유자녀 취업여성의 일-가족 전이 유형과 유형별 특성 및 심리적 복지감 비교: 잠재프로파일분석A Typology of Work-Family Spillover of Employed Women with Children and a Comparison of the Characteristics and Psychological Well-being: A Latent Profile Analysis
- Other Titles
- A Typology of Work-Family Spillover of Employed Women with Children and a Comparison of the Characteristics and Psychological Well-being: A Latent Profile Analysis
- Authors
- 조수진; 손서희
- Issue Date
- Jun-2021
- Publisher
- 가정과삶의질학회
- Keywords
- 유자녀 취업여성; 일-가족 전이; 유형화; 잠재프로파일분석; employed women with children; work-family spillover; typology; latent profile analysis
- Citation
- 가정과삶의질연구, v.39, no.2, pp 15 - 28
- Pages
- 14
- Journal Title
- 가정과삶의질연구
- Volume
- 39
- Number
- 2
- Start Page
- 15
- End Page
- 28
- URI
- https://scholarworks.sookmyung.ac.kr/handle/2020.sw.sookmyung/146171
- DOI
- 10.7466/JFBL.2021.39.2.15
- ISSN
- 2765-1932
2765-2432
- Abstract
- The purpose of this study was to identify the types of work-family spillover for employed women with children. We analyzed factors that affect the typology of work-family spillover and compared the differences in the psychological well-being of women based on the types. The data used in the study were from wave seven of the Korean Longitudinal Survey of Women and Families (KLoWF). The subsample included 1,950 employed women who lived with their husbands and had more than one child. Using latent profile analysis, three types of work-family spillover were classified including high conflict-high enrichment, middle con-flict-high enrichment, and low conflict-high enrichment type. Logistic regression analysis showed that the women’s attitudes toward their family roles, children’s age, satisfaction with the division of housework, job satisfaction, and working hours were related to the type of work-family spillover. Regarding the psychological well-being of the women, women in the low conflict-high enrichment type were the happiest and had the lowest depression compared to the high conflict-high enrichment type. The present study suggests that changing working women’s attitudes about their family roles, increasing the husband’s support, and support for childcare are important factors in order to reduce working women’s work-family conflict.
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