• 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.

• Journal of Construction Engineering and Project Management
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• v.8 no.2
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• pp.1-16
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• 2018

The Architectural, Engineering and Construction (AEC) industry has a culture of long working hours that sometimes extend to weekends. As a result, construction employees find it challenging to achieve a balance between their work and personal lives. It is believed that there is rarely a clear separation between employees' work and personal life in the AEC industry. This paper suggests that in order to attract and retain a talented workforce, AEC organizations have to cater for the diverse needs of employees with regard to work-life balance. This paper presents the results of a survey of both professional and managerial employees' perspective on work-life conflict issues in private and public AEC organizations. Perspectives were found to differ, although not significantly, by employees' experience, leadership experience, age and gender. Furthermore, most survey respondents noted that their employers did not have a policy or program in place supporting work-life balance initiatives. Finally, although the AEC industry is making strides to improve work-life balance, the effort is lagging behind other industry sectors in providing policies and programs to promote work-life balance through flexible work hours and various other means.

• Journal of the Korean Home Economics Association
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• v.36 no.10
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• pp.161-178
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• 1998

This study attemps to identify the factors related to dealing withy work-family conflict of employed women, and to investigate the needs and the methods of support for household labor. Especially, the results of this study aims to be reflected in women's policy from a political point of view. For these purposes, 477 married women those being employed (more than 30 hours per week) and having nuclear family were selected. Statistics were frequencies, means, percentile, and two-way ANOVA. The results were as follows. First, employed mother's housework time is 5 hours 16 minutes on a weekday and 9 hours 32 minutes on Sunday with the exception of market work time. And 84.5% of total housework was performed by housewife. Thus they take chage of work burden(market work and housework), and make a difficulties of cooking and family care. Seconds, the highest needs of support was the change of thought on division of labor, responsibility on housework, and status of women. The next were the needs of the social organization(flex-time, a special holiday for woman workers, home-based work) and the public institution(day-care center, school feeding). Thirds, contributing factors to the needs of support were housewife's age and occupation. So, this two factors were crossed in order to analyze family type by factors.

• Journal of Family Relations
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• v.20 no.4
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• pp.157-172
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• 2016

Object: This study investigated the effect of self-esteem on depression through family relations satisfaction and tested whether working types would moderate such associations. Method: The subjects were 2,145 elderly who are healthy enough to work and were selected for the ninth Korean Welfare Panel Study. The resulting data were analysed by using the statistical program SPSS 2.1 with reference to steps for testing mediation by Baron and Kenny, moderated mediation by Heyes. Results: Self-esteem has both direct and indirect significant effects, revealing that family relations satisfaction fully mediates the effects of coping strategies of family conflict on depression. From the working types, self-employed/employer and unpaid family worker, moderate the indirect effect of self-esteem on depression through family relations satisfaction. Conclusions: In practical intervention of elderly depression reduction, efforts to increase family relations satisfaction is effective when it is difficult to us address satisfaction. Moreover, we have to provide intervention for elderly with work in context of relationship of individual and familial factor.

• Research in Community and Public Health Nursing
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• v.30 no.3
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• pp.357-367
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• 2019

Purpose: The aim of this study is to identify factors of Korean female workers' childbirth plans and to establish measures to improve the childbirth plan. Methods: Study subjects were selected part in the 1st, 3rd, and 5th year surveys of the Korean Longitudinal Panel Survey of Women and Families. The selection criteria were as follows: women who had a spouse; were salaried workers currently employed for the last one month; belonged to a childbearing age; and had less than 3 children. Logistic regression analysis was conducted to investigate factors associated with childbirth plans. Results: Childbirth plans by female workers decreased each year. The analysis of associated factors revealed that age, number of children were associated factors in all years. In addition, education, satisfaction about dividing household chores with the husband, and satisfaction about working environment were associated with the lack of planning for childbirth in female workers in the 1st survey year. Satisfaction about dividing household chores with the husband, family-work conflict, and satisfaction about the potential for personal development were associated factors in the 3rd survey year. Finally, family-work conflict, satisfaction about employment stability, and satisfaction about job task at work were associated factors in the 5th survey year. Conclusion: It is important to know the measures focusing on the lack of planning for childbirth, and hence these factors can be improved by assessing in general, family, and occupational characteristics. Additionally, employer policies regarding women employees who are pregnant or have children at home need to be reviewed.

• Journal of Digital Convergence
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• v.17 no.8
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• pp.237-248
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• 2019

The purpose of this study was to investigate the effects of clinical nurses' job stress, work-family conflicts, and burnout on their depression. Data was analyzed using descriptive statistics, t-test, one way ANOVA, Pearson's Correlation Coefficient and Stepwise multiple regression analysis. The results of this study shows that the job stress of the nurses was higher than average, the work-family conflicts was moderate, burnout was less than moderate, and depression was mild. The higher the job stress, the higher the conflict between workplace and family, the higher the burnout, and the higher the depression was. The main factor impacting upon the mental health of nurses was work-family conflicts followed by burnout. Therefore, it is necessary to develop a program that can prevent job stress and resolve burnout and support work-family conflicts to prevent depression of clinical nurses and to improve quality of life.

