• Title/Summary/Keyword: Family conflict

Search Result 169, Processing Time 0.126 seconds

The Influences of Work-family Conflict and Sex-role Identity on Married Female Teacher's Job Involvement

  • Chang Kyung-Moon
    • International Journal of Human Ecology
    • /
    • v.3 no.1
    • /
    • pp.95-109
    • /
    • 2002
  • This study investigated if and how work-family conflict and sex-role identity influence married female teachers' job involvement. The results of this study follow. First, married female teachers in the high work-family conflict group showed lower job involvement than that of those in the low work-family conflict group. The mean difference of job involvement between the high and low work-family conflict groups was not statistically significant. Second, the married female teachers with an Androgynous sex-role identity showed higher job involvement than those with a Feminine sex-role identity. Finally, the job involvement of Androgynous married female teachers was damaged less under high work-family conflict situations than that of Feminine married female teachers. These results imply that to increase married female teachers' job involvement, the improvement of physical/environmental conditions and psychological changes for women are necessary.

A Study on Work-Family Conflict and Spillover of Married Working Women (기혼취업여성의 일-가족 갈등과 여파에 관한 연구)

  • Jeong Young-Keum
    • Journal of Families and Better Life
    • /
    • v.23 no.4 s.76
    • /
    • pp.113-122
    • /
    • 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.

Impact of Job Characteristics of Employees on Quality of Work Life in Hospital Contract Foodservice - Focus on Mediating Effect of Operating Types - (병원 위탁급식 종사원의 직무특성이 일-가정 갈등과 삶의 질에 미치는 영향 - 운영형태의 조절효과 -)

  • Hong, Ki Oak
    • Journal of the Korean Society of Food Culture
    • /
    • v.33 no.1
    • /
    • pp.26-35
    • /
    • 2018
  • This study conducted an empirical analysis of the effects of job characteristics on work-family conflict relation and quality of life, as well as moderating effects in accordance with operation type, by targeting 245 dietitian/cooks working for contract foodservice companies. The results of this study are as follows. First, the autonomy and feedback had negative (-) effects on work-family conflict while functional diversity had positive (+) effects on work-family conflict. Job identity and job importance had no relation with work-family conflict. Second, work-family conflict had negative (-) effects on job satisfaction, work-family relation, job support, general happiness, and job environment while having positive (+) effects on job stress. Third, in all paths except for the path with effects of work-family conflict on job stress, there were no differences between the group of shops operating 365 days and the group of shops operating 5 days a week. It would be helpful to the effective operation of human resources by emphasizing the necessity of differentiated management for companies with shops operating 365 days and shops operating 5 days a week, as well as managing employees' job characteristic factors, work-family conflict, and even quality of life.

A Study on the Effect of Workaholism on Work-Family Conflict, Satisfaction of life in Airline Crew : Focused on Jeju Air (항공사 승무원의 일중독이 직장-가정갈등, 삶 만족에 미치는 영향에 관한 연구 : 제주항공 대상으로)

  • Lee, Jung A
    • Journal of Korean Society for Quality Management
    • /
    • v.47 no.1
    • /
    • pp.109-124
    • /
    • 2019
  • Purpose: The purpose of study is to understand the effect of Airline industry employee's workaholism on Work Family conflict and Satisfaction of Life. Methods: The research method of this paper is to analyze data which was collected from 328 female cabin crew at airline located in Jeju Air. Results: The results of this study are summarized be summarized as follows: First, Work Obsession as the subordinate variables of workaholism positively affect Work Family conflict, but Work Enjoyment and Commitment of Work negatively affect work family conflict. Second, The results showed that had the higher level of Work to Family conflict than that of Family to Work conflict. Both directions had a negative impact on life satisfaction. Conclusion: Work Enjoyment and Work Commitment of variable workaholic had the higher level of Work to Family conflict than that of Family to Work conflict. So, it is important to make efforts to promote Work Enjoyment and Work Commitment of workaholic with resolving Work Family conflict in married managerial women by families and corporations.

Relationship between Perfectionism and Parenting Behavior of Working Mothers: Double Mediating Effects of Work-family Conflict and Parenting Guilt (취업모의 완벽주의와 양육행동 간의 관계: 일-가정 갈등과 양육죄책감의 이중매개효과)

