• Journal of Digital Convergence
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• v.18 no.3
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• pp.83-92
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• 2020

The purpose of this study to investigate is as follows. First, this study examines the effects of WLB on organizational commitment and organizational citizenship behavior among domestic small and medium-sized company members. Second, this study examines the mediating effects of psychological safety on the WLB, and organizational commitment. Also, we will examine the mediating effects of psychological safety on the WLB, and organizational citizenship behavior. Third, the causal relationship between the dependent variables is verified. To test the hypothesis of this study, we analyze the statistics program using SPSS 25.0 and Macro Process. The results of this study through empirical research are as follows. First, WLB has a positive effect on organizational commitment and organizational citizenship behavior. Second, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational commitment. Third, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational citizenship behavior. Fourth, organizational commitment has a positive effect on organizational citizenship behavior.

• Journal of Convergence for Information Technology
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• v.11 no.10
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• pp.115-130
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• 2021

This study is to study the overall structural relationship between work-life balance(WLB), superior trust, workplace happiness, and organizational commitment. The goal of this study is to study how WLB and superior trust affect workplace happiness, how workplace happiness affects organizational commitment, and the mediating effect of workplace happiness. Survey data were collected from incumbents working in large companies and SMEs, validity and reliability of research items were reviewed, and research hypotheses were tested using path analysis. As a result of testing the research hypothesis, WLB and superior trust have a positive (+) effect on workplace happiness, and workplace happiness has a positive (+) effect on organizational commitment. Also, job satisfaction plays a role as a partial parameter between WLB, superior trust, and organizational commitment. Based on the hypothesis test results, it was confirmed that the higher the level of WLB and superior trust, the higher the level of work satisfaction. Based on the research results, a plan was suggested for Korean corporate members to achieve workplace happiness and organizational commitment.

• Journal of Digital Convergence
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• v.18 no.4
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• pp.211-219
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• 2020

The purpose of the study is to identify the structural equation modeling among work-life balance(WLB), organizational commitment, subjective career success, and turnover intentions. The study data came from 199 respondents, as flight attendants working for large domestic airlines. The research tested structural equation modeling by utilizing the SPSS20.0 and AMOS20.0 statistical program. As the results, the study found that WLB would have a negative impact on organizational immersion, and secondly, the hypothesis that WLB has a positive impact on the subjective career success of the flight attendants. Third, the hypothesis that the organization immersion of the flight attendants would have a positive impact on subjective career success, and fourth, the hypothesis that organizational immersion has a negative impact on the turnover. However, fifth, the hypothesis that subjective career success would have a negative impact on turnover was dismissed. Finally, the hypothesis that WLB would have a positive impact on turnover was adopted. Based on the results of this analysis, the research presents highly significant theoretical and practical implications.

• Journal of Family Resource Management and Policy Review
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• v.22 no.4
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• pp.33-60
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• 2018

This research was conducted to identify factors that affect work-life balance and happiness among married working couples with a double income. To this end, a survey was administered to 260 married working couples in the Seoul metropolitan region. The analysis of the survey responses using the SPSS (Ver. 21) program yielded several important results. First, the variables that significantly affected work-family balance included the number of family dinners eaten together, meaning of life, efforts to strike a work-life balance, and the availability of social institutions and policies that promote work-life balance. Variables that significantly affected work-leisure balance included meaning of life, number of family dinners eaten together, gender, and the availability of social institutions and policies that promote work-leisure balance. As for work-growth balance, significant variables included meaning of life, communication with colleagues, income, and meaning of work. Finally, variables that significantly affected happiness included meaning of life, income, communication with colleagues, and work-growth balance. Based on these results, follow-up research needs to be conducted on various groups to help determine the factors that will ensure their work-life balance and happiness.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.5
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• pp.77-87
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• 2018

The Purpose of This study is amid competition, High-quality human resources in food service industry make a lot of efforts. Especially, Work and Life Balance(WLB) is a considerable factor when modern workers decide and maintain the workplace and also it could be supposed as one strategic method that corporations could attract and maintain talented people. This study built a exploratory model that there is causal relationship of WLB(work and life balance) to employee's organizational commitment. Additionally this study examine the Moderating Effect of perceived value of work between WLB(work and life balance) and organizational commitment. This study utilized total 217 responses from workers of food service industrial employees and as analysis methods, it used descriptive statistic analysis, correlation analysis, multiple regression analysis, and hierarchical analysis. Results of analysis are as follows. First this study found that the work-life balance could give significant effects to the organizational commitment. work-growth balance and work-leisure balance has positive significance effect with the organizational commitment but work-family balance was not statistically significant. Second, The significance of this study indicates that perceived value of work plays a role as moderating variable influencing the relationship between work and growth balance and employee organizational commitment. Lastly, this study suggested the implication of the result, the limitation and the direction of future study. The results of this study provide suggestion to the company.

