Relationship between of working hours, weekend work, and shift work and work-family conflicts among Korean manufacturers

Yohan Lee,SooYoung Lee,Yoon-Ji Kim,Youngki Kim,Se-Yeong Kim,Dongmug Kang 대한직업환경의학회 2022 대한직업환경의학회지 Vol.34 No.-

Background: In the manufacturing industry, work-family conflict (WFC) is related to working hour characteristics. Earlier studies on the relationship between working hour characteristics and WFC in the manufacturing industry have been limited to some regions in Korea. No study has addressed the data on a national scale. Thus, this study investigated the impact of weekly working hours, weekend work, and shift work on WFC using national-scale data. Methods: This study was based on the fifth Korean Working Conditions Survey of 5,432 manufacturers. WFC consists of 5 variables; WFC1 “kept worrying about work”; WFC2 “felt too tired after work”; WFC3 “work prevented time for family”; WFC4 “difficult to concentrate on work”; WFC5 “family responsibilities prevented time for work”. As WFC refers to the inter-role conflict between the need for paid work and family work, WFC has been measured in two directions, work to family conflict (WTFC: WFC1, 2, 3) and family to work conflict (FTWC: WFC4, 5). With these WFC variables, we conducted multiple logistic analyses to study how working hours, weekend work, and shift work impact WFC. Results: Korean manufacturers’ prolonged working hours increased all aspects of WFCs. Odds ratios (ORs) of WFCs based on working hours (reference of under 40 hours) of 41–52, 53–60, over 61 were 1.247, 1.611, 2.279 (WFC1); 1.111, 2.561, 6.442 (WFC2); 1.219, 3.495, 8.327 (WFC3); 1.076, 2.019, 2.656 (WFC4); and 1.166, 1.592, 1.946 (WFC5), respectively. Shiftwork in the WFC2 model showed a significantly higher OR of 1.390. Weekend work ‘only on Saturday’ had significant ORs with WFC2 (1.323) and WFC3 (1.552). Conclusions: An increase in working hours leads to the spending of less time attending to problems between work and family, causing both WTFC and FTWC to increase. As weekends, evenings, and nighttime are considered to be family-friendly to people, working on weekends and shift-work were highly correlated to WTFC.

호텔직원의 지각된 통제가 일-가족 관계에 미치는 영향

최현정 ( Hyun Jung Choi ) 한국호텔리조트학회(구 한국호텔리조트카지노산학학회) 2015 호텔리조트연구 Vol.14 No.1

The current study tests the effects of perceived-control on work-family conflict(work to family conflict, family to work conflict) and work-family facilitation(work to family facilitation, family to work facilitation) among married employees of 5 star hotels in Seoul. In order to achieve the study purpose, frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis, and regression analysis were undertaken using SPSS 18.0. The results showed that there is no any significant effect of perceived-control on work to family conflict. It is noteworthy that there is a significantly positive effect of perceived-control on family to work conflict. In addition, there is a significantly positive effect from perceived-control to work-family facilitation(work to family facilitation, family to work facilitation). At the last chapter, implications of the empirical results and limitations of the study are discussed.

