• Journal of Families and Better Life
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• v.23 no.4 s.76
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• pp.113-122
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• 2005

The purpose of this study is to examine the work-family conflict and work-family spillover of married working women. For this purpose, this study estimate the level of work-family conflict and spillover and investigate the related variables to then The results are as follows. The level of work-family conflict is ordinary. The level of role conflict as mother is highest and that of role conflict as wife is lowest. The level of work-family spillover is also ordinary and positive work-family spillover and family-work spillover are higher than negative ones. Work-family conflict of married working women have a significant difference according to woman's age, age of first child, number of children, household work time, career years, and support of family. Negative family-work spillover have similar trend with wok-family conflict in affecting variables. This study is meaningful in analyse the work-family spillover of married working women as well as work-family conflict to reveal the positive aspect with negative aspect of work-family. It is needed to eliminate the conditions which cause conflict to married working women and emphasize the positive effect of work-family.

• Journal of Korean Critical Care Nursing
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• v.13 no.2
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• pp.60-72
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• 2020

Purpose : The aims of this study was to provide basic data to enhance the professional self-concept of nurses in intensive care unit and identify the relationship between job stress, working bullying, self-efficacy and professional self-concept and identify the factors influencing professional self-concept in intensive care unit nurses. Methods : This study was conducted from June to August, 2018 at five general hospitals over 500 beds. Structured questionnaire were completed by 120 nurses who had agreed to understand and participate in the study. The collected data were analyzed using the SPSS win 24.0 program. Results : Factors affecting the professional self-concept of the subjects were self-efficacy, working bullying, unsatisfaction and satisfaction of nursing job satisfaction, age. The explanatory power of these variables on professional self-concept was 55.1%. Conclusion : The self-efficacy, working bullying, nursing job satisfaction, and age of the intensive care unit nurses were identified as the major factors influencing the professional self-concept. Therefore, it is necessary to develop and apply an educational program to improve self-efficacy and nursing job satisfaction and reduce working bullying, which are influencing factors of professional self-concept of intensive care unit nurse.

• Korean Journal of Digital Imaging in Medicine
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• v.5 no.1
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• pp.138-149
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• 2002

During the period from may to June 2000, a questionnaire study was carried out on 65 male radiological technologist who had been engaged at VDT work, to find out correlation their symptoms to VDT syndrome factors, work environment and condition. The results were as follows : 1. The mean age was 41.0 years, the mean relay working time was 3.75 hours and the mean duration of using computer monitor was 5.9 years, the satisfactory of working was 44.6% the others 55.4%, among these, 3.1% had symptoms before using the VDT and the others had not. 2. The prevalence of symptoms was the highest on wholebody tired, followed by eye, neck, low back, in decreased order and the lowest was fatique of wrist. 3. There was not significant correlation of symptoms to age, but significant to working time, working duration. 4. There was not significant correlation of symptoms to satisfactory. 5. Working desk, monitor, illuminations, temperature, and noise were significantly related to symptoms. 6. There was significant relation of symptoms to CT, MRI workers.

• Annals of Occupational and Environmental Medicine
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• v.35
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• pp.18.1-18.7
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• 2023

South Korea has the highest policy priority for working hour regulations because it has longer annual working hours than other Organization for Economic Development Co-operation and Development countries and has fewer holidays. According to the results of the Working Conditions Surveys between 2006 and 2020, in 2020, 6% of wage earners worked for > 52 hours weekly. The percentage of workers exceeding 52 hours weekly has decreased over time; however, disparities exist based on age, industry, occupation, company type, and company size, particularly in service-, arts-, and culture-related occupations and workplaces with fewer than 5 employees. South Korea's working hours system is greatly influenced by the 52-hour weekly maximum; sometimes, a maximum of 64-69 hours, including overtime, is theoretically possible. To ensure healthy working hours, it is important to actively protect workers who fall through the cracks, such as those in businesses with fewer than 5 employees.

• Journal of the Korea Society of Computer and Information
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• v.28 no.8
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• pp.155-164
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• 2023

This study analyzes and verifies the relationship between job satisfaction by factor, organizational commitment, job satisfaction, and overall job satisfaction of working-age workers using a structural equation model. The research data used the 24th data of the Korean Labor and Income Panel Study. The subjects of the study were 8,024 workers in the production age of 15 to 64 as of 2021 among 9,132 people who correctly marked the values of the observation variables. As a result of the study, it was found that job satisfaction by factor had a positive impact on organizational commitment, job satisfaction, and overall work and job satisfaction. In addition, organizational commitment and job satisfaction were found to have a positively significant effect on overall work and job satisfaction. These results emphasize the importance of understanding and solving the unique problems faced by various types of workers in the labor market, ultimately providing important implications for organizations and policy makers to provide workers with an efficient working environment.

