• Annals of Occupational and Environmental Medicine
• /
• v.34
• /
• pp.20.1-20.12
• /
• 2022

Background: In the manufacturing industry, work-family conflict (WFC) is related to working hour characteristics. Earlier studies on the relationship between working hour characteristics and WFC in the manufacturing industry have been limited to some regions in Korea. No study has addressed the data on a national scale. Thus, this study investigated the impact of weekly working hours, weekend work, and shift work on WFC using national-scale data. Methods: This study was based on the fifth Korean Working Conditions Survey of 5,432 manufacturers. WFC consists of 5 variables; WFC1 "kept worrying about work"; WFC2 "felt too tired after work"; WFC3 "work prevented time for family"; WFC4 "difficult to concentrate on work"; WFC5 "family responsibilities prevented time for work". As WFC refers to the inter-role conflict between the need for paid work and family work, WFC has been measured in two directions, work to family conflict (WTFC: WFC1, 2, 3) and family to work conflict (FTWC: WFC4, 5). With these WFC variables, we conducted multiple logistic analyses to study how working hours, weekend work, and shift work impact WFC. Results: Korean manufacturers' prolonged working hours increased all aspects of WFCs. Odds ratios (ORs) of WFCs based on working hours (reference of under 40 hours) of 41-52, 53-60, over 61 were 1.247, 1.611, 2.279 (WFC1); 1.111, 2.561, 6.442 (WFC2); 1.219, 3.495, 8.327 (WFC3); 1.076, 2.019, 2.656 (WFC4); and 1.166, 1.592, 1.946 (WFC5), respectively. Shiftwork in the WFC2 model showed a significantly higher OR of 1.390. Weekend work 'only on Saturday' had significant ORs with WFC2 (1.323) and WFC3 (1.552). Conclusions: An increase in working hours leads to the spending of less time attending to problems between work and family, causing both WTFC and FTWC to increase. As weekends, evenings, and nighttime are considered to be family-friendly to people, working on weekends and shift-work were highly correlated to WTFC.

• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.6
• /
• pp.95-104
• /
• 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
• /
• v.15 no.8
• /
• pp.271-279
• /
• 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
• /
• v.9 no.4
• /
• pp.345-355
• /
• 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
• /
• v.9 no.1
• /
• pp.23-42
• /
• 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.

• Annals of Occupational and Environmental Medicine
• /
• v.35
• /
• pp.46.1-46.12
• /
• 2023

Background: As unpredictable work schedule (UWS) has increased worldwide, various studies have been conducted on the resulting health effects on workers. However, research on the effect of UWS on workers' well-being in Korea is still insufficient. This study aimed to investigate the relationship between UWS and work-family conflict (WFC) using 6th Korean Working Conditions Survey (KWCS). Methods: Both UWS and WFC were measured using self-reported questionnaires, using data from the 6th KWCS conducted between 2020 and 2021, including 31,859 participants. UWS was measured by questions regarding the frequency of changes in work schedules and limited advanced notice. WFC was measured by questions regarding work to family and family to work conflicts. Logistic regression analysis was conducted to investigate the association between UWS and WFC. Results: The prevalence of UWS was higher among men, those under 40 years old, service and sales workers and blue-collar workers, and those with higher salaries. Workplace size also influenced UWS prevalence, with smaller workplaces (less than 50 employees) showing a higher prevalence. The odds ratio (OR) for WFC was significantly higher in workers with UWS compared to workers without UWS after adjusting for gender, age, marital status, occupation, salary, education, weekly working hours, shift work, company size, and having a child under the age of 18 years, employment status (OR: 3.71; 95% confidence interval: 3.23-4.25). Conclusions: The analysis of nationwide data revealed that UWS interferes with workers' performance of family roles, which can lead to WFC. Our findings suggest that it is crucial to implement policies to address unfair work schedule management, promoting a healthier work-life balance and fostering a conducive environment for family responsibilities.

• Annals of Occupational and Environmental Medicine
• /
• v.34
• /
• pp.44.1-44.12
• /
• 2022

Background: Recently, use of work-related communication technology-smartphones, tablets, and laptops-is increasing rapidly by development of technology with the coronavirus disease 2019 pandemic. Some studies have suggested that work-related communication technology has a significant link with work-family conflict (WFC) but these studies included only limited number of participants and lacked essential covariates. Therefore, this study analyzes this association using large representative data sample and selected waged workers who were married-couples with children. Methods: This study was conducted based on data from the 6th Korean Working Conditions Surveys (KWCS). A total of 17,426 waged workers having a marriage partner and one or more children were selected. Logistic regression analysis was performed to determine whether WFC was associated with communication technology use. The odds ratios (ORs) for WFC were stratified by sex and working hours. Results: In fully adjusted model, WFC was higher those who used communication technology outside regular working hours compared with those who did not use it (OR: 1.66; 95% confidence interval [CI]: 1.39-1.97). When stratified by sex and working hours, the effect was greater in women than in men (OR: 1.79; 95% CI: 1.42-2.26 vs. OR: 1.52; 95% CI: 1.17-1.97) and women who worked over 52 hours per week had the highest OR (3.40; 95% CI: 1.25-9.26). Conclusions: This study revealed that the work-related communication technology use outside regular working hours was associated with WFC. The association were greater among those having longer working hours and female workers. These results suggest that appropriate policy should be implemented to reduce working hours and right to disconnect after work, particularly in female workers.

• Korean Journal of Family Social Work
• /
• no.54
• /
• pp.7-39
• /
• 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
• /
• v.14 no.1
• /
• pp.100-106
• /
• 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
• /
• v.15 no.8
• /
• pp.293-303
• /
• 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.