This research aims to understand how family conditions and work conditions influence work-life balance, and how work-life balance influences stress responses, job satisfaction. This research also aims to compare the differences between unmarried female nurses and married female nurses. Data were collected from nurses of a large-sized hospital and a university hospital (n=483). Data were analyzed with hierarchical multiple regression analysis.Results showed that home conditions and work conditions influenced worklife-balance. And that work-life-balance influenced stress responses, job satisfaction. Results also showed the differences between unmarried female nurses and married female nurses. Especially, in married female nurses, child and position influenced work-life balance. In unmarried female nurses, work-life balance influenced stress more than married female nurses. The implications of the findings and directions for future research were discussed.
This study examined the moderating and mediating effects of emotional reaction and personal power on the relationship of leadership behavior with group morale and organizational commitment. The data were obtained from 289 workers at a steel factory and 425 nurses working at three hospitals. The main results were as follows: 1) Emotional reaction moderated the relationship between performance-oriented leadership behavior and group morale and commitment. 2) Personal power moderated the relationship between Pressure P and group morale and commitment. However, it did not have any moderating effects on the relationships between delegative leader behavior and group morale and commitment. 3) Personal power mediated the relationship between leadership behavior and group morale and commitment, its effects being more pronounced than that of emotional reaction. Finally, the moderator and mediator roles in the leadership process were discussed.
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