• 한국콘텐츠학회논문지
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• 제18권6호
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• pp.113-121
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• 2018

본 연구는 일과 가정생활의 갈등이 개인몰입에 미치는 영향을 실증적으로 분석함으로써 이론적 차원뿐만 아니라 기업경영의 실무적인 측면에서 시사점 발견을 목적으로 하였다. 본 연구에서는 실증연구를 위해 일과 삶의 갈등을 독립변수로 몰입을 종속변수로 설정하였다. 또한 자기효능감이 두 변수의 관계에서 의미 있는 조절역할을 하는지 실증적으로 검증하였다. 실증자료의 분석 결과, 일과 가정생활의 갈등은 개인의 일과 조직의 몰입에 의미 있는 영향을 미치고 있는 것이 확인되었다. 자기효능감은 일 삶의 갈등과 개인의 몰입과의 관계를 조절하는 효과를 나타내었다. 본 연구의 결과는 일과 가정생활 갈등 분야의 이론적인 기여와 기업의 성과향상과 유지를 위한 관리자의 실질적인 역할에 대한 지침으로 활용될 수 있을 것이다.

• Annals of Occupational and Environmental Medicine
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• 제35권
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• pp.36.1-36.11
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• 2023

Background: Work-Family Conflict means that the demands of work and family roles cannot be met simultaneously, so one cannot concentrate on one's work or family role. This conflict can negatively affect mental health and cause insomnia symptoms. Methods: This study was conducted on 20,442 subjects. Insomnia symptoms were assessed using the Minimal Insomnia Symptom Scale, and other variables were assessed using the questionnaire method. Logistic regression analyses were performed to evaluate the effect of Work-Family Conflict on insomnia symptoms, and subgroup logistic regression analyses were also performed. Results: The number of people with insomnia symptoms was 4,322 (15.1%). Compared with Low Work-Family Conflict, the odds ratios (ORs) for the risk of insomnia symptoms were 1.84 (95% confidence interval: 1.56-2.16) in High work-to-family conflict, 1.16 (1.02-1.32) in High family-to-work conflict, and 3.19 (2.87-3.55) in High Work-Family Conflict. The ORs were higher for men than women in High WFC but higher for women than men in High Work-Family Conflict. Conclusions: The risk of insomnia symptoms was highest in High Work-Family Conflict.

• 한국보육지원학회지
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• 제3권1호
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• pp.1-15
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• 2007

본 연구는 취업모의 직장환경과 양육시간을 알아보고, 그에 따른 일-어머니 역할갈등의 차이를 알아보는데 그 목적이 있다. 연구 대상은 서울 경기 지역에 소재한 어린이집을 통해 만 3-5세 영유아의 취업모 230명을 대상으로 설문하였다. 설문지는 아동을 통해 각 가정에 의뢰하여 어린이집에서 수거한 뒤 본 연구자가 취합하였다. 배부된 설문지 중에서 202부가 회수되었다. 연구의 목적을 달성하기 위해 t, F검증, 상관관계, 회귀분석을 실시하였으며 연구의 결과는 다음과 같다. 첫째, 취업모의 직장환경은 근무시간 융통성이 낮고, 비정규 근무가 높을수록 일-어머니 역할갈등이 높게 나타났으며 가족과 관련된 정책의 시행여부에 따라서는 일-어머니 역할갈등에 차이가 나타나지 않았다. 둘째, 취업모가 자녀와 함께하는 양육시간이 짧을수록 일-어머니 역할갈등이 높게 나타났다. 셋째, 취업모의 일-어머니 역할갈등과 직장환경, 양육시간은 서로 유의한 상관이 나타났다. 마지막으로, 취업모의 직장환경과 양육시간은 일-어머니 역할갈등에 영향을 미치는 것으로 나타났다.

