http://chineseinput.net/에서 pinyin(병음)방식으로 중국어를 변환할 수 있습니다.
변환된 중국어를 복사하여 사용하시면 됩니다.
건강가정·다문화가족지원센터의 직무요구 및 조직문화가 종사자의 코로나19 관련 업무수행, 직무소진, 직무만족에 미친 영향
고선강,박정윤,진미정,Koh, Sun Kang,Park, Jeong Yun,Chin, Meejung 대한가정학회 2021 Human Ecology Research(HER) Vol.59 No.2
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.
가족친화제도와 조직문화가 여성관리자의 출산의향에 미치는 영향
고선강 ( Sunkang Koh ) 대한가정학회 2019 Human Ecology Research(HER) Vol.57 No.3
This study investigates the influence of family-friendly workplace policies and organizational culture on the willingness of married female managers to have a child. The analysis includes 353 married female managers from the 6<sup>th</sup> survey of the 2016 Korean Women Manager Panel. Factors that are found to influence the respondents include age, education, number of children, job position, promotional goals, accessibility to family leave, accessibility to shorter work hours during the child-rearing period, and organizational culture. Female managers who can easily use family leave or who have shorter work hours during the child-rearing period show a higher willingness to have a child. By contrast, those whose work places employ a fair and horizontal organizational culture are less willing to have a child. The introduction of family-friendly policies are not found to be statistically significant determinants of female managers’ willingness to have a child. We find that influencing family-friendly policies between the first and second childbirth differ. The accessibility of family-friendly policies that affect the willingness of female managers to have a child when they have no child include parental leave, employer-supported childcare, and childcare subsidies. For improving their willingness to have a second child, accessibility to both family leave and shorter work hours during the child-rearing period are effective. In conclusion, the government should strongly consider micro-personal factors, such as family-friendly workplace practices and organizational culture, when executing policies to reverse the current trend of low fertility.
건강가정 · 다문화가족지원센터의 직무요구 및 조직문화가 종사자의 코로나19 관련 업무수행, 직무소진, 직무만족에 미친 영향
고선강 ( Sun Kang Koh ),박정윤 ( Jeong Yun Park ),진미정 ( Meejung Chin ) 대한가정학회 2021 Human Ecology Research(HER) Vol.59 No.2
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.
한부모가족과 양부모가족의 부모와 10대 자녀의 가사노동 비교
고선강(Koh, Sun-Kang) 충북대학교 생활과학연구소 2021 생활과학연구논총 Vol.25 No.3
This study aimed to explore the impact of differences in family structure and gender on the household labor of parents and teenagers. A total of 16,272 time diaries from the Korean Time Use Survey were used to analyze the influence of family structure and gender on the time spent on housework by parents and teenage children. Results from two-way ANOVA, multiple regression, and logistic regression analysis were as follows. Differences in the hours spent on household management and caring for family members were found based on family structure and gender. Mothers in dual-parent families or multi-local families did more hours of household management work than mothers in single-parent families. The household work hours of fathers in single-parent families differed from those of fathers in multi-local families and dual-parent families. Specifically, single fathers did significantly more housework than fathers in dual-parent families. Gender and family structure and the interaction between them showed significant effects on the household work activities of parents, especially in terms of meal preparation, cleaning, and housing management. Teenage children in single-parent families did more hours of household management work than those in dual-parent families, and a gender gap in the household work of teenage children in single-parent families was found; daughters did more household management work than sons in single-parent families, specifically in terms of meal preparation. For both parents and children of single-parent families, gender was an important factor in determining the time spent on household management. Based on the results, we propose a family policy and public services to alleviate the gender gap in the performance of housework and to support the work-life balance of parents and children in single-parent families.
교사 및 공무원을 위한 한부모가족 이해교육 프로그램 개발 연구: 서울특별시 한부모가족지원센터 프로그램 사례
손서희(Seohee Son),고선강(Sun-Kang Koh),서찬란(Chanran Seo) 한국가족정책학회 2023 가족정책연구 Vol.3 No.1
본 연구는 교사 및 공무원 대상 한부모가족 이해교육 프로그램 개발을 목적으로 한다. 이를 위해 서울특별시한부모가족지원센터에서 운영해온 찾아가는 한부모가족 이해교육 프로그램 및 교육 결과보고서를 분석하였다. 이와 함께 본 교육의 주요 대상인 교사 및 공무원 대상 인터뷰를 통해 교육 대상자의 교육 욕구를 파악하였다. 이상의 내용을 바탕으로 교사 및 공무원 대상 한부모가족 이해교육 프로그램을 각각 개발하였다. 교사용 프로그램은 1회기 2시간으로 구성되었으며, ‘한부모가족 이해’, ‘한부모가족 관련 학교 현장 경험’, ‘한부모가족에게 유용한정보’ 등의 내용을 포함하였다. 공무원용 프로그램은 1회기 2시간으로 구성되었으며, ‘한부모가족 이해’, ‘한부모가족 지원정책’, ‘한부모가족과 효과적인 의사소통’ 등의 내용을 포함하였다. 이상의 내용을 바탕으로 한부모가족이해교육의 효과적인 운영 방안에 대해 논의하였다. This study aims to develop educational programs for teachers and government officers to understand singleparent families. Prior to the development, the report on the educational program to understand single-parent families provided by the Seoul Single-Parent Family Support Center and educational demands of teachers and government officers were analyzed. As a result, the programs for understanding single-parent families were developed for teachers and government officers. First, the two-hour program for teachers consisted of topics like understanding single-parent families, teachers’ experiences related to single-parent families, and useful policy information for single-parent families. Second, the two-hour program for government officers included topics such as understanding single-parent families, family policies and social welfare programs for single-parent families, and skills for an effective communication with single-parent families. Finally, effective program management strategies for teachers and government officers were discussed.