• The Journal of Asian Finance, Economics and Business
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• v.9 no.6
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• pp.95-104
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• 2022

This study investigates the complex mechanism of work-family conflict affecting counterproductive behavior of employees based on resource conservation theory and 417 valid samples by using polynomial regression and response surface analysis. Counterproductive work behavior refers to any intentional behavior of an individual that has potential harm to the legitimate interests of the organization or its stakeholders. Results show that first, work-to-family conflict (WFC) and family-to-work conflict (FWC) had four matching types. Compared with "high WFC-low FWC," "low WFC-high FWC" and "low WFC-low FWC" matching conditions, the employee self-control resource depletion and counterproductive work behavior (CWB) are at their highest under "high WFC-high FWC" congruence matching condition. Second, the joint effect of WFC and FWC has a U-shaped relationship with counterproductive behavior. Compared with the "high WFC-low FWC" match state, the level of CWB in the "low WFC-high FWC" match state is higher. Third, the depletion of self-control resources played a mediating role in the effect of WFC on counterproductive behavior. Fourth, emotional intelligence moderated the relationship between the congruence of WFC and FWC and self-control resource depletion. Emotional intelligence was higher, and the positive relationship between the congruence of WFC and FWC and self-control resource depletion was weaker.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.271-279
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• 2015

The purpose of this research is to verify the impact of job stress on turn over intention among the married workers in small and medium sized enterprises in South Korea, as well as to examine mediation effect of work-family conflict between the two variables. For this research, 135 workers were selected through a web-based survey from February to March, 2015. As results, job stress was statistically influential on turnover intention and work-family conflict. Work-family conflict implied the partial mediation effect of turnover intention, with both direct and indirect impacts on depression. The findings suggest that preventive programs against job stress and work-family conflict, such as Employee Assistance Programs(EAPs), should be launched in order to reduce the problems. Korean government must legislate for family-friendly work environment to help company could activate the assistance programs for the employees who suffer from the work-family conflicts.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.345-355
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• 2022

Excellent employees are those who take on extra responsibilities and commitments at work. Hence, employees must pay attention to out-of-role activities that can help the company perform better. When a person takes on more responsibilities than he can handle, they will have to deal with the issue of work-family balance. This paper examines how the consistency of WFC affects employees' organizational citizenship behavior (OCB) using the Resource Conservation Theory. This study uses empirical research methodologies to assess 417 employees as a sample. (1) When the matches of work-to-family conflict (WFC) and family-to-work conflict (FWC) are consistent, the employee self-control resource depletion level is lower, and OCB is higher in the "high-high" consistency matching state. (2) The "low-high" match had a higher OCB than the "high-low" match when the WFC and FWC matches were inconsistent. (3) In the process of WFC affecting OCB, the depletion of self-control resources acts as a mediating factor. (4) Emotional intelligence plays a moderating role in the whole model. The lower the emotional intelligence was, the stronger the positive relationship between the consistency of WFC, FWC, and self-control resource depletion was.

• Korean Journal of Culture and Social Issue
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• v.9 no.1
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• pp.23-42
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• 2003

Based on the gender role perspective, this study explored the differential effects of work-family conflict(WFC) on the life satisfaction and job attitudes(job satisfaction and involvement) between men and women by analysing the data collected from about 240 married government officers including both sex. The results showed that both men and women had the higher level of WIF(work interfering family) than that of FIW(family interfering work), and that FIW of women was higher than that of men. The results also showed that WFC(WIF and FIW) had differential effects on the life satisfaction and job attitudes between men and women. Specifically, WFC of women had significant negative effect on the life satisfaction and the job involvement, However WFC of men had no significant effects on them.

• Korean Journal of Family Social Work
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• no.54
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• pp.7-39
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• 2016

This study aimed at examining the effects of the environmental aspects of work-family role conflict on child-rearing attitudes of working mothers. To accomplish study purpose, 267 working mothers were asked to fill out the survey questionnaires. The research results were as follows. First with regards to the effects of both direction of work-family role conflict on child-rearing attitudes of working mothers: the work interference with family conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work interference with family conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family interference with work conflict was negatively related to autonomic child-rearing attitudes of working mothers. Second, in terms of the effects of the three types of work-family role conflict on child-rearing attitudes of working mothers: the work family strain-based conflict was negatively related to affectionate child-rearing attitudes of working mothers; the work family strain-based conflict was positively related to rejection child-rearing attitudes and control child-rearing attitudes of working mothers; and the family work strain-based conflict was negatively related to affectionate child-rearing attitudes and autonomic child-rearing attitudes of working mothers. Based on these results, suggestions and implications were provided.