• 한국직업건강간호학회지
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• 제13권2호
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• pp.118-129
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• 2004

Purpose: The purpose of this study is to investigate effects of shift work on married nurses' role conflict and job satisfaction. Method: Study subjects consisted of married nurses employed at four general hospitals with over 500 beds located in Seoul and Kyunggi area. The data were collected from March 15th to April 7th, 2004 using the survey and the subjects were asked to reply through self-administrative method. Results: Mean value of role conflict of nurses who worked shift work was measured 3.12 out of 5, and that of nurses who did not was measured 2.98. Mean value of job satisfaction of nurses who worked shift work was measured 2.79 out of 5, and that of nurses who did not was measured 2.86. There was a significant reverse correlation between mean level of role conflict and of job satisfaction. Both groups, nurses who worked shift work and nurses who did not, showed significant reverse-correlation in two areas. In the case of nurses who worked shift work, role conflict not showed a significant correlation. Job satisfaction showed a significant correlation with the plan to work as a nurse and remuneration in the case of nurses who worked shift work. Duty of supporting family was the factor affecting role conflict and measured 4.2% in the case of nurses who worked shift work, and the plan to work as a nurse and the academic background in the case of nurses who did not work shift work. Conclusion: To reduce role conflict and to improve the degree of job satisfaction, there should be taken a measure to improve a financial compensating system for working shift work for nurses who worked shift work, and to help nurses not working shift work to design plans for their job as nurses with stability.

• 한국심리학회지 : 문화 및 사회문제
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• 제23권2호
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• pp.97-129
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• 2017

본 연구는 테크노 스트레스의 유발요인 중 테크노 과중과 테크노 침해가 일로부터의 심리적 분리에 미치는 영향을 확인하고, 일로부터의 심리적 분리가 일-가정 갈등에 어떠한 영향을 미치는지 그 과정을 살펴보기 위해 이루어졌다. 또한 테크노 과중 및 테크노 침해와 일로부터의 심리적 분리의 관계에서 상사-부하 교환관계의 조절효과를 검증하고자 했다. 이를 위해 총 43문항으로 구성된 자기보고식 설문지를 이용하여 다양한 직종에서 근무하는 직장인들을 대상으로 설문조사를 실시하였으며, 총 306명의 자료가 분석에 사용되었다. 분석 결과, 테크노 침해를 높게 지각할수록 일로부터의 심리적 분리를 더 낮게 지각한다는 것을 확인할 수 있었으며, 테크노 침해가 일로부터의 심리적 분리를 매개로 하여 일-가정 갈등을 높인다는 것을 알 수 있었다. 또한, 상사-부하 교환관계의 질이 높을수록 테크노 침해와 일로부터의 심리적 분리 간의 관계가 완화되는 것을 확인할 수 있었다. 이러한 연구 결과를 바탕으로 연구의 의의 및 시사점, 그리고 연구가 갖는 한계점과 향후 연구를 위한 제언 등을 통합적으로 논의하였다.

• 간호행정학회지
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• 제22권3호
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• pp.260-269
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• 2016

Purpose: The present study was aimed to examine the degree of nurses' emotional labor and occupational stress and demonstrate the moderating and mediating effects of work-family conflict in the relationship among emotional labor, occupational stress, turnover intention of nurses. Methods: The participants for this study were 307 nurses currently working in two general hospitals in G city in Korea. Data were collected using structured questionnaires and analyzed for descriptive statistics, t-test, ANOVA, Mann-Whitney U Test, Kruskal Wallis Test, Pearson correlation coefficients and hierarchical multiple regression with SPSS/WIN 21.0 program. Results: It turned out that work-family conflict plays an important role in the relationship among emotional labor, occupational stress, turnover intention of nurses. Conclusion: Therefore, to reduce nurses' turnover intention, it is necessary to have an intervention focusing on work-family conflict. Also, it is necessary for both the government and hospitals to establish a supportive system and a program to relieve nurses from their work-family conflict.

