• Journal of the Korean Home Economics Association
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• v.40 no.11
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• pp.55-69
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• 2002

The purpose of this study is to examine the gender differences in the level of work/family spillover and factors explaining the spillover. Data are gathered from 1,236 Korean men and women aged between 30 to 59, using the structured questionnaire. The main results of this study are as follows. First, both men and women perceive moderate levels of negative and positive spillover from work to family. Second, the levels of negative family to work spillover are higher than then of positive family to work spillover. Third, men report higher levels of positive family to work spillover, but lower levels of negative family to work spillover than women. Sander differences in the levels of negative and positive spillover from work to family are not found. Fourth, only job characteristic factors are associated with four types of spillover of women, while the level of household labor sharing and spousal support are associated with work family spillover of men. Band on these findings, theoretical implications in terms of work-family research and gender norms are discussed.

• Journal of Families and Better Life
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• v.34 no.2
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• pp.65-83
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• 2016

The purpose of this study was to investigate the influences of variables related to family and employment on work-family negative spillover. The subjects of this study were 570 dual-earner with children. The research tool was questionnaires. For data analysis, factor analysis, Cronbach ${\alpha}$, and multiple regression were performed. The main results of this study were as following. First, among variables related to family, spouse support, parental satisfaction, marital satisfaction, perceived fairness in the division of household labor, daily housework hour and family strengths had an influence on $work{\rightarrow}family$ negative spillover in wives, and weekends housework hour, perceived fairness in the division of household labor, perception of the gender role, and satisfaction of the division in household labor had an influence on $work{\rightarrow}family$ negative spillover in husband. Second, among variables related to family, parental satisfaction, number of children influence on $family{\rightarrow}work$ negative spillover in wives, and spouse support, parental satisfaction, satisfaction of the division in household labor, marital satisfaction, and perception of the gender role had an influence on $family{\rightarrow}work$ negative spillover in husband. Third, among variables related to employment, support from workplace, weekly working hour, monthly income, and job satisfaction had an influence on $work{\rightarrow}family$ negative spillover in wives, and support from workplace, monthly income, household income, and weekly working hour had an influence on $work{\rightarrow}family$ negative spillover in husband. Forth, among variables related to employment, support from workplace in wives, and job satisfaction in husband had an influence on $family{\rightarrow}work$ negative spillover. To conclude, there was some difference in the variables influencing $work{\rightarrow}family$, $family{\rightarrow}work$ negative spillover between wife and husband. So, We have to take this difference into consideration in establishing work-family life balance policies.

• Journal of Families and Better Life
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• v.32 no.5
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• pp.145-161
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• 2014

The purpose of this study examined the differences in work-family spillover process and domains in dual-earner couples with children, using a multidimensional measure of work-family spillover. The subjects of this study were 285 working couples with children. The research tool was questionnaires which consisted of general characteristics of the subjects and multidimensional measure of work-family spillover scale. For data analysis, factor analysis, Cronbach ${\alpha}$, t-test, and paired t-test were performed. Based on analysis of data using factor analysis, three-distinct work-family spillover process can be measured for both wife and husband, time interference, psychological distraction, and energy depletion and the multidimensional measure of work-family spillover is able to validly assess different domains of family life into which spillover occurs. The main results of this study were as following: First, there were significant differences in work-family spillover process according to sex. In work${\rightarrow}$family spillover, male more experienced negative time interference than female, on the other hand, in family${\rightarrow}$work spillover, female more experienced negative energy depletion than male. Second, there were significant differences in domains which work-family spillover occurs according to sex. Male more experienced negative work${\rightarrow}$family spillover than female in marital relations and parent-child relations domains while female more experienced negative family${\rightarrow}$work spillover than male in parent-child relations and home management domains. Third, there were significant differences between wife and husband in work-family spillover process. In work${\rightarrow}$family spillover, husband more experienced negative time interference than wife, on the other hand, in family${\rightarrow}$work spillover, wife more experienced negative energy depletion than husbands. Forth, there were significant differences between wife and husband in domains which work-family spillover occurs. Male more experienced negative work${\rightarrow}$family spillover than female in marital relations, parent-child relations, and leisure life domains. And while husband more experienced negative family${\rightarrow}$work spillover than wife in parent-child relations, wife more experienced negative family${\rightarrow}$work spillover than husband in home management domains.

