Married Female Workers Research Articles

Effects of Work Family Conflict of Married Female Workers on Life Satisfaction Mediated by Problem Drinking and Depression

본 연구는 기혼여성근로자가 경험하는 직장가정갈등, 문제음주 및 우울이 생활만족도에 미치는 영향들을 구조방정식을 통해 분석해보았다. 조사대상은 한국복지패널 2015년(10차년도) 데이터의 총 2955명이다. 분석결과, 직장가정갈등은 기혼여성근로자의 문제음주, 우울, 생활만족도에 직․간접적으로 영향을 미치는 것으로 나타났다. 즉, 기혼여성근로자가 경험한 직장가정갈등은 생활만족도에 직접적으로 영향을 미치는 한편, 문제음주와 우울을 매개로 하여 생활만족도에 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 기혼여성근로자의 직장가정갈등과 문제 음주, 우울을 관리하기 위해 가족친화제도와 기업복지제도, 근로자지원프로그램 등의 제도를 발전 및 활성화시켜야 한다는 대안마련과 근로자 개인의 인식 제고의 중요성을 제언으로 제시하였다.This study verified married female workers` work family conflict, problem drinking and depression effect on life satisfaction by using structural equation modeling. The sample were collected from 2955 by using Korea Welfare Panel Data 2015. The result showed that work family conflict directly or indirectly affects married female workers` problem drinking, depression and life satisfaction. In other words, married female workers` work family conflict experience directly influence on life satisfaction and also mediated by problem drinking and depression between work family conflict and life satisfaction. According to these findings, we suggest that the importance of prevailing family friendly policy, occupational welfare and employee assistance program for managing work family conflict, problem drinking and depression, and also workers` awareness-raising needed.

The Effect of Couple’s Role Division on the Childbrith Will in the Married Female Social Workers Working at Social Welfare Institutions - focused on the Mediation Effect of Work - Family Conflict -

The Effect of Couple’s Role Division on the Childbrith Will in the Married Female Social Workers Working at Social Welfare Institutions - focused on the Mediation Effect of Work - Family Conflict -

Estimating Married Female Workers` Changes in Work Family Conflict : Tests of Effects of Conservation of Resources Factors on Individual Differences in the Changes