일-가정 갈등 그리고 가정-일 갈등이 기혼여성관리자의 주관적 경력성공에 미치는 영향 : 일-가정 양립 제도의 조절효과를 중심으로

엄혜경(Hye Kyung Eom),성상현(Sang Hyeon Sung) 한국여성정책연구원 2017 여성연구 Vol.93 No.2

조직 내 여성인력의 유지와 활용을 위해서는 여성이 겪는 일-가정의 이중 역할로 인한 갈등을 줄일 수 있도록 정책적 개입이 필요하다. 본 연구는 일-가정 갈등 상호전이가 기혼여성관리자의 주관적 경력성공에 어떠한 영향을 미치는지 그리고 일-가정 갈등이 주관적 경력성공과 갖는 관계에서 일-가정 양립제도가 어떠한 조절적 영향을 나타내는지 살펴보았다. 자료는 한국여성정책연구원 여성관리자패널을 사용하였으며 기혼여성관리자를 대상으로 분석하였다. 분석 결과 일-가정 양립 제도 중 가족돌봄지원제도가 많을수록 일-가정 갈등이 유발하는 직무만족의 저하를 완화하는 조절효과가 발견되었다. 나아가 유연근무제도가 많을수록 가정-일 갈등이 초래하는 직무만족의 저하가 완화되었다. 또한 가족돌봄지원제도가 많을수록 가정-일 갈등이 가져오는 직무만족도의 저하를 줄이는 효과가 발생하였다. 이러한 결과를 바탕으로 일-가정 갈등의 관리를 위한 정책적 개입의 필요성과 일-가정 양립 제도 도입 및 활성화에 대한 이론적, 실무적 시사점을 제시하였다. In Korea, women workforce is important alternative as the labor force is continuously decreasing due to the low birth rate and aging population. Despite the importance of women workforce, women are struggling with a dual role between work and family. In order to maintain and develop women in firms, it is necessary to manage women s work-family conflicts. This study investigated the moderating effects of work-family balance system on the effects of work-family conflict and family-work conflict on the subjective career success of married women. The panel dataset from the Korean Women s Development Institute was analyzed to achieve the study objectives. The major results of the study show that work-family balance systems(parental leave, dependent care support, flexible work arrangement) statistically proved the moderating effect of the relations between the Work to Family Conflict(WFC), Family to Work Conflict(FWC) and the job satisfaction. Therefore, work-family balance systems should be more actively adapted by firms in order to minimize the married women workers’ work-family conflicts as well as to maximize the effectiveness of management through the enhancement of job satisfaction.

변혁적 리더십이 일중독, 직무성과 및 일․가정갈등에 미치는 영향: 상사충성도의 조절효과 검증

김형진,심덕섭 한국경영학회 2022 經營學硏究 Vol.51 No.3

We examine the influence of transformational leadership on workaholism, job performance and work-family conflict. Also, we attempt to verify the mediating effect of workaholism between transformational leadership and job performance, and work-family conflict. Additionally, we focuses on loyalty to supervisor as a possible moderator between transformational leadership and job performance, and work-family conflict. The major findings are 1) transformational leadership was positively associated with employees’ workaholism (driven to work, enjoyment of work). 2) Loyalty to supervisor had a positive moderating effect on the relationships between transformational leadership and driven to work. 3) Enjoyment of work is positively related to job performance but, contrary to hypothesis, is also positively related to work-family conflict. Also driven to work is related to work-family conflict, but contrary to hypothesis, does not affect job performance. 4) Enjoyment or work has turned out to have full mediation effects on the relationship between transformational leadership and job performance, and work-family conflict. Also, driven to work has turned out to have a partial mediation effect on the relationship between transformational leadership and work-family conflict. Finally, the moderated mediating effect of loyalty to supervisor was statistically significant in the mediation relationship of driven to work between transformational leadership and work-family conflict.

사회교환이론에 입각한 직장-가정 문화와 직장-가정 갈등, 직장-가정 지원 및 직장만족의 구조적 모형 분석

최현정(Hyun Jung Choi) 한국호텔외식관광경영학회 2013 호텔경영학연구 Vol.22 No.2

The purpose of this study is to investigate the structural inter-relationships among work-family culture, work-to family conflict, work-to family facilitation and job satisfaction. In addition, this study also tests whether work-to family conflict and work-to family facilitation can be mediating roles between work-family culture and job satisfaction. In order to achieve the above-mentioned goals, survey data were collected from 277 employees in five-star hotels where are located in Seoul and Daejeon. The statistical tools to be undertaken in this research were frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis, and structural equation modeling analysis using the statistical package of SPSS(18.0) and AMOS(18.0). The results showed that the factor of “organizational time demands has a significantly negative effect on work-to family conflict and work-to family conflict has a significantly negative effect on job satisfaction. The other factor ”managerial support has a significantly positive effect on work-to family facilitation and work-to family facilitation has a positive effect on job satisfaction also. Moreover, managerial support has a directly positive effect on job satisfaction. Through those results, this study also found out that work-to family conflict has a complete mediating role between organizational time demands and job satisfaction and work-to family facilitation has a partial mediating role between managerial support and job satisfaction. This study concluded with implications for hospitality managers and future research directions.