  • Jeong, Youjin;Jeon, Gweeyeon
    • Family and Environment Research
    • /
    • v.56 no.4
    • /
    • pp.377-390
    • /
    • 2018
  • This study examined the double mediating effects of work-family conflict and parenting guilt on the relationship between perfectionism and parenting behavior for working mothers. The survey was conducted on 340 working mothers with 3 to 5 year-old children, who lived in Daegu and Kyungpook Province, Korea. Data were collected through questionnaires on perfectionism, work-family conflict, parenting guilt, and parenting behavior. To analyze the collected data, descriptive statistics, factor analysis, and analysis of variance were conducted by using SPSS 22.0 and Model 6 in PROCESS macro, with bootstrapping method. Work-family conflict and parenting guilt were used as mediators. Children's birth order and household income were controlled throughout the analysis. The major findings of this study were as follows. First, work-family conflict and parenting guilt had inconsistent double mediating effects on the relationship between adaptive perfectionism and positive parenting behavior. Second, work-family conflict and parenting guilt had complete double mediating effects on the relationship between adaptive perfectionism and negative parenting behavior. Third, work-family conflict and parenting guilt did not have double mediating effects on the relationship between maladaptive perfectionism and positive parenting behavior. Finally, work-family conflict and parenting guilt had partial double mediating effects on the relationship between maladaptive perfectionism and negative parenting behavior. The findings provide a better understanding of the relationship between perfectionism and parenting behavior. The results also have implications for providing education for and counseling working mothers with children.

Work-Family Conflict and Engagement: Moderating Effect of Self-Efficacy (일·가정생활의 갈등과 몰입의 관계: 자기효능감의 조절효과)

  • Lee, Jeong Eon
    • The Journal of the Korea Contents Association
    • /
    • v.18 no.6
    • /
    • pp.113-121
    • /
    • 2018
  • This study discusses the relationships among work-family conflict, workers' individual engagement and self-efficacy. The empirical analysis shows that work-life conflict has a great importance on workers' individual engagement. The results highlight the role of work-family conflict in helping to enhance the workers' individual engagement. This study contributes to the work-family conflict in literature by reporting the findings of empirical research, which examine the attitudes relating work-family conflict. It is identified in the study that the substantial impact of work-family conflict on workers' individual engagement is crucial, and the policy implications for employers suggested.

Mediating effect of intergenerational family conflict between perceived parental warmth and depressive symptoms

  • Nam, Gloria Youngju
    • Journal of the Korean Data and Information Science Society
    • /
    • v.27 no.6
    • /
    • pp.1631-1643
    • /
    • 2016
  • Depressive symptoms are one of the biggest mental health issues among Korean American adolescents. Previous studies have found that parental warmth and intergenerational family conflict have a major impact on depressive symptoms among Korean American adolescents. This cross-sectional study examines the mediation effects of intergenerational family conflict between perceived parental warmth and depressive symptoms among 97 Korean American adolescents aged 14 to 18 years old in the Pacific Northwest region. The results revealed that 60% of participants experienced depressive symptoms. In addition, mother-adolescent conflict significantly mediated between perceived parental warmth and depressive symptoms while father-adolescent conflict did not significantly mediate. The finding suggests the need to develop intervention programs for Korean American adolescents and their parents that focus on creating an understanding of the difference between Korean culture and American culture, identifying early signs of depressive symptoms, and decreasing intergenerational family conflict by teaching parents to express parental warmth effectively.

The Impact of Married Worker's Job Stress and Work-Family Conflict on Depression (기혼근로자의 직무스트레스와 직장-가정갈등이 우울에 미치는 영향)

  • Kim, Jae-Yop;Choi, Soo-Chan;Choi, Bo-Ra;Kim, Hye-Yeong
    • Journal of the Korean Home Economics Association
    • /
    • v.47 no.10
    • /
    • pp.51-61
    • /
    • 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.

A Typology of Work-Family Interaction of Married Employed Women with Preschool Children (자녀양육기 기혼취업여성의 일-가정 상호작용 유형과 유형별 특성)

  • Lee, Seung-Mie;Koo, Hye-Ryoung
    • Korean Journal of Human Ecology
    • /
    • v.22 no.4
    • /
    • pp.575-591
    • /
    • 2013
  • In this paper the relationship of various types of work-family interaction (i.e. work-family conflict, and work-family enhancement) with individual, family, and employment characteristics was explored in a sample of 1000 married employed women with preschool children. By using cluster analysis, we tried to reveal whether specific combinations of the various dimensions of work-family interaction (WFI) exist. Our results showed that employed women did not simply experience work-family conflict or work-family enhancement, but that they should be classified in four distinct clusters: (1) 189 employed women experienced primarily work-family enhancement(i.e. positive WFI); (2) 289 employed women experienced primarily work-family conflict(i. e. negative WFI); (3) 338 employed women experienced work-family conflict and work-family enhancement simultaneously(i. e. both positive and negative WIF); (4) 184 employed women did not experience either work-family conflict or work-family enhancement(i. e. low WFI). Results further showed that the emerging WFI-clusters appeared to have distinct profiles with respect to individual, family and employment characteristics.

Moderating and Mediating Effects of Social Support in the Relationship between Work-family Conflict, Job Satisfaction and Turnover Intention among Married Women Nurses (기혼여성 간호사의 직장-가정 갈등, 직무만족 및 이직의도와의 관계에서 사회적 지지의 매개 및 조절효과)

  • Kim, Yuna;Jang, Insil
    • Journal of Korean Academy of Nursing Administration
    • /
    • v.20 no.5
    • /
    • pp.525-534
    • /
    • 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.