여성의 적극적인 노동시장 진출과 같은 가정 및 직장의 변화는 직장가정갈등에 대한 관심을 증대시키고 있다. 이러한 상황에서 직장가정갈등을 경험하는 취약계층에 해당하는 기혼여성근로자들의 직장가정갈등의 변화양상을 파악하고, 영향요인을 파악함으로써 관리방안을 제시하는 것이 필요하다 할 수 있다. 본 연구는 이러한 연구목적을 위해 다층모형을 적용하여 기혼여성 근로자의 직장가정갈등 수준 변화를 추정하고 이 변화에 있어서 개인차에 대해 자원보존의 하위요인인 개인, 가족, 조직 수준의 영향력을 검증하였다. 이를 위해 여성가족패널자료의 1차년도에서 4차년도까지 총 8년간의 종단자료를 사용하였다. 본 연구 결과에 따르면 첫째, 직장가정 갈등의 두 하위차원 모두 1차년도에서 4차년도의 시간의 흐름에 따라 유의미하게 감소하는 것으로 나타났다. 둘째, 직장-가정갈등의 초기 값에 영향을 미치는 자원보존의 하위요인들의 영향력을 살펴본 결과 자녀돌봄이 적을수록, 본인부모님과의 갈등이 많을수록, 가족 관련 가치관과 가족 내 역할인식이 보수적일수록, 직무만족이 낮을수록, 직장 내 성차별이 높을수록 직장-가정갈등의 초기 값이 높게 나타났다. 가정-직장갈등의 경우, 본인의 가사노동 정도가 많을수록, 본인부모님과의 갈등이 많을수록, 가족 내 역할인식이 보수적일수록, 복리후생제도 혜택을 적게 받을수록, 직무만족이 낮을수록, 직장 내 성차별이 높을수록 가정-직장갈등의 초기값이 높게 나타났다. 셋째, 직장-가정갈등의 변화에 영향을 미치는 자원보존 하위요인들의 영향력을 검증한 결과 본인부모님과의 갈등이 높을수록 직장-가정갈등의 감소율이 적으며, 복리후생제도 혜택을 많이 받고, 직무만족이 높을수록 직장-가정갈동이 더 큰 폭으로 감소하였다. 가정-직장갈등의 경우, 자녀돌봄과 본인부모님과의 갈등이 많을수록, 가족관련 가치관과 가족 내 역할인식이 보수적일수록 가정-직장갈등의 감소율이 적으며, 복리후생제도 혜택을 많이 받고, 직무만족이 높을수록 가정-직장갈등이 더 큰 폭으로 감소하였다. 이러한 연구결과를 바탕으로 한 제언으로는 첫째, 기혼여성 근로자들에게 특성화된 가족친화적 기업복지제도가 제공되어야 하며 둘째, 기혼여성 근로자들의 직장가정갈등에 관한 종단연구가 지속적으로 제시되어야 한다는 것이다.Growing concern of Work Family Conflict based on the changes of family business and work environment occurs from the active entry of women into the workforce. According to this, it is necessary to verify Work Family Conflict`s changing pattern to establish of managing program for married female workers who is vulnerable. For confirm this research purpose in the study, changing patterns in married female workers` work family conflict were tested and conservation of resources factors` effects on the individual differences in the changing were also estimated by applying multilevel models. The dataset of Korean Longitudinal Survey of Women and Families were selected to analyze. The major findings can be summarized as follows. First, Work-Family Conflict and Family -Work Conflict decreased significantly from the first year to the forth year. Second, care of children, conflict with their parents, family oriented value, role within family, using welfare benefits, job satisfaction, sexual discrimination in workplace showed significant effects on the intial status of Work-Family Conflict. And responsible for housework, conflict with their parents, role within family, using welfare benefits, job satisfaction, sexual discrimination in workplace showed significant effects on the intial status of Family-Work Conflict. Third, conflict with their parents, using welfare benefits, job satisfaction effecting significant effects on controlling for the initial status of Work-Family Conflict. And care of children, conflict with their parents, family oriented value, role within family, using welfare benefits, job satisfaction effecting significant effects on controlling for the initial status of Family-Work Conflict. In conclusion, firstly family- friendly occupational welfare has to be provided base on married female workers` specialized need, secondly the longitudinal analysis about married female workers` Work Family Conflict conduct continuously.

Gendered Pragmatism and Subaltern Masculinity in China

Would migration be a transformative process to change gender and masculinity? This study explores the question by putting men at center stage and from their perspectives. The 2010 population census in China estimated that around 220 million people migrated from rural to urban areas. The majority of the earliest cohorts of female migrants in China were either dependents of migrants or their migration trajectory was truncated by family responsibilities. This is consistent with the traditional Chinese gender norm that anchors femininity in wifehood and motherhood. However, there is evidence that an increasing number of married female migrant workers have returned to the city in order to work even after giving birth to their children. This article examines how male migrant workers have gradually accepted their wives’ decision to migrate to the city for work, and hence how the gender norm of the male provider and female homemaker is changing. It also examines how these men reconcile the discrepancy between the new pattern with respect to the gender division of labor and their cherished ideal using a gendered discourse of pragmatism. By locating the intersection between migration and the shift of the male gender identity within the Chinese context, this article speaks to the general literature on gender and migration. It also sheds light on how gender relationships and identity are negotiated within a specific national and cultural context.

