• 가정과삶의질연구
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• 제26권5호
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• pp.177-194
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• 2008

The purpose of this article was to be offered data for the efficient management of healthy family support center as the deduction of the standard job of healthy family supporter. The process of this study take the major steps as subject selection based on career, investigation about range and contens of healthy family support work and deduction and examination job areas, duty and task. Consequently, the job areas of healthy family supporter are generalization, counseling, education, culture, administrative affairs, taking care of children and taking care of children for family living with a handicapped child. The standards of job analysis are frequency, importance and number of human power. The result and procedure of this article provides the main data and idea for the development of a tool of measurement, ajob analysis and information of the specialty and role of healthy family supporter.

• 한국생활과학회지
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• 제23권5호
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• pp.773-787
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• 2014

The purposes of this study were to examine effects which work events and affective reaction were experienced by employees on job satisfaction and service quality in local healthy family support center for family health enhancement. For the purpose, survey were conducted with employees working in 56 local healthy family support centers in Seoul and Gyeonggi region, and final data were resulted from analysis of 319 examines of those employees. The results of this study were as follows. First, work events had a significant effect on the affective reaction. Second, affective reaction had a significant effect on the job satisfaction. Third, job satisfaction had a significant effect on the service quality. Fourth, affective reaction worked as mediators between the work events and job satisfaction, affective reaction and job satisfaction worked as double mediators between work events and service quality. Based on those findings, we can propose practical and political implications towards improving service quality considering the work experience of personnel in the healthy family support center.

• 가족자원경영과 정책
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• 제19권1호
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• pp.139-161
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• 2015

The number of Healthy Family Support Centers has increased and the services for enhancement of family strength have extended during the past ten years since the Framework Act on Healthy Families was enacted. It is time to pay attention to the empowerment for Healthy Family Specialist because their capability is directly linked to improve the quality of services, which means the satisfaction of family services and the quality of family policy. In this context, this study investigate organizational experience of Healthy Family Specialists and suggest the empowerment plan to enhance their capability. We conducted in-depth interviews for 9 Healthy Family Specialists who is currently working at Healthy Family Support Centers as a manager status during June 2014. We analyzed organizational experiences through job commitment and job satisfaction and empowerment plans through their strength and weakness. Our findings revealed that job commitment and job satisfaction of Healthy Family Specialist are relatively low due to a poor working condition and a low brand awareness. Also, the capability of Healthy Family Specialists is an important factor to determine their job commitment and job satisfaction, and it can impact on the long service. These results suggest that the payroll system, increment of salary, career recognition, employee benefit, systematic operation, and motivation are needed to improve their job satisfaction. There are various ways to improve professional capability of Healthy Family Specialists besides education program. This study contributes to make the plan of empowerment for Healthy Family Specialists and it also contributes to improve the service quality of family policy.

• 간호행정학회지
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• 제20권5호
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• pp.525-534
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• 2014

Purpose: The purpose of this study was to identify moderating and mediating effects of social support in the relationship between work-family conflict, job satisfaction and turnover intention among married women nurses. Methods: The sample for this study consisted of 225 married female nurses from two hospitals located in Seoul. Data were collected through structured questionnaires and analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients and hierarchical multiple regression with the SPSS 21.0 program. Results: (a) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and job satisfaction. (b) Social support of married female nurses had significant moderating and mediating effects between work-family conflict and turnover intention. Conclusion: The results of the study indicate that social support is an important factor in work-family conflict, job satisfaction and turnover intention among married female nurses. Supervisor support is important to married nurses as social support as it is controlled by the organization. Therefore, supportive relationships based on mutual respect between supervisors and nurses are necessary for a creative organizational atmosphere and system.

• 부모자녀건강학회지
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• 제19권1호
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• pp.1-8
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• 2016

Purpose: This study was done to investigate the level of family support, job stress in clinical nurses end identify the participant's individual characteristics that influenced each of them. Methods: This study was a descriptive correlational study. The participants were 192 clinical nurses working in local middle range hospitals. The data were collected from May to June, 2013 and analyzed using descriptive statistics, t-test and Pearson's correlation by PASW statistics20. Results: The item mean score for family support was 21.01 and job stress was 98.89. There was a statistically significant negative correlation between family support and job stress (r=-.12). The level of job stress differed according to age (p=.014), duration of career (p=.013), department area (p<.001), position (p=.005), work duty form (p<.001), family member (p=.021), burden (p=.031), marital status (p=.001) and satisfaction (p<.001). Conclusion: Family support is needed to reduce job stress. Also, job satisfaction improvement programs and effective working systems should be developed to decrease the nurse's workplace stress.

