• Journal of the Korean housing association
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• v.23 no.2
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• pp.79-87
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• 2012

The purpose of this study was to offer improvements, by deriving practical problems and suggesting ways to improve more realistic solutions in the multi-family housing management industry. This study is conducted in two ways. First, it was performed by reviewing related previous studies and clarifying major issues in the multi-family housing management. Second, it was performed by a questionnaire survey method, focused on the worker's opinions for that matters. The respondents work in an apartment in Seoul and the metropolitan area. A questionnaire distributed via e-mail, and then were collected. And questionnaire did not respond were excluded from the analysis. Finding were as follows -; first, it was possible to clarify four types regarding major issues in the multi-family housing management such as 'management system', 'housing management market conditions', 'management consciousness of resident', 'management performances'. Second, it was found that the competition was fierce in the same kind. And it was quite a high turnover rate of workers because of poor working conditions. Third, the most hard part was that the employee welfare was not good at work.

• The Journal of the Korea Contents Association
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• v.17 no.2
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• pp.258-268
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• 2017

The purpose of this research was to examine the factors affecting motivation for change of injured workers. Data from 305 injured workers were anlayzed using hierarchical regression Factors associated with injured workers' motivation for change were: multiple psychological security, acceptability of injury, and independence at personal level, family support at family level, and perceptive severity of injury, job, and return to job.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.383-393
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• 2023

We attempted to provide a way to improve job satisfaction by analyzing the relationship between the factors influencing job satisfaction directly or indirectly by the ecological system factors of long-term care worker who provide elderly care services at home benefit institutions. In this study, job satisfaction was confirmed to have a positive (+) correlation with all ecological factors except for social and cultural environmental factors by setting the causal relationship between the social and social characteristics of long-term care worker and job satisfaction as dependent variables. The factors with the highest correlation with job satisfaction were social support, followed by family support, job conditions, trust in welfare policies for the elderly, self-efficacy, and self-esteem. Therefore, it can be seen that nursing care workers who recognize positive support from the surrounding social network and family surrounding nursing care workers and positively recognize job conditions are generally positive.

• 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.

• Journal of the Korean Home Economics Association
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• v.47 no.10
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• pp.51-61
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• 2009

The purpose of this research is to verify the impact of job stress on depression among married workers and to examine mediation effect of work-family conflict between the two variables. 356 married workers in Seoul and Gyonggi Province were selected to analyze. The results indicate that job stress was statistically influential on depression and work-family conflict. And job stress implied the partial mediation effect of work-family conflict, with both direct and indirect impacts on depression. These findings indicated that maltreatment of job stress and workfamily conflict would negatively impact on depression. Therefore, work organizations must launch and activate EAP(employee assistance programs) or family friendly welfare programs in order to increase the overall mental health of the employees.

• Journal of Family Resource Management and Policy Review
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• v.10 no.3
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• pp.1-21
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• 2006

The purpose of this study was to examine the variables which account for grandchildren caregivers' subjective well-being. The subjects of this research were 100 grandmothers who are currently caring for grandchildren. The instruments used for this study were 'Job Content Questionnaire' by Karasek(1979), 'Family Support Inventory for Worker' by King, Mattimore, King, & Adams(1995), 'Social Support Scale' by Park(1985) and 'Psychological Positive Functioning' by Ryff(1989). Data was analyzed by descriptive statistics, Pearson's correlations and hierarchical multiple regression. The major results of this study are as follows; First, grandchildren caregiving's demand level was negatively related to grandmothers' subjective well-being, but it's control and support level were positively related to them. Second, the variables that explained grandchildren caregivers' sutjective well-being were their marital status, income, material reward, and family support. When they had a husband, the more money they had, and with more rewards for caregiving plus family support given, the more positive subjective well-being they had.

• Journal of Families and Better Life
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• v.30 no.4
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• pp.13-24
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• 2012

This study attempts to examine the effect of family friendly work policies on the work-family balance of employed married women with young children. While previous research has investigated the effects of family friendly work policies, the effects has often been confounded with the effects of other covariates such as worker's and workplace's characteristics. In this study, we try to distinguish the effects of the family friendly work policies from those of other covariates. We draw a sample of 131 employed married women with children under age 12 from the $2^{nd}$ National Korean Family Survey. We compare the level of work-famiy balance of the women by the type of workplace: public sector, large enterprise, medium enterprise, and small enterprise. The results of this study show that some of the differences in the work-family balance of the women working in the different type of workplace can be attributed to socio-demographic background of the women and the work characteristics of workplace. There is, however, an effect of family friendly policies on the work-family balance between those who work in public sector and in medium enterprise after controlling the effects of the covariates.

• Journal of Family Resource Management and Policy Review
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• v.12 no.4
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• pp.79-102
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• 2008

The aims of this article were to examine the basic law, contents and concept of educational program for healthy family and provide the jobs and competency of healthy family supporter for educational work. The research objects were 53 healthy family supporters for educational work inclusive of full-time and part-time position. They was analyzed through the survey. The process of research consisted of two parts. One was to suggest their jobs and requirements, the other were to offer their core competency and area for improvement. First, the jobs of healthy family supporters for educational work were the planning and valuation of program. The requirements for the performance of their duties are having a bachelor's degree or a master's degree, career for 1-3years, and a certificate of qualification of healthy family supporters, social worker and family counselor. Second, their competencies were the understanding of education for family life, management for healthy family support center, planning and valuation of educational program, a theory of counsel, community networking, ability of documentation, sociality, communication skill, the ability of solving the problem, the adaptation of various environments, receptiveness, positiveness and so on.

• Journal of Family Resource Management and Policy Review
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• v.19 no.4
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• pp.163-181
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• 2015

This study focused on the Healthy Family Support Center and Multicultural Family Support Center, which supervise the main field of family resource management with institutional household factors. Our research objective was to present datas demonstrating an improvement in the organizational effectiveness of the Multicultural Family Support Center. The burn out average of employees working for the non-profit organization was 2.45, emotional burnout was 2.87, achievement was 2.43, and dehumanization was 2.06. The effectiveness average of the nonprofit organization was 3.56, profitability was 3.65, job satisfaction was 3.58, and organizational commitment was 3.45. The generic characters that caused burnout were age, information, and professionalism in research. The generic characters and burnout that affected the organizational effectiveness included a lack of accomplishment, and emotional exhaustion, and depersonalization, lack of information and professionalism, lack of external resources in that order. The purpose of this research was to determine the effects of burnout in order to prevent job changes and to provide basic data for the improvement of organizational effectiveness.

• 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.