• 간호행정학회지
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• 제21권3호
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• pp.297-307
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• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• The Journal of Asian Finance, Economics and Business
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• 제7권2호
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• pp.229-236
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• 2020

Researchers generally argue that sexual harassment influence poor female employee organizational attitudes. However, these relationships have been not always observed. Depending on the organizational support theory, this study extended the content domain of sexual harassment research by examining the role of perceived organizational support, on these relationships. For this, this study used a survey method and multiple regression analyses with Korean 285 female employees. As results, first, the more unwanted sexual attention employees perceived, they were less likely to show their organizational citizenship behavior. Second, the more sexual coercion employees perceived, they were more likely to have their work-family conflict. Third, the negative relationship between unwanted sexual attention and their organizational citizenship behavior are stronger for employees low rather than high in perceived organizational support. Finally, the positive relationship between sexual coercion and work-family conflict are stronger for employees low rather than high in perceived organizational support. The findings suggest the adaptive function of perceived organizational support employees hold in organizational behavior. This is the first study to examine the interaction between perceived organizational support and sexual harassment of female workers with organizational citizenship behavior and work-family conflict. This study also provides guidance for administrative managerial practices.

• 디지털융복합연구
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• 제11권8호
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• pp.75-93
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• 2013

본 연구의 목적은 어떠한 요인들이 직장과 가정에 갈등에 영향을 미치며, 그것들이 조직몰입과 이직의도에 미치는 영향을 알아보고 성취욕구 및 권력욕구 그리고 조직지원인식의 조절효과를 통하여 직장-가정갈등이 조직몰입과 이직의도에 대하여 지각하는 수준이 어떠한 효과를 나타내는지에 규명하는 것이다. 분석결과, 직장-가정갈등(일초래갈등, 가정초래갈등)은 조직몰입에 부(-)의 영향을 미치며, 직장-가정갈등(일초래갈등, 가정초래갈등)은 이직의도에 정(+)의 영향을 미치는 것으로 나타났다. 또한, 성취욕구/권력욕구는 직장-가정갈등(일초래갈등, 가정초래갈등)과 조직 몰입간의 관계를 부분적으로 조절하며 성취욕구/권력욕구는 직장-가정갈등(일초래갈등, 가정초래갈등)과 이직의도간의 관계를 부분적으로 조절하는 것으로 나타났다. 반면, 조직지원인식은 조절효과를 주지 못하는 것으로 나타났다.

• 대한간호학회지
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• 제11권1호
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• pp.29-44
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• 1981

Nursing role tends to be more complex then before because of the increased number of health professionals and of the health needs of patient. Accordingly, nursing role expectations are various and sometimes conflict by its role set. There are various literatures on role conflict of nurses and discussed how to eliminate the conflict in order to improve nursing service particularly in the hospital organization. This study was designed to determine if role conflict exist among nurses who work in a hospital and if so what resolution were most frequently selected by the nurses to the role conflict. The study population was fifty six registered nurses of K university hospital. The fifty six was defined and selected by nonproportional stratified sampling method to obtain subjects who are from uniform role set. A questionnaire, a list of role connect, stimulated by the literature review, knowledge based on several years' experience in nursing was formulated by the author and administered to the study population. The questionnaire included twenty nine closed question items of role conflict and classified according to the intra sender conflict, intersender conflict, person conflict and interperson conflict. The response choices to the questions range on a scale continuum with degrees of conflict from one to five: never - 0, seldom - 1, occasionally - 2, frequently - 3, and mostly -4. Per cent, means, standard deviation, and x² -test were used to analyze data. The findings of the study could be summarized as follows. 1. General characterstics of the study population: Most of the population were between the age of 22-27 and are not married. 2. Analysis of Role conflict Existence of Role conflict of nurses was found by the total mean conflict score, 2.06. Inter Sender Role conflict revealed the most high mean conflict score and the lowest one was inter person role conflict. Among the five role senders of nurses: Physician, patient and hi9 family, peer and superior, nursing students and hospital administrator, nurses showed the highest conflict mean score for physicians and the lowest score for Nursing student. 3. Analysis of role conflict resolution. Compromise through discussion with the role sender was the most frequently selected method by the respondents. The result also showed that the respondents tend to resolve the conflicting situation created by patient or his family by persuation. On the o thor hand, Avoidance and ignorance was frequently chosen for the conflicting role expectations from the hospital administrator.