This study empirically investigated influence factors of work-family conflicts that married working women are faced with. The purpose of this study is to suggest efforts that should be made for work-family balance. This study used the 4th data of n... This study empirically investigated influence factors of work-family conflicts that married working women are faced with. The purpose of this study is to suggest efforts that should be made for work-family balance. This study used the 4th data of national women and families panel. Among them, this study applied hierarchical regression analysis on total 1,487 female workers of 1,472 existing household members and 15 new household members who are young married women and wage workers who are carrying out the paid work to investigate satisfaction with the division of domestic labor of spouse and utilization of family-friendly policies. According to the analysis result, it was identified that the level of work-family conflicts vary depending on age and academic background. For the level of work-family conflicts according to age, the group of women in their 20s and 30s showed higher level of work-family conflicts compare to the group of over the age of 40. Also, for the level of work-family conflicts according to academic background, it was identified that the level of work-family conflicts was higher for the group of higher than high school graduates than lower than middle school graduates. On the other hand, difference in the level of work-family conflicts according to position was not statistically significant. Secondly, factors that made effect on work-family conflicts included family value, gender value, equality of organizational culture, and job satisfaction. For factors of value, it was identified that work-family conflict was higher for traditional gender values as traditional family value showed lower work-family conflicts. For work factors, work-family conflict was lower when the job is organization culture and have higher satisfaction level with their current job. On the other hand, it was identified that availability of family-friendly policies did not make effect on work-family conflict. For family factors, both satisfaction with domestic labor of spouse and housework hours of spouse did not make effect on work-family conflicts. Thirdly, the relative strength of influential factors on work-family conflicts was in the order of age, family value, gender value, job satisfaction, and equality of organizational culture, and it was identified that family value is the most influential factor among independent variables. Based on the research results, this study made the following specific discussions and suggestions. First, qualitative expansion of day care facilities needs to be made to reduce burden of raising children of female workers in their 20s and 30s who need to give birth and raise preschool children, and financial support and evaluation system need to be prepared to improve the quality of childcare services. Also, it would be necessary to plan qualitative improvement of childcare services as continuous expansion of national and public daycare center and support for outstanding private daycare center, and it would be necessary to create an environment where parents can trust and leave their children by strengthening punishment regulations for uninstallation rather than only emphasizing a corporate social responsibility of installing workplace nursery facilities. Secondly, family-friendly policies of the government for work-family balance need to be provided with gender equality. Social atmosphere needs to be established so that people can actually use by the right of both male and female workers, and education and promotion that emphasize the necessity of family-friendly policies need to be conducted not only for individual workers but in terms of corporate performance and management of workers as well. Thirdly, policies should to be provided by a paradigm of gender equality not policies that require dedication and sacrifice of women. It would be necessary to expand an atmosphere of equal household chores and culture of equal parental participation between married couple and participation in parental leave of men. In foreign countries, a quota system for parents is being conducted as a measure for equal ratio of maternity leave between married couple and companies need to state the reason when rejecting the application for maternity leave. It would be necessary to specify roles in a household in the system as a joint responsibility of men and women which have been recognized as women’s. Fourthly, policies need to be provided and conducted for patriarchal concept and discriminatory social structure at home and in the workplace to change. Meaning, work-family balance needs to be applied equally to both men and women, not only by focusing on women. Also, policies for work-family balance should not focus on increasing the birth rate, but need to be conducted to ensure labor rights of women. ，韩语论文，韩语论文 |
