• Journal of the Korea Society of Computer and Information
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• v.25 no.6
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• pp.171-181
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• 2020

This is an empirical study that analyzes factors affecting the work-family compatibility of female wage workers with underage children. The analysis was conducted with 1,113 women from the 7th wave of the Korean Longitudinal Survey of Women & Families by Korean Women's Development Institute. As for research methods, multiple regression analysis was used in order to analyze the effects of 'social support(home support, maternity protection support, childcare and education services)', 'job characteristics', 'socio-demographic variables' and 'husband characteristics' on 'work-family compatibility and conflict'. As a result, it was analyzed that the husband's support for work life, gender inequality at work and women's educational training were the factors that strengthen work-family compatibility. It was also analyzed that gender inequality, use of childcare and education facility, number of underage children, age of husband, husband's satisfaction with caring support and husband's support for work life were the factors that cause conflict between work and family. Thus, if the policy of strengthening the work-family compatibility is a long-term policy, it appears that it is necessary to supplement and strengthen policies that can reduce conflict factors in the short term. It is hoped that the results of the study will be used as objective and academic data to strengthen the maternity protection and work-family compatibility of female workers with underage children.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.317-340
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• 2013

The modern society has undergone the fast change of the family structure and labor market. Particularly, the compatibility of work and family life became the era's agenda while the labor force participation rate of the women increased. However, the family-friendly organizational culture was not created and the job engagement of the married female workers was decreased. The married female workers complained of suffering due to the work and family conflict. This research was conducted to study a relationship between family-friendly organizational culture and job engagement of married female social workers, and secondly to investigate if family conflict affect the relationship. From the results of the study, it was known that family-friendly organizational culture has effect on the job engagement, and work and family conflict play an intermediary role between the organizational culture and job engagement. Therefore, it can be explained that family-friendly organizational culture enhances the job engagement of married female social workers, and the culture would be a good measure of the compatibility of work and family life. Based on the study, it is suggested that public relation and education need to be preceded for the spread of family-friendly organizational culture by national initiated programs. Secondly, in terms of welfare organization, related regulations and guidelines need to be prepared, and thirdly, in the view of individual respect, members of family should have their own rights to put forth an opinion grandly with firm faith of the compatibility of work and family life.

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

• Journal of Family Resource Management and Policy Review
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• v.26 no.2
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• pp.19-36
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• 2022

The purpose of this study was (a) to identify latent profiles among employed Korean mothers of third graders based on work-family conflict, work-family enrichment, work-parenting conflict, and work-parenting enrichment, (b) to examine the antecedents of profile membership at the individual, family, work, and community levels, and (c) to investigate the differences in the various psychological outcomes across the profiles. The sample of 451 married employed mothers was a subset of data from the 10th Wave of the Panel Study of Korean Children, which was collected in 2017 when the focal child was in the third grade. Our latent profile analysis suggested a three-profile model that comprised enriched (11.91%), moderate (47.85%), and mixed (40.24%) profiles. The significant antecedents of profile membership were subjective health status, the child's adjustment to school, working hours, the community's suitability for childrearing, and satisfaction with community service facilities. Regarding psychological outcomes, the levels of life satisfaction, marital satisfaction, and job satisfaction were higher in the following order: enriched, moderate, and mixed profiles. The levels of depressive symptoms were in the reverse order: mixed, moderate, and enriched profiles. This study contributes to a comprehensive understanding of the literature on work-family interactions by considering various predictors and outcomes at multiple levels.

• Journal of Information Technology Applications and Management
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• v.22 no.2
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• pp.71-93
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• 2015

Due to the rapid development of information communication technology, employees have conducted their tasks with smart devices such as smartphones and tablet PCs in the midst of after work hours. In line with this phenomenon, we have examined the relationships among technostress, work connectivity behavior after hours (WCBA) and technostress inhibitors and job satisfaction. Based on the results of prior research, we developed and tested our research model which posits the certain factors such as technostress, WCBA and technostress inhibitors affect work-life conflicts which, in turn influence employees' job satisfaction. Survey data collected from 345 users who have experiences on using smart devices was used to test the model using PLS (partial least squares). In this study, we found that technostress and WCBA were positively related to the work-life conflicts. We also found that the relationship between technostress inhibitors and job satisfaction was significant. The implications of these findings for both research and practice are discussed.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.183-200
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• 2024