An Analysis of the Gender Earning Differentials in Pakistan

The objective of this study is to examine the determinants of income and income gap for male and female workers in Pakistan. We have used province, literacy, education, occupation, industry, status of job, age, marital status and region as explanatory variables to estimate earning functions separately for males and females by applying the OLS method using HIES 2010-11 data. The earnings gap between males and females has also been analyzed by using the Blinder-Oaxaca decomposition method. Results shows that return to education rises with level of education for workers of both sexes however, they are significantly higher for female workers as compared to male workers. Both males and females working as senior professionals, managers and technicians have been emerged as the highest earners. Male paid employees earn less and female paid employees earn more than their employers & self employed counter parts. Married male workers earn more and married female workers earn less than the singles. We find individual characteristics like education, occupation, job status and marital status as the major determinants of income gap between male and female workers in Pakistan.

Quality of life among female workers in edo state: consideration of job-type, age and marital status

This study examined the role of age, marital status and job-type on quality of Life amonge female workers in Edo State (N =188). Results from t-test revealed that female teachers reported better quality of life than female police officer, married female workers reported better quality of life than single female workers, while there was no significant difference in the quality of life between young female workers and older female workers. Results of the analysis of variance revealed that the interaction of age, marital status and job-type have a significant influence on quality of life among female workers. The findings revealed that demographic variables have significant effect on quality of life among female teachers and female police officers

Human immunodeficiency virus (HIV) specific antibodies among married pregnant women and female commercial sex workers attending voluntary counseling and HIV testing (VCT) centre in Abuja, Nigeria

Generally, married women and commercial sex workers (CSWs) engage in sexual activity - an important risk factor for contracting HIV. We therefore tested a hypothesis that prevalence of HIV-1/2 antibodies among married pregnant women (PW) is not different from that of female CSWs. One hundred married PW and 99 female CSWs enrolled in the study. They were consecutively selected as they visited the VCT centre for HIV antibody test. Pertinent data were obtained from each subject using questionnaire forms; venous blood sample was aseptically collected from subjects that gave verbal consent. Plasma obtained from each sample was tested using parallel testing algorithm with DETERMINE® HIV-1/2 and HIV-1/2 STAT-PAK® test was used for statistical analysis of the data. The overall prevalence of HIV-1/2 antibodies was 29.1% (n = 199). Seroprevalence of 39.4 and 19.0% were observed for the CSWs and the PW, respectively. Using various variables, comparison of HIV-1/2 serostatus of the CSWs with that of the married PW showed that the CSWs generally had significantly higher seroprevalence. CSWs who were inconsistent in the use of condom with their clients prior to sexual intercourse in the past three months before this study (P = 0.0001, OR = 11.2) and those aged
39 years had significantly (P = 0.004, OR = 2.6) higher seroprevalence. Though both groups recorded seropositivity, inconsistency in the use of condom appeared to be the factor mostly responsible for the significantly higher seropositivity of the female CSWs.

Employment and Married Women's Health in Korea; Beneficial or Harmful?

The aim of this study was to investigate whether working married women in different occupational classes affected diverse health outcomes. We used data for married women aged 25-59 (N=2,273) from the 2005 National Health and Nutritional Examination Survey. Outcome measures included physical/mental and subjective/objective indicators (self-rated poor health, chronic diseases, depression, and suicidal ideation from reported results; metabolic syndrome and dyslipidemia from health examination results). Age-standardized prevalence and logistic regression were employed to assess health status according to three types of working groups (housewives, married women in manual jobs, married women in non-manual jobs). Sociodemographic factors (age, numbers of children under 7, education, household income) and health behaviors (health examination, sleep, rest, exercise, smoking, drinking) and a psychological factor (stress) were considered as covariates. Non-manual married female workers in Korea showed better health status in all five health outcomes than housewives. The positive health effect for the non-manual group persisted in absolute (age-adjusted prevalence) and relative (odds ratio) measures, but multivariate analyses showed an insignificant association of the non-manual group with dyslipidemia. Manual female workers showed significantly higher age-adjusted prevalence of almost all health outcomes than housewives except chronic disease, but the associations disappeared after further adjustment for covariates regarding sleep, rest, and stress. Our results suggest that examining the health impact of work on married women requires the consideration of occupational class.

