Trends in Female Workers’ Childbearing Intentions in South Korea

2020 ◽  
Vol 32 (5) ◽  
pp. 242-249
Author(s):  
Jee-Seon Yi ◽  
Hye-Sun Jung ◽  
Hyeoneui Kim ◽  
Eun-Ok Im
Keyword(s):  
Job Satisfaction ◽  
South Korea ◽  
Maternity Leave ◽  
Work And Family ◽  
Number Of Children ◽  
Female Workers ◽  
Childbearing Intentions ◽  
Work Family ◽  
Work And Family Roles ◽  
The Impact

This study aimed to analyze trends of South Korean working women’s childbearing intentions to provide directions for strategies to increase South Korea’s birth rate. This study used the data generated by the Korean Longitudinal Panel Survey of Women and Families in South Korea from 2007 to 2016, and included 2,341 working women. This study showed that female workers’ intention to bear children is decreasing. In 2007, age and the number of children were considered in predicting the characteristics of those with childbearing intentions. In 2016, the provision of maternity leave at work, job satisfaction regarding relationships and communication, and work-family conflicts were added. When identifying the factors by category, the impact level of occupational factors increased, although the impact level of individual factors decreased. There should be a balance between work and family roles, and employers should provide ample maternity leave and promote an organizational culture that supports job satisfaction.

A Qualitative Exploration of Role Salience among Malaysian Professional and Managerial Dual-Career Couples

2021 ◽  
Vol 12 (3) ◽  
pp. 741-752
Author(s):  
Rafiduraida Abdul Rahman Et.al
Keyword(s):  
Qualitative Interviews ◽  
Work And Family ◽  
Religious Values ◽  
Work Characteristics ◽  
Dual Career ◽  
Role Salience ◽  
Dual Career Couples ◽  
Work Family ◽  
Work And Family Roles ◽  
The Impact

This paper explores work and family roles salience in the context of dual-career couples in Malaysia. Semi-structured qualitative interviews has been conducted on 18 couples in professional and managerial position. The data were transcribed and analyzed using template analysis. The findings revealed that several factors namely culture, religious values, gender, work characteristics and personal preferences influence the couples’ role salience. Women tend to face more struggles to maintain the salience of both roles despite the fact that couples regard both roles to be central to their lives. Factors such as culture and religious values influence the couples’ role salience making them holding to traditional gender attitude and reduce the impact of family to work. Some couples are more affected with spouse work condition or personal preferencesleading them to practice less traditional roles in their family arrangements.Conflicting views within couples also exist, which influence their challenges and satisfaction. This study adds to the work and family research using couple-level analysis in a non-Western context. The qualitative data gained has also enabled the study to extend the understanding on how the dynamic of the interaction between culture, religion, gender, work characteristics and personal preferences come into play to shape couples’ role salience and consequently their work-family experiences and perceptions.

Exploring the Work and Family Relationship

1999 ◽  
Vol 20 (6) ◽  
pp. 771-788 ◽  
Author(s):  
SUSAN ROXBURGH
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Gender Differences ◽  
Family Relationship ◽  
Work And Family ◽  
Partner Support ◽  
Ample Evidence ◽  
Coworker Support ◽  
Work And Family Roles ◽  
The Impact

This article examines gender differences in the influence of parenthood and social support on job satisfaction. This is important because there is ample evidence that work and family roles are managed and coordinated differently by men and women and therefore that home roles influence men's and women's job satisfaction differentially. Using a large random sample of the Toronto metropolitan area, gender differences in the impact of parenthood and social support from partners and coworkers on job satisfaction, controlling for job demands, are examined. Results indicate that mothers have higher job satisfaction than fathers and nonmothers. Coworker support is more important for men's job satisfaction than partner support. Partner support is highly significant for women's job satisfaction, whereas the influence of coworker support varies as a function of partner support. Implications for an understanding of gender differences in job satisfaction and in the experience of dual roles are discussed.

scholarly journals The Impact of Work-Family Supportive Supervisors on Job Involvement and Job Satisfaction with Career Competencies as an Intervening Variable

2018 ◽  
Vol 31 ◽  
pp. 11004
Author(s):  
Suharnomo ◽  
Paguh Raja Johnpray
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Job Involvement ◽  
Work And Family ◽  
Equation Modeling ◽  
Study Results ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Career Competencies

This study was conducted to explore the relationship between work-family supportive supervisor, career competencies, job involvement, and job satisfaction. Data were collected from a sample of 162 respondents who worked as a nurse at hospital in Jakarta, Indonesia. This study used Structural Equation Modeling (SEM) to examine and estimate the relationship between the constructs. The study results indicate that work-family supportive supervisor has a positive and significant impact on career competencies, career competencies have a positive and significant impact on job involvement, and on job satisfaction. Work-family supportive supervisor has a positive and significant impact on job involvement and on job satisfaction. A total of 162 respondents with a percentage of 96.30% women showed that women need good support and policies in achieving a balance between work and family. Finally, this study highlights the importance of work-family supportive supervisor and career competencies for improving job involvement and job satisfaction. This study provides insights on how the human resources department can retain qualified staff and develop employee satisfaction.

scholarly journals Telecommuting during COVID 19: A Moderated-Mediation Approach Linking Job Resources to Job Satisfaction

2021 ◽  
Vol 13 (20) ◽  
pp. 11449
Author(s):  
Mohd Tariq Jamal ◽  
Wafa Rashid Alalyani ◽  
Prabha Thoudam ◽  
Imran Anwar ◽  
Ermal Bino
Keyword(s):  
Job Satisfaction ◽  
Industry 4.0 ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Job Autonomy ◽  
Life Balance ◽  
Work Family ◽  
Work And Family Roles ◽  
Positive Direct

The COVID-19 pandemic outbreak has led to sudden and significant changes in the work and family roles of the employees. Due to the unprecedentedness of the situation, academicians and practitioners have limited knowledge of the effect permanently working from home during this crisis can have on employees. Developing the role and work–life balance theories and using the job demands and resources model, the authors study the role of availability of job autonomy and family supportive supervisory behaviors (FSSBs) directly on work–life balance and indirectly on job satisfaction through work–life balance for Industry 4.0 based employees. Using work-to-family positive spillover (WFPS) as a first-level moderator and prior telecommuting experience (PTE) as a second-level moderator, the authors also check for the moderating effect on work–life balance and job satisfaction, respectively. The data were analyzed using CFA and SEM in AMOS v21.0 and model 21 in PROCESS Macro for SPSS. The study found that job autonomy and FSSBs have significant positive direct and indirect effects on work–life balance and job satisfaction, respectively, and these relationships are positively moderated by WFPS and PTE, respectively. The study focuses on the human factor of Industry 4.0, adds empirical insights to the work–family interface literature, and has implications that will help both employees and organizations during such critical times.

scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

The impact of different supports on work-family conflict

2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Effective Work ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives. Design/methodology/approach The study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed. Findings WFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF. Research limitations/implications The study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives. Practical implications Human resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support. Social implications The study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions. Originality/value This study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

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