• The Journal of the Korea Contents Association
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• v.16 no.6
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• pp.416-431
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• 2016

Along with the mood of 'Beyond GDP', it is necessary to explore how these subjective concepts such as happiness and well-being are quantified to be compared among many countries. The concept of 'Work-life balance (WLB)' is likely to be located on the boundary between the subjective and objective areas. Thus, this article aims to examine the policies related to WLB and how to change or develop those policies considering the concept of WLB and the circumstantial particularity of Korea. There are several suggestions on certain developments in the existing policies interfering WLB at three levels. First the government needs to conduct campaigns to transform traditional gender roles through active advertisement. Second, the company needs to use the long-lasting 'hierarchical organisation culture' for employee's work-life balance for regulating working hours and exhausting paid holidays and maternity or paternity leave. Finally, families should understand and support their wives' current circumstances facing the struggle between a mother and economic worker.

• Safety and Health at Work
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• v.12 no.3
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• pp.377-383
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• 2021

Background: This study investigated the longitudinal associations between the degrees of positive and negative spillover in work-life balance (WLB) at baseline and reports of depressive mood at a 2-year follow-up in Korean women employees. Methods: We used a panel study design data of 1386 women employees who participated in the Korean Longitudinal Survey of Women and Families in both 2014 and 2016. Depressive mood was measured using the "10-item Center for Epidemiologic Studies Depression Scale." Associations between the positive and negative spillover in WLB at baseline and reports of new incidence of depressive mood at 2-year follow-up were explored using a multivariate logistic regression model. Results: Negative spillover in WLB at baseline showed a significant linear association with reports of depressive mood at 2-yearfollow-up after adjusting for age, education level, marital status, number of children, and positive spillover (P = 0.014). The highest scoring group in negative spillover (fourth quartile) showed a significant higher odds ratio of 1.95 compared with the lowest scoring group (first quartile; P = 0.036). Conclusion: Positive spillover in WLB showed a U-shaped association with depression. The degrees of positive and negative spillover in WLB among Korean women employees at baseline were associated with new incidence of depressive mood within 2 years. To prevent depression of female workers, more discrete and differentiated policies on how to maintain healthy WLB are required.

• Management & Information Systems Review
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• v.34 no.5
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• pp.49-69
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• 2015

The objective of this study is to understand the influence of Work-Life Balance (WLB) support system on employee engagement (organizational commitment and job commitment) and to examine the moderating effect of perceived organizational support (instrumental and emotional) on the relationship between WLB and employee engagement. To test the research model and hypotheses, this study analyzed 537 responses from employees of sample companies that were carrying out the WLB support system during the period of December 1 through 31, 2014, and the results of the analysis are as follows: First, the correlation between employee engagement (organizational commitment) and the WLB support system showed that the influence of WLB support system on employee engagement(organizational commitment) was greater in the order of growth, job, and family support system. Second, the correlation between WLB support system and employee engagement(job involvement) showed that growth and job support system had significant relationship. Third, in the relationship between WLB support system and employe engagement(organizational commitment), there was no moderating effect of perceived organizational support. Fourth, in the relationship between the WLB support system and employee engagement(the job involvement), both institutional and emotional supports factors of the perceived organizational support had moderating effects in the relationship between growth support system and employee engagement(job involvement). This study has academic significance in that it is an empirical study examining the relationship between the WLB support system and employee engagement, which has not actively investigaged in Korea.

• The Journal of the Korea Contents Association
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• v.21 no.1
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• pp.649-661
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• 2021

Over recent years, there have been more comprehensive studies conducted word-widely on the WLB covering not only the conflicting relationships between work and life but also facilitating relationships between work and life, in a method of classifying whether a conflict or a facilitation was derived from the work or from the life. However, such studies are hardly identified in Korea. The objective of this study is, therefore, to examine the effect of the WLB on innovative behavior in Korean society, when the WLB are subdivided into three sub-variables defined as work-life conflict, life -work conflict, and work-life facilitation, and to determine the mediated effect of psychological well-being(hedonic well-being and eudaimonic well-being). The hypothesis was verified using factor analysis, descriptive statistics, and regression analysis in questionnaires collected from 299 office workers. As a result, the study found that work-life conflict and work-life facilitation significantly effected psychological well-being and innovative behavior. However, life-work conflict was not a significant factor on hedonic well-being and innovative behavior. In addition, eudaimonic well-being showed mediating effect to the relationship between WLB and innovative behavior, while hedonic well-being did not effectively mediate them.

• Journal of the Korea Safety Management & Science
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• v.18 no.4
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• pp.73-80
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• 2016

This study highlights the main effect of job demand, work shift, work environment and stressors on the railway traffic controller's health, and the moderating effect of work0life balance. The result of empirical analysis based on questionnaires received from 328 traffic controllers working at 10 railway operating companies indicates that job demand, work shift, work environment and stressors have significant effect on their health, among which stressors is a major factor. In the respect of moderating effect, WLB showed no significance except for job demand. This result implies that controller's health can not be enhanced through their individual family or leisure life. Therefore, effective countermeasures and policy to mitigate their health problems and heal their symptoms are urgent.