A Validation Study of the Work-Family Conflict Scale with Korean women

Yoo, Sung-Kyung; 홍세희,; Ji-Ah, Park; 김수정,

doi:10.18205/kpa.2012.17.1.001

Cited by 9 publications

(2 citation statements)

References 62 publications

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“…With the exception of two measures that had pre-existing Korean versions (work–family conflict, Yoo et al, 2012; turnover intentions, Lee and Suh, 2014), all measures originated in English and, in line with best practice (e.g., Brislin, 1970), were translated into Korean by the first and third authors independently, and subsequently back-translated by the first author and two additional bilingual scholars who were otherwise unaffiliated with the study and not privy to the original English scales. 1 Unless otherwise noted, all response scales were five-point Likert scales (1 = not at all , 5 = very much ).…”

Section: Methodsmentioning

confidence: 99%

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Unpacking work–family conflict in the marital dyad: Interaction of employee fit and partner fit

et al. 2022

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Can workers optimize their work and family lives when their involvement across both domains fits with their values? The current study suggests that it is not so simple; rather, we must take both employees’ and their partners’ perspectives into account. We examine relationships between employee fit (degree to which an employee’s role value aligns with his/her role involvement) and partner fit (degree to which a partner’s role value aligns with the employee’s role involvement) with work-to-family conflict, family-to-work conflict, life satisfaction, and turnover intentions. Using data from 179 dyads of South Korean employees and their spouses/partners, we put forth a fit assessment to determine degree of discrepancy within dyads, and test a model regarding how such fit is associated with outcomes. Results suggest that partner fit moderates the effects of employee fit on work-to-family conflict and family-to-work conflict, such that when partner fit rose, the negative effect of employee fit on conflict was strengthened. Further, partner fit moderated the indirect effects of employee fit on life satisfaction, such that the effects were stronger when partner fit was high. Interestingly, partner fit also moderated the indirect effects of employee fit on turnover intentions via work-to-family conflict, but not via family-to-work conflict.

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Section: Methodsmentioning

confidence: 99%

“…Work–family conflict was assessed using Yoo et al’s (2012) Korean version of Cinamon and Rich’s (2002) 14-item measure. The scale consists of seven items for work-to-family conflict and seven items for family-to-work conflict, which we analyzed separately.…”

Section: Methodsmentioning

confidence: 99%

Unpacking work–family conflict in the marital dyad: Interaction of employee fit and partner fit

et al. 2022

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Working Experience of Pastor's Wives

조현미¹,

Choi²,

Cho³

2018

faithscholarship

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Validity and Reliability of the Korean Version of the Work–Family Behavioral Role Conflict Scale (WFBRC-S)

Seong

Song

et al. 2020

IJERPH

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This study aimed to examine the validity and reliability of the Korean version of the Work–Family Behavioral Role Conflict Scale (WFBRC-S), which was originally developed to measure work–family behavioral role conflict in American adults with a wide variety of occupations such as nurses and chief executive officers. This study used a methodological research design. The study population consisted of 235 married men and women aged 20 years or older who were living in various cities, who had been employed for three years or more. The validity of the content, construct, convergent, discriminant, and criterion related, as well as the reliability of the WFBRC-S-K, was assessed. The WFBRC-S Korean version consists of 25 items. It was found that through the validity of the composition and standards of WFBRC-S-K, it was possible to measure the conflict by focusing on behavior so that a comprehensive evaluation of the role conflict between family and work, and work and family, can be performed. Five items in the WFBRC-S-K were excluded with a standardized factor loading of less than 0.50. We applied the modified index to improve the model fit to build a model, it supports a good fit and reliable score for the Korean version of the WFBRC-S model. Analysis of the fit of the revised model Nomed χ2 (CIMIN/df) value of less was: fit indices to 2.05 RMSEA = 0.07, RMR = 0.04, SRMR = 0.06, GFI = 0.85, IFI = 0.91, TLI = 0.90, CFI = 0.91. Criterion validity compared to the WLBOC-S showed significant correlation, and Cronbach’s alpha was 0.94. Factor loadings of the 25 questions ranged from 0.49 to 0.81. The study findings confirmed the applicability of this scale for measuring the work–family behavioral role conflict in Korean adults with a wide variety of occupations. The WFBRC-S-K can be applied on the measurement of work–family conflict in nursing and other industrial sites. These results provide a foundation for future studies on work–family behavioral role conflict in Korean adult.

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A Validation Study of the Work-Family Conflict Scale with Korean women

Cited by 9 publications

References 62 publications

Unpacking work–family conflict in the marital dyad: Interaction of employee fit and partner fit

Unpacking work–family conflict in the marital dyad: Interaction of employee fit and partner fit

Working Experience of Pastor's Wives

Validity and Reliability of the Korean Version of the Work–Family Behavioral Role Conflict Scale (WFBRC-S)

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