맞벌이 기혼 남성의 전통적인 성역할태도와 직무소진간의 관계: 기본 심리적 욕구 만족을 통한 일→가정 갈등의 조절된 매개효과

신윤정,김은하 한국상담학회 2021 상담학연구 Vol.22 No.1

The purpose of this study was to examine the moderated mediating effect of work-to-family conflict through satisfaction of basic psychological needs (competence, relatedness, and autonomy) in the relationship between traditional gender-role attitudes and job burnout of double-income married men. For this, traditional gender-role attitude, basic psychological needs satisfaction, work-to-family conflict, and job burnout were measured for 200 double-income married men, and analysis was conducted through SPSS Macro. As a result, work-to-family conflict fully mediated the relationship between traditional gender-role attitudes and job burnout. That is, as people have more traditional gender-role attitudes, they are more likely to experience job burnout via work-to-family conflict. Second, among the three basic psychological needs satisfaction, competence needs satisfaction was found to moderate the association between traditional gender role attitudes and work-to-family conflict. It means that the impact of traditional gender attitude on work-to-family conflict could be reduced when the competence need is satisfied within the relationship with spouse. Third, the moderated mediating model was supported in that the mediating effect of work-to-family conflict on the relationship between traditional gender-role attitudes and job burnout. That is, those who have low or average competence needs satisfaction are more vulnerable to job burnout due to more work-family conflict as their traditional gender role attitude increases, but those who have high competence needs satisfaction are not vulnerable to job burnout because they do not experience much conflict between work-to-family, even if they have a high traditional gender role attitude. 본 연구에서는 맞벌이 기혼남성을 대상으로 전통적인 성역할태도와 직무소진간의 관계에서 (부부사이의) 기본 심리적 욕구(유능성, 관계성, 자율성) 만족을 통한 일→가정 갈등의 조절된 매개효과를 확인하였다. 이를 위해, 200명의 맞벌이 기혼남성을 대상으로 전통적인 성역할태도, 기본 심리적 욕구 만족, 일→가정 갈등, 직무소진을 측정하였고, SPSS Macro를 통해 분석을 실시하였다. 그 결과, 먼저, 일→가정 갈등이 전통적인 성역할태도와 직무소진간의 관계를 완전 매개하는 것으로 나타났는데, 즉, 성역할태도가 전통적일수록, 일→가정 갈등을 많이 경험하고 궁극적으로 직무소진을 경험할 가능성이 높은 것으로 확인되었다. 둘째, 세 가지 기본 심리적 욕구 만족 중 유능성 욕구 만족이 전통적인 성역할태도와 일→가정 갈등을 조절하는 것으로 나타났는데, 이는 배우자와의 관계에서 유능성 욕구를 만족할수록, 전통적인 성역할태도가 일→가정 갈등에 미치는 영향이 감소한다는 것을 의미한다. 셋째, 전통적인 성역할태도가 직무소진에 미치는 영향에서 유능성 욕구 만족을 통한 일→가정 갈등의 매개된 조절효과가 나타났다. 즉, 유능성 욕구 만족이 낮거나 보통인 사람은 전통적인 성역할태도가 높을수록 일→가정 갈등을 많이 겪어 직무소진에 취약하지만, 유능성 욕구 만족이 높은 사람은 전통적인 성역할태도가 높더라도 일→가정 갈등을 많이 겪지 않아 직무소진에 취약하지 않다는 것이다.