• Korean Journal of Child Studies
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• v.7 no.1
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• pp.1-23
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• 1986

The present study investigated the current child care practices of professional working mothers in Korea and their needs for substitute child care outside the home. Three hundred twenty-two professional working mothers who have children under 6 years of age in Seoul, Pusan, Taegu, and Taejon were surveyed with the use of a questionnaire. It was found that during their working hours, most of the professional working mothers put their children in the care of either the paternal or the maternal grandmothers. Others put the children in the care of a full-time housekeeper or a part-time housekeeper. While all the mothers had worked out a way to care for their children, almost all of them would use day care if facilities were available. Specifically, 42 per cent prefer child care at their work site, 21 per cent prefer family day care, and only 3 per cent indicated that they would not use any child care facilities. Most of the working mothers think that their employer should manage the day care program. Others prefer social agency or government management. Regarding costs, most prefer that costs should be split 50-50 between the employer and the family. In addition, professional working mothers wanted quality programs with educational components rather than mere custodial care. It was concluded that variety in types of quality child care programs should be available to provide working mothers the options of choosing what they want for their children. The main type of programs suggested by this study is work site based child care for children under 3 years of age. The existing law for the Saemaul Nursery School program should be implemented so as to include programs for children under 3.

• Journal of Family Resource Management and Policy Review
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• v.17 no.2
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• pp.93-119
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• 2013

The actual time fathers spend in childcare has not increased much in spite of recent attention paid to nurturing their children and changes in the fathers' role. In this study, parenting time is measured by time spent in childcare, shared housework, and shared leisure. In this way, this study seeks to analyze trends in fathers' time spent with children and the factors that influence fathers' participation in parenting. The data source for this study was the 2009 Korean Time Use Survey. The main results of this research are as follows: First, when measuring childcare time as a primary activity, fathers' time spent in parenting averaged 17 minutes on weekdays and 32 minutes on Sundays. This extended to 44 minutes on weekdays and 166 minutes on Sundays when including the secondary childcare time and the shared time with their children while doing housework or leisure. Second, fathers' probability of participating in childcare was higher for fathers who had shorter working hours, younger children, higher spouse average monthly income, and a college or higher education level. The variable that influenced fathers' participation in shared housework on weekdays was working hours. On Sundays, the variables were working hours, age of the youngest child, and the type of occupation. Fathers' participation in shared leisure was influenced by father's working hours, number of children, age of the youngest child, and type of occupation on weekdays. On Sundays, it was influenced by working hours and the age of the youngest child.

• Journal of the Korea Safety Management & Science
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• v.11 no.2
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• pp.159-165
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• 2009

Through the understanding of the change of productivity and the ability of error recovery according to aging and the assessment and analysis of them, we may take this research to contribute to make a design for the road-map to help set up the policy of employment for old generation. For this we have taken an experiment of the coordination tester for 100 person who are chosen randomly and analysed the collected data using SAS, which is one of widely used statistical analysis packages. The main results are as follow: $\circledcirc$ The result of regression between the working speed and the length of the correction of error shows independence. (pr>0.2029). $\circledcirc$ The regression between age and working speed is statistically significant. (pr<0.0001) $\circledcirc$ The relation between age and the length of the correction of error is not significant. (pr>0.9123).

• Journal of Families and Better Life
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• v.17 no.4
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• pp.173-192
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• 1999

The differences of coping behaviors of professional and non-professional working mothers were assessed using data(n=704) from the working mothers with children under age 18. Professional working mothers' individual characters family and occupational conditions are more suitable than non-professionals for the coping behaviors. And such individual and situational aspects may relate to the differences of coping behaviors of he two groups. In general professional working mothers use coping behaviors more except the 'role reducation' and 'taking the support of fiends & neighbor' On the other hand the conservativeness and passive attitude in role strain coping is the same aspect of the two groups. Finally the relation of individual character family and occupational condition of working mothers to their coping behavios are slightly different in this two working mothers groups.

• Korean Journal of Occupational Health Nursing
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• v.17 no.2
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• pp.117-125
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• 2008

Purpose: The purpose of the study was to find the ways to prevent the fatigue of the office of railroad employees. Method: The data were collected from the male employees of Korea Railroad Corporation. Results: The mean score of the degree of fatigue was 4.33. The factors that affected the level of fatigue were support from senior officials, exercise, age, work stress, number of work hours per week, alcohol intake and working area. To be more specific, the level of fatigue was lower when the support from senior officials was higher. The employees who did no exercise, who are in the age between 31 and 40, with high working stress, who worked 61 hours per week of higher, non-drinkers were found to have higher level of fatigue. The employees with the age of 51 years or older with unspecified work area had relatively lower level of fatigue. Conclusion: In conclusion, to decrease the level of fatigue of the office of railroad employees, the development of health improvement programs are required such as increase of the support from senior officials, change in exercise and drinking habit, decrease of the work stress and adjustment of the working hours.