Recently, with the MZ generation's entry into society and the social participation of the female population, conflicts are occurring between workplace groups that value WLB and existing groups that emphasize collaboration due to differences in work orientation. Public institutions and companies that utilize work-life balance support systems show differences in job Commitment depending on the nature of the work and the activation of the support system. Accordingly, it is necessary to verify the effectiveness of the WLB support system actually operated by the company and present universally valid standards. The purpose of this study is, first, to verify the effectiveness of the support system for work-life balance and to find practical consensus amid changes in policies and perceptions of the working environment. Second, the influence of work-life balance level and job immersion according to work characteristics was analyzed to verify the mutual influence in order to establish standards for WLB operation that reflects work characteristics. For the study, a 2X2 matrix model was used to analyze the impact of work-life balance and work characteristics on job commitment, and four hypotheses were established. First, analysis of the job involvement level of conflict-type group members, second, analysis of the job involvement level of leading group members, third, analysis of the job involvement level of agreeable group members, and fourth, analysis of the job involvement level of cooperative group members. To conduct this study, an online survey was conducted targeting employees working in public institutions and large corporations. The survey was conducted for a total of 9 days from October 23 to 31, 2023, and 163 people responded, and the analysis was based on a valid sample of 152 people, excluding 11 copies that were insincere responses or gave up midway. As a result of the study's hypothesis testing, first, the conflict type group was found to have the lowest level of job engagement at 1.43. Second, the proactive group showed the highest level of job engagement at 4.54. Third, the conformity group showed a slightly lower level of job involvement at 2.58. Fourth, the cooperative group showed a slightly higher level of job involvement at 3.80. The academic implications of the study are that it subdivides employees' personalities into factors based on the level of work-life balance and nature of work. The practical implications of the study are that it analyzes the effectiveness of WLB support systems operated by public institutions and large corporations by grouping them.

• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.378-385
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• 2011

The purpose of this study was to investigate the relationship of job-stress, job-family conflict, and mental health according to lifestyles of married office worker. Data were collected by structured questionnaires form 185 married office worker by convenient sampling methods from May to August 2011. In our research outcomes, it found that job-stress was positively related to job-family conflict in the self-belief type, family-centralized type, heeding duty type and creative type. Job-family conflict was negatively related to mental health in the heeding duty type. And job-stress was positively related to metal health in the creative type and individual success pursuing type. These findings show that it is necessary to develop therapeutic psychosocial nursing intervention and to locate social-support-resources for reducing high job-stress, solving job-family conflict, and improving mental health in the married office worker.

• The Journal of Information Systems
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• v.29 no.3
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• pp.179-195
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• 2020

Purpose & Design/methodology/approach Amidst the COVID-19 spread, interest in telework has been increasing as a way to respond to environmental changes and improve organizational performance. In this study, causal loop diagram, thinking process, and four principles of TRIZ were used to find various ways to achieve work-life balance for workers and firms in teleworking environment. Findings The result of the causal loop diagram shows that keeping work-life balance is needed to provide free extra time for workers and achieve the firm's performance through efficient coordination between departments in teleworking environment. Using thinking process of TOC, we proposed a evaporating cloud for work-life balance and reviewed assumptions and premises to maintain extra free time for workers and achieve firm's performance paradoxically, and suggested solutions through the breakdown of the assumptions and premises. Resolving the contradiction(RC) by spatial separation is to divide working spaces into home, smart center, and mobile work types, to find both ways to achieve the organizational performance, and to provide extra time for workers. RC by temporal separation is to divide working time into various unit time, and to find ways to achieve organizational performance through doing work at office or home periodically or shiftly according to a predetermined schedule and time setting. RC by situational separation is to give options of flexible methods of performing work according to the conditions of the company or the worker. RC by separation between part and a whole is to find ways to organize and do the work so that the entire work can be completed efficiently even if each work is performed separately in teleworking way. This study is meaningful in that it provides basic thinking framework for achieving work-life balance in teleworking environment and proposes ways to resolve conflict from various perspectives, but it is limited in that it has not been tested empirically.

• Korean Security Journal
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• no.49
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• pp.11-36
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• 2016

The prior studies have well established the factors of correctional staff's stress at work. However, it is not clearly identified gender-specific factors influencing female correctional officers' level of stress. Thus, this study aims to examine factors particularly influencing female correctional officers' stress, such as child-rearing and work conflict, overwork bounden, and strains from male-oriented organizational culture. This current data utilized a set of survey data drawn from female correctional officers from 124 prisons located in different regions in this nation. Finally, a total of 172 female correctional officers's survey data was used for the analysis. A set of multivariate analyses reveal that security staff role, satisfaction for life, positive perception toward correctional officers' leadership in prison decreased the risk of stress among female correctional officers. Regarding work-job conflicts variables, child-rearing and work conflict and strains from male-oriented organizational culture were significantly associated with female correctional officers' stress. Yet, the direction of the two variables were different. For female officers, child-rearing and work conflict was not a risk factor for stress in that i decreased the level of stress. But the variable of strains from male-oriented organizational culture was a risk factor for female officers' stress level. Further suggestions for the future studies, discussion on contributions of the current study and policy implications were discussed in the last part of this article.

• Journal of Families and Better Life
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• v.24 no.2 s.80
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• pp.107-118
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• 2006

Much research has focused on the conflict and balance between work and family. Yet few studies examine how women feel in balancing these two roles. In that regard, this study examines how married working women feel balanced between work and family as well as the levels of support availability/demand that exists. The level of sense of balance regarding work-family is average. Sense of balance is related to age, income, work hours, size of workplace, numbers of family friendly policies, the family's attitude to woman's work, and the level of balancing strategies used. The demand for support is higher than the availability of support. Both factors are related to working hours and balancing strategies, etc.