• Safety and Health at Work
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• v.14 no.1
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• pp.100-106
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• 2023

Background: Our study aimed to investigate the mediating role of work-family conflict (WFC) on the relationship between long commutes and workers' anxiety and insomnia. Methods: Our study measured the two dimensions of WFC, time-related, and strain-related, which were considered multiple mediators. The mediating effect of WFC on anxiety and insomnia was investigated by decomposing the total effect into a direct effect (long commuting time → anxiety or insomnia) and an indirect effect (long commuting time → WFC → anxiety or insomnia). The combined indirect effect (joint indirect effect) of strain-related WFC and time-related WFC was estimated. The effects were presented as odds ratios and 95% confidence intervals (CIs). Results: The direct effect of 120 min or longer of commuting time was 1.39 (95% CI: 1.17-1.65) times increase in the odds of anxiety and 1.64 (95% CI: 1.41-1.90) times increase in the odds of insomnia than those whose commuting time was less than 60 min. In the case of indirect effects, those whose commuting time was 120 min or longer had 1.13 times higher odds of anxiety (95% CI: 1.07-1.18) and 1.12 times higher odds of insomnia (95% CI: 1.07-1.17) via WFC. The joint indirect effects accounted for 26.4% and 18.5% of the total effect on anxiety and insomnia, respectively. The longer the commuting time, the stronger both direct and indirect effects. Conclusions: Our findings highlight the mediating effect of WFC on the relationship between long commuting times and workers' anxiety and insomnia.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.293-303
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• 2015

This study examined the relationships among work-family role conflicts(WFC, FWC), work distress(WDIS), and life satisfaction(LS) for female workers using child daycare center in workplace. From the data of 137 female workers, it showed statistically significant results that FWC on WDIS and WDIS on WFC were positive. It also demonstrated the degree of WFC was higher, the LS level was lower. The results revealed not only WDIS fully mediated between FWC and LS, but also WFC partially mediated the relationship between WIDS and LS. Comparing to the previous studies that failed to tell the directions of work-family role conflicts on LS, this study distinguished the bi-directional work-family role conflicts in searching for causal relationships among WFC, FWC, WDIS, and LS. This study recommended further studies for comparing female workers using child daycare center in workplace or not.

• Journal of Digital Convergence
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• v.13 no.8
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• pp.207-220
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• 2015

This study empirically analyzed the effects of Emotional Intelligence and work-family conflict on organizational effectiveness such as job performance and turnover in the advertising industry. Analysis results showed that emotional intelligence a significant impact in part on job performance and turnover intention. In particular, the more use of emotion is higher job performance, and the more regulation of emotion is lower turnover intention. Second, work-family conflict is proved on a partially significant impact on organizational effectiveness, and especially family conflicts caused by works was found to increase the degree of turnover. The results of this study suggest that the need for the establishment of appropriate systems and organizational culture which can increase emotional intelligence and reduce family conflict for performance and human resource management of the organization.

• Korean Journal of Culture and Social Issue
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• v.26 no.4
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• pp.551-578
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• 2020

The purpose of this study is to identify the moderating effect of each of the three stress response (problem-centered treatment, pursuit of social support, and positive thinking) in the effect of work-family conflict between dual-earner couples on marriage satisfaction. To this end, 369 married couples (369 wives, 369 husbands) who raise children under the age of 6 were surveyed on stress coping (problem-centered, social support, and positive thinking), work-family conflicts, and marriage satisfaction. Based on the Actor-Partner Interdependence Model (APIM), the collected data verified six research models by distinguishing the moderating effects of each of the three coping strategies from the direction of Work to Family conflict and Family to Work conflict. Interaction graphs were also presented to determine the pattern of significant buffering effects. As a result, first of all, the problem-oriented strategy of the wife buffer the negative impact of the husband's WFC on the husband's own and wife's marriage satisfaction. It was also found that problem-oriented strategy that husband himself uses to buffer the negative impact of the husband's FWC on his wife's marriage satisfaction. Second, the pursuit of social support confirmed that the negative effects of the husband's WFC on the husband's marriage satisfaction were mitigated by the pursuit of social support used by his wife. Third, in the case of positive thinking, the effect of the positive thinking on the husband's WFC on the marriage satisfaction of the husband and wife was shown, and the positive response effect of the wife's FWC conflict was also shown. Finally, based on the results of this study, the discussion and implications of the study were presented.

• Journal of Convergence for Information Technology
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• v.10 no.11
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• pp.64-76
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• 2020

The purpose of this study is to empirically analyze the mediating effect of job stress and Job engagement in job satisfaction between WFC(Work-Family Conflict) and quality of LMX(eader-member exchange) relationship of married female workers based on JD-R(Job Demands-Resources) model. A total of 945 people were targeted using the 7th panel data from the Korean Longitudinal Survey of Women and a structural equation model was used to verify the causal relationship and mediating effect of each variable using spss 23.0 and AMOS 21.0. As a result of the study, it was confirmed that WFC did not directly affect job satisfaction, and it was found that job satisfaction was negatively affected through job stress related to WFC. It was found that the quality of the LMX relationship had a positive effect on job satisfaction and reduced job stress, thus positively affecting job satisfaction. Job engagement was found to mediate the relationship between LMX and job satisfaction. This study is meaningful in that the search for multidimensional psychological and contextual factors that lead to job performance and job demands of married female workers are conducted.