기혼여성의 일-가정 갈등과 가정-일 갈등이 우울에 미치는 영향: 직무만족의 매개효과 분석

김도현(Kim, Do-Hyun),송인한(Song, In-Han) 강원대학교 사회과학연구원 2021 사회과학연구 Vol.60 No.2

본 연구는 기혼여성 근로자들의 일-가정 갈등(WFC)과 가정-일 갈등(FWC) 수준이 실제 우울에 어떠한 영향을 미치고 있으며, 직무만족이 일-가정 양립과 우울 간의 관계를 매개하는지 검증하였다. 한국여성정책연구원에서 실시한 여성가족패널 7차 년도(2018년) 자료를 활용하였으며, 총 3,247명의 유자녀 기혼여성 근로자를 대상으로 하였다. 분석 결과, 기혼여성 근로자의 일-가정 갈등(WFC)과 가정-일 갈등(FWC)은 우울에 정적인 영향을 미치고 있었으며, 직무만족은 일-가정 갈등(WFC) 및 가정-일 갈등(FWC)과 우울 간의 관계에서 매개효과를 갖는 것으로 나타났다. 본 연구는 기존 연구에서 일-가정 갈등(WFC)과 가정-일 갈등(FWC)의 양방향성을 반영하지 않은 한계를 지적하고, 세부적으로 일-가정 갈등(WFC)과 가정-일 갈등(FWC)를 구분하여 우울과의 관계성을 보다 명확히 하였다. 분석된 연구 결과는 두 가지 갈등을 구분한 정책적 개입의 필요성을 제공하였으며, 향후 기혼여성의 일-가정 양립 정책 수립의 기초자료로 활용되기를 기대한다. This study examined how the levels of work-family conflict (WFC) and family-work conflict (FWC) of married female workers affect actual depression, and whether job satisfaction mediates the relationship between work-family balance and depression. Data from the 7th year (2018) of the Korean Longitudinal Survey of Women & Families conducted by the Korean Women"s Development Institute were used, and a total of 3,247 married female workers with children were studied. As a result of the analysis, work-family conflict (WFC) and family-work conflict (FWC) of married female workers had a positive effect on depression, and job satisfaction was a work-family conflict (WFC) and family-work conflict (FWC). It was found that there was a partial mediation in the relationship between depression and depression. This study points out the limitations that did not reflect the bidirectionality of work-family conflict (WFC) and family-work conflict (FWC) in previous studies, and differentiates between work-family conflict (WFC) and family-work conflict (FWC). In detail, the relationship with depression was more clarified. The analyzed results of the study provided the need for policy intervention to differentiate the two conflicts, and are expected to be used as basic data for the establishment of work-family balance policies for married women in the future.

일-가족 갈등(WFC)의 다차원 척도가 서비스 회복 행동, 직무만족, 그리고 이직의도에 미치는 영향 연구

최현정(Hyun Jung Choi),김영태(Young Tae Kim) 한국호텔외식관광경영학회 2009 호텔경영학연구 Vol.18 No.3

Work-family conflict(WFC) is recognized as a major issue affecting both individual employees and their employers. Preliminary research shows that the more employees perceived their work environment as family supportive, the less experience work-family conflict. Among the hotel employees, specially frontline employees play a pivotal role in delivering superior quality to customers. However no empirical research has tested the effects of work-family conflicts on psychological(Job satisfaction and Intention to leave) and behavioral outcomes(Service recovery performance) using a sample of frontline employees of the hotel industry in korea. Therefore I develop and test a research model that aims to investigate the effects of work-family conflict variables on frontline employees` service recovery performance, job satisfaction, and intention to leave. In this study the six dimensions of conflict measured include the combination of three forms of work-family conflict -time, strain & behavior (Greenhaus & Beutell, 1985; Carlson, Kacmar, & Williams, 2000). The result of the path analysis from WFC to service recovery indicates that the first issue of WFC is the `Time-based conflict` that is caused by imbalance of working schedule with family members. And Service recovery performance depicts significant positive relationship with frontline employees` Job satisfaction. Also An increase in Job satisfaction leads to an decrease in their Intention to leave. The article concludes with implications for hospitality managers and future research directions.

가족, 일, 지역사회의 자원과 유자녀 취업 여성이 경험하는 가족에서 일로의 갈등과 촉진

김소영 대한가정학회 2018 Human Ecology Research(HER) Vol.56 No.1

This study examined how the resources from work, family and community lowered family-to-work conflict (FWC) and enhanced family-to-work facilitation (FWF) of employed women with a child younger than 18 years old in order to provide empirical support for the Korean government’s effort to create a family-friendly community as a way to help employed mothers balance work and family life. Information from 608 employed mothers living in 45 different communities were extracted from the 4th-wave of the Korean Longitudinal Survey of Women and Families in 2012, while community resources indicators were selected from the 2012 database of the Korean Statistical Information Service. Findings from the HLM analysis were as follows. First, there were significant variation in FWC and FWF among employed mothers depending on the communities they resided in. Second, work satisfaction, representative of work resource, relieved FWC and enhanced FWF, but spousal support, which represents family resource, affected neither FWC nor FWF. Third, community resources, as represented by family-friendly environment and frequent volunteering by community residents, lowered FWC but failed to enhance FWF. Lastly, family-friendly community resources served to mitigate the negative relationship between work satisfaction and FWC. This study is meaningful in that it provided empirical evidence for the contribution of community resources to work-family balance of employed mothers.

