• Journal of Family Resource Management and Policy Review
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• v.25 no.3
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• pp.17-30
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• 2021

The purpose of this study was to examine the effectiveness of family-friendly management in 501 family-friendly certified firms and to analyze organizational and social outcomes outlined by the firms. In addition, this study aimed to discover ways to promote family-friendly management by investigating the effects of ongoing support to certified firms, including family-friendly consulting and workplace training. The results showed that certified firms administer family-friendly workplace policies at a satisfactory level, while their management of policy indices and outcomes were not effective. The finding suggests that family-friendly management indices need to be aligned with firms' substantial outcomes. An improved organizational image and trust were major organizational outcomes of family-friendly management, and an enhanced CEO perception and a culture centered on gender-equality were significant social outcomes. These outcomes need to be promoted to attract organizations to engage in family-friendly management. The finding further implies the important roles of organizations in cultivating family-friendly environments in society. Finally, the certified firms with ongoing consulting and training support exhibited higher levels of family-friendly management and organizational and social outcomes. This study sheds light on the importance of long-term, systematic efforts by organizations in fostering family-friendly management and achieving organizational and social outcomes.

• Journal of Family Resource Management and Policy Review
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• v.16 no.4
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• pp.93-109
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• 2012

Many leading companies provide family-friendly policies for a good work-family balance and to increase the productivity of their workers. The workers receive such benefits as family leaves or financial support for caring for their dependents. But the employees need much more support than these benefits to properly care for their families. This study examines the role of the companies in the expansion of family-friendly policies to the community. A few companies see community relations-such as investing in community programs-as linked to work-family policies. Accordingly, this study suggests the best practices and alternatives of many companies. This study also examines the role and perspectives of the Family-Friendly Support Center as an organization that can lead the community involvement of the business. This center can promote the company's collaboration and network of stakeholders.

• Journal of Families and Better Life
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• v.31 no.4
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• pp.83-96
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• 2013

This study aims to suggest the alternative policies and practices which policy makers can introduce and enlarge for work-family balance of employees. For purpose, this study analyzed the regulation of work time and parental leave benefits of employees. And the results of major projects in family friendly support services were examined. Based on these assessment, this study suggested various flexible work arrangements, papa's quota system in parental leaves, various family leaves for family care, establishment of FFSC in every metropolitan area, diversification of consulting project, and enlarging of certification project on family friendly workplace.

• Journal of Family Resource Management and Policy Review
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• v.25 no.1
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• pp.63-75
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• 2021

The purpose of this research was to examine the experiences of three types of family-friendly workplace professionals (professionals here after) including consultants, certification auditors, and professional instructors, and to provide suggestions for the improvement of training programs aimed at such professionals. Ten professionals participated in focus group interviews. Two themes were identified: the competencies of the professionals and ways to improve the training system and the curriculums of training programs. Competencies are dependent on job type. Therefore, different training programs should be provided to the three types of professionals. To make training programs more comprehensive, most participants agreed that training program curriculums for the three types of professionals should link together. Participants also suggested increasing training time and differentiating training programs between new and experienced specialists. In terms of improving the training system, professional networking and the creation of a database for family-friendly programs were discussed. The findings suggest that training programs need to be restructured in line with the competencies required by the professionals and professionals' needs.

• Proceedings of the KHMA Conference
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• 2010.05a
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• pp.307-307
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• 2010

• Proceedings of the KHMA Conference
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• 2011.11a
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• pp.282-282
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• 2011

• Proceedings of the KHMA Conference
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• 2008.11a
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• pp.222-233
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• 2008

• Journal of Family Resource Management and Policy Review
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• v.22 no.1
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• pp.1-21
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• 2018

The aim of this study was to suggest an improvement plan for the post-certification family friendly consulting service based on consulting reports from 2015-2016 and focus group interviews analysis. Focus group interviews were conducted with consultants with the Family Friendly Support Center and managers with family friendly certification companies. The results of this study were as follows. First, objective outcome indicators for the measurement of consulting performance should be created. Second, a checklist managers can use to choose the consulting type based on self-assessments should be developed. Third, a follow-up consulting system should be in place to complement the ABC module. Fourth, a consulting case database should be built to facilitate customized consulting by industry and size.

• Journal of the Korea Society of Computer and Information
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• v.18 no.1
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• pp.167-175
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• 2013

This study set out from the perception that one should develop and activate differentiated programs from those 5 programs of the Health Family Support Center (family counseling program, family education support project, family affinity culture support project, care support project, diversity family support project) on the subjects (n=299) of residents in G metropolitan city by reflecting the levels of family values, communication between family members and family relationship. To achieve the study purposes above, this study devised research questions as follows: Research question 1. What are the levels of local residents for their family values, communication between family members and family relationship? Research question 2. Is there any difference in demanding family support project programs according to the local residents' family values, communication between family members and family relationship? Following are the results of this study: First, the levels were analyzed to be more than the average (on a maximum scale of 5 points) with local residents' family values (M=3.55, S.D.=.664), communication between family members (M=3.65, S.D.=.669), family relationship (M=3.69 S.D=.584) Second, the necessity levels for family values, communication between family members and family relationship of the group below the average as compared with the group over the average was found to be significantly high in family education support project, family affinity culture support project, care support project and diversity family support project except family counseling program. Accordingly, strategic plans for increasing the participation rate for the programs by the Health Family Support Center and activating those programs could be by investigating in advance the levels of family values, communication between family members and family relationship by each program respectively and differentiating the target level for the program by the group, or by giving preference to the group below the average who have high needs of program necessity when making decisions for the participation preference of the programs.

• Korean Journal of Family Social Work
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• no.59
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• pp.27-53
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• 2018

The objective of this study was to investigate the influence of family-related factors and age-friendly environment on intergenerational interaction in middle-aged group and the older adult group. Based on the results, this study is to suggest countermeasures for decreasing intergenerational interaction with the population aging. This study analyzed 260 sample participants aged from 45 to 64 and 399 sample participants aged 64 and more, categorizing them into middle-aged group and the older adult group respectively. The sample participants were taken from '2014 Survey on the Aged Society' and had at least one adult child aged over 18 at the time of participation. In order to identify the relationship between five sub-dimensions related to family, age-friendly environment and intergenerational interaction within the family in two age groups, t-test and multiple regression analysis were used. As a result, both two family-related factors had positive correlation with intergenerational interaction within the family. However, affective solidarity showed a higher significance in the middle-aged group and familism showed a higher significance in the older adult group. Among the sub-dimensions related to age-friendly environment, only personal opinion on age integration showed significance in the older adult group. This study provides several implications from the results.