Influence of women and family-friendly support services on women's work performance in organization

The Study investigated the Influence of Women and Familyfriendly Support Services on Work Performance of female employees in work organizations. A descriptive survey design of Ex-post factor was adopted for this study. A total of 860 participants, drawn from services. manufacturing, and distributive organizations made up sample for the study. Data was collected using four validated instruments. These were Women-Friendly Support Inventory (WFSI), Family-Friendly Support Inventory (FFSI}, Work Performance Rating Scale 1 and 2 (WPRS land WPRS 2). One way ANOVA was used to analyze data at 0.05 level of significance. Findings revealed that there was significant difference between work performance of participants (P .05) in work performance of married participants (X = 99.6) and single participants (X = 99.5) who enjoyed women-friendly support services. Work performance of single and married female workers who benefitted from family-friendly support services differed signifteantly (F(2.845 = 23.1; p < .05).

Unintended consequences of job redesign

Researchers and practitioners have cited the advantage of such flexible work scheduling options as flex‐time, compressed workweeks, job sharing, and reduced hours for employees. The assumption underlying these options has been that more flexible schedules allow employees to meet their family requirements and still work a sufficient number of hours to advance in their careers. In this paper we focus on the unintended consequences of such job‐design modifications. In particular, we explore the impact of reduced‐hours career options for women in the healthcare sector. One potential consequence of reduced hours concerns the effects of violations of psychological contracts, or the beliefs that employers and employees hold regarding their mutual obligations. We test two hypotheses that state that professionals and reduced‐hours employees are more likely to express an intention to turn over when such contracts are violated. We test these hypotheses in a random sample of 178 Boston‐area married female healthcare workers who are in dual‐earner couples, who have at least one child under high‐school age, and who vary in professional status and in work schedule. The results support both hypotheses and suggest that reduced‐hours employment can have unintended consequences for employees and their organizations.

The Preferred Living Environment for Married Female Workers after Retirement in Busan of South Korea

The Preferred Living Environment for Married Female Workers after Retirement in Busan of South Korea

The Influence of family and employment on career planning of married female workers in a society without sex preference

"The purpose of the present note is to investigate some of the factors related to career planning, with reference to family and employment, among married women workers [in Thailand].... The study revealed that career planning is associated significantly with age and education, i.e. the younger...the woman, the more likely it is that she will seek mobility in her career. Also, other factors related significantly to career planning are occupation and duration in the current job.... The study suggests that the attitude of husbands is [also] an important factor regarding women's participation in the labour force."

Study on the Acceptance of Contraceptive Devices Among Married Female Workers of a Garments Factory of Dhaka City

Over the last decade, the number of garments factories in Bangladesh had increased and employed around 1.5 million women, most of them in their reproductive age, therefore, desired family size and child spacing influenced contraceptive prevalence among the married women.This cross sectional study was conducted in Chancellor Garments Factory, Rayer Bazar, Dhaka, to find out the acceptance of contraceptive methods among the married female workers.Out of 121 workers interviewed, the knowledge of respondents on contraceptive methods was found adequate in 83.47%, some knowledge in 15.70% and no knowledge in 0.83%. 27.5% respondents acquired their knowledge from clinics and 25.83% from health workers. Only 13.22% respondents had the knowledge on non contraceptive uses of condom and 50% of them got this knowledge from radio and television. Of the 88.43% respondents who used contraceptive devices, maximum number used oral pill (57.94%) and only 0.93% used condom. Among the non users of contraceptive methods, 28.56% did not use because their husbands did not agree. Among the contraceptive users, 90.65% had consent of both the partners and 2.8% had the desire of their husbands only.Low income, lack of motivation by health workers, lack of information on contraception, less accessibility and availability of devices, cost of the devices, side effects, misconception, etc. have the impact on the contraceptive acceptance among the female garments workers. Key words: Married female workers, Garments factory, Acceptance of contraceptive method. DOI: 10.3329/bjpp.v24i1.5731Bangladesh J Physiol Pharmacol 2008; 24(1&amp;2) : 10-13