• Women's Health Nursing
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• v.25 no.3
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• pp.329-344
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• 2019

Purpose: This study aimed to identify utilization of the work-family support policy (WFSP) and factors affecting retention intention among Korean female military officers. Methods: This cross-sectional survey recruited 103 married female officers from the Korean Army, Navy, and Air force with preschool-aged children through convenience and snowball sampling. Via online surveys from June to November, 2018, the participants self-reported retention intention, work-family conflict, job satisfaction, and utilization of the WFSP. The data were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson's correlation coefficient, and multiple linear regression. Results: Retention intention ($22.29{\pm}5.98$) was reported at the mid-level, lower than scores reported in the literature for female workers. Work-family conflict ($32.51{\pm}5.29$) and job satisfaction ($63.10{\pm}7.45$) were above the midpoint levels. Use of maternity leave (100.0%) and parental leave (92.2%) was high, especially compared to the rates of child-care day off (20.4%) and parenting time (20.4%). 'Noticeable increases in childcare services within the army' (22.8%) was reported as the supportive measure needed the most by female military officers. Job satisfaction (${\beta}=.43$, $p{\leq}.001$), the use of parenting time (${\beta}=-0.29$, p=.002), living type (${\beta}=-.18$, p=.043), and service type (${\beta}=-.16$, p=.035) significantly influenced retention intention. Conclusions: The findings highlight the priority areas of importance within the WFSP and suggest that a family-friendly culture can improve female officers' retention intention. Accordingly, policy changes at the Ministry of National Defense improving the system to enhance a family-friendly culture in the military is expected to strengthen the retention intention of female officers and contribute to excellence in the military workforce.

• Korean Journal of Occupational Health Nursing
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• v.13 no.2
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• pp.89-103
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• 2004

One of the major health problems of working women is job stress according to many studies. However, existing job stress questionnaires are suitable for men and men's job environments only, and do not reflect emotional labor for sales people. The aim of this research is to find women's job stress factors. The subjects of this investigation are married working women in sales since they experience emotional labor in addition to physical and psychological labor and the work-family conflict is very important job stressor for them. The job stressor of married sales women was analyzed through qualitative research. After I had in-depth interviews with 20 married sales women, I identified 49 new concepts, 3 main categories and 17 sub categories. The results are like the following. 1. 3 main categories are job factor, aggravate factor, and compensate factor. 2. Job factor has 5 sub-categories including 'increasing of selling', 'emotional labor' and 'physical burden'. 3. Aggrabate factor has 6 sub-categories including 'work/family conflict', 'relationship with higher office' and 'relationship with a fellow worker' 4. Compensate factor has 6 sub-categories including 'opportunity of employment', 'discrimination', and 'prestige' Consequently this study newly found some major job stressors for married working women in sales department.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.1
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• pp.5-12
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• 2012

목적: 본 연구의 목적은 대학원 또는 RN-BSN과정에 등록하여 학업을 계속하는 간호사들이 학업과 직업, 가정에서 다양한 역할을 수행하면서 발생하는 역할갈등과 역할관련 스트레스의 관련성을 파악하는 것이다. 연구방법: 국내4개 간호대학 RN-BSN과정 또는 대학원에서 수업을 받고 있는 간호사 149명을 대상으로 역할갈등, 역할스트레스를 측정하였다. 수집된 자료는 SPSS WIN 18.0 프로그램을 이용하여 분석하였으며 서술통계, 빈도분석, 상관관계분석과 함께 위계적 다중회귀분석을 이용하였다. 연구결과: 연구대상자의 work-school to family 갈등은 평균 $2.77{\pm}0.93$점, family-school to work 갈등은 $3.27{\pm}0.77$점, family-work to school에 대한 역할갈등은 $3.08{\pm}0.83$점이었다. 역할관련 스트레스는 평균 $5.99{\pm}1.66$점이었으며, 스트레스의 하위영역 중 가정스트레스 $4.77{\pm}2.62$점, 직장스트레스 $6.66{\pm}2.12$점, 학업스트레스 $6.84{\pm}1.87$점이었다. 위계적 다중회귀분석 중에서 직위가 스트레스변인의 2%를 설명하였고, 2단계에서 갈등요인 3변수가 추가 입력되었을 때 스트레스 변인의 23%를 설명하는 것으로 나타났다. 결론: 학업과 근무, 가정으로부터 다양한 역할을 수행하는 간호사는 다양한 역할에서 오는 갈등과 스트레스의 연관성이 확인되었으므로, 이를 근거로 업무만족과 성취를 높일 수 있는 정책이 개발되어야 한다.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.1
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• pp.233-244
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• 2012

This study investigates the effects on the performance of women workers' work-family relationship. As reduced conflict with maintain a harmonious relationship between work and family of women workers, improving the quality of work of women workers, look into an effective support system for maximizing the effectiveness of women workers. The final sample size for this study was 500. The results were as follows. First, the harmonious relationship between work and family have significant positive effects on the job satisfaction and organizational commitment of women workers. This implies that companies should make an effort to maintain harmonious work-family relationship for women employees and can enhance individual atisfaction and ultimately lead to corporate performance. Second, according to the result of verifying the second hypothesis that conflictive work-family relationship will affect employees' satisfaction negatively, there was partial support. In other words, conflictive work-family relationship influenced job satisfaction negatively, but it showed no correlation with organizational commitment. This result suggests that it has direct relationship with the job that is being actually carried out and indirect relationship with the organization. Third, based on the result of verifying the hypothesis on the moderate effect of non-occupational supporting systems which proved to be partially moderate effect. In short, this study has proved the importance of women workers' work-family relationship. Furthermore, the study results imply that it is necessary to establish supporting systems to minimize women workers' conflictive work-family relationship. It is also particularly urgent for companies to make non-occupational supporting systems.