• Journal of Families and Better Life
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• v.23 no.4 s.76
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• pp.113-122
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• 2005

The purpose of this study is to examine the work-family conflict and work-family spillover of married working women. For this purpose, this study estimate the level of work-family conflict and spillover and investigate the related variables to then The results are as follows. The level of work-family conflict is ordinary. The level of role conflict as mother is highest and that of role conflict as wife is lowest. The level of work-family spillover is also ordinary and positive work-family spillover and family-work spillover are higher than negative ones. Work-family conflict of married working women have a significant difference according to woman's age, age of first child, number of children, household work time, career years, and support of family. Negative family-work spillover have similar trend with wok-family conflict in affecting variables. This study is meaningful in analyse the work-family spillover of married working women as well as work-family conflict to reveal the positive aspect with negative aspect of work-family. It is needed to eliminate the conditions which cause conflict to married working women and emphasize the positive effect of work-family.

• Human Ecology Research
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• v.55 no.1
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• pp.13-26
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• 2017

This study investigated the latent groups depending on married working women's work-family spillover. The effects of factors that determine mental health subgroups and differences were also analyzed. Mixture modeling was applied to the Korean Longitudinal Survey of Women & Families to achieve the research objectives. The major findings of this study were as follows. First, there were four subgroups that could be defined according to the work-family spillover: mid-level spillover group (mid-positive and mid-negative spillover group), high-level spillover group (high-positive and high-negative spillover group), low-level spillover group (low-positive and low-negative spillover group), and high-negative and low-positive spillover group. Second, the results of mixture regression analysis to test the effect of eco-system variables showed that age, academic background, non-traditional family value, number of children, work hours, wage income, and availability of the maternity leave were significant determinants of the latent groups. The probability of classifying in the high-negative and low-positive spillover group increased when women showed a lower academic background and wage income, higher number of children and older age, and longer work hours than others. Third, the high-level spillover group, and the high-level spillover group showed the lowest stress and the lowest depression; however, the low-level spillover group reported the highest stress and the highest depression. Implications, limitations, and future directions were discussed based on the results.

• Journal of Families and Better Life
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• v.30 no.5
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• pp.75-88
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• 2012

The purpose of this study was to investigate the influences of variables related to family and employment on work family spillover in working wives with children. Korean Longitudinal Survey of Women & Families(KLoWF; 2008) of Korea Women's Development Institute was used in this study. The subjects of this study were 733 working wives with children. For data analysis Cronbach ${\alpha}$, and multiple regression were performed. The results show that, first, among variables related to family, family role awareness and marital satisfaction influence on work-family negative spillover, and values on familism and husband's weekends housework hour influence on family-work negative spillover in working wives with children. Second, among variables related to employment, career satisfaction, wife's weekly working hour, husband's perception on employment of wife and sexual discrimination influence on work-family negative spillover, and career satisfaction, husband's perception on employment of wife, employment stability, husband's monthly income and husband's weekly working hour influence on family-work negative spillover in working wives with children. Third, among variables related to family and employment, wife's weekly working hour, family role awareness, marital satisfaction husband's perception on employment of wive, husband's weekly working hour, and career satisfaction influence on work-family negative spillover, and values on familism and wife's weekly working hour influence on family-work negative spillover in working wives with children.