• Human Ecology Research
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• 제59권2호
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• pp.185-197
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• 2021

This study examined the impact of job demand and organizational culture on new task difficulties, burnout, and job satisfaction using a survey data of 145 family specialists in Healthy Family and Multicultural Family Support during the COVID-19 pandemic. We used the job demand-resources model and the competing values model to categorize the four dimensions of organizational culture as a conceptual framework for this study. We found that the mean of work overload was higher than the means of job conflict and job ambiguity. Our latent profile analysis proposed four profiles of organizational culture: cultural absence type, authoritative culture type, middle cultural balance type, and high cultural balance type. The results of multiple regression analyses showed that work overload was positively associated with difficulties in new task performance and burnout, job ambiguity was positively related to burnout, and job conflict and ambiguity were negatively related to job satisfaction. These findings imply that the higher the job demands reported by family specialists, the higher the level of burnout and the lower the job satisfaction. In addition, organizational culture was a unique predictor of burnout and lower level of job satisfaction. Family specialists in the groups with a high cultural balance were Family specialists in the groups with a high cultural balance were more likely to have lower levels of burnout than those in the culture absence and in the middle culture balance, and higher job satisfaction than the other groups. The results suggest that management strategies to build a creative workplace culture can prevent burnout and improve job satisfaction.

• 기본간호학회지
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• 제16권4호
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• pp.515-523
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• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.

• 가정과삶의질연구
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• 제23권1호
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• pp.223-239
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• 2005

The purpose of this study is to explore the impacts of personality variables, family variables, job variables, work-family conflict and job satisfaction on life satisfaction of family business workers. The major findings are as follows: 1. There was direct causal effects of job satisfaction, Sunday working level, the duration of the family business, an academic background on life satisfaction of family business workers. 2. Such variables family variables(family size, number of family workers, number of unpaid family workers), working time variables (working hours per a day, saturday working level, flexibility of working time), work-family conflict had indirect causal effects on life satisfaction of family business workers

• Human Ecology Research
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• 제53권4호
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• pp.391-404
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• 2015

This study examined job satisfaction and relevant variables for multi-cultural family home-visiting educators. The selected study subjects were 192 home-visiting educators who work at Multi-Cultural Family Support Centers in the Seoul, Gyeonggi-do, and Chungcheongnam-do areas. Data analysis was conducted using SPSS ver. 18.0. The main results were as follows. First, the job satisfaction level in multi-cultural family visiting educators stood at 3.29 points, subjects' age, averagely monthly income, marital status, and activity career were shown to influence generally upon job satisfaction, self-efficacy, job stress, and cultural competency. Job satisfaction was high in groups with: a high age, small career, low averagely monthly income, and married. Second, self-efficacy and job stress were big in the job satisfaction of multi-cultural family visiting educators. The same outcome as the existing prior research was indicated. Cultural competency was not significant. Third, an examination of relative influence upon job satisfaction in home visiting educators indicated that the explanation power was 29.0%. Significant influential variables included academic background, marital status, self-regulation, and role ambiguity. Self-regulation was greater for those with lower academic backgrounds and unmarried. Job satisfaction was higher in the lower role ambiguity. Thus, the same outcome as the existing prior research was indicated. Cultural competency wasn't indicated to be significant. This has significance in having shown characteristics of job satisfaction in multi-cultural family visiting educators.

• 가족자원경영과 정책
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• 제21권3호
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• pp.97-119
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• 2017

The purpose of this study was to find out the actor effect and the partner effect in relation to spousal support, job support, work-family spillover, and work-life balance in dual-earner couples. The subjects of this study were 176 dual-earner couple, whose youngest children are under the age of 16 and who work over 15 hours each week. The research tool was a questionnaires. Factor analysis, Cronbach's ${\alpha}$, correlation analysis, and APIM were performed for the data analysis. The main results of this study as follows. First, for both wives and husbands, perceived spousal support had a positive actor effect on work-life balance. However, perceived husband's spouse support for wife's support had positive partner effect on the wife's work-life balance, the wife's perceived spousal support for her husband' did not have a partner actor effect on the husband's work-life balance. Second, for both wives and husbands, job support had a positive actor effect on work-life balance. In addition, the wife's job support had a positive partner effect on the husband's work-life balance, however, the husband's job support did not have a partner actor effect on the wife's work-life balance. Third, for both wives and husbands, work-family conflict had a negative actor effect on work-life balance. In addition, the wife's work-family conflict had a negative partner effect on the husband's work-life balance, however, the husband's work-family conflict did not have a partner actor effect on the wife's work-life balance. Fourth, for both wives and husbands, work-family enrichment had a positive actor effect on work-life balance. In addition, the husband's work-family enrichment had a positive partner effect on the wife's work-life balance, however, the wife's work-family enrichment did not have a partner actor effect on the husband's work-life balance.