일-가정 갈등이 직무만족과 조직시민행동에 미치는 영향: 주도적 성격과 인지된 조직지원의 조절된 조절된 매개효과

이형권 한국관광산업학회 2018 Tourism Research Vol.43 No.4

The objective of this research is to identify the effect of work-to-family conflict on organizational citizenship behavior through job satisfaction among hotel employees. Specifically, the focal interest is to examine whether the negative indirect effect of work-to-family conflict depends on the value of proactive personality and perceived organizational support. Data from 272 hotel employees were analyzed using Mplus. The results of this research are as follows: First, job satisfaction mediated the relationship between work-to-family conflict and organizational citizenship behavior. Second, proactive personality buffered the negative relationship between work-to-family conflict and job satisfaction(two-way interaction), and two-way interaction effect was stronger when perceived organizational support was high(three-way interaction). Third, proactive personality moderated the negative indirect effect of work-to-family conflict such that the negative indirect effect was weaker when proactive personality was high(moderated mediation). Lastly, perceived organizational support moderated the moderation of the indirect effect of work-to-family conflict by proactive personality such that moderated mediation effect was stronger at higher levels of perceived organizational support(moderated moderated mediation). Managers in hotel industry should consider the importance of proactive personality in recruiting employees and implement efficient strategic interventions aimed at improving perceived organizational support. The implications of the results for theory and practice are discussed. 오늘날 호텔종사원들이 겪는 일-가정 갈등은 여러 가지 부정적인 결과를 발생시키고 있다. 본 연구에서는 이러한 결과변수로 직무만족과 조직시민행동을 선정하였고 이들을 이용하여 일-가정 갈등이 직무만족의 감소를 통하여 조직시민행동을 감소시키는 매개과정을 분석한다. 그리고 이러한 음의 매개효과를 완화시키는 조절변수로 주도적 성격과 인지된 조직지원을 도입하였다. 본 연구의 최종목적은 일-가정 갈등이 직무만족을 경유하여 조직시민행동에 미치는 음의 간접효과가 주도적 성격과 인지된 조직지원이 증가함에 따라 완화되는 조절된 조절된 매개효과가 나타나는지를 조사하는 것이다. 국내호텔에서 근무하는 272명의 호텔종사원들을 대상으로 Mplus를 이용하여 매개효과와 2원 상호효과 및 3원 상호효과를 분석하고 매개분석과 조절분석을 결합한 조절된 조절된 매개분석을 실행한 결과는 다음과 같다. 첫째, 호텔종사원들이 일-가정 갈등을 경험하면 직무만족이 감소하고 이러한 직무만족의 감소는 조직시민행동을 감소시키는 음의 간접효과가 나타났다. 둘째, 주도적 성격이 증가하면 일-가정 갈등이 직무만족을 감소시키는 효과가 완화되는 2원 상호효과가 나타났고 인지된 조직지원이 증가하면 이러한 2원 상호효과가 더욱 커지는 3원 상호효과가 나타났다. 셋째, 본 연구의 중요한 결론으로 호텔종사원들의 주도적 성격이 강한 경우에는 일-가정 갈등의 음의 간접효과가 완화되는 조절된 매개효과가 나타났으며 호텔종사원들이 조직지원을 강하게 인지하면 이러한 조절된 매개효과가 더욱 크게 나타나는 조절된 조절된 매개효과가 확인되었다. 따라서 호텔관리자는 종사원들의 입사 시에 인성검사 등을 통하여 주도적 성격이 강한 종사원을 채용하는 것을 고려함과 동시에 종사원들에 대한 조직지원을 강화하는 것을 적극적으로 고려해야 할 것이다.