' children. The result suggest that family strength has positive effects on the family cycle. It will be worthwhile to pay attention in future research to discover what is the appropriate support for dual earner families.

• Journal of Family Resource Management and Policy Review
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• v.11 no.1
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• pp.37-51
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• 2007

This study shows how community can support the work-family balance and stimulate efforts of community within it. For this purpose, community concepts are defined and its demands and resources are compared with those of work and the family, Furthermore, it will examine the conditions which individuals, couples and neighborhoods need for work since the family balance is examined through the family-friendly community index. Various examples of volunteer activities or movements within the community that will support the work-family balance of the neighbors are also demonstrated. Also, the alternatives fur healthy family support activities in Korea are suggested.