• Korea journal of population studies
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• v.33 no.2
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• pp.1-31
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• 2010

As increasing numbers of married women enter the labor force, scholars pay attentions to work-to-family and family-to-work spillover. So accumulating empirical research has been done to examine negative and positive spillover between two life areas. But existing research focuses only on this negative or positive spillover and do not combine these two interdependent aspects of spillover. But individuals experience the negative and positive spillover everyday. Therefore scholars point out the need of research to represent this reality of married men and women. Using data from a sample of 721 male and 359 female married workers, this study try to examine the 'global' measures of spillover between work and family. In particular, this study focuses on gender differences in this global measures and some potential factors influencing levels of global spillover. I find that while women and men do not differ in global work-to-family spillover, they do differ in global family-to-work spillover. It is found that four out of ten wives belong to 'high' in negative family-to-work spillover and 'low' in positive family-to-work spillover and only one out of ten wives belong to 'low' in negative family-to-work spillover and 'high' in positive family-to-work spillover. It is well documented that women do the bulk of family responsibilities such as housework and childrearing and consider home as their second workplace. The findings in this paper may represent unequal gender realities.

• Journal of Families and Better Life
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• v.33 no.5
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• pp.25-35
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• 2015

The purpose of this study was to investigate how work-family spillover differed by employment status of married women and to identify factors related to the differences. This study drew a sample of 332 self-employers, 181 unpaid family workers, and 1,053 wage workers from the 2014 Korean Longitudinal Survey of Women and Families. It was found that negative work-family spillover did not differ by employment status of married women. However, positive work-family spillover was found the lowest in family workers. The regression analysis showed that the difference remained after controlling socio-demographic characteristics, average working hours, and the number of days off per week. The factors related to negative spillover were age, the presence of young children, working hours, and the number of days off. Findings from this study suggest that family workers are most disadvantaged in terms of work-family spillover. Yet there is no policy developed for them. Family policy needs to take them into account in planning and implementing services.

• Journal of Families and Better Life
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• v.33 no.4
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• pp.1-17
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• 2015

The purpose of this study was to investigate the effects of individual characteristics, family characteristics, job characteristics, and family strength on work-family spillover in dual-earner families focusing on users and non-user of Healthy Family Support Centers(HFSC). The subjects were 703 people who lived in Seoul and Gyeonggi-Do. The results were analyzed by using the PASW 21.0 program. The findings of this study led to the following conclusions: First, the users of HFSC showed a higher level of family strength than the non-users did. This is the users had a high level of awareness of family's values and importance compared to the non-users. Second, the users revealed higher levels at a positive spillover from work to family and from family to work than the non-users. Therefore, it is confirmed that the users have a positive view of work-family spillover due to their family strength. Finally, there was a significant result at the moderation effects of work-family spillover according to personal traits, family and job characteristics. Specifically, work-family negative spillover was effected family strength through the age of the users' children. The result suggest that family strength has positive effects on the family cycle. It will be worthwhile to pay attention in future research to discover what is the appropriate support for dual earner families.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.514-523
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• 2017

This study examined the effects of work-family spillover on the organizational attachment of female managers. The 4th and 5th data sets of Korean Women Manager Panel Survey established by the Korean Women's Development Institute were merged and the 5th data set for female managers was analyzed. The findings reveal that work-family support relationship is an important factor for strengthening the organizational attachment on the part of female managers. For working women, organizational support and family support is the most significant driving force for retaining their career. Second, negative spillover from family to work rather than that from work to family had a stronger impact on the organizational attachment of female managers. This finding suggests that women are not free from their status in the family, and that conflict relationships originating from the family ha a stronger impact on women's organizational attachment than that generated from work. Third, the third stage model incorporates the interaction terms of work-family spillover and organizational culture. The results showed that the interaction effect alone remains. In particular, family-work positive spillover exerts positive (+) effects on the organizational attachment only if a rational organizational culture is in place. Work-family negative spillover, however, shows negative (-) effects under rational organizational culture. Family-work negative spillover combined with rational organizational culture reinforces the organizational attachment, but has negative (-) effects under traditional organizational culture. The implications might be that women may experience negative family to work spillover, which may weaken their organizational attachment and that a rational organizational culture can reverse the spillover effect and increase the organizational attachment of female managers. No interaction effect of organizational culture appears for work to family negative spillover. A differential effect by the direction of spillover requires further study. In addition, more study will be needed to develop a more integrative model with the relevant variables not included in this study and sub-group analyses will be needed to